Tuesday, July 7, 2020

Leadership Development Plan Emotional Intelligence And Trust - 550 Words

Leadership Development Plan: Emotional Intelligence And Trust (Essay Sample) Content: Name Instructor Course Date Leadership Development Plan The leadership competencies that needs refinement include emotional intelligence and trust. The development program needs to take into consideration a number of factors including the identification of current competencies and those that need to be improved to enhance the overall leadership abilities. After the identification of the weakest competencies, which are emotional and trust issues, it is imperative for an individual to set the goals for the development plan. Setting the goals presents a person with the right direction of enhancing the leadership skills of an individual. The ideal approach for a development plan is adopting the SMART goals method of improving leadership competencies. In this regard, the development plan should be specific in addressing the questions of who should be involved, what should be done, and where the training would take place. The specific aspect of the development plan should also answer the questions why it is necessary to undertake the leadership development training and which competencies should be focused . Additionally, the development training should be measurable, which means that it is imperative for the person to establish concrete criteria for measuring the progress of the training. In the context of emotional intelligence and trust competencies, the development should address the approaches that should be used in developing the aptitudes and subsequently identify how the progress should be assessed. For instance, being placed in a real life situation can be effective in addressing the specific and measurable asp ects of the development plan. The development plan should also be attainable and realistic according to the SMART approach guidelines. Enhancing leadership competencies needs the ideal planning to achieve the goal of improving the skills. Additionally, the leader should set realistic goals that can be achieved easily to avoid discouragement during the progress. In this regard, to enhance the emotional intelligence competence of leadership, the leader must be aware of what can be achieved and what is impossible to accomplish. The individual should also be aware of his or her capabilities to avoid setting higher goals that are hard to accomplish. Nevertheless, the development plan should also put into consideration the objectives of the development plan and ensure that even though some goals are hard to achieve, motivational and support mechanisms are provided for the trainee to enhance their achievement. The development plan should also be timely and all goals should be bound to a given time frame. In this regard, since the development plan needs to augment the emotional intelligence and trust competenci...

Tuesday, May 19, 2020

Symptoms And Diagnosis Of Dementia - 987 Words

An estimated 47.5 million people suffer from dementia. Every 4 seconds one new case of dementia is diagnosed. Dementia is a term that describes certain symptoms such as impairment to memory, communication and thinking. It is a group of symptoms and not just one illness. Even though one‘s chance of getting dementia increase with age, it is not a part of aging. Dementia is usually diagnosed after a series of assessments that includes a physical evaluation, memory tests, imaging studies and blood work. It affects three aspects of one’s mental function, cognitive dysfunction (Problems with memory, language, thinking and problem solving), psychiatric behavior (changes in personality, emotional control, social behavior and delusions) and difficulties with daily living activities (driving, shopping, eating and dressing). â€Å"The median survival time in women is 4.6 years and in men 4.1 years† (Warren, 2016). Dementia symptoms most commonly observed by people wo uld be memory loss and an inability to complete simple mental activities such as adding or subtracting or remembering where things were placed, or a difference in a person’s normal behavior. There are times that a person without dementia will experience similar symptoms but, the difference is if these symptoms persist and do not go away after a period of time. Dementia isn’t something that happens quickly it is an illness that gets progressively worse as time passes. When a person that is effected with these symptomsShow MoreRelatedAnalysis and Description of Dementia Essay1741 Words   |  7 PagesDementia is characterized as a condition where the mental processes of cognition and memory start to deteriorate. It is described as a syndrome that hinders the daily lives of those who have it and is characterized by memory and thinking impairment. The most common form of dementia is Alzheimer’s Disease and the second most common is vascular dementia. Dementia is a syndrome occurring usually, but not limited, to people over the age of 40 and is due to brain damage caused by natural deterioratingRead MoreRole Of General Practitioners And Primary Care Providers1681 Words   |  7 Pagesgeneral practitioners/primary care providers in diagnosing dementia Primary care physicians (PCP) play a crucial role in dementia diagnosis. Older patients receive healthcare primarily from their general practitioners (GPs). [51, 52] Most patients and carers prefer their GPs to be the first source of professional help when dealing with dementia. [53-55] The Australian guidelines advocate early diagnosis by timely exploration of symptoms raised by patients and carers. [14] It would be reasonable forRead MoreSymptoms And Symptoms Of Dementia935 Words   |  4 Pagesâ€Å"Worldwide, 47.5 million people have dementia and there are 7.7 million new cases every year† (WHO). Dementia is not a specific disease. Instead, it is a broad term used to describe a wide range of symptoms that impact one’s daily functioning (ALZ). These symptoms are associated with memory, thinking, and social abilities (Mayo Clinic). While signs and symptoms of dementia can differ based on the cause, there are several common cognitive and psychological changes that occur. Common cognitive changesRead MoreEarly Signs Of A Progressive Dementia784 Words   |  4 Pagesprogressive dementia often bring discord to families, because siblings disagree on what is really wrong and chalk up the changes they are seeing to depression, boredom, a recent illness or even â€Å"allergies†. One of the family members usually suspects something like â€Å"Alzheimer’s† but the other disagree thus diagnosis is delayed. Early dementia is also known as MCI (Mild Cognitive Impairment) and only about half of those with this diagnosis move on to one of the more progressive dementias. So, it isRead MoreDiagnosing and Living with Dementia737 Words   |  3 Pagesthe first symptoms of dementia such as memory loss or problems with language lead to a diagnosis of the illness over varied amounts of time. It is not possible to get medication before the diagnosis. Therefore, diagnosing dementia early enables to have access to treatment, information and care. Yet according to the Department of Health, only 46% of the population living with the illness is diagnosed in the UK. The borough of Islington has an especially high rate of dementia diagnosis, with aboutRead MoreThe Differences Between Dementia And Alzheimer s Disease1162 Words   |  5 PagesWhen a lot of people think about dementia or Alzheimer’s disease, they usually use the two interchangeably and think they have to do with memory. It is tr ue that they have to do with memory, but there are major differences between dementia and Alzheimer’s disease. Misconceptions and lack of knowledge can lead to death or injury, which is why initiatives like Healthy People 2020 are so important. Dementias and Alzheimer’s affect a person’s daily life in many ways and it can be dangerous or deadlyRead MoreEssay on Understanding Dementia in the Elderly532 Words   |  3 PagesDepression, and Dementia are some of the most common psychological diagnoses in the elderly today. The three D’s are difficult to differentiate between in older adults because they overlap with each other and can all exist in the same patient at once. Delirium, Dementia, and Depression all affect the elderly’s quality of life and often increase the risks for one another (Downing, Caprio Lyness, 2013). For the purpose of this paper I will be focusing primarily on the diagnosis of Dementia, the preventionRead MoreDiagnosis And Tre atment Of Alzheimer s Dementia1329 Words   |  6 PagesAbstract Alzheimer’s Dementia is one form of dementia. It affects over five million people in the U.S. alone (Latest Facts Figures Report, 2014). Alzheimer’s is a group of symptoms caused by diseases or disorders. Every 67 seconds someone develops Alzheimer’s in the U.S. (Latest Facts Figures Report, 2014). Alzheimer’s can take 7-10 years to fully develop. During development the brain reduces in size. Being diagnosed with Alzheimer’s changes the patient’s life significantly. He or she must makeRead MoreUnit 14 P3 M11314 Words   |  6 Pagesthe investigations that are carried out to enable the diagnosis of these physiological disorders. For the merit this assignment will assess possible difficulties involved in the diagnosis from their signs and symptoms. P3 There are a range of tests and diagnostic procedures  is needed to diagnose dementia, but there are several that are fairly commonly used to diagnose dementia. A GP might refer a person to a specialist to help with the diagnosis. For example, they may be referred to a clinical psychologistRead MoreSymptoms And Treatment Of Frontotemporal Dementia995 Words   |  4 Pagesappropriately labeled as Dementia. However, not all areas of Dementia are reserved for the elderly. Frontotemporal Dementia (FTD) is a rather extreme case of the all-encompassing term Dementia. FTD is caused by loss of neurons in frontal and temporal regions of the brain (Kring Johnson, 2015). The loss of these neurons actually causes the affected regions of the brain to shrink and ultimately leads to death; death usually occurs within five to ten years of the onset of symptoms (Mayo Clinic, 2014;

Wednesday, May 6, 2020

The Influence of Professional Practice and Magnet...

The Influence of Professional Practice and Magnet Designation in Healthcare Institutions Tonya Hawkins Walden University NURS 6006-1, Issues and Trends in Nursing January 28, 2012 The Influence of Professional Practice and Magnet Designation in Healthcare Institutions The healthcare industry strives to seek excellence in patient care. Professional Practice and Magnet are methods to drive advancements in the everyday clinical setting. The purpose of this paper is to explore the changes in healthcare affected by Professional Practice Models and Magnet status. Overview of the Model or Quality Award The Magnet Recognition Program was an award designed to recognize excellence in patient outcomes and satisfaction of nurses.†¦show more content†¦Once a facility obtains Magnet status the journey is continuous. Every four years a re-designation process, takes place to ensure the standards to maintain excellence as a Magnet hospital (McClure, 2005). Magnet status changes hospitals for the better. Increased education, nursing leadership, and nursing retention are just a few examples of the influence of the Magnet model. Nurses working for Magnet hospitals are encouraged to increase their professional knowledge. Nurses are encouraged to grow as a clinician by participating in clinical ladder programs, obtaining certifications, and pursuing advanced degrees. Magnet status is a designation for hospitals that wish to provide excellent patient care and promote nursing leadership. Many hospitals offer tuition reimbursement to encourage nurses to continue their education to pursue an advanced degree. Clinical ladders offer professional and monetary gains. A local Magnet hospital in Richmond, Virginia offers reimbursement for the cost of certification exams to help their nurses have an opportunity for certification in their specialty. McClure explains that magnet hospitals develop a culture of excellence by demonstrating best practices and involving nurses in decision making and policy development. There is a correlation between the nurse with a higher level of education and certifications in their area of expertise and positive patient outcomes. (McClure, 2005). The Magnet modelShow MoreRelatedMagnet Recognition Program : A Model Of Excellence Essay986 Words   |  4 Pagestwo decades, the Magnet Recognition Program evolved into a model of excellence that hospitals are striving to obtain. The purpose of this paper is to review the history of the Magnet Recognition Program; the criteria hospitals must meet to obtain Magnet status and how preparing for and maintaining Magnet status influence and create positive changes in organizations. Overview of the Magnet Designation In the 1980’s, the American Academy of Nursing’s Task Force on Nursing Practice in Hospitals conductedRead MoreThe American Nurses Credentialing Center1248 Words   |  5 Pagesstaffing levels (American Nurse Credentialing Center, 2011, p. 8). To address this issue a taskforce was formed within the American Academy of Nursing (AAN). Through an initial study of 165 hospitals, the AAN determined the characteristics of healthcare organizations that were magnetically attracting and retaining nurses as employees (American Nurse Credentialing Center, p. 9). In this study the AAN found â€Å"Forces of Magnetism† that contributed to the high level of job satisfaction amongst nursesRead MoreApproaches For Health Care, Alleviating Pain And Suffering1347 Words   |  6 Pagesused includes detailed analysis, surveys, demographics analysis, planning, intervention, and evaluation, for the process. The advancements in healthcare have been possible due to recent changes in our healthcare system, enabled as a result of evolution and advancement in science. Healthcare practitioners are more certified and better equipped as they practice and consistently deliver optimum health care. The purpose of assessment was to determine potential health needs, strengths and weaknesses ofRead MoreManagement Of Power By Saint Louis Medical Center993 Words   |  4 PagesManagement of Power Saint Louis Medical Center’s (SLMC) vision primarily focuses on promoting evidence-based health practices, excellent patient care, and innovative healthcare. As a nurse executive at SLMC, my management of power would be one that is based on supporting staff, encouraging â€Å"out-of-the-box† thinking, and promoting efficiency. The leadership theories that best suit my management of power are the transformational and the nine-factors of full-range theories. In both theories, leadersRead MoreIs Magnet Status The Path For Job Satisfaction?4184 Words   |  17 PagesRunning head: IS MAGNET STATUS THE PATH TO JOB SATISFACTION 1 IS MAGNET STATUS THE PATH TO JOB SATISFACTION 12 Is Magnet? status the path to job satisfaction for nurses? Denise Kurtz Eastern Michigan University Objective: The intention of this critical literature review is to explore the relationship between the Magnet? Recognition of health care organizations and job satisfaction for nurses. Background: The Magnet Recognition Program? was establishedRead MoreProfessional Presence and Nfluence1959 Words   |  8 PagesProfessional Presence and Influence Assessment A. Professional Presence 1. Throughout the years there have been various theories and models regarding nursing and healthcare. Doctor Larry Dossey (1982) identified three â€Å"Eras† of healthcare as the structure for healthcare in the Western world. Two of which are the Mechanical Model also known as Era I, and the Body/Mind Model known as Era II. Era I began in the 1860’s, the model reflected the view that disease was purely physical in nature andRead MoreU.s. Department Of Veterans9636 Words   |  39 PagesPrepared by: A Product of the Alliance to Modernize Healthcare Federally Funded Research and Development Center Sponsored by the Centers for Medicare Medicaid Services (CMS) At the Request of U.S. Department of Veterans Affairs Veterans Access, Choice and Accountability Act of 2014 Veterans Choice Act Assessment G: VHA Provider Staffing, Productivity, and Time Allocation Final Report-DRAFT Version 1.0 June 12, 2015 Prepared for CAMH under: Basic Ordering Agreement No. 105042 Task OrderRead MoreExploring Corporate Strategy - Case164366 Words   |  658 Pagesbeen chosen to enlarge speciï ¬ c issues in the text and/or provide practical examples of how business and public sector organisations are managing strategic issues. The case studies which follow allow the reader to extend this linking of theory and practice further by analysing the strategic issues of speciï ¬ c organisations in much greater depth – and often providing ‘solutions’ to some of the problems or difï ¬ culties identiï ¬ ed in the case. There are also over 33 classic cases on the Companion Website

Self Audit on Leadership Samples for Students †MyAssignmenthelp.com

Question: Discuss about the Self Audit on Leadership. Answer: Introduction Leadership is a process or the capacity to influence and direct the behavior of others towards the accomplishment of set goals or objectives (Careau et al., 2014). It can also be defined as the access art of having an impact on a person or a group of people so that they can willingly and enthusiastically strive towards the achievement of group goals. A leader figure enables employees to work with confidence and zeal since the leader figure facilitates progress and also provide inspiration for the group to achieve set objectives and organizational goals (Schoemaker, Krupp Howland, 2013). Leadership and management are similar concepts (Mason, Griffin Parker, 2014). Consequently, this is because both of them serve their primary function through influencing and working with people. Also, their ideology is embedded on institutional goal accomplishment (Gurdjian, Halbeisen Lane, 2014). It is, however, to point out that leadership may differ from management in more than one ways. The pri mary difference is that the major function of management in any organization is to provide consistency or order in the organization while that of leadership is customized to produce change and growth in the organization. Some other contrasting differences include: Leadership Leadership is known to provide constructive change through providing vision and also setting up strategies that are conducive to change (Rock, 2014). Provides multi-directional influence relationship Leaders aim to work with followers through the use of emotional involvement; they also inspire and empower their subordinates Management Management aims at creating order and stability, this is done through the use of procedures and rules given to subordinates Responsible for accomplishing activities, structure, master routines and placements Managers use low emotional involvement and limited choices when dealing with subordinates Personally, I have always been intrigued by the competence of leadership since I believe that it is essential to enable order and directed change in our social settings. In summary, the difference between the two concepts is: managers are individuals who do things right while leaders are individuals who do the right things. However, it is common to find the two terms being used interchangeably in various modern organizations (Ladegard Gjerde, 2014). To develop myself as a leader, it is important for me to self-reflect and also conducts a personal analysis in both my professional and personal level (Maldonado Vera, 2014). This will comprehensively help me create appropriate strategies and methodologies towards becoming an effective leader. Consequently, my career goal is to become a leader that not only directs but inspires subordinates to dream and became more. Self-Identity Self-identity and perception are usually a concept that is underrated although it plays a central role in potentiality performance. Consequently, this is because the two have a significant influence on personal goals/aspirations, individual feelings, perceptions, and actions. Self-identity is nurtured from an early age, that is, it develops in early childhood and is manipulated with the maturity levels and the life challenges one experience (Garavan, Watson, Carbery Brien, 2016). Just as the commonly used example of the tamed flees circus, most people themselves to believe that they cannot overcome obstacles that cross their paths. In relation, a majority of people who have so much potential limit themselves from fulfilling the maximum outcome of their potential. Coming from an ordinary family, I can relate to the importance of standing out from an average population. My parents were both discipline agents and my siblings, and I ended up having a stricter upbringing than our friends. Consequently, I can credit the sought of upbringing that we had to the person that I am today. When my father was transferred to Karachi, my family had to relocate to a much bigger city which was characterized by a multicultural nature; this was entirely different from our previous environment. After my enrollment in the new college, I knew I had to find a way to express myself better in the midst of other students; I found the challenge daunting yet exciting. At the college level, I indulged more in presentation and speeches through which my self-confidence was boosted. Despite the challenges that came along with unwelcoming colleagues, I managed to pull through by using the skill of emotional intelligence. Until recently, I came to realize that emotional intell igence is paramount in leadership since it is all about negotiating your way in life so as to achieve a win-win situation. Technically, most individuals lack the skill but only focus on intellectual intelligence. It is important to acknowledge that the two variables are equally important. After completion of College, I joined the University and later enrolled for my MBA in HR at a private University. I became more aware of my leadership skills at this level in life, due to the pressure back home for quality grades, I found myself being the class representative of most units so as to be a step ahead of my colleagues. Most of the units also had multiple presentations so I could take up the responsibility of being the team leader. Building teams helped me with social skills and also helped me become a better presenter and a public speaker. As a team leader, I ensured that our team capitalized on skills, experiences and the personalities of its respective members. Also, my primary task was to offer instruction, guidance, and direction to realize expected results. Some of the potential leadership habits I believe to have access in the course of the interaction with the unit teams include free communication of interests and opinions, quality time spent to improve on skills, appreciation of diversity in strengths among team leaders, enhanced commitment and the push for higher standards always. I got employed approximately one and a half years after I graduated from University. Although I started on a very low wage, I had registered for a side hustle in which I worked as a job trainer and also conducted training need analysis. When I was finally promoted to a Human Resource Manager and the wage was increased. As a manager, I have issued 12 employees who were to work directly for me. Subsequently, this was the stage that I have always considered to be my foundation regarding leadership development. The task was complex, but with each passing day, I developed in one way or another. Although I was competent in team leadership, I realized that I lacked in some other areas of leadership. Some of these areas were: conflict resolution, decision making, and responsive skills when faced with threatening situation, time management, empathetic skills and stress management techniques. From that time onwards, those are the areas that I have continuously worked on so as to improve my gen eral outlook as a leader. In relation, I employed two vital tools, that is, self-reflection and constructive criticism to work on the weaknesses. Project Leadership For the success of any project, effective leadership is critical. Projects primarily depend on team performance and good management (Komives Wagner, 2016). In relation, good management is embedded on clear objectives, a clear direction, and formulated goals. With the ever changing landscape of projects, flexibility is an essential attribute, and the best form of leadership technique for this kind of attribute is a combination of situational and transformational leadership. Some of the components of transformational leaders that can help boost project success include: Intellectual stimulation/ curiosity A transformational leader is always willing to learn about what the job market needs, smart leaders are always willing to learn (Ridza Muda, 2014). Inspirational motivation Such leaders inspire and aspire to change organizations. They are evolutionary and are pro-change Ideologies- centered Transformational leaders believe that subordinates cannot change if they do not believe in the change. They believe in new ideas and advocate for employee involvement in ideology mapping Engage psychologically with team members This is achieved by showing consideration and care for his/her subordinates, acting as role figures and intellectually stimulating employees under them. Also, admitting to mistakes and handling mistakes positively makes such leaders to be regarded as genuine and not management caricatures. Personally, I plan to embed my leadership skills on transformational and situational leadership styles. The skills obtained from the mentioned styles are in addition to traditional management skills such as organizing, planning, directing and staffing in a project. In many of the experiences I have had, project managers use some practical elements which are inter-dependent. The very first element is that they create a vision and communicates the vision clearly to the subjects so as to clearly state to them the objectives and institutional goals. After the communication of the vision, a transformational leader is charged with the responsibility of modeling the vision; this helps the intended subordinates to understand what exactly they are in to achieve. The final step is to build commitment to the vision; this step ensures that each person respectively does their part in the project. Project managers also use transactional reward and punishment approach to enhance productivity. It is also important for a project leader to incorporate the use of coaching and affiliative leadership styles. Leaders are coaches and mentors; a coach is an individual with substantial experience, talent and professional stand willing to nature a minor. In this way, it is possible for subordinates to gain their standing. On the other hand, an affiliative style aims at enhancing harmony so as to build more meaningful and connected teams. The two approaches are both team oriented, and goal focused. In summary, successful project leadership involves effective communication, conflict resolution skills, self-awareness and emotional growth (Jordan, Healey Leahy, 2016). Emotional intelligence helps individuals learn to accept change as part of life, set practices right, examine the control of stressful situations and avoid conflicts through enhancing inter-personal relationships (Leitch, McMullan Harrison, 2013). Mature decision making can also be increased through empathy and greater social awareness. With the knowledge at my disposal, I intend to use the important values learned to address social problems that face many of our organizations and bring about change. My genuine interest in leadership is a concept that has positively impacted the quality of my life. Career Path Currently, I am pursuing my MPM, and my experiences in the field have stabilized my desire to become a leader in any renowned NGO organization. I will use the information and skills obtained from my project to pursue my career further and became more competent in the field. I want to participate in many projects in the field of HR and NGO organizations. Also, I am hoping that I will work for government agencies in making schools and building hospitals, in this regards, my particular interests are to become a successful project manager. Simply put, this fits in well with some of my personal life goals, one of them being an effective servant leader capable of making transformational changes in the society (Bliss, Pecukonis Snyder-Vogel, 2014). One of the basic foundations that I have set to achieve this is the establishment of a small girls school in my hometown that I run. In five years time from now, I intend to have my own NGO in which I can access social network to share and find people with common interests which are bringing positive change to the society. My primary aim, however, remains to be a leader in the entire process of my career path. Skills From my self-audit, I have learned that I have strengths in diverse areas that are sought for by employers. In the same measure, however, I have also come across areas of weakness that may need to be worked on; the weaknesses include communication skills and openness to experience (McCleskey, 2014). However, regarding project management skills, I have strengths in planning, scheduling of resources and time management. I am also tactful, diplomatic, exercise high levels of integrity, posses conceptual skills, and administrative ability (Carter et al., 2016). On the other hand, some of the sought out skills include resiliency, task confidence attitudes and high levels of commitments (Nohria Khurana, 2013). The strategies through which I intend to develop these attributes is outlined in the table below. Leadership Mission My leadership mission is simple, I have set a customized structure which is to be more self-aware, be an honest and a trustworthy leader. As a leader, integrity is also very essential since it enacts behaviors that enhance the development of trust in an organization through positive communication and equal treatment for all (Day et al., 2014). As a result, it is important for me to be part of an organization that has high regards for its employees. Subsequently, this can be reflected through encouraging growth and striking a balance to address the needs of individual employees and the organizations (Hezlett, 2016). My career aim is embedded on the love for my community; this is to lead innovative and exciting projects that will benefit the society as a whole. To achieve this, I will need to work extra hard and approach challenges in life with a healthier approach. Key work relationship Key work relationships in my current role are comprised of my immediate supervisor, the companys CEO and the other employees. There is a positive correlation between positive interpersonal relations and work productivity. My professional relationship with my immediate supervisor is important in my general performance at work. In relation, it is important for me to develop more strategies to enhance the relationship effectively. I seek to improve this relationship through working on a pleasant personality, exercise loyalty and commitment to the job, accept constructive criticism and seek to learn more. I will also strive to create greater rapport with the CEO. Subsequently, this is achievable through effective communication, being diligent in my work, self-discipline, be methodological and exercise self-management. Finally, my relationship with the fellow employees is equally important in enhancing my productivity. Since I have always been a socially competent person, I believe that t he relationship at this level will not be a major challenge in nurturing (DuBrin, 2015). Some of the aspects I will be keen on include: teamwork, problem-solving techniques, having a compassionate and concerned attitude. Other skills include emotional intelligence, maintain a positive attitude so as to be easy to work with, accept positive criticism and finally maintain the golden rule which is forgiven rather than revenge since the relationship at this level is less formal as compared to the other two. Review of strengths and Development needs LEADERSHIP DEVELPOMENT PLAN TOPIC GOAL METHORD TIMEFRAME Read more about leadership skills and how to enhance them Develop effective strategies into efficient leadership an example being Steve Jobs (Apple) (Abraham, 2014) Leadership Study influential and global known elders e.g through TED talks Enhance habits such as integrity and commitment Ongoing Read and try to emulate biographies of influential leaders Self-awareness Develop effective responses through self-awareness and enhanced interpersonal relationships Lay more focus on empathy, active listening and challenging task so as to improve self-performance Ongoing Emotional Intelligence Enhance emotional intelligence Understand my emotions and that of others through personal competence in the face of discomfort Weekly Interpersonal skills Enhance relationship development through strategies such as authentic dialogue Learn effective communication and organizational skills, make things happened rather than watching them happen, develop group peer mentorship Ongoing Personal relations Build constructive and positive relations with colleagues Show concern for peoples personal need and be a comfortable person to work with 3months Mentoring Seek a personal coach and mentor Derive quality skills from the personal experiences of the selected mentor 2 months Politics Learn how to interrelate with politics and maintain authencity Examine the concept of Machiavellian psychothetic behaviors so as to learn additional and positive ways of building alliance 3 months Conflict Develop conflict resolution skills so as to lay focus on a win-win situation for the conflicting parties Define the nature of the organizational conflict and find suitable strategies to avoid them Ongoing Stress Develop stress management techniques Learn to accept change as part of life and the nature work, live a healthy lifestyle Ongoing REVIEW OF STRENGTHS DEVELOPMENT NEEDS STRENGTHS DEVELOPMENT NEEDS I normally exercise high levels of competence in tasks but.. Need to separate the concept of confidence from arrogance CHARACTER I am well versed with the Business environment but .. Need to conduct periodic audits and analysis to determine authencity I feel like I need to be an effective role model but Would like to uphold and maintain professional control EXPERIENCE I have moved from junior to senior management in all my previous jobs but. Still needs to be equipped with leadership and management skills I have diligently worked for a number of big organizations but Still needs to develop relevant experiences in parallel labor force MINDSET I am good at intellectual stimulation but.. Need to focus on the skill more as an individual developing strategy rather than a tool performance I am good with team leadership but Need to focus more on the team than rather than myself as the group leader Always push for the highest possible standards but. Feel the need to focus on strength rather than weakness SKILLS I have considerable organizing skills but Would like to develop a office routine that is productive and reliable I have essential skills in communications but.. Feel the need to adjust communication strategies to suit diverse audience Summary The leadership self-development plan and the preceding self-analysis have been extremely useful in helping me unfold some of the most valued leadership skills, development needs, and expectations. The exercise has not only aided me in formulating a clear vision for myself but also changed my general outlook and perception of leadership (Sutherland, 2013). Also, I have realized that a self-analysis on ones background and experiences can be an ultimate answer to some of the life conflicts we face in life. Subsequently, this is because our experiences shape our personality and attitudes hence influencing how we perceive life (Certo, 2015). In summary, this leadership development plan provides a clear guideline that I can comprehend to enhance my professional performance and also build my confidence as a transformational leader. Also, the development plan has helped to identify the values and qualities that I seek for in any potential employer hence reconciling the importance of life-wor k balance. References Abraham, M. (2014). Five Leadership skills that made Steve Jobs transform Apple. Bliss, D. L., Pecukonis, E., Snyder-Vogel, M. (2014). Principled leadership development model for aspiring social work managers and administrators: Development and application. Human Services Organizations Management, Leadership Governance, 38(1), 5-15. Careau, E., Biba, G., Brander, R., Van Dijk, J. P., Verma, S., Paterson, M., Tassone, M. (2014). Health leadership education programs, best practices, and impact on learners' knowledge, skills, attitudes, and behaviors and system change: a literature review. Journal of Healthcare Leadership, 6, 39-50. Carter, D. F., Ro, H. K., Alcott, B., Lattuca, L. R. (2016). Co-Curricular Connections: The Role of Undergraduate Research Experiences in Promoting Engineering Students Communication, Teamwork, and Leadership Skills. Research in Higher Education, 57(3), 363-393. Certo, S. (2015). Supervision: Concepts and skill-building. McGraw-Hill Higher Education. Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., McKee, R. A. (2014). Advances in leader and leadership development: A review of 25years of research and theory. The Leadership Quarterly, 25(1), 63-82. DuBrin, A. J. (2015). Leadership: Research findings, practice, and skills. Nelson Education. Garavan, T., Watson, S., Carbery, R., OBrien, F. (2016). The antecedents of leadership development practices in SMEs: The influence of HRM strategy and practice. International Small Business Journal, 34(6), 870-890. Gurdjian, P., Halbeisen, T., Lane, K. (2014). Why leadership-development programs fail. McKinsey Quarterly, 1, 121-126. Hezlett, S. A. (2016). Enhancing Experience-Driven Leadership Development. Advances in Developing Human Resources, 18(3), 369-389. Jordan, J. W., Healey, L., Leahy, B. S. (2016). Career Leadership Smarts: A Multi-Facet Approach to Leadership Development. Komives, S. R., Wagner, W. (Eds.). (2016). Leadership for a better world: Understanding the social change model of leadership development. John Wiley Sons. Ladegard, G., Gjerde, S. (2014). Leadership coaching, leader role-efficacy, and trust in subordinates. A mixed methods study assessing leadership coaching as a leadership development tool. The Leadership Quarterly, 25(4), 631-646. Leitch, C. M., McMullan, C., Harrison, R. T. (2013). The development of entrepreneurial leadership: The role of human, social and institutional capital. British Journal of Management, 24(3), 347-366. Maldonado, T., Vera, D. (2014). Leadership skills for international crises: The role of cultural intelligence and improvisation. Organizational Dynamics, 43(4), 257-265. Mason, C., Griffin, M., Parker, S. (2014). Transformational leadership development: Connecting psychological and behavioral change. Leadership Organization Development Journal, 35(3), 174-194. McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly, 5(4), 117. Nohria, N., Khurana, R. (Eds.). (2013). Handbook of leadership theory and practice: An HBS centennial colloquium on advancing leadership. Harvard Business Press. Ridza, N. I. A. M., Muda, W. H. N. W. (2014). Leadership of Technical Students through Co-curriculum Activities in University. Journal of Management, 2(2), 39-43. Rock, D. (2014). Quiet leadership. HarperCollins e-books. Schoemaker, P. J., Krupp, S., Howland, S. (2013). Strategic leadership: The essential skills. 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Wednesday, April 22, 2020

The City of Kelsey free essay sample

They tried to create the â€Å"perfect city† and compared to many places and cities in The United States, The City of Kelsey may be as perfect as it gets. Unfortunately, as perfect and wonderful as The City of Kelsey may sound, it is a false perception, for no place is perfect. There have been numerous reports from residents in the city, stating that after large amounts of rainfall that, they see a sheen over the Kelsey River. As much as the community pretends to care about their land and the people on it, nothing has been done to further the investigation of this â€Å"sheen. The scariest part of this to me is that a large source of the community’s drinking water comes from this river and even though there is not a lot of boating in the river, there is a lot of fishing. What if people are eating these fish and how can they be sure they are safe? With all the Farmer’s Markets and community recreations that are taking place within the city, that money should be raised to test the river waters and make sure that the people of Kelsey are safe and happy (Apollo Group, Inc, 2003, 2004, 2005, 2008 ). We will write a custom essay sample on The City of Kelsey or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Another issue that I could not help but, take into consideration is, if this town was designed to be a small and â€Å"close-knit† community, why is their government doing so much advertising on the internet and how does it make the people in that community feel about that? If people keep coming to The City of Kelsey, it will soon become like every other city and it will no longer be unique. I think that this could cause hate and violence towards outsiders (Apollo Group, Inc, 2003, 2004, 2005, 2008 ). There has also been the identification of air pollutants and their sources, including greenhouse gases and associated control technologies.There has not been any test on the air nor the pollutions that may be inhabiting this city, but yet they want to keep bringing more people in the city? That does not seem right or ethical to me. I feel that money can be used in the same way to do testing as in the water supply. They could also rent out canoes and bicycles to help raise money ( Apollo Group, Inc, 2003, 2004, 2005, 2008 ). In the year of 2000, there were 316 rapes in The City of Kelsey. I find this to be unacceptable. Where is their law enforcement? They should be trying to keep the crime rates down as much as possible.This could be done by creating city night watchers, city council meetings, and higher staffed police officers on duty during shifts. City council meeting could help bring the community together, by coming up with ways to resolve the crime and other un-ethical issues within the city (Apollo Group, Inc, 2003, 2004, 2005, 2008 ). There is a lot of â€Å"right† in The City of Kelsey and as I have said before, their minds are in the right place. I just feel that they are avoiding what could just be small, starter problems and if these problems keep being ignored and avoided, they are just going to grow into larger problems.

Monday, March 16, 2020

Word Choice Principle vs. Principal - Writing Tips from Proofed

Word Choice Principle vs. Principal - Writing Tips from Proofed Word Choice: Principle vs. Principal â€Å"Principle† and â€Å"principal† sound and look very much alike. In addition, neither word is very common in everyday language, so it can be hard to remember what each term means. However, there is an important difference between these words. Don’t worry, though! You can follow our advice on how to use â€Å"principle† and â€Å"principal† correctly to make sure your work is error free. Principle (A Rule or Guiding Idea) â€Å"Principle† is always a noun (i.e., a naming word). Typically, it refers to an idea or rule that explains or controls how something happens. For example: Time travel would violate the principles of modern science. Democracy works on the principle of one person, one vote. The first sentence above refers to established scientific laws. The second refers to a guiding idea. Youll find principles for almost everything. A similar use of â€Å"principle† is to refer to a â€Å"moral standard,† such as if we say: I am kind to animals as a matter of principle. In addition, sometimes â€Å"principle† is used in contrast to practice. For example: I’m in favor of the new law in principle, but it could cause problems. Here, saying â€Å"in principle† means â€Å"in theory† or â€Å"as an idea,† but this is contrasted with concerns about how the â€Å"principle† will be applied in real life. Principal (First or Most Important) â€Å"Principal† is most often an adjective (i.e., a word that describes a noun). When used like this, it means â€Å"first in order of importance.† For example: Petroleum is the principal export of Saudi Arabia. My principal reason for taking the job was the salary. In these cases, â€Å"principal† works as a synonym for â€Å"main† or â€Å"most important.† This word can also be a noun, though. When used like this, it usually refers to the person in charge of a school: The new principal addressed the students at assembly. The noun form of â€Å"principal† also has some less common meanings. As a legal term, for example, it refers to the person directly responsible for a crime. You won’t need to know technical definitions like this to use this term on a day-to-day basis, but it is worth looking out for unusual usages! Principle or Principal? With these terms, if you are looking for an adjective, it will always be â€Å"principal† that you need. But telling the noun forms of these words apart can be tricky! Our advice is to remember that a â€Å"principal† is usually a person, whereas a â€Å"principle† is a rule or belief. You should therefore be able to work out the correct term from the context. Principle = Rule or guiding idea (noun) Principal = First/most important (adjective) or head of a school (noun)

Saturday, February 29, 2020

Applying Kants Ethical Theory to Nursing

Applying Kants Ethical Theory to Nursing Immanuel Kant was born in 1724 in Kà ¶nigsberg, which is today the city of Kaliningrad in the Russian exclave of Kaliningrad Oblast (Watkins, 2002). He was raised in a Pietist household that stressed intense religious devotion, personal humility, and a literal interpretation of the Bible (European Graduate School [EGS], 2010). Kant wrote numerous works in his lifetime but most of Kant’s work on ethics is presented in two works, The Foundations of the Metaphysics of Morals written in 1785, and the Critique of Practical Reason written in 1787 (McCormick, 2006). In order to understand Kant’s ethical views, his views on duty, reason, freedom, and good will should be explored. Freedom plays an important role in Kant’s ethics. A moral judgment presupposes freedom (McCormick, 2006). Also, freedom is a notion of reason, so without the assumption of freedom, reason cannot proceed. On the other hand, reason can only be satisfied with assumptions that practical observatio n cannot support. Reason seeks knowledge or understanding that it cannot comprehend (Williams, 2009). The question of moral action is an issue for rational beings. There is nothing in a rational beings character to waver. It will always match the dictate of reason. Humans are not wholly rational beings. We can either follow our natural instinct or non-rational impulse. Thus, rules of conduct are needed to guide human’s actions. Will is the ability to act according to the law. Outcomes of our actions are beyond our control. The only thing we can control is the will behind the action. Morality of an act must be assessed in terms of the impulse behind it. Kant says â€Å"good will† as the only thing unconditionally good because it cannot be used for ill purpose. Kant argued that moral requirements are based on a standard of rationality he dubbed the Categorical imperative. Categorical imperative is defined as the standard of rationality from which all moral requirements a re derived (Categorical imperative, 2007). It is an imperative because it is a command. It commands us to exercise our wills in a particular way. It is categorical because it is unconditionally and applies to everyone at all times (Hinman, 2006). CI requires an autonomous will. It is the presence of this self-governing reason in each person that Kant offered decisive grounds for viewing each person as possessed of equal worth and deserving of equal respect. There are three maxims or categorical imperatives that Kant’s theory are based on. The first categorical imperative is Universalisability which states that, â€Å"Act only according to that maxim whereby you can at the same time will that it should become a universal law.† The second categorical imperative is the Law of Nature which states that, â€Å"Act in such a way that you treat humanity, whether in your own person or in the person of any other, always at the same time as an end and never merely as a means to an end.† The third categorical imperative is known as the Kingdom of Ends states that, â€Å"every rational being must so act as if he were through his maxim always a legislating member in the universal kingdom of ends† (Kant, n.d.,  ¶ 43).