Category: Management

!!!!! PLEASE LOOK AT THE EXAMPLES AND TIE IT TO THE READINGS. JUST LIKE THEY DID USE SOME OF THE READING EXAMPLES THEY USED PLEASE DO NOT GIVE A GENERIC RESPONSE. !!!!

This week we also discussed several articles by Adam Grant, a popular organizational psychologist & best-selling author. Adam’s research suggests that there are three basic types of employees in an organization: Givers (Individuals who look to benefit others), Takers (Individuals who claim value without reciprocating), and Matchers (Individuals who give and take equally). In this discussion, we want to take a closer look at how to best support “Givers” and how to deal with “Takers”.

Questions & Instructions

Put yourself in the position of leading a global team:

1. What strategies do you find most effective in supporting “Givers” in your organization?
2. Imagine you have an individual on your team who performs exceptionally well but who is a “Taker”. How would you deal with this individual?

Examples:

1. 1. What strategies do you find most effective in supporting Givers in your organization?

I like the strategy of limiting availability to givers, because it will allow them to focus on their own work without compromising the quality of it. If you put no limit on what givers can help out, then they will constantly being giving without ever focusing on the true intention of their job, which is to do well in their job tasks. By limiting their availability to help others it will allow them to have time to perform well in their own job tasks, and eventually learn to balance helping others and performing their own work. I am someone who is always willing to lend a hand, but I learned over time there needs to be some limit on how much we can help, so we do not compromise ourselves. Also, by limiting yourself it will allows to grow themselves and not constantly rely on someone else to do their work. While I encourage helping out, limits always need to be put in place, which can apply for really anything.

2. Imagine you have an individual on your team who performs exceptionally well, but who is a Taker. How would you deal with this individual?

I would deal with a person like that by challenging them to do something a giver would excel at, and that is by helping other people within the organization. A perfect way for this to occur in construction is for them to train an intern into a position full-time. There are many ways a taker could train an intern, but the best to evaluate their skills at that is by seeing the progress of the intern and understanding if the taker is willing to do a good job in helping others. If the taker is truly a taker, then results will likely show their project going well, but the intern not learning or growing at a rate necessary to work on their own. If the taker is truly helping out an intern, then the intern will be able to perform on their own in a certain amount of time, usually a year. Instead of confronting someone for being a taker, challenge them to do something a giver would do and see whether they can succeed at it.

Example

1.The strategies I found most effective for supporting givers and my organization were helping them set boundaries so they don’t overextend or overexert themselves. What it comes down to is that I’m a giver myself, and sometimes people who play into empathy can make it a huge game for them, but it could be to my detriment. I like to help people, but I also know that if I help too much and it seems like I’m going out of my way, other people may see me as a doormat. I like the advice that Adam said with having boundaries and utilizing your network, i.e., other employees or managers that could serve as mentor figures to help you with your task, so that you don’t overextend yourself. It is also important to know that it is OK to put your needs at the forefront, because they are important and affect you. For example, one example that I really liked was the lady who worked overseas, and she was ready to come back home to the United States, specifically New York, and she wanted the New York position, but she heard that it could be overstaffed. Instead of neglecting her own needs, she focuses her negotiation skills on how they could benefit others, i.e., her family. By tailoring her points to show how it could help others, she was able to land a position in New York, be closer to her family, and have her needs met. I like that using this form and method of negotiation helps you, and that you can give and take, rather than be solely a giver or a taker.

If I had an individual on my team who performs exceptionally well but who is a taker, I would want to deal with this individual by having an honest conversation with them and letting them know that they take more than they give, and that sometimes in a team, you have to be able to give just as much as you take. I want to let them know that it is not a bad thing that they are a taker, but also that it could help them on their journey to become a giver, and to balance both their skill sets and the benefits to themselves and the team at large. Whether they are receptive to this or not, it’s up to them, but I will want to have an honest conversation with them and not make it seem like I am attacking them, but to let them know about their weaknesses and to show humility and their character flaws, but also how we can help them improve.

This assignment is a one-page (double-spaced) description of what you found relevant, interesting, and useful from one of the following: (1) the weeks assigned chapter in the course textbook; the reading of the week; or (3) the assigned video of the week. Please specify in the assignment the content you are referencing. Note that the course is designed for you to think about this content and apply it to yourself; hence, all that you need to submit is a paper reflecting your thoughts about the work to which you were exposed over the week and how it can apply to and benefit you. To receive full credit, assignments should be typed double-spaced, use proper grammar, spelling, etc., and show reasonable personal reflection.

I need the solution delivered by the 22nd of this month. I need six references in APT format, and I don’t want a solution from the internet or artificial intelligence; I want a solution from you.

You are a Project Manager for Elevate Hospitality Group, a leading operator of luxury hotels, resorts, and eco-lodges across the country. The executive leadership team has requested a data-driven Tableau dashboard to support workforce planning and performance optimization across various hospitality departments.

Youve received a dataset containing detailed information on 1,500 employees spanning departments such as Front Desk, Food & Beverage, Guest Relations, Housekeeping, and Facilities. Your goal is to analyze this data, identify trends, and present a professional dashboard that highlights staffing patterns, attrition risks, compensation insights, and performance indicators across the organization.

This dashboard will inform key decisions on recruitment, training, scheduling, and resource allocation for upcoming seasonal projects.

Use the dataset titled Hospitality_Tourism_Workforce_Data_Final__.xlsx, which includes the following fields:

First Name / Last Name	Employee identity (can be anonymized)
Gender	Male, Female, Non-binary
Age	Employees age
Department	Department (e.g., Front Desk, Housekeeping)
Job Title	Specific hospitality role
Business Sub-category	Hotel type (e.g., Luxury Resort, Eco Lodge)
Hire Date / Exit Date	Start and end dates of employment
Attrition	Yes/No (whether the employee left)
Shift Type	Morning, Evening, Night, or Rotational
Performance Rating	Score from 1 (Low) to 5 (Excellent)
Marital Status	Single, Married, Divorced, etc.
Distance From Home	Commute distance in miles
Salary	Actual annual salary
Years of Experience	Total years in the workforce
Employment Type	Full-Time, Part-Time, Seasonal
Education Level	Highest degree completed
Average Income	Industry benchmark income based on role

Dashboard Development Requirements (in Tableau)

Design an interactive dashboard that mirrors the layout and storytelling style of the sample video shared below. Your dashboard should include:

Average Age by Department and Job Role (by Gender)

• Matrix view or heat map showing male/female averages.

Overall Gender Distribution

• Pie or donut chart.

Gender by Job Role

• Side-by-side bar chart or stacked bar.

Gender & Marital Status Breakdown

• Treemap or stacked bar by gender and marital status.

Total Employees by Education Level

• Bar chart showing education field breakdown.

Average Monthly Income by Department and Job Role

• Bar chart or table with monetary values.

Years of Experience

• Line or area chart split by gender.

Total Employees by Department and Job Title

• Matrix or clustered bar chart.

Include the appropriate filters

Submission Requirements

You must submit:

• Tableau Dashboard File (.twbx)Complete and professionally styled dashboard

1520 Minute Video Demonstration: Include the following in your recording:

• Introduction to the project and dataset
• Walkthrough of the full dashboard
• Insights on attrition, pay, performance, and department needs
• Demonstration of dashboard filters and interactivity

What Is Tableau?

Tableau is a stand-alone data visualization software that has gained tremendous popularity for its attractive output, versatility, and ease of use. Tableau is designed to allow users with little technical experience to develop attractive visualizations interactively and to drill down the data for business insights. Users can easily switch between different visualizations to select the most compelling graphs for their storytelling. In addition, Tableau allows users to create interactive dashboards, which can display real-time data, to support business decision making.

Note on Accessing Tableau for Your Assignment

For this assignment, you can use Tableau Public, a free and user-friendly platform to create and share interactive data visualizations.

What is Tableau Public? Tableau Public is a free platform that allows you to explore, design, and publicly share your data visualizations (also known as vizzes). You can create vizzes directly through the web authoring tool or by downloading the Tableau Desktop Public Edition at no cost.

If you already have Tableau Desktop Professional Edition, you can still publish your work to Tableau Public for free.

Why use Tableau Public?

• Its free and accessible
• It provides millions of public visualizations to explore and learn from
• It helps you build your data skills
• You can create an online portfolio of your work
• Youll be part of a global data community that shares, collaborates, and grows together
• To get started, visit: m

Backgrounds: ClearFlow Medical Devices, a mid-sized manufacturer specializing in advanced surgical suction and drainage systems, has experienced steady growth over the past five years. However, increased demand and tighter regulatory oversight have exposed weaknesses in their production quality and process consistency. Recent internal audits revealed a 3.5% defect rate in the final assembly linewell above the companys goal of less than 1%. To address these issues, the COO has approved the implementation of a Six Sigma initiative, appointing a cross-functional team to lead a DMAIC (Define, Measure, Analyze, Improve, Control) project focused on improving final assembly output. The project team consists of quality engineers, line supervisors, production analysts, and a Six Sigma Black Belt facilitator. The team is tasked with:

• Identifying root causes of defects.
• Reducing variability in the assembly process.
• Improving process efficiency without increasing costs.
• Ensuring long-term control and sustainability.

As part of the companys Six Sigma training program, youa Six Sigma Green Belt traineehave been assigned to lead a presentation to management explaining the principles, tools, and roles involved in Six Sigma and how they relate to ClearFlows quality improvement goals.

Discussion Questions:

1. What is Six Sigma, and what does it mean mathematically? Explain the origin of Six Sigma, what a six sigma level of quality represents in terms of defects per million opportunities (DPMO), and how standard deviation () is used to evaluate process performance.
2. What traditional tools, techniques, and methods are used in Six Sigma facilitation? Identify and describe at least three key methodologies (such as DMAIC, SIPOC, or Voice of the Customer), and explain how they support structured process improvement.
3. What do you envision as the roles and responsibilities for a Six Sigmacentered project? Explain the differences between roles such as Champion, Black Belt, Green Belt, and Yellow Belt, and describe how each contributes to project success. Also include the expectations for cross-functional team members.
4. 4List and describe eight essential Six Sigma tools, including what each tool is used for. Be sure to explain the function of each tool and provide an example scenario for at least two.
5. How can Six Sigma be applied specifically to the final assembly process at ClearFlow Medical Devices? Using the DMAIC framework, outline a possible improvement strategy for identifying defects, analyzing process variation, and implementing control mechanisms to reduce the 3.5% defect rate.

Requirements:

• There is no minimum or maximum required number of pages. Your response will be considered complete, if it addresses each of the components outlined above.
• Use of proper APA formatting and citations – If supporting evidence from outside resources is used those must be properly cited. A minimum of 3 -5 sources (excluding the course textbook) from scholarly articles or business periodicals is required.
• Include your best critical thinking and analysis to arrive at your justification.

Submission: Upload/attach your completed paper to this assignment by the due date.

Useful Resources for the Assignment:

Six sigma method and its applications in project management

What is Six Sigma?

Assigned Readings:
Chapter 9: Risk response and Treatment Options
Chapter 10: Risk Monitoring and Control
Project Quality Conference Paper:
Project Quality Conferecne Paper:
Six Sigma Conference Paper:
Initial Postings: Read and reflect on the assigned readings for the week. Then post what you thought was the most important concept(s), method(s), term(s), and/or any other thing that you felt was worthy of your understanding in each assigned textbook chapter.Your initial post should be based upon the assigned reading for the week, so the textbook should be a source listed in your reference section and cited within the body of the text. Other sources are not required but feel free to use them if they aid in your discussion.
Also, provide a graduate-level response to each of the following questions:
Background: Elevate Tech is a mid-sized IT solutions provider that specializes in custom software development for clients in healthcare, education, and logistics. The company recently secured a high-profile project: developing a patient data integration platform for a major hospital network. Although Elevate Tech is known for innovative solutions, the leadership team has faced recent criticism from past clients about product reliability, delayed delivery, and inconsistent documentation. Determined to improve, the companys executive team has committed to a comprehensive Total Quality Management (TQM) approach and is developing a detailed Project Quality Plan (PQP) for this initiative. As part of the planning phase, the project manager has also been tasked with conducting a risk analysis to identify potential failure points and ensure contingency resources are properly budgeted. You have joined the team as a Quality and Risk Management Consultant, responsible for guiding both the quality planning and risk elimination strategies for this critical project. Your insight will help determine how much time, budget, and workforce Elevate Tech should allocate toward ensuring both quality and risk control across the project lifecycle.
Discussion Questions:
What is Total Quality Management (TQM), and how can it help Elevate Tech improve both product reliability and customer satisfaction in this healthcare IT project? Provide examples of TQM principles such as continuous improvement, customer focus, and employee involvement, and explain how they apply to project environments.
What are the key components that must be included in a Project Quality Plan (PQP), and why are they critical to project success? Consider areas such as quality objectives, standards, roles/responsibilities, quality control processes, documentation, and audit criteria.
What does the term Cost of Quality (CoQ) refer to, and how can understanding its components (prevention costs, appraisal costs, internal failure costs, and external failure costs) help Elevate Tech allocate resources effectively? Use project examples to illustrate how poor quality impacts both short-term and long-term costs.
What is Six Sigma, and how could Elevate Tech use it to identify defects and minimize variability in the development process? Describe tools such as DMAIC (Define, Measure, Analyze, Improve, Control) and explain how they could be applied in a software development context.
Compare and contrast Quality Control and Quality Assurance in the context of a complex software development project. Which functions or team members are typically responsible for each, and how do they complement each other in achieving project quality?
[Your post must be substantive and demonstrate insight gained from the course material. Postings must be in the student’s own words – do not provide quotes!]

[Your initial post should be at least 450+ words and in APA format (including Times New Roman with font size 12 and double spaced). Post the actual body of your paper in the discussion thread then attach a Word version of the paper for APA review]

Assigned Reading (s):

Chapter 9: Risk response and Treatment Options

Chapter 10: Risk Monitoring and Control

Project Quality Conference Paper:

Project Quality Conference Paper:

Six Sigma Conference Paper:

Overview:

Chapters nine and ten of the text provide an overview of risk treatment options, risk responses, and risk controls. Following risk identification and assessment, risk treatment options for each risk are considered. Negative risks can be avoided, mitigated, transferred, or accepted. The avoidance option involves removing the elements of the project that are associated with the risk. This may entail removing certain work packages; however, when doing so the project manager must ensure that the project scope is not impacted. Mitigation involves taking steps to reduce the probability and impact of the risk. Transference involves shifting the burden of the risk to a third-party such as a contractor or by means of insurance. Acceptance involves taking no action and being prepared to bear the brunt of the risk, should it occur. Positive risks, also referred to as opportunities, also have treatment options. Positive risks can be enhanced, shared, exploited, or accepted. Enhancement (the opposite of mitigation) involves taking actions that would increase the likelihood and impact of the positive risk occurring. Exploitation (the opposite of avoidance) involves adding or modifying work packages to capitalize upon the opportunity. Sharing involves allowing a third party or other project team to also benefit from the opportunity. As with negative risks, acceptance of opportunities involves taking no action and hoping that the opportunity will occur. When weighing risk treatment options, it is important to consider the organizations risk controls, which delineate the level of risk the organization is willing to accept.

Total Quality Management (TQM) involves striving to seek continuous improvement and requires collective input from individuals from all levels within the organization. The Six Sigma approach to quality management involves setting benchmarks and standards for quality, tolerance levels, and then measuring the current state to triage the situation. If the goal is to complete a 5K run in 25 minutes and the runner is currently clocking in at a 30-minute run time, the runner can clearly see that they must improve their performance by 5 minutes and must take actions to do so. Identifying that the runner has a 5-minute gap is known as the “analysis of variance”, as the variance from the standard is 5 minutes. In business, if a certain quality standard is determined to be a 95% rate of accuracy in record keeping and the current level of accuracy is 60%, through the analysis of variance, it can be determined that the organization is 35% away from meeting the standard. Once the severity of the issue is determined, the Six Sigma team works to determine the root cause of the issue and implement solutions. Once solutions are implemented, measurement is needed once again to ensure the solutions are effective. to monitor and control the process to close the variance gap. When there is a large variance, sometimes improvement must be completed in increments. For example, 10% improvement by the end of Q1, 20% by Q2, and compliance with the standard by Q3. Metrics are essential in Six Sigma because variance cannot accurately be tracked and measured when standards are not numerically defined. Instead of stating an item must be “strong”, the standard can be quantified by stating it must be able to sustain 80 mph of wind force and 2,000 psi of pressure. When measured, the item either meets these standards or it does not, and the level of variance can be precisely defined.

Learning Objectives:

At the end of this unit of instruction, the student should be able to:

• What is project quality?
• How does the Project Management Book of Knowledge Define it?
• Explain a methodology to track quality within a project.

Supplementary Readings:

Use this Risk Management Template to Prevent Project Problems

Managing risk in the project portfolio

Quality management system standards

Welcome back, quality … from a project management perspective

Total quality management

Six sigma method and its applications in project management

You are a Project Manager for Elevate Hospitality Group, a leading operator of luxury hotels, resorts, and eco-lodges across the country. The executive leadership team has requested a data-driven Tableau dashboard to support workforce planning and performance optimization across various hospitality departments.

Youve received a dataset containing detailed information on 1,500 employees spanning departments such as Front Desk, Food & Beverage, Guest Relations, Housekeeping, and Facilities. Your goal is to analyze this data, identify trends, and present a professional dashboard that highlights staffing patterns, attrition risks, compensation insights, and performance indicators across the organization.

This dashboard will inform key decisions on recruitment, training, scheduling, and resource allocation for upcoming seasonal projects.

Use the dataset titled Hospitality_Tourism_Workforce_Data_Final__.xlsx, which includes the following fields:

First Name / Last Name	Employee identity (can be anonymized)
Gender	Male, Female, Non-binary
Age	Employees age
Department	Department (e.g., Front Desk, Housekeeping)
Job Title	Specific hospitality role
Business Sub-category	Hotel type (e.g., Luxury Resort, Eco Lodge)
Hire Date / Exit Date	Start and end dates of employment
Attrition	Yes/No (whether the employee left)
Shift Type	Morning, Evening, Night, or Rotational
Performance Rating	Score from 1 (Low) to 5 (Excellent)
Marital Status	Single, Married, Divorced, etc.
Distance From Home	Commute distance in miles
Salary	Actual annual salary
Years of Experience	Total years in the workforce
Employment Type	Full-Time, Part-Time, Seasonal
Education Level	Highest degree completed
Average Income	Industry benchmark income based on role

Dashboard Development Requirements (in Tableau)

Design an interactive dashboard that mirrors the layout and storytelling style of the sample video shared below. Your dashboard should include:

Average Age by Department and Job Role (by Gender)

• Matrix view or heat map showing male/female averages.

Overall Gender Distribution

• Pie or donut chart.

Gender by Job Role

• Side-by-side bar chart or stacked bar.

Gender & Marital Status Breakdown

• Treemap or stacked bar by gender and marital status.

Total Employees by Education Level

• Bar chart showing education field breakdown.

Average Monthly Income by Department and Job Role

• Bar chart or table with monetary values.

Years of Experience

• Line or area chart split by gender.

Total Employees by Department and Job Title

• Matrix or clustered bar chart.

Include the appropriate filters

Submission Requirements

You must submit:

• Tableau Dashboard File (.twbx)Complete and professionally styled dashboard

1520 Minute Video Demonstration: Include the following in your recording:

• Introduction to the project and dataset
• Walkthrough of the full dashboard
• Insights on attrition, pay, performance, and department needs
• Demonstration of dashboard filters and interactivity

What Is Tableau?

Tableau is a stand-alone data visualization software that has gained tremendous popularity for its attractive output, versatility, and ease of use. Tableau is designed to allow users with little technical experience to develop attractive visualizations interactively and to drill down the data for business insights. Users can easily switch between different visualizations to select the most compelling graphs for their storytelling. In addition, Tableau allows users to create interactive dashboards, which can display real-time data, to support business decision making.

Note on Accessing Tableau for Your Assignment

For this assignment, you can use Tableau Public, a free and user-friendly platform to create and share interactive data visualizations.

What is Tableau Public? Tableau Public is a free platform that allows you to explore, design, and publicly share your data visualizations (also known as vizzes). You can create vizzes directly through the web authoring tool or by downloading the Tableau Desktop Public Edition at no cost.

If you already have Tableau Desktop Professional Edition, you can still publish your work to Tableau Public for free.

Why use Tableau Public?

• Its free and accessible
• It provides millions of public visualizations to explore and learn from
• It helps you build your data skills
• You can create an online portfolio of your work
• Youll be part of a global data community that shares, collaborates, and grows together
• To get started, visit:

GreenWave Technologies, a mid-sized software company, recently initiated an ambitious project to implement a company-wide ERP (Enterprise Resource Planning) system aimed at streamlining operations and enhancing data integration across departments. The company appointed Sophia Carter, a seasoned project manager with a strong track record in technical delivery, to lead the initiative. Early in the project, Sophia adopted a transactional leadership style, emphasizing timelines, task completion, and structured reporting. Her approach worked well during the planning and initial development stages. However, as the project moved into the testing and implementation phases, the team began to experience low morale, stress due to tight deadlines, and growing tension between departments over system configurations. Sophia realized that while her structured leadership got the project off the ground, it wasnt enough to keep the team aligned and motivated under pressure. She began researching alternative leadership models and reflected on the transformational leadership model, which focuses on inspiration, motivation, and team empowerment. Recognizing the need for change, Sophia began to:

• Encourage open team discussions about challenges and ideas
• Publicly recognize team achievements, big or small
• Involve team members in decision-making to foster ownership
• Shift from micromanagement to coaching and mentoring

As Sophia transitioned to a more transformational style, she noticed changes in the team. Communication improved, team members became more proactive, and the level of cross-functional collaboration increased. The team felt more committed to the projects goals and more confident in their roles.

Despite initial setbacks, the GreenWave ERP project was delivered two weeks behind schedule but within budgetand with higher user satisfaction and lower employee turnover than expected. The executive team credited Sophias adaptive leadership and the shift in style for salvaging team morale and ensuring successful delivery.

Questions:

1. Describe the leadership models Sophia used in this case. How did each model impact the project at different stages?
2. What would have happened if Sophia had continued using only the transactional leadership model throughout the project? What risks would that have posed?
3. What leadership model do you personally exhibit in team or project settings (e.g., transformational, servant, transactional, democratic)? Provide a specific example from your experience.
4. How does your leadership style affect your teams communication, motivation, and overall performance? What adjustments could you make to better serve your project team?
5. How can understanding and applying different leadership models help a project manager navigate changing team dynamics and challenges throughout the project lifecycle?

Requirements:

• There is no minimum or maximum required number of pages. Your analysis will be considered complete, if it addresses each of the components outlined above.
• Use of proper APA formatting and citations. If supporting evidence from outside resources is used those must be properly cited. A minimum of 3 – 5 sources (excluding the course textbook) from scholarly articles or business periodicals is required.
• Include your best critical thinking and analysis to arrive at your justification.

Leadership

Initial Postings: Read and reflect on the assigned readings for the week. Then post what you thought was the most important concept(s), method(s), term(s), and/or any other thing that you felt was worthy of your understanding in each assigned textbook chapter.Your initial post should be based upon the assigned reading for the week, so the textbook should be a source listed in your reference section and cited within the body of the text. Other sources are not required but feel free to use them if they aid in your discussion.

Also, provide a graduate-level response to each of the following questions:

Horizon Build Inc., a construction and design firm, launched a high-stakes infrastructure project to renovate a major citys transportation hub. The $80 million project had a 15-month deadline and involved collaboration between engineers, architects, city officials, and subcontractors. Midway through the project, the project manager, Daniel, was promoted and reassigned to another region. In his place, Karen Lin, a technical expert with limited leadership experience, was asked to take over the role. Karen was brilliant in systems design but had never led a cross-functional team. Within weeks, Karen struggled to assert authority and build trust among senior engineers and contractors. Communication became disjointed, deadlines were missed, and key stakeholdersespecially the city liaisongrew concerned about the lack of direction. Morale began to drop, and teams worked in silos. Facing mounting pressure, Karen had to quickly shift her approach. She realized her directive style wasnt gaining buy-in, and that people were disengaged because they didnt feel seen or heard. She needed to re-establish leadership, build cohesion, and regain stakeholder confidenceall while catching up on missed milestones.

Discussion Questions:

1. What leadership style would best serve Karen in this crisis, and why? How should she begin rebuilding team morale and trust?
2. What immediate steps can Karen take to re-engage stakeholders and regain control of the project without further alienating her team?
3. Have you ever worked under a leader who was technically strong but lacked leadership skills? What were the impacts, and how could the situation have been improved?

[Your post must be substantive and demonstrate insight gained from the course material. Postings must be in the student’s own words – do not provide quotes!]

[Your initial post should be at least 450+ words and in APA format (including Times New Roman with font size 12 and double spaced). Post the actual body of your paper in the discussion thread then attach a Word version of the paper for APA review]

book reference:

Leadership

Overview:

This portion of the course deals with leadership, and more specifically leadership styles. If you think of all of the different leaders that you have interacted with, you will quickly realize that there is not a one-size-fits-all mold for leadership. It often feels like no two are the sameand those differences all come back to their unique leadership styles. The term leadership style focuses less on a persons traits or qualities, and instead looks specifically at their behaviors. For example, how do they interact with their subordinates? What sort of environment do they thrive in? What matters most to them? All of this ties back to something called the . This theory operates with the assumption that leadership is something that can be learned. Basically, if you have heard the old clich that leaders arent born, theyre made thats at the crux of this theory. It looks at the specific behaviors of a leader and categorizes them into different leadership styles. Generally speaking, 80% of the population is motivated by goals, visions and targets while the other 20% of the population gets excited by challenges and working for solutions to problems. In sum, some people are motivated by moving towards goals, and others are more energized by moving away from problems. As a leader, your personal preference for goals vs. problems is likely to influence your preferred leadership style. If you are someone who gets excited by overcoming big obstacles, that could mean you often try to motivate your team by highlighting the consequences of not doing good work, rather than inspiring them about the goal itself. In normal circumstances, this might be super effective if you have a team of people with a similar motivational style. But during a crisis? That style of leadership has the potential to seriously stress your team out, since theyre already having to overcome difficult challenges outside of their work environment. Adding stress to the mix only makes that worse, and you risk pushing your team into burnout territory, or worse you could send them into flight-or-flight mode which is unsustainable and dangerous for their health. When adapting your leadership style during a crisis, you should be aware of your leadership style and understanding how you lead will help you to be more intentional about it. Second, you should shift your language from problem-oriented to goal-oriented when speaking with your team. Problem-oriented language uses words like: problems, errors, concerns, issues, pain, avoid and steer clear of. Goal-oriented language uses words like: attain, gain, achieve, dreams, desires, goals and targets. Finally, you should prioritize building on your team. Even if this has not been a key element of your company culture before, it is never too late to start.

Learning Objectives

• Understand various leadership styles in order to understand differences between them
• Understand how times of crisis impact leadership styles
• Discuss which leadership model may allow for better project and team success

Leadership Model Background, Models, and Styles Articles

The purpose of integrating feedback from faculty members and dissertation committee members is to not only produce a high-quality dissertation, but also to assist you in becoming an independent and self-directed learner. Feedback is an essential element in writing a dissertation to gain advice and recommendations from individuals who have already done it and can guide you through the process.

View the .

Review the feedback provided to you from your RES/709: Research Conceptualization and Design faculty member.

Integrate all feedback in your RES/709: Research Conceptualization and Design course.

Transfer the information from your RES/709: Research Conceptualization and Design course Research Outline template into the appropriate sections of the . You will be submitting the same Prospectus Template in Weeks 6, 7, and 8 of this course after refining and integrating feedback from the upcoming peer and faculty reviews.

Review the directions above to ensure you meet the assignment objectives.

Format the citations and references according to APA 7th-edition guidelines. Adhere to APA conventions by avoiding the use of first-person point of view.

Submit your Prospectus Template for faculty-member assessment.

Resources