In the following parts regarding to my project, I want to know, how I can reformulate my project using dialogic communication theory. What theory/theories of dialogue could I use as my theoretical framework? How can I design the project along collaborative, dialogic lines? As a matter of fact, from the first time, A the beginning of our course, a new perspective opened in front of my eyes towards how could I apply dialogic communication theory to my project work? Every seconds of ongoing further on this theory, I think about specific moments of our interviews as a valuable data.
I see each of these traits as a continuum so I will address both strengths and weaknesses at the same time. My strengths and weaknesses as a senior level leader interviewing for Chief Information Officer at a higher education institution. I begin my self-evaluation with change readiness. While I have made good strides in learning about change, the need for change, and preparing for change, I do believe that this is one area where I would like to target time for more development. Whether upbringing or lack of experience, I have always known the need for change but have not been quick to implement it.
In an organization with diversity, which, if any, areas of the workforce are being treated inappropriately? Has the organization impressed upon its leaders and managers the benefits that come from managing diversity appropriately? By using a survey that focuses on these questions you can ascertain where administration and management feel the organization presently is regarding diversity. Administrative and Management Commitment and Support Administrative and management support is critical for diversity change efforts. An important role for senior management is to provide leadership through development of a vision and goals for a diverse workplace (Lapid-Bogda, 1992).
The first stage was to understand the work environment, the policy applicable, the key decision maker, and the individuals who have power to influence. The second stage which is much harder because I need to identify the problem. As there are different stakeholders including students, academic staff, administration staff, HE agencies, partner universities, I spent long time to identify the roots of the real problem. After a while, I have planned with the management to make a new strategy related to the need of applying high academic standards in the institution on the aim of ... ... middle of paper ... ...investigation by reading the course text, the course readings and other references covering how to manage change in Higher Education institutions. As a final conclusion, making change will be a very hard task if the key stakeholders are against it as the case in my institution.
No matter what the situation, I had to improvise, adapt and overcome the tasks presented. Often, requiring to challenge me to learn, explore and apply n... ... middle of paper ... ... effect of injuries and the course of treatment. At the same time, my experiences have created biases and it will be a challenge to unlearn those beliefs and techniques that proved effective to me as a personal trainer. Constantly I have to remind myself that I am a student and use those biases to formulate concrete questions to assist in my learning. Additionally, I look forward to the new and exciting opportunities to learn in greater depth and test my abilities.
Analytical Paper When seeking to improve leadership skills it is important to become immersed in concepts that foster an environment conducive to high performance teams. Two of these concepts have been discussed in length: Conflict Resolution and Team Building. This essay will discuss the importance of these ideas as they relate to leadership and what aspiring leaders can learn. Second, which of the topic readings create the “best” model for effective leadership within an organization? Lastly, what impact can be expected on the organization if these ideas are not implemented?
Effective organizational change requires an alteration in patterns of employee behavior (Spector, 2010). There are many reasons why stakeholders can be resistant to change including but not limited to; misunderstanding, self-interest, inability to adapt and disagreement with the change. It is management’s job to understand this resistance and effectively combat it. There are several tools that can be used to combat resistance to organizational change to increase the chances of effective organizational implementation. This paper will look at some of the essential tools and elements I would use to combat resistance to organizational change.
Building credibility and trust are the foremost characteristics of leadership (Winston & Pattersom, 2006). Difference between Leadership and Management Leadership and management are considered as overlapping concepts because leadership is one of the dimensions of management. Many academic professionals, theorists and researchers are of the view that the difference between leadership and management is important and that both the terms should not be used interchangeably. Leaders set new goals and vision for a group of people that are following them, they are pioneer in setting new directions for their group. On the other hand managers control the people and give them directions to follow and these directions are already developed by the organization which they are managing (Myers, 1995).
Introduction In the Leadership/Motivation Case – “A Question of Motivation,” Alex and Stephanie have both worked at the local supermarket for the last two years, and both are college students, but they have drastically different employment experiences due to their manager’s leadership styles. This example portrays how an employee can thrive under the right style of leadership, and how an employee who works for the same organization can feel resentful and angry because of their manager’s chosen leadership style. Fiedler’s Contingency Theory of Leadership The Fielder’s Contingency Theory identifies best with Dan’s style of leadership. Schriesheim and Neider’s research found that this theory centers on the LPC (least preferred coworker) rating system used to see how a leader regards his/her least preferred coworker, the one that is most difficult to work with. There is a combination of both interpersonal and work-related measures that are used to determine if the leader is more concerned with job performance or with interpersonal relationships.
Working in a team environment will bring about its challenges. The main challenge to overcome is conflict within the team. Conflicts will happen in a team environment, whether a team is an academic learning team or a business team. How the team members handle the conflict, will determine whether the result is either a positive outcome or a negative outcome. Challenges of Conflict Resolutions When a conflict arises in a team environment, and the odds are it, will how the team handles the conflict, will either result in a positive or negative outcome.