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QUESTION
Answer these questions!
- Good leaders bring out the best in us. Describe a leader who has made YOU better. (Give a description of his/her attributes and the accounts of what he/she did that brought out the best in you). (250-word minimum).
Describe how would you evaluate whether a leader of an organization is effective or not (set forth a list of criteria [not just your opinion], then use an example of someone who fits this description). (300-word minimum).
- Good leaders bring out the best in us. Describe a leader who has made YOU better. (Give a description of his/her attributes and the accounts of what he/she did that brought out the best in you). (250-word minimum).
| Subject | Administration | Pages | 4 | Style | APA |
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Answer
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Management
Question 1
The leader who has inspired me is Henry Ford. Henry Ford was an American business magnate and industrialist, the originator of the Ford Motor Company, and a leading developer of the assembly line system of mass production (Long, 2016). One of the things that fascinate me about Henry Ford is his leadership management style. Henry Ford was considered a master in being the people’s personality. Possessing an intrinsic sense of understanding and appreciation for others' value, Henry Ford comprehended this workforce's everyday needs and the difficulties of those around him (Swid & Ragab, 2018). For instance, while competing companies settled their workers a salary of hardly above $2 per hour, Henry Ford increased earnings to $5 per hour. Moreover, he also lessened work shifts from 9 hours to 8 hours. Not only does this movement demonstrate his recognition of his workforce, but he also earned staff commitment.
While one might consider staff incentive to steer Henry Ford's systems granting tremendous pay, that is not necessarily the case. Henry Ford's management approach stretched way beyond this factor. Ford was considered a revolutionary when it came to matters concerning inclusion and diversity. He often employed women, the disabled, and the youths (Long, 2016). Studies indicate that Henry Ford hired more than 900 individuals with inabilities and had at least sixty-two origins depicted in his team. Moreover, Ford ensured that his healthcare advantages were accessible to all his employees, including the Lesbian Gay Bisexual, Transgender (LGBT) community (Swid & Ragab, 2018). At the core of the resolution, recognizing others' value, and having emotional intelligence are Henry Ford's great leader attributes.
Question 2
Effective leadership makes employees devote more energy to their duties and yield productive performances. Since administration is considered essential to managing an organization, all companies must evaluate how well leaders execute leadership in different organizations. Generally, influential leaders act in an observing performance and manifest a high level of empathy (understanding) towards his/her workforce (Madanchian, Hussein, Noordin & Taherdoost, 2017). Likewise, influential leaders can declare their authority without being distinguished as oppressive or hardened. Nonetheless, effective leaders in their organizations are considered remarkably efficient at implementing systematic, detailed, and timely communication with their staff and connecting role interactions and reliability among the team (Truninger, Ruderman, Clerkin, Fernandez & Cancro, 2020). Conclusively, to assess a leader's effectiveness in an organization, I would evaluate the level of understanding and the association between the leader and the employees.
One of the leaders who fit the leader's description with empathy towards his employees is Henry Ford. Ford demonstrated this by advocating for diversity and inclusion. Moreover, he paid his workers more than other industries since he comprehended the needs and the problems of his workforce (Madanchian et al., 2017). Ford ensured that his workers received a decent wage and affirmed he had a productive relationship with his crew. Consequently, this motivated the workers to be more devoted to their work obligation, thus increasing their productivity. Conclusively, influential leaders incorporate empathy, diversity, and inclusion in the leadership style as Henry Ford.
Reference
Long, D. (2016). Henry Ford: Industrialist. Cavendish Square Publishing, LLC.
Madanchian, M., Hussein, N., Noordin, F., & Taherdoost, H. (2017). Leadership effectiveness measurement and its effect on organization outcomes. Procedia Engineering, 181, 1043-1048.
Swid, A., & Ragab, D. (2018). Narcissistic Leaders: A Review of Astonishing Success and Remarkable Failure. Journal of Leadership, Accountability, and Ethics, 15(3).
Truninger, M., Ruderman, M. N., Clerkin, C., Fernandez, K. C., & Cancro, D. (2020). Sounds like a leader: An ascription-actuality approach to examining leader emergence and effectiveness. The Leadership Quarterly, 101420.
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Week 4 Discusssion
Choose ONE of the following discussion question options to respond to: Using Adverse Conditions to a Company's AdvantageThis is a discussion question that I need answered. I need the second portion of the questioned answered thoroughly, both bullet points. I have highlighted it in yellow to show that it is what I need answered. I need this r returned to me completed without any grammatical or punctual errors. The company that I want this question written about is Nissan Motor Corporation. - Chakravorti (2010) discusses four methods that corporate innovators use to turn adverse conditions to their advantage. Examine an organization of your choice and briefly discuss how the organization might use one of these methods.
- Using the company of your choice, identify an important and difficult decision that they faced. What were the most important risks and the most important rewards of the decision?
- What data, analysis or perspective would you have used to help Sr. Management decide if the rewards outweighed the risks?
| Subject | Business | Pages | 4 | Style | APA |
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Answer
Training Needs Assessment Introduction Training and development are very instrumental, especially in the current operational context of most organizations that are endeavoring to enhance optimal throughput from the entire resourceful areas of the organization. Training improves employees’ expertise; it gives room and space for ascertaining key crucial extents of employees’ development (Towler, et al. 2014). In order to establish whether employees have the reading level necessary to succeed in a training program, I would employ various techniques as discussed in the following section. First, I will conduct formal interviews and tests that call for reading abilities, experience, and skills. In specific, I would carry out written interviews and tests for the employees at the workplace that would incorporate excerpts that best suits the employees’ reading level for them to read and respond to its related questions. This excerpt, for example, will be based on the objectives of the training, the content, and prior practice settings. This training need evaluation would help to identify employees’ reading behavior and the gaps to be addressed in the training program, which in return would benefit the organization and employees from new training prospects (Gupta, 2011). This will enable me to identify what employees need to know in so far as technical or communication knowledge is concerned, and what they are capable to do in terms of mental or manual skills to realize the intended results and the disposition to execute their roles (attitude). However, it should be noted that, the ability of employees to understand what they read does not resonate with their reading level (Cain, 2011). Furthermore, I would employ an employee performance appraisal interview to identify previous and contemporary performance to find out an area that needs action (Franco-Santos, Lucianetti, & Bourne, 2012). All these are written documents or material that need to be read and interpreted, hence will help in assessing the reading level essential to thrive in a training program. On the other hand, I would use self-assessments, surveys (Garvin, Edmondson, Gino, 2008), and questionnaires. These are all techniques with a regular written format that call for reading. They can be structured based on the attitude of employees, employees’ job content, the standards of employee performance in line with efficiency and outcome, or on the expertise required to execute the roles of the job proficiently (Verrell, McCabe, 2015). In this analysis, I would be able to establish the reading level based on how they respond to the questionnaires and the way and the degree they use to evaluate themselves. Lastly, I would employ focus group discussions which provide an open atmosphere for employees to engage in open written questions on various training requirements as I listen to the way they read and articulate their points out. I would ensure that the topics for discussion are all written, and they should be read within a given period of time before being discussed. This helps in knowing the reading level. Additionally, I would employ desk studies for employees on the organizational documents and the analysis of the records which uses secondary information to help in the identification of training needs (Garvin, Edmondson, Gino, 2008). Employees would be required to give their report which will help me establish their reading level essential to thrive in a training program. .References
- Cain, K., & Oakhill, J. (2011). Matthew effects in young readers: Reading comprehension and reading experience aid vocabulary development. Journal of learning disabilities, 44(5), 431-443. Retrieved on October 4, 2020, from:https://journals.sagepub.com/doi/abs/10.1177/0022219411410042 Franco-Santos, M., Lucianetti, L., & Bourne, M. (2012). Contemporary performance measurement systems: A review of their consequences and a framework for research. Management accounting research, 23(2), 79-119. Garvin, D. A., Edmondson, A. C., & Gino, F. (2008). Is yours a learning organization? Harvard business review, 86(3), 109. Retrieved on October 4, 2020, from:https://www.alnap.org/system/files/content/resource/files/main/r0803h-pdf-eng.pdf Gupta, K. (2011). A practical guide to needs assessment. John Wiley & Sons. Towler, A., Watson, A., & Surface, E. A. (2014). Signaling the importance of training. Journal of Managerial Psychology. Verrell, P. A., & McCabe, N. R. (2015). In their own words: Using self-assessments of college readiness to develop strategies for self-regulated learning. College Teaching, 63(4), 162-170.