In the final project, students will complete the case study provided as a comprehensive leadership plan analysis) applying concepts learned throughout the course. This paper continues the saga of Joseph Dunn?s leadership at Dunn?s Ski Emporium and The Deli.
You are to help Dunn address his role as relationship builder. Interface the plan you have created in Assignment #1- leader vs. manager assignment with a plan for Dunn?s needs to address the potential threats to workforce harmony. Emphasize his role as leader and what he can do to build his relationship with his employees so that he empowers his managers and workforce to implement his vision for the company.
The goal of this paper is to have students link the concepts of Dunn as a social architect, change agent, and individual to Dunn as a relationship builder. Think of a relationship builder as a leader who aligns people to his or her vision. Again, students will write from the leader?s perspective.
Remember that in order to determine strategic direction, the leader must look inward, outward, forward and beyond.
Students will create a Leadership Plan:
Discuss the role of Dunn as a leader to motivate, empower, create followers, and promote communication;
Discuss how Dunn should address cultural diversity within the organization;
Discuss the areas in the original plan that would require change to accommodate Dunn?s role as a relationship builder.
Discuss how Dunn can use John?s knowledge of The Deli business to his advantage;
Students are expected to be creative but realistic in applying the concepts from the course to expand Dunn?s environment and leadership role.
Required Formatting of the Final Project:
This report should be double spaced, 12-point font, and six to eight pages in length excluding the title page and reference page;
Title page with your name, the course name, the date, and instructor?s name;
Include references with at least one reference other than the course material;
Writing is expected to be clear and concise;
Write in the third person;
Use APA formatting for in-text citations and reference page. You are expected to paraphrase and not use quotes. Deductions will be taken when quotes are used and found to be unnecessary;
No dictionary or encyclopedia definition or use of wiki files;
Running head: LEADERSHIP 1 Leadership Plan
Leslie S. Caguin
BMGT 365 ? Organizational Leadership
July 11, 2015
Professor Alicia Jacobs LEADERSHIP
Leadership styles may differ depending on the organizational objectives, situations, and
followership. Therefore, it is not possible to determine the best style amongst the ones discussed
above. It is upon the leader to understand the vision, goals, ethics, and approaches that will
enhance the achievement of objectives both at the individual and organizational level. For
leaders to be competent, they must possess certain skills such as honesty, competency,
intelligence, open-mindedness, courage, and fair-mindedness. The aim of the paper is to link the
personality of Dunn as highlighted in the case study with the leadership concepts. From the case
study, Dunn is identified as a social architect, change agent, and relationship builder. The
assignment will help the learner in understanding the leadership concepts and qualities that make
one an effective leader. It will also help in preparing one to become a leader in the future. For
leaders to provide strategic direction within an organization, it is imperative to exhibit characters
that will help in attaining the positive outcomes.
The leadership function in any organization is essential in providing direction that
enhances the realization of the objectives. According to Vugt, Hogan, and Kaiser (2008), the
leaders in an organization have the capacity to influence their followers either positively or
negatively. As such, Dunn is expected to prepare his followers towards the success by motivating
and setting goals that are achievable. When undertaking his leadership role, he is supposed to
understand the diverse attitudes, personalities, and values in the working team. Ideally, the
leading role involves functions such as motivation, communication, conflict resolution, and
guidance throughout the organization. As demonstrated through previous studies, leadership
revolves around assisting the process of service delivery and harness the institutional structure. LEADERSHIP
Dunn should support the creation of an endearing work environment. He?s supposed to critically
treat his personal outlook to ensure he attends to the leadership duties as expected. It is his
objective to provide a supporting environment for the followers. Effective leadership is crucial
and tentatively steady with the current setting on the significance of good performance. The
manifestation of effective leadership is inevitable to facilitate the institutional objectives.
Followership relies mostly on the encouragement technique aimed at building an environment
that encourages the formation of effective teamwork. This in turn leads to momentous
productivity. Teamwork acts as a form of strength in this approach as leaders can motivate the
cooperation among the followers.
Success in an organization requires that proper management will create a positive
performance. It should also allow for the accomplishment of appropriate relation between the
business environment, strategy, organizational structure and processes. The leaders charged with
planning corporate strategies should be able to put into consideration essential information
within the external and internal environments. Executive leadership involves managing others
and influencing the human capital with or without the existence of global economic
complexities. Dunn is required to coach, assist, and problem solve with the followers. This is
attainable through providing the necessary information, knowledge, and methods to realize that
vision, coordinates and balances the conflicting interests. When the followers exhibit a strong
desire to be part of a particular organization, they are willing to exert high levels of their efforts
on behalf of their organization (Shin & Eom, 2014). The satisfaction of the followers plays an
essential function in increasing the productivity within an organization. In communication, Dunn
is supposed to identify the appropriate communication strategies that will enhance the LEADERSHIP
relationship among the followers. Communication practices should aim in combination of
administrative approaches and practices of existing values.
Diversity in an organization is the composition of people from different backgrounds,
race, religion, gender, and experience. Cultural diversity brings about the exchange of different
kinds of ideas from people with varying experiences. Every employee has distinct
characteristics; hence, the integration of the workforce will bring along a more efficient working
environment. The organizational culture, behavior, and leadership styles, play a significant role
in the individual performance of the employees. In most cases, the leaders in an organization
champion organizational culture, values and behaviors. The leadership style adopted by Dunn
will ultimately influence the organizational behavior and culture among the followers. Ideally,
the success and sustainability of a company?s goal, requires practical steps to accept, adopt, and
implement changes by the changing dynamics. Diversity calls for the reorganization of the
organizational structures and other components that have an impact on the performance of the
company. Notwithstanding the ethical, social, and legal dimensions that define the diversity and
initiatives, the workplace requires more integrated strategies to help in creating an inclusive
environment. The organizational culture, behavior, and leadership styles play a significant role in
the individual performance of the employees. In most cases, the leaders in an organization
defend organizational culture, values, and behaviors (Schaubroeck, Lam & Peng, 2011). Dunn
should adopt a style that will enhance the organizational performance by boosting the morale of
the followers. This style should give the followers a sense of identity through inspiration and
motivation. With cultural diversity, Dunn should seek to understand the diverse needs and
personalities among the followers. This will allow us to understand the distinct needs of the each
member of the organization. Further, he should empower the followers to enhance effective and LEADERSHIP
workable values that improve their individual and organizational performance. Dunn should also
maintain a closer relationship with other stakeholders as part of understanding their varied needs.
His input should seek towards creating a responsive and efficient working relationship regardless
of diversity within the organization. He should also respect and appreciate the diverse attitude,
emotions, personalities and values of other team members (Connerley & Pedersen, 2005).
Leadership is a relationship jointly developed by both followers and their leaders.
Effective leadership is crucial and tentatively steady with current setting on the significance of
good performance. The relationship between stakeholders is imperative for the establishment of a
healthy working environment. Scholars in management, recognize that leadership is not all about
the style and techniques adopted by the leader, but rather opening the heart and trying to
understand the interests, needs, and contributions of all stakeholders towards a common goal. As
a relationship builder, Dunn has created an appropriate relationship with the employees. The
relationship is based on mutual trust and respect. In creating relationships, Dunn needs to
understand the strengths and weaknesses of the employees to align them with the functions that
enhance positive performance. This will allow the followers to utilize their skills competently
towards advancing the objectives of an organization. Through his inspirations, the followers will
become more innovative and support the appropriate ethics. They will also adopt the right values
derived from the leaders. Dunn should motivate the followers to look beyond their welfare, and
focus on the achievement of the organizational goals. He should take into account and
understand the personality, needs, and values of both staff and clients. The realization of the
positive attitude of the employees requires the adoption of elaborate practices that look into their
affairs. Participating through teamwork helps in creating a platform through which motivation is
established in an organization. Teamwork enables the employees to work interchangeably while LEADERSHIP
learning from one another. Such participative practices increase the capacity of problem solving
and self-esteem (Northouse, 2010).
Honesty and ethical leadership helps in building trust among the followers who in turn
improve both the individual and organizational performance. Great leaders put into consideration
essential matters on important components of the external and internal environment. Desirable
culture is necessary to enhance the recognition of positive outcomes. Dunn can use his
knowledge of the Deli business to enhance the growth of the business. With the appropriate
leadership skills learned, Dunn will ultimately make a good leader who understands the needs of
the followers and other stakeholders. The issue of sense-giving leadership, organizational
performance, and strategic organizational change outlines one of the subject areas in ethical
leadership with increasing complexity. Ethical approaches to leadership are crucial in
determining the work effort and behaviour.
Understanding the culture of management based on control and rationality is necessary.
Dunn needs to understand that management entails a rational assessment of the logical selection
of objectives and purposes, logical development of the plans, and the required resources. In
rational design, it controls the direction of the organization?s activities, which are required to
achieve the selected purposes. He should also reward and motivate the employees to enhance
their productivity. It is upon Dunn to come up with a list of the motivators that are likely to favor
the employees while meeting the business objectives. Rowold & Heinitz (2007) assert that good
leadership results in an efficient system that leads to job satisfaction, increased motivation, and
organizational commitment among the followers. Effective leadership stimulates the creation of
a favorable working environment built on trust and relationship where followers can make
proper and knowledgeable judgments. With proper management, there is improved efficiency LEADERSHIP
since the inputs of all stakeholders are recognized and elaborate strategies get put into place to
help in generating positive outcomes (Rowold & Heinitz, 2007). Dunn is also supposed to do the
right things as well as to understand that leading change in an organization is more than just
Strategic leadership enhances long-term viability by articulating a clear vision along with
the maintenance of short-term financial stability. This distinguishes strategic leadership from the
most popular leadership styles of managerial and visionary leaderships. These findings above
speculated that the establishment of a collective mission under any leadership as well as the
motivation of organizational members in achieving more than is expected of them enhances the
effectiveness of leadership in an organization. Leaders can identify the strengths and weaknesses
of organizational members and assign them to roles that best suit their capability. By simply
allowing the followers to participate in the decision-making process, the leadership approach
taken enhances employee productivity. LEADERSHIP
Connerley, M. L., & Pedersen, P. (2005). Leadership in a diverse and multicultural environment:
developing awareness, knowledge, and skills. Thousand Oaks, Calif: Sage Publications.
Northouse, P. G. (2010). Leadership: theory and practice. Thousand Oaks: Sage Publications.
Rowold, J., & Heinitz, K. (2007). Transformational and charismatic leadership: Assessing the
convergent, divergent and criterion validity of the MLQ and the CKS. The Leadership
Quarterly, 18, 121-133.
Schaubroeck, J., Lam, S. S., & Peng, A. C. (2011). Cognition-based and affect-based trust as
mediators of leader behavior influences on team performance. Journal of Applied
Psychology, 96(4), 863? 871.
Shin, Y., & Eom, C. (2014). Team proactivity as a linking mechanism between team creative
efficacy, transformational leadership, and risk-taking norms and team creative
performance. The Journal of Creative Behavior, 48(2), 89?114.
Vugt, M. V., Hogan, R., & Kaiser, R. B. (2008). Leadership, followership, and evolution.
American Psychologist, 63(3), 182?196.
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