Avoidance Of Accountability

(Baum, 1900), leadership empowerment skills are displayed pertaining to accountability. The team players were able to recognize and accept the actuality of the situation, thus respond to the situation effectively; they were able to accept the responsibility for themselves as well as others. In conclusion, they were able implement strategic solutions to solve the problems they faced by committing to help each other accomplish their goals and accepting the risks that came along with it.

I am the leader so I think I should take more responsibility. I should always change our strategy for the games. In the real work, everything is relative. There is no such thing that can keep winning. I should also improve otherwise other people will do better than me. I think I will remember this lesson for my whole life.

I think James is the one playing the worst game this summer, but here he is. He was protected early on by Paulie’s reign of power and even did the house’s dirty taking out Frank, who was not coming for him. He later turned on Da’Vonne who was one of his most loyal allies by exposing her to Paulie and ratting out her plan to target the showmances. The following week James decided to strike at Paulie by cancelling Corey’s vote and sending his showmance partner Zakiyah home. It’s a big move, but the problem is that James was cornered into this move by Paulie’s personal attacks on Natalie and Bridgette, Natalie, Michelle forcing him to do it. During Natalie’s HOH week, he decided that sending home Victor was the best move, but then Victor re-entered

Despite the sharing of a common goal there was one member that was not able to enter into conversation during the small group time. She would often sit with her arms folded as if she were merely an observer in the group. She became increasingly distant and refused to share herself with other women in the group. Was this behavior something that the group was willing to accept? According to Levi, group accountability is only present when team members agree to “call each other on performance or behavior issues that are detrimental to the success of the team.”(Levi, 2014, p. ) Which team member was going to be brave enough to let her know that her silence and lack of participation was not acceptable? With our single leader discipline model what option’s does the team have? Is it at this point that we must move to a team discipline? If we consider the three dimensions of the discipline

I, as a leader have to be able to not only set an example for others to follow but also keep my team focused on the endgame of any task we are assigned to accomplish. My ability to show dedication to the mission as well as support the decisions of my leadership will provide a foundation for my team to build upon. My subordinates deserve to have a leader that is willing and able to perform any and all tasks that may be assigned to them. This means being in the trenches with them and showing them how to perform and complete a task, instead of telling them. I have seen that those under me respond better and are more willing to perform when they have seen my willingness to humble myself to their level and work with them instead of over them. A good leader will always remember where they come from and not look down on those under their

After reading the New York Times article assigned to this candidate, clearly this periodical is dumbfounded by a situation that has existent for generations of educators, if not in perpetuity: educators are for the most part underpaid, especially if they work in the public school system. Why then do teachers continue to teach under increasingly difficult circumstances while suffering financial hardships? The answer is not because a teacher has summers off; many work part time jobs in the summer. No it is, or was, because they love to teach and see their beloved students succeed. However, in this most recent generation, a disquieting trend has changed that dynamic and it’s called the blame game.

Leadership is a strength I believe I have, however it is not the typical “In your face, hard charging style” I prefer to lead calmly and through delegation. I train my subordinates to operate within the intent of the assigned mission and then give them the flexibility to execute the task. I feel this promotes initiative at every level and also buying in form those under me into the mission. However, I have noticed draw backs to this approach, I sometimes am not forceful when my subordinates are lacking their assigned task. While I do not wish to loses my strength I do need to grow myself in being more direct so that when the appropriate forceful direction occurs I am able to do

As teachers, we would never consider teaching an entire unit to our students without frequently checking on their understanding, monitoring their progress, providing additional support, and finally evaluating their performance. It is important to hold ourselves to the same level of accountability. Leadership teams are responsible and accountable for the progress that the students make under their supervision and care.

I believe that if our pay status, rank, and/or additional duty reflection that of a leader than we in fact lead by example. I feel as the unit as a whole needs to work on the basics; Loyalty, Duty, Respect, Selfless Service, and Personal Courage. No one is exempt! I believe we have made some improvements, but we need to push thru full

According to Schmalleger, “delinquents claim that their acts are due to forces beyond their control” (Schmalleger, 2009, P.38) Working class youth cannot achieve business goals by legitimate means due to being culturally deprived. In other words they were raised in a bad environment, or may be an abusive parent or grew up in a violent neighborhood. Moreover, the hacker is shifting the blame of responsibility to someone else.

A few months ago, I had the opportunity to lead a team of seven members. During this experiment, I had the opportunity to practice what I have learned about leadership. The first week was very interesting as I was able to create a proactive group dynamics and I got the wheels turning. My team’s assignment was simple; to come up with a solution to an on going problem. I delegated as appropriate and I made each member aware of his or her task. The directions were clear. By the end of the first week I got to review the results and they were dissatisfying to all.

I do not state where I see my subordinates to be. I need to be more open as to what I expect of my subordinates to get them to meet future goals. If they do not have the future goals laid out for them, how can I expect them to reach it? These goals will give them something measurable to strive for.

Good accountability must be made evident by managers. Do not expect personnel to be responsible if the management team is not answerable to one other. Constructing connections must become a principal objective, not an advantage of laboring for a business. If someone is not holding a team colleague responsible for they are not sure what he/she sees to, then go discover. If there’s distrust, talk to each other to uncover and resolve any issues, past or present. Get to know and like each other by building personal relationships. Most distrust dissolves when people open up to each other. Next, begin rules of responsibility and reliance because if you put “trust-building into your team charter, you’ll go a long way toward creating a culture of accountability and trust” (Smith, 2004). Create effective team processes since creating good working agreements and practices for the team promotes an unrestricted exchange of ideas and cultivates confidence.

Interestingly, I read a book called the “Five dysfunctions of a team” by Patrick Lencioni. It is a leadership fable that tells the story of a team of executives that are not working as a team. They struggle with recognizing their true potential in themselves and their team members. The team also struggles with accepting responsibility and coming to any agreements resulting in negative morale that influence their subsequent departments in a negative way, as well. And what resonated with me is that behaviors, attitudes, and activities like this really happen in the culture of an organization. I saw evidence of each dysfunction in RHS from lack of trust, fear of conflict, lack of accountability, and inattention to results. (Lencione, 2010) You see as a teacher, the assumption is that your main focus is your students in your classroom nothing else matters because the things outside of those walls are things you can’t control. However, when you see things through the lens of a leader, certain activities, attitudes, and behaviors are not as controllable or seem right anymore. Therefore, upon that light, as principal you reach out to your leadership team for insight into the causes for the problem of practice and actions needed to

In criminals has always find ways to excuse the severity of their actions, may it be child molester claiming that because he or she was abuse as a teen or serial killers trying to soften their diabolic nature by stating that since they have a bump on the side of their head they cannot cognitively rational their action therefore they should be excuse or Criminal offenders such as drug dealers, burglar saying they’re product of their environment and upbringing. Nevertheless Theories  such as Neutralization exposes each techniques that criminals use to soften the seriousness of their offenses and denial of responsibility.