Likert’S 4 System Approach Was Published In 1961, And Likert

Theory X and Theory Y represent two sets of assumptions about human nature and human behaviour

In his book, Heraclitean Fire: Journeying on the Path of Leadership, Dr. Michael Cary (1999) introduces us to the theory of the five frames for effective leadership. Organizational life is filled with an abundance of unique challenges and conflict. The Five Frames model serves as a valuable tool to leadership by revealing the alternate perspectives of organization members. According to Carey (1999) “These five frames – rational, human, systems, political, and cultural – offer different angels for looking at organizational life, and each frame’s proposed outline of the key dynamics of situations does have value in understanding why things happen the way they do and what must be a part of any plan to make things better” (p. 91).

The six basic styles of leadership presented (Coercive, Authoritative, Affiliative, Democratic, and Coaching) can have either a net positive or net negative affect on an organizations climate. The basis for being

This book identifies three standards of employees which each may require a different method of leadership form the same leader. These employees

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

To maximize the benefits of one’s leadership style, they should apply the four quadrants from the Competing Values Framework simultaneously to ensure maximum effectiveness. These four quadrants are labeled create, collaborate, compete and control. Effective managers have the ability to play multiple leadership roles especially when utilizing this strategic tool to develop supervision and management

Hinrichs’s active management of change within the factory and focus on worker satisfaction and buy-in resulted in a lot of small victories that he used to win over the workforce’s trust and respect. In the process, Hinrichs transformed the plant from one that was resistant to change to one that embraced and was excited for change.

There are four ecological principles than can help explain organizational leadership. They are interdependence, open systems and feedback loops, the cycling of resources, and adaptation. By looking at each principle, one can relate it back to their organization and hopefully be able to integrate the things learned with previous notions in order to make leadership more efficient. While it is an interesting idea to use scientific

I witnessed a range of complaints from customers being unrealistic about the products to errors in practice in Musgrave. Below is a form Musgrave fill out when they recive a customer

Describe the values and experience of this unit and how the knowledge gained may help in your managerial techniques in the future. (Around 300 words)

The Likert scale ranges from 0 (never) to 4 (all the time). It can also be used with caregivers who may have witnessed clinical cases of abuse. This may be useful with individuals who have dementia and may not be able to recall the abuse themselves. A more objective measure is The Minimum Data Set Abuse screen (MDS-A). This is a reliable, observer-rated measure that involves an interview with the elderly individual. The individual is identified as positive for possible abuse if certain indicators are present. These indicators include fear towards a caregiver, poor hygiene, unexplained injuries, untreated or not acknowledged conditions, and physical restraints. In addition to current measurement methods, staff reporting of abuse can help tremendously.

The contents and assignment in this course has helped me understand the various theories of leadership and how different leadership styles can have a negative or positive effect on followers and organizations. The leadership theories helped me understand the concept of leadership better because it educates me on the different leadership options that are available. Leadership and followership is not based on specific characteristics. Leaders must draw from things and approaches to find the right style. A follower’s attitude determines the way a leader leads. According to Johnson (2011) “Being a good follower means ensuring your boss is supported, but only if he is making optimum decisions”.

Leadership stresses the setting of new directions and maintaining a chosen direction in a turbulent environment, and successful leaders will need some form of compass in order to negotiate safely through the shoals of conflicting demands (Wilson, 1996). The 5 Compass Model consist of: The strategic, action, culture, socio-political, and moral compass. The fortune 500 company that that I have chosen to learn about the process is AT&T. The 5 Compass Model can be used in many different situations where a configuration perspective is suitable. The descriptions of the five compasses are not meant to imply that leadership is a uniform concept--all-seeing, all-knowing,

I believe you learn about leadership by acting as an example. You should be prepared to do the things you are asking others to do by getting on your hands and knees, if need be, and get your hands dirty. This engraves a picture into the mind of an employee or subordinate to what type of a manager you are. In this paper, I will cover the role a manager plays in an organization describing four functions of management: planning, organizing, leading, and controlling. I will then describe three traits: conceptual, human, and technical, which an individual must possess to become a successful manager within an organization and how they fit in with the four functions.

The research, as indicated in the journal, attempts to “focus on exposing the ideology behind theories,” (p.1) while giving an understanding of what is effective to an organization when considering management best practices and human social development. According to many theorists, the implementation of mainstream, motivation theories, distort and inhibit social development by trying to control human behavior. (Schultz, p. 1,2).