U10_dq2

U10_dq2

The Future of Sustainable Supply Chain Research

Critically evaluate the systematic review of the sustainable supply chain literature conducted by Carter and Easton in their 2011 article, “Sustainable Supply Chain Management: Evolution and Future Directions,” in this unit’s study. How would you assess the validity and reliability of this work?

The post U10_dq2 appeared first on graduatepaperhelp.

 

"Looking for a Similar Assignment? Get Expert Help at an Amazing Discount!"

The Future of Sustainable Supply Chain Research

The Future of Sustainable Supply Chain Research

Critically evaluate the systematic review of the sustainable supply chain literature conducted by Carter and Easton in their 2011 article, “Sustainable Supply Chain Management: Evolution and Future Directions,” in this unit’s study. How would you assess the validity and reliability of this work?

The post The Future of Sustainable Supply Chain Research appeared first on graduatepaperhelp.

 

"Looking for a Similar Assignment? Get Expert Help at an Amazing Discount!"

3-1 Discussion: Applications Of Confidence Intervals Contains Unread Posts

3-1 Discussion: Applications Of Confidence Intervals Contains Unread Posts

Due tomorrow 5/26/19 by 15:00 – 1 page minimum –Choose 1 Option and response

For your initial post, choose one of the following two prompts to respond to. Then in your two follow up posts, respond at least once in each option.

Write a confidence interval problem using one of the options below. For whichever option you choose, gather the appropriate data and post your problem (without a solution) in the discussion topic. Allow time for your classmates to post their solutions, and then respond to your own post with the solution for others to check their work.

Option 1:

Think about a population mean that you may be interested in and propose a confidence interval problem for this parameter. Your data values should be approximately normal.

For example, you may want to estimate the population mean number of times that adults go out for dinner each week. Your data could be that you spoke with seven people you know and found that they went out 2, 0, 1, 5, 0, 2, and 3 times last week. You then would choose to calculate a 95% (or another level) confidence interval for the population mean.

Assume a random sample was chosen, which is required to determine a confidence interval.

Option 2:

Think about a population proportion that you may be interested in and propose a confidence interval problem for this parameter.

For example, you may like to estimate the population proportion of adults in the US who own SUVs. The data could be that you researched online by looking at a local dealership to find that 142 of the 432 vehicles sold are SUVs. You want to calculate a 90% (or another level) confidence interval for the population proportion. Assume a random sample.

RESPONSE

For your response to a classmate (two responses are required, one in EACH option), solve a classmate’s confidence interval problem using a confidence level not previously used for that specific classmate’s problem. Make sure that you use appropriate terminology to state the problem and explain your solution.

The post 3-1 Discussion: Applications Of Confidence Intervals Contains Unread Posts appeared first on graduatepaperhelp.

 

"Looking for a Similar Assignment? Get Expert Help at an Amazing Discount!"

1154: 1.5P

1154: 1.5P

econ class work total need 1.5 pages, plz sign question number of ur answer

Question 1;Why is it efficient to limit the duration of patents and copyrights, whereas real property rights endure almost forever?

Q2: The Truth-In-Lending Act (1968) requires the uniform disclosure of the interest rate to borrowers in a readily intelligible form. Assume that before the Act, there was uncertainty about the true level of interest rates among borrowers, but after the act the uncertainty was reduced. What effect on the amount of borrowing would you predict from the passage of the Act? Would there be disproportionate effects on the rich and the poor? Why? Does the act increase the marginal cost of lenders? Does it reduce the profits of lenders?

The post 1154: 1.5P appeared first on graduatepaperhelp.

 

"Looking for a Similar Assignment? Get Expert Help at an Amazing Discount!"

Does the act increase the marginal cost of lenders?

Does the act increase the marginal cost of lenders?

Report Issue
econ class work total need 1.5 pages, plz sign question number of ur answer

Question 1;Why is it efficient to limit the duration of patents and copyrights, whereas real property rights endure almost forever?

Q2: The Truth-In-Lending Act (1968) requires the uniform disclosure of the interest rate to borrowers in a readily intelligible form. Assume that before the Act, there was uncertainty about the true level of interest rates among borrowers, but after the act the uncertainty was reduced. What effect on the amount of borrowing would you predict from the passage of the Act? Would there be disproportionate effects on the rich and the poor? Why? Does the act increase the marginal cost of lenders? Does it reduce the profits of lenders?

The post Does the act increase the marginal cost of lenders? appeared first on graduatepaperhelp.

 

"Looking for a Similar Assignment? Get Expert Help at an Amazing Discount!"

What variables affect motivation and satisfaction? Why?

What variables affect motivation and satisfaction? Why?

Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business Results

Robert J. Anderson, William A. Adams,

Chapter 3 and 5

150-300 words each

Discussion 1

1

What is the relevance of the outer game and the inner game on your leadership behavior?

What points of leverage and strategies are given for increasing motivation and employee satisfaction?

What variables affect motivation and satisfaction? Why?

2

What is the relevance of the outer game and the inner game on your leadership behavior?

The relevance of the outer game and the inner game on my leadership behavior are my competence. When I’m leading, I want the others I’m leading to be able to trust me that I’m going to teach them everything right and let them know when something is done wrong. I want to be able to help everyone achieve their career and personal goals. The inner game of leadership deals more with the steps and the skills of being a leader. (“The outer game leadership process consists of science of leadership, business rhythm and management process. Leadership competencies: Outside game of Leadership, and Leadership Competency Research. Inner game Leadership Consciousness deals with: Inside game of Leadership and Evolving Consciousness” Robert J. Anderson pg. 30).

What points of leverage and strategies are given for increasing motivation and employee satisfaction? The points of leverage and strategies that are used to increase employee’s motivation and employee satisfaction are the two games of leadership. The inner game uses motivational words to help employees on their job’s words such as: (“passion, integrity, collaboration, wisdom and honesty “Robert J. Anderson. pg. 29). The outer game is an area where leaders spends most of their time making sure the leadership requirements are met. By coming with several strategies for an effective leadership process to help leaders motivate their employees and to make sure everyone is satisfied.

What variables affect the motivation and satisfaction? Why? The type of factors that affects work environment are: 1) Work Rules, 2) Work Settings, 3) Pay, 4) Opportunity for advancement in the company, 5) task, dealing with attitudes from employees or management, and benefits. Employees don’t want to work for a company that they don’t feel comfortable and not getting treat fair. Some employees are motivated by their pay at their jobs knowing they will be able to provide for their families and be able to save money for personal reasons. Employees are motivated by the leaders who believes in their employees and want them to grow within the company. Respond?

3

Hello everyone, the question is, what is the relevance of the outer game and the inner game on your leadership behavior? With the Outer game we wear four different hats, the leadership hat, the manager hats, coach hat and team player hat. Your Inner game is responsible for the authenticity, integrity, appreciation, and energy. Because we all expect great things from out leaders, we tend to believe the promises they spit out when they are running for office or even just trying to get the employees to believe that they will do things differently from the previous leader. We promise things that we can not possibly do, yet the people listening want to believe that the new leader can work miracles. The Outer Game of leadership consists of using all of our knowledge and experience, as well as our technical, managerial, and leadership competence, to accomplish results. Developing well-honed capability to think and act effectively, skillfully, and competently in different situations is a baseline requirement for effectiveness in managing and leading. (Anderson, 2016). You are making your followers explicit and implicit promises, and they will expect you to fulfill them. The dominant approach to leadership development is competency based. We measure competencies, provide feedback, and then create action plans. While this approach is helpful, it seldom produces breakthroughs because it ignores the inner game. The inner game runs the outer game. The maturity of the inner game is mediating and working the outer game. Since this truth is largely ignored, most efforts to develop mastery in leadership focus on the outer game of competence with little focus on the inner game of consciousness. Until we take a more balanced approach, one that evolves both the inner and outer game simultaneously, we will falter in our efforts to develop leaders for the future at the pace required. (Anderson, 2016). Most of us on this planet who have ever gone through an election have come to realize none of these so called leaders have a clue how to lead, and the ones who look like they might have honor and integrity are the ones who never get into office. Respond?

Discussion2

1

What impact do the different levels of leadership have on employee attitudes, emotions, and behavior?

Which level is closest to your present leadership style?

Which level is closest to your desired leadership style?

2

What impact do the different levels of leadership have on employee attitudes, emotions, and behavior? There are five levels of leadership: 1) Egocentric, 2) Reactive, 3) Creative, 4) Integral and 5) Unitive. The impact as leaders have on employees’ attitudes, emotions and behavior is the employee must grow up. The leaders are at work to do one job to help the employees learn their jobs, perform excellent customer service, and the know the ins and out of their company. The leaders are also there to help employees get out of their shells. After the leader has trained the employee’s become more interdependent. The employees are more aware of the changes and must get use to the new systems and changes.

Which level is closest to your present leadership style?

The level which is closet to my present leadership style is I’m very creative. I love to come up with new ideas of leading and ways to become more closet with employees, family and friends. I notice everyone is different in a way and sometimes you might have to switch your certain style your

using with different people. Because one way might work for someone and doesn’t work for the other person.

Which level is closest to your desired leadership style?

The level closet to my desired leadership style is reactive. I like to hear a person out all the way in a situation, before I reactive. I need to make sure I understand the person before I put my input in or make a final decision. As leaders you must be able to listen to someone before you start making assumptions. I believe that’s one of the reason leaders fail by reacting first. Respond?

3

Which level is closest to your present leadership style?

The level that is closet to my present leadership is Unitive Leadership. Unitive leadership is when the leader is spiritual and use spiritual lessons their taught to led someone. When I’m leading others yes most of the time we talk about day to day things that are happening on the job and I also let to encourage my peers. I know the work force today isn’t easy depending on your type of employment. I like to quote scriptures for certain issues my peers my be going through and let them know things are getting better. I like to let them know my situations I went through in order to get to my lifestyle I’m at today. I must say my journey hasn’t been easy. But things will get better in due time if the person changes their mindset and figure what works for them in certain situations. I believe where most people fail at being a leader is, they let their personal problems interfere with the current situations. No one wants to be led by someone who always brings up their problems. Then it makes the person kind of second guess if they have made the right decision by trusting a person. Respond?

Discusson 3

1

Provide citation and reference to the material(s) you discuss. Describe what you found interesting regarding this topic, and why.

Describe how you will apply that learning in your daily life, including your work life.

Describe what may be unclear to you, and what you would like to learn.

2

Describe what you found interesting regarding this topic, and why.

What I find interesting about the type on the levels of leadership. I didn’t really know each leader has a certain level of being a leader. There are five levels of leadership: 1) Egocentric, 2) Reactive, 3) Creative, 4) Integral and 5) Unitive. The top level of leadership is Egocentric leaders. Egocentric leaders are individual who are teens who transform to grownups. Around this level the individuals are more focused on their own needs and are using different strategies to meet their needs and others. I believe the impact the different levels have on employees are more of a mind thing. The leaders have control of employees which sometimes employees don’t like to be told what to do and may cause the individual to feel a certain way towards the leader. And sometimes can cause conflict between the two people. Leaders are given certain positive, because the company believes the have the experience and has met the levels of leadership in order to train employees. The leaders are here to help employees get out of their shells. After the leader has trained the employee’s become more interdependent. When the employees depart from the leaders, then the leader can feel they have done their job. The employees are more aware of the changes and must get use to the new systems and changes. The employees will always remember what the leader has taught them and remember the different strategies of levels that were used.

The level which is closet to my present leadership style is I’m very creative. I love to come up with new ideas of leading and ways to become more closet with employees, family and friends. I notice everyone is different in a way and sometimes you might have to switch your certain style your used to using with different people. Because one way might work for someone and doesn’t work for the other person. The level closet to my desired leadership style is reactive. I like to hear a person out all the way in a situation, before I reactive. I need to make sure I understand the person before I put my input in or make a final decision. As leaders you must be able to listen to someone before you start making assumptions. I believe that’s one of the reason leaders fail by reacting first. Leaders must be creative when talking to employees and presenting their work. Respod?

The post What variables affect motivation and satisfaction? Why? appeared first on graduatepaperhelp.

 

"Looking for a Similar Assignment? Get Expert Help at an Amazing Discount!"

What impact do the different levels of leadership have on employee attitudes, emotions, and behavior?

What impact do the different levels of leadership have on employee attitudes, emotions, and behavior?

Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business Results

Robert J. Anderson, William A. Adams,

Chapter 3 and 5

150-300 words each

Discussion 1

1

What is the relevance of the outer game and the inner game on your leadership behavior?

What points of leverage and strategies are given for increasing motivation and employee satisfaction?

What variables affect motivation and satisfaction? Why?

2

What is the relevance of the outer game and the inner game on your leadership behavior?

The relevance of the outer game and the inner game on my leadership behavior are my competence. When I’m leading, I want the others I’m leading to be able to trust me that I’m going to teach them everything right and let them know when something is done wrong. I want to be able to help everyone achieve their career and personal goals. The inner game of leadership deals more with the steps and the skills of being a leader. (“The outer game leadership process consists of science of leadership, business rhythm and management process. Leadership competencies: Outside game of Leadership, and Leadership Competency Research. Inner game Leadership Consciousness deals with: Inside game of Leadership and Evolving Consciousness” Robert J. Anderson pg. 30).

What points of leverage and strategies are given for increasing motivation and employee satisfaction? The points of leverage and strategies that are used to increase employee’s motivation and employee satisfaction are the two games of leadership. The inner game uses motivational words to help employees on their job’s words such as: (“passion, integrity, collaboration, wisdom and honesty “Robert J. Anderson. pg. 29). The outer game is an area where leaders spends most of their time making sure the leadership requirements are met. By coming with several strategies for an effective leadership process to help leaders motivate their employees and to make sure everyone is satisfied.

What variables affect the motivation and satisfaction? Why? The type of factors that affects work environment are: 1) Work Rules, 2) Work Settings, 3) Pay, 4) Opportunity for advancement in the company, 5) task, dealing with attitudes from employees or management, and benefits. Employees don’t want to work for a company that they don’t feel comfortable and not getting treat fair. Some employees are motivated by their pay at their jobs knowing they will be able to provide for their families and be able to save money for personal reasons. Employees are motivated by the leaders who believes in their employees and want them to grow within the company. Respond?

3

Hello everyone, the question is, what is the relevance of the outer game and the inner game on your leadership behavior? With the Outer game we wear four different hats, the leadership hat, the manager hats, coach hat and team player hat. Your Inner game is responsible for the authenticity, integrity, appreciation, and energy. Because we all expect great things from out leaders, we tend to believe the promises they spit out when they are running for office or even just trying to get the employees to believe that they will do things differently from the previous leader. We promise things that we can not possibly do, yet the people listening want to believe that the new leader can work miracles. The Outer Game of leadership consists of using all of our knowledge and experience, as well as our technical, managerial, and leadership competence, to accomplish results. Developing well-honed capability to think and act effectively, skillfully, and competently in different situations is a baseline requirement for effectiveness in managing and leading. (Anderson, 2016). You are making your followers explicit and implicit promises, and they will expect you to fulfill them. The dominant approach to leadership development is competency based. We measure competencies, provide feedback, and then create action plans. While this approach is helpful, it seldom produces breakthroughs because it ignores the inner game. The inner game runs the outer game. The maturity of the inner game is mediating and working the outer game. Since this truth is largely ignored, most efforts to develop mastery in leadership focus on the outer game of competence with little focus on the inner game of consciousness. Until we take a more balanced approach, one that evolves both the inner and outer game simultaneously, we will falter in our efforts to develop leaders for the future at the pace required. (Anderson, 2016). Most of us on this planet who have ever gone through an election have come to realize none of these so called leaders have a clue how to lead, and the ones who look like they might have honor and integrity are the ones who never get into office. Respond?

Discussion2

1

What impact do the different levels of leadership have on employee attitudes, emotions, and behavior?

Which level is closest to your present leadership style?

Which level is closest to your desired leadership style?

2

What impact do the different levels of leadership have on employee attitudes, emotions, and behavior? There are five levels of leadership: 1) Egocentric, 2) Reactive, 3) Creative, 4) Integral and 5) Unitive. The impact as leaders have on employees’ attitudes, emotions and behavior is the employee must grow up. The leaders are at work to do one job to help the employees learn their jobs, perform excellent customer service, and the know the ins and out of their company. The leaders are also there to help employees get out of their shells. After the leader has trained the employee’s become more interdependent. The employees are more aware of the changes and must get use to the new systems and changes.

Which level is closest to your present leadership style?

The level which is closet to my present leadership style is I’m very creative. I love to come up with new ideas of leading and ways to become more closet with employees, family and friends. I notice everyone is different in a way and sometimes you might have to switch your certain style your

using with different people. Because one way might work for someone and doesn’t work for the other person.

Which level is closest to your desired leadership style?

The level closet to my desired leadership style is reactive. I like to hear a person out all the way in a situation, before I reactive. I need to make sure I understand the person before I put my input in or make a final decision. As leaders you must be able to listen to someone before you start making assumptions. I believe that’s one of the reason leaders fail by reacting first. Respond?

3

Which level is closest to your present leadership style?

The level that is closet to my present leadership is Unitive Leadership. Unitive leadership is when the leader is spiritual and use spiritual lessons their taught to led someone. When I’m leading others yes most of the time we talk about day to day things that are happening on the job and I also let to encourage my peers. I know the work force today isn’t easy depending on your type of employment. I like to quote scriptures for certain issues my peers my be going through and let them know things are getting better. I like to let them know my situations I went through in order to get to my lifestyle I’m at today. I must say my journey hasn’t been easy. But things will get better in due time if the person changes their mindset and figure what works for them in certain situations. I believe where most people fail at being a leader is, they let their personal problems interfere with the current situations. No one wants to be led by someone who always brings up their problems. Then it makes the person kind of second guess if they have made the right decision by trusting a person. Respond?

Discusson 3

1

Provide citation and reference to the material(s) you discuss. Describe what you found interesting regarding this topic, and why.

Describe how you will apply that learning in your daily life, including your work life.

Describe what may be unclear to you, and what you would like to learn.

2

Describe what you found interesting regarding this topic, and why.

What I find interesting about the type on the levels of leadership. I didn’t really know each leader has a certain level of being a leader. There are five levels of leadership: 1) Egocentric, 2) Reactive, 3) Creative, 4) Integral and 5) Unitive. The top level of leadership is Egocentric leaders. Egocentric leaders are individual who are teens who transform to grownups. Around this level the individuals are more focused on their own needs and are using different strategies to meet their needs and others. I believe the impact the different levels have on employees are more of a mind thing. The leaders have control of employees which sometimes employees don’t like to be told what to do and may cause the individual to feel a certain way towards the leader. And sometimes can cause conflict between the two people. Leaders are given certain positive, because the company believes the have the experience and has met the levels of leadership in order to train employees. The leaders are here to help employees get out of their shells. After the leader has trained the employee’s become more interdependent. When the employees depart from the leaders, then the leader can feel they have done their job. The employees are more aware of the changes and must get use to the new systems and changes. The employees will always remember what the leader has taught them and remember the different strategies of levels that were used.

The level which is closet to my present leadership style is I’m very creative. I love to come up with new ideas of leading and ways to become more closet with employees, family and friends. I notice everyone is different in a way and sometimes you might have to switch your certain style your used to using with different people. Because one way might work for someone and doesn’t work for the other person. The level closet to my desired leadership style is reactive. I like to hear a person out all the way in a situation, before I reactive. I need to make sure I understand the person before I put my input in or make a final decision. As leaders you must be able to listen to someone before you start making assumptions. I believe that’s one of the reason leaders fail by reacting first. Leaders must be creative when talking to employees and presenting their work. Respod?

The post What impact do the different levels of leadership have on employee attitudes, emotions, and behavior? appeared first on graduatepaperhelp.

 

"Looking for a Similar Assignment? Get Expert Help at an Amazing Discount!"

LDR/531– substantive 150-300 words

LDR/531– substantive 150-300 words

Mastering Leadership: An Integrated Framework for Breakthrough Performance and Extraordinary Business Results

Robert J. Anderson, William A. Adams,

Chapter 3 and 5

150-300 words each

Discussion 1

1

What is the relevance of the outer game and the inner game on your leadership behavior?

What points of leverage and strategies are given for increasing motivation and employee satisfaction?

What variables affect motivation and satisfaction? Why?

2

What is the relevance of the outer game and the inner game on your leadership behavior?

The relevance of the outer game and the inner game on my leadership behavior are my competence. When I’m leading, I want the others I’m leading to be able to trust me that I’m going to teach them everything right and let them know when something is done wrong. I want to be able to help everyone achieve their career and personal goals. The inner game of leadership deals more with the steps and the skills of being a leader. (“The outer game leadership process consists of science of leadership, business rhythm and management process. Leadership competencies: Outside game of Leadership, and Leadership Competency Research. Inner game Leadership Consciousness deals with: Inside game of Leadership and Evolving Consciousness” Robert J. Anderson pg. 30).

What points of leverage and strategies are given for increasing motivation and employee satisfaction? The points of leverage and strategies that are used to increase employee’s motivation and employee satisfaction are the two games of leadership. The inner game uses motivational words to help employees on their job’s words such as: (“passion, integrity, collaboration, wisdom and honesty “Robert J. Anderson. pg. 29). The outer game is an area where leaders spends most of their time making sure the leadership requirements are met. By coming with several strategies for an effective leadership process to help leaders motivate their employees and to make sure everyone is satisfied.

What variables affect the motivation and satisfaction? Why? The type of factors that affects work environment are: 1) Work Rules, 2) Work Settings, 3) Pay, 4) Opportunity for advancement in the company, 5) task, dealing with attitudes from employees or management, and benefits. Employees don’t want to work for a company that they don’t feel comfortable and not getting treat fair. Some employees are motivated by their pay at their jobs knowing they will be able to provide for their families and be able to save money for personal reasons. Employees are motivated by the leaders who believes in their employees and want them to grow within the company. Respond?

3

Hello everyone, the question is, what is the relevance of the outer game and the inner game on your leadership behavior? With the Outer game we wear four different hats, the leadership hat, the manager hats, coach hat and team player hat. Your Inner game is responsible for the authenticity, integrity, appreciation, and energy. Because we all expect great things from out leaders, we tend to believe the promises they spit out when they are running for office or even just trying to get the employees to believe that they will do things differently from the previous leader. We promise things that we can not possibly do, yet the people listening want to believe that the new leader can work miracles. The Outer Game of leadership consists of using all of our knowledge and experience, as well as our technical, managerial, and leadership competence, to accomplish results. Developing well-honed capability to think and act effectively, skillfully, and competently in different situations is a baseline requirement for effectiveness in managing and leading. (Anderson, 2016). You are making your followers explicit and implicit promises, and they will expect you to fulfill them. The dominant approach to leadership development is competency based. We measure competencies, provide feedback, and then create action plans. While this approach is helpful, it seldom produces breakthroughs because it ignores the inner game. The inner game runs the outer game. The maturity of the inner game is mediating and working the outer game. Since this truth is largely ignored, most efforts to develop mastery in leadership focus on the outer game of competence with little focus on the inner game of consciousness. Until we take a more balanced approach, one that evolves both the inner and outer game simultaneously, we will falter in our efforts to develop leaders for the future at the pace required. (Anderson, 2016). Most of us on this planet who have ever gone through an election have come to realize none of these so called leaders have a clue how to lead, and the ones who look like they might have honor and integrity are the ones who never get into office. Respond?

Discussion2

1

What impact do the different levels of leadership have on employee attitudes, emotions, and behavior?

Which level is closest to your present leadership style?

Which level is closest to your desired leadership style?

2

What impact do the different levels of leadership have on employee attitudes, emotions, and behavior? There are five levels of leadership: 1) Egocentric, 2) Reactive, 3) Creative, 4) Integral and 5) Unitive. The impact as leaders have on employees’ attitudes, emotions and behavior is the employee must grow up. The leaders are at work to do one job to help the employees learn their jobs, perform excellent customer service, and the know the ins and out of their company. The leaders are also there to help employees get out of their shells. After the leader has trained the employee’s become more interdependent. The employees are more aware of the changes and must get use to the new systems and changes.

Which level is closest to your present leadership style?

The level which is closet to my present leadership style is I’m very creative. I love to come up with new ideas of leading and ways to become more closet with employees, family and friends. I notice everyone is different in a way and sometimes you might have to switch your certain style your

using with different people. Because one way might work for someone and doesn’t work for the other person.

Which level is closest to your desired leadership style?

The level closet to my desired leadership style is reactive. I like to hear a person out all the way in a situation, before I reactive. I need to make sure I understand the person before I put my input in or make a final decision. As leaders you must be able to listen to someone before you start making assumptions. I believe that’s one of the reason leaders fail by reacting first. Respond?

3

Which level is closest to your present leadership style?

The level that is closet to my present leadership is Unitive Leadership. Unitive leadership is when the leader is spiritual and use spiritual lessons their taught to led someone. When I’m leading others yes most of the time we talk about day to day things that are happening on the job and I also let to encourage my peers. I know the work force today isn’t easy depending on your type of employment. I like to quote scriptures for certain issues my peers my be going through and let them know things are getting better. I like to let them know my situations I went through in order to get to my lifestyle I’m at today. I must say my journey hasn’t been easy. But things will get better in due time if the person changes their mindset and figure what works for them in certain situations. I believe where most people fail at being a leader is, they let their personal problems interfere with the current situations. No one wants to be led by someone who always brings up their problems. Then it makes the person kind of second guess if they have made the right decision by trusting a person. Respond?

Discusson 3

1

Provide citation and reference to the material(s) you discuss. Describe what you found interesting regarding this topic, and why.

Describe how you will apply that learning in your daily life, including your work life.

Describe what may be unclear to you, and what you would like to learn.

2

Describe what you found interesting regarding this topic, and why.

What I find interesting about the type on the levels of leadership. I didn’t really know each leader has a certain level of being a leader. There are five levels of leadership: 1) Egocentric, 2) Reactive, 3) Creative, 4) Integral and 5) Unitive. The top level of leadership is Egocentric leaders. Egocentric leaders are individual who are teens who transform to grownups. Around this level the individuals are more focused on their own needs and are using different strategies to meet their needs and others. I believe the impact the different levels have on employees are more of a mind thing. The leaders have control of employees which sometimes employees don’t like to be told what to do and may cause the individual to feel a certain way towards the leader. And sometimes can cause conflict between the two people. Leaders are given certain positive, because the company believes the have the experience and has met the levels of leadership in order to train employees. The leaders are here to help employees get out of their shells. After the leader has trained the employee’s become more interdependent. When the employees depart from the leaders, then the leader can feel they have done their job. The employees are more aware of the changes and must get use to the new systems and changes. The employees will always remember what the leader has taught them and remember the different strategies of levels that were used.

The level which is closet to my present leadership style is I’m very creative. I love to come up with new ideas of leading and ways to become more closet with employees, family and friends. I notice everyone is different in a way and sometimes you might have to switch your certain style your used to using with different people. Because one way might work for someone and doesn’t work for the other person. The level closet to my desired leadership style is reactive. I like to hear a person out all the way in a situation, before I reactive. I need to make sure I understand the person before I put my input in or make a final decision. As leaders you must be able to listen to someone before you start making assumptions. I believe that’s one of the reason leaders fail by reacting first. Leaders must be creative when talking to employees and presenting their work. Respod?

The post LDR/531– substantive 150-300 words appeared first on graduatepaperhelp.

 

"Looking for a Similar Assignment? Get Expert Help at an Amazing Discount!"

Social Deviance And Control Discussion Questions

Social Deviance And Control Discussion Questions

I NEED THE FOLLOW QUESTIONS ANSWERED IN 175 WORDS MINIMUM PLEASE.

  1. Groups that clean up beaches and parks is not deviant. Cleaning up is a good thing and some might say, the norm for society. It is those who litter who are deviant and to prove it, we have laws that are violated when someone is littering. What is the negative sanction that goes with littering? Could cleaning up an area be viewed as a positive sanction?
  2. BLM (Black Lives Matter) protest is a good example of how deviant acts can lead to positive outcomes. It is not so much the act that is positive but that it leads to a positive outcome. Which theoretical perspective of deviance would you use to explain the BLM movement?

The post Social Deviance And Control Discussion Questions appeared first on graduatepaperhelp.

 

"Looking for a Similar Assignment? Get Expert Help at an Amazing Discount!"