Trust and shared vision unify the facets of interpersonal resources leaders, direct or guide as employees, navigate through the structured network of relationships that encompasses the cooperative relationship of shared vision, shared values, and mutual goals (Frisina & Frisina, 2011; Li, 2005; McLeod & Young, 2005; Rodríguez-Campos, 2007). Faithfulness and dependability of purpose, move the organization forward from an expected ideal state or big picture whereas the behavior of the leadership becomes the forecaster of organizational performance (Frisina & Frisina, 2011; McLeod & Young, 2005; Rodríguez-Campos, 2007). Reemphasizing Frisina and Frisina (2011) quote, “Whenever performance does not match potential, there is a gap between how we are actually performing and what we could be achieving with the appropriate level of influential leadership and personal motivation” (p. 27).
Employees who embrace the organizational values develop a basic level of cohesion that holds true with the mutual identity and shared logic reflected in the company’s vision (Khandelwal & Mohendra, 2010). What happens to those values cherished by employees as the reflection of ideal logic and ethics of the shared vision become compromised by extraneous or inflexible policies and behaviors that directly contradict policy, vision, and mission go unpunished? A brief insight on how leadership behavior contradicts strategic vision and zero tolerance policies in the discussion post, From Battlefields to Blackboards – Zero Tolerance is Not a Part of Vision. The focus of this paper will continue the discussion topic and briefly examine levels of vision, zero tolerance policies to address the concern if zero tolerance policies enhance or detract from strategic ...
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High cohesiveness is an effective tool in the success and effectiveness of an organization. However, in order for ...
Looking back on my own educational experience the words, “zero tolerance” vaguely strike a chord. If I am not mistaken I believe that our district adopted the zero tolerance policy between my junior and senior year (96/97-97/98 respectfully) as a means to hinder bullying/violence among the students. As I consider my years in high school I do not recall violence being a normal occurrence, with the exception of your random argument turned, “meet me at short stop,” dispute, nor do I remember drugs being a large concern among parents and/or school personnel. Perhaps I was naïve or maybe it turns out that it just wasn’t something to be considered a problem. There is an exception to every rule; however, I trust that during my high school career violence and drug abuse and its distribution was not the norm…
In the surveys they have referenced in the article, it displays military sexual trauma increases among women during and after military deployment of unwanted sexual contact in recent years. The authors have recruited and conducted of twenty-two US servicewomen telephone interviews from May 2011 to January 2012 to participate a qualitative study with or without their MST experiences. They asked the participants questions regarding about MST during deployment and other factors which are disturbing their reporting and accessing to services against the perpetrators. The issues of sexism, high stress levels, and failed military leadership contributing factors which put these servicewomen in jeopardy of MST. Some of the interview women said that servicewomen do not report MST due to lack of support from peers, unreliable confidentiality, stigma, and other barriers. The interviewees feel more comfortable opening to medical care services after deployment in the United States that grips with sexual assault cases than throughout deployment around the world. The participants have suggested to improving the MST services: by increasing awareness, prosecution, investigation, cultural shift, and independence service providers. The interviewees recognized that Military se...
The zero tolerance policy has become a national controversy in regards to the solid proven facts that it criminalizes children and seems to catch kids who have no intention of doing harm. Although, there has been substantial evidence to prove that the policies enforced in many schools have gone far beyond the extreme to convict children of their wrongdoing. The punishments for the act of misconduct have reached a devastating high, and have pointed students in the wrong direction. Despite the opinions of administrators and parents, as well as evidence that zero tolerance policies have deterred violence in many public and private schools, the rules of conviction and punishment are unreasonable and should be modified.
It focuses on how to formulate and define clearly vision statement (organizational culture), challenging goals (organizational strategy) and gaining respect and trust (Humphreys & Einstein, 2003). The leaders encouraging participations, willing to take risks and acting as role models, who are highly admired, respected and trusted by their followers (Conger and Kanungo, 1998; Howell and Frost, 1989 and Bass & Riggio, 2006). Therefore, the followers will be highly motivated to perform beyond leaders’ expectations (Howell and Avolio,
Out of the 575 processed cases, only 96 went to Court Martial. Obviously from the numbers, sexual assault is a serious issue in the military. Much like in the civilian world, there is bias when it comes to the guilt or innocence of the attacker, as well as the validity of the accounts of the accuser. I believe that the system in place may inadvertently contribute to the continuous rise in sexual assaults, and that if this system isn’t fixed quickly, it will be detrimental to the organization as a whole. Sexual assault has a serious negative impact on service members and their families.
Sexual Assault in the military has become an uprising problem. Within the military community, the term sexual assault carries a meaning that includes everything from violent sexual acts such as rape and forcible sodomy, to assault with intent to commit rape, unwanted sexual touching or attention and being a witness of the crime and not reporting it. Although most believe those who commit such heinous crimes are usually a person or persons with a violent record, violence is not a prerequisite for sexual assault. Once a service member becomes a victim of sexual assault, they become much more than a victim of just the crime itself. They fall victim to their own thoughts, never being able to trust their chain of command again, jeopardizing careers
Most rape victims that don’t report their incident is usually in fear of losing their career, just like in Halls case. Some feel that by reporting their rape, they may cause conflict within the unit and eventually end up losing their position in the military due to the sexual assault. It also doesn’t help when some of the military’s commanders tolerate sexual harassment in which case “the likelihood of sexual assault triples or quadruples (Hall).” This is a big concern especially if less than a third of rapes and sexual assaults are even being reported in the military. And this article is a prime example of what happens to the victims of rape and sexual assault. It’s a prime example of a victim that dealt with the normalization of rape and brings awareness to that normalization within the military and express to those who do not report it to do
The US Military has been one of the most powerful and respected fighting forces in the world; it is also a hotbed for sexual assault. Each year, thousands of men and women take an oath to serve and protect their country and each thousands of military service members are sexually assaulted. “Earlier this week, Pentagon officials released a new report which estimated more than 70 sexual assaults occur in the military each day.”(Shane III) Fear of retaliation, both personal and professional, and humiliation stop many service members from reporting their sexual assaults. Those few that make the bold choice to report incidents of sexual assault often finds themselves disappointed by the outcome; assaults that do get reported have an incredibly low rate of conviction of the offender. The US Military has proven over time that they are incapable of effectively dealing with the sexual assault problem that it faces.
Zero Tolerance: Doubtful Indeed. Many schools around the country have been faced with violence and even actual deaths. Take the incident at Columbine, for example. Many schools for this very reason have proposed and in some cases even imposed a policy called, The Zero Tolerance Policy.
In order to make the shared leadership successful, it is of importance that there should be collaboration between the team members and leader. This collaboration is of utmost importance in the current dynamic business environment and the team members must collaborate with each other to adjust to the changing market dynamics. The leader must insist change and provide a work environment that must be adapted, change must be implemented at an affordable rate and the front-line employees must be empowered to work
Today, in the United States Military, Women are being sexually. Many Americans do not know the constant battle that women are fighting against sexual aggression. To explain, the top three main forms of sexual aggression in the military are verbal assault, sexual assault, and sexual harassment. In the world,
There are many disciplinary actions that have been used and are still in use in order to deal with problems in the school system today. However, it seems that zero tolerance is now the most widely used and most controversial policy that has came into effect. Zero tolerance means absolutely no mercy for students when accused of doing something wrong. This policy leaves no room at all for error. These cases are not judged for their individual qualities. They are all treated the same regardless of the circumstances.
victims that year” (Military Sexual Assault: The Basics) . While a normal civilian that is charged
In the twenty first century, leaders are required to build a greater impression in which people believe in strategy, trust in management decisions, and trust in their work. Once people believe in management choice, there will be enthusiasm inside an organisation. Such an environment helps the organisation growing or flourish. A doing well leaders create a surroundings in cooperation inside and outside the organisation. (Subir chowdbhury management, 21c financial times prentice hall (2000)