BUS 119 Ashford Personal and Organizational Leadership Paper

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Week 4 - Assignment

Out-Group and Diversity

[WLOs: 1, 3] [CLOs: 3, 4]

Prior to beginning work on this assignment, read and review Chapters 1-11 from Introduction to Leadership: Concepts and Practice. Additionally, review the Week 4 Weekly Lecture and Week 5 Final Paper pages.

This week’s assignment answers questions from the Week 5 Final Paper and builds on the work you completed in your Week 2 Effective Leadership and Week 3 Leadership Styles, Skills, and Vision assignments. This week’s assignment addresses topics concerning out-groups and embracing diversity.

This paper will build upon your Week 2 and Week 3 assignments. You will incorporate the feedback you received from your instructor from the Week 2 and Week 3 assignments, and add the content for this paper into the same document. Sections A, B, and C were completed in the last two weeks, and this week you will add Sections D and E. Update your title page, add any new references to your references page, and update your introduction and conclusion.

Section D: Select and answer one of these bullets (create an appropriate APA heading—do not label as “Section D” in your paper):

  • Explain how this leader achieved the difficult task of integrating their task and relationship behaviors.
  • Explain how this leader groomed followers to become leaders.
  • Describe the methods or approaches this person used to become a better leader.

Section E: Address all of these bullets (create an appropriate APA heading—do not label as “Section E” in your paper):

Note: In Week 5, additional bullets will be added to this section.

  • Examine the necessity for a leader to have good out-group member listening skills as well as the ability to handle conflict and overcome obstacles.
  • Describe the ways in which a leader can embrace diversity and inclusion within the organization.

It is strongly encouraged that you receive feedback on your paper using the Ashford Writing Center Paper Review before submitting this assignment. It is recommended that you submit your paper for a paper review at least two days before your assignment is due in order to receive feedback and implement it into your paper before submitting your paper to Waypoint. For instructions on how to use this feature, please review the Ashford Writing Center Paper Review (Links to an external site.)Links to an external site. web page.

The Out-Group and Diversity paper

  • Must be six to nine double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center’s APA Style (Links to an external site.)Links to an external site.
  • Must include a separate title page with the following:
    • Title of paper
    • Student’s name
    • Course name and number
    • Instructor’s name
    • Date submitted

For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 (Links to an external site.)Links to an external site..

Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. See the Formatting Your References List (Links to an external site.)Links to an external site. resource in the Ashford Writing Center for specifications.

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Running head: EFFECTIVE LEADERSHIP Effective Leadership Tarasha Glenn BUS 119 Principles of Personal & Organizational Leadership Instructor: Sherry Phelan March 12, 2019 1 Effective Leadership Introduction Most people perceive the achievement of business success to the strategy the business comes up with. Even though the strategy is one part of business success, other reasons exist including leadership that has and continues to be one of the main reasons for business success. A great leader should not be an individual who leads but rather someone other people want to follow. This paper identifies Rosalind Brewer as one of the great and successful leaders and looks at her history as well as well as her perception of leadership characteristics. Brewer's Brief History Rosalind Brewer is an African-American businesswoman who is also the first African American to become Starbucks' Chief Operations Officer (COO) in October 2017. Additionally, Brewer is a director at Starbucks, and she is a former Chief Executive Officer (CEO) of Sam's club, a major unit of Walmart. During her time at Sam's Club, Brewer made her name by her commitment to the need to increase diversity on her team as well as among her partners. Her tenure at Sam's Club began in 2012 and ended at 2017 where she was regarded in two aspects including becoming the first woman as well as first African American to lead Walmart division (Wiener-Bronner, 2019). At Sam's Club, Brewer implemented a growth strategy that focused on information technology as well as innovation that offered attractive locally oriented merchandise while also looking for opportunities for the expansion of many club locations. There was also her emphasis on the expansion of ecommerce to give members the convenience of shopping anywhere at any time. Amazon would later add Brewer to its board making her the only person of color who presently serves on Amazon's ten-person board (DuBrin, 2015). Amazon announced Brewer's addition in February 2019 as well adding that it appointed her to the board's leadership development and compensation committee. Moreover, Brewer is the second black woman to have ever served as a director of Amazon. Brewer began her career at Walmart in 2006 as a regional vice president where she oversaw operations in Georgia. After working as a regional vice president for some couple of years, Brewer was appointed division president of the Southeast and would later become president of Walmart East. Before she joined the retailer, Brewer worked for twenty-two years at Kimberly-Clark as well as serving on the boards of Lockheed Martin and Molson Coors Brewing Company after her graduation as a chemistry major at college (WienerBronner, 2019). Brewer began as a scientist in Nonwoven Technology and Product development at Kimberly-Clark Corp. Brewer is well known for her desire to ensure teamwork and partnership as highlighted by her mention of the need for an individual to nudge his or her partners as well as the need for an individual to speak up and speak out (DuBrin, 2015). Brewer mentions that when she works, she tries to set an example to other people with her use of her platform to speak out and encourage other members and partners. Brewer's Definition of Leadership Characteristics In her leadership capacity, Brewer highlights some of the characteristics that she sees as the best for effective leaders, some of which describe her leadership traits. Brewer understands that an effective leader should have strong strategic, analytic, and operational skills that would help one to manage a large and complex business (DuBrin, 2015). Her idea of such characteristics may be depicted from her working in large and complex businesses where she has had to deal with several people, most of which is an environment controlled by men as well as the aspect of race as highlighted by her becoming the first African American to be in some positions of leadership in business. Moreover, Brewer believes that a team is essential for leaders where leaders should encourage the team to do the talking while the leader focuses on ways of supporting their needs. A team is crucial to success in various businesses and leaders can harness the strengths of the team by building a good working relationship that would ensure its success. There is also the aspect of experience that would help and teach leaders on various ways of leading change through the identification of problems as well as the creation of teams and drawing roadmaps (DuBrin, 2015). Brewer believes that such steps are successful formulas and set of tools for leaders. Moreover, Brewer advises leaders to have some aspects of agility but should not compromise one's core values no matter the strength of the pressures are for immediate results. She mentions that a great leader should keep his or her ego under control because the leader is not the business but rather the leader at the time. Conclusion Admittedly, leadership is an essential part of an organization, and the great leaders are those others would want to follow. Rosalind Brewer is one of the great leaders as depicted by her success in most of the organizations she has been to. It is no surprise that she is the first African American and female to hold some of the highest positions in some of the prominent companies. She mentions and advises leaders on the need to be agile in their work, but should not comprise the individual's core values no matter the pressure for immediate success. References DuBrin, A. J. (2015). Leadership: Research findings, practice, and skills. Nelson Education. Wiener-Bronner, D. (2019). Amazon names Starbucks COO Rosalind Brewer to board of directors. CNN. Retrieved from https://edition.cnn.com/2019/02/04/tech/amazonrosalind-brewer-board/index.html Running head: EFFECTIVE LEADERSHIP Effective Leadership Tarasha Glenn BUS 119 Principles of Personal & Organizational Leadership Instructor: Sherry Phelan March 23, 2019 1 2 EFFECTIVE LEADERSHIP Effective Leadership The leadership dimension that is evident from this example of Rosalind Brewer is that of trait, and this is clear through various integrated patterns of personal characteristics that have led to effectiveness in her leadership. It is also clear that her task competence and interpersonal attributes contribute to her efficiency as a leader. As a leader, Rosalind has shown some core traits which contribute to her effectiveness as a leader. Trait is an essential aspect of leadership, and in this particular scenario, it includes personal character as well as other factors of importance in characterizing good leadership. Rosalind has managed to incorporate the use of these traits in administration, and these have made her an effective organizational leader. Biggest Challenge Faced However, as a leader, it is also clear that there are various challenges that she faces. One major problem that she has faced has to work with large and complex businesses where she has had to deal with several people. Most of which are in an environment controlled by men as well as an environment filled with different races, bearing in mind that she is the first African American in some of these leadership positions (Northouse, 2018). One important trait that has helped her face this difficult challenge is that of social boldness, and this has enabled her to be thick-skinned and mentally tough enough to handle the difficulty of the situation at hand. She is also, and this is important since it has enabled her to be practical enough to deal with the situations at hand throughout all these changes of working in a different social environment. Self-assurance and resiliency are other important traits that have ensured that she has been able to deal with the situation at hand (Northouse, 2018). This particular trait has been necessary to her because she is socially aware in different situations and this means that she has a 3 EFFECTIVE LEADERSHIP foresight which has helped her learn how to interact in different scenarios. The use of these skills has been essential and has enabled her to manage her challenges. Personality traits have played an indispensable role in determining her level of comfort around other people. Rosalind was successful in overcoming the various problems that she faced due to her resilience. Style of Leadership Rosalind has been able to use democratic leadership, and this has ensured that she includes members in all the decision making processes of the organization. In her leadership ideas are exchanged freely, and discussion is encouraged. Furthermore, she focuses on group equality and the free flow of thought (Khan et al., 2015). However, as a leader, she still gives guidance and control to the group members, and she still has a significant role to play in the determination of the outcomes. Rosalind has been an active leader because she has been able to instill trust and request in members of the organization and she makes members of the group inspired to take action and also contribute to the group. She is also free in seeking diverse opinions and ensuring that this helps her in her decision-making processes. It is clear that Rosalind has encouraged good working environments due to her ability to yield followers with high morale who are more motivated to generate and also offer creative solutions to various problems that are faced at the organizational level (Crossan, Seijts& Gandz, 2015). Through her leadership, she has been able to promote an environment of cooperation as well as team spirit (Khan et al., 2015). The use of this type of leadership has also helped encourage the setting of workable goals at an organizational level and the recognition of employee achievements. As a leader, Rosalind has been able to develop plans with employees and help them to evaluate their performances. 4 EFFECTIVE LEADERSHIP As a leader, she has also been able to provide regular opportunities to her followers, and this has helped to develop a sense of personal growth as well as job satisfaction, therefore, encouraging collaboration as well as team building. She is a flexible leader, and this has ensured that she can work with both skilled as well as non-skilled employees (Khan et al.,2015). She can capitalize on the employee individual talents and strengths and at the same time benefit from the power of the whole. Rosalind is an energetic individual, and she does not feel threatened by the flexibility as well as the commitment that is required. She is also able to create a dynamic working environment that is filled with motivated employees who are eager to succeed. Through democratic leadership, Rosalind has been able to ensure that that entire she does fit with the current ideas of empowerment as well as the engagement of staff (Khan et al., 2015). Furthermore, her leadership has also been able to gain the most out of teams and at the same time foster creativity and a better flow of ideas. There are various examples of why it is clear that Rosalind is a democratic leader. One example of this is seen through her desire to ensure teamwork and partnership and at the same time tend to individual needs at the organizational setting. Emotional Intelligence Emotional intelligence refers to the ability to recognize one’s own emotions as well as those of others and at the same discern between different feelings and label them in an appropriate manner (Crossan, Seijts& Gandz, 2015). It includes the use of emotional information in thinking as well as behavior, as well as the management and adjustment of these emotions to ensure adaptation to various environments and different goals (Serrat, 2017). Emotional intelligence includes five components, and these include self-awareness, self-regulation, 5 EFFECTIVE LEADERSHIP motivation, empathy, and social skills. Self-awareness involves always knowing how you feel and also knowing that actions and emotions affect all people who are around you. Emotional intelligence constitutes of these characteristics, and together they will have an important role to play for the leader of the organization. As a leader, it includes being self-aware of one’s strengths and weaknesses and also behaving with humility. It also provides self-regulation and leaders who regulate themselves effectively will rarely make rushed emotional decisions or compromise their values. Emotionally intelligent leaders are, and this means that they work consistently towards the achievement of their goal (Serrat, 2017). Emotionally intelligent leaders also practice empathy, and this is critical for them to manage successful teams as well as organizations. Social skills are another essential component of emotional intelligence and leaders who do well in the social skills element are good at communicating. Such leaders can manage change and also diplomatically resolve conflicts. Model of Primary Leadership Skills The model of primary leadership skills is concerned with the specific roles that are determined through the essential leadership responsibilities of directing, coaching as well as supporting and delegating. An effective leader needs to master these skills to effectively lead others (Crossan, Seijts& Gandz, 2015). Effective leadership, therefore, follows specific rules that revolve around these skills. Leaders should also be able to monitor and weigh individual decisions and always look for the best possible outcomes in a given situation (Northouse, 2018). It is essential to balance these skills together with traits to ensure best organizational results. The leader is expected to create a vision, develop strategy and also lead people. The use of conceptual 6 EFFECTIVE LEADERSHIP skill will be central to creating an image and strategic plans for the organization. Human skills are people skills, and these will govern work with subordinates and with peers. The use of technical skills is also, and this will ensure proper organization of management processes to boost the effectiveness. Communicating a Vision As the leader of an organization, it is essential to understand how to communicate the vision to other members of the organization. Sharing a concept is central to leadership, and this will give members of the organization a better understanding of leadership hopes and expectations (Sull, Turconi & Sull, 2018). It is, therefore, necessary for the leadership to set the tone for other members of the organization to follow. It is also important to be crystal clear to all members of the organization concerning expectations and responsibilities that the job entails. Dialogue is the only way through the proper communication of vision and values can be done, and this will help make a difference in the organization. Effective organizational leadership will rely heavily on the ability to communicate effectively to the employees. The leader has the role of communicating the corporate vision to the employees, and this will motivate them to work to achieve the organizational objectives. 7 EFFECTIVE LEADERSHIP References Crossan, M., Seijts, G., & Gandz, J. (2015). Developing leadership character. Routledge. Khan, M. S., Khan, I., Qureshi, Q. A., Ismail, H. M., Rauf, H., Latif, A., & Tahir, M. (2015). The styles of leadership: A critical review. Public Policy and Administration Research, 5(3), 87-92. https://pdfs.semanticscholar.org/e56c/c277a3f762e705029f2da62e7c9839a8f74a.pdf Northouse, P. G. (2018). Leadership: Theory and practice. Sage publications. Serrat, O. (2017). Understanding and developing emotional intelligence. Knowledge solutions (pp. 329-339). Springer, Singapore. https://link.springer.com/chapter/10.1007/978-981-10-0983-9_37 Sull, D., Turconi, S., & Sull, C. (2018). Six Steps to Communicating Strategic Priorities Effectively. MIT Sloan Management Review, 59(3), 1-4. http://ilp.mit.edu/media/news_articles/smr/2018/59308.pdf ...
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