Category Archives: Leadership Studies

Need help-Procreation and Ethical Dilemmas in Health Care


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Week 9

Procreation and Ethical Dilemmas in Health Care”  Please respond to the following:

  • * From the scenario, examine the concept of health care ethics, and ascertain the fundamental way in which such concepts apply to procreation-related issues. Speculate on the major ramifications of using moral principles to make decisions concerning such issues.
  • Consider the concept of ethics in health care predicated on ethical theories and moral theories, and explore the connection of such ethics with ethics committee decision making. Rationalize the primary concerns of conception, wrongful birth, and abortion from the perspective of health care professionals who must make these decisions.

 

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Week 10

End-of-Life Issues and Professional Liability Insurance”  Please respond to the following:

  • * From the scenario, analyze the concept of patients’ rights and the concerns of physicians and nurses, as they apply to patients facing end-of-life decisions. Give your opinion on whether or not health care professionals are suitably educated in the sensitive nature of end-of-life and patient expectations. Provide a rationale for your response.
  • Analyze the major connections between liability of professionals, insurance policy coverage, and settlement of claims due to health care liability issues. Consider the concept of insurance coverage denial, and ascertain the manner in which such denial is built upon the limitation clauses and conditions set forth by the insurance provider.

 

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Buy your research paper OnlineAssessment: Developing your Leadership Philosophy


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Assessment: Developing your Leadership Philosophy

Today, the term philosophy often refers to the study of the origins and nature of a particular body of knowledge. A leadership philosophy is a statement of how you see yourself with respect to the context of leadership. This philosophy will influence your behaviours and thoughts regarding leadership. Although our philosophies are influenced by both external and internal forces, leadership philosophies reflect peoples’ values, beliefs and experiences related to leadership. A leadership philosophy can (and most likely will) change for a person as he/she grows and gains experience in different contextual settings. We suggest you use the following as a guide to help you develop your leadership philosophy (Please note: much of this has been completed in class e.g. personal values, assumptions, and beliefs etc.):

 

Personal best leadership experience ( I was a boarding captain at… school then you can make up the rest)

  1. Briefly describe the context/situation of this experience (e.g., what was going on, who was there, when was it, how did things turn out).
  2. List the most important actions or behaviours (i.e. 5 – 6) that you took as a leader in this situation. In other words, what did you do that made a difference in this situation?
  3. What words would you use to describe this experience? List as many as you can think of that apply.
  4. How did this experience affect your understanding of leadership and/or your subsequent leadership behaviour?

Personal inspiration or inspirational leader

  1. Who was this person and what was the nature of the relationship between the two of you?
  2. What specific traits or behaviours do you recall as being most characteristic of this individual?
  3. What impact did this person have on you as a leader? What lesson did you learn?
  4. What did this person want or expect from you?
  5. How do you feel about this person now? What would you like to say to this person now as you think back on your experience with him or her?

Information for writer to write.

 

  1. My father (name) …. ( I will put my dad name myself)
  2. When he was a commissioner of Metropolitan police back in 2011, there was 2 groups of protester red and yellow shirt, he had to command more than 20,000 policemen. I saw him on TV not just commanding policemen but he was actually there with along side with all the policemen. This show me he have determination and high leadership because with his position he don’t have to be there he can sit and command, but he should to be there with them as well as whenever there is an issue he always put his name up first before him men, he will protect his men when there are people saying bad things to his men.
  3. From that incident it show me that to be a successful leader you need to be good to your men don’t treat your subordinator bad jus because you are higher position than them, just like when you building a house you need a solid foundation otherwise the house going to clasp.
  4. Be a good man do whatever you what to do as long as you are not breaking the law and not violate others people right.

5.He is my hero and I want to make him proud of me, I will followed his step just like my older brother did.

 

Personal values, assumptions, and beliefs

 

Personal values are qualities or characteristics that you value in yourself. Most people would rather leave an organization or step down as a leader than violate their most important personal values. Your values guide your intentions, perceptions and behaviours. Most importantly to this context, they influence how you lead and follow. When your personal values are clear and you are conscious of them, it provides a solid foundation for leading. Think about the Rokeach Value Survey (RVS) that you took and complete the following steps. What are your most important values and what do they mean to you? What role can each of those values play in enacting your understanding of leadership? You can expand the table below to include as many values as you wish.

 

 

 

Values

List your values here

Personal Values Definition

Define your values here

How do you see your values influencing your leadership?
1.       Fairness  

 

 
2.       Loyalty  

 

 
3.       Responsibility  

 

 
4.       Honesty  

 

 

 

 

 

Assumptions are ideas that are assumed or believed to be true. As a leader it is important to understand what assumptions affect your leadership thinking. Often leaders are not aware of the assumptions because they are operating from certain paradigms that will not allow them to see assumptions. Reflection into one’s leadership is an excellent way to uncover assumptions.

 

  1. First, reflect on your personal best leadership experience and your inspirational leader. You can also think about a personal worst experience and worst leader as well. Just like bosses, we can sometimes learn the most from the extreme experiences at either end of the continuum. For each of the questions in this section, ask yourself:

 

  1. What were my assumptions?

 

  1. What influenced my assumptions?

 

  1. Would others (co-workers, friends, supervisors) see the situations and people I described differently?

 

  1. Next, write down your definition of leadership.

 

 

  1. When you are finished, review and reflect on your definition and identify the assumptions that are implicit in it. They may not be readily apparent. It might also be helpful to have someone else read your definition and then ask them what assumptions they can identify.

 

 

 

 

 

 

 

 

 

Beliefs are ideas that we hold to be true; they shape our perception of reality. If a leader believes that the only individuals in an organization who can make decisions are the management staff members, then that belief will influence how the leader treats others. Beliefs can also be unconscious; they are our habitual ways of thinking and acting that may be inhibiting our effectiveness. Answer the following questions about your leadership beliefs. Reflecting upon these questions (not merely answering them) will help you clarify the beliefs you hold about leadership.

 

  1. Should leaders have certain qualities to be able to lead? What are they?

 

  1. Who decides who leads? Who decides who follows?

 

  1. Does leadership have been be done by a single person or can it be done by more than one person?

 

  1. What is it that leaders actually do?

 

  1. What role do followers play in leadership?

 

  1. What factors in the situation are most likely to affect leadership?

 

  1. How do leaders gain credibility?

 

  1. What do you think is the purpose for leadership?

 

  1. In general, is there something good about leadership?

 

  1. Can people who have caused others harm be leaders, e.g. Adolph Hitler?

 

  1. Is leadership behaviour developed through personal experiences or through external forces?

 

For each of the questions above, write down one statement that best illustrates your belief about that question. For example, if you answered #8 with: “The purpose of leadership is to provide vision, guidance, and bring people together for a common good. It unites people and gets them to join together for a goal”, then your belief statement might be stated as: “I believe that leadership provides a vision to create a common good”. Write a statement for each question. You will use these statements in combination with the other activities to create your philosophy of leadership.

 

Now that you’ve identified your leadership values, uncovered your leadership assumptions and understood what beliefs guide your leadership thinking, you are now ready to write statements reflecting your leadership philosophy. Your leadership philosophy should be a statement that consists of your responses from the above exercise. It does not have to include everything, but it should encompass the general idea of what you’ve written.  We suggest that you reflect on the above guidelines exercises to write a narrative or essay that gradually unfolds your leadership philosophy (please note, while the term narrative is used here your writing needs to be scholarly).

 

As you unfold your leadership philosophy you are required to make reference to the existing leadership literature to support you observations and arguments. You also need to identify which theory (or theories) of leadership your philosophy most aligns with (e.g. Charismatic leadership, situational leadership, autocratic leadership, participative leadership, distributed leadership etc. etc.) and why. You are also required to reflect upon the critique of the theory (or theories) of leadership (all theories are subject to critique) and then discuss how you intend to address this critique within your philosophy of leadership.

 

With the above in mind your leadership philosophy might adhere to the following structure:

 

  1. Introduction, this simply needs to be an introduction to your paper that outlines what you are about to discuss
  2. Reflecting on my personal best leadership experience
  3. Personal inspiration or inspirational leader/s
  4. My personal values, assumptions and beliefs about leadership
  5. My Philosophy most aligns with …….. because ……
  6. Critical insights that I need to consider
  7. Conclusion

 

Your paper should be no more than 2,000 words in length (not including your reference list or any appendices that you might wish to attach). This means you must write with clarity and stick to the key points that demonstrate your leadership philosophy and how you have identified and intend to address any potential critique.

 

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Help me-Contemporary Business Leaders


Help me-Contemporary Business Leaders

Contemporary Business Leaders

Many names have been recognized as notable business leaders. Steve Jobs, Bill Gates, Elon Musk, Mark Zuckerberg, Jack Welch, and Colleen Barrett are all leaders identified for their unique approach to leading people. Please review the “Contemporary Business Leaders” document to locate more business leaders. Select one leader from that list and respond to the following questions.

Discuss (1,250-1,500 words) what you learned about the selected individual as a leader and the leadership style used. Include the following in your discussion:

  1. Identify a leader and justify why you selected that particular leader. What organization(s) is the leader affiliated with? In what industry is the leader recognized? How long was the leader in a leadership position?
  2. Discuss which leadership theory best describes the chosen leader’s approach to leading people.
  3. What was the leader’s greatest achievement?
  4. Identify a significant challenge the leader faced and how the challenge was handled. Did the response align more with a managerial role or a leadership role?
  5. What power base did the leader use in handling or resolving the challenge?
  6. Compare the leadership style used by your selected leader against that of the leader’s successor/predecessor (or competitor if successor/predecessor is not applicable). Was there a difference in the leadership style? Which leader do you think is more effective and why?
  7. Include a personal reflection and identify two to three attributes you hope to emulate or avoid (based on studying this leader) in order to be a successful leader.

You are required to use at least two external sources to provide evidence to support the leadership style your selected leader showed. This should not be completed based on an opinion.

Prepare this assignment according to the APA guidelines

Help me-Contemporary Business Leaders

Contemporary Business Leaders

Jeff Bezos

Elon Musk

Steve Jobs

Bill Gates

Jack Welch

Indira Nooyi

Anne Mulcahy

Howard Schultz

Colleen Barrett

Larry Page

Mark Zuckerberg

Warren Buffett

Richard Branson

Susan Wojcicki

Marissa Meyer

Mary Barra

 

Help me-Contemporary Business Leaders

Need help with Assignment on “Quality Management”


Need help with Assignment on “Quality Management”

DISCUSSION

“Quality Management”  Please respond to the following:

From the e-Activity, determine one (1) key differentiating factor between the new approach to quality and performance management that you chose and past approaches. Indicate whether or not the new approach is likely to derive better performance results than past approaches. Provide support for your rationale.

Suggest one (1) significant challenge related to quality and performance management. Recommend one (1) managerial approach to overcome this challenge. Provide support for your rationale.

 

 

Analysis of the leadership challenge facing General Frank Savage


I have a final examination and this is the prof’s instruction:

 

After viewing an episode of Twelve O’clock High in class, write 4 pages analysis of the leadership challenge facing General Frank Savage.

Include a description of leadership styles, decision making styles, and strategy. A thorough analysis will include elements discussed in class and from our readings such as, communication, defensive reasoning, decision making style, etc..

 

This is the video link that you have to watch carefully to do the paper.

 

https://www.youtube.com/watch?v=k27FFCc7iZs

 

Caution: Do not use the Internet to attempt to find out information about this episode, or confuse this episode with a movie of the same name. Use only course material to identify the leadership challenge facing General Savage. A thorough analysis will include his decision making style, communication style, and leadership styles.

 

I have attached all the class materials (PowerPoint’s) that you have to read them carefully plus the video to write the paper.

 

 

**Please be careful Do not use Google or any website or outside sources.

(Just read the article that I mentioned above clearly).

 

 

I am an international student so please easy wording is required.

NO plagiarism.

 

Thank you

 

Action Research Project Conceptual Framework


Action Research Project Conceptual Framework

Task Description:

The assessment task for this course requires you to use action research strategies to advocate or to lead a change in relation to a contemporary issue of professional relevance. The task is in two parts. In the first instance you need to chose an issue and develop a deeper understanding about that issue and make some recommendations about actions of advocacy or strategies for leadership that have the potential to change the circumstances for that issue. In the second part you need to chose an action or strategy to implement and analyse the outcomes. Throughout the task you will use the action research cycle of plan, act and reflect.
PLAN: You must develop a conceptual framework that demonstrates your understandings of the contemporary issue that you have chosen to investigate. It should highlight the ways in which this issue can be addressed from leadership and advocacy perspectives. Your framework must be well informed by current theoretical perspectives, relevant research and evidence based material. It must also include some recommendations of actions for advocacy or strategies for leadership to influence change.

Leadership Personality Traits, Attitudes, and Behaviors


Leadership Personality Traits, Attitudes, and Behaviors

Assignment Instructions and Requirements

  1. Link or go to the following web site (Personality Test Center) and complete the on-line personality traits test (68 questions). When you are finished click on Score Test and record your Jungian Personality type (four letters) displayed at the top of the page. IMPORTANT – write your type down before you leave this web page.

http://www.personalitytest.net/cgi-bin/q.pl

  1. Located in the paragraph following your personality score click on ‘Click here’ and on the new page that opens find the statement that is associated with your personality type. Record the descriptive label and the percentage of the total population that shares your personality type.
  1. Link or go to the following web site (The Personality Type Portraits) and note/record the descriptor that is associated with your personality type, then click on your ‘score’ to read about your personality type.

http://www.personalitypage.com/html/portraits.html

  1. Reflect back upon your life to date – the things you have done and the decisions you have made – and compare your actual behaviors, beliefs, and values to the theoretical description of your personality type. Assess the similarities and differences.
  1. Now reflect forward and consider in what ways this new knowledge about yourself may impact your ability to be an effective leader as your professional career moves forward.
  1. Write a summary (2-3 pages) of your findings and reflections in accordance with the following requirements.
  2. a) Title – centered, 12 pt. Times New Roman Bold font, Assignment 1 – My Personality Type followed by your name.
  3. b) Content – no introductory paragraph

– unless noted otherwise all sub-headings should be 12 pt. Times New Roman Bold font, and all text should be 12 pt. Times New Roman, double line spacing

– following the left-aligned sub-heading ‘Personality Type’ record your 4-letter personality type and descriptive label

– following the left-aligned sub-heading ‘Assessment of Findings’ summarize the similarities and differences between your theoretical personality and what you perceive to be your actual (living) personality

– following the left-aligned sub-heading ‘Perceived Affect Upon My Leadership Ability’ summarize what you foresee as the potential impact your personality type may have on your ability to be an effective leader

no summary paragraph

 IMPORTANT NOTE: Do not write a summary report of the description of the characteristics of your personality type

  1. Submit your paper to the respective drop box before the stated due date and time. Late submissions will receive no credit (0 points)

The following criteria will be used for evaluation:

Criteria Met expectations Fell short of expectations Unsatisfactory
Personality Type Score and Descriptor (2 points)

Both type and descriptor are reported and they match

 

 

  (1 or 0 point.)

Type or descriptor or both are missing or mismatched

 

 

Theoretical to Actual Summary (4 points)

A clearly written, insightful reflective comparison of perceived similarities and differences.

 

 

(3 or 2 points)

Superficial explanation of similarities and differences

 

 

 

 

(1 point)

Wrote something but it is not related to assignment requirements OR is only a report of theoretical personality type

 

 

Affect Upon Leadership Abilities (4 points)

A clearly written, insightful assessment of possible impact on leadership abilities

 

 

 

(1 point)

Superficial assessment of impact, indicates little though was given to how it potentially affects ability to lead

 

 

(1 point)

Wrote something but it is not related to assignment requirements OR is only a report of theoretical effects on leadership

 

 

Professionalism (2 points)

Followed directions, no formatting errors, no writing errors

(1 point)

Followed directions and less than 4 formatting and/or writing errors

(0 points)

Did not follow directions or formatting requirements and/or more than 3 writing errors

Timeliness     (-2 pts penalty) Submitted after due date

 

Finish Line Organizational Leadership Paper


Finish Line Organizational Leadership Paper

From the syllabus: Written Assignment: A Finish Line Look/Perspective

This written assignment provides an opportunity to develop a culminating paper reflecting on the student’s learning in the Organizational Leadership major, examining the student’s personal perspective on leadership, and looking ahead to the student’s future. This paper, although reflective and personal in nature in many ways, must have an academic foundation. This means that the paper must be supported by information, concepts, theories, and ideas from academic readings—including past course textbooks and journal articles, articles and texts assigned or self-selected in this course, and/or other academic readings as needed. Additional instructions and requirements will be provided for this assignment.

Written Assignment Format Requirements

From the Syllabus:

Written essays should follow the following general APA style requirements:

  • Double-spaced type
  • 1 inch margins on all sides
  • 12-point Times New Roman font (I will also accept Calibri font)
  • First line of all paragraphs indented
  • No extra spacing between paragraphs or sections
  • Use of headings/subheadings within paper for paper organization/structure
  • Reference list (properly formatted) indicating the source of information cited within the text (does not count in page count)
  • Parenthetical references within the text
  • Cover page, including title of document and the author (does not count in page count)
  • NOTE: NO ABSTRACT

Finish Line Perspective Leadership Paper Instructions/Guidelines

Attached Files:

Because my online classes don’t have the opportunity to discuss this assignment in class, the attached provides students with in-depth information to guide them through the “thinking & doing” process of this exercise.

Don’t let the length of this document overwhelm you.  We will discuss this assignment in-depth in class; however, this document is still provided to you for guidance.  Be sure to use this useful and informative document to keep you on target for this important assignment.

The document is divided into two sections as follows:

  • General Paper Information and Guidelines: This section summarizes general information about the assignment and its purpose.
    • Specific Paper Instructions, Guidelines, and Writing Prompts: This section details what you will turn in for grading.

Be sure to review this document as well as the rubric for this assignment thoroughly before preparing and submitting your final outcome.

Finish Line Organizational Leadership Paper:

The Grand Finale!

Instructions/Guidelines

Because we’re in an online environment and don’t have the opportunity to discuss this assignment in class, I wanted to provide you with in-depth information to guide you through the “thinking & doing” process of this exercise. Don’t let the length of this document overwhelm you.

 

This document is divided into two sections as follows:

TIP: Mouse over the hyperlinks in the list below, Ctrl+Click to navigate to each section of the document)

 

 

 

General Paper Information and Guidelines

 

From the Course Syllabus

This written assignment provides an opportunity to develop a culminating paper reflecting on the student’s learning in the Organizational Leadership major, examining the student’s personal perspective on leadership, and looking ahead to the student’s future. This paper, although reflective and personal in nature in many ways, must have an academic foundation. This means that the paper must be supported by information, concepts, theories, and ideas from academic readings—including past course textbooks and journal articles, articles and texts assigned or self-selected in this course, and/or other academic readings as needed. Additional instructions and requirements will be provided for this assignment.

 

Overview of the Paper

This paper will be beneficial in that it will help you formulate and understand your perspective on leadership and organizations, and it will also be a practical tool. Students may refer back to this document throughout their careers; and moreover, students can review this document before interviews to help prepare for questions about the knowledge and skills gained through their college degree. Students must be able to articulate in a concise, coherent manner the knowledge and skills they would bring to a workplace!

 

Purpose

In this assignment, student will “put it all together”; meaning they will put together their thoughts and insights from their college major learning experience into one final paper. After completing this assignment, students will be able to answer the following questions:

  • What do I know?
  • What skills do I have?
  • Why does this matter? What is my purpose/mission?
  • What future learning do I have to do? How will I accomplish this learning?

 

Citing Articles and Books

Students are expected to cite resources (specifically articles and books) in this paper using APA style. Students should always consult helpful tools, such as Purdue University OWL, resources on Steely Library, the NKU Writing Center (they work with online students), and the APA guidebook course text.. While you are putting one coherent paper together from all of your learning and your developed perspective on leadership and organizations, citations are important to indicate that you have a foundation from scholarly research and theories to support your knowledge. After all, a college degree is meant to help you learn what is available for understanding a subject, and then from there you grow and apply it in your own life.

 

  • What should you cite in my paper?

You should cite readings from this course, including the self-selected and/or professor-supplied articles and books. Of course, you are also encouraged to cite readings from other courses that you have taken in college, and you are more than welcome to seek out other resources to cite in this paper.

 

  • How many readings total should I cite in my paper?

You should cite a minimum of eight (8) different resources. At least half (4) of these should be scholarly journal articles, and the other half (4) may be books. You are welcome to cite more than 8 resources. Citing 8 resources in this paper should not be unrealistically challenging, this is a very reasonable number. In fact, when students try to write without consulting resources, it actually makes writing more difficult. After all, the readings are by the experts. Use their help to write your paper!

 

  • How frequently throughout my paper should I cite a resource?

Students often ask how often they should cite a resource within the paragraphs of their paper. I provide the following rule-of-thumb: Typically an academic, college paper has at least one citation per paragraph, but two or three per paragraph would make for stronger, more supported work. Occasionally a paragraph may not contain citations. It is common for introduction and conclusion paragraphs to contain no citations (or just one key citation). It is also common for the first or last paragraph of a section within a paper not to contain citations (or only one key citation), because the writer is introducing the upcoming section in the first paragraph, and in the last paragraph the writer is discussing the conclusions to be drawn and key points to take-away. Overall, it is unique to each paper and person, but it is difficult to over-cite resources in a paper.

 

  • PAPERS WITHOUT CITATIONS WILL NOT BE GRADED AND WILL RECEIVE A GRADE OF ZERO.

 

General Writing Instructions

Please follow these general APA style requirements:

  • Double-spaced type
  • 1-inch margins on all sides
  • 12-point Times New Roman or Calibri font
  • First line of all paragraphs indented
  • No extra spacing between paragraphs or sections
  • Use of headings/subheadings within paper for paper organization/structure
  • Reference list (properly formatted) indicating the source of information cited within the text (does not count in page count)
  • Parenthetical in-text citations (references) within the text
  • Cover page, including title of document and the author (does not count in page count)
  • NOTE: NO ABSTRACT

 

Grading the Assignment

I will grade the final paper as indicated on the grading rubric provided on Blackboard. If you have questions, please ask. My expectation is that this work will be well-organized, well thought-out, and polished.

 

Writing Suggestions

  • Outline your thoughts. For a paper like this, it will be difficult to write every paragraph perfectly for the first time. It will be very helpful to write out your general points and later fill in the details and include citations to resources that support your points.
  • As you brainstorm your thoughts, see if you notice reoccurring themes or points that you seem to make. Think about a few themes or points per section of the paper. Although it may be tempting to try to say EVERYTHING, try to find common themes or points to tie everything together.
  • Ask a friend, family member, or the NKU Writing Center to proofread and provide feedback on your paper. Do this early for suggestions and again later for recommendations to “polish” up the final paper.
  • Refer back to the paper instructions as you write to be sure that you are covering all aspects of the assignment in your writing.
  • Remember to write an introduction to your paper and write a conclusion as well.
  • Also, it is good writing technique to write an introduction to a section that previews what you are about to write about, then in the final paragraph, review and summarize what was just covered.
  • As noted above, to reiterate…when students try to write without consulting resources, it actually makes writing more difficult. After all, the readings are by the experts. Use their help to write your paper!
  • Successful writers revise their papers many times!
 
Specific Paper Instructions, Guidelines, and Writing Prompts

 

Outline of Paper

  • Part 1: Knowledge
  • Part 2: Skills
  • Part 3: Perspective
  • Part 4: Future Growth and Learning

 

Minimum Paper Length

  • Each “Part” should be should be 2-3 pages, although you may write more. So, the minimum page length is 8 pages. You should be able to accomplish this assignment effectively with 8 to about 12 pages of writing. Try not to exceed this page range because you might be writing too much at that point. More is not always better. In fact, often it is not!

 

Specific Writing Prompts for Each “Part”

  • Part 1: Knowledge
    • In this section, you will answer the question: What do I know?
    • Knowledge is the information, facts, and understandings that you have as a result of your learning. You certainly know A LOT as a result of your life, work, and college experiences. You should not try to writing about EVERYTHING you know, rather you should select about 3 of the most important or critical topics/subjects/concepts that you know about and explain what they are and why they are important.
    • Finally, indicate specifically how this knowledge will benefit you in your career.
  • Part 2: Skills
    • In this section, you will answer the question: What skills do I have?
    • Skills are the proficiencies and practical abilities that you have gained through your learning. They are things you are able to do. Examples of skills include, but are not limited to, the following:
      • Written Communication, Verbal Communication, Computer/Technology Skills, Interpersonal Skills, Intra-personal Skills, Leadership Skills, Time Management Skills, Stress Management Skills, Critical Thinking Skills, Problem Solving Skills, Planning Skills, Emotion Management Skills, Ethical Decision-Making Skills, etc.!
    • You have many skills, but pick about 2 that you think you are particularly effective at using. Explain what the skills are and why they are important.
    • Finally, indicate specifically how these skills will benefit you in your career.
  • Part 3: Perspective
    • In this section, you will answer the questions: Why does this matter? What is my purpose/mission?
    • “This” refers to your college major, learning, knowledge, skills, perspective, etc.
    • In Part 3, you will address your purpose, motivation, and mission (personally and/or professionally).
    • Having nearly completed your college experience, reflect on you viewpoint, beliefs, and opinions about leadership and organizations. Describe your overall perspective—or your way of thinking and feeling—about leadership and organizations.
    • Next, as we know, leadership and working in the professional arena is often not easy. Thus, it is critical to keep our purpose in mind, focus on what inspires us and keeps us going, and implement our personal mission statement each day. In the final portion of this section, describe your personal purpose and write a one to two sentence mission statement.
  • Part 4: Future Growth and Learning
    • In this section, you will answer the questions: What future learning do I have to do? How will I accomplish this learning?
    • As you know, every person, professional, and leader must continue to learn, develop, and growth personally and professionally over his/her career.
    • Reflect on the 2 or 3 things you think will be the most important to learn (or continue to learn) over the coming years.
    • Finally, indicate specifically the strategies and approaches you will use to accomplish this learning.

 

 

 

 

LEAD 200: Leader Analysis Paper


Leader Analysis Paper

Tony Dungy

LEAD 200

SAMPLE PAPER

Tony Dungy has been a leader for much of his life and he continuously encourages others to develop their leadership abilities as well. For these reasons, Tony Dungy will be the focus of this leader analysis paper.

Introduction

The second of four Dungy children, Tony was born on October 6th, 1955 in Jackson, Michigan. According to Bell (2007), “He and his three siblings were raised in a home where education and faith were stressed.” This could be attributed to the fact that both of his parents were educators. His father, Wilbur, was a physiology professor at Jackson Community College and his mother, Cleomae, taught English and Public Speaking at Jackson High (Dungy, 2007).

At age 14, Tony was elected student body president at Jackson Parkside High (Bell, 2007). Not only was he student body president, but he was also star of the baseball, basketball, football and track teams. He went on to earn a football scholarship at the University of Minnesota, where he started four years at quarterback. He finished his Minnesota career as the program’s career leader in pass attempts, pass completions, passing touchdowns, and passing yards. In addition, he was two time Academic All-Big Ten and received the Big Ten Medal of Honor, in 1977, which is awarded for attaining the greatest proficiency in athletics and academics (“Anthony Kevin Dungy,” 2013).

Even with all the success Tony had as a quarterback for the Minnesota Gophers, he was not selected in the 1977 NFL draft. Unrelentingly, however, he went on to play defensive safety for the Pittsburgh Steelers and actually led the team in interceptions during their 1978 Super Bowl Championship season. The next year he was traded to the San Francisco 49ers, where he played one year before being traded again to the New York Giants. After being cut from the Giants’ roster in the preseason, Tony announced his retirement.

This retirement kicked off his coaching career. He started as an assistant coach with his alma mater, Minnesota and then moved on to the NFL. In 1981, at age 25, the Pittsburgh Steelers hired Tony as an assistant coach, under Chuck Noll, making him the NFL’s youngest assistant coach. Three years later, in 1984, the Steelers named him the youngest defensive coordinator in the NFL.

His first head coaching job came with the Tampa Bay Buccaneers in 1996. After accomplishing four winning records in six seasons, he was fired as Buccaneers head coach on January 14th, 2002 (Dungy, 2007). During that offseason, Tony was hired as head coach of the Indianapolis Colts. Ironically, the Buccaneers won the Super Bowl during Tony’s first year with the Colts. Tony got his chance with the Colts, however, in 2007, when he became the first African-American coach to win a Super Bowl. He coached one more year and then retired from coaching in 2008.

Now, Tony is a football analyst, author, and active member of several charities, including Big Brothers and Big Sisters and the Prisoner Crusade Ministry (“Anthony Kevin Dungy,” 2013).

Model the Way

According to Kouzes and Posner (2006), in order to model the way, you must, “Find your voice by clarifying your personal values” and “Set the example by aligning actions with shared values” (p. 10).

Tony Dungy is definitely an exemplary leader when it comes to modeling the way. In his book, The Mentor Leader, Dungy (2010) says, “Values, very simply, can be thought of as the rules of the road” (p.38). His ‘rules of the road’ were established at an early age and he has spent the rest of his life following this road without wavering.

As a 14 year old, he ran for student body president and was unopposed. As a star quarterback at the University of Minnesota, he earned Academic All-Big Ten twice. His senior year at the University of Minnesota, he earned the Big Ten Medal of Honor for his exemplary performance in academics and athletics. These accomplishments are a strong testament to his value for both scholastic and athletic excellence.

When he failed to be drafted in the 1977 NFL draft, Dungy turned to God for guidance. He prayed, “God, I can’t believe it. Help me figure out what I’m supposed to do now” (Dungy, 2007, p. 37). He continued to pray until a former coach of his at the University of Minnesota, Tom Moore, contacted him about playing for the Steelers. His prayers were answered as Tom convinced Steelers head coach, Chuck Noll to give Dungy a chance. It would have been easy for him to forget his faith and get caught up in the lime light, especially after playing an integral role in the Steelers’ 1978 Super Bowl season, but he stayed true to his roots and continued to model his faith. In fact, Dungy (2010) said, “Finally I understood, and I started to move from being a casual Christian to a fully committed follower of Jesus” (p. 43).

After his brief, yet successful, NFL career, Dungy entered the coaching ranks. In his coaching role, he maximized his ability to have a positive influence on others. At first it was through the positive influence he had on the younger athletes he coached directly. Then he became actively involved in faith-based organizations like the Fellowship of Christian Athletes and Prisoner Crusade Ministry. Finally, after modeling the way through his actions, he accepted an offer to write Quiet Strength. This gave Dungy a new medium to positively influence others. Since Quiet Strength, he has written several books that have been very well received. Dungy (2010) wrote, “Mentor leaders demonstrate courage and are willing to lead by example” (p. 77). All of this is only possible because he walks the talk.

Inspire a Shared Vision

According to Kouzes and Posner (2006), in order to inspire a shared vision, one must, “Envision the future by imagining exciting and ennobling possibilities” and “Enlist others in a common vision by appealing to shared aspirations” (p. 10).

Dungy (2010) said, “Mentor leaders look beyond themselves, focusing on the people they lead and where they should be going together” (p. 23). In his 27 years coaching in the NFL, Dungy did just that. His teams and his staff had the luxury of following a leader who was dedicated to their individual and team development.Dungy (2007) wrote, “I have always believed that if you tell people what needs to be done, they will do it – if they believe you and your motives for telling them. I knew these guys would see through manipulation but would respond to motivation” (p. 122).

With this approach, Dungy was able to create a sustained culture of continuous improvement. He played the long game. His mantra was, “Whatever it takes. No excuses, no explanations. Do what we do” (Dungy, 2007, p. 125).

Transformational leadership, as defined by Northouse (2013), “Is the process whereby a person engages with others and creates a connection that raises the level of motivation and morality in both the leader and the follower” (p. 186). Tony Dungy utilized his transformational approach to build successful football teams and is continuing to use this approach to inspire a shared vision for all those who follow his leadership example.

Challenge the Process

According to Kouzes and Posner (2006), in order to challenge the process, one must, “Search for opportunities by seeking innovative ways to change, grow, and improve” and “Experiment and take risks by constantly generating small wins and learning from mistakes” (p. 11).

After the last game of his junior football season at Jackson Parkside, Dungy discovered that he was named captain of the football team for the next year. To his dismay, however, his good friend, who was also African-American, was not selected as a captain for the following year. Dungy believed that the school had rigged the vote because they did not want to allow two African-American captains on the football team. Out of principle, because he did not believe the process was fair, Dungy quit football. After several other players followed suit, Dungy was approached by one of the African-American school administrators. After much deliberation, he decided his return to the football team was in the best interest of the team (Dungy, 2007, pp. 22-26).A contributing factor to this decision was his father, Wilbur, who encouraged him to do what he thought was best, but wanted to make sure Tony was considering how he was going to improve the situation.

Fast forward 38 years and Dungy is still encouraging young people to challenge the process. In his book, Uncommon: Finding your path to significance, Dungy (2009) encourages his readers to be themselves; to not conform to the social norms that have steadily gone awry. He quotes his former Minnesota Gophers coach, Cal Stoll, who said, “Success is uncommon, therefore not to be enjoyed by the common man. I’m looking for uncommon people” (Dungy, 2009, Introduction).

Enable Others to Act

According to Kouzes and Posner (2006), in order to enable others to act, you must, “Foster collaboration by promoting cooperative goals and building trust” and “Strengthen others by sharing power and discretion” (p. 11).

In the winter of 2004, while Dungy was coaching in Indianapolis, his family went back home to Tampa for the holiday season. With his family gone, he had no reason to leave the office. He was free to stay and work as late as he wanted. During this period of time, Dungy left just as early as he normally would, however. When someone questioned whether his family was gone, he replied that they were, “But if I had stayed late at the office on a Thursday, then the other coaches – whose families weren’t out of town – would have felt compelled to stay late, even if I told them otherwise” (Dungy, 2010, p. 57).

Dungy left early so he could enable the others to act. His staying late would have prevented them from making their own decisions. Knowing this, Dungy removed himself from the equation.

Encourage the Heart

According to Kouzes and Posner (2006), in order to encourage the heart, one must, “Recognize contributions by showing appreciation for individual excellence” and “Celebrate the values and victories by creating a spirit of community” (p. 11).

When Dungy arrived in Tampa Bay to coach the Buccaneers in 1996, he had a mission that extended far beyond the stadium walls. He intended to build a team that would have a positive impact on the entire community. Dungy (2007) wrote, “One of the first articles written in the local newspaper after we took the practice fields in Tampa pointed out the fact that almost no profanity was heard at practice anymore.” He continued, “I think the fact that so many of our assistant coaches were positive teachers helped that process. I also continued to emphasize the need for our staff to be encouraging and positive in their approach to coaching.”

Another example of Dungy encouraging the heart came when Michael Vick was released from prison after his dog fighting conviction. He approached Vick with the intentions of mentoring him. Dungy (2010) wrote, “Michael Vick and I have pressed on with the goal of putting his life on a different and more significant trajectory. My primary goal is to build into his life so that he, in turn, can have a positive impact on other young men” (p. 10).

Assessment Analysis

Tony Dungy’s Jung Typology is most likely INFP. Even though he has been in a public position for most of his life, he still has many introverted tendencies. He is very intuitive and sees the big picture. Atypical of a football coach, Dungy has a feeling preference, which may explain his mild mannered, unorthodox approach to coaching. Much of his writing talks about how we are not in control and, therefore, we must take each moment as they come. This alludes to a P preference as opposed to a J.

The strongest area of his DISC assessment would be the I. His natural style does not reveal much D, but his adapted style, most likely due to his career choice, shows a stronger D. S would be his secondary letter, given his calm demeanor and steady approach to work and life. Another low part of Dungy’s DISC would be the C. He does not have the need to force compliance, nor does he have a desire to conform to social norms.

If Dungy were to complete the StrengthsFinder 2.0 assessment, he would most likely discover the following strengths:

  1. Belief
  2. Developer
  3. Connectedness
  4. Adaptability
  5. Consistency

His belief in God has been his driving force throughout his life. His coaching and writing strongly reflect his desire to develop others to reach their potential. Stemming from his faith, he truly believes that we are all connected under God and this guides his actions. Adaptability is evident in his ability to overcome the adversity he faced when switching from college quarterback to NFL safety, being fired as Buccaneers coach then taking the Colts to the Super Bowl five years later, and being able to move forward and overcome the pain that resulted from the suicide of his oldest son, James. Through it all, Dungy stays true to himself and remains consistent.

Conclusion

            Tony Dungy shows signs of all five practices of exemplary leaders. Some areas, such as modeling the way, are more developed than others, but he has proven capable of practicing each area effectively. He has had tremendous success as a leader and encourages others to embrace their leadership aptitudes as well. He is an excellent example of what an exemplary leader should be.

 

 

 

 

 

 

 

 

 

References

Anthony Kevin Dungy. (2013). The Biography Channel website. Retrieved 02:11, Oct 21, 2013, from http://www.biography.com/people/tony-dungy-21330527.

Bell, J. (2007, January 29). Dungy’s upbringing was super solid. USA Today. Retrieved from http://usatoday30.usatoday.com/sports/football/nfl/colts/2007-01-29-dungy-cover_x.htm

Dungy, T. (2006). Quiet Strength: The principles, practices, & priorities of a winning life. Winter Park, FL: Legacy LLC.

Dungy, T. (2009) Uncommon: Finding your path to significance. Winter Park, FL: Legacy LLC.

Dungy, T. (2010). The Mentor Leader: Secrets to building people and teams that win consistently. Carol Stream, IL: Tyndale House Publishers.

Kouzes, J.M. and Posner, B.Z. (2006). The Leadership Challenge Workshop, Participant’s Workbook (3rd ed.). San Francisco, CA: Pfeiffer.

Northouse, P. (2013). Leadership: Theory and practice (6th ed.). Thousand Oaks, CA: SAGE publications, Inc.

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