The Awakened Leader One Simple Leadership Style Essay

Leadership Paper Joan Marques, author of the book â€Å"The Awakened Leader: One Simple Leadership Style That Works, Every time, Everywhere,† says â€Å"leadership is a sacred calling to make a life-enriching difference in the world† (Marques 11).There have been many studies about what makes a great leader. Scholars have looked at the traits and characteristics of some of the best leaders and managers in the world to see what makes them so successful. In the book â€Å"Management,† authors Richard Kreitchner and Carlene Cassidy say that, â€Å"managers become inspiring leaders by serving as role models and adapting their management style to the demands of the situation† (16). Leadership assessments or tests are used in many instances to see what type of leadership style a person has. And although the test criteria can vary a lot in the traits identified, many of those traits seem to be universal. Some scholars believe great leaders are people who inspire others to reach higher goals. Management scholar Marques says effective leaders must be able to â€Å"inspire people and be the type of leader that people want to imitate† (Marques 140). Often great leaders are generally great collaborators, communicators, and produce excellent work products. In this paper I intend to analyze the strengths and weaknesses of my own leadership style in order to better prepare myself for future leadership roles as a student and professional. On the Havard Business Review website, authors Karen West, Elliot Stixrud,Show MoreRelatedThe Leadership Style Known As Servant Leadership1920 Words   |  8 Pagestheir car. This reality awakened the sense that something is mis sing at a higher organizational level. It is this experience that compels the author of this paper to research the Leadership Style known as Servant Leadership. 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According to one biographer, â€Å"the Banias were by tradition traders, moneylenders and grocers, though Gandhi’s family hadRead MoreRise and Decline of the Muslim Ummah9373 Words   |  38 Pagesthe century th e state of the Muslim world had taken a definite turn, and there were some signs of resuscitation in the moribund body of the Muslim Ummah. If we look at it closely, the middle half of this century presents an astounding picture. On one hand, the process of decline and deterioration reached its lowest ebb in the events of 1967 and 1971. On the other hand, there was also a widespread movement towards revival and the beginning of a process of renewal. It commenced during the years 1920-1925Read MorePropaganda by Edward L Bernays34079 Words   |  137 Pages............................................ THE NEW PROPAGANDA ............................................ THE NEW PROPAGANDISTS .... 9 19 32 47 62 THE PSYCHOLOGY OF PUBLIC RELATIONS BUSINESS AND THE PUBLIC .... 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Credit Union Australia - Corporate Social Responsibility for the 21st Term Paper

Essays on Credit Union Australia - Corporate Social Responsibility for the 21st Century Term Paper The paper â€Å"Credit Union Australia - Corporate Social Responsibility for the 21st Century" is a perfect example of a term paper on business. Credit Union Australia (CUA) believes that social and environmental sustainability that will last for the 21st Century has never been more relevant. This paper presents to the board how a CSR effort will be an effective strategy to serve our stakeholders.By this we mean, we will extend our commitment to the public by investing in causes, people and organizations that champion social and environmental sustainability. As projected, our CSR strategy will boost our organization’s standing in the market, that in turn, could help improve our long-term profitability and brand value.For several years now, Corporate Social Responsibility has been highly pursued by organizations to improve one's reputation and boost the public image that the corporation wants to project to the public. The ultimate goal through which CSR is enacted is sustainab ility, according to some experts. As defined by Milne and Gray (2007), sustainability as the concept of a system, it is by far, concerned with the provision to render equitable and just social services to the community.As a concept, corporate social responsibility contemplates the role that organizations play in the community through programs that promote human and social development and social justice themes. It is said that when adopted, CSR – that is, it suggests organizations like credit union have a societal duty geared at promoting social justices – would balance any corporation's capitalist impulses of only making of profit and being competitive.Now by adopting a CSR strategy, however, we can heighten our brand value by appealing to our urban, educated stakeholders who more and more are looking to be affiliated with an ethical organization. There are numerous ways through which CSR may be undertaken such as investing in advocacies relevant to our corporate mantr a.There are oppositions to the adoption of a CSR strategy, citing that investments are best spent on ways that will boost profitability and market share. According to Cavett-Goodwin (2007), CSR investments would mean scaling down of investments to broaden market share. As for the positives, one example is that companies who are perceived socially and environmentally-concerned are growing to be more attractive to investors, and therefore perform better financially.DiscussionTo the corporate banking institutions, however, we are apart in terms of the nature of banking services we offer. Although like corporate banks, we offer many of the same financial services that banks do (e.g., savings and cheque accounts, loans, and insurance), however, our concentration is on serving the community in which we operate (WOCCU, 2007).It is this community role and focus that differentiates credit unions from commercial banks. Our customers are called mutuals who are also the owners and the emphasis is not towards generating income for our external shareholders. This explains why any earnings in excess of operational costs are returned to the credit union members either through increased interest on savings, decreased rates on loans, and the like.Now comes the question for our organisation to be socially responsible at the height of global financial crises and enacting measures to be sustainable in the Next Century: how ready are we to adapt to the changes and would the implementation of CSR as a corporate strategy allay fears that we are only concerned with profitability and being competitive.

Encyclopaedia of Human Resource Management - MyAssignmenthelp.com

Question: Discuss about the Encyclopaedia of Human Resource Management. Answer: Introduction Recruitment and selection are two of the most important HR activities that a manager of a business organisation need to undertake. This is done in order to ensure that an organisation is not short of staffs and that talented individual is present in the organisation (Newell, 2015). The report provides an overview of the recruitment and selection strategies that are adapted for a company located in Hobart. The position taken into consideration is a store manager. The outline of the job position is provided and the strategies employed to attract the selected candidates are provided. For the purpose of the report, OZStyle4U has been considered. The business strategy link of OZStyle4U is analysed that includes organisational goals and the benefits of hiring suitable candidates for the new store in Hobart. Pre-recruitment It has been seen that following a differentiation strategy can help an organisation to gain a competitive advantage. Rees Rumbles (2010) is of the opinion that firms taking a different approach to management need to exercise a unique differentiation strategy. This prevents competitors to imitate the products of the company. It is also needed that every organisation implements a growth strategy that can help in implementing a strategic business plan. Parrotta, Pozzoli Pytlikova (2014) stated that a proper growth strategy could help in the increase of sales of a firm. This is because the economies of scale can be reached and proper maintenance of finance can be achieved. It has been seen that OZStyle4U has implemented both the growth as well as the differentiation strategy. It has been seen that companies that employ both the strategies have an opportunity to establish itself in the market. This is because pursuing a differentiation strategy helps in creating unique products that may be difficult for its competitors. The designing of the clothing material of OZStyle4U need to be such that it is different from the existing brands in Hobart. Apart from this the differentiation strategy allows employees to display the creativity that they possess. This can be considered as a huge motivational factor for the employees working in OZStyle4U as the employees can use their talents in producing good products (Searle, 2016). Thus, it can be said that the growth of OZStyle4U is evident with the application of both the strategies and it can help in the successful expansion of the business in the organisation. Business strategy Priority (P = primary; S = secondary; NA = not applicable) General staffing implications Cost leadership S Flexible Differentiation (quality) P Core Growth P Core Specialisation S Reactive Table 1:Business strategy for OZStyle4U (Source: Created by author) Job requirements matrix for HR Manager In order to recruit for the position of HR manager in Hobart, the organisation has divided the job specification into three specific duties. Each of the allocated tasks has its importance in the overall performance of the organisation. Costen (2012) stated that since the customer satisfaction and development of staffs are important, managers are expected to recruit people based on Customer Service and Staff Supervision Management. Financial manager role is also importantin order to meet the objectives set for finances. As per the job matrix table provided, it is seen that the person specifications provides a clear outline of the skills required for succeeding in the business of OZStyle4U. The importance is rated between 1-10, with 10 being the most important. Apart from this, the essential components are rated as E. Hence, it can be said that aligning with position objectives the employees need to have knowledge about financial operations. The job requirement matrix indicates the growth target of OZStyle4. The company aims to expand its market within 2020, by establishing 12 more stores in Australia. The importance of the job requirement matrix is that it helps in attracting the required talents needed for the fulfilment of goals (Club, 2014). The positive factor of the company is that it holds a good reputation for being excellent in serving customers. Hence, the requirements of the individuals need to be such that it sustains the image of the company. The task and the importance of the specific duty are stated in the matrix, which acts as potential targets for the employees. Job specification Person specification Duty Tasks Importance of duty (%) Time spent on duty (%) KSAO/Competency Importance of KSAO/Competency to performance (1 = Low, 10 = High; E = essential, D = Desirable) Manage the store operations in order to fulfil the organisational goals Manage the financial activities and the sales performance of the organisation 40% 33% 1. Knowledge related to finances. 2. Ability to understand the methods required for selling products 3. Manage the storehouse 7E Maintain proper relationship with customers Analyse customer feedback forms and prepare proper responses to the customers 30% 21% 1. Good communication skill 2. Ability to understand statistical data analysis 3. Good research techniques 8E Table 2: Job requirement matrix (Source: Created by author) Employment Value Proposition (EVP) El-sakka (2016) stated that one of the ways to attract talented employees in an organisation is to provide opportunities for facing challenges and using their skills. In this regard, it can be said that the Employment Value Proposition (EMP) of OZStyle4U is such that it helps employees get proper encouragement to gain a competitive advantage in the market. It has been reported that the average pay earned by a retail manager in Hobart is about $50,000. However, this does not include the bonus and interests are not paid to employees with experience. OZStyle4U is one of the most innovative brands in Hobart and as a result, it attracts highly skilled employees. Hence, it is expected that the company will pay its workers more than the average cost. According to Coller, Cordero and Echavarren (2017) benefits that not mandatory have a great impact on the ability and the retention of the employees. Hence, OZStye4U provides intrinsic benefits to the people. Not only the benefits has the company also provided a stable working environment with allowance for clothing. The company also provides a place for recreation to the employees. Recreational rooms such as cafeteria or music room help employees to relax after an intense day at work. Another advantage of the company is that it provides employees with an opportunity to take paid leave and have extra allowances for a whole week. The National Employment Standards is followed in order to ensure that a proper balance is maintained between work and personal life. Item Focus Type Organisation contribution Employee contribution To which applicants might it appeal Average salary Job-related Extrinsic $80,000 A worker has to work for 40 hours per week. Employees seeking long-term employment Clothing allowance Job related/ Person related Extrinsic $3000 a month Can wear non-formal clothes provided it is presented well Applicants concerned about self-presentation Recreational rooms Person-related Intrinsic Less stressful working environment Maintain proper ambience by avoiding playing loud music Every employee Table 3: Employment Value Proposition (Source: Created by author) Sourcing effectiveness analysis In order to recruit talented people with the criteria required for fulfilling a job, it is needed that a proper job analysis and workforce planning is maintained (Donaldson, 2015). In the case of OZStyle4U, the company focuses on the growth as well as differentiation strategy in order to be innovative in the organisation. Therefore, the requirement of the applicants is high and extensive skill is required in order to survive in the organisation. However, it is to be kept in mind that the recruitment cost of the applicants will also be high, as skilled employees require more salary to be paid. One of the ways by which sourcing of such applicants can be done includes networking and social media. Chaneta (2014) stated that in the modern world the use of social media for advertising and hiring competent people is high. This is mainly because of the fact that internet is the main source of information for people. Hence, people post for job requirements in various portals in order to attract skilful and talented employees. OZStyle4U follows a similar pattern of sourcing. The company not only uses the formal job portals but also uses non-formal portals such as Facebook in order to communicate with talented employees. Apart from this, the use of online job boards can provide OZStyle4U with an opportunity to refine the search to areas in Hobart. The role of HR Manager can also be refined during the search while using this approach for recruiting people. The cost of hiring these people can also be less as compared to the formal hiring of individuals. Source Type of applicant Average speed Cost per hire Expected applicant quality Network and social media All Moderate High High Online job boards Active or semi-passive Moderate Low High Table 4: Source effectiveness analysis (Source: Created by author) Recruitment communication/advertisement In order to employ a talented individual as an HR Manager for the Hobart branch, OZStyle4U need to ensure that the image of the organisation is maintained in a proper manner. Breaugh (2017) stated that in order to recruit employees, it is important that a company maintain communication with the individuals. The communication is mainly done via advertisements posted on job portals and social media. The advertisement needs to be such that it provides a proper understanding of the workplace culture of the organisation. The ambience of the workplace along with the aims and objectives of an organisation is mentioned that highlights the desires of the organisation. In the case of OZStyle4U, the company provides the similar type of advertisement that helps in finding talented employees. Russell Brannan (2016) opined that the recruiting talented employees are an art that an organisation needs to perform in a manner that such that it defines its objectives. It is imperative to maintain a balance that between the ways by which every employee is treated. In the case of OZStyle4U, the company focuses on maintaining a great economic performance. This is mainly due to the work culture and the expansion that is aimed at the organisation. The aim of the company along with supportive work culture can attract talented employees. The fact that that the company provides intrinsic, as well as extrinsic benefits, can be considered as a strong point for the organisation. The brand image of the employer can also help in recruiting employees and help in gaining a realistic job applicant for the organisation. Table 5: Recruitment communication (Source: Created by author) Selection Assessment plan for HR Manager An assessment plan is formulated keeping in mind multiple criteria of a selection process. These methods are analysed in a systematic manner and the best method is selected by the application of trial and error method (Pocock Skinner, 2013). These various choices involved that help in recruiting and selecting specific talents. Some of the processes include resume analysis, panel interview and reference checking and simulation. The plan also consists of the competency of the employees. Employees are sorted based on the requirement of training and direct selection. In the light of this statement, it can be said that in the case of OZStyle4U, the organisation needs to ensure that every method of selection is applied in order to ensure a proper selection of the candidate. The position that OZStyle4U is trying to fulfil is that of the HR manager. Hence, it can be said that the use of reference checking can provide the basic characteristics of the employees. OZStyle4U however, need a further analysis of the compatibility of an individual in order to achieve the desired results. Porter (2001) stated that the next stage in the selection method is conducting a simulation as well as a panel interview. This helps in analysing the candidate in a more in-depth manner. This provides opportunities to analyse the candidate in a proper manner and understand the skills of the candidates. Characteristic Importance of characteristic to job performance Select (S) Train (T) Resume Simulation Panel Interview Reference checking Knowledge of finance 1 S 0.45 0.25 0.20 0.10 Knowledge of sales 1 S 0.10 0.45 0.30 0.15 Communicating ability 1 S 0.45 0.20 0.20 0.45 Analytical skills 1 S 0.30 0.45 0.15 0.10 Table 6: Assessment plan (Source: Created by author) Panel interview questions for HR Manager Panel interviews are conducted in order to analyse the talents and knowledge of an applicant. This interview process provides in-depth questioning of the candidates in order to test the responses of the candidates in terms of knowledge about the subject and the presence of mind (Lin, Yao Zhao (2014). However, it is to be kept in mind that the questions are asked based on the talents and subjects of the individuals. This is important in order to assess the knowledge of the candidate and provide them with an opportunity to extract the creative nature that is required for being successful in a business. In the case of OZStyle4U, the company needs to be certain about the type of questions that can be asked to the candidates applying for the role of HR Manager. Hitt et al., (2001) stated that open-ended questions often produce the best responses and consequently the best results for an organisation. It helps in asking the required questions and spot the candidates most suitable for condu cting the job. However, it is to be noted that the answers of each individual may vary. This is an expected outcome as without varied responses it can be difficult to analyse the individuals. The evaluation of the candidates can be done with the answers provided by them. Interview question Question type Selection criteria Answer Answer scoring What would you do if you wanted to increase sales target during the economic crisis? Situational Knowledge about the economy Excellent: I would create a sales plan team and a team that can analyse the external environment of business Good: I would analyse the current state of work progress Satisfactory: I would look at records of the past and compare it with the present conditions. 10 How will you respond to sudden changes in the priorities of a project? Behavioural Time management skills Excellent: I would delegate the jobs to the best people that are skilled to perform the job Good: I would assist my staffs after receiving the news Satisfactory: I would focus my attention entirely on the new tasks 9 How will you deal with staffs that are underperforming? Behavioural Encouragement and communication skills Excellent: I would have a personal communication with the staff and provide them counselling sessions Good: I would ensure that a mail is sent to them pointing to the failed state of work Satisfactory: I would be strict with the staff and give warning about the performance issues 9 Table 7: Panel interview questions (Source: Created by author) Conclusion Thus, it can be concluded that the selection methods that have been provided in the assignment can be effective in attracting a bunch of talented individuals. The unique characteristics of the recruitment and selection model can be valuable for candidates as they can gain new experiences. In a place like Hobart, analysing the tastes and preferences f the candidates is important in order to formulate innovative plans. A company like OZStyle4U, the use of growth and differentiation strategies can help the company to fulfil its desired objectives. The recruitment of a talented manager can help in developing confidence among the employees. Reference Breaugh, J. A. (2017). to Recruitment.The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 12. Chaneta, I. (2014). Recruitment and Selection.International Journal of Management, IT and Engineering,4(2), 289. Club, B. F. (2014). Recruitment and selection. Person Coller, X., Cordero, G., Echavarren, J. M. (2017). Recruitment and Selection. InPolitical Power in Spain(pp. 83-102). Palgrave Macmillan, Cham. Costen, W. M. (2012). Recruitment and Selection.The Encyclopedia of Human Resource Management: Short Entries, 379-387. Donaldson, B. (2015). Recruitment and Selection. InSales Management(pp. 223-241). Palgrave, London. El-sakka, N., (2016). The Relationship Between Person-Organization Fit, Burnout, and Turnover Intention Among CIC academic staff. The Business and Management Review, 7(2). Hitt, M., Bierman, L., Shimizu, K., Kochar, R. (2001). Direct and moderating effects of human capital on strategy and performance in professional service firms: A resource-based perspective. Academy of Management Journal, 44, 1328. Lin, Z., Yao, X. Zhao, Z. (2014), The direct and indirect impact of employee benefits on firm performance in China. Asia Pacific Journal of Human Resources, 52: 476495. Newell, S. (2015). Recruitment and selection.Managing human resources: Personnel management in transition, 115-147. Parrotta, P., Pozzoli, D. Pytlikova, M. (2014). The nexus between labor diversity and firms innovation. Journal of Population Economies, 27(2), 303-364. Pocock, B. Skinner, N. (2013). Paid annual leave in Australia: Who gets it, who takes it and implications for worklife interference. Journal of Industrial Relations 55(5), 681-698. Porter, M. (2001), Strategy and the internet, Harvard Business Review,79(3) ,62-78 Rees, G., Rumbles, S. (2010). Recruitment and selection.Rees, G. and French, R. Leading, Managing and Developing People, 169-190. Russell, S., Brannan, M. J. (2016). Getting the Right People on the Bus: Recruitment, selection and integration for the branded organization.European Management Journal,34(2), 114-124. Searle, R. (2016). Recruitment and selection.Human Resource Management, A Critical Approach, 151-168.

Rn Heals Monthly Journal Essay Example

Rn Heals Monthly Journal Essay I. Activities * Took initial patient history for consultation. Assessed client for check-up and measured vital signs and anthropometric data. Administered treatment on patients based on initial assessment and findings. * Gave proper referral to patients to their hospital of choice that needed a specialist physician for their case. * Assisted the midwife in the administration of vaccines under the Expanded Program on Immunization. Administered BCG, Penta, DPT, Hep B, OPV, AMV and MMR to babies based on their immunization schedule. * Assisted the midwife during prenatal checkups. Gave proper health education to clients by giving them information on the prevention of pregnancy related illnesses. * Administered Tetanus Toxoid and skin testing for ATS to clients who just had lacerated wounds caused by accident. * Assisted the physician in the documentation of Medico-Legal cases. * Encoded disease surveillance data to PIDSR for recording. * Every week, we go on-site to assess patients for consultation and dispense medicines according to their individual case. * Attended the Community Health Team seminar held at Velarde Health Center. II. Learning/Insight * This month, I was able to administer treatments based on my clinical judgment. I was able to administer vaccines under the Expanded Program on Immunization. I was also able to administer tetanus toxoid and skin testing for ATS on my own. I am glad that I am able to learn and practice on this side of nursing; and at the same time help clients on their health needs in our community. III. Issues/Concerns * Clients lack proper health education regarding self-medication. We will write a custom essay sample on Rn Heals Monthly Journal specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Rn Heals Monthly Journal specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Rn Heals Monthly Journal specifically for you FOR ONLY $16.38 $13.9/page Hire Writer They usually self-medicate by giving themselves antibiotics without prior consultation from a physician or from the health center. IV. Recommendation * Give clients proper education regarding antibiotics and its side effects. Explain to them that, what antibiotic works from before doesn’t necessarily mean that it would work on the client’s present illness; and that client may develop resistance to the drug if the certain antibiotic is taken regularly without change. JENEN L. VALERIO, R. N. LORENA I. CAMINO, R. N. , R. M. , M. P. H. Nurse Trainee Supervisor RONALDO I. CALINGASAN, M. D. City Health Officer.