Produce Consistent Leadership Paper

Leadership is essential to the growth and facilitation of any organization. At the University Eye Clinic (UEC), leadership drives the organization to function and maintain its policies, vision, and mission of the agency. In Effective Leadership Masterclass, Adair states, "the word leader has developed from the root meaning of a path, road, or course of a ship” (1997). This means having leadership is the path that brings a community practice and organization together. Leadership is rooted in teamwork and a shared common goal between members of a team.

The vision statement continues the expression of the desired service and the level of achievement necessary to achieve the mission. The values selected are those that support example of innovation-based mission, vision, and values statement (Porter-O’Grady & Malloch, 2011.)

My superintendent displays a persistent leadership style. He has to be persistent because the workers must respect him and his policies if they are going to work on our jobsite. My project manager has a persuasive leadership and management style. He convinces the employees to keep working hard and implements a consistent work ethic.

I am impressed with your effective leadership practice. As you mentioned, building trust, becoming emotional and behavioral intelligent, having a balanced life, and empowering people are strategies that you are using toward success. I assume that your team leaders buy into you, and then the ACA that you are enforcing, and as a leader, you are clearly understand the change in regards of the ACA. I am wondering what if, you as a leader, who is not buying Obama, or his reform plan? Assuming what you are doing is because you are the regional manager, and it is part of your responsibility to enforce the law.

The leadership strategies that promote positive results in a learning organization are based on the leader taking stock of his or her self-assessment, being responsive to team needs, self-perceptions, and understanding the organization's overall goal (“What Makes an Effective Leader, n.d).” Also, including learning device opportunities for group reflection, personal reflection, and team building (Conger, 1992; Lester, 2015). For example, per “What Makes an Effective Leader (n.d),” an effective leader periodically take stock of her personal strengths and weaknesses. She asks: What should I do to be effective? What am I good at?” “What are my shortcomings, and what do I dislike about my actions?” These questions augmented answers stating understanding

Sarah exhibited a number of actions – large and small – that impacted her immediate environment. How do these actions reflect a leader’s values?

Authentic leaders are people who understand their purpose, have strong values and act on their values, demonstrate self-discipline, are passionate about their mission and as a result establish strong, trusting relationships with others , (George,2003).  By providing clarity about their purpose (vision and values) and demonstrating that they have a deep rooted interest in what they are doing and genuinely care about their work , Authentic leadership help’s shape individual and group behaviors towards attaining organizational goals. In addition, they show consistency in purpose and determination even in stressful circumstances through self- discipline. They give people a sense of security because they are self-directed and predictable in their behaviors.

Corporations, management and employees have to be able to keep up with the changing times in order to be competitive in their profession.

Keeping up with changes in the industries of the industry are constantly changing and what is important for a company to develop to avoid being left behind. It is also important to ensure that your company is complying with industry regulations, which can be achieved through continuous training, ensuring skills and knowledge of their staff are up to date.

Different leadership skills are giving inspiration to the peers, monitoring staffs, team work, receiving feedback from staffs (Cabrera and Cabrera, 2005).

Traits called soft skills are more crucial to your job search and overall career. Being the best at whatever you do amounts to little if you don’t work well with others. The most important professional skills for workers and employers alike cannot be learned in a classroom or evaluated on paper (Jenkins, 2014).

Soft skills are those skills that are used to indicate personal qualities, style, and point of view that make someone compatible to work with. Soft skills are widely used and are considered complimentary of hard skills. They may be described as the skills that help one manage people, opposed to hard knowledge (Cheema, 2009). In the hospitality industry the employee is required to possess a unique blend of skills which include hard skills and soft skills which can be separated into three categories- study skills, personal skills and interpersonal skills like APA6 referencing, time management and leadership. Along with widespread knowledge in a particular subject it is essential for an individual to develop his soft skills as it is this that makes a real difference in the hospitality industry and makes sure the guest returns in search of what it was for them a magical realism. This is only possible when the organization makes sure that the employees possess these skills. Thus soft skills bring along a “competitive edge” (Schulz, 2008). APA6 referencing refer to the format of recognizing your source of information and providing

On the other hand, like a satisfied worker, a competent employee is a prerequisite for any organizations. Hoffmann (1999) argued that different scholars conceptualized the term competencies in their own individual perspectives, such as psychologists termed competencies as ‘the measurement of capabilities’; HR managers called competencies as ‘individual performance and instrument of strategic management’; while educationists define competencies as ‘work preparation and professional recognition’ (Burogyne 1993). To avoid any conceptual ambiguities, this empirical study describes the term competencies as ‘the knowledge, skills, and attitude of an individual’. These three terms are further elaborated as: 1) knowledge- person range of information, 2) skill - level to utilize knowledge, 3) attitude - job-related thoughts, feelings and motivation (Masrek et al. 2012).

Over the past 10 years, human resource and organizational development professionals have generated a lot of interest in the notion of competencies as a key element and measure of human performance. Competencies include the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization.

The meaning of conducting this research was to find the impact soft skills have on the performance of an employee. In today’s world of cut throat competition, one cannot survive just on technical knowledge. One needs to be able to effectively communicate new ideas, bring forth innovative solutions, motivate the team members, lead from the front & be able to exploit new opportunities. All these skills comprise of one’s emotional quotient & personality