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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In 1996, Captain Derrick Robinson, Sergeant Delmar Simpson, and Sergeant Nathanael Beech were arraigned for their suspected involvement in one of the biggest sex scandals the United States Military had seen. According to CNN, between these three men, charges of rape and adultery were pending in a huge case of sexual misconduct against female soldiers at Aberdeen Proving Ground in Maryland (CNN, 2996). Following this incident, the United States Military took it upon themselves to open a telephone hotline to encourage the reporting of similar harsh crimes. Furthermore, the spike in reporting influenced extensive research to examine the prevalence of rape against women soldiers in the U.S. Military (Titunik, 2000). This paper will explore the dynamics of rape against women soldiers in the military and the research done on its prevalence.
The Zero-tolerance policy was originally developed in the 1980s to target the booming drug trade by the U.S. Customs Agency (Martinez, 2009). The policy was later adopted in public schools as a response to the perception that juvenile violence was increasing and the need for school officials to take desperate measures to address the problem of violence. School officials became increasingly concerned about the use of drugs and the increasing involvement of gang activity among students. The horrific shooting at the Columbine High School only further solidified the fears of school safety among students and staff (Curtis, 2014). The Zero-tolerance policy assumes that removing students who engage in disruptive behavior will deter others from disruption and create an improved climate for those who remain (American Psychologist, 2008). The U.S. educational system has implemented a policy and philosophy, which was intended to deter drug criminals to be rendered as a disciplinary tool for students.
Stephanie Schroeder was twenty one when she joined the United States Marine Corps shortly after the attack on the World Trader Center. In 2002, Schroeder’s life changed when a fellow Marine beat and raped her in a bathroom. Rather than punishing her assailant, a non-commissioned officer told Schroeder, “Don’t come bitching to me because you had sex and changed your mind” (Martin). Shortly after, Schroder was discharged for a personality disorder that she claims was because she tried to report the incident. Unfortunately, Schroeder’s story is not uncommon. Each year, approximately 26,000 service people are sexually assaulted by other service people each year in the United States military (US Commission on Civil Rights). The Tailhook scandal in 1991, in which 90 service people were sexually assaulted by United States Navy and Marine Corps personnel, shed light on the harmful epidemic of sexual assault in the United States military, but it still goes on today, over twenty years later. Congress has created several pieces of legislation to crack down on the staggering amount of sexual assault that has been going on for decades. Some of the proposed solutions to stop this problem are extreme, such as removing women from certain combat roles, and others are helpful but inadequate, like Senator McCaskill’s recently passed bill, which makes smaller changes to the current military system of handling sexual assault. But neither of these solutions will eradicate the epidemic of sexual assault in the United States military.
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…
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.
The corruption around sexual assault in the U.S. military is overwhelmingly devastating. Many women would report cases of rape just to be told that they were lying, or that there was not enough evidence or that their rape kit had been lost.7 In some cases, the attackers would be the victim’s commander; these officials did 25% of sexual assaults.6 The military has huge power in this nation and have been using their power to cover up their own criminal acts. It is difficult for the victims to come forward for these horrible assaults. Women that do come forward either lose their ranking or nothing’s done because the person they go to is friends with the assailant. It is believed that over 85-90% of rapes in the U.S. military go unreported. Over the years, floods of people have come forward, yet the number of unreported cases remains the same.6 The documentary Invisible War did a tremendous job on bringing this problem into the eyes of the public and to our government, which recently passed legisl...
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
I personally do not believe that the zero-tolerance policy is a good thing because it limits the students abilities to defend themselves. The wellbeing of the students is and should always be the most important factor for public schools.
In the past two decades there has been a question all through the country – do zero tolerance policies actually work? There has been conflicting research and even more controversial incidents. The policies known as Zero Tolerance were adopted in the early 1990’s to combat drugs and weapons. Those in favor of the policies say that they are needed; those opposed to them say that they are too strict on children for minor offenses. The policies are hotly debated. Some want them, some do not, and others believe it should be considered on a case by case basis.
Employees, investors, suppliers and customers alike eventually reach a decision point in a relationship when they decide where to place their trust and with whom. Leaders are judged on what they do to win trust, and the sincerity and consistency of their effort to retain it. Leaders win trust by communicating openly and often, having a clear and committed communications policy, strategy and processes, initiating formal and informal communications programs and regularly assessing their own communications effectiveness and that of their team and their organization.
For every leader’s or managers who believe they are capable of leading and turning the fortune of any organization around to succeed, they must look beyond their qualification and credentials and consider their constituents as their major key to success. No organization can succeed without having a good relationship between the leader and its constituents.
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)
Two key concepts are behind the model. First, trust is built through the disclosure of information about oneself. Secondly, through constructive feedback from peers and subordinates, leaders can learn about themselves and deal with personal problems or faults. This feedback, if given in a constructive manner, can help organizations build teamwork and create...
”Leadership involves the exhibition of style or behavior by managers or supervisors while dealing with subordinates; leadership is a critical determinant of the employees ' actions toward the achievement of the organizational goals” (Saeed, Almas, Anis-ul-Haq, & Niazi, 2014). Leadership is a strength that initiates, inspires, and guides the cooperation and attitudes of others on the way to set vision. Leadership is influential and involves several styles of approaches that involve trust, accomplishment and focus to reach a projected result. Using and implementing the ideas of others motivates new thinking and gains the confidence to build the trust and encourage everyone to work to the same goals (Northouse,
The goal of nearly every company or organization is to motivate those involved towards a unified vision and or goal. When an organization is able to identify the major individual variables that influence work behavior, they can offer an atmosphere that is healthy. Typically, all organizations experience the direct relationship between job satisfaction, and performance. In an effort to maximize the performance of staff within a system it is important to develop an optimal interpersonal chemistry. In order to be most effective, leaders in an organization must have a clear understanding of their employees,