Indicte behaviors that hold a team back and what role a leader ship Essay

Indicte behaviors that hold a team back and what role a leader ship process might play in strengthening those areas - Essay Example Leadership is all about building peak performing teams, teams focused on accomplishing goals. Leaders are able to effectively communicate and motivate the team to perform the set goals. Professionalism provides the tools needed to develop essential skills required for personal and team success. Focusing on building skills such as professionalism, effective communication, time management and organization, helps leaders develop a productive team ready to provide a positive contribution to the success of the organization (Vital Learning, N.D.). Many organizations struggle, not from lack of advanced information -- rather, they never really master these basics. One of the responsibilities of a leader is to motivate the team to all work together towards the common goal. This can be a daunting challenge. So often the team is comprised of very diverse members, each with their own strengths, weaknesses, and work styles. The team dynamics are also often complicated by internal disagreements and personal conflicts. The leader, not only has work with this group of people, but also needs to achieve the results expected by their superiors. Leaders can benefit by being able to identify the types of personality characteristics of team members. By understanding the basic personality types, the leader can use individual strengths of members for the good of the team, as well as assign tasks that individual team members naturally excel in. A leader can also learn to communicate in a way that is motivating, by taking into account the needs, values and working preferences of different team members (PointShop.com, 2006). Besides, regular positive and negative feedback from the team members will also help in improving and understanding the needs of the team. For many individuals, every day life activities, including work related activities, are impaired due to a lack of, or untrained organizational skills. What can be done to develop or improve organizational

Stereotyping and Social Identity Theory

Stereotyping and Social Identity Theory Apply your knowledge of stereotyping and social identity theory to explain what went wrong here. Stereotyping is the basis of the social identity theory. Stereotyping can be characterized as the way to assign qualities to people in light of their investment in a social theory (McShane, 2010, p. 72). When you further investigate stereotypes, we find two different types. Prescriptive stereotypes and descriptive stereotypes. Prescriptive stereotypes depict the specific behavioral norms that individuals must uphold to avoid derogation or punishment by others (Gill, 2004). Descriptive stereotypes are perceivers beliefs about the characteristics of a social group and indicate the attributes, roles, and behaviors that describe that group (Gill, 2004). Collectively, stereotyping lays the groundwork for prejudice and discrimination. The social identity theory states that the in-group will discriminate against the out-group to enhance their own self image. It also clarifies how we perceive people through differentiation, homogenization and categorization. It is crucial to remember that in-groups are the groups you are apart of and that you associate with and out-groups are the groups that we dont normally identify with and my discriminate against. It was clear on in the case of Rochelle Beauport that she appreciated being an assistant brand manager. The position appeared to be more challenging and had a greater affected on the organizations profits than the new position, market resource coordinator. The market resource coordinator position was more classified as a behind the scenes job. Rochelle had the feeling that the new position was not the route to top administration in most organizations. Because of her skin colour she had also built up a perception that she was placed on reserve and felt that Syd Gilman thought she didnt deserve her previous position. What went wrong was that Syd Gilman thought that Rochelle would enjoy and appreciate the new position that had brought him to the high position he holds at the company. He felt as if offering the new position to her, would help her widen her experience and enhance her career at Hy Dairies, Inc. Mr. Gilman thought that his journey up the corporate latter through market resource coordinator would benefit Rochelle the same way. He believed that his experiences he would be able to share with Rochelle in the future. From Rochelles point of view she was confused that the job offered to her was at the same level or even a downgrade for he previous position. Since she had such a great year boosting the company sales, Rochelle was anticipating a promotion to a higher position. Hearing that Mr. Gilman offered her market resource coordinator she was shocked to say the least. She thought that the position was a downgrade and that Mr. Gilman didnt want her to get promoted because of her skin colo ur or even her gender. Rochelle wasnt aware that the new position had been given with positive implications that shed advance in the company the same way Mr. Gilman did as well. What other perceptual error is apparent in this case study? While reading the case study I noticed that the Halo effect, and others is apparent as well. The Halo effect is when you immediately form an impression on someone just from one trait/behaviour. Since you are blinded by the one trait/behaviour its hard for you to be able to see their other traits because you are so focused on one. For Rochelle when Syd Gilman offered her the new position she immediately thought he was trying to downgrade her because the market resource coordinator was known to be a sideline job. Just based on this interaction she felt as if she was being betrayed because of her differences, her thought was that Syd Gilman didnt want her to reach top management so he gave her market resource coordinator trying to make her think she was getting a promotion. Through the lack of communication What can organizations do to minimize misperceptions in these types of situations? In conflict situations, avoiding misunderstanding takes a lot of time and effort. Some considerations that the organizations or Mr. Gilman can do are: A.) The first is active listening. The goal of active listening is to understand the receivers as well as you understand yourself (McShane, 2010, pg 81). A message cannot be interpreted by the listener if he/she does not pay attention to what the speaker says. In this case, Syd Gilman should pay close attention to what Rochelle Beauport is saying. If need be, he should have the eagerness to discuss, clarify, or repeat anything that is unclear or seems unreasonable. It is possible that Syd is thinking that he understands Rochelle very well, but this is mere a confusion of interpretation and understanding. Because Syds goal is to give Rochelle the position where he started, he should first hear her side of story. A major problem is that Rochelle Beauport is interpreting Mr. Gilmans actions in a different way. You could go as far as saying she felt that she was underestimated. Because of the misunderstanding, there was an error in the communication between the two. To avoid this Syd Gil man should attempt to repeat back her case just as she has presented it to him. This will show that Mr. Gilman is listening (which suggests that Gilman cares about what Rochelle has to say) and that Syd Gilman understands what she has said or feels. It does not indicate that Gilman agrees with what she said, nor does Gilman have to agree. Mr. Gilman just needs to indicate that he does understand her perspective.

Elduc In 2000 :: essays research papers

Eliduc In 2000 Sarah DeMoranville Prof. Gardner Ancient World Ren. Love in 20th century is entirely different from when Marie De France lived. In her time, she wrote a sweet story of two women who love the same man, Eliduc. He leaves his wife, Guildeluec to go fight in another country even though she is devastated by his decision. During his excursion he ends up with a younger woman named Guilliadun. The two fall madly in love. Ultimately, Guildeluec detects the affair and behaves with not a shread of jealousy or desire for revenge. The way she tells the story is surprisingly peaceful considering Eliduc lies to both women. However, my version of Eliduc, is written in 2000 mode. The society has metamorphosed into a chaotic blend of moral dysfunction. Many are unwilling to mend broken relationships. Instead, they choose to lie, cheat and deceive those who have been faithful and true to them. The repercussions of these betrayals are far more nauseating than Guildeluec’s reaction to Eliduc’s affair. Beware, if you loved Marie’s version this might be too intense for some readers. First, the names of the characters are a bit more modern than the monograms Marie used. Now, Eliduc is called Eli, Guildeluec is Gail and Guilliadun is Jill. Here is how the story goes in 2000. Eli and Gail were together all through high school. They eventually got married because their love had grown into a bond of true friendship and love. The two-shared happiness but Eli would focus the majority of his time on his career. Gail accepted Eli’s ambition and never really gave him trouble about it. She had enough to do between work and home. Besides, Eli was a good policeman. He always took pride in his work and the chief always favored him. He treated him special. One day Eli came home from work exasperated because some of the other guys on the force were jealous of Eli. He told Gail "they told the chief I sell and use drugs!" "I can’t believ e this, now the chief wants me gone." Gail said, "oh sweetheart, we can work this out. Things will be fine. We have enough money with my salary at the hospital to last us until the chief comes around. I could even ask some of the other nurses if I can pick up another shift" Eli answered, "I am going away for a while.

Management Art or Science Essay

The concept of management is universal and very old. That is why different views have been expressed about its nature by different writers from time to time. The continuous and rapid development of management principles and practices in organization has changed the nature of management. The main points of view about the nature of management are given below: Management as an Art, Science or Both A lot of controversy arises whether management is an art or science or both. It is said that the management is the oldest of arts and youngest of science. This explains the changing nature of management. But to have an exact answer to this question, it is necessary to understand both these aspects separately and combinedly, as given below: Management as an Art: Art refers to the way of doing specific things; it indicates how an object can be achieved. In the words of George R. Terry, â€Å"Art is bringing about of a desired result through the application of skill.† Art is, thus, skilful application of knowledge which entirely depends on the inherent capacity of a person which comes from within a person and is learned from practice and experience. In this sense, management is certainly an art as a manager uses his skill, knowledge and experience in solving various problems, both complicated and non-complicated that arise in the working of his enterprise successful. In the words of Ernest Dale, â€Å"Management is considered as an art rather than science mainly because managerial skill is a personnel possession and is intuitive.† Management as a Science: Science may be described as a systematized body of knowledge based on proper findings and exact principles and is capable of verification. It is a reservoir of fundamental truths and its findings apply safely in all the situations. In this sense, management is a science as it has also developed some systematized knowledge. Like other sciences, management has also developed certain principles, laws, generalization, which are universal in nature and are applicable wherever the efforts of the people are to be coordinated. But management is not as exact science as other physical sciences like physic, chemistry, biology, astronomy etc. The main reason for the inexactness of science of management is that it deals with the people and it is very difficult to predict their behavior accurately. In this way, management falls in the area of ‘social sciences’. Thus, it is a social science. Conclusion- Management is an Art and Science Both From the above study, we conclude that management is an art and science both. According to American Society of Mechanical Engineers. â€Å"Management is the art and science of preparing, organizing and directing human efforts to control the forces and utilize the material of nature for the benefit of men. â€Å"Thus, it has now been accepted that management is an art as well as science. It has the elements of both arts and science. In the words of Dean Stanley, â€Å"Management is a mixture of an art an science – the present ratio is about 80% art and 20% science.†

The Silence Game

3a) What is the benefit to the child of the ‘Silence game’? (500 words) Constant noise can create irritability, frustration, confusion, and even sleepiness. Everyone needs moments of peace to rest our bodies and to listen to our thoughts. Dr. Montessori says that a deeper level of awareness and sensitivity to noise can help is to enter into a â€Å"more refined and subtle world†. Montessori therefore came up with the â€Å"Silence Game† or â€Å"The Exercise of Silence†. Dr. Montessori created the Silence Game while working with children who were partially deaf. She observed that their hearing improved when they were able to listen carefully for sounds. Standing at the back of the room with the children facing away from her, Dr. Montessori quietly called out the name of each child. When the children heard her call their name, they would quietly walk to where she stood. Silence has become one of the best known characteristics of the Montessori Method. It has been adopted in many schools and has succeeded in bringing to them something of the Montessori spirit. (Montessori, 1988). After the Silence Game children become more obedient, sweet, and gentle. Dr Montessori also realized that after such an exercise the soul of the child has its spiritual rewards. In the Montessori Classroom, the Silence Game is played to help children develop not only a higher level of self-discipline, but to acclimatize children to the world around them. Many adults and children take for granted the sounds around them. And in our fast paced world, few of us stop to â€Å"smell the roses† let alone take the time to quietly listen and reflect. The Silence Game takes practice. Young children and those who are not yet normalized have relatively short attention spans and find it ever so difficult to remain still and quiet for more than 20-30 seconds. With practice, attention spans lengthen and children learn to relax, absorb, and appreciate the world around them. During the Silence lesson, the children in the class can choose to participate in the making of the silence. In order to â€Å"make silence†, the child must have self control, they must become aware of everything in their bodies that can move, and they must want to cooperate with those who are silent around them. But before the children can even play the game, the child must have developed good coordination of movement, they must have a strong will, they must have a great awareness of themselves and of others, and they must have experienced some silence before. When the children do create silence, they will not only have experienced a moment of peace and tranquility, but they will want to play it over and over again. The Direct purpose of the Silence game is to build the child’s awareness and sensitivities to the noise around him and the noise he creates. The indirect aim is to create a sense of awareness of their bodies and building up balance. Dr. Montessori believed that the silence game was like a religious experience for children. It is important not to break off the game abruptly. The end result is a calm and peaceful atmosphere. Everyone feels rested after the experience.