Grace has a lot of way to walk in order to become in a great leader. First of all, I believe she should work in her self-confidence. At some point, I felt she was about to give up trying to lead her own friends because she felt they didn't respect her as a boss. That’s also an immature reaction. Talking about some skills, she need to learns how to differentiate between knowing her coworkers' feelings and control them so the work environment is not affected with the external situation.
She has shown her knowledge becoming a respected expert in her field. She had developed a strong team of loyal employees, and consensus builder. Julie Cobb maintained her integrity by holding a high ethical standard while others were making questionable, she also focused on the future. 2. Would you promote someone into a key leadership position who is considered a “people pleaser”?
But if he thinks as a reasonable person he would think about his company’s position and would work it out to find some other family member to take care of his grandmother. 6. What are my audience’s values in relation to this message? What do they care about most? Jeff Clarke is a valuable person for the company, but his past conduct (considering his grandmother’s sickness) demonstrates that he gives priority to family issues over work related issues.
That would be my first best practice. When employees know the procedures and policies they are required to abide by, and the procedures for how discipline is handle it will make situations easier to handle since all this was informed of ahead of time. It will also provide employees with an understanding that if they do something wrong so and so will happen, before hand which can deter employees from doing that certain act in the first place. Not every company has a set polices or procedure for how discipline is handled therefore this can sometimes create panic for some employees who may fear they loss of their job, simple guide lines by a supervisor can be given as to what may happen to employees when certain actions are taken or not taken. Supervisors should always be aware and encourage employees to discuss any issue with them.
Being disagreeable is not necessary a bad thing, however to deal with any conflict I must learn to cooperate in order to meet my long term goals in every area of my life. I must learn to say “No” in situations that will cause role overload leading to exhaustion, emotional outbursts, a negative attitude, and low job morale. In order to become an effective manager I must improve my self-awareness, self-regulation, motivation and empathy skills. As the team lead of my department I became responsible for three employees when the supervisor was out of the office and/or in a meeting. All three woman came from different walks of life which impacted their level of emotional intelligence.
The way he didn’t give up when he did not have to positive encouragement from his community is another reason why this piece stood out to me. It told me that even though that everyone will not be on the same page as you but you should not give up because you are making it count to not only you but someone else that may look up to you. Like when he goes to tell wife Michelle that he wants to quit she tells him that this project will be the most important thing they will ever do. She says that she understands that it will be hard and there will be a lot of sacrifices but she is willing to find out together. By his wife standing by his side willing to change all her ways made me believe that there is always someone there with you even if you don’t know
3) What characteristics of Indonesian workplaces are referred to in this profile? Some characteristics include sensitivity to the employee needs. Business relationships are very maternal in that managers take care of their employees like they would their family. Often time’s employees in Indonesia fear that if they deliver bad news they will be blamed for it. Finally many employees practice self-control so any anger they feel is hidden and therefore problems are not addressed when they need to be.
Being an authentic leader means they must be true to themselves and their values and act accordingly. Only through authentic leadership will nurse managers and leadership be able to become the “glue” to hold together a healthy work environment under the stress of a constant change. The nurse leader will be faced with more difficulty in achieving positive and productive working relationships due to the more specialized practice roles or experts in the workplace. Typically experts are less likely to share information amongst one another, to help one another complete jobs, or to share resources. The leader in 2021 must be able to demonstrate a high level of collaboration themselves and create a community with clear communication and resolving conflicts
(Keller & Kotler, 2006) There are as many leadership styles as there are books, etc. Trust is the one characteristic that appears in every book listed in Keller’s book (Keller & Kotler, 2006). Inspiring trust is essential to successful leadership. People will not follow someone as their leader unless they trust him/her; they won’t follow anyone unless they believe that person knows and communicates what he/she is doing. According to author Stephen M. R. Covey in his book “The Speed of Trust: The One Thing That Changes Everything,” when trust goes down productivity also goes down and costs go up.
Let me fist began with accountability. Accountability is major part of being successful in life and in your career. It seems like in society, people are just looking for any avenue possible to shift the blame and not take responsibilities for their own actions. I feel employers are looking for someone who not only acknowledges his or her errors, and take responsibility for his or her actions, but also someone who is willing to learn from their mistakes and not blame someone else. Everyone makes mistakes but the real test is how you react.