Expert Answer:LDR531 week 4 University of Phoenix Leading Organi

  

Solved by verified expert:Assignment Steps Review your completed assignments from Weeks 1-5. Select an organizational change that is taking place within your company or one that you have researched. Write a 1,050-word or more organizational change plan in which you address the following: Describe the organizational change process steps that you would take, and prioritize the order in which you would take them. Evaluate both individual and organizational leadership actions.Provide scholarly citations that support your rationale and proposed actions.Format your assignment consistent with APA guidelines.
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Outer and Inner Game
Presentation
JENNIFER MCCASKILL
LDR/531
MARCH 10, 2018
INSTRUCTOR: DAVID ROLLINS
Introduction


According to the book, Mastering Leadership, what constituted the
traditional effective leader might be essential but it is insufficient to define
an effective leader.
The book establishes two types of games in leadership: Outer Game and
Inner Game.

Outer Game is made a leader’s Competencies.

Inner Game encompasses a leader’s Consciousness.

Leadership mastery comes from honing the outer skills (Competencies/
Outer Game), coupled with having a mature Inner Game (Character,
Conviction, Courage).
Leadership Role and Environment

It is important that a leader hones both Inner Game and Outer Game.

Leadership encompasses possessing more than conventional skills.

Supervisor skills, particularly, call for employment of well-honed capabilities

More than traditional capabilities, leadership is mediated by having a rather
mature interior.

There are two facets of leadership:

An increasingly developed Outer Game.

An exceedingly mature Inner Game.

Both aspects make leadership mastery.

Further, masterful leadership constitutes a Conscious Competence.
The Leadership Process in my Outer
Game

Outer Game necessitates the use of Competencies.

My Outer Game encompasses knowledge, skills, capabilities and experience I
have acquires in the long run.

Leadership competence obtained from online resources has also proven a
useful resource.

Daily activities comprise activities that help hone competence skills; Outer
Game.

Critical thinking is also useful when addressing various new situations in a skillful
and competent manner.

Time spent improving the Outer game makes it possible to address technical
issues and ensure leadership effectiveness.
The Leadership Competencies in my
Outer Game

Traditional definition of a leader focuses more on his or her competencies.

The Outer Game competencies that I apply include:

Decision making

Courage

Cooperation

Interpersonal relationship

Conflict resolution.

Such competencies make it possible for me to achieve my responsibilities
effectively.
The Leadership Consciousness in my
Inner Game

Like most leaders, little attention is paid to the Inner Game since the Outer Game
aspect is mostly used at work.

Mastering Leadership maintains that the Inner Game is a leader’s consciousness.

Elements of a leader’s inner Game include:

Honesty.

Prudence.

Courage

Collaboration.

The current leadership responsibilities do not encompass the Inner Game components.

Unfortunately, the current leadership capacity enforces Competence compared to
Consciousness.
Insights from this Analysis

Evidently, Mastering Leadership maintains that leaders sped time
improving their Outer Game and ignore their Inner Game.

Analyzing Competence vs. Consciousness processes shows that this is true
from a personal perspective.

There is, therefore, need to implement processes to medicate Outer Game
with Inner Game, to be an all-round effective leader.

Increasingly focusing on the Outer Game means that the Inner Game
declines and eventually my effectiveness as a leader.

The leadership environment is dynamic.

It is, therefore, crucial that Competence is combined with Consciousness.
Growth and Development

Leadership Process

This will entail employing skills and capabilities to achieve the technical aspects
of leadership.

The leadership process will comprise of both Inner Game and Outer Game.

According to Mastering Leadership, the Inner Game, which is what is under the
surface, mediates the Outer Game, which is what is seen outside.

Leadership Competencies and Consciousness

This will entail employing fundamental competencies that strongly align with
effective leadership; Outer Game.

The Inner Game promotion will comprise of using my drivers, beliefs and values.
References



Anderson, R. J., & Adams, W. A. (2016). Mastering leadership: An
integrated framework for breakthrough performance and extraordinary
business results.
Gregoire, M. B., & Arendt, S. W. (2014). Leadership: Reflections over the
past 100 years. Journal of the Academy of Nutrition and Dietetics, 114(5),
S10-S19.
Morgan, M. (2016). Building effective leaders. Strategic Finance, 97(8), 30.
Comparing Leadership
Models
NAME: JENNIFER MCCASKILL
LDR/531
FEBRUARY 25, 2018
INSTRUCTOR: DAVID ROLLINS
Introduction

Leadership is the skill of motivating a group of people to work towards achieving
a common goal.

Leaders guide, influence, and motivates people to work towards a certain vision
of the future.

During leadership, skills of different people are brought together towards
achieving a vision.

It enables people to manage the delivery of their vision and builds a team so
that it can be easy to achieve a certain goal.

Motivating and inspiring people compels leaders to a foundation of a good
leadership.

The different models of leadership include managerial grid and Four framework
approach.
Managerial Grid Leaders


Leaders focus on tasks and concerns for people to be able to forecast the
leadership effects to a group of people.
According to (Shek & Leung, 2015) consideration is explained as
relationship behaviors.

In managerial grid there are two behaviors which includes:

Employee orientation

Product orientation

These two behavior help in molding the leadership styles the employee will
experience from their employers.
Elements of Managerial Grid



Authoritarian – here when leaders get their ratings they are task oriented
and hardworking. They display characteristics such as being strong on
schedules (Shek & Leung, 2015).
Country Club Leader –They encourage the team members to be
disciplined so that they can achieve their goals.
Impoverished leader – This leader uses delegate and disappear style. They
give freedom to their members to do what they want and in the long run
the workers suffers from power struggles within the group (Chin, 2015).
Four Framework Approach


It is a leadership model which suggest that leaders operate in one of the
four categories listed below and at other times they would not see it
appropriate to use one of the approach (Shek & Leung, 2015).
The four leadership styles include:
I.
Structural framework
II.
Human resource Framework
III.
Political Framework
IV.
Symbolic Framework

At times structural leadership style may be more effective than symbolic
leadership when a strong leadership style is needed
Leadership Styles




Structural framework – here leaders focus on structure, strategy,
environment and implementation.
Human resource Framework – human resource leaders believe in people
and communicate to others that they are noticeable and reachable
(Chin, 2015).
Political Framework – Here political leaders say what they want and get,
with power distribution and own interests.
Symbolic Framework – Leaders view organization as a place to exercise
certain roles, captures attention using symbols, experiences are framed by
provision of plausible considerations of exercise and communicate visions
(Lynch, 2015).
Similarities Between managerial Grid and
Four framework Approach.




The two approaches are concerned with production of people and that
there is no unique leadership style that can be used to make successful
people (Chin, 2015).
Both the leadership models show that effective leadership is more
dependent on the situation at hand.
Both the leadership models encourage the people who are being led to
be more involved, be motivated, gain development, enrich their
personalities, and express their concerns (Lynch, 2015).
The two models are focused on specific behavioral and personality traits
that indicate leadership styles.
Differences Between managerial Grid
and Four framework Approach.



The managerial grid is focused on the relationship behaviors while
framework approach is focused on leadership styles and not behaviors.
The managerial grid is focused on the employee orientation and product
orientation behaviors in their leadership style, while the framework
approach is based on four leadership styles, which are structural, human
resource, political, and symbolic leadership styles (Lynch, 2015).
The elements of the managerial grid portray personalities in leadership
style unlike the framework approach which is concerned with a common
leadership style for any leader (Shek & Leung, 2015).
The Importance Of The Leadership
Models In A Business



Solid organizational skills improve satisfaction – Its normally describes a
good leader is the one who recognizes the types of programs that benefits
employees and increase output production.
Appropriate delegation of roles builds Satisfaction – Allowing employees to
take up roles creates satisfaction and motivates them. Delegating of
duties installs confidence in the workers to take up bigger roles (Chin,
2015).
Employee treatment boosts or breaks Morale – Leaders who listen to their
employees go ahead of the future problems’ and in the long run retain
employees. Mainly happy workers perform well in the work while unhappy
workers are not good performers (Lynch, 2015).
Conclusion




In conclusion effective business leaders should give equal weight goals of
the company considering needs of the employees who make the
company successful.
Good leadership normally leads to higher profits because the working
environment are favorable to the employees.
Leadership models enables people to manage the delivery of their vision
and builds a team so that it can be easy to achieve a certain goal.
Motivation and inspiration of employees is what compels leaders to a
foundation of a good leadership.
References



Shek, D. T., & Leung, H. (2015). How unique is the service leadership model?
A comparison with contemporary leadership approaches. International
Journal on Disability and Human Development, 14(3), 217-231.
Lynch, B. (2015). Partnering for performance in situational leadership: a
person-centred leadership approach. International Practice Development
Journal, 5.
Chin, R. J. (2015). Examining teamwork and leadership in the fields of
public administration, leadership, and management. Team Performance
Management: An International Journal, 21(3/4), 199-216.
Running Head: Communication Challenges and Strategy
Communication Challenges and Strategy
Jennifer McCaskill
LDR/531
3/4/19
Instructor: David Rollins
1
Communication Challenges and Strategy
2
Successful hiring of new employees is important for every organization but it may face
challenges that may warrant the attention of the organization. The process of hiring people with
skills to join an organization takes time and is risky as hiring the wrong person is expensive since
recruitment and training costs are high. Recruitment of new employees is risky as organizations
hire people with no or little work experience. Communication and behavioral issues may arise if
the new employee does not understand the responsibilities he is supposed to undertake (Anderson,
2015).
Lack of open communication may pose a challenge to an organization since failure to
provide information creates a situation where new employees lack awareness of growth and
opportunities. Communication challenges also arise when employees do not feel comfortable when
engaging with their managers on the issues arising in the workplace. The solution is to ensure a
new employee is aware of the organization’s communication policies. The employees should often
meet with the managers to discuss progress and matters arising in their roles. The organization
should also offer a conducive environment that will enable employees to learn and succeed in their
tasks (Anderson, 2015).
Group behavioral challenges include acceptance of a new employee to teamwork as other
members may have preconceived notions based on stereotypes they have on new staff. Most
organizations such employees as people who lack company loyalty. They are discouraged right
from the entry level since they demand attention which portrays lack life balance and instant
fulfillment. This work attitude results in a coworker resentment and lacks interest in working with
new employees (Anderson, 2015). In order to change this ideology, a company should lay out
proper procedures to be followed for every workforce and encourage teamwork among the
members.
Communication Challenges and Strategy
3
Another behavioral challenge is when a new employee disrespects or shows presumptive
behaviors towards other team members. When an employee depicts to be highly opinionated there
are high chances the employee will be quickly isolated by the other team members. This happens
when a new employee presumes to know more about work than the superiors thus the employee
will have difficulty being accepted by other team members (Anderson, 2015). Therefore,
companies should be proactive to address such behaviors by training and mentoring new
employees and even insists on counseling them if such behaviors persist. Organizations should
consider assigning superior employees to mentor new employees so as to help them learn how to
be successful in the company. Further, the organization should intervene if a group or individual
problem arise as it affects the employee’s performance (Anderson, 2015). Ultimately organizations
should create a healthy working environment that motivates employees to remain as part of the
organization for a long period of time.
Failure to communicate fully is another issue facing many organizations. This happens
when the use of emails and texts are highly dominated as they are easily overlooked or
misunderstood. The use of clear and detailed transfer of information through emails helps new
employees to comprehensively understand the organization’s issues easily hence making them
work efficiently and become more productive (Anderson, 2015).
Sometimes employees transfer the wrong information when they speak before they think.
This transforms negative information about the organization which gives the new employees a
negative image about the organization as well as the existing employees they hope to work with.
Gossips and exchange of inappropriate information bring negative energy among the new
employees. Everyone in the organization should emphasize the need to be confidential on sensitive
matters that may distort the image of the organization. Meetings should be held at closed doors
Communication Challenges and Strategy
4
and avoid engaging in sensitive matters through emails or letters as they can be accessed by other
people. Every organization should streamline their line of communication from high-level to lowlevel employees so as to have effective communication and ensure they have a good
communication policy in place that can be used to train new members of staff (Anderson, 2015).
Use of wrong communication tools affects employees negatively. There are situations
when an email is appropriate but other times a phone call or face to face conversation is more
suitable. Use of the wrong tools leads to a communication breakdown with the new employee since
they are not used to the organization’s ways of communication. Use of messages should be used
when communicating informal matters while the use of emails should be used when conveying
formal matters. Employees should understand that when solving a sensitive and risky situation a
phone call or skype session allows effective communication and if the communication is
conveying negative news an in-person approach is the most appropriate way to convey the
messages (Anderson, 2015).
Culture differences pose a communication challenge for new employees. When individual
groups assemble they have a culture of discussing issues in the workplace while sidelining the new
employees. Employees tend to stick with other employees whom they are familiar with based on
their culture and this brings communication issues. The new employees might feel they are in an
unfriendly work environment and this lowers their motivation to work. Religion also affects the
behaviors of new employees as Muslims tend to interact with their fellow Muslims while
Christians interact more with the other Christians. Therefore, companies should mix their
employees and assign tasks in form of groups to break the religious differences. There should be
brainstorming sessions where everyone is given a chance to contribute (Anderson, 2015). New
Communication Challenges and Strategy
5
employees should be given a platform where they can air their views on issues the company is
facing and advice on the best way to address those issues.
In the long run communication issues in the workplace have negative impacts as they
negatively affect the interdepartmental working relationships. Communication breakdown cuts
into profits increase staff turnover and in the long run, the company public image may be impacted
negatively. Organizations should make sure they have good communication policies so that they
can provide a suitable environment for new employees. Team members should be ready to
accommodate new employees and offer training on how to carry on their daily activities with ease
(Anderson, 2015). Most organizations should set visions of a transformed culture and business
performance which requires leadership behavior and capability beyond the boundary of a current
belief.
Communication Challenges and Strategy
6
References
Anderson, R. J., Adams, W. A., & Adams, B. (2015). Mastering leadership: An integrated
framework for breakthrough performance and extraordinary business results. John Wiley
& Sons.
Running Head: Communication Challenges and Strategy
Communication Challenges and Strategy
Jennifer McCaskill
LDR/531
3/4/19
Instructor: David Rollins
1
Communication Challenges and Strategy
2
Successful hiring of new employees is important for every organization but it may face
challenges that may warrant the attention of the organization. The process of hiring people with
skills to join an organization takes time and is risky as hiring the wrong person is expensive since
recruitment and training costs are high. Recruitment of new employees is risky as organizations
hire people with no or little work experience. Communication and behavioral issues may arise if
the new employee does not understand the responsibilities he is supposed to undertake (Anderson,
2015).
Lack of open communication may pose a challenge to an organization since failure to
provide information creates a situation where new employees lack awareness of growth and
opportunities. Communication challenges also arise when employees do not feel comfortable when
engaging with their managers on the issues arising in the workplace. The solution is to ensure a
new employee is aware of the organization’s communication policies. The employees should often
meet with the managers to discuss progress and matters arising in their roles. The organization
should also offer a conducive environment that will enable employees to learn and succeed in their
tasks (Anderson, 2015).
Group behavioral challenges include acceptance of a new employee to teamwork as other
members may have preconceived notions based on stereotypes they have on new staff. Most
organizations such employees as people who lack company loyalty. They are discouraged right
from the entry level since they demand attention which portrays lack life balance and instant
fulfillment. This work attitude results in a coworker resentment and lacks interest in working with
new employe …
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