NURS-6053 Module 3: Leadership (Weeks 4-6) – Week 4 Discussion NURS6053 Latest
Week 4 Discussion NURS6053 Completed Sample Paper
NURS 6053 – Leadership Theories in Practice
Effective Leadership
Student’s Name:
Institutional Affiliation:
Course Title
Due Date
Effective Leadership
Effectiveness in leadership is not achievable overnight. It involves an iterative process that requires one to assess and evaluate their strengths as collaborators and communicators continuously and their weaknesses. An ineffective leader, for example, can cost a company more fortunes than their morale. According to the Gallup research, poor management affects over 25 percent of employees by disengaging them. Such disengagement often leads to low productivity, profitability, and high employee turnovers. Effective leadership does not have a single agreed or right way of leading a team. Successful leaders have several traits that are common among themselves. Effective nursing leaders are those who help in communicating the hospital’s vision and goals, influence change, and guide their teams.
Leadership Profile
Similar to any other individual, I possess unique behavioral styles baked into me while growing up. Together with these styles, I also have some typical approaches, with some working in my favor throughout the advancement into my current role as a leader. Several scholars have identified different characteristics that effective leaders should possess. As a leader, I believe my most outstanding trait is the ability to identify the strengths and weaknesses of my team. This ability helps me in improving my leadership style since I am always on the front line in identifying these strengths and improving the areas of weaknesses. From the Gallup’s StrengthsFinder, my strengths as a leader include empathy, learner, connectedness, achiever, and an include (Gallup, 2019). My position as a nurse supervisor requires me to be aware of my strengths since I play a formal leadership role within the department.
Strengths
From the report, my two strengths are connectedness and learner. According to Gallup, a learner is someone who desires to improve their abilities by wanting to know more. Also, learning is essential as the competency of a nurse comes from the acquired skills and knowledge (Poorchangizi et al., 2017). Connectedness requires that one entrust his faith in having connections and links. A connected leader understands that everything happens for a reason, and the meaning of each event is essential. By nurturing connectedness, I am likely to influence individuals into realizing the importance of group efforts and teamwork in accomplishing assigned tasks.
Core Values
In the nursing profession, there are core values that act as standard requirements for all educational and clinical nursing environments. These core values not only guide individuals, but they also help in motivating the nurses’ professional behaviors depending on their fields of specialization and working environments. There are several leadership values that one can choose. The standout ones for me are the commitment to use evidence-based care and be open to different opinions. These two values work closely with being empathic and an includer.
Characteristics
Individualization and adaptability are the two characteristics that need strengthening. Being adaptable is equivalent to being flexible and without a fixed perspective on aspects. Working as a nurse leader, for example, in the emergency department, requires me to become accustomed to having stressful situations (Jamshidi et al., 2016). Managing to show how adaptable these situations are will influence my team by making them feel that they are not alone. Adaptability is also crucial in leadership since even stable situations may sometimes become uncomfortable, especially when new challenges arise. Individualization will allow me to understand the uniqueness of each team member and the different roles they play. Individualization requires that I pay close attention to my colleagues’ attitudes, skills, and interests to help them reach their highest potentials.
Conclusion
Effective leadership requires leaders to influence their teams and lead them forward with motivation, inspiration, enthusiasm, and passion. As a leader, it is necessary to invest time in the team to understand their priorities, needs, weaknesses, and strengths and help them improve. Understanding the needs and preferences of a team makes them feel valuable, and the leader will understand the best ways to keep them motivated. To understand others, a leader needs to understand himself or herself first, his areas of strength and weakness, the core values needed, and the characteristics they need to develop.
References
Gallup. (2019). Clifton StrengthsFinder 2.0. Retrieved from /orders/walden.gallup.com
Jamshidi, N., Molazem, Z., Sharif, F., Torabizadeh, C., & Najafi Kalyani, M. (2016). The challenges of nursing students in the clinical learning environment: A qualitative study. The Scientific World Journal, 2016, 1-7. /orders/doi.org/10.1155/2016/1846178
Poorchangizi, B., Farokhzadian, J., Abbaszadeh, A., Mirzaee, M., & Borhani, F. (2017). The importance of professional values from clinical nurses’ perspective in hospitals of a medical university in Iran. BMC Medical Ethics, 18(1). /orders/doi.org/10.1186/s12910-017-0178-9
NURS 6053 Walden University Week 6 Personal Leadership Philosophies Discussion
Assignment: Personal Leadership Philosophies
Many of us can think of leaders we have come to admire, be they historical figures, pillars of the industry we work in, or leaders we know personally. The leadership of individuals such as Abraham Lincoln and Margaret Thatcher has been studied and discussed repeatedly. However, you may have interacted with leaders you feel demonstrated equally competent leadership without ever having a book written about their approaches.
What makes great leaders great? Every leader is different, of course, but one area of commonality is the leadership philosophy that great leaders develop and practice. A leadership philosophy is basically an attitude held by leaders that acts as a guiding principle for their behavior. While formal theories on leadership continue to evolve over time, great leaders seem to adhere to an overarching philosophy that steers their actions.
What is your leadership philosophy? In this Assignment, you will explore what guides your own leadership.
To Prepare:
Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
Reflect on the leadership behaviors presented in the three resources that you selected for review.
Reflect on your results of the CliftonStrengths Assessment, and consider how the results relate to your leadership traits.
The Assignment (2-3 pages):
Personal Leadership Philosophies
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
A description of your core values
A personal mission/vision statement
An analysis of your CliftonStrengths Assessment summarizing the results of your profile
A description of two key behaviors that you wish to strengthen
A development plan that explains how you plan to improve upon the two key behaviors you selected and an explanation of how you plan to achieve your personal vision. Be specific and provide examples.
Be sure to incorporate your colleagues’ feedback on your CliftonStrengths Assessment from this Module’s Discussion 2.
Colleagues’ feedback on my CliftonStrengths Assessment from this Module’s Discussion 2.
Roxanne DoBrava
RE: Discussion – Week
Lenick,
I enjoyed reading your post. I can relate to many aspects of your post. I am an includer as well which gives each person a sense of purpose to feel needed. I really like that within the includer paragraph it explains that the accepting nature of an includer is to respect each person’s differences and each person should be created equal (Strengths Finder, 2018). This is truly the way I am as well. You explain that you would like to strengthen relationship building. Relationships are important and with a good relationship comes easy communication and makes each person easily approachable. Saleh, O’Connor, Al-Subhi, Alkattan, Al-Harbi, and Patton (2018) explain the importance of establishing strategies in initiating, developing and maintaining professional relationships with their staff. Another concept that is important is to have an active view on all leadership rather than a passive view (Manning, 2016). Thanks for the great post.
Roxanne
References
Manning, J. (2016). The Influence of Nurse Manager Leadership Style on Staff Nurse Work Engagement. Journal of Nursing Administration, 46(9), 438–443. /orders/doi-org.ezp.waldenulibrary.org/10.1097/NNA…
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.
Saleh, U., O’Connor, T., Al-Subhi, H., Alkattan, R., Al-Harbi, S., & Patton, D. (2018). The impact of nurse managers’ leadership styles on ward staff. British Journal of Nursing, 27(4), 197–203. /orders/doi.org/10.12968/bjon.2018.27.4.197
Strengths Finder: Gallup. (2018). Retrieved from /orders/walden.gallup.com
Jennifer Gilley
RE: Discussion – Week 5
Lenick,
Thank you for your post! It is excellent that you are self aware of your strengths and weaknesses. I too received consistency, and achiever among my five strengths. I will say, I was very pleased with my feedback from the survey. It is me 110%. I think it is amazing how different everyone is with their own personality and characteristics but still each individually can make excellent leaders. I enjoyed reading your post and I would like to say thank you. Within the medical field some find it very hard to care for those that do not share the same traits or standards as they do. Thus the same standard level of care is not delivered to that patient. It is pertinent that every patient is treated the same regardless of their background, upbringing, or personal beliefs. This is hard, very hard at times I know. But nursing is one of the most trusted professions and patients look up to us for advice and learning on how to better their life. I have seen the way patients are treated have affects on them. It can make them better, or completely scatter them. So thank you for being one of many that help treat others equally. I know it is not easy, and it truly is a special talent.
References
Walden University (2020). Gallup organization: strengths finder assessment. Retrieved from /orders/gx.gallup.com/services/pdf?v=pdfGeneration…
–Downloads–Download Video w/CCDownload AudioDownload Transcript
Laureate Education (Producer). (2018). The Leader in You [Video file]. Baltimore, MD: Author.
Learning Objectives – NURS-6053 Module 3: Leadership (Weeks 4-6)
Students will:
- Analyze the effectiveness and impact of leadership skills
- Assess personal leadership traits
- Analyze how leadership traits can be applied to personal leadership philosophies and behaviors
- Develop a personal leadership philosophy
- Create a development plan related to personal leadership philosophies
| Due By |
Assignment |
| Week 4, Days 1–2 |
Read the Learning Resources.
Compose your initial Discussion 1 post. |
| Week 4, Day 3 |
Post your initial Discussion 1 post.
Begin to compose your Assignment. |
| Week 4, Days 4-5 |
Review peer Discussion 1 posts.
Compose your peer Discussion 1 responses.
Continue to compose your Assignment. |
| Week 4, Day 6 |
Post two peer Discussion 1 responses. |
| Week 5, Days 1-2 |
Compose your initial Discussion 2 post.
Continue to compose your Assignment. |
| Week 5, Day 3 |
Post your initial Discussion 2 post.
Continue to compose your Assignment. |
| Week 5, Days 4-5 |
Review peer Discussion 2 posts.
Compose your peer Discussion 2 responses.
Continue to compose your Assignment. |
| Week 5, Day 6 |
Post two peer Discussion 2 responses. |
| Week 6, Days 1- 6 |
Continue to compose your Assignment. |
| Week 6, Day 7 |
Deadline to submit your Assignment. |
Learning Resources – NURS-6053 Module 3: Leadership (Weeks 4-6) Nursing Papers
Required Readings
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.
- Chapter 1, “Expert Clinician to Transformational Leader in a Complex Health Care Organization: Foundations” (pp. 7–20 ONLY)
- Chapter 6, “Frameworks for Becoming a Transformational Leader” (pp. 145–170)
- Chapter 7, “Becoming a Leader: It’s All About You” (pp. 171–194)
Duggan, K., Aisaka, K., Tabak, R. G., Smith, C., Erwin, P., & Brownson, R. C. (2015). Implementing administrative evidence-based practices: Lessons from the field in six local health departments across the United States. BMC Health Services Research, 15(1). doi:10.1186/s12913-015-0891-3. Retrieved from /orders/bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3
Strengths Finder: Gallup. (2018). Retrieved from /orders/walden.gallup.com
Guidance Document: Student Long Guide
Guidance Document: Short Guide
Laureate Education (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.
–Downloads–Download Video w/CCDownload AudioDownload Transcript
Moore Foundation. (n.d.). Nurses share lessons in leadership. Retrieved from /orders/www.youtube.com/playlist?list=PLopRJPO6GaifsYPGP_jcWXZzU10H3AaX7
Discussion 1: Leadership Theories in Practice
A walk through the Business section of any bookstore or a quick Internet search on the topic will reveal a seemingly endless supply of writings on leadership. Formal research literature is also teeming with volumes on the subject.
However, your own observation and experiences may suggest these theories are not always so easily found in practice. Not that the potential isn’t there; current evidence suggests that leadership factors such as emotional intelligence and transformational leadership behaviors, for example, can be highly effective for leading nurses and organizations.
Yet, how well are these theories put to practice? In this Discussion, you will examine formal leadership theories. You will compare these theories to behaviors you have observed firsthand and discuss their effectiveness in impacting your organization.
To Prepare:
- Review the Resources and examine the leadership theories and behaviors introduced.
- Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
- Reflect on the leadership behaviors presented in the three resources that you selected for review.
By Day 3 of Week 4
Post two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace.
By Day 6 of Week 4
Respond to at least two of your colleagues on two different days by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described.
Grading Criteria
To access your rubric:
Week 4 Discussion Rubric
Post by Day 3 and Respond by Day 6 of Week 4
To participate in this Discussion:
Week 4 Discussion
Discussion 2: Your Leadership Profile
Do you believe you have the traits to be an effective leader? Perhaps you are already in a supervisory role, but as has been discussed previously, appointment does not guarantee leadership skills.
How can you evaluate your own leadership skills and behaviors? You can start by analyzing your performance in specific areas of leadership. In this Discussion, you will complete Gallup’s StrengthsFinder assessment. This assessment will identify your personal strengths, which have been shown to improve motivation, engagement, and academic self-conference. Through this assessment, you will discover your top five themes—which you can reflect upon and use to leverage your talents for optimal success and examine how the results relate to your leadership traits.
To Prepare:
To take the Assessment, visit http://walden.gallup.com. Using the Guidance Document Resource(s) for the Strengths Finder assessment, follow the instructions for setting up an account. If the link does not work, please copy and paste the link into your web browser.
Please Note: This Assessment will take roughly 30 minutes to complete.
- Once you have completed your assessment, you will receive your “Top 5 Signature Themes of Talent” on your screen.
- Click the Download button below Signature Theme Report, and then print and save the report. We also encourage you to select the Apply tab to review action items.
NOTE: Please keep your report. You will need your results for future courses. Technical Issues with Gallup:
If you have technical issues after registering, please contact the Gallup Education Support group by phone at +1.866-346-4408. Support is available 24 hours/day from 6:00 p.m. Sunday U.S. Central Time through 5:00 p.m. Friday U.S. Central Time.
- Reflect on the results of your Assessment, and consider how the results relate to your leadership traits.
By Day 3 of Week 5
Post a brief description of your results from the StrengthsFinder assessment. Then, briefly describe two core values, two strengths, and two characteristics that you would like to strengthen based on the results of your StrengthsFinder assessment. Be specific.
By Day 6 of Week 5
Respond to at least two of your colleagues on two different days by making recommendations for how they might strengthen the leadership behaviors profiled in their StrengthsFinder assessment, or by commenting on lessons to be learned from the results that can be applied to personal leadership philosophies and behaviors.
Grading Criteria
To access your rubric:
Week 5 Discussion Rubric
Post by Day 3 and Respond by Day 6 of Week 5
To participate in this Discussion:
Week 5 Discussion
Assignment: Personal Leadership Philosophies
Many of us can think of leaders we have come to admire, be they historical figures, pillars of the industry we work in, or leaders we know personally. The leadership of individuals such as Abraham Lincoln and Margaret Thatcher has been studied and discussed repeatedly. However, you may have interacted with leaders you feel demonstrated equally competent leadership without ever having a book written about their approaches.
What makes great leaders great? Every leader is different, of course, but one area of commonality is the leadership philosophy that great leaders develop and practice. A leadership philosophy is basically an attitude held by leaders that acts as a guiding principle for their behavior. While formal theories on leadership continue to evolve over time, great leaders seem to adhere to an overarching philosophy that steers their actions.
What is your leadership philosophy? In this Assignment, you will explore what guides your own leadership.
To Prepare:
- Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
- Reflect on the leadership behaviors presented in the three resources that you selected for review.
- Reflect on your results of the CliftonStrengths Assessment, and consider how the results relate to your leadership traits.
The Assignment (2-3 pages):
Personal Leadership Philosophies
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
- A description of your core values
- A personal mission/vision statement
- An analysis of your CliftonStrengths Assessment summarizing the results of your profile
- A description of two key behaviors that you wish to strengthen
- A development plan that explains how you plan to improve upon the two key behaviors you selected and an explanation of how you plan to achieve your personal vision. Be specific and provide examples.
- Be sure to incorporate your colleagues’ feedback on your CliftonStrengths Assessment from this Module’s Discussion 2.
By Day 7 of Week 6
Submit your personal leadership philosophy.
To submit your completed Assignment for review and grading, do the following:
- Please save your Assignment using the naming convention “WK6Assgn+last name+first initial.(extension)” as the name.
- Click the Week 6 Assignment Rubric to review the Grading Criteria for the Assignment.
- Click the Week 6 Assignment link. You will also be able to “View Rubric” for grading criteria from this area.
- Next, from the Attach File area, click on the Browse My Computer button. Find the document you saved as “WK6Assgn+last name+first initial.(extension)” and click Open.
- If applicable: From the Plagiarism Tools area, click the checkbox for I agree to submit my paper(s) to the Global Reference Database.
- Click on the Submit button to complete your submission.
Grading Criteria
To access your rubric:
Week 6 Assignment Rubric
Check Your Assignment Draft for Authenticity
To check your Assignment draft for authenticity:
Submit your Week 6 Assignment draft and review the originality report.
Submit Your Assignment by Day 7 of Week 6
To submit your Assignment:
Week 6 Assignment
Next Module
To go to the next Module:
Module 4
Select Grid View or List View to change the rubric’s layout.
NURS_6053_Module03_Week06_Assignment_Rubric
| |
Excellent |
Good |
|
|
| Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
· A description of your core values.
· A personal mission/vision statement.
|
14 (14%) – 15 (15%)
The response accurately and thoroughly describes in detail a set of core values.
The response accurately and completely describes in detail a personal mission/vision statement.
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12 (12%) – 13 (13%)
The response describes a set of core values.
The response describes a personal mission/vision statement.
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|
|
· Analysis of your CliftonStrengths Assessment summarizing the results of your profile.
· A description of two key behaviors you wish to strengthen. |
14 (14%) – 15 (15%)
The response accurately and completely provides an analysis and detailed summary of the CliftonStrengths Assessment.
The response accurately and thoroughly describes in detail two key behaviors to strengthen.
|
12 (12%) – 13 (13%)
The response accurately provides an analysis and summary of the CliftonStrengths Assessment.
The response describes two key behaviors to strengthen.
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| · A development plan that explains how you plan to improve upon the two key behaviors you selected and an explanation of how you plan to achieve your personal vision. Be specific and provide examples. |
50 (50%) – 55 (55%)
An accurate, complete, and detailed development plan is provided that thoroughly explains plans to improve upon the two key behaviors selected.
The responses accurately and thoroughly explain in detail plans on how to achieve a personal vision with specific and accurate examples.
The response includes a comprehensive synthesis of information gleaned from sources that fully support how to achieve a personal vision. Integrates 2 or more credible outside sources, in addition to 2 or 3 course-specific resources to fully support the responses provided.
|
44 (44%) – 49 (49%)
An accurate development plan is provided that explains plans to improve upon the two key behaviors selected.
The responses explain plans on how to achieve a personal vision and may include some specific examples.
The response includes a synthesis of information gleaned from sources that may support how to achieve a personal vision. Integrates 1 credible outside source, in addition to 2 or 3 course-specific resources which may support the responses provided.
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| Written Expression and Formatting – Paragraph Development and Organization:
Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided which delineates all required criteria.
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5 (5%) – 5 (5%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity.
A clear and comprehensive purpose statement, introduction, and conclusion is provided which delineates all required criteria.
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4 (4%) – 4 (4%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity 80% of the time.
Purpose, introduction, and conclusion of the assignment is stated, yet is brief and not descriptive.
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|
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| Written Expression and Formatting – English writing standards:
Correct grammar, mechanics, and proper punctuation
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5 (5%) – 5 (5%)
Uses correct grammar, spelling, and punctuation with no errors.
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4 (4%) – 4 (4%)
Contains a few (1 or 2) grammar, spelling, and punctuation errors.
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|
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| Written Expression and Formatting – The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, parenthetical/in-text citations, and reference list. |
5 (5%) – 5 (5%)
Uses correct APA format with no errors.
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4 (4%) – 4 (4%)
Contains a few (1 or 2) APA format errors.
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| Total Points: 100 |
|
| Fair |
Poor |
| 11 (11%) – 11 (11%)
The response describes a set of core values that is vague or inaccurate.
The response describes a personal mission/vision statement that is vague or inaccurate.
|
0 (0%) – 10 (10%)
The response describes a set of core values that is vague and inaccurate, or is missing.
The response describes a personal mission/vision statement that is vague and inaccurate, or is missing.
|
| 11 (11%) – 11 (11%)
The response provides an analysis and summary of the CliftonStrengths Assessment that is vague or inaccurate.
The response describes two key behaviors to strengthen that is vague or inaccurate.
|
0 (0%) – 10 (10%)
The response provides an analysis and summary of the CliftonStrengths Assessment that is vague and inaccurate, or is missing.
The response describes two key behaviors to strengthen that is vague and inaccurate, or is missing.
|
| 39 (39%) – 43 (43%)
A development plan is provided that explains plans to improve upon the two key behaviors selected that is vague or inaccurate.
The responses explain plans on how to achieve a personal vision and may include some examples that are vague or inaccurate.
The response includes information gleaned from 2 or 3 sources that may support how to achieve a personal vision.
|
0 (0%) – 38 (38%)
A development plan is provided that explains plans to improve upon the two key behaviors selected that is vague and inaccurate, or is missing.
The responses explain plans on how to achieve a personal vision that is vague and inaccurate, does not include any examples, or is missing.
The response does not include any additional information gleaned from outside sources, or is missing.
|
| 3.5 (3.5%) – 3.5 (3.5%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity 60%–79% of the time.
Purpose, introduction, and conclusion of the assignment is vague or off topic.
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0 (0%) – 3 (3%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity < 60% of the time.
No purpose statement, introduction, or conclusion was provided.
|
| 3.5 (3.5%) – 3.5 (3.5%)
Contains several (3 or 4) grammar, spelling, and punctuation errors.
|
0 (0%) – 3 (3%)
Contains many (≥ 5) grammar, spelling, and punctuation errors that interfere with the reader’s understanding.
|
| 3.5 (3.5%) – 3.5 (3.5%)
Contains several (3 or 4) APA format errors.
|
0 (0%) – 3 (3%)
Contains many (≥ 5) APA format errors.
|
ANSWER
Personal Leadership Philosophy
Almost every popular leader practices behaviors which hinge on their personal leadership philosophy. One’s personal values shape how this behave, and for leaders, leadership philosophy can provide the framework for guiding how they relate with various stakeholders, and how they conduct themselves. An individual’s philosophy does not however reflect only in their behaviors, but in their personal mission statement as well (Khoshhal & Guraya, 2016). It is imperative, therefore, to explore personal leadership philosophy of an effective leader with emphasis on core values, profile strengths and behaviors.
Core Values
My philosophy for leadership is based on honesty, integrity and open-mindedness, and this philosophy is the anchor for my core values. I believe that a person in position of leadership has to be honest so that they be open in performing their roles. By being open, the leader makes it possible for the followers to be aware of what the leader wants and the approach to pursuing leadership objectives.
I also hold in high esteem the ethical principles which guide behaviors, and personally, I feel that every leadership has to be an individual of integrity and set an example to the followers. Besides, I accept divergent views and opinions because this is one of the ways in which individuals can learn (Allen et al., 2016)
Personal Vision
My personal vision intertwines with my moral philosophy of respect for what others feel and think. People’s cultural identities diverge, and because of the divergence in individuals’ cultural beliefs and values, conflicts can occur while the leader exercises their leadership role especially when working with people with whom they culturally differ.
I believe that people in leading positions can prevent organizational conflicts by leading the way in respecting people other cultures and the divergent views. On their part, a leader should strive to found out about the teaching and values from other cultures so that they can involve every follower, irrespective of their culture, in promoting organizational vision (Marshall & Broome, 2017).
Clifton Strengths Assessment
Reflecting on the outcomes from self-evaluation using the Clifton Strengths Assessment (CSA), I consider myself an effective communicator, an empathetic person and a strategist. While communicating a point, I tend to put together my thoughts and feelings in a way that others may understand whatever I message I convey.
I believe that everyone has their weakest link, and for this reason, I tend to express empathy to people who make mistakes, and help them correct these mistakes. As a strategist, I study organizational situations, and apply my leadership knowledge to address any issue which arise in the organization.
Behaviors that I wish to Strengthen
While exhibit strengths when it comes to executing leadership functions, I need to make adjustments to the way I handle tasks and manage relationships. I tend to lose focus by taking multiple tasks, and I am also poor when it comes to relating with some employees. I always handle more than two tasks at once, and this can be overwhelming for me. In future, I will need to handle tasks, one at a time so that I avoid undesirable outcomes such as failing to properly complete tasks (Duggan et al., 2015).
A Development Plan for Improvement of Behavior
The intervention plan to change the undesirable behavior integrates various elements including the goals which the plan seeks to attain. In this context, the goals is to learn how to individually handle tasks and manage relationships. The learning process involves using a simulated management activity in which I have to virtually learn how to deal with situations related to handling of tasks and managing relationships.
Conclusion
In overview, individual’s personal philosophy mirror in how they behave and their core visions. When one is honest, empathetic and respect the views of others, their followers would want to emulate the former’s approach to leadership. Leaders, therefore, have to strive to continuously build relationships with those who follow these leaders.
References
Allen, G. P., Moore, W. M., Moser, L. R., Neill, K. K., Sambamoorthi, U., & Bell, H. S. (2016). The Role of Servant Leadership and Transformational Leadership in Academic Pharmacy. American journal of pharmaceutical education, 80(7), 113.Doi: /orders/doi.org/10.5688/ajpe807113.
Duggan, K., Aisaka, K., Tabak, R. G., Smith, C., Erwin, P., & Brownson, R. C. (2015). Implementing administrative evidence-based practices: Lessons from the field in six local health departments across the United States. BMC Health Services Research, 15(1). doi:10.1186/s12913-015-0891-3. Retrieved from /orders/bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3.
Khoshhal, K. I., & Guraya, S. Y. (2016). Leaders produce leaders and managers produce followers. A systematic review of the desired competencies and standard settings for physicians’ leadership. Saudi medical journal, 37(10), 1061–1067.Doi: /orders/doi.org/10.15537/smj.2016.10.15620.
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.
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We will process your orders through multiple stages and checks to ensure that what we are delivering to you, in the end, is something that is precise as you envisioned it. All of our essay writing service products are 100% original, ensuring that there is no plagiarism in them. The sources are well-researched and cited so it is interesting. Our goal is to help as many students as possible with their assignments, i.e. our prices are affordable and services premium.
- Discussion Questions (DQ)
Initial responses to the DQ should address all components of the questions asked, including a minimum of one scholarly source, and be at least 250 words. Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source. One or two-sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words. I encourage you to incorporate the readings from the week (as applicable) into your responses.
Your initial responses to the mandatory DQ do not count toward participation and are graded separately. In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies. Participation posts do not require a scholarly source/citation (unless you cite someone else’s work). Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.
- APA Format and Writing Quality
Familiarize yourself with the APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in Loud-cloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required). Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation. I highly recommend using the APA Publication Manual, 6th edition.
I discourage over-utilization of direct quotes in DQs and assignments at the Master’s level and deduct points accordingly. As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content. It is best to paraphrase content and cite your source.
For assignments that need to be submitted to Lopes Write, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me. Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes. Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own? Visit the Writing Center in the Student Success Center, under the Resources tab in Loud-cloud for tips on improving your paper and SI score.
The university’s policy on late assignments is a 10% penalty PER DAY LATE. This also applies to late DQ replies. Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances. If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect. I do not accept assignments that are two or more weeks late unless we have worked out an extension. As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.
Communication is so very important. There are multiple ways to communicate with me: Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class. Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.
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We will process your orders through multiple stages and checks to ensure that what we are delivering to you, in the end, is something that is precise as you envisioned it. All of our essay writing service products are 100% original, ensuring that there is no plagiarism in them. The sources are well-researched and cited so it is interesting. Our goal is to help as many students as possible with their assignments, i.e. our prices are affordable and services premium.
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