Essay on Leadership Reflections Aspects of Dysfunctional...

Leadership Reflections: Aspects of Dysfunctional Leadership Based on assigned readings (ORG515 Module 3), this journal entry reflects on three prevalent forms of dysfunctional leadership (Vecchio, 2007) that potentially impact the author’s effectiveness as a leader – groupthink, aversive behavior, and destructive narcissism. Proceeding from a definitional overview, the discussion identifies aspects of these dysfunctional behaviors that are relevant to the author. This entry then considers appropriate remedial actions, including consideration of the relative effectiveness of a study partner’s strategies, for ameliorating deficiencies in the author’s leadership behaviors. Definitional Overview of Dysfunctional Behaviors Groupthink,†¦show more content†¦The underlying causes of groupthink arise from the psychological need of group members to maintain â€Å"self-esteem and emotional equanimity† during times of stressful decision making (Janis, 2007, p. 166). Aversive Behavior Similar to groupthink, aversive leadership behaviors also emerge in response to interpersonal and organizational stress. Pearce and Sims (Thoroughgood et al., 2010) define aversive leadership as â€Å". . . a brand of management relying on coercive power through specific use of intimidation tactics and reprimands† (p. 648). Such tyrannical and abusive behaviors destroy leader-member trust, which results in diminished performance, job satisfaction, and organizational citizenship behaviors of followers (Bligh, Kohles, Pearce, Justin, Stovall, 2007). Aversive leadership often arises from the mutual reinforcement of biased perceptions of both follower and leader intent (Harvey et al., 2006; Hogan Hogan, 2001) – a process somewhat analogous to the realization of negative self-fulfilling prophecies (Vecchio, 2007). Destructive Narcissism However, unlike groupthink and aversive behaviors, which depend on the exercise of power in social interactions with others, destructive narcissistic behaviors arise from within the construct of a leader’s individual personality traits (Maccoby, 2004; Rosenthal Pittinksy, 2006). According to Rosenthal and Pittinksy (2006), â€Å"Narcissistic leadership occurs when leaders’ actions are principallyShow MoreRelatedOvercoming The Dark Side Of Leadership By Gary L. Mcintosh And Samuel D. Rima1271 Words   |  6 Pages I was asked to write and submit a 4-6 page book summary of the text â€Å"Overcoming the Dark Side of Leadership† by Gary L. McIntosh and Samuel D. Rima. This book report should summarize the basic purpose of the book, the most important leadership principles contained, and the student’s evaluation of the book’s strengths and weaknesses. 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The Problem Of Personality Psychology Essay - 2390 Words

What is personality? This is the question that we have been posing this whole semester. The textbook states personality psychology is, â€Å"the scientific study of what makes us who we are† (Miserandio, 2012, p.3). Therefore, if that is the case then personality is what makes us who who we are. How we find our own personality takes a lot of work and a lot of soul searching. I know for myself, I cannot judge my personality only from the Five Factor Model (FFM). Yes, the FFM is a good predicament of our personality, but it does not further explain why we get such scores. What I mean by this, is that we have to look at religion, culture, gender, nature vs. nurture, our self-concept, our locus of control, and how we become motivated. Even this list, is very small in comparison to how we should evaluate and discover our own personality. Personality is a very complex concept, and this is why it is very hard to accurately depict a person’s personality with just a few things. 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The Change Management Functions of Organizations

Question: Describe about The Change Management for Functions of Organizations. Answer: Introduction The leadership is one of the important functions of the organizations (Goethals et al. 2014). It is concerned with the creation of a compelling vision, motivation of the people, management of the delivery of the predetermined mission and coaching of the team. The followers should be motivated so that they are instrumental in the process of achievement of the mission. The assessment 1 would discuss the action plan prepared for the purpose of implementation of the change strategy in the organization. The communication plan is discussed along with a focus on the leadership style. It would also focus on the budget after consulting with the CEO. The assessment 3 would discuss the lead team workshop performed with the managers. The assessment 4 would discuss the professional development plan along with the identified activities in the plan. Assessment 2 Current scenario Max Lionel was founded in the year 2008 and has an employee base of 100 people out of which there are 80 people who have license for doing their real estate job. The organization plans to implement an organizational change strategy after consulting with various stakeholders. It would take into consideration all the factors for the purpose of the implementation of the change strategy. Action Plan The action plan should be developed based on the sustainability goals of the organization. It is also important to identify the possible linkages between the activities, resources and the outcomes. The successful implementation of the strategy for changes requires an effective action plan. The main components of the action plan are discussed below- Support for Change- It is important for the management to demonstrate support for the required changes and the necessary reasons for the change should be identified. Employee Involvement- It is important for the employees to be involvedin the change management process and there should be active participation of them (Harmon 2014). Communication of the Change- The changes should be systematic and structured. A proactive approach should be undertaken for minimizing the degree of resistances from the employees (Harmon 2014). Actual implementation- It is important for the planned change system to implement in the organization. There should be a timeline for the purpose of change management implementation (Huy Corley and Kraatz2014). A logical implementation process should be followed. Removal of possible barriers- There can be a lot of barriers during the implementation of changes such as employees resistance to change, process obstacles, lack of coordination from the top management and others (Hayes 2014). Evaluation- The changes should be evaluated and check whether the actions plan fulfilled its pre-determined objectives. Item Milestone Responsibility Support for Change Employee readiness Middle management Employee Involvement Participation in Decision making Middle management Communication of the Change Selection of communication tools Change Manager Actual implementation Timeline Change Agent Removal of possible barriers Removal of barriers Middle Management Evaluation Conform with objectives Change Manager Fig: Action Plan Source: Created by author Budget One of the most important budget considerations for Max Lionel is the formulation of a budget proposal. There are a number of budgetary parameters involved such as budget at the project level and budget at the organizational level(Hope and Fraser 2013). The impacts of theproject level are concerned with the specific project initiatives and can be impact tools, processes, job roles, reporting structures and others. The associated costs can be costs of project delays, missed milestones, budget overruns, required rework and others. The organizational level costs may be present beyond the project life cycle(Hope and Fraser 2013). The various costs associated at the organizational level include productivity plunges, loss of talented manpower, reduced work quality and others(Hope and Fraser 2013). The budget for this project is illustrated below- Budget Parameters Cost (in $) Description Human Resource 1500 Compensation to employees Promotions 4000 Marketing tools Training 3200 Coaching for staffs Communication Methods 800 Face to face, intranet, newsletter Evaluation tools 700 Surveillance tools TOTAL 12,000 Fig: Budget for Change Management Process Source: Created by Author Communication Plan A communication plan is essential that display the methods of communication in the change management process. The formulation of communication plan comprises of number of steps such as awareness, understanding, positive perception, pilot implementation, adoption and institutionalism(Cornelissen 2014). The face to face communication is one of the most effective communication methods in the event of change management process (Cornelissen 2014). The senders are required to send appropriate messages to the employees regarding the change process. The other modes of communication include newsletters, brainstorming exercises, presentations, intranet and others (Whitaker 2016). A combination of these communication channels should be used for the creation of maximum impact. The following is a communication plan that can be used for this purpose- Stakeholders Communication Method Frequency Responsibility CEO Face to face meeting Start of Project Milestones, Value indicators, Key issues Development Team Face to face/Intranet Weekly Project Schedule, Change requests, Key entities Client Sponsor Newsletter Weekly Review status, Change request log Employees Email Fortnightly Progress of change management Fig: Communication Plan Source: Created by Author Planning Leadership is an integral part of the change management and it is one of the top priorities of the companies (Kerzner2013). The involvement of true leadership inspires the followers to achieve the organizational objectives and which is above the cultural expectations. The managers should involve in the removal of possible obstacles in the path of change management. Change usually involves a deviation from the regular norms and behaviors(Kerzner 2013). The leaders should foster positive behaviors regarding the proposed change process. The project shouldhave a proper plan for the purpose of maximum effectiveness. The first and the foremost tasks is deciding the kind of system that would be required in the organization. The customer perspective and the process perspective should be taken into consideration before formulating the final plan. The capacity of learning, growth of the particular strategy should be considered before implementing the same. The change management plan shouldsatisfy the organizational as well as legal requirements (Cummings and Worley 2014). The documentation of the plan should be as per the legal guidelines of the organization and the specific country of operation. The regulatory developments should be tracked and the compliances should be followed in order to make the change management plan successful(Cummings and Worley 2014). The real-time reports should be aggregated into specific dashboards so that the senior management gets an idea regarding the change process. The regulatory requirements should be adhered for ensuring zero obstacles in the change management process. The different modes of communication should be used for the purpose of disseminating information regarding the change process (Garvey 2014). The actual implementation is also dependant on the adoption of correct communication channels. The CEO would engage in face to face communication with the team members. The development team would use the company intranet as well as face to face meetings with the other stakeholders. The client sponsors may use a weekly newsletter for the purpose of reviewing the status of the change project(Garvey 2014). The use of email is also important for the purpose of creating effective communication. The organizational change management plan must address the associated risks with the change management process (Cummings and Worley 2014). There can be various forms of risks such as corrupted information, destruction of vital facts, degraded computer performance, resignation of the key persons in the organization, loss of productivity and any reputational risks. Another major risk is the resistance to change when the employees are reluctant to adopt any new process or system in the organization. It is important to formulate a risk mitigation plan aimed for minimizing these risks that could act as barriers in the change process. Consultation with managers The departmental heads, production head, human resource managers, strategic advisors and all other stakeholders must be consulted during the formulation of the change management plan. The departmental managers should be consulted and the plan should be shared with them. Their feedback as well as any necessary suggestions should be incorporated into the plan. It is important to demonstrate transformational leadership, in which the leaders would be the ones to initiate the process of change in the organization (Avolio and Yammarino2013). They would motivate the fellow employees so that they can meet the challenging expectations and result in the high performance. It is also important to foster ethical behavior in the team and follow honest means to achieve the organizational objectives. Revision of the Plan The plan is revised and some necessary changes have been incorporated. An ethics charter is developed which is based on the Real Estate Institute of Victoria (REIV) Code of Conduct. The agents were encouraged to use the Charter by making necessary amendments. The training of the agents and the managers would be based on the rules laid down by the Charter and the ethical responsibilities. Assessment 3 Agenda for workshop It is important to develop major activities that would be undertaken in the workshop. There would be adequate time so that managers can be involved in fostering training for the agents. The following chart shows the agenda for the workshop- Role Name Responsibility Duration CEO Max Lionel Share the strategic directions 2 hour Chief Financial Officer RizMehra Budgets for the projects 2 hours Operations General Manager Kim Sweeney Operational issues identification 1 hour Human Resource Manager Les Goodale Production Capacity 1 hour Manager, Residential Realty Sam Lee Activities of residential agents 1 hour Manager, Investments Peter Mitchell Activities of investment agents 1 hour Fig: Agenda for workshop Source: Created by author The agenda for the workshop should be followed with close attention to the time frames. The key persons should drive the workshop along with the designated time limits. This would ensure sufficient time for the practical training of the agents by the concerned managers. Lead Time Workshop The lead time workshop is an important part of the change implementation plan. It is important to ensure the effective training of the agents so that they would be able to deliver the desired performance. The objective of the training workshop is to improve the quality of the human resources by making them aware of their job responsibilities so that they can fulfill their work objectives. It is important to cover all the important aspects of the major tasks in the workshops. The managers should be assigned roles based on their areas of expertise and the departments with whom they are attached in the organization. It is also important to ensure that the agents involve in ethical behavior when dealing with the change management process. They should not adopt unethical practices for the purpose of achieving the organizational objectives. The transformational leadership as well as charismatic leadership would be used by the managers in which the charismatic leader would help in the chang e management of the organization (Muenjohn 2015). He would inspire the employees by convincing them the change process would be beneficial to them. The organizational legislations concerning the change management is an integral component of the lead time workshop. It is important to identify the laws governing the jurisdictions and the business lines. There should be brainstorming ideas that underlines the methods for the delivery of effective training(Mercier-Laurent 2015). Everyone should give their feedback regarding training tools such as presentation, role plays, templates, samples, brochures and others. It is important to implement innovative training methodssuch as fish bone diagrams, storytelling, 3D technology, social networking games and others (Mercier-Laurent 2015). These tools would make the employees learn important concepts in an interesting manner. A combination of the training approaches should be used for the purpose of maximum impact. A budget of $3200 would be used for training purpose. The training manager should take notes during the workshops in order to check the number of people participated. It is also important to evaluate the effectiveness of the training content. Ethics Charter The Ethics Charter must be prepared according to the Real Estate Institute of Victoria Code of Conduct and must be communicated to all the stakeholders (Reiv.com.au 2016). The Ethics Charter is formulated as described below- Ethics Charter Real estate agency practice should be encouraged in a good manner. A member should represent themselves as agents only if they have the authorities for doing so. The members should act fairly as well as honestly in their professional endeavors. The supervision of the employees is important by the controller of the agency and check their compliance with the laid down legislations. The members must verify all the information before the execution of any contract (sales or lease) The agents must advice the clients regarding the present market price of the real estate properties. The agents should refrain from disclosing confidential information related with the customers. The members are prohibited to accept any forms of commission from the clients regarding the services offered The agents are supposed to inform the owner in the event there is a breach of the tenancy agreement. Fig: Ethics Charter Source: Created by Author The training manager should also pay attention to the Work Health and Safety Policy (WHS) for the well-being of the employees. The senior management should engage in active as well as visible leadership by giving adequate attention to the WHS policies. They should also engage in safety planning and monitor compliance with respect to safety guidelines. Adequate attention should be given to risk management plans. Training should be provided based on the incident as well as hazard reporting. A section of the Ethics Charter should essentially contain the WHS guidelines. Training for Managers The managers should be trained in the ethics charter and the WHS rules. They should gain in depth knowledge so that they can train the agents. The managers would be responsible for the planning and delivery of training to the individuals. It is also important to analyze the competency of the individual as well as measure the effectiveness of the training program. The training objectives should be made clear to the agents. The ethics objectives may include the identification of relevant legislations, nondiscriminatory manner of acting, follow of Ethics Charter and others. The performance management of the agents must be done regularly which would evaluate their ability to meet the organizational objectives. Assessment 4 This task involved the transformational leadership in which there is mutual coordination between the leader and the followers so that they can identify the change required in the organization (Van Knippenberg and Sitkin 2013). The transformational leader aims at creating vision for the followers in order to guide the change process in the organization. The leaders are responsible for planning, executing, motivating and implementing the change process which would be beneficial for the organization. The professional development plan (PD) is important for every person (King 2014). The goal setting is the basic criterion for setting out the professional development plan. It is important to set the goals first and then devise a professional development plan. My short term goals include the improvement of my skills and knowledge related to my professional field. I am aware of the fact that for any job role, the person should have in-depth knowledge of the subject area. My long term professional goals include that I want to reach a responsible position in which I would get sufficient professional exposure. My short term personal goal also includes the practical exposure to a job skill as I know that in the modern day job world, the employers put huge importance on the practical aspects of a job. It is not only important to gain a degree from the top universities but gain practical work experience. My long term personal goals include that I wish to improve my leadership capabilities a s I believe that I have the qualities to be a successful leader. Leadership cannot be taught in any university, it can be gained only through practical experience. My long term professional goals include demonstrating my leadership capabilities in a large organization with minimum employee strength of 1000. Name Date of Development Date to be reviewed Discussed with mentor Discussed with manager GOALS Timeframe Personal Goals Professional Goals Next 12 months Enhance my knowledge and skills Reach responsible position Practical exposure to job skill Be middle level manager Next 5 years Improve my leadership skills Leader of a team with size 1000 Fig: Professional Development Plan Source: Created by author It is also important to focus on the three important aspects such as training, professional development and networking. The third parties such as superiors, managers, trainers, industry peers and others are consulted for the verification of the participation purpose. The following table gives a clear idea regarding the same- Identified Gap Development activity Objective Timeframe Cost Skills gap Workshop Enhance Skills 4 months $2000 Knowledge gap Operational manual Enhance knowledge 2 months $ 1800 Communication Gap Practice effective interaction Be fluent communicator 1 month $ 500 Unable to influence groups Watch successful leaders perform Be good influencer 5 months $ 100 Fig: Professional Development and Networking activities Source: Created by Author Conclusion Leadership is one of the most important tasks of the management in which it is important to be a transformational leader in order to foster an environment of change in the organization. It is important to aim for excellent human resources by proving them sufficient training. The various aspects of a change process are discussed such as action plan, budget, communication plan, planning and others. The plan is being revised after consultation with the managers. The Ethics Charter as well as WHS responsibilities are prepared which should be communicated to all the employees. A professional development plan is being created which identifies the personal as well as professional goals of a leader. This report is aimed to provide adequate understanding regarding the change management process and the leadership skills required to sustain a change process. References Avolio, B.J. and Yammarino, F.J. eds., 2013.Transformational and charismatic leadership: The road ahead. Emerald Group Publishing. Cornelissen, J., 2014.Corporate communication: A guide to theory and practice. Sage. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Garvey, W.D., 2014.Communication: the essence of science: facilitating information exchange among librarians, scientists, engineers and students. Elsevier. Goethals, G., Allison, S., Kramer, R. and Messick, D. eds., 2014.Conceptions of leadership: Enduring ideas and emerging insights. Springer. Harmon, P., 2014.Business process change. Morgan Kaufmann. Hayes, J., 2014.The theory and practice of change management. Palgrave Macmillan. Hope, J. and Fraser, R., 2013.Beyond budgeting: how managers can break free from the annual performance trap. Harvard Business Press. Huy, Q.N., Corley, K.G. and Kraatz, M.S., 2014. From support to mutiny: Shifting legitimacy judgments and emotional reactions impacting the implementation of radical change.Academy of Management Journal,57(6), pp.1650-1680. Kerzner, H.R., 2013.Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. King, F., 2014. Evaluating the impact of teacher professional development: an evidence-based framework.Professional development in education,40(1), pp.89-111. Mercier-Laurent, E., 2015.The Innovation Biosphere: Planet and Brains in the Digital Era. John Wiley Sons. Muenjohn, N. (2015). Transformational leadership: The influence of culture on the leadership behaviours of expatriate managers.international Journal of Business and information,2(2). Reiv.com.au. (2016).REIV - Real Estate Institute of Victoria. [online] Available at: https://www.reiv.com.au [Accessed 1 Nov. 2016]. Van Knippenberg, D. and Sitkin, S.B., 2013. A critical assessment of charismaticTransformational leadership research: Back to the drawing board?.The Academy of Management Annals,7(1), pp.1-60. Whitaker, S., 2016. Stakeholder Management. InPass the PMP Exam(pp. 445-474). Apress.

The Socialite club logo and brochure design

Introduction Most desktop publishing applications have a common design area with a toolbox that contains various tools like the shape, text, animation tools among others (Adobe Creative Team 2010; Cohen 2010). These tools are used together with texture and colour palettes to develop and colour publications. The designer can also choose from a set of themes that have consistent colour mixtures and patterns and accompanying font types, sizes and colours.Advertising We will write a custom assessment sample on The Socialite club logo and brochure design specifically for you for only $16.05 $11/page Learn More The Socialite club logo picture The Socialite club logo picture is shown below. Each element was created individually using the text, colour, and shaping tools from the Indesign palette. The text was aligned to curves and fitted into the circular shapes. After assembling the text and shapes into the desired logo design shown below the elements are then grouped together. The Socialite Club brochure was created using a c-fold type (Hadock et al. 2011). The screens shots below show the front and reverse sides of the brochure. The brochure paper size is A4 with a landscape orientation. Advertising Looking for assessment on art and design? Let's see if we can help you! Get your first paper with 15% OFF Learn More Reference List Adobe Creative Team 2010, Adobe InDesign CS5 classroom in a book, Adobe Press, San Jose. Cohen, S 2010, InDesign CS5 for Macintosh and Windows: Visual QuickStart guide, Peachpit Press, Berkley. Hadock, S, Hicks, A, Barnum, A Oppen, F 2011, Graphic design Australian style manual, McGraw-Hill Learning Solutions, Australia. This assessment on The Socialite club logo and brochure design was written and submitted by user Harper Holman to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.