1.What do you believe are the most important characteristics of ethical leadership? 2.Describe the relationship between the ethical leader and the follower. 3.Why is this relationship important for organizations that are attempting to do the right thing? 4.Based on your readings (both the articles provided and Terris’ text), what is the role of the ChiefRead more about We can work on Building an Ethics-Based Workplace Culture[…]
Tag: Building
We can work on Waterside Plaza Apartment building in New York City
Research the Waterside Plaza Apartment building in New York City, and answer following questions. What are the main conflicts involved in the project? Who/ what are the main players participating in the conflict (institutions, people, infrastructures, natural forces⦠etc)? How did the conflict unfold over time? How did the design of the building(s) respond toRead more about We can work on Waterside Plaza Apartment building in New York City[…]
We can work on Discussion 2: Leadership Perspectives Leaders believe in creating change out of a spirit of community, building a collaborative vision through dialogue, and developing a vision that integrates personal and professional beliefs.
Discussion 2: Leadership Perspectives Leaders believe in creating change out of a spirit of community, building a collaborative vision through dialogue, and developing a vision that integrates personal and professional beliefs. The concepts of leadership, advocacy, and change are intertwined. Leaders are expected to be innovators, risk takers, and strategic thinkers. They also need toRead more about We can work on Discussion 2: Leadership Perspectives Leaders believe in creating change out of a spirit of community, building a collaborative vision through dialogue, and developing a vision that integrates personal and professional beliefs.[…]
Seasoned hospitality admissions
Seasoned hospitality Write a cover letter for a job. Resume is listed below and job offer is copied into text directly below: Seasoned hospitality Are you a seasoned hospitality and admissions professional who’s passionate about building an inclusive and welcoming culture? Are you dedicated to public service, community, and advancing racial equity and inclusion?Read more about Seasoned hospitality admissions[…]
We can work on Employees in building better outcomes
Critically examine, through the use of case study material and other forms of empirical evidence and scholarly argumentation, the options available to employees to build better outcomes. Sample Solution evotion and love. He welcomed him warmly and made him his best friend instantly in spite of some differences and arguments against this in his camp.LordRead more about We can work on Employees in building better outcomes[…]
We can work on Organizational Behavior Name Institution Organizational Behavior Prompt 5A The aphorism “culture eats strategy for breakfast” implies that a single ideology cannot achieve an organization’s success without being supported by key strategies. Thus, organizational leaders have to maintain cultural coherence across all departments, particularly in determining corporate strategy. Strategy, capabilities, and culture need to be aligned for best results (Riccucci, 2014). All teams need to be engaged in every activity to promote positive organizational behavior. In an organization, I would use this thinking to encourage better working strategies that engage all subordinates in across all organizations portfolios. I would also use culture when drafting an organizational strategy. Consequently, maintaining cultural coherence in the organization succeeds when leaders incorporate capabilities, knowledge, and strategies effectively. Prompt 5B Setting goals to direct organizational performance is a sign that the organization has a definite target to achieve. One of the attributes of goals is that they serve as a direct function since they direct attention and effort towards the achievement of the organization’s activities. The second aspect of goals is that they have an energizing function (Locke, & Latham, 2002). Great or high goals lead to more exceptional achievements than small goals. When the leader sets top targets, which may seem unachievable, more significant efforts are channeled towards their, unlike when low goals are set (Locke, & Latham, 2002). When a team has more significant targets to achieve, they have higher self-efficacy than those working towards a lower target. The third attribute is that goals affect persistence as continuous success inspires people to work for higher achievement after achievement of tasks at hand. The last quality is that goals affect action indirectly by enhancing arousal, discovery, and leading to task recovery by directing essential knowledge and strategies. In the organization, I would use goals more effectively by inviting the subordinates to take part in the goal-setting exercise. By making employees set goals will motivate them to work towards achieving the specific goals as they would feel appreciated and recognized. This theory will also make other subordinates to own the goals hence embrace efficacy and persistence in achieving them. Goals can be used to promote collaborative behavior in the workplace (Locke, & Latham, 2002). Consequently, goal setting and implementation strategies that positively impact organizational culture. During my internship program at Scripps Health in the HR Department, I was involved in a goal setting activity. The CEO organization welcomed all the subordinates to contribute to the process. The experience helped me to develop an insight over the importance of having inclusive leadership as it helps in motivating employees and other stakeholders to work towards the same goals. References Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American psychologist, 57(9), 705. Riccucci, N. M. (2014). Leadership and the transformation of a major institution: Charles Rossotti and the Internal Revenue Service. In Serving the Public Interest: Profiles of Successful and Innovative Public Servants (pp. 24-35). Routledge.
Organizational Behavior Name Institution Organizational Behavior Prompt 5A The aphorism “culture eats strategy for breakfast” implies that a single ideology cannot achieve an organization’s success without being supported by key strategies. Thus, organizational leaders have to maintain cultural coherence across all departments, particularly in determining corporate strategy. Strategy, capabilities, and culture need to beRead more about We can work on Organizational Behavior Name Institution Organizational Behavior Prompt 5A The aphorism “culture eats strategy for breakfast” implies that a single ideology cannot achieve an organization’s success without being supported by key strategies. Thus, organizational leaders have to maintain cultural coherence across all departments, particularly in determining corporate strategy. Strategy, capabilities, and culture need to be aligned for best results (Riccucci, 2014). All teams need to be engaged in every activity to promote positive organizational behavior. In an organization, I would use this thinking to encourage better working strategies that engage all subordinates in across all organizations portfolios. I would also use culture when drafting an organizational strategy. Consequently, maintaining cultural coherence in the organization succeeds when leaders incorporate capabilities, knowledge, and strategies effectively. Prompt 5B Setting goals to direct organizational performance is a sign that the organization has a definite target to achieve. One of the attributes of goals is that they serve as a direct function since they direct attention and effort towards the achievement of the organization’s activities. The second aspect of goals is that they have an energizing function (Locke, & Latham, 2002). Great or high goals lead to more exceptional achievements than small goals. When the leader sets top targets, which may seem unachievable, more significant efforts are channeled towards their, unlike when low goals are set (Locke, & Latham, 2002). When a team has more significant targets to achieve, they have higher self-efficacy than those working towards a lower target. The third attribute is that goals affect persistence as continuous success inspires people to work for higher achievement after achievement of tasks at hand. The last quality is that goals affect action indirectly by enhancing arousal, discovery, and leading to task recovery by directing essential knowledge and strategies. In the organization, I would use goals more effectively by inviting the subordinates to take part in the goal-setting exercise. By making employees set goals will motivate them to work towards achieving the specific goals as they would feel appreciated and recognized. This theory will also make other subordinates to own the goals hence embrace efficacy and persistence in achieving them. Goals can be used to promote collaborative behavior in the workplace (Locke, & Latham, 2002). Consequently, goal setting and implementation strategies that positively impact organizational culture. During my internship program at Scripps Health in the HR Department, I was involved in a goal setting activity. The CEO organization welcomed all the subordinates to contribute to the process. The experience helped me to develop an insight over the importance of having inclusive leadership as it helps in motivating employees and other stakeholders to work towards the same goals. References Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American psychologist, 57(9), 705. Riccucci, N. M. (2014). Leadership and the transformation of a major institution: Charles Rossotti and the Internal Revenue Service. In Serving the Public Interest: Profiles of Successful and Innovative Public Servants (pp. 24-35). Routledge.[…]
We can work on Organizational Behavior Questions
Organizational Behavior Questions Question 1 Organizational behavior (OB) refers to the manner people within an organization respond to issues affecting the organization. OB is, therefore, a definition of the attitudes and actions of individuals towards themselves and the corporation and the overall effect on the functioning and performance of the business. As explained by ScanduraRead more about We can work on Organizational Behavior Questions[…]
Stress and Performance: Organization Behavior
Stress and Performance How does the idea of stress and performance relate to other concepts in the class that we have learned about so far? Stress and Performance Sample solution Stress refers to physical, emotional and psychological strain usually when the demand exceeds the individual’s copying threshold leading to the disruption of psychological equilibrium. OrganizationalRead more about Stress and Performance: Organization Behavior[…]
We can work on A 14-Storey Timber Residential Building
Interpret and evaluate a structure in the built-environment. Engineers make decisions on materials, member shape and the connections for the individual members that make up a structure based on their understanding of how each of them performs under loading and over time. This project requires you to be that engineer and consider how these factorsRead more about We can work on A 14-Storey Timber Residential Building[…]