Senior Management Case Study

We have come to a time where it is imperative to reset our courses associated with the safety of the employees, the safety of the brand and the longevity of the company alongside their competitive edge. As senior manager, consideration should not be limited to solely short-run solutions. It is primary for the company’s decision makers of all tiers manage the negative and positive potential of any crisis as time can carry the possibilities of unknown limits. Accommodations must be made for the entire community (Senior Management, Ergonomists, Labor Leaders, Politicians of the city, Service Staff, Human Resources and Line Management) under the company’s payroll that has been affected by this natural disaster using our revised Crisis Management Portfolio.

Being a leader is not considered a job or position. Becoming a leader is not a talent, job or position. Although, leadership can be rewarding and difficult at the same time. In today’s society, “the kind of leadership necessary to move social movements forward is very different from the type of leadership required in a military setting, especially on the battlefield. A more sharpened focus on leadership processes versus individual leader traits and behaviors deepens our understanding of the complexities and interactive nature of leadership” (Komives, Lucas and McMahon 2013, 46). My goal is to understand how to face the complexities in life as a leader to communities, universities, organizations, the workplace and the world. As a leader,

“At times of change or dealing with uncertainty or in a crisis-- that is when the best leader will shine” (Ellis, 2016). A leader who can work effectively in a complicated, unpredictable situation is a competent leader and he tirelessly works to improve his capabilities (Ledlow & Coppola, 2010). All great leaders are known for communicating effectively what they want to achieve. They are visionaries who have the ability to lead others toward a shared goal (Gibson & Weber, 2015).

This report is intended to be presented to senior management within the NHS. It evaluates the challenges that NHS Choices is facing with its current social media adoption or use and does so through an evaluation of two social media platforms: Facebook and Twitter. The selection of these two specific social media platforms is driven by the popularity of Facebook and Twitter with the UK population. In an Ofcom report published in 2014, 96% of online adults used Facebook as their default social networking site closely followed by Twitter (Ofcom, 2014). It is important therefore to evaluate how NHS Direct can utilise social media to effectively communicate with the UK population. This report is divided into two subsequent parts. Part II evaluates the challenges that NHS Choices currently face with regards to its current adoption. Part III builds on this analysis by advising how NHS Choices can effectively use social media to improve the services provided to patients.

As the population of older adults grows, health care and career opportunities will evolve. (Moody, 2015). Consequently, programming to address the unique needs of individuals in the aging population will be in demand. Senior Reach is a model for senior psychosocial support. The mission and structure of Senior Reach were explored via program resources, staff interviews, and service learning training. Moreover, self reflection determined if the career track merited further pursuit.

A dirty little secret of leadership development is there are few truly new and innovative ideas. Recently published books, tools, and concepts repackage ideas from decades or centuries ago to address the needs of twenty-first century leaders and organizations. For example, Amazon lists Extreme Ownership: How U.S. Navy SEALs Lead and Win by Jocko Willink and Leif Babin as the current best seller in business management and leadership. Willink and Babin’s ideas are solid and their stories are both inspiring and compelling. Nonetheless their concepts are not new. Academicians, practitioners, and leaders have highlighted these same principles for decades: check the ego, prioritize and execute, and decisiveness amid uncertainty, to name a select few. This is not a criticism, rather a reality of the leadership industry. Accordingly my contributions to the field are not uniquely inventive. Rather I excel at packaging existing ideas in creative, simple, and applicable ways that address my clients’ needs and inspire impactful leadership. I recently shared a set of risk taking tools with a client that demonstrates this skill.

Leaders need to have an objective their professional goal and possess the skills and education to help their

Leaders have been around since the beginning of history in which their decisions and actions molded today’s society. From George Washington’s command to victory during the revolutionary war to the triumph of Martin Luther King Jr.’s nonviolent equal rights movement, there have been leadership qualities that have been evident throughout history. Society depends on the abilities of leaders in order to progress in the right direction and finish a specific task. There are many forms of leaders in which different skills are required. Each person has a different view of what a leader and leadership is, however, everyone is influenced by the leader they choose. An efficient leader is someone others turn to for guidance, direction, and inspiration in order to complete a goal. One who possesses leadership qualities is able to influence and persuade individuals in order to attain a desired end. Everyone has the power to be a leader and make a difference in their community. The leaders on Long Island are an important aspect of society because they influence the futures of teens and help them to discover their abilities.

To begin with, the authors are crystal clear when it comes down to laying out the blueprint the requirements needed for a successful leader. Stepping into any profession requires patience and clear thinking. The authors mention “taking a minute out each day of your leadership can really make a difference between a good and a bad leader”. Throughout the book, the authors step into depth explaining why it is necessary for the leaders to take just one minute out of their day to notice any noteworthy changes in relationship within the firm. By being packaged in the box the entire day and not thinking and stepping out the box, it can cause delays in work and/or possibly an unsuccessful firm. The authors move on to speaking about the different levels of management and the flexibility that occurs at those various levels.

One may look to the future with uncertainty, however, one can look to the past for answers. Throughout history and society progression, one can see there is a growing need for leaders. Whether starting a new company or pursuing an interest in the army, the growing need for leaders in our society is prevalent and JROTC sheds light upon developing leaders through the past, present, and future.

When the project team and resources are set, we should get started with the plan. It is necessary to introduce the concept of planning into the organization. Senior management/personnel should include people from all levels of the organization to structure the knowledge so that the project teams can use this as a framework for planning and performing their work throughout the study. (create a successful project plan for global trials)

“Leaders must regularly turn off the noise and ask themselves what they stand for and what kind of an example they want to set” (Harry Kraemer). In this final paper, I will be going through chapter by chapter how I assessed myself based on each chapter’s topic. I will also be providing an analysis of my strengths, gaps, patterns, and themes to gather a leadership profile of sorts. And will finish it all out by developing a leadership plan of my own.

The leader that I am today is confident but still inexperienced. I still have plenty to learn in order to be the leader I want to be in the future. I want to be a leader who is always striving for perfection and always keeping an open mind to the possibility of change and new leadership techniques. Nahavandi states (2006), despite our knowledge, there is also much we still do not know. Leadership as we traditionally know it—command and control—does not address the rapid social, cultural, and organizational changes that are occurring globally (Nahavandi, 2006). This is why we need to be always vigilant and open minded to the new theories that are always being introduced in this global society. According to Nahavandi (2006), future leaders must

Some people are just born with leaderships skills and the rest of us have to work at it. The charming pioneers who have a method for spurring the individuals around them. They impart an inclination that we are all responsible and that if one of us comes up short, we all fizzle. These leaders are determined to impact constructive change for both the association and the individuals they work with, and their vitality and energy help fuel union among associates and colleagues, permitting them to bigger than the aggregate of their parts.

“Leadership is more ability than job. Moreover, it is all about determination, ability to solve problems, set direction for followers, gather them for common purpose and motivating people to achieve tasks. Furthermore, it is a charisma and the ability to reacting at the right time for a particular competitive situation” (L.Mullins, 2010, P372).