Case Study: Critter State

Leadership is the elaboration of group inspiration. One person entrusted as leader can implore the aid, and support of supporters in the accomplishment of a common mission. According to Gurdjian, Halbeisen, and Lane “Becoming a more effective leader often requires changing behavior. But although most companies recognize that this also means adjusting underlying mind-sets, too often these organizations are reluctant to address the root causes of why leaders act the way they do” (Gurdjian, Halbeisen, and Lane, 2014) However, today abundant businesses engross importance on the improvement of leaders. Some of the ultimate leaders were formerly followers, such as in instructive businesses. One aspect as leaders many have to contemplate in striving

Every group, team, or organization has a leader. That leader has to have certain qualities to be well respected and followed by his or her following. Not only does the leader have qualities and responsibilities to maintain but also the group’s members. Both the leader and individuals in the group must have respect, fear, and honesty among each other to be a productive group.

More and more companies are using coaching to create a pipeline of leaders and to develop managers who can coach their own teams and help develop their employees’ career paths (Gurchiek, 2016). For Walmart and other organizations, leadership development is critical for driving revenue, engaging employees, and achieving and maintaining high overall productivity. Walmart could utilize their coaching initiative not only to improve employee performance but to groom and train their future leaders in soft skills to assist in the development of team members in reaching their full potential (Lunken,

In qualitative research it is essential to review relevant literature on the subject in an effort to offer a logical background for the researcher, in a given context. Authors Seelmiller and Murray draw apply important literature to examine their research and competency models. Among the positive aspects are (a) offer a common language for leadership development (Bolden & Gosling, 2006; Conger & Ready, 2004), (b) can serve as a tool for leadership development (Spendlove, 2007) and behavioral benchmarking (McDaniel, 2002, (c) can help organizations set clear expectations and train others to reach them (Conger & Ready, 2004; Hollenbeck, McCall & Silzer, 2006), and (d) can help increase leadership skills in an organization (Silzer & Douma, 1998, as cited in Hollenbeck,

Leaders believe people have an intrinsic value beyond tangible contributions as workers. As a result, genuine interest in the spiritual, professional and personal growth of all employees is demonstrated.

Curtis said in the article that, “…the question of what should be covered and how is not that easily answered” (2011, p. 346). Although Barkhordari-Sharifabad does not address the particular issue of how to carry out leadership education. He does say that, “Organizational ethical codes for guiding the performance of nursing leaders in confrontation with these problems may be helpful” (2017, p. 8). This idea might not be so helpful in the actual training process, but could enable nurses to become more confident in their roles as leaders. Most of the emphasis on leadership training has been through education. However, there is a certain aspect of leadership training that cannot be replaced by merely any type of education, and that is experience (Curtis, 2011, p. 346). In addition, studies have shown that age has a positive correlation to leadership (Curtis, 2011, p. 346). Experience and age are hard to replace, as much as nursing programs want to do their best to send nurses into the field equipped in the best possible way, nurses can only know and do so much in the class room. The final aspect of training that Curtis touches on is in-house training (2011, p. 348). This meaning that the hiring organizations would do a better job of keeping their staff trained and offer more real life simulations and situations for the nurses to go through to gain

A leader is the foundation of the organization, the individual who represents the values, purposes, and direction of the organization. A leader is one who creates connections between members of an organization for the purpose of promoting increased performance and quality results (Sullivan & Decker, 2009). Leaders motivate, console, and work with people, to keep them bonded and eager to move forward (Stanley, 2006, pp. 33). The leader is an individual who has his or her own personal goals and want to show everyone what he or she has to offer others. These traits are needed to inspire the employee and make him or

Conventional wisdom teaches us that decisive leadership drives great business. An elite group of people must come together to make tough decisions that the majority must follow. Fortunately, it appears that some are challenging this centuries old notion. In an article entitled “Management Leaders Turn Attention to Followers”, George Anders examines how and why many companies are looking to their low-ranking employees on how to better their businesses. The article focuses on three forward thinking companies: Best Buy, UPS, and Hewlett-Packard. Each company challenged its low-ranking employees to come up with solutions to better business. The result: employees who are more invested in the company’s success because they actually feel

This essay is analysis of the minicase titled “Developing Leaders at UPS”. One of the first things I observed was how the title & beginning paragraph made no mention of the leader being presented. The title immediately gives the impression of how UPS as a company develops leaders. It gives credit to the company and its culture of developing leadership skills in its employees. The opening paragraph speaks about the company’s accomplishments and high level of employee satisfaction. I agree with the author, not only does employee satisfaction increase productivity but it also one of the founding factors for a company to nurture leadership talent. The author further speaks about the fact that UPS has a large budget for developing employees and that it provides equal opportunities to all of them. I think that the title & opening paragraph speaks volumes to support the idea that leaders are not necessarily born with natural leadership talent but can be coached and developed.

The leaders’ ability actively creates and influences the workplace culture and its values (Heckermann et al., 2015). Secondly, being a responsive carer, the leader can relate to their emotional state; to care for others (Heckermann, 2015). Lastly, the leader is seen as a strategic visionary, which enables organizations to survive within the challenging climate. By anticipating changes of direction in healthcare planning and developing coping strategies (Heckermann, 2015). For nurses to bring these skills to the forefront. Training programs will need to be implemented within the

It goes without saying that leadership delivers support and inspiration to their group members to attain desired results. In this global market competition is constantly intensifying and organizations are more fixated on engendering calculative outcomes, performance apprehension with personnel has elevated considerably. Effective leaders will impart a variety of desired support mechanisms to motivate employees and make them more productive as well as result oriented. Moreover, effective leader will assist in sustaining a vigorous and affable work atmosphere to facilitate the progressions of the organization.

The Visionary Leader needs followers who want to go along with his or her plans (Robbins & Judge, 2007). The vision of the leader is aligned with the daily tasks and goals of the employees, and that way the collective attention of the entire team is focused on specific initiatives that need to be completed (Robbins & Judge, 2007). By using this type of leadership, the employees know that they are not doing everything themselves but they all share in the joy of seeing a project come to completion. This can increase their desire to continue to work for a particular company and leader, because they have the opportunity to feel as though they are part of something bigger (Tidd & Bessant, 2009).

This is because the leader is better suited to assess the needs of his followers and clarify goals in various situations thereby increasing job satisfaction of the employees and thus retention rates (Dixon & Hart, 2010).

People want to do more than work as machines; they want to be productive as well as being recognized by others. Following the successful managers handbook, when employees have the opportunity to work with a leader

When an employee of an organization feels their performance and achievements do not matter, that organization may ultimately suffer. Genuinely recognizing the value of your employees will help stop a leader from falling into the pitfalls of leadership, and having their employees enter into a dimension known as the ‘critter state”. An employee that falls into this state is known to have their ideas and skills fall short while they focus on a single question: “What will keep me safe?” (Comaford C., 2013). Below, I will explore the leadership pitfalls and how to possibly avoid them.