Roundtable Discussion Process Analysis

While working for the department, it became very apparent that the practices and management style of the Department Director significantly affected the culture and daily activities of the individual sections under his leadership. First, he would set objectives and standards for the individual sections. These objectives usually looked good on paper but were often unrealistic when applied to daily operations. These lofty ideals, set as goals to middle management, seemed overwhelming and out of touch with the reality of hands on field operations. As a result, middle management would frequently choose to either change or completely disregard the given directives. This disconnect in the chain of command would often cause confusion and inconsistencies at the operations level. Additionally, lack of follow-up meant the Department Director assumed his set objectives were being carried out while lower level employees remained uninformed.

In taking command of an organization, the commander needs to understand how the entire organization works; the synergistic effect of all its parts. Unlike the staff officer who may focus on the part of a problem relevant to his/her function and the efficiency of his/her section, the commander must have a holistic perception of the issue. The commander’s thinking must now shift more focus to the conceptual level of

I went to the San Bernardino City Unified School District Board meeting that took place on October 3, 2017. In this board meeting, there were a lot of interesting topics that that were discussed. The board members voted on various topics throughout the board meeting, the community could see the members’ votes. This board meeting focused more on High School students rather than on Elementary students.

90th SSPTS has a culture, climate and practices that are built on mutual respect which views diversity as a force multiplier (BCEE, 2014b, p. 4). From the perspective of leadership stakeholders, they take a large role in staying actively engaged at every phase so that the organization is permeated with their desire to have a deeply diverse unit that can meet our mission needs. The First Sergeant makes daily rounds throughout the 8 flights to guide Airmen at all levels in understanding the flight path of our diverse organization, answer any questions, and alleviate any concerns. The Senior Enlisted Manager and the Commander also make similar rounds, but on a weekly basis. Their perspective is that this provides ample opportunity

This unit is about being able to define and show an appreciation for key leadership principles in setting and communicating organisational direction, and the application of leadership styles in the achievement of organisational objectives. It is also about being able to differentiate between the leadership and management aspects of a job role and show an understanding of how these are integrated to enable effective performance.

The group the facilitator will be observing is an anger management group that is held Monday, Wednesday, and Friday at Assurance of Hope Institute, Inc. The group consist of twelve men between the ages of twenty-five to forty-five. The group contains ten African American men and two Caucasian men. The group has been meeting three times a week for four months. The group is an open group that is available to all young adult men particularly those suffering from mental health illness. The clients whom attend the group have been either court mandated because of a violent encounter. The group discusses triggers that make one anger, ways to manage your anger, decrease overall intensity and frequency of angry feelings, increase ability to recognize and appropriately express feelings as they occur, identify situations, thoughts, feelings, that trigger anger, angry verbal and/ or behavioral actions and the targets of those actions. The facilitators of the group have explored family background and history to

Thanks for the heads-up. Also, providing the consideration for the discussion board assignment. Please continue to keep me in prayer. At times, the burden is too much for me to handle. I am trying my hardest to accomplish the MATH-115. I ask God for strength each and every day. At times, it appears that my family members don't care about me being in college. I am all along trying to defeat this battle. When it is all over and done, I know I will have the glory. Amen!

Thanks for sharing your thought during this week discussion. One thing I learned this week from this week assignment was the role and duties on the National League for Nursing (NLN). From this week discussion assignment I was able to discover that the NLN is dedicated to excellence in nursing. According to the Nick, Sharts-Hopko and Leners (2013). NLN is the premier organization for nurse faculty and leaders in nursing education (Nick, Sharts-Hopko & Leners, 2013).

The current political and business environment has created many challenges for HQ USAASC from continuing resolutions, change in ASA(ALT) Leadership and most recently an administrative change in our political environment. Looming on the horizon is the prospect of major changes in the “Way” we do business and our Priorities as a Governmental Enterprise. These coupled with the ever-changing and increasing demands and expectations of our customers, partners, and stakeholders, swift technological changes on the “hard” side and advancing communication capabilities on the “soft” side, complexity & uncertainty of systems and their effects, changes in warfare as well as being asked to do more without more and to generate greater efficiencies provide

Open yourself; to change is the number four-step to inclusion. The old saying change is good applies to this step. Employees must be willing to change to become inclusive. One must learn of opportunities to grow in a

The first step of Kotter’s Eight Step Change Model is creating a sense of urgency. 4th ABCT has a systemic leadership problem. One way to create a sense of urgency is through dissatisfaction. I will start by suspending or removing leaders currently displaying unethical behavior. Not only am I creating dissatisfaction, but also an opportunity to use talent management to assign leaders within the brigade who will help support change. I will suspend CPT Seth Cooper and perform a Commander’s inquiry prior to pursuing a 15-6 investigation. This will show the

The U.S. Government 's Department of Defense (DoD) is a very large organization with many leaders at various levels. From a macro-level or overarching perspective the DoD is very hierarchal and bureaucratic. Then, from a micro-level perspective, there are leaders within the DoD who practice more lateral or flat approaches to leadership. Furthermore, the DoD has both a military side where leadership is hierarchal as well as transactional, as well as a civilian side which is much more transformational. These varying leadership approaches within the DoD 's macro-level, micro-level, military, and civilian structure are all very appropriate and effective leadership approaches for this large

I am an outsider looking at the organization as an insider due to commanding one of the battalions in 4th ABCT. This strength is also a weakness that can lure me into a false sense of comfort in a time where action is desperately needs. Since my departure the unit has conducted a deployment to Afghanistan and is in the final stage of the reintegration. My brigade is suffering from a lack of mission commitment as a result of several different missions and minimal leadership involvement. In developing a new path for the 4th ABCT the key is to examine the problem, then develop a new vision, and finally use the Kotter’s “8 Stage” Model to anchor lasting improvement to the organization. This situation presents an opportunity to my command to customize the unit to meet its challenges in the future.

This is the correct one. The first one is incorrect and once I submitted it, I was not able to delete it.

In this assignment, I am going to do a self-reflection report regarding on how the group members co-operate between one another during the discussions and preparation of the presentation. Also, the implication of the Managing Organisation and People (MOP) theories that have been taught by the lecturer in the classes to be implied in this assignment. The theories will be consists of communication, leadership, decision-making, and lastly but not the least teamwork. The structure of this report will be based on Gibb’s reflective cycle (1988) that consist of description, feelings, evaluation, and analysis in each paragraph below follow by conclusion and action plan.