Category: Leadership

EXEGESIS RESEARCH PAPER: MEANING OF THE PASSAGE AND BIBLIOGRAPHY

ASSIGNMENT INSTRUCTIONS

OVERVIEW

The Meaning portion of the paper will run between 4-5 pages double-spaced in 12 point Times

New Roman font type. You will re-write the Context section as needed, taking into consideration

any feedback provided by the professor in your paper or on the grading rubric.

INSTRUCTIONS

In the Meaning portion of the paper, you are analyzing and exegeting the text verse-by-verse

utilizing the commentaries and journal articles listed in your Bibliography. I should see a

significant number of footnotes in this section as you interact with and engage with comments

and observations of commentators and journal article authors. Pay attention to the text! Your

interpretation of the text should be based in the text not imposed upon the text from some

external source. The sources you use to assist you in your study of the text must be current (1950

to the present) and scholarly (written by academics with credentials that qualify them to write not

popular treatments written for laity) using those found in the ATLA database as a guide. For

example, J. Vernon McGee, although an outstanding popular Bible teacher in his day, is not a

scholarly source.

Be sure to rely on the required hermeneutics text by Kaiser and Silva for guidance about how to

do basic exegesis and interpretation of a biblical text and to utilize Ecologies of Faith in a

Digital Age in analyzing your text from a spiritual formation perspective.

Note: Your assignment will be checked for originality via the Turnitin plagiarism tool.

HI , this my prof comments Overall, a good assignment though there are some issues to address I have put comments in your assignment and include it here. Apart from the comments, you need to look at the structure generally of the assignment you have loads and loads of paragraphs some of which are connected to each other some which are not there is no pattern I have suggested headings may help with this but with the others you need to look at each paragraph and decide whether it is building on the previous bit or is a brand new topic and explain that, otherwise it comes across as being just a bunch of paragraphs not really connected. References are appropriate and in a good number too.

If you could just fill these in maybe talk about how i have not had alot of ward placments and I would like to get more experiance on care planning admitions discharge risk assessment mental health aseessments explain i know what it all is but would be good to put it into action in my next placment.

Please read and follow all instructions and the rubric.

The use of virtual teams is on the rise, particularly in the wake of the COVID19 pandemic. Many organizations have a more dispersed workforce as a result, this however, can make employees who are used to working in teams feel alone or isolated. This presents a problem to the use and benefit of teamwork in the workforce. Read the HBR article, “” and then discuss ways that your work or life has become virtual and how this transition has impacted you. Consider questions like the following when writing your post:

• How has communication styles or practices changed?
• How have working or personal relationships changes as it relates to technology and virtual interactions?
• What significant changes have you introduced in order to find greater success in a more virtual world?
• How has virtual collaboration been for you? Describe any internal and/or external resistors. What has improved?

Students should not have the same case study topic as other students. If you choose a similar topic, make the situation different.

Case Study Creation

Create a case study specific to a practicing hygienist, a hygienist in a leadership role, or a hygiene educator. This case study should offer multi-variable challenges and engage the reader on multiple topics covered this semester, (communication, cross-cultural communication, conflict resolution). The case study should also have a financial component, at least one challenge with a budget, salary, income statement, balance sheet, etc.

The case study should be broken into four parts:

1. Case Study: background information, identify issue and conflict, and create a challenge to the reader

2. Analysis: (1) Identify each issue listed in the case study. (2) Take a step back to view the big picture. Identify relevant issues not listed in the case study (cultural, socioeconomic, limitations, etc.). This may require critical thinking.

3. Action Plan: Your proposed plan of action with alternatives, and with a way to measure success.

4. Report: Research and explanation behind your action plan.

Utilize 5 APA citations with annotated Bibliography . You will need to research and reference multiple sources for your report.

Discuss your case study topic in this week discussion board. When you have completed the assignment, save your file, and return to this link to upload it for evaluation and grading.

******* On separate page; 5-6 sentences

Week 7: DISCUSSION ASSIGNMENT: Takeaways

Public Health Leadership & Management – Takeaways

INSTRUCTIONS TO STUDENTS: Review resources prior to responding to the discussion assignment questions located below:

No one should have the same topics or same situations.

Qualitative research project on leader-follower communication Details: Locate three followers who report to different organizational leaders (three different leaders). Using qualitative in-depth interview methods and procedures, determine how followers want their leaders to communicate with them style, quantity, type, etc. Write a research paper that presents the research question that answers what followers want from their leaders regarding communication, the methods and procedures used, the data collected, the analysis of the data, and your general findings. ——————————————————————————————————— Assignment Breakdown: Conduct three interviews with followers from different organizations who report to three different leaders. Gather qualitative data through in-depth interviews regarding followers’ preferred communication styles, frequency, and impact. Write a research paper addressing the research question: What do followers want from their leaders in terms of communication? Discuss methods, data collection, analysis, and findings. Support your research with academic sources (at least six scholarly references). Include interview documentation (make sure your questions in an Appendix after your References section). Assignment Details: Please review this PowerPoint Download this PowerPointfor details of what you will cover in your paper. Your professor will go through this presentation with you at the beginning of Period 2 as well, to ensure you understand the project and how it will be delivered. Sample Interview Questions: What is your position in the organization? What types of tasks do you work on with your supervisor? How many hours a week do you spend with your supervisor? What methods of communication do you use with your supervisor? (Email, meetings, phone, etc.) How often do you feel heard, empowered, and valued by communicating with your supervisor? How does your supervisors communication style align with your preferences and personality? If you could change one thing about how your supervisor communicates with you, what would it be? Research Paper Structure & Requirements Length: 8-10 pages (not including title page, references, and appendices). Because you will be covering a lot of information, your paper can go up to 12 pages of content Format: APA formatting only Sections to Include: Title page – Standard APA formatting Abstract Summarize the essence of your research. Introduction Clearly outlines the research purpose and what the reader can expect. Core Content; Methodology & Findings Present your research findings, key themes, and analysis. Conclusion Summarize key takeaways without introducing new information. References – Include all secondary data sources, which should be associated with in-text citations throughout your paper (one source to approx. every 300-500 words minimum). Appendices – Place after the References section. REQUIRED: You must include all standardized interview questions you used

The purpose of this assignment is to explore and critically present your views about ethics and its role in leadership. Consider your views, experiences, and readings about ethics. In a paper (4-5 pages, excluding your title page and reference list), discuss the following: Definition of ethics. Support comments with three or more relevant references. Provide an overview about the role of and need for ethics in leadership from the perspective of your profession. Identify the main ethical responsibilities in your professional field and position. Describe the main ethical challenges posed in your field of work, profession.

Below and attached are the instructions. Servant Leadership Style is what I want you to use.

OVERVIEW

This assignment provides students with an opportunity to assimilate the leadership knowledge

acquired from this course concerning their preferred leadership style and integrate it with

Biblical applications. Students will combine knowledge obtained from the textbook, peer-

reviewed journal articles, and the Bible in completing the assignment.

INSTRUCTIONS

Search the Bible for at least three verses / passages that demonstrate the application of your

preferred leadership style. The paper must include five sections:

First section: Introduction

Second section: State and discuss the Bible verses that can be applied to your preferred

leadership style. Please make sure to review and analyze the context of the verses you

selected to gain a correct understanding of the message contained therein.

Third section: Discuss leadership principles / concepts found within your Bible verses.

Fourth section: Discuss the importance of understanding and applying the truth of the Bible

in relationships concerning leaders and followers.

Fifth section: Conclusion

Your paper must include:

Minimum 2000 words body of the paper (not including the title page, abstract, and

references)

The Bible

5 scholarly, peer-reviewed sources

Course textbooks

Title page

Abstract

Reference list

Here is information about servant leadership from the textbook “Leadership” by Peter G Northouse

Servant leadership is a paradoxan approach to leadership that runs counter to common sense. Our everyday images of leadership do not coincide with leaders being servants. Leaders influence, and servants follow. How can leadership be both service and influence? How can a person be a leader and a servant at the same time? Although servant leadership seems contradictory and challenges our traditional beliefs about leadership, it is an approach that offers a unique perspective.

Servant leadership, which originated in the writings of Greenleaf (1970, 1972, 1977), has been of interest to leadership scholars for more than 40 years. Until recently, little empirical research on servant leadership has appeared in established peer-reviewed journals. Most of the academic and nonacademic writing on the topic has been prescriptive, focusing on how servant leadership should ideally be, rather than descriptive, focusing on what servant leadership actually is in practice (van Dierendonck, 2011). However, in the past 10 years, multiple publications have helped to clarify servant leadership and substantiate its basic assumptions.

Similar to earlier leadership theories discussed in this book (e.g., skills approach [Chapter 3] and behavioral approach [Chapter 4]), servant leadership is an approach focusing on leadership from the point of view of leaders and their behaviors. Servant leadership emphasizes that leaders be attentive to the concerns of their followers, empathize with them, and nurture them. Servant leaders put followers first, empower them, and help them develop their full personal capacities.

In addition, like the authentic leadership approach, which is discussed in Chapter 9, and ethical leadership, which is explored in Chapter 16, servant leadership is viewed as a moral form of leadership. Servant leaders are ethical and lead in ways that serve the greater good of the organization, community, and society at large. What sets servant leadership apart from other moral leadership approaches is its focus on serving these multiple stakeholders (Lemoine, Hartnell, & Leroy, 2019).

Servant Leadership Defined

What is servant leadership? Scholars have addressed this approach from many different perspectives resulting in a variety of definitions of servant leadership. Greenleaf (1970) provides the most frequently referenced definition:

[Servant leadership] begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. . . . The difference manifests itself in the care taken by the servantfirst to make sure that other peoples highest priority needs are being served. The best test . . . is: do those served grow as persons; do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? And, what is the effect on the least privileged in society; will they benefit, or, at least, will they not be further deprived? (p. 15)

Although complex, this definition sets forth the basic ideas of servant leadership that have been highlighted by current scholars. Servant leaders place the good of followers over their own self-interests and emphasize follower development (Hale & Fields, 2007). They demonstrate strong moral behavior toward followers (Graham, 1991; Walumbwa, Hartnell, & Oke, 2010), the organization, and other stakeholders (Ehrhart, 2004). Practicing servant leadership comes more naturally for some than for others, but everyone can learn to be a servant leader (Spears, 2010). Although servant leadership is sometimes treated by others as a trait, in our discussion servant leadership is viewed as a set of behaviors.

Historical Basis of Servant Leadership

Robert K. Greenleaf coined the term servant leadership and is the author of the seminal works on the subject. Greenleafs persona and writings have significantly influenced how servant leadership has developed on the practical and theoretical level. He founded the Center for Applied Ethics in 1964, now the Greenleaf Center for Servant Leadership, which provides a clearinghouse and focal point for research and writing on servant leadership.

Greenleaf worked for 40 years at AT&T and, after retiring, began exploring how institutions function and how they could better serve society. He was intrigued by issues of power and authority and how individuals in organizations could creatively support each other. Decidedly against coercive leadership, Greenleaf advocated using communication to build consensus in groups.

Greenleaf credits his formulation of servant leadership to Hermann Hesses (1956) novel The Journey to the East. It tells the story of a group of travelers on a mythical journey who are accompanied by a servant who does menial chores for the travelers but also sustains them with his spirits and song. The servants presence has an extraordinary impact on the group. When the servant becomes lost and disappears from the group, the travelers fall into disarray and abandon the journey. Without the servant, they are unable to carry on. It was the servant who was ultimately leading the group, emerging as a leader through his selfless care of the travelers.

In addition to serving, Greenleaf states that a servant leader has a social responsibility to be concerned about those who are marginalized and those less privileged. If inequalities and social injustices exist, a servant leader tries to remove them (Graham, 1991). In becoming a servant leader, a leader uses less institutional power and control while shifting authority to those who are being led. Servant leadership values community because it provides a face-to-face opportunity for individuals to experience interdependence, respect, trust, and individual growth (Greenleaf, 1970).

Ten Characteristics of a Servant Leader

In an attempt to clarify servant leadership for practitioners, Spears (2002) identified 10 characteristics in Greenleafs writings that are central to the development of servant leadership. Together, these characteristics comprise the first model or conceptualization of servant leadership.

Listening. Communication between leaders and followers is an interactive process that includes sending and receiving messages (i.e., talking and listening). Servant leaders communicate by listening first. They recognize that listening is a learned discipline that involves hearing and being receptive to what others have to say. Through listening, servant leaders acknowledge the viewpoint of followers and validate these perspectives.

Empathy. Empathy is standing in the shoes of another person and attempting to see the world from that persons point of view. Empathetic servant leaders demonstrate that they truly understand what followers are thinking and feeling. When a servant leader shows empathy, it is confirming and validating for the follower. It makes the follower feel unique.

Healing. To heal means to make whole. Servant leaders care about the personal well-being of their followers. They support followers by helping them overcome personal problems. Greenleaf argues that the process of healing is a two-way streetin helping followers become whole, servant leaders themselves are healed.

Awareness. For Greenleaf, awareness is a quality within servant leaders that makes them acutely attuned and receptive to their physical, social, and political environments. It includes understanding oneself and the impact one has on others. With awareness, servant leaders are able to step aside and view themselves and their own perspectives in the greater context of the situation.

Persuasion. Persuasion is clear and persistent communication that convinces others to change. As opposed to coercion, which utilizes positional authority to force compliance, persuasion creates change through the use of gentle nonjudgmental argument. According to Spears (2002), Greenleafs emphasis on persuasion over coercion is perhaps related to his denominational affiliation with the Religious Society of Friends (Quakers).

Before you read the rest: I need this to be made in a Power Point, I need a script so I’ll be able to record myself presenting this information. Make a PowerPoint presentation in which you apply Paul & Elder’s critical thinking tools, Stroh’s four-stage change process and Stringer & Aragon’s Look-Think-Act action research model to an existing problem of practice in your organization. Describe the components of systems thinking, the four-stage change process and the Look-Think-Act action research process to a chosen audience in your organization. Explain how these concepts can create opportunities for improvement within the organization. Create questions to encourage audience members engage in collaborative dialogue to identify how the information presented would address the problem of practice and create positive organizational change. Identifying appropriate strategic priorities requires a firm understanding of an organization’s political landscape. Knowing the key players and how to leverage relationships will help you develop a strategic plan that is meaningful to all stakeholders. Gaining stakeholder buy-in is the key to success when attempting to meet the strategic goals outlined on a balanced scorecard. This assessment provides an opportunity for you to gain insight into organizational power structures and their effects on organizational culture, policies, and communications. For this assessment, you will identify a problem of practice in your organization and then explain how Elder & Paul’s critical thinking tools, Stroh’s four-stage change process, and Stringer & Aragon’s ‘Look-Think-Act’ action research model could be used to address this challenge. At the end of the presentation, you will ask several questions of your audience to promote greater understanding of how each of these concepts might apply to their organization. Collaborating in Action Research Action research can be a collaborative approach to inquiry that provides a means of systematic action required to resolve problems of practice. Effective leaders use these questions to ensure ongoing systematic and collaborative inquiry: How do organizations use research to gather and record data in ways that extend organizational learning and communication? How do organizations employ interpretive processes to understand data and analyze the way the data reveals organizational features and patterns? How do learning organizations use research to plan and implement practical solutions to problems? Paul and Elder’s Critical Thinking Tools Read the following to learn how to improve all three components of thinking: analysis, evaluation, and rethinking. As you continue to read and reflect on this text, youll become more proficient at analyzing your own thought processes and better understanding where you stand in the hierarchy of effective critical thinking. Paul, R., & Elder, L. (2012). Critical thinking: Tools for taking charge of your learning and your life (3rd ed.). Rowman & Littlefield Publishing. Available in the courseroom via the VitalSource Bookshelf link. Watch this VitalSource video for more information. Chapter 3, “Self-Understanding,” on pages 4555. Stroh’s Four-Stage Change Process These readings will help you develop an understanding of the four-stage change process that leaders can use to strategically to facilitate long-term organizational change. This begins in Stage 1 by building a foundation that includes engaging key stakeholders by establishing common ground and building collective capacities. In Stage 2, stakeholders are encouraged to face the current reality by understanding what is happening and their own role in constructing the current reality. Stage 3 focuses on helping stakeholders make an explicit choice about what they collectively want, and Stage 4 is intended to help stakeholders bridge the gap between their ultimate aspirations and the current reality. Consider how attending to each of these stages can help you become more sensitive to your own organizational dynamics when leading change and innovation. Stroh, D. P. (2015). Systems thinking for social change: A practical guide to solving complex problems, avoiding unintended consequences, and achieving lasting results. Chelsea Green Publishing. Introduction. Chapter 1, Why Good Intentions Are Not Enough. Chapter 5, “An Overview of the Four-Stage Change Process,” pages 7178. Chapter 6, “Building a Foundation for Change,” pages 7090. Chapter 7, “Facing Current Reality: Building Understanding Through Systems Mapping,” pages 91122. Stringer and Aragon’s Look-Think-Act Action Research Model Unlike experimental or quantitative research that looks for generalizable explanations related to a small number of variables, action research seeks to engage the complex dynamics involved in any social context. It uses continuing cycles of investigation designed to reveal effective solutions to issues and problems experienced in organizations. The following materials explain how action research can be a collaborative approach to inquiry that provides a means of systematic action required to resolve problems of practice. Focus on the components of these steps in the action research process: look (to gather relevant information and describe the situation), think (to explore, analyze, interpret, and explain), and act (to plan a course of action based on analysis and implement a solution). Stringer, E. T., & Ortiz Aragon, A. (2020). Action research (5th ed.). Sage. Chapter 1, “Understanding Action Research,” pages 442. Chapter 2, “Theoretical Foundations of Action Research,” pages 4379. Chapter 3, “Setting the Stage: Initiating an Action Research Process,” pages 86120. Chapter 4, “Look: Generating and Gathering Data,” pages 121161. Chapter 5, “Think: Reflecting and Analyzing,” pages 162194. Chapter 6, “Act: Implementing Practical Solutions,” pages 195223. Create a PowerPoint presentation in which you apply Paul and Elder’s critical thinking tools, Strohs four-stage change process, and Stringer and Aragons Look-Think-Act action research model to an existing problem of practice in your organization. Describe the critical thinking tools, the four-stage change process and the action research model to a chosen audience in your organization. Explain how the leadership of the organization could follow these processes to identify and find solutions to a problem of practice. Create questions to encourage audience members to collaborate on how the information presented could be used to identify solutions for the problem of practice. Introduction Identify a problem of practice that currently exists in your organization. Identify and briefly describe your target audience (individual or group). The Application of Critical Thinking Tools Evaluate how critical thinking tools (three components of thinking) can provide clarity about the problem of practice. Use critical thinking tools to identify and provide clarity to the problem of practice. The Application of Four-Stage Change Process Explain how the four-stage change process could be applied to find solutions to the problem of practice. The Application of Stringer and Aragons Look-Think-Act Model Practical Recommendations Describe the Look-Think-Act action research model. Provide a set of specific practical recommendations about how an action research inquiry cycle could be followed to plan, implement, and evaluate solutions to the problem of practice. Questions to Promote Continuous Improvement and Organizational Learning Create a set of questions that will foster reflection and collaborative dialogue by the target audience about how the organizations leadership can use critical thinking tools, the four-stage change process, and the action research model to identify and implement solutions to the problem of practice. References Be sure to include and properly formatted References slide at the end of your presentation. Your assessment should also meet the following requirements: Presentation: Use PowerPoint Presenter’s notes: Include a presentation script as an attached document. Length: 1015 content slides. References: As needed to support your ideas. Include a References slide at the end of the presentation. APA format: Use appropriate APA style and formatting for citations and references.

i want you to fill this paper first paragraph 1 is about the importance of adaptability and flexibility in leadearship for paragraph 2 the role of learning in leadership development , in the attached fiels you will see the example of the expoitory paragraph and how structured it shoul be in and in the powepoint there are steps to write a paragraph it should be following the steps and you need to fill the Planning and writing paragraphs sheet.docx 3×3 structure, topic sentence and conclusion, for every paragraph page it should be 300 word