MGT-310
Case: How Leaders Flourish at Gunderson Lutheran Health System.
1. How well does Gunderson’s development program follow the career management process described in Figure 9.3? Identify any elements of that system that are missing.
I think Gunderson did a really good job on development program, because for the data gathering they focus on competencies needed for career success base on their two years research, such as specific skills in operations, finance, vision, team building and leadership. Then they use variety of measures to employee’s potential talent, they use Myers-Briggs Type Indicator and also the Hogan Value Report to make sure the analysis is critical. Second step, they focus on specific success factors,
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I would like say patient outcomes, patient satisfaction and profitability to measure the success of this developmental effort. Because those three criteria is really critical to determinate a hospital did well or do not. As same as the organization’s goal, the hospital needs profit to pay their employee and researcher new project. Also they want their patient get health. I think is aligned with organization’s goals.
3. Of the developmental methods described in this chapter, which do you think would be most appropriate for developing leadership skills? Which of these does Gunderson’s use? Which should the organization add or drop from its program, and why?
I think job enlargement will be most appropriate for developing leadership skill because it will involves new challenges and new responsibilities, and also employee will know and practice about different goals by using their leadership skill. In the case, Gunderson uses the stretch assignment to approach leadership skill. I think, Gunderson would like to add a downward move that allow the manager maintain their skill because some of the employee become a director is just use one step, this will occur some issue. I think become a manager not only have knowledge but also experience, so downward maybe a change to get more experience.
Case: How the MGM Grand Maintains Employee Engagement
1. How did the MGM Grand use employee surveys to
Select three leadership theories and explain how you will implement those theories in your leadership style. Be sure to include specific examples and articulate how the theory influences the outcome. Respond substantively to two other learners.
Barker, R. A. (1997). How can we train leaders if we do not know what leadership is? Human Relations, 50(4), 343-362. Retrieved from http://search.proquest.com/docview/231429531?accountid=458
A1. Leadership Style Upon conducting research, it is clear that the definition of “leadership” is not agreed upon. It is fluid, based upon many perceptions, situations, and surroundings. According to Robinson (2010), adopting a specific style of leadership is rather futile as it is, “contingent on the personal traits of the leader, the people being led, and the nature of the activity.” Tools are available to help guide potential leaders in determining a preferred style of leadership. For example, utilizing the “Leadership Self-Assessment
Career development is comprised of three main objectives. The first objective is to meet human resource needs in a timely manner throughout the life of the business. The second objective is to provide information about open positions and opportunity for growth to the organization’s employees. The last objective is to use existing programs to develop and manage employee careers to match organizational plans and goals.
Casse, P. (2014d). The new drivers of leadership. Training Journal, p. 30. Retrieved from academicguides.walden.edu/library
Within this assignment I will describe my understanding of the links between management and leadership, the skills and styles of management and leadership, the application of management and leadership theories in an organisational context and planning for the development of management and leadership skills.
Working in the health care environment the world needs effective, wise and visionary leaders, leadership matters in every organisation to change the health care environment so it may continue to grow to ensure it gives us better evidence based practice (Evans & M.L, 2015, p 34-50). All health care professionals are required at some point in their position to engage in management or leadership. As an AIN, EN or RN they all have a responsibility to educate, lead and manage within the health care profession (Innis & Berta, 2016, p.2-22). This allows each individual to develop useful and excellent leadership skills and management strategies to be able to educate and lead an exceptional team (Innis & Berta, 2016, p. 2-22). Although our greatest
When an organization wants to better and improve itself the leadership is the most important resource available. They are the rock of the organization and the engine that pulls the weight of the cars. In order for the organization to help grow a comprehensive leadership development plan must be established and used. A leader can make or break the organization as they are the ones that make things happen or let things fail. This paper will discuss how the Mississippi Army National Guard (MSARNG) can grow their leadership by creating a new leadership development plan using new strategies and objective.
5) cites Leithwood and Jantzi’s 2005 analysis of effective leadership practices in which four categories of effective leadership practices were identified: setting directions, helping individual teachers, redesigning the organisation, and organizational management. The APSP (2014) includes these elements either under the banner of “leadership requirements” or “professional practice”.
One of the biggest lessons learned from this course is that to be an effective leader, you must have a diverse skillset. I’m not sure if there is any one magical component or characteristic in being a great leader. One influence during my review of the literature was that; although easier for some, I see leadership as something we must continually improve upon. This is in contrast to my belief during my first day of class, when I thought leaders just
A strategic management program is imperative for any successful business in today’s company environment. Organizations are willing to spend not only time, but also invest millions of dollars in the talent management programs because of the obvious benefits the programs create such as employment engagement, customer satisfaction, absenteeism, turnover, employee loyalty, and union avoidance. Talent management programs consists of many critical components that when organized properly foster a setting of continuous growth and success. These components of an effective program include: 1. Onboarding 2. Training and development 3. Performance management 4. Employee engagement 5. Succession planning 6. Mentorship 7.Work Life/Balance 8. Offboarding. Organizations must ensure that they have the human resources capabilities readily available to meet the current and future requirements of an ever changing demand. Therefore, having a strong talent management program is critical and incorporating each of these components will ensure that the talent management program is successful.
What Leadership theories covered in class are reflected in the book? Explain how, using examples.
“It is important to understand and determine the factors that have an effect on or predict leadership style in order to prepare leaders for the future more effectively, to teach them how to keep followers motivated to meet both organizational and
What are the key strengths and weaknesses of the supportive, directive, and participative styles of leadership? Substantiate your response.
It also conducts Career development practice to help employees to showcase their skills, providing career guidance and career development activities.