MBA 610 University of Maryland Leading Organizations and People Essay

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bjhen

Business Finance

MBA 610

university of maryland

MBA

Description

Capacity and Potential
Step 1: Define a Career SMART Goal

As MBA students, you are career-directed professionals constantly striving to strike a practical work-life balance. You may not always have the time or resources to manage your career effectively. The following resources will serve as basis to develop your career goal or goals:

For this step, think about one long-term career goal. Where would you like to be in your career in three to five years? How will you get there? What resources do you need? What short-term skills do you need to enhance your chances of achieving your career goal? To help you achieve your career goal, complete the following tasks using a leadership development plan (LDP):

  • First, download the LDP Template and save it in local storage using the following file-naming protocol: lastname_firstname_preliminary_LDP.docx
  • Second, identify and describe in writing one long-term career goal using the SMART (specific, measurable, achievable, realistic, and timely) format. Read SMART goals for specific guidelines.
  • Third, place this goal in the LDP template section entitled Long-Term Career Goal.
  • Fourth, identify and list five to six short-term development skills that you will need to acquire in order to make progress toward your long-term career goal. Place these skills in the Short-Term Skills Development section of the LDP.
  • Finally, place your LDP in the dropbox located in the last step of this project.

Career and leadership development is an ongoing process that will continue well beyond receipt of your MBA. This submission of your leadership development plan is preliminary, as you will have the opportunity to update your LDP in Step 5 of this project. Having two submissions gives you the opportunity to assess and reflect on knowledge you have acquired throughout the term.

When you have submitted your preliminary LDP, proceed to Step 2, where you will work on a preliminary skills gap analysis.

Step 2: Complete A Skills Gap Analysis

The preliminary leadership development plan allowed you to identify and develop a plan to help you achieve one long-term career goal. Step 2 will introduce you to a skills gap analysis, which will assess your specific skills as they pertain to each of the four course projects and help you identify the skill areas you want to enhance. You will revisit the skills gap analysis at the end of the term in order to measure the progress you made as a result of completing the four course projects.

Complete your preliminary skills gap analysis and related skills gap table by the end of Week 1. Carefully follow the instructions below:

  • The preliminary skills gap analysis has four parts that parallel each of the four course projects. After you complete the preliminary skills gap analysis, select one skill area from each of its four parts where a meaningful gap exists. These should be skill gaps you want to reduce during this term to enhance your leadership skills, bolster your current career, and ultimately achieve your career goals.
  • Place each of the four skill area gaps you identified from the skills gap analysis in the skills gap table. The table has a separate space for each of your four gap goals.
  • In the skills gap table, list the developmental activities, completion date, resources and costs, and expected outcomes associated with each of the four skills gap goals you identified. The table serves as an action plan that leads to the accomplishment of each of the four skills gap goals. It details the activities you will undertake to reduce each of your four selected skill gaps during the remaining weeks of this term.
  • Consider all appropriate activities and resources that would help reduce each of the four skill gaps. These resources might include conferences, books, free online classes, mentorship, coaching, observation, professional associations and groups, networking, volunteering, journaling, and so forth. Select the appropriate activities related to each of your four skill gaps and list them in the skills gap table. Submit your preliminary skills gap analysis and the skills gap table in the dropbox located in the last step of this project. This part of Project 1 is now complete.
  • You will update your preliminary skills gap analysis during the last week of the term to assess the progress you have made on the skill gaps you identified and to determine the impact of this course on your leadership and career goals.

After you submit your preliminary skills gap analysis and skills gap table, continue to Step 3.

Step 3: Reflect on Your Leadership Development

Developing your career, managing others, and becoming a leader begins with self-examination. An individual must first develop an accurate view of his or her own interests, values, skills, limitations, and preferences in order to make career choices and advance their career. A research-based relationship between personal effectiveness, career, and leadership development quickly emerges.

This step will provide the necessary knowledge to initiate a personal effectiveness and career development plan. The process will enhance your development plan by providing you with the opportunity to use a personality assessment tool as a resource to gain a better understanding of yourself. Finally, you will be able to incorporate these insights in your Week 11 LDP Reflections Summary.

The following readings and the assessment tool will allow you to achieve several objectives:

  • Personal Effectiveness—This resource will increase your knowledge of self-awareness as a driver of personal effectiveness and the relationship between personal effectiveness and leadership.
  • Personality Assessments—This resource will help you understand the utility of personality assessments.

Proceed to the discussion CliftonStrengths Overview and Instructions for taking the CliftonStrengths assessment.

The CliftonStrengths (formerly StrengthsQuest) assessment has been under continuous development for more than three decades. The major construct underpinning the assessment is that each individual has a set of core strengths that correlate to career growth, personal effectiveness, job satisfaction, and personal fulfillment.

Aside from the benefits that accrue to individuals who are conversant with their strengths and how to best use them, CliftonStrengths is useful to teams by indicating the strengths each team member can contribute to facilitate the achievement of team goals and projects.

During this week, participate in the Class Discussion on CliftonStrengths so that you can share your results and gain a deeper and fuller understanding of your unique strengths, as identified by the CliftonStrengths assessment. Moreover, as part of the project plan required for Project 4 later in the term, a CliftonStrengths team members grid must be completed. The team members grid is used to identify the strengths each team member can contribute.

In Week 11, you will submit an LDP reflections summary and gap reflections summary. As you conclude Project 1, think about what you learned during the course of this project. In your reflections, you will be asked to consider the impact of self-awareness on your career goals and leadership development, as well as the influence of taking an assessment, reading about other assessments, and participating in a week-long personal assessment discussion.

When you have finished the readings and the Class Discussion on CliftonStrengths, proceed to Step 4, where you will complete your final skills gap analysis.

Step 4: Complete Final Gap Analysis/Gap Reflection

In this project, you have had the opportunity to create two different, yet complementary, development plans. The first was the leadership development plan, which focused primarily on those behavioral competencies that would enable you to develop skills to achieve your career goals and assume leadership responsibilities as a professional in your field. The second was the skills gap analysis, which focused primarily on specific task-driven skills that you could improve with the intention to meet predetermined goals. These skills were especially relevant to the four course projects, future MBA projects, and the achievement of your career and leadership aspirations.

To measure your progress on the skill gaps you identified earlier in the course as being integral to your personal leadership effectiveness, you are encouraged to reflect on your progress in developing those skills. With this in mind, complete the following steps:

  • Complete your final MBA 610 skills gap analysis using the same instrument you completed in Week 1. In other words, you are updating the preliminary skills gap analysis.
  • Students, not required to submit a corrected preliminary Gap Table, can submit an updated preliminary Gap Table. Changes made to the preliminary Gap Table should be highlighted in bold print and the updated GAP Table submitted in the project’s dropbox.
  • In the dropbox located in the last step of this project, post a copy of your final MBA 610 skills gap analysis, including a reflection summary of between 500 and 750 words on the lessons you learned and the progress you made toward reducing the gaps identified in your preliminary skills gap analysis. The reflection summary should identify and briefly discuss the skill gaps that require further development and how that development would occur in the MBA program and throughout your career. Students are expected to use and properly cite the project’s course readings that support the major points in their Gap Reflection.

Remember, career and leadership development is an ongoing process that will continue well beyond receipt of your MBA. You are encouraged to assume responsibility for this process.

When you have submitted your final skills gap analysis and reflection summary, continue to Step 5, where you will complete your final LDP.

Step 5: Complete Final LDP/LDP Reflection

This project step has considerable significance. It provides you with a unique opportunity to evaluate the impact of the course, your personality assessment, and the individual readings on your long-term career and leadership goals.

In this step, complete the following requirements:

  • Include a reflection summary of between 500 and 750 words detailing the insights you gained from the assessments, discussions, feedback, group activities, and course readings that will facilitate the achievement of your SMART goal, career aspirations, and short-term developmental skills progress. Also explain what actions you intend to take based on these insights. Students are expected to use and properly cite the project's course readings that support the major points in their LDP Reflection.
  • After you write your reflection summary, make any modifications needed for your final LDP submission. Place in bold print on the final LDP any areas that changed between your preliminary LDP submission and your final LDP submission.
  • Use the dropbox in the last step of this project to submit a copy of your final LDP and reflection summary to the appropriate assignment folder.

We trust that the development of an LDP and the acknowledgement of your short term skills development needs will result in the achievement of your long-term career goal.


Unformatted Attachment Preview

Instructions: Review each item below and determine your current level of proficiency and the importance the item has for your career succe Part 1, Item 1 below for an example, and then overwrite the sample ratings with your own ratings for this item. The gap for each item Interpreting your results: In the example, the gap is -5. The large negative number indicates an item where current proficiency is low and care gap represented by a large positive number (e.g., 5) indicates that current proficiency is relatively high and career importance is relatively low address. Part 1: Personal Leadership Assessment, Goal-Setting, and Implementation Goal-Setting I am able to formulate a good long-term career goal. I am able to analyze my personal knowledge proficiency. I am able to analyze my personal skill proficiency. I take actions to address self-identified areas of strength or weakness. I am able to formulate goals that meet the SMART criteria to help me address areas of weakness or strength. 6 I monitor, critically analyze, and record my progress in taking actions and achieving goals. 7 I seek timely support and feedback from others to help track my progress and achieve my goals. 1 2 3 4 5 Self-Awareness I know my areas of personal strength in the workplace. I understand how to leverage my strengths to achieve success. I know what I need to improve to be an effective leader. I understand what I need to do to make the improvements I believe are important for my career success. 12 I recognize actions I can take to help improve my leadership competencies. 8 9 10 11 13 I recognize how my behaviors may impact others. Awareness of Others 14 I have a good understanding of the needs of the people I work with. 15 I have a good understanding of how others perceive me at work. 16 I am interested in learning about the people I work with. Self-Management 17 I handle criticism without becoming defensive. 18 I am calm under pressure. 19 I use personal failures as an opportunity for further growth and development. 20 21 22 23 24 25 I manage stress well. I typically have a positive outlook. I try to see and understand matters from others' perspectives. I am a good listener. I wait to form judgments until I have all the needed information. When I make a mistake I am not afraid to say so. Management of Others 26 I am able to relate well with peers in the workplace. 27 I have good working relationships with those I supervise. 28 I have good working relationships with those I report to. Gap for Leadership: Use your gap analysis to identify your gap for leadership and select one of the above to work on this semester Gap 1 (Provide the number from column B and the description from column C): Part 2: Situation Audit Organizational Strategy and Objectives 1 I am able to explain my organization's mission, vision, values, and core goals to people who are new to the organization. 2 I am able to evaluate my organization's mission, vision, values, and core goals and make recommendations for improvements if needed. 3 I understand the concept of valuable, rare, inimitable, and nonsubstitutable resources (VRIN) and can identify them within my organization. 4 I am able to explain my organization's current strategy to others. 5 I am able to critically evaluate my organization's strategy. 6 I am able to explain the pros and cons of alternative strategies my organization might want to consider in light of its current situation. 7 I am able to accurately explain my organization's current structure. 8 I can discuss my organization's size and understand the possible implications for organizational performance. 9 I am able to explain the pros and cons of the current organizational structure for achieving the mission, vision, values, and core goals. 10 I am able to explain the strategic and financial objectives my organization is using to help achieve its strategy. 11 I am able to critically evaluate my organization's strategic and financial objectives and offer recommendations for possible improvements. 12 I can identify and explain my organization's core competencies. 13 I can explain how and why each of my organization's core competencies might serve as a source of competitive advantage. 14 I am able to explain how and why resource-based theory is useful in understanding my organization's critical resources. Human Resources 15 I am able to describe my organization's human resource management system to those who are new to the organization. 16 I am able to evaluate the human resource management system and identify some aspects that may need improvements. 17 I am able to explain my organization's performance management (PM) system (including talent recruitment, onboarding, development, and evaluation) to those who are new to the organization. 18 I am able to identify potential strengths and weakness in the PM system and make recommendations for possible improvement. 19 I am able to analyze and explain the extent to which my organization views its people as a source of competitive advantage. Financial Resources 20 I understand how and why the information contained in my organization's publicly available financial statements is helpful in explaining its financial situation. 21 I know how to find the information I need to identify typical accounting and financial management issues when analyzing an organization's financial I can explain the process used to develop my organization's operating budget. 22 statements. 23 I can evaluate the extent to which my organization's master and unit level budgets appear to align with and support its mission, goals, vision, values and objectives (MGVOs). 24 25 26 27 28 Technology Resources I can evaluate the extent to which my organization leverages the Internet as a source of competitive advantage. I am able to evaluate my organization's use of an Intranet (or alternative tools for internal collaboration and communication) and identify areas of potential strength and weakness. I can explain the process used to develop my organization's strategic technology plan and evaluate its alignment with the MGVOs. I am able to explain and evaluate my organization's technology governance practices. I am able to summarize my organization's current situation with respect to the effective use of advanced technologies. Building and Equipment 29 I am able to summarize my organization's physical plant and equipment. 30 I can evaluate whether the plant and equipment are used effectively. 31 I am able to evaluate whether there are physical assets within the organization that need to be retired or replaced. 32 I can explain the process used to develop my organization's facilities plan and evaluate its alignment with the MGVOs. 33 I am able to evaluate the adequacy of the physical plant budget. 34 I am able to determine whether there are bottlenecks within my organization's operations. Leadership Effectiveness 35 I am able to identify the common managerial style within my organization. 36 I can determine the possible causes of the dominant managerial style, and discuss the likely consequences of this style for my organization's MGVOs. 37 I am able to identify the types of support provided by my organization to its managers to enhance their knowledge, skills, and abilities. 38 I am able to identify issues with managerial effectiveness within my organization (if they exist). 39 I am able to recommend possible courses of action that my organization's leadership might consider if issues with managerial effectiveness are identified. 40 I am able to identify the potential costs and benefits of my recommended courses of action. 41 I am able to identify the major management control systems in place within my organization and determine whether they help the organization achieve its MGVOs. Organizational Leadership 42 I am able to identify the roles and responsibilities of my organization's leader. 43 I am able to identify the power sources upon which my organization's leader am able to analyze the implications for the organization of the power sources 44 Irelies. used by my organization's leader. 45 I am able to identify the major factors that limit the ability of my organization's leader to exercise his or her power. 46 I am able to identify the influence tactics upon which my organization's leader usually relies and discuss the implications for his or her performance. 47 I am able to recognize how my organization's leader handles organizational politics and discuss the implications for his or her performance. 48 I am able to identify the approaches to conflict (organizational and/or interpersonal) used by my organization's leader, and discuss the implications. 49 I am able to analyze whether my organization's leader is an effective decision maker. 50 I am able to assess the ability of my organization's leader to create and nurture relationships with peers and followers that contribute to success, both individual and organizational. 51 I am able to identify whether my organization's leader uses a transactional or transformational leadership style and discuss the implications. 52 I am able to assess whether the behaviors, decisions, and actions of my organization's leader contribute positively to the MGVOs and reputation of the organization. Governance 53 I am able to describe the governance structure in place within my organization. 54 I am able to determine whether the current structure ensures independent and expert oversight and review of major organizational decisions. 55 I am able to determine whether my organization has provided appropriate protection against arbitrary, capricious, and/or unethical behavior on the part of leaders and managers. 56 I am able to assess whether the current management, leadership, and governance are effective. 57 I am able to assess whether any recent changes (management, leadership or governance) within my organization have had positive measurable effects. Learning Organizations 58 If they exist, I am able to describe the metrics related to my organization's commitment to learning. 59 I am able to determine whether the metrics (if present) align with and support the organization’s MGVOs. 60 I am able to determine the extent to which the metrics are being used to review performance and to make needed changes. 61 I am able to assess whether my organization is committing the resources and leadership attention required to create a sustainable learning organization. 62 I am able to describe my organization's experience with implementing significant changes over the past five years. 63 I am able to determine which change model(s) best describe my organization's experience with implementing significant change. 64 I am able to determine the lessons my organization’s leaders and managers should take from past change experiences to help ensure success for the future. 65 I am able to complete a preliminary situation audit for my organization and to identify specific aspects of the organization that require leadership attention. Gap for Situation Audit: Use your gap analysis to identify and select one of the above to work on this semester. Gap 2 (Provide the number from column B and the description from column C): Part 3: Organization Culture, Climate, and Ethical Decisions Research and Analytical Skills 1 I am able to find good research sources and then create an annotated resource list. 2 I am a strong critical thinker and use this skill consistently in my work and writing. 3 I understand the concept of evidence-based management and am able to determine whether my organization uses this approach. Organizational Culture 4 I am able to define organizational culture. 5 I can evaluate my organization's culture. 6 I am able to assess the effects culture has on my organization’s ability to achieve its MGVOs. 7 I understand how country cultural differences may affect my organization. Organizational Climate 8 I can explain the characteristics of a healthy organizational climate. 9 I can objectively evaluate my organization's climate and recommend changes if needed. 10 I can recognize the types of conflict organizations experience and how they may affect my organization's success. Business Ethics 11 I am able to assess whether my organization's leaders make ethical decisions. 12 I am able to determine whether my organization places sufficient emphasis on ethical and caring behavior. Organizational Behavior 13 I understand how and why the study of organizational behavior contributes useful information for managers and/or leaders. Gap for Culture, Climate, and Ethical Decisions: Use your gap analysis to identify and select one of the above to work on this seme Gap 3 (Provide the number from column B and the description from column C): Part Four: Virtual Teams Team Organization 1 I know how to structure a virtual team (or teams) for optimal effectiveness. 2 I am able to manage a virtual team (or teams) for optimal effectiveness. I can discuss the potential benefits and challenges of using virtual teams. 3 I understand the principles that should be applied in creating an effective team 4 agreement. I know how to create a project work plan to support the successful completion of 5 a team project. Team Types and Principles 6 I can explain the possible types of teams that can be used. I am aware of the general principles that are important for leading and managing 7 a virtual team. I can identify the challenges associated with having a geographically dispersed 8 team. I can offer potential solutions to the challenges of being a geographically 9 dispersed team. 10 I can explain the follow-the-sun work model. I can determine whether the follow-the-sun model would be appropriate in a given 11 set of circumstances. Team Composition 12 I can explain the benefits and issues associated with team size. I can explain how team composition (especially homogeneity and heterogeneity) 13 effects team success. I can discuss the various roles that team members need to fill in order for the 14 team to be successful. I know how team leadership differs from other forms of leadership within an 15 organization. I can identify the team leadership model that would work best in my organization. 16 17 18 19 20 Personality and Personality Assessments I understand the effects that different personality traits can have on team dynamics. I am able to identify some assessments that might provide me with useful insights into my own personality. I am able to identify some assessments that might help team members gain a better understanding of one another. I can explain how teams develop and understand the implications for teams within my organization. Country Cultural Differences I understand country cultural differences and can explain the impact they have on 21 an organization that operates globally. I can make recommendations for handling cultural differences within a virtual 22 team. Group Decision Making 23 I have a good understanding of how decisions are made within teams. Training and Technology I am able to identify the best information and communication technologies for use 24 within virtual teams. I can make recommendations for the types of training that would be most 25 beneficial to high-functioning virtual teams. I know how to conduct a cost-benefit analysis to determine whether my 26 recommendations are sound. Team Management I understand the options available for managing virtual teams within my 27 organization. Gap for Virtual Teams: Use your gap analysis to identify and select one of the above to work on this semester. Gap 4 (Provide the number from column B and the description from column C): item has for your career success. Use a scale of 1 to 7 (where 1 is low, and 7 is high). See his item. The gap for each item will be automatically calculated. rrent proficiency is low and career importance is high —so, this might be an item to address. A reer importance is relatively low. In this event, you would not want to pick the item as one to Using a scale of 1 to 7, where 1 is low and 7 is high, please indicate your current level of proficiency with each of the following. ove to work on this semester. 2 Using the same scale, select Gap the number that best represents how important each item is for your career success. 7 -5 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Using a scale of 1 to 7, where 1 is low and 7 is high, please indicate your current level of proficiency with each of the following. Using the same scale, select Gap the number that best represents how important each item is for your career success. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 semester. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Using a scale of 1 to 7, where 1 is low and 7 is high, please indicate your current level of proficiency with each of the following. Using the same scale, select Gap the number that best represents how important each item is for your career success. 0 0 0 0 0 0 0 0 0 0 0 0 0 e above to work on this semester. Using a scale of 1 to 7, where 1 is low and 7 is high, please indicate your current level of proficiency with each of the following. Using the same scale, select Gap the number that best represents how important each item is for your career success. 0 0 0 0 0 0 emester. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 GAP TABLE: This table is for the four GAPs selected from the GAP Analysis. GAP Goal 1: Complete the following table with the details of your plan for GAP Goal 1. Training & developmental activities toward Goal 1 Examples: • Attend a conference on ethical leadership • Read a book on the importance of cultural competence in my industry • Learn several key phrases in a new language Target completion date / actual completion date Set your target dates at the outset. Update with actual dates when you have completed each task. Target: Click here to enter a date. Actual: Click here to enter a date. Target: Click here to enter a date. Actual: Click here to enter a date. Target: Click here to enter a date. Actual: Click here to enter a date. Resources & costs What costs are associated with completing this activity? What resources will you use to cover those costs? Expected outcomes/measures How will you know you have succeeded? How will you demonstrate your acquired competency? How might someone else be able to validate your new competency? GAP Goal 2 Complete the following table with the details of your plan for GAP Goal 2. Training & developmental activities toward Goal 2 Target completion date / actual completion date Target: Click here to enter a date. Actual: Click here to enter a date. Target: Click here to enter a date. Actual: Click here to enter a date. Target: Click here to enter a date. Actual: Click here to enter a date. Resources & costs Expected outcomes/measures GAP Goal 3 Complete the following table with the details of your plan for GAP Goal 3. Training & developmental activities toward Goal 3 Target completion date / actual completion date Target: Click here to enter a date. Actual: Click here to enter a date. Target: Click here to enter a date. Actual: Click here to enter a date. Target: Click here to enter a date. Actual: Click here to enter a date. Resources & costs Expected outcomes/measures GAP Goal 4 Complete the following table with the details of your plan for Goal 4. Training & developmental activities toward Goal 4 Target completion date / actual completion date Target: Click here to enter a date. Actual: Click here to enter a date. Target: Click here to enter a date. Actual: Click here to enter a date. Target: Click here to enter a date. Actual: Click here to enter a date. Resources & costs Expected outcomes/measures Instructions: Review each item below and determine your current level of proficiency and the importance the item has for your career succe Part 1, Item 1 below for an example, and then overwrite the sample ratings with your own ratings for this item. The gap for each item Interpreting your results: In the example, the gap is -5. The large negative number indicates an item where current proficiency is low and care gap represented by a large positive number (e.g., 5) indicates that current proficiency is relatively high and career importance is relatively low address. Part 1: Personal Leadership Assessment, Goal-Setting, and Implementation Goal-Setting I am able to formulate a good long-term career goal. I am able to analyze my personal knowledge proficiency. I am able to analyze my personal skill proficiency. I take actions to address self-identified areas of strength or weakness. I am able to formulate goals that meet the SMART criteria to help me address areas of weakness or strength. 6 I monitor, critically analyze, and record my progress in taking actions and achieving goals. 7 I seek timely support and feedback from others to help track my progress and achieve my goals. 1 2 3 4 5 Self-Awareness I know my areas of personal strength in the workplace. I understand how to leverage my strengths to achieve success. I know what I need to improve to be an effective leader. I understand what I need to do to make the improvements I believe are important for my career success. 12 I recognize actions I can take to help improve my leadership competencies. 8 9 10 11 13 I recognize how my behaviors may impact others. Awareness of Others 14 I have a good understanding of the needs of the people I work with. 15 I have a good understanding of how others perceive me at work. 16 I am interested in learning about the people I work with. Self-Management 17 I handle criticism without becoming defensive. 18 I am calm under pressure. 19 I use personal failures as an opportunity for further growth and development. 20 21 22 23 24 25 I manage stress well. I typically have a positive outlook. I try to see and understand matters from others' perspectives. I am a good listener. I wait to form judgments until I have all the needed information. When I make a mistake I am not afraid to say so. Management of Others 26 I am able to relate well with peers in the workplace. 27 I have good working relationships with those I supervise. 28 I have good working relationships with those I report to. Gap for Leadership: Use your gap analysis to identify your gap for leadership and select one of the above to work on this semester Gap 1 (Provide the number from column B and the description from column C): Part 2: Situation Audit Organizational Strategy and Objectives 1 I am able to explain my organization's mission, vision, values, and core goals to people who are new to the organization. 2 I am able to evaluate my organization's mission, vision, values, and core goals and make recommendations for improvements if needed. 3 I understand the concept of valuable, rare, inimitable, and nonsubstitutable resources (VRIN) and can identify them within my organization. 4 I am able to explain my organization's current strategy to others. 5 I am able to critically evaluate my organization's strategy. 6 I am able to explain the pros and cons of alternative strategies my organization might want to consider in light of its current situation. 7 I am able to accurately explain my organization's current structure. 8 I can discuss my organization's size and understand the possible implications for organizational performance. 9 I am able to explain the pros and cons of the current organizational structure for achieving the mission, vision, values, and core goals. 10 I am able to explain the strategic and financial objectives my organization is using to help achieve its strategy. 11 I am able to critically evaluate my organization's strategic and financial objectives and offer recommendations for possible improvements. 12 I can identify and explain my organization's core competencies. 13 I can explain how and why each of my organization's core competencies might serve as a source of competitive advantage. 14 I am able to explain how and why resource-based theory is useful in understanding my organization's critical resources. Human Resources 15 I am able to describe my organization's human resource management system to those who are new to the organization. 16 I am able to evaluate the human resource management system and identify some aspects that may need improvements. 17 I am able to explain my organization's performance management (PM) system (including talent recruitment, onboarding, development, and evaluation) to those who are new to the organization. 18 I am able to identify potential strengths and weakness in the PM system and make recommendations for possible improvement. 19 I am able to analyze and explain the extent to which my organization views its people as a source of competitive advantage. Financial Resources 20 I understand how and why the information contained in my organization's publicly available financial statements is helpful in explaining its financial situation. 21 I know how to find the information I need to identify typical accounting and financial management issues when analyzing an organization's financial I can explain the process used to develop my organization's operating budget. 22 statements. 23 I can evaluate the extent to which my organization's master and unit level budgets appear to align with and support its mission, goals, vision, values and objectives (MGVOs). 24 25 26 27 28 Technology Resources I can evaluate the extent to which my organization leverages the Internet as a source of competitive advantage. I am able to evaluate my organization's use of an Intranet (or alternative tools for internal collaboration and communication) and identify areas of potential strength and weakness. I can explain the process used to develop my organization's strategic technology plan and evaluate its alignment with the MGVOs. I am able to explain and evaluate my organization's technology governance practices. I am able to summarize my organization's current situation with respect to the effective use of advanced technologies. Building and Equipment 29 I am able to summarize my organization's physical plant and equipment. 30 I can evaluate whether the plant and equipment are used effectively. 31 I am able to evaluate whether there are physical assets within the organization that need to be retired or replaced. 32 I can explain the process used to develop my organization's facilities plan and evaluate its alignment with the MGVOs. 33 I am able to evaluate the adequacy of the physical plant budget. 34 I am able to determine whether there are bottlenecks within my organization's operations. Leadership Effectiveness 35 I am able to identify the common managerial style within my organization. 36 I can determine the possible causes of the dominant managerial style, and discuss the likely consequences of this style for my organization's MGVOs. 37 I am able to identify the types of support provided by my organization to its managers to enhance their knowledge, skills, and abilities. 38 I am able to identify issues with managerial effectiveness within my organization (if they exist). 39 I am able to recommend possible courses of action that my organization's leadership might consider if issues with managerial effectiveness are identified. 40 I am able to identify the potential costs and benefits of my recommended courses of action. 41 I am able to identify the major management control systems in place within my organization and determine whether they help the organization achieve its MGVOs. Organizational Leadership 42 I am able to identify the roles and responsibilities of my organization's leader. 43 I am able to identify the power sources upon which my organization's leader am able to analyze the implications for the organization of the power sources 44 Irelies. used by my organization's leader. 45 I am able to identify the major factors that limit the ability of my organization's leader to exercise his or her power. 46 I am able to identify the influence tactics upon which my organization's leader usually relies and discuss the implications for his or her performance. 47 I am able to recognize how my organization's leader handles organizational politics and discuss the implications for his or her performance. 48 I am able to identify the approaches to conflict (organizational and/or interpersonal) used by my organization's leader, and discuss the implications. 49 I am able to analyze whether my organization's leader is an effective decision maker. 50 I am able to assess the ability of my organization's leader to create and nurture relationships with peers and followers that contribute to success, both individual and organizational. 51 I am able to identify whether my organization's leader uses a transactional or transformational leadership style and discuss the implications. 52 I am able to assess whether the behaviors, decisions, and actions of my organization's leader contribute positively to the MGVOs and reputation of the organization. Governance 53 I am able to describe the governance structure in place within my organization. 54 I am able to determine whether the current structure ensures independent and expert oversight and review of major organizational decisions. 55 I am able to determine whether my organization has provided appropriate protection against arbitrary, capricious, and/or unethical behavior on the part of leaders and managers. 56 I am able to assess whether the current management, leadership, and governance are effective. 57 I am able to assess whether any recent changes (management, leadership or governance) within my organization have had positive measurable effects. Learning Organizations 58 If they exist, I am able to describe the metrics related to my organization's commitment to learning. 59 I am able to determine whether the metrics (if present) align with and support the organization’s MGVOs. 60 I am able to determine the extent to which the metrics are being used to review performance and to make needed changes. 61 I am able to assess whether my organization is committing the resources and leadership attention required to create a sustainable learning organization. 62 I am able to describe my organization's experience with implementing significant changes over the past five years. 63 I am able to determine which change model(s) best describe my organization's experience with implementing significant change. 64 I am able to determine the lessons my organization’s leaders and managers should take from past change experiences to help ensure success for the future. 65 I am able to complete a preliminary situation audit for my organization and to identify specific aspects of the organization that require leadership attention. Gap for Situation Audit: Use your gap analysis to identify and select one of the above to work on this semester. Gap 2 (Provide the number from column B and the description from column C): Part 3: Organization Culture, Climate, and Ethical Decisions Research and Analytical Skills 1 I am able to find good research sources and then create an annotated resource list. 2 I am a strong critical thinker and use this skill consistently in my work and writing. 3 I understand the concept of evidence-based management and am able to determine whether my organization uses this approach. Organizational Culture 4 I am able to define organizational culture. 5 I can evaluate my organization's culture. 6 I am able to assess the effects culture has on my organization’s ability to achieve its MGVOs. 7 I understand how country cultural differences may affect my organization. Organizational Climate 8 I can explain the characteristics of a healthy organizational climate. 9 I can objectively evaluate my organization's climate and recommend changes if needed. 10 I can recognize the types of conflict organizations experience and how they may affect my organization's success. Business Ethics 11 I am able to assess whether my organization's leaders make ethical decisions. 12 I am able to determine whether my organization places sufficient emphasis on ethical and caring behavior. Organizational Behavior 13 I understand how and why the study of organizational behavior contributes useful information for managers and/or leaders. Gap for Culture, Climate, and Ethical Decisions: Use your gap analysis to identify and select one of the above to work on this seme Gap 3 (Provide the number from column B and the description from column C): Part Four: Virtual Teams Team Organization 1 I know how to structure a virtual team (or teams) for optimal effectiveness. 2 I am able to manage a virtual team (or teams) for optimal effectiveness. I can discuss the potential benefits and challenges of using virtual teams. 3 I understand the principles that should be applied in creating an effective team 4 agreement. I know how to create a project work plan to support the successful completion of 5 a team project. Team Types and Principles 6 I can explain the possible types of teams that can be used. I am aware of the general principles that are important for leading and managing 7 a virtual team. I can identify the challenges associated with having a geographically dispersed 8 team. I can offer potential solutions to the challenges of being a geographically 9 dispersed team. 10 I can explain the follow-the-sun work model. I can determine whether the follow-the-sun model would be appropriate in a given 11 set of circumstances. Team Composition 12 I can explain the benefits and issues associated with team size. I can explain how team composition (especially homogeneity and heterogeneity) 13 effects team success. I can discuss the various roles that team members need to fill in order for the 14 team to be successful. I know how team leadership differs from other forms of leadership within an 15 organization. I can identify the team leadership model that would work best in my organization. 16 17 18 19 20 Personality and Personality Assessments I understand the effects that different personality traits can have on team dynamics. I am able to identify some assessments that might provide me with useful insights into my own personality. I am able to identify some assessments that might help team members gain a better understanding of one another. I can explain how teams develop and understand the implications for teams within my organization. Country Cultural Differences I understand country cultural differences and can explain the impact they have on 21 an organization that operates globally. I can make recommendations for handling cultural differences within a virtual 22 team. Group Decision Making 23 I have a good understanding of how decisions are made within teams. Training and Technology I am able to identify the best information and communication technologies for use 24 within virtual teams. I can make recommendations for the types of training that would be most 25 beneficial to high-functioning virtual teams. I know how to conduct a cost-benefit analysis to determine whether my 26 recommendations are sound. Team Management I understand the options available for managing virtual teams within my 27 organization. Gap for Virtual Teams: Use your gap analysis to identify and select one of the above to work on this semester. Gap 4 (Provide the number from column B and the description from column C): item has for your career success. Use a scale of 1 to 7 (where 1 is low, and 7 is high). See his item. The gap for each item will be automatically calculated. rrent proficiency is low and career importance is high —so, this might be an item to address. A reer importance is relatively low. In this event, you would not want to pick the item as one to Using a scale of 1 to 7, where 1 is low and 7 is high, please indicate your current level of proficiency with each of the following. ove to work on this semester. Using the same scale, select Gap the number that best represents how important each item is for your career success. 6 4 3 7 6 7 6 6 5 6 -1 -2 -3 2 0 3 7 -4 1 6 -5 7 3 2 4 6 3 7 5 1 0 -5 -1 6 7 -1 2 5 -3 6 2 7 7 5 7 2 7 4 6 7 6 -4 0 -2 6 7 1 2 3 3 6 6 5 7 5 7 0 1 -4 -5 -2 -4 5 7 7 7 7 7 -2 0 0 -3 0 0 Using a scale of 1 to 7, where 1 is low and 7 is high, please indicate your current level of proficiency with each of the following. Using the same scale, select Gap the number that best represents how important each item is for your career success. 7 6 1 4 6 -2 3 5 -2 6 7 4 7 7 3 -1 0 1 7 6 4 5 3 1 4 4 0 2 7 -5 5 5 0 6 3 6 6 0 -3 4 2 2 1 3 -2 6 5 1 3 5 -2 4 6 -2 7 6 1 7 6 1 3 7 -4 2 5 -3 6 5 1 7 7 0 7 6 1 3 4 -1 6 4 2 7 6 1 4 2 1 5 3 4 -1 -1 -3 3 3 0 3 2 2 3 1 -1 7 6 4 3 3 3 7 7 0 6 7 -1 5 4 1 7 6 1 4 6 -2 7 5 2 3 4 2 3 1 4 5 -1 6 4 2 7 7 0 1 semester. 7 6 1 6 5 1 6 7 -1 7 7 0 7 7 0 7 5 2 7 5 2 6 7 -1 7 5 2 7 7 0 4 5 -1 2 4 -2 3 7 -4 7 5 2 7 4 3 5 5 0 6 6 0 7 5 2 Using a scale of 1 to 7, where 1 is low and 7 is high, please indicate your current level of proficiency with each of the following. Using the same scale, select Gap the number that best represents how important each item is for your career success. 6 2 4 7 6 7 5 0 1 7 7 7 4 5 6 3 2 1 7 7 0 7 7 5 6 2 1 7 7 0 6 7 -1 6 7 -1 7 6 1 e above to work on this semester. Using a scale of 1 to 7, where 1 is low and 7 is high, please indicate your current level of proficiency with each of the following. Using the same scale, select Gap the number that best represents how important each item is for your career success. 6 6 5 4 1 2 7 6 1 5 7 -2 7 7 0 6 5 1 emester. 7 7 0 7 5 2 6 4 7 6 -1 -2 4 6 -2 7 5 2 7 5 2 7 5 2 7 4 3 7 3 4 6 6 0 7 7 0 7 5 2 7 5 2 3 7 -4 6 7 -1 7 6 1 4 6 -2 6 6 0 6 6 0 4 5 -1 Leadership Development Plan MBA 610 This Leadership Development Plan serves as your road map for short-term training and development activities that will enhance your leadership competencies. You will review, revise, and update your plan several times during the course of your MBA degree program at UMGC. Your name: Your current job title: Long-Term Career Goal Make sure your goal is SMART: Specific, Measurable, Achievable, Realistic, and Time-bound. In 3 to 5 years, my goal is to… Short-Term Skills Development Needs What skills will you need to acquire to achieve your long-term career goal? My leadership skills training and development
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1

Leading Organizations and People

Student's Name
Institutional Affiliation
Course Name and Number
Instructor's Name
Assignment Date

2
GAP TABLE: This table is for the four GAPs selected from the GAP Analysis.
GAP Goal 1: I Need to Improve in Some Areas to Become a Good Leader
Complete the following table with the details of your plan for GAP Goal 1.
Training & developmental
activities toward Goal 1

Target completion date / actual
completion date
Set your target dates at the
outset.
Update with actual dates when
you have completed each task.

Resources & costs
What costs are associated with
completing this activity?
What resources will you use to
cover those costs?

Expected outcomes/measures
How will you know you have
succeeded? How will you
demonstrate your acquired
competency? How might
someone else be able to validate
your new competency?

Interact with successful leaders
in the corporate world to learn
what one needs to make a
global impact in multinational
companies' management.

Target: Click here to enter a
date.
Actual: Click here to enter a
date.

Some of the costs associated in
here include airtime to make
calls, traveling expenses and
accommodation fees
I will use my savings

Be able to identify and apply
the best leadership styles as a
global leader. I will
demonstrate my new
competency through a
recommendation to struggling
international companies.
Someone might be able to
validate my new competency
by observing my routine work,
changing events, and peer
review.

Learn how to manage people
from diverse cultures from
leadership articles and books.

Target: Click here to enter a
date.
Actual: Click here to enter a
date.

Finances to purchase articles
and books online
The resources needed here is
time to read the leadership
books and articles

Acquire knowledge on the best
ways to manage people from
diverse cultures. I will
demonstrate my new
competence through practical
suggestions on the management

3
Training & developmental
activities toward Goal 1

Target completion date / actual
completion date
Set your target dates at the
outset.
Update with actual dates when
you have completed each task.

Resources & costs
What costs are associated with
completing this activity?
What resources will you use to
cover those costs?

Expected outcomes/measures
How will you know you have
succeeded? How will you
demonstrate your acquired
competency? How might
someone else be able to validate
your new competency?

of people. People will be able
to validate my new competency
through daily handling of
people and competency fairs
Acquire knowledge about
taboos and ethical dilemmas
globally

Target: Click here to enter a
date.
Actual: Click here to enter a
date.

Network access cost to search
for ethical cases on the internet,
and laptop
Ask for funding from my
guardian

Be able to tell taboo things in
various cultures and identify
ethical dilemmas in the
corporate world. I will
demonstrate this competency
through the practical
application of ethical theories
to solve ethical dilemmas.
Finally, a third party will
validate my new competency
through decisions I take when
ethics are in play.

4
GAP Goal 2: To acquire proficiency on financial strategies and objectives an organization may use to achieve corporate vision
Complete the following table with the details of your plan for GAP Goal 2.
Training & developmental
activities toward Goal 2

Target completion date / actual
completion date

Resources & costs

Expected outcomes/measures

Attend skill development
conferences on strategic
management.

Target: Click here to enter a
date.
Actual: Click here to enter a
date.

Commuter cost and meal
expenses
I will look for grants from wellwishers to cover the costs.

Acquire analytics skills on
strategy evaluation and
monitoring. I will demonstrate
this new competency by
aligning grant strategies with
short-run objectives. In
addition, a peer will validate
my new skill by looking at the
driven change in the
organization.

Read cases regarding strategic
management of success firms
like Apple and Microsoft

Target: Click here to enter a
date.
Actual: Click here to enter a
date.

Here, the cost includes internet
access and access to a computer
The university library has
computers and internet access
to cover such costs.

Product pricing skills, where
the product price is affordable
and covers firm costs and
generate revenue for the
organization

Internet use and engaging,
successful friend in the
corporate work.

Promote my ability to identify
and apply the best financial
management techniques. I can
demonstrate the skills by
making significant changes to a
financial management system
to align it with the
organizational vision.

Speculating the corporate world Target: Click here to enter a
and staying ahead in the area of date.
financial management
Actual: Click here to enter a
date.

5
Training & developmental
activities toward Goal 2

Target completion date / actual
completion date

Resources & costs

Expected outcomes/measures

Someone will validate my new
competency by observing the
organization's progress towards
achieving the corporate
strategy.

6
GAP Goal 3: To enhance the ability to assess ethical compliance in the decisions made by organizational leaders
Complete the following table with the details of your plan for GAP Goal 3.
Training & developmental
activities toward Goal 3

Target completion date / actual
completion date

Resources & costs

Expected outcomes/measures

Attain training sessions on
ethical decision making

Target: Click here to enter a
date.
Actual: Click here to enter a
date.

Commuter costs and stationery
expenses
I will cover the costs using
funds from my guardians

Acquire ethical decision skills.
I can demonstrate the skill by
guiding others to make moral
decisions. A peer would
validate the new skill by
looking at the actions I take
when ethics are in play.

Reading articles and books on
the significance of ethical
decisions

Target: Click here to enter a
date.
Actual: Click here to enter a
date.

Article and book purchase cost
Using google scholar and the elearning section of the
university library to avoid such
costs

Promote my ability to make
effective and ethical decisions
in corporate work. I can show
the new competency through
formulating and executing
decisions that improve
company performance and
brand equity. One may validate
my new competence by looking
at the way the decisions adhere
to corporate social
responsibility principles.

Learn critical aspects that make
up an ethical decision, for
instance, corporate social
responsibility aspects

Target: Click here to enter a
date.
Actual: Click here to enter a
date.

Encouraging stakeholder
participation, including
employees, suppliers, and
customers. Internet costs
because interviews and

Be able to evaluate whether
decisions cater to different
...


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