Discussion 2 MOD 1: Big Five Personality Factors and LeadershipPrevious Next There is a growing consensus concerning which specific factors make up personality. Based on reliable research (Goldberg, 1990; McCrae & Costa, 1987; Judge, Bono, Ilies & Gerhardt, 2002), the “Big Five” personality factors, and how they positively and negatively link with leadership and leadership effectiveness, are detailed in the table below:Adapted from Ackerman, C. (2017). The big five personality traits & the 5-factor model explained. Positive Psychology Program. Retrieved from the Trident Online Library. Retrieved from https://positivepsychologyprogram.com/big-five-personality-theory/Discussion 1 MOD2: The Three-Skill Approach and the TribeNow that you are well versed in the three-skill approach to leadership and the stages of tribal leadership, discuss the following for our first question of the module:Think about all three levels of leadership covered in the three-skill approach (supervisory, middle, and top), and consider the different skill mixes required for each level (for instance, the supervisory level mix requires heavy technical skills and human skills, but it does not require heavy conceptual skills).Imagine you are responsible for making concrete suggestions that would help move an organization from Stage 2 to Stage 3 of tribal leadership, but you must use the three-skill approach to do it.Adapted from Northouse (2018)What suggestions would you make for the supervisory level, and why?What suggestions would you make for the middle level, and why?What suggestions would you make for the top level, and why?Discussion 2 MOD 2: The Three-Skill Approach, the Skills Model, and the TribeThinking back to the previous discussion question, expand on your thoughts about the three-skill approach by comparing it to the skills model.How are they the same? How do they differ? How does one set leaders up better to impact tribal stages than the other? Why? Critically evaluate the responses or your peers where there is disagreement.Discussion: Situational Leadership and Tribal Leadership StrategyWatch the “Leadership Styles” video from the Leadership Channel in the Trident Online Library (Books 24x7) and respond to the following:Having watched the video, what tribal stage do you think Peter’s New York City firm was in? Please fully support your thoughts in your initial response. Next, share which tribal stage you believe the second firm was in. Was Peter better or worse suited for this assignment? How could he adapt and improve using situational leadership?Discussion: Non-Leadership and the TribeSometimes a leader's style doesn't fit any of the examples we have explored. When a non-leader is a part of a team or organization, it can feel like an absolute free-for-all in the work environment.Using the provided resources for this module, as well as research you conduct on your own in the Trident Online Library or elsewhere, find an example of a non-leader and write a post incorporating the following:Tell the class which non-leader you chose and provide a link where your peers can go to see what shaped your opinion.Tell why you think your example is one of a non-leader, but back yourself up. Remember, your peers will be critical of you, so bring your “A” game.COURSE MATERIALS/BIBLIOGRAPHYUse these instructions for finding Skillsoft Books (BusinessPro and ITPro) (24x7) in the Trident Online Library. NOTE: Use the title in the search box when a number is not provided.Module 1Ackerman, C. (2017). The big five personality traits & the 5-factor model explained. Positive Psychology Program. Available in the Trident Online Library. Retrieved from https://positivepsychologyprogram.com/big-five-personality-theory/Berson, Alan S. (2013). Changes in conversations from manager to leader. [Video File]. Available in the Trident Online Library.Hall, G. (2009). Tribal leadership: An interview with David C. Logan and John King. Reflections, 9 (3-4), 15-19. Retrieved from [EBSCO host] Business Source Complete, AN Accession Number: 57520554. Available in the Trident Online Library.Logan, D. (2011). Tribal Leadership. Google Tech Talks, [Video File]. Retrieved from https://www.youtube.com/watch?v=jirePLc0U1APartridge, A. (2012). Tribal leadership. How does it affect your company culture? Enviable Workplace. Retrieved from http://enviableworkplace.com/tribal-leadership-and-your-company-culture/Chapter 15.2: Understanding organizational culture. (2012). In Organizational behavior. Retrieved from https://saylordotorg.github.io/text_organizational-behavior-v1.1/s19-02-understanding-organizational-c.html. Licensed under CC BY-NC-SA 3.0.Module 2Katz, R. L. (1955). Skills of an Effective Administrator. Harvard Business Review, 33 (1). [EBSCOhost] Business Source Complete, AN Accession Number: 6774557. Available in the Trident Online Library.Mumford, M. D., Zaccaro, S. J., Harding, D. F., Jacobs, T. O. & Fleishman, E. A. (2000). Leadership skills for a changing world: Solving complex social problems. The Leadership Quarterly, 11 (1), 11-35. Available from Skillsoft Books (BusinessPro and ITPro) in the Trident Online Library.Module 3Cameron, E., &  Green, M. (2017). Chapter 6 - Transformational and transactional leadership. Essential leadership: develop your leadership qualities through theory and practice. Available in the Trident Online Library.Ibarra, H. (2015). Situational leadership [Video File]. Available from Skillsoft Books (BusinessPro and ITPro) in the Trident Online Library.Guttman, H., M. (2015). Situational leadership as a dance [Video File].  Available from Skillsoft Books (BusinessPro and ITPro) in the Trident Online Library.Rosenbach, W. E., Taylor, R. L., & Youndt, M. A. (Eds), (2012).  Chapter 25 - The antileadership vaccine: Failure of confidence, Contemporary issues in leadership (7th ed.) Available from Skillsoft Books (BusinessPro and ITPro) in the Trident Online Library.Rubino, L. G., Esparza, S. J., Reid C., Yolanda, S., (Eds.), (2014). Chapter 10 - Transformational leadership: Transformational leadership defined. New leadership for today's health care professionals: concepts and cases.  Available from Skillsoft Books (BusinessPro and ITPro) in the Trident Online Library.Thompson, K. (2016). Leadership is more personal than transactional. Available from Skillsoft Books (BusinessPro and ITPro) in the Trident Online Library. [Video File].

Post a total of 3 substantive responses over 2 separate days for full participation. This includes your initial post and 2 replies to other students or your faculty member. The following exercise allows you to practice workplace collaborative skills and Kotter’s 8-Step Change Model.Read the Shell Case Study.Complete the interactive analysis, Strategies for Creating Positive Organizational Change. A transcript of this interactive exercise is also available.Consider what you learned in the experience and respond to the following in a minimum of 175 words:What have you learned during this team collaboration about Kotter’s 8-Step Change Model?What is a process for creating a sense of urgency around change?How does collaboration promote self-analysis and help you prevent or correct mistakes?How does collaboration promote problem solving and help team members improve their skills?What are the connections between new behaviors and organizational change? How do you replace old habits?Due Monday Post 2 replies to classmates or your faculty member. Be constructive and professional. Take It With YouDownload the Interactive Analysis Key Lessons and Rubric to remember and practice the key collaboration skills.RESPONSES: 1 AND 21. A process for creating a way of urgency includes moving a complexed situation into an action plan in order that stakeholders understand the critical need for change. Most leaders, as within the middle of the case study, understands the worth of the longer term stake of the corporate and helps the stakeholders understand why it's important to vary the present situation the corporate is in. Collaboration promotes self-analysis and helps prevent current mistakes by challenging individuals to believe the past, present, and future. it's important to collaborate ideas of what didn't add the past to specialize in new ideas for this and future stake of the corporate . Collaboration promotes problem solving and help individuals improves their skills by being hospitable each other’s opinions and not taking offense to anything. it's important to find out from past actions to maneuver forward with change. Sometimes an individual doesn't realize that their actions are causing a problem if it's not addressed within the correct way. Collaboration gives individuals a preview of their strengths and weaknesses as a team. The connection between new behaviors and organizational change is knowing the importance of adapting. for workers to shop for into the organizational change, stakeholders must first train them on the thought in order that they will change their behavior from the old way of doing things.2. John Kotter developed the Kotter's 8 Step Change Model to increase every individual ability to change and to improve their chances of success.Kotter says that organizations frequently make the same mistakes when trying to bring about change – they allow too much complacency, they fail to communicate and so on. According to him, these failures can be avoided by following eight specific steps, in the right order. All too often organisations get into the ‘what' and the ‘how' of change, without really addressing the most important question of all – why? The idea is to establish a sense of urgency .Before deciding exactly what the change will be, you need to put together a group of people who are in broad agreement about the kind of change needed. The change process began because you had a vision for how things could and should be done differently. Making that vision clear and understandable is paramount to achieving the change you desire. Use visuals to map out processes and systems to see what's working and what’s not—they can help you establish urgency and create a clear vision for change.

For the case study, we will focus on the importance of safety and all parties helping to make safety a priority. The effectiveness of the safety training will depend on how prepared the participants are for the training and their perception of the training. Review "Case: Safety First" located in the textbook on pages 199-200, and respond to the prompts below. You are not required to answer the questions at the end of the case study in the textbook. Examine the components of an effective training needs analysis for this scenario. What would the basic parts for a successful training program be? Describe how the training should be delivered, and briefly describe one motivational theory from those listed on pages 163–173 in the textbook and how it supports this type of training to enhance an organization’s performance.