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week 12: superbosses
Discussion Overview

We read two papers by Sydney Finkelstein this week (2016 & 2018 HBR). In essence, Finkelstein’s research points to a leadership style that transcends traditional managerial roles, emphasizing instead the profound and lasting influence that comes from teaching, personal investment in talent development, and a genuine commitment to fostering excellence and innovation in their teams. This discussion is focused on your views of these “superbosses”. (Edit April 2026: Due to technical issues, the article “Secrets of the superbosses” can also be downloaded

)

Questions & Instructions
1. Do you have any experience with an individual who may have exhibited a leadership style consistent with a “Superboss” in your current or past role? If so, how did this interaction change your career trajectory? If not, how do you think this would have helped in your career development?
2. What skills and competencies from the readings (Superbosses or Best Leaders are Great Teachers) do you find most effective and plan to implement in your current or future leadership role? Explain why you find this skill important for your role and context.
Examples :

There was a situation where I was faced with a superboss style of leadership, and that was during my Operations internship at Amazon. Especially as my first internship, I didn’t know what to expect, but I imagined that I would be doing simple tasks within my position for my manager and not have such a high responsibility for processes within the warehouse I was assigned to. My manager decided that I belonged on the floor in charge of a big portion of the warehouse and a group of associates, all by myself, which was scary as someone who had just gotten there. After getting more comfortable with the discomfort, my confidence was raised in the abilities that I possessed, but were never tested. By the end of the internship, I had felt like I did the job itself and learned things that I would have never learned if I were just stuck in a cubicle working on my project. Finkelstein mentions something similar to the situation I was in, as the idea of step-change growth. This is where leaders give their employees a high level of responsibility to help them develop faster. My perspective changed because of this, and I see myself taking on more opportunities that I find challenging and seeing that as a way to improve. I find that being a teacher rather than just a manager is a competency that I see myself applying to my future role. My life’s purpose is to help people aid their development because that will make me grow as well. In my future role, I know that I will be managing people, and it is important to know that leadership is not just about status but rather the meaningful connections and impact that I will create in the environment I am put in.

Example:

Do you have any experience with an individual who may have exhibited a leadership style consistent with a “Superboss” in your current or past role? If so, how did this interaction change your career trajectory? If not, how do you think this would have helped in your career development?

I have not had direct experience working for a leader I would classify as a Superboss, but I have worked under a variety of managers who each demonstrated pieces of that leadership style. Some recognized my abilities quickly, while others initially underestimated my capabilities. These experiences pushed me to consistently demonstrate my value and helped shape my resilience and work ethic.

One of the most impactful leaders I worked with was a female supervisor who was both positive and encouraging. She recognized my drive and understood that I needed to be challenged in order to stay engaged and continue growing. She gave me the autonomy to restructure operations, hire staff, and implement new processes within the diagnostic center I managed. She also gave me the confidence to be myself, which encouraged creativity and gave me the freedom to take initiative and implement meaningful changes. As a result, the improvements I introduced led to increased performance and overall profitability. Because of this success, she trusted me to extend those same process improvements to other centers, where I trained teams and helped elevate their performance. Although she wanted me to remain with the company, she also acknowledged that the organization was limited in its ability to continue developing my potential. Her support and trust gave me the confidence to believe in my abilities and expand beyond my formal role.

In my experience, I have often taken initiative beyond my formal responsibilities, which has exposed me to different aspects of leadership, including team development and operational improvement. While not all leaders I worked with actively developed my talents, I gained valuable insights from observing different management styles and learned the importance of understanding employees from a more human perspective. All of these experiences (good and bad) have shaped how I approach leadership today.

2. What skills and competencies from the readings (Superbosses or Best Leaders are Great Teachers) do you find most effective and plan to implement in your current or future leadership role? Explain why you find this skill important for your role and context.

One of the most impactful skills from the readings that I really resonated with me is the ability to find unlikely winners” because it challenges traditional ideas of talent and emphasizes potential over credentials or background. Superbosses are willing to take chances on individuals who may not fit the typical mold but demonstrate intuition, drive, or untapped ability. This is especially meaningful to me because I consider myself an unlikely winner. In my experience, I have encountered situations where my abilities were either underestimated or not fully recognized at first. Because of that, I have developed a strong awareness of how much potential can exist in individuals who may be overlooked. I understand firsthand how impactful it is when someone recognizes your capabilities and gives you the opportunity to grow. I believe that some of the most valuable employees are those who bring a fresh perspective even if they lack conventional experience. I have seen how empowering individuals can lead to strong performance and team success.

When people feel seen and valued for their potential, they are often more motivated, engaged, and willing to exceed expectations. By identifying and developing unlikely winners, it can help build a more diverse, innovative, and high-performing team.

Examples:

In my professional experience, I have had the opportunity to work under a leader who demonstrated several characteristics consistent with Sydney Finkelstein’s description of a superboss. In one of my roles within a large manufacturing environment, this leader did not simply assign tasks but invested significant time in developing my decision-making capabilities. Rather than providing direct answers, they challenged me to think critically, justify my assumptions, and take ownership of outcomes. This approach initially felt demanding, but it ultimately accelerated my professional growth by building both confidence and accountability.

This experience had a meaningful impact on my career trajectory. It shifted my mindset from task-oriented to more strategic and cross-functional thinking. I became more comfortable leading supplier negotiations, presenting data-driven insights, and taking initiative across business units. Most importantly, it reinforced the idea that strong leadership is not about control, but about creating other leaders.

From the readings, one of the most impactful competencies I plan to implement is the concept that the best leaders are great teachers. This includes actively coaching team members, providing real-time feedback, and creating opportunities for others to stretch beyond their current capabilities. In a supply chain and procurement environment like mine, where decisions directly affect costs, operations, and supplier relationships, developing capable and confident team members is critical to long-term success.

Another key takeaway is the importance of personalized investment in talent. Superbosses recognize individual strengths and tailor development accordingly. I find this particularly important because teams today are diverse in both skill sets and motivations. Taking the time to understand each individual allows a leader to unlock higher performance and engagement.

Overall, I believe adopting a superboss mindset focused on teaching, empowerment, and high expectations will not only improve team performance but also create a lasting leadership legacy through the success of others.
April 8, 2026
powerpoint

a. Evaluate the costs of the current distribution system and a direct-to-hospital

supply chain solution in the following areas: storage, fulfillment, customer

service, transportation, and warehouse handling. Compare and contrast the two

methods and determine the lowest cost alternative.

b. Besides costs, what other factors should be taken into consideration as part of

the analysis? How do these influence your decision?

c. As Scott Davis, what recommendation would you make to Matt Pepe, and why?

d. Separate question: Should 3M hire a third-party logistics provider (3PL) to handle

its distribution? If so, please explain why

The final output I want from each team will be a PowerPoint presentation Target no more than 12-15 slides total. Additionally you can provide a spreadsheet with your detailed calculations for the cost analysis.

April 8, 2026

EDU:623 What Story Do the Data Tell? Reflection

Using this , calculate both the pre-test and the post-test data.

Then, transfer the appropriate percentages to the appropriate tables in this template. Answer the questions in the template. You can use this and this to aid in your reflection.

Submit the Data Chart (in Excel format) and the Reflection Questions to this assignment collector.R

RUBRIC: What Story Do the Data Tell?

What Story Do the Data Tell?
Criteria	Ratings	Points
Individual Student Totals (SUM Column)	4 pts 3 pts 2 pts 1 pts	/4 pts
Student Percentages (% Column)	4 pts 3 pts 2 pts 1 pts	/4 pts
Question Totals (SUM Row)	4 pts 3 pts 2 pts 1 pts	/4 pts
Whole Class Percentages by Question	4 pts 3 pts 2 pts 1 pts	/4 pts
Category Grouping Calculations (Facts, Concepts, Reasoning)	4 pts 3 pts 2 pts 1 pts	/4 pts
Subgroup Calculations (Gender, Race, Special Populations)	4 pts 3 pts 2 pts 1 pts	/4 pts
Data Recording & Calculations	4 pts 3 pts 2 pts 1 pts	/4 pts
Identifying Easiest Questions (Q1)	4 pts 3 pts 2 pts 1 pts	/4 pts
Identifying Most Difficult Questions (Q2)	4 pts 3 pts 2 pts 1 pts	/4 pts
Learning Target Analysis (Q3)	4 pts 3 pts 2 pts 1 pts	/4 pts
DOK Level Analysis (Q4)	4 pts 3 pts 2 pts 1 pts	/4 pts
Student Performance Discussion Based on DOK (Q5)	4 pts 3 pts 2 pts 1 pts	/4 pts
Instructional Planning & Next Steps (Q6)	4 pts 3 pts 2 pts 1 pts	/4 pts
Critical Analysis & Reflection (Q7)	4 pts 3 pts 2 pts 1 pts	/4 pts
Writing Mechanics	4 pts 3 pts 2 pts 1 pts	/4 pts

April 8, 2026

discussion 7 (chapter 13 & 14)
Discussion Prompt:

Compensation systems often struggle to balance standardization with flexibility for diverse employee groups. Describe a situation in which offering flexible benefits could improve outcomes and one situation where it could create new problems.

In your post:
1. Explain the potential benefit.
2. Explain the potential problem.
3. Identify one design constraint that organizations must consider when offering flexibility.
Example:

Compensation systems must balance standardization with flexibility to meet the diverse needs of employees. Flexible benefits allow employees to select from different options within a fixed employer contribution. In a multigenerational workforce, such flexibility can improve outcomes. For example, younger employees may prioritize tuition reimbursement, while employees with families may value dependent care or enhanced health coverage. Allowing choice increases fairness and satisfaction because employees can align benefits with personal needs (Heneman & Judge, 2018). When employees perceive that rewards are meaningful and tailored, organizational commitment and motivation tend to increase (Guzzo et al., 1987).

Flexible benefits can also create new problems. Without sufficient guidance, employees may make poor benefit selections leaving themselves underinsured or dissatisfied later. Additionally, flexible systems may lead to adverse selection, in which employees with higher anticipated needs disproportionately choose more costly options, increasing overall plan expenses (Shields, 2007). Such outcomes can undermine cost predictability and equity.

One major design constraint organizations must consider is cost control and regulatory compliance. Employers must structure contribution limits and eligibility rules carefully to prevent escalating costs while complying with nondiscrimination requirements (Milkovich et al., 2016). That being said, flexibility must be thoughtfully designed to balance employee choice and organizational sustainability.

References

Guzzo, R. A., Noonan, K. A., & Elron, E. (1987). Expatriate managers and the psychological contract. Journal of Applied Psychology, 72(3), 363372.

Heneman, H. G., & Judge, T. A. (2018). Staffing organizations (9th ed.). McGraw-Hill Education.

Milkovich, G. T., Newman, J. M., & Gerhart, B. (2016). Compensation (12th ed.). McGraw-Hill Education.

Shields, J. (2007). Managing employee performance and reward: Concepts, practices, strategies. Cambridge University Press
April 7, 2026
Management Question

People (Human Resources) Analytics

Readings Assignment #10: Staffing Analytics

Reading:
Cascio, W. F., & Boudreau, J. W., & Fink, A. A. (2019). Investing in People (3rd

edition). Pearson Education: Upper Saddle River, NJ. Chapter 10.

Shet, S., & Nair, B. (2022). Quality of hire: Expanding the multi-level fit

employee selection using machine learning. International Journal of

Organizational Analytics.

Zielinski, D. (2020). All eyes on AI. HRMagazine, 65(2), 23-27.

Assignment:

1. Do you think it would be possible to implement the ideas in Shet and Nair

(2022) using the data that you have for Mr. Mackys? Why or why not? How

would you go about creating the quality of hire metric with the data that you

have?

2. Based on the Zielinski article, in what ways do you think AI are going to most

affect human resource management practices?

3. Given both of these readings, do you believe there are any risks associated

with a greater emphasis on using machine learning/AI to help make (or even

to make) human resource decisions?

April 7, 2026

Individual case report

Situation: You will assume the role of a consultant to Hiroshi Mikitani, CEO, Rakuten Group. Rakuten is aggressively expanding into global markets with the goal of becoming the No. 1 Internet service company. Fifteen months earlier, Mr. Mikitani announced Englishnizationa highly publicized aggressive two-year English proficiency mandate for all of Rakutens Japanese employees. Yet, only an estimated 10% of the Japanese staff could function in English. The stakes are high: those who do not reach their target score by the deadline risk being. The actions over the coming weeks/month will determine the future of Englishnization, Rakuten, and Japanese society.

Paper Guidelines: Please carefully read the case and focus on three key areas in your paper: (1) describe the global leadership issue, (2) conduct an analysis of the situation as laid out in the case, and (3) create recommendations for actions to be pursued next. As you prepare the paper, here are some guidelines for the three key areas of the paper:

1. Issue Statement: Using only information from the case, specify the strategic issue(s) the leader and the company is facing. Issues represent problems or emerging problems faced by a leader in the organization. Keep in mind there are many issues in any given case, but not all of them are equally important. Limit the strategic issues to a manageable set.

2. Strategic Analysis: Examine the issues in detail to diagnose the underlying causes of the issues. What causes produce the situation/issues described in the case? Use relevant information from the case (including figures or exhibits) and suitable management concepts, theories, or research.

3. Recommendations/Action Plan: What course of action do you recommend? Recommendations should respond to leadership issues effectively, efficiently, and feasibly. You can divide your recommendations into short-term quick wins and long-term actions. How would you implement your suggested actions? How would you ensure implementation? You want to be as concrete and realistic as possible.

Format:

Maximum 1,500 words (about 4-5 pages double spaced) (excl. title page, appendix, and references)
Make sure to deliver a document in essay format with professional and quality writing.

Genetics Question

I have attached the guidelines and instructions of the assignment below. The topic of the essay is how detrimental genetically modefied organisms are to the United States. The APA formatting must be perfect. I will attach the sources I would like you to use you may use more. I have also attached a sample essay over a different topic but it is just a guideline for the format. The essay should be 5 pages of content excluding sources, annotated bib and lit review and cover page. Please do the literature review as soon as possible because it is a checkpoint. Please use excelcior owl!

Political Science Question

Barnes v. Felix: Expanding the Scope of Fourth Amendment Analysis in Police Use-of-Force Cases

Abstract

This paper analyzes the United States Supreme Court decision in Barnes v. Felix, focusing on its impact on Fourth Amendment jurisprudence and police use-of-force standards. The case addresses whether courts should evaluate law enforcement conduct based solely on the moment force is used or consider the totality of the circumstances leading up to that moment. This paper examines the factual background, procedural history, legal issues, and the Courts holding. It also provides an in-depth analysis of the Courts reasoning, including its reliance on precedent such as Graham v. Connor and its consideration of public policy concerns. Additionally, dissenting opinions are evaluated to highlight competing interpretations of constitutional protections. The paper concludes by assessing the broader social, political, and economic implications of the decision, arguing that Barnes v. Felix represents a significant evolution in how courts assess police accountability under the Fourth Amendment.

Introduction

The Fourth Amendment to the United States Constitution provides essential protections against unreasonable searches and seizures, serving as a cornerstone of individual liberty in American law. The United States Supreme Court has long played a critical role in defining the scope of these protections, particularly in cases involving law enforcement use of force. As societal concerns regarding police accountability continue to grow, the Courts interpretation of the Fourth Amendment remains highly consequential.

The case of Barnes v. Felix addresses a fundamental question in constitutional law: how should courts determine whether police use of force is objectively reasonable? Traditionally, courts have relied on the standard established in Graham v. Connor (1989), which requires an evaluation of reasonableness from the perspective of a reasonable officer on the scene. However, disagreement has emerged regarding whether this analysis should focus narrowly on the moment force is used or consider the broader sequence of events leading up to it.

This paper argues that the Supreme Courts decision in Barnes v. Felix represents a significant expansion of Fourth Amendment analysis by requiring courts to consider the totality of the circumstances, including pre-force conduct. This approach aligns constitutional interpretation with evolving societal expectations of police accountability while maintaining the legal framework established in prior precedent (Chemerinsky, 2020).

Facts of the Case

The case arose from an encounter between Barnes and a law enforcement officer, Felix, that escalated into a use-of-force incident. Barnes alleged that Felixs actions prior to the use of force were unnecessarily aggressive and contributed directly to the escalation of the situation. According to Barnes, the officers conduct created the very danger that was later used to justify the application of force.

The incident began as a routine interaction but quickly intensified due to a series of decisions made by the officer. These decisions included the manner in which the officer approached the situation, the commands issued, and the tactics used to control the encounter. Barnes argued that these actions deviated from reasonable policing practices and violated constitutional protections.

Felix, however, contended that the use of force was justified based on the circumstances present at the precise moment it occurred. The officer argued that the situation posed an immediate threat, requiring a rapid response that should be evaluated independently of prior events.

This disagreement over how to interpret the factswhether to consider the entire encounter or only the final momentformed the core of the legal dispute.

Procedural History

The case was initially filed in a federal district court, where Barnes brought a civil rights claim under 42 U.S.C. 1983, alleging excessive force in violation of the Fourth Amendment. The district court applied existing legal standards and ruled in favor of one of the parties, emphasizing the importance of objective reasonableness.

The case was then appealed to a United States Court of Appeals. At this stage, the appellate court adopted a narrower interpretation of the reasonableness standard, focusing primarily on the moment when force was used. This approach reflected a broader trend in some circuits to isolate the use-of-force decision from preceding conduct.

Recognizing a division among lower courts regarding the appropriate analytical framework, the United States Supreme Court granted certiorari. The Court sought to resolve this inconsistency and provide clear guidance on how excessive force claims should be evaluated under the Fourth Amendment.

Issues Presented

The Supreme Court addressed the following key issue:

Whether courts should evaluate police use of force solely based on the moment force is applied or consider the totality of the circumstances leading up to that moment.

This issue required the Court to clarify the scope of the objective reasonableness standard and determine how it should be applied in practice.

Holding

The Supreme Court held that courts must consider the totality of the circumstances, including the events leading up to the use of force, when determining whether an officers actions were objectively reasonable under the Fourth Amendment.

By rejecting the narrow, moment-of-force approach, the Court established that pre-force conduct is relevant to constitutional analysis. This holding ensures that law enforcement officers cannot rely solely on the final moments of an encounter to justify their actions if their earlier conduct contributed to the need for force.

Courts Reasoning

A. Clarification of Objective Reasonableness

The Court reaffirmed the standard established in Graham v. Connor, which requires courts to evaluate use-of-force claims based on objective reasonableness (Graham v. Connor, 1989). However, the Court clarified that this standard must be applied holistically.

The majority emphasized that reasonableness cannot be accurately assessed by isolating a single moment in time. Instead, courts must consider the full context of the encounter, including the actions and decisions that led to the use of force. This approach ensures a more accurate and fair evaluation of police conduct.

B. Rejection of the Moment-of-Force Doctrine

A central aspect of the Courts reasoning was its rejection of the moment-of-force doctrine. The Court criticized this approach for artificially narrowing the scope of analysis and potentially allowing officers to avoid accountability for earlier actions.

The majority argued that focusing solely on the final moment ignores the reality that police encounters are dynamic and often shaped by prior decisions. By considering the entire sequence of events, courts can better determine whether the use of force was truly necessary.

C. Reliance on Precedent

The Court grounded its decision in established precedent, particularly Graham v. Connor, while also drawing on broader constitutional principles. The majority interpreted prior cases as supporting a contextual approach to reasonableness, even if this had not always been explicitly stated.

Legal scholars have long argued that constitutional analysis must consider context to ensure fairness and consistency (Strauss, 2010). The Courts decision reflects this perspective by emphasizing the importance of a comprehensive evaluation.

D. Public Policy and Societal Context

The Court also acknowledged the broader societal context in which the case arose. Public concern over police use of force and accountability has increased significantly in recent years, influencing how courts approach these issues.

By requiring a more comprehensive analysis, the Courts decision promotes accountability and aligns legal standards with public expectations. At the same time, the Court emphasized that its ruling does not impose unrealistic expectations on law enforcement officers, who must often make decisions under pressure.

Dissenting Opinion(s)

The dissenting justices argued that the majoritys decision unnecessarily complicates the evaluation of use-of-force claims. They contended that the moment-of-force approach provides a clearer and more practical standard for courts and law enforcement officers.

According to the dissent, expanding the scope of analysis to include prior conduct risks introducing hindsight bias into judicial decision-making. This could lead to unfair judgments against officers who acted reasonably based on the information available at the time.

The dissent also expressed concern that the majoritys ruling could discourage proactive policing by increasing the risk of legal liability. This perspective reflects a broader concern about balancing accountability with effective law enforcement.

Implications of the Decision

A. Social Implications

The decision in Barnes v. Felix is likely to have a significant impact on public perceptions of the justice system. By reinforcing constitutional protections, the ruling may increase public trust in the courts and promote greater confidence in the rule of law.

B. Political Implications

Politically, the case contributes to ongoing debates about police reform and government accountability. Legislators may use the decision as a basis for developing policies aimed at improving law enforcement practices and reducing instances of excessive force.

C. Economic Implications

The ruling may lead to increased litigation against law enforcement agencies, resulting in higher legal costs. Additionally, agencies may need to invest in training programs and policy reforms to ensure compliance with the clarified legal standard.

D. Legal Implications (Expanded Analysis)

Perhaps the most significant impact of Barnes v. Felix lies in its influence on future legal cases. By clarifying that courts must consider the totality of the circumstances, the decision provides a more robust framework for evaluating excessive force claims.

This precedent is likely to shape how lower courts interpret the Fourth Amendment and may lead to more consistent outcomes across jurisdictions. It also signals a shift toward greater judicial scrutiny of law enforcement conduct.

Conclusion

The Supreme Courts decision in Barnes v. Felix represents a critical development in Fourth Amendment jurisprudence. By requiring courts to consider the totality of the circumstances, the Court has strengthened constitutional protections and promoted greater accountability in law enforcement.

At the same time, the decision reflects broader societal concerns about policing and civil rights, demonstrating the dynamic relationship between law and public policy. While debates over the appropriate balance between public safety and individual liberties will continue, Barnes v. Felix establishes an important precedent for evaluating police conduct in a constitutional framework.

Ultimately, the case underscores the enduring importance of the Constitution as a safeguard against government overreach and highlights the Supreme Courts role in shaping the evolution of legal standards in response to changing societal needs.

References

Amar, A. R. (2012). Americas unwritten Constitution: The precedents and principles we live by. Basic Books.

Chemerinsky, E. (2020). Constitutional law: Principles and policies (6th ed.). Wolters Kluwer.

Graham v. Connor, 490 U.S. 386 (1989).

Hall, K. L., Ely, J. W., Grossman, J. B., & Wiecek, W. M. (2014). The Oxford companion to the Supreme Court of the United States (2nd ed.). Oxford University Press.

Strauss, D. A. (2010). The living Constitution. Oxford University Press.

Supreme Court of the United States. (Year). Barnes v. Felix.

LDR 343 Week 5 Discussion

Read: Conflict Management, 10.1: Communication; 10.2: Self-Esteem, Communication and Relationship Dispositions; and 10.3: Listening (21 pages)

Read: Conflict Management, 10.4: Giving and Receiving Feedback and 10.5: Communication and Conflict (8 pages)

Listen: How to Effectively Communicate During Conflict (Without Making it Worse!)-Terri Cole (19:41 minutes)

In this discussion, the learner will explore common barriers to effective communication in leadership. By examining real-world scenarios and reflecting on course readings, learners will identify how these obstacles hinder a leader’s ability to communicate clearly and maintain team cohesion.

Instructions:

Effective communication is essential for strong leadership, but numerous barriers (psychological, cultural, or technological) can prevent leaders from communicating successfully with their teams. In this discussion, we will explore common barriers listed in your reading (filtering, gossip, information overload, semantics, etc.) and discuss how leaders can overcome them.

For your initial post, respond to these prompts:

What do you think are some of the biggest barriers to communication in a leadership context?

Share a brief example or scenario where one of the barriers you identified might affect a leader’s ability to communicate clearly with their team.

How do these barriers impact a leader’s effectiveness?

Based on our readings, what steps can leaders use to break down these barriers and improve communication to resolve conflict within their teams?

For your two reply posts, offer constructive suggestions or additional resources that could help enhance your peer’s communication approach for resolution of conflicts.

Notes:

Please refer to the discussion rubric on the start here tab for this assignment.

Not an essay only 300-400 words