In Chapter 9 Sheldrake and Hurley discuss mechanisms that are essential to the success of their new Doctorate in Business Administration program, these mechanisms include experiential learning, continued cross-fertilization between personal development, knowledge and practice, the development of secure learning space; the use of art and literature, the solid footing in the notion of “a calling,” both personal and institutional, and ongoing training and supervision instructors just to name a few.
The objective is to create a management education program designed to nurture the values of the human spirit. Trying to integrate this new approach Sheldrake and Hurley encountered many difficulties such as staffing, participants and the organizational
culture of the university administration. After conducting a thorough analysis Sheldrake and Hurley discovered some valuable lessons after implementing the new system. One of the lessons Sheldrake and Hurley discovered was support is needed “to create a space for learning”. I agree, any new initiative that is introduced in any organization requires support. This support includes team development sessions and spiritual direction. It’s extremely difficult to try and start something new without the support of faculty members. I have experienced this in my current workplace. A few years back my company introduced a system called Work Management. Faculty members were resistant to this new change.. My company organized some team development sessions and they were able to work out any issues within the new program. I believe if there was some spiritual direction included it could have possibly smoothed the process. When one introduces spirituality it could ease the tension and release some stress. Many faculty members were reluctant to adapt to this new system maybe because they were in fear of learning something new. A suggestion I will make that was not mentioned in the article is possibly having a pilot program, before revamping the whole program. This would help detect any issues.
In this document I will share how I was influenced to believe in my own ability. I will also share how my view about management and leadership was changed in one conversation and how that conversation boosted my confidence. I will also share the manager that influenced my learning the most and how through not just words but also actions he showed me that being a leader is not being the person sitting in an office barking instructions, but being the leader is someone who keeps motivating his team to want to accomplish more and be more through actions. I will also share my learning through this assignment, and recommendations on fixing
It was stated in section fifteen that more and more people in the workforce will have to manage themselves and have to place themselves where they can make the greatest contribution. The section A Challenge for Individuals also said that entrepreneurial society individuals face a challenge which is to exploit as an opportunity the need for continual learning and re-learning. This then made me think about the whole process of the program. The Management Trainee Program specifically Seaoil’s Management Trainee Program allows us fresh graduates, to know ourselves better by allowing us to have a deeper understanding of what and who we are as an individual, by making us discover our strengths, our own way of performing and accomplishing tasks and meeting goals, and assessing if our values align that of the company as well as letting us gather more information and store more knowledge. It will not only make us aware, understand, and experience the different departments and operations of the company. Upon starting, it first made me wonder why unlike other MT programs of other companies, we do not directly get immersed in the company’s operations and why do we even have to read a book and submit a book report. But after several sessions and after reading The Essential Drucker, I have realized that this MT program
I chose this particular concept due to the need for effective leadership in today’s workforce as it pertains to employee development. In most cases, many businesses have ineffective leadership development programs that are designed to tear down employees rather than build them up. I have experienced such a lack of leadership through past employment experiences, however, those experiences have afforded me the ability to recognize and prevent those issues from occurring today. I have noticed a lack of focus on behalf of organizations where employee turnaround is the highest. There is nothing more stressful than an organization that is continually trying to see you fail added in with the daily problems of an adult life. The importance of leadership development is found in the constant need for strong and intuitive leadership throughout today’s modern organizations (Rowland, 2016). Organizations of the modern setting will need to explore alternative and innovative avenues to implement effective leadership skills as it pertains to specific industry cultures and or competition. I personally believe that the diversification of today’s workforce has promoted a positive change in how employees are treated and how organizations operate competitively in today’s business
Whetten, David A., and Kim S. Cameron. Developing Management Skills. Upper Saddle River: Pearson Education, 2007. Wikipedia, Contributors. Forming.
Quinn, R. E. (2007), Becoming a master manager : a competing values approach, 4th ed, Hoboken, N.J. : Wiley.
The goals include training on leadership. The objective is for management to gain the proper skills to effectively lead teams, resolve conflicts, and better their management abilities. The training will address employee turnovers to low wages, effective communication strategies, and effective leadership. Management will become more strategic in selecting the right candidates to fill positions. The knowledge and skills attained will be that managers will become better leaders by becoming more empathetic. Employees will begin to feel appreciated and become more motivated. As a result, the company’s morale will be boosted and there will be less consumer complaints about bad customer service.
Through my undergraduate studies, I was fortunate to participate in several student and voluntary activities. Furthermore, determinant to acquire relevant practical experience, while in the program I worked at a Real Estate firm during which I tried to apply my theoretical education through my position ...
As a student and future professional, I am determined by an ethical obligation to endeavor for excellence in my educational deeds. I look forward to the challenge of developing my past and future learning experiences in an application-based environment. Throughout my college and work experiences, I have developed the discipline necessary to achieve the requirements of this program.
Northouse’s (2013) book presents a case study of a training series at a pharmaceutical company. The training specialist realized his approach with attendees was not effective half through the series. The purpose of this paper is to analyze the training series using the Situational Approach. The attendees’ development level and Jim’s initial leadership style will be identified. Using the leadership perspective, weaknesses in Jim’s approach will be identified and potential changes recommended.
Senge, P.N. (1990) The Fifth Discipline: The Art & Practice of the Learning Organisation London: Century Business
Nowadays, jobs have been changing. Technologies become more and more sophisticated. The competition of working becomes more binding. Jobs in the future will be more demanding and tomorrow’s worker will have to learn new techniques to maintain their marketability. It is argued that what organization development as a strategy does for the renewal of institution, professional or human resource development does for the renewal of individuals. Because a learning manager exercises leadership in both processes, some of the enabling skills required are described, particularly human skills that can be learnt.
It can be argued that a corporate philosophy, value or mission statement can aid in a company’s ability to distinguish itself and standout against competitors. In addition, statements such as these can prove to be an effective medium in the improvement of employee performance and behavior (Seong, 2011). In the early 2000’s as Dell experienced a drop in market share, CEO Michael Dell turned to The Soul of Dell as a way to mend the corporation’s culture and recapture a stronghold on the industry. Dell’s philosophy statement was created in hopes that it would transform the existing incentive-oriented culture to one which adhered to the newly established key standards and principles of the company. Unfortunately, as Dell would find, the company’s vision for improvement failed to make an impression on employees.
“The conventional definition of management is getting work done through individuals, but real management is developing people through work” (Josephson, 2012). In command to build an operative organizational culture, leaders and managers should set objectives to build healthy and productive relationships with their subordinates. As the case study states, management failed to do it. In order to have a close look at the process of building relationships between employees and management and analyze this problem this part of the paper focuses on examining two theories: equity theory (John Adams) and two-factor theory (Frederick Herzberg).
As I teach leadership development skills within my organization, the topic of personal and employee development naturally arises. When asked leaders often admit how little time is spent on their own development or that of their employees. The most frequent reason for why this is a reality is the lack of time. The problem with this mindset is that leaders often feel that they cannot send employees to a training or development activity, because they do not have anyone who can fill in for the employee while they are gone. In other words, the leader cannot develop their people, because the leader has not spent time developing their people. The habitual assessment and development of oneself and others represents a “deliberate practice” (Fullan, 2011, p.25), that must be adopted if the organization will be able to meet the changing demands of its environment and markets.
Employees upon their induction into an organization that is vigilant about their corporation’s success is very altruistic in nature to their employees; with the hope that their efforts will be rewarded with enthusiasm, competency, and major attributions for company progress or success. Henceforth, as it stands depending upon the capacity upon which an individual or group of people are recruited, there levels of training will be meted by the type of tasks they are required to accomplish for the organization in a successful and ethical manner. Gomez argues that, “leaders within her organization of occupancy held conversations on various matter that pertained to company success for future employees, and public citizens” (Gomez, 2012, pg. 13). The aim is to candidly express what an organization desires to accomplish and just how exactly they intend to achieve such an outcome. The training and performance evaluations by organizations are intended to maximize each employee to the standard requirements of the recruiting companies.