Master of Science in Leadership RG 5043

The Chief Operating Officer of the Council on Aging is a friend of mine who had an excellent job and getting paid excellently well who decided to be the COO of COA, a non-profit organization here in Florida.  She’s far away from retirement age.  When I asked her what made her leave a high paying job to be a COO of Council on Aging, her response actually surprised me.  She has been chairing non-profit organizations like PACE here at the Volusia/Flagler County for free or without compensation, and she found it very rewarding. I have not seen my friend so happy, and every time I see her, she looks younger than the last time I saw her.  She relayed that the enthusiasm of their employees who are compensated not as much as private organizations’ workforce, are very contented and are happy with their current positions.  My COO friend surveyed her employees on what makes their work rewarding.  She said that 83% of the responses were regarding their encounter with their aging customers and t

For generations, women have been construed as a secondary member of the society,  always second to men.  Although women are considered oppress, we can all agree that without women, a family cannot be considered a success.  Mothers give up their profession to take care of their household and most especially their children.  Women have always been born as leaders.  This is the journey that women has chosen. One of Sandberg’s (2010) messages regarding women’s need to believe in themselves and own their own success by learning to negotiate for themselves speak to me the most.  As a leader, it has been a struggle developing my leadership traits of self-confidence, delegation, and communication.  Northouse (2015) defined self-confidence as the ability to be implicit in one's abilities and competencies including having a sense of self-assurance and self-esteem to make a difference.  There were some incidences where some of my projects were not going where I had envisioned, and my despo

The Explorable website defined case study as an in-depth research or study of a detailed story or rather than a survey that is based on statistics.  A case study can be built in a real situation or problem where some portions of the story can be disguised as to prevent public exposure or simply for privacy reasons.  A case study describes and introduces a business or an industry’s account over the years, chronicling a leader’s methods of responding to a situation that generally implicates changing a corporate level strategy.  A case study is developed for educational purposes to give students practice to carefully consider, assess, and examine a real or makeshift business scenario that requires determination to solve a business problem or issue. Through this course, by responding to different case studies my research skills have certainly been improved and enhanced.  I have learned the value of doing further research about the given company or organization via the internet, in addit

            Northouse (2016) defined authentic leadership into three different viewpoints.  First, authentic leadership in an intrapersonal perspective which integrates self-regulation, self-concept, and self-knowledge that is focused on the leader’s personal experiences and how that leader connects those experiences as essential elements for his/her personal development as an authentic leader.  Second, authentic leadership defined in an interpersonal perspective where the authenticity of the relationship between the leader and the follower is equally reciprocated by each other.  And third, authentic leadership described in a developmental perspective that claims that authentic leadership is nurtured rather than a naturalistic trait that can be triggered by a significant life event such as a big career change.             As Laschinger, Wong, & Grau, (2012) described it, authentic leadership is a transparent and ethical pattern of behavior of a leader that inspires unregulated i

According to Northouse (2015), Leader-Member Theory (LMX) can be best understood within the leadership-making model of Graen and Uhl-Bien (1991).  Northouse further indicated that Graen and Uhl-Bien advocated that leaders should create a special relationship with all followers.  Leaders should offer each member the opportunity to take on new roles and responsibilities.  Also, leaders should nurture high-quality exchanges with their supporters.  Instead of concentrating on the distinctions between the in and out- group members, the leadership-making model recommended that leaders should consider looking for different avenues to build trust and respect with all their followers and creating the entire work unit an in-group accordingly (Northouse, 2015 p.145).             Individuals or members who exhibit a higher standard of efficiency have more tendencies of willingness to work harder than required, for leaders that invest in high-quality relationships with them.  Since organizationa

            Completing this week’s class work was quite challenging not only due to the type of the course work required but at the same time, this week was a very busy week at work.  This week I was traveling within the East Florida Region of Florida Hospitals for acquisition meetings and open enrollment.  I cannot overstate the importance of developing my skills in time management enough.  Other than the benefit of having the ability to draw up a case study to strategically plan for a significant project at work, time management is one I consider one of the many principles of leadership that demands consistent practice and attention.             Although this week’s assignment was quite challenging, it was a learning point for me.  Developing a case study taught me not only to learn that a case study allows us to retain a holistic diagnostic of actual life events and at the same time researching events that are existential.  Creating a case study indoctrinated me the necessity of

Nine weeks ago, I viewed leadership as a distinct or shared influence process and a direct or indirect administration.  A leader who is in a dedicated leadership role, in general, has the responsibility to lead its followers in accomplishing a common task while a leader who is an extraordinary influence does not have to be the “chosen leader” of a group.  The leader has the innate power to motivate an individual or a group of people either directly or indirectly with an intended result for the benefits of one collective group.  Leaders like CEOs of an organization have a direct influence on their employees.  They have the authority to implement organizational policies and procedures that employees of the organization are required to comply.    Yukl, 2012) cited in his book, Leadership in the organization (8 th  ed.) that empowering employees in the workplace can be accomplished by encouraging them to regard issues or problems as opportunities, by promoting them to think innovatively

             Whetten & Cameron (2016) indicated that for a team to perform efficiently, it is imperative to understand the there four stages of team development for the team to progress.  The four stages are the forming stage, the norming stage, the storming stage, and the performing stage.  Those steps generate the dynamics within the team to change, the shifting of the team members’ interrelations, and the modification of the behaviors of effective leaders.  The cohesive and efficient performance of a team as one unit is a result of a leader diagnosing the team’s development based on the type of behaviors that will contribute to the enhancement of the team’s performance (Whetten & Cameron, 2016).              In my current role as Senior Human Resources Manager for Florida Hospital HealthCare Partners, part of my responsibility is to be actively involved in all initiatives that involve acquisitions and reduction in force.  Since the appointment of my position, I have been

          Whetten & Cameron (2016) defined empowerment as giving individuals the autonomy to do what they want to do instead of asking them to do what we want them to do.   The foundation of empowerment is giving up the power or the control and instead let others set up their goals, make appropriate decisions accomplishing results and receiving compliments and rewards.   When supervisors or managers who have developed the skills of empowerment, they accelerate their effectiveness in the workplace because the source of empowerment is internal.   The primary source of empowerment is within the individual rather than social acceptance, political support or entitlement.             When I joined Florida Hospital Memorial Medical Center, I was hired as a temporary recruiter.  Although considered as a contractor at that time, the Executive Director of Human Resources for the East Florida Region, gave me the full autonomy to analyze a candidate’s experience and skills and make approp

           AuburnHungerStudies (2011) defined conflict as differences in clashes between the needs, perceptions, interest, and activities of individuals that are part of our social life.  It is man-made and can be violent, non-violent intense or light.  Webster (n.d.) defined conflict as a lack of agreement or harmony, or a physical dispute between opposing individuals.  It is a state of violent armed struggle between countries or nations, and it is an earnest effort for superiority or victory over another.  In short, conflict is the occurrence of a series of disagreements where a presence of a threat to the individual's needs or concerns is perceived. During my employment at Bethune-Cookman University, I had the opportunity to participate in resolving behavioral and cultural conflicts between two men from the Physical Plant Department which almost resulted in physical violence.  The University had employed the younger facility maintenance employee who is an African-American whi

           Yukl, Gary (2012) described recognizing as encompassing giving compliments whenever necessary and showing gratitudes to others or your followers for excellent performance and significant contributions to the organization.  The primary focus of recognizing is to strengthen behaviors that are desirable and a commitment to excellence in the attainment of task objectives (Yukl, 2012, p. 72).  Recognizing our employees for excellent performance is one way of demonstrating respect to our workforce.  Whenever our workforce feels valued and respected, it provides them the motivation to perform at the highest level with greater attention to protocol and etiquette in the workplace.              For me, when someone recognizes the full force effort that I put into anything I do, that recognition is an excellent motivational force.  At work, I feel valued when my direct supervisor or colleagues give me praise for a job well done.  At school, I am motivated to study harder when my i