1) What is the role of an orientation leader? The role of an Orientation Leader is to help all new students and their families form a strong first impression of Emory, as well as to help them acclimate to Emory student life. Orientation Leaders play a critical role in making sure that all new students at Emory (whether that be first-year students or transfer students) feel welcomed, accepted, and included during Orientation Week and beyond. They enter into the position because they genuinely want to serve others, and serve as points of reference and support for all new students (both first years and transfers) as these students navigate their adjustment to Emory life. Additionally, good OLs serve as role models by demonstrating positivity, enthusiasm, and professionalism at all times. They are open-minded, and accepting of diverse perspectives while recognizing that incoming Emory students come from a wide variety of backgrounds in all respects. By doing these things, OLs can help to empower often nervous incoming Emory students to feel more confident in themselves. Lastly, Orientation Leaders must also abide by a set of well-understood position expectations. They must recognize that being in …show more content…
As an Orientation Leader, I will contribute to the development of an inclusive community by making sure to engage everyone in my OL group in all activities. Moreover, I will make sure to set ground rules regarding our discussion (for example, people must wait their turn to speak if someone else is already speaking). I will also be cognizant of the fact that some students may be more vocal, while others may feel more shy or withdrawn. I also realize that cultural differences can also lead some students to see others as unfriendly or in a less positive light, and therefore would work hard to support all students in my Orientation group
Realistically, I actually feel like the most challenging aspect of being an Orientation Leader is making sure that I am aware of my actions at all times because in some cause I will provide students and parents with their first impression of what college can be like. In order to overcome this challenge, I plan to ask my peers for advice and also conduct myself in a manner that shows how tremendous of an individual I am.
The following briefing paper has been prepared to assist you in preparing your speech to the local chamber of commerce. The topic you have been asked to speak on is outlining the differences in leading an institution of higher education as opposed to running a for-profit business. The briefing highlights key points from three oft-referenced scholarly articles on the topic of higher education organizational theory and leadership. These points explain higher education structures and the differences between higher education organization and leadership and what your audience might be accustomed to. I have included references for your aid.
Aside from cultural leadership, my style relates to the attributes of a transformative leader. Through analyses of the Bell Curve, Leadership Behavior, and Motivation assessments, I had a strong need to see others succeed. I see college as a transformative experience and the front desk position is able to give students the qualities to be successful after college. I inspire my employees to share my vision and help them understand the reasons behind my values. I show personal integrity, self-confidence, and optimism for the future. Though these qualities I transform the organization with a more effective team.
Northouse, Peter G. Leaderhip Theory and Practice. Ed. Fifth Edition. Thousand Oaks, CA: Sage Publications Inc, 2010.
A leader incorporates the capabilities to illustrate the attitude and performance in a way that have an immense impact on the fellow affiliates who work with him in the confined surroundings (Oliver, 2006). Considering the leader as an exceptional individual among the group, the two essential attributes that he should possess include (Dawson, 2003):
In healthcare profession, leadership is defined as utilization of personal characteristics and experiences to communicate effectively with the patients suffering critical health problems for which there are no specific answers and to direct health care team in developing policies to solve these problems. The nurse leader establishes relationships to encourage others to set and accomplish clinical or administrative goals. An effective leader provides guidance, use moralities to direct the process, and develop self-confidence in others (Yoder-Wise, 2010).
Effective leadership has a great impact in what direction the team takes. They have great communication skills and are very easy to talk to and approach. Employees look up to the nurse leader for reassurance and comfort when things are not so bright. Leaders are very compassionate and caring individuals. They are not afraid to take risk in order to reach their goals. Nurse leaders will go the extra mile for his or staff and patients. From a leader standpoint, providing quality care to every patient is a priority. Leaders are usually on the floor with the nurses and are very aware of the work load. Leaders can better understand the nurse’s frustration about the staffing ratio. Sometimes having four patients feels like six because of the acuity level. When faced with a situation like not having enough staff to work a shift, leaders are quick to call in an extra nurse to come and work. Reducing the work load and proving effective quality care to the patients is what a leader usually has in mind. Leaders are not thinking about the hospital budget and deficits. They look at the big picture which is staff shortage and the work that needs to get done. The leaders goal is to keep everyone safe and happy. According to Stanley (2006), leaders tend to be solitary, proactive, intuitive, emphatic and attracted to situations of high risk; they ask the 'why not ' question and 'do the right thing. Therefore, a leader will do everything he or she can to accommodate patients and nurses
House et al. (2007) discovers that leadership and Organisational culture are closely linked together as leaders influence the culture of their organisations. Researches talk about a range of leadership definitions but it is not easy to define. (E.g. Western, 2008; Yukl, 2010). However, Cohen (2009) critically analyses definitions from Dracker (1996), Eisenhower (1969), Northouse (2004) and finally summarised the definition of leadership constitutes five elements. First of all, ask question to set direction, which means effective leaders need to listen to followers’ voice respectfully and then share the common goals and ideas with them. In addition, leaders need to seek insights and allocate resources optimally; act ethically; allow their employees to work in a conformable and most effective way. This essay will explain different leadership styles and how they influence the organisations with examples of organisations and leaders with main focus on well-known entrepreneur: Sir Alan Sugar. He grows from nothing to incredible success (£ 730 million), is a legend in the UK business history; his reality TV show “The Apprentice”, a great entertainment for recruitment appeals to the public without reasons. However, he as a person is controversial amongst people, probably due to his leadership style as bullying or harassment (destructive). There are four schools of leadership styles: Trait, behavioural, contingency and transformational. Nevertheless, in the case of Alan Sugar, trait and transactional styles match him which will be illustrated following in detail.
In the “Case Study: Organizational Culture: Life or Death”(BOOK), eleven hospitals are examined to show the impact that cultural systems play in the life or death situation of heart attack victims. Each hospital is studied and pin pointed as to what makes them so effective. Each member of a team must share a common goal, in this study it is saving the lives of heart attack victims. This passage will demonstrate the power of a team utilizing their strengths to help patients. There are three topics that will be discussed, the values that motivate the doctors and nurses, the importance of the team’s culture coordinating with their habits, and the events that could alter their overall harmony.
A leader will learn more as the person in charge (Boseman, 2008). The leader will need to stay informed on the given topic, do more exploration and stay well-informed.
It is very common in this day and age to become discontent with where you are at in leadership. One of the reasons for this discontentment can be because influencing all of those around us is not an easy thing to do. If we are to not only stay content, but also excel in leadership we must keep in mind that ninety-nine percent of leadership does not come from the top of any given organization, but the middle. John C. Maxwell, author of The 360-Degree Leader, speaks to us about the principles that leaders can use to bring value and influence to any organization from any level within the organization, enabling them to do, what John C. Maxwell describes as leading up, leading across, and leading down.
American Association of Colleges of Nursing (AACN): White paper on the role of the clinical nurse leader, 2007, website. www.aacn.nche.edu/Publications/WhitePapers/Clinicalnurseleader.htm. Accessed July 21, 2007.
I’m a firm believer in maximizing the educational experience through effective classroom design to maintain conflict prevention, increasing time on task and being an added tool for content material; but now I also believe effective classroom design can be used effectively to build a inclusive arena for students to learn in. By consciously focusing on improving the inclusiveness of culture into my design of the classroom, student’s can develop a stronger link to the classroom and school community. This can allow students who may have felt culturally excluded from their environment to develop a stronger connection to their learning and improve their performance not only as academic learners but as members of their school
The entire community plays an essential role in the growth and development of children within our community. As a school leader, building an inclusive school culture that is open and friendly to all stakeholders using a variety of effective methods is crucial. There is no magic formula to incorporating a positive school culture, much depends on the leadership of the campus. The leadership on campus cultivates the climate providing support and respect for everyone invested in the student’s education.
We must have the correct mind-set. We believe our students can learn; have high expectations; are willing to give extra help; find ways to make