Methods of Professional Growth for Teachers

A Detailed Leader Profile From My Placement - 1597 Words

Introduction: In this essay, public service leadership will be defined and analyzed. A detailed leader profile from my placement will be developed and described using Competing Values Framework, as this is the most effective model that helps leaders think differently about value creation and shows them how to clarify purpose, integrate practices, and lead people in an organisation. Competing Values Framework can be used to assess core competencies, decision-making, human resources practices, and leadership capabilities of a leader and organization as well. This study used a 360 Degree Feedback model, which provides a holistic view of the leader by gathering feedback from a leader’s manager, peers, and direct reports. Competing Values†¦show more content†¦Inside each quadrant, there are two roles with a total of eight competing roles that leaders play in their organization: Mentor, Facilitator, Monitor, Coordinator, Director, Producer, Broker, and Innovator. Public service leadership: Even before we assume our full-time careers, we all encounter numerous leaders in different contexts, whether parents, teachers, non-profit or organizational leaders, who hold in their hands the power to inspire us. One such leader I came across, through my fellowship program, is Nathaalie N. Carey. Nathaalie is the first woman, first African-American and youngest person to be the director of Budget and Research for Broome County Government in New York. At 29, the native of Guyana managed Broome County’s combined $450 million operating capital and grant budgets. The Network Journal s 40 Under-Forty Achievement Award recipient, Nathaalie is currently New York State Department of Labor Deputy Commissioner Of Administration And Chief Financial Officer. The reason I chose her for Competing Values Framework study is because she brings together knowledge, values, skills, and behaviors, and most importantly recognizes value in others and encourages them as well. For example, Nathaal ie encourages me to think about work-related problems in new ways, provides opportunities for me to develop and grow, and prepares me for my next position in the organization. Competencies from

Change and Cultural Case Study Free Essays

Six months after the merger of Mercy Medical Hospitals and the Promedica Health Systems, the new administration initiated a significant reduction in workforce. The decision was made to redesign patient care delivery. The administration’s first job redesign recommendation was that of a universal worker. We will write a custom essay sample on Change and Cultural Case Study or any similar topic only for you Order Now The universal worker would deliver many support services. Although this is not a fail proof system, the administration wanted other options to be considered as well. The term universal worker is used when a person is cross trained in many departments, and therefore has a little more assignment flexibility. They are often used in call centers and hospitals to alleviate staff shortages and provide better service without the difficulties of processing so many referrals or dealing with call transfers (webAnswers. com2010). Depending upon the setting, universal worker may be more beneficial. One area that would fall within this area would be assisted living facilities; some of which have been affected since the merger. While some assisted living facilities still operate within this model, the industry as a whole is moving toward a more holistic approach to care in which the universal worker attends to all the daily living needs of their residents: assistance with ADLs, meal service, light housekeeping, laundry, programming, etc. Rather than dealing with four or five different people to have their needs met, residents are able to relate to one or two staff members who actually know them and are familiar with their needs, their routines, their likes and dislikes. The result is care that is more personal, customized and consistent (Widdes, 1996). An additional benefit is increased efficiency in staffing, i. e. , while the caregiver is assisting a resident with his bathing, dressing and so on, he or she may also be able to perform other duties, rather than having to call someone to dust off a countertop or clean a bathroom. Ultimately, this approach can result in increased staffing efficiencies. . The universal worker approach also seems to enhance job satisfaction. Feedback from the staff indicates that they enjoy being responsible for the resident as a whole rather than only one aspect of their care. It is a feeling that undoubtedly enhances the caregiver’s sense of job importance (Widdes, 1996). Training staff to assume responsibilities across departments and even more challenging, reshaping their attitudes and approach to care is an undertaking that requires a commitment to training, retraining and diligent follow up. It is imperative that management be very much in tune with this philosophy. Because this model often fails when implemented, there are only certain departments such as assisted living that the universal worker would actually be implemented in. For the majority of the facility, we would look at job redesign. In order for objectives to be achieved, thought needs to be given to other areas that will be impacted and may require changes to be implemented (An Organization Redesign Process). Other organizational systems that may be impacted by the introduction of a performance based reward system include: †¢The Information System How much information is given to team members, the speed at which they receive it and their ability to us the information to improve results. †¢The Training System- New skills training for employees may need to be implemented in order for them to be able to understand how to interpret information, training in new skills in order for the employees to do their jobs for effectively. †¢The Organization Structure- Departments may need to be integrated or roles significant changed. Decision-making Systems – Consider changing the way decisions are made and the level at which they are made. Authority to decide might need to be taken down to lower levels so that employees are able to make decisions the enable them to more quickly influence or improve the results. †¢Tasks and Technologies – Need to be improved in order fo r the bonus system to achieve its objectives†¦reward people for improved business performance. Changing an organization through an organization redesign process is a journey and generally a rather long journey. That is why the following three principles must be understood by anyone who is about to undertake any type of organization redesign: †¢The entire system has an effect on each element within the system †¢Every element in the system has an effect on the entire system and on each other †¢No matter what you do, the two points above always hold true. When an organization goes through redesign, 1. People need to be identified as being responsible for driving the organization through the process. Those individuals include: †¢Organization Leader: Who is generally the most senior person in the organization. This person will set the direction that the process will go in and names the Steering Committee †¢Steering Team: Consists of key leaders from the organization and other stakeholders. This teams’ responsibilities include naming and commissioning the Design Team, establishing boundaries and guidelines for the Design Team, approving Design Team recommendation and ensuring the Design Team have the resources (time and money included) they require to get the job done †¢Design Team: Generally consists of employees, half are lower level employees and the other half are upper management. Are responsible for reporting back to their functional teams on design choices being recommended and getting the input of the Implementation Team †¢Implementation Team: Basically, the entire organization, who implement the design choices recommended by the Design Team (and approved by the Steering Team). †¢Renewal Team: This team is set up after the Implementation Team. It monitors and assesses to what degree the organization design has done, what it has intended to do and make recommendations for further changes as required. †¢Consultant: Recommends and teaches the design model, the use of tools and methodology. Provides guidance to ensure the design effort stays on track. Provides expertise regarding best practice design choices and independent advice (An Organization Redesign Process). 2. Train the Strategic, Steering and Design Teams. All teams must have a commitment to the process and be able to understand the process in order to go ahead. 3. Environmental Scan: Become aware of the needs and expectations of the external environment: Customers (current and potential), Stakeholders (shareowners and their representatives), Influencers (regulators, suppliers, government, etc. , Competitors and Best in class organizations. 4. Develop Vision Mission Statements: These statements describe why the organization was created, why it exists and its distinctive competence. 5. Success Criteria: Nominate the outcomes desired in these four categories: Customers, Stakeholder, People, Community 6. Culture: Identify the behaviors, skills and characteristics that the people working in the organization must have, along with the guiding principles that encourage people to use these behaviors and skills, in order to achieve the vision and mission. . Strategies to Influence: Determine the strategies needed to manage and reduce variability and demands from the external environment. This enables you to meet both the requirements of the external environment as well as achieve your desired performance outcomes. 8. Key Performance Indicators: Choose which ones will deliver the business performance required along with inspiring the behaviors and characteristics articulated in the culture. 9. Technical System: Analyze and redesign in terms of how tasks are performed, technologies required and the layout of buildings/facilities so that the people and the technical system are integrated for high performance. 10. Structural System: Design the structure for each of the three teams: Front Line, Resource (known in traditional organizations as Management) and Strategic so that they foster the culture required delivering high performance. 11. Decision Making Information System: Review: what, where, how decisions are made, what information is needed to make those decisions and how it is stored and captured. 2. People System: Review: Competencies, Job Design, Selection, Induction/Orientation, Learning, and Performance Contracting, Career Development. 13. Reward System: Review how employee’s contributions are recognized and rewarded. Does the system encourage people to focus on organizational goals? 14. Renewal System: Decide how you will regularly review your business and make any design changes needed to ensure continuing optimum performance. 15. Develop an Implementation Plan: This plan identifies who is responsible for implementation, time lines, resources requires, potential bottlenecks, and contingency plans 6. Execute the plan: When the Implementation Team is kept involved in the process and has input to the Design Team, implementation happens much more quickly and seamlessly. Peter Senge (1990) suggests that team learning is the process of aligning and developing the capacities of a team to create the results its members truly desire. It builds on personal mastery and shared vision. When teams learn together, not only can there be good results for the organization, members will grow more rapidly than could have occu rred otherwise. Virtually all important decisions occur in groups. Teams, not individuals, are the fundamental learning units. Unless a team can learn, the organization cannot learn. Team learning focuses on the learning ability of the group. Adults learn best from each other, by reflecting on how they are addressing problems, questioning assumptions, and receiving feedback from their team and from their results. With team learning, the learning ability of the group becomes greater than the learning ability of any individual in the group (Learning Organisations). In order to make the work teams function at its optimal performance, there are nine key activities or work functions that must be present. Those functions include: †¢Advising – gathering and giving information †¢Innovating – creating new ideas or brainstorming new ways to tackle old problem †¢Promoting – selling the idea to management and gathering all the resources †¢Developing – once the idea has been sold to management, it then needs to go to the analytical process and be developed. †¢Organizing – setting up a structure and resources so that the product, scheme, or service can work. Producing – putting the product or service together. †¢Inspecting – watching out for details. Inspection of the high quality must be maintained and accurate records must be kept. †¢Maintaining – it is associated with the support services offered in an organization and the general background work done in a team to ensure that its requirements can be met quickly and efficiently. †¢Linking – is central to the success of all teams. It is the difference between an effective and an ineffective team. Someone coordinating all the team members to ensure that there is maximum cooperation and interchange of ideas, reports and experiences (Margerison, C. McCann D. , 2000). Being able to plan, and control the intra-organizational and inter-organizational communication that must occur to implement the job design changes will be difficult but not impossible. The information that needs to be given out during the job redesign would have to be given to top managers right before it is given out. Then the staff can be in-serviced on the changes that would be going into effect and a question, answer type forum be done. Once the changes have been implemented, a committee of staff and managers can be appointed to look at the changes and see if there are any additional changes that may need to be implemented because of the initial changes. This is also a way to ensure job satisfaction. If the employee feels that their feedback is worth something and is being listened to, they are more willing to make the changes that need to be made. If individuals enjoy doing a job, they perform at their very best. Giving them the opportunity to be a part of the job redesign, makes them feel as though they have contributed to something and it is worthwhile to the employee. How to cite Change and Cultural Case Study, Free Case study samples

Crash Directed by Paul Haggis Essay Example For Students

Crash Directed by Paul Haggis Essay Crash, directed by Paul Haggis, is a movie that not only contained tons of racism, but a lot of communication and miscommunication. This movie is different from other movies with racism, because the film is very impartial about the issue. Rather then separating the characters into victims and offenders, victims of racism are often racist themselves in different situations and contexts. Everyone came from a different scenario, but they were all linked together by stories of race, loss, and redemption. There were many different instances in which there was a miscommunication between two or more people. One instance, was towards the end of the movie. Officer Hansen was diving in his own car down the road, and saw a black man. He picked him up because he needed a ride. They talked for awhile, but Officer Hansen thought the man was making fun of him. He told the man to get out of the car, and the black man wasnt happy. The man went to show what he was laughing at, so he went into his pocket. The officer thought he was pulling out a gun, so he quickly pulled out his and shot the man to death. The officer thought just because the man was black, that he was going to pull out a gun in anger and shoot. In reality, all the man was really going to do is show the officer what he was laughing at, which was that he and the officer both had the same statue. The officer felt really guilty and scared, so he left the man behind and took off. Another instance, was when Officer John Ryan needed help for his dad so his dad can get his urinary track infection fixed. The officer spoke to Shaniqua Johnson about getting insurance to cover his dad in case his dad had a problem with his prostate. Officer John Ryan was very racist towards Shaniqua, saying that there were five other good white doctors that could of done a better job then her. Shaniqua denied the Officers request because his racism got in the way of what he really wanted for his dad. The miscommunication was that the officer didnt know how to express what he really wanted without being racist and angry and this in turn, made him get turned away from getting help for his dad. If the officer calmed down a little in the beginning, or wasnt as mean to the doctor about her race, the doctor might of considered helping the officer out with what his dad needed. In conclusion, there were many instances of communication and miscommunication throughout this movie, even though Ive only listed two of them. The movie seemed to have taken place when it was made, but its possible it could have been in the 90s. This movie was very confusing for me and might have been a little over my head. I didnt seem to understand the ending, or why certain things happened and didnt happen. Overall, I still liked the movie, and would recommend it to all most anyone my age or higher, because of the language that was used in the movie. I might re-watch it again in the future.

The Great Depression Was The Worst Economic Slump Ever In U.S. Essays

The Great Depression was the worst economic slump ever in U.S. history, and one which spread to virtually all of the industrialized world. The depression began in late 1929 and lasted for about a decade. Many factors played a role in bringing about the depression; however, the main cause for the Great Depression was the combination of the greatly unequal distribution of wealth throughout the 1920's, and the extensive stock market speculation that took place during the latter part that same decade. The maldistribution of wealth in the 1920's existed on many levels. Money was distributed disparately between the rich and the middle-class, between industry and agriculture within the United States, and between the U.S. and Europe. This imbalance of wealth created an unstable economy. The excessive speculation in the late 1920's kept the stock market artificially high, but eventually lead to large market crashes. These market crashes, combined with the maldistribution of wealth, caused the American economy to capsize. The "roaring twenties" was an era when our country prospered tremendously. The nation's total realized income rose from $74.3 billion in 1923 to $89 billion in 1929(end note 1). However, the rewards of the "Coolidge Prosperity" of the 1920's were not shared evenly among all Americans. According to a study done by the Brookings Institute, in 1929 the top 0.1% of Americans had a combined income equal to the bottom 42%(end note 2). That same top 0.1% of Americans in 1929 controlled 34% of all savings, while 80% of Americans had no savings at all(end note 3). Automotive industry mogul Henry Ford provides a striking example of the unequal distribution of wealth between the rich and the middle-class. Henry Ford reported a personal income of $14 million(end note 4) in the same year that the average personal income was $750(end note 5). By present day standards, where the average yearly income in the U.S. is around $18,500(end note 6), Mr. Ford would be earning over $345 million a year! This maldistribution of income between the rich and the middle class grew throughout the 1920's. While the disposable income per capita rose 9% from 1920 to 1929, those with income within the top 1% enjoyed a stupendous 75% increase in per capita disposable income(end note 7). A major reason for this large and growing gap between the rich and the working-class people was the increased manufacturing output throughout this period. From 1923-1929 the average output per worker increased 32% in manufacturing(end note 8). During that same period of time average wages for manufacturing jobs increased only 8%(end note 9). Thus wages increased at a rate one fourth as fast as productivity increased. As production costs fell quickly, wages rose slowly, and prices remained constant, the bulk benefit of the increased productivity went into corporate profits. In fact, from 1923-1929 corporate profits rose 62% and dividends rose 65%(end note 10). The federal government also contributed to the growing gap between the rich and middle-class. Calvin Coolidge's administration (and the conservative-controlled government) favored business, and as a result the wealthy who invested in these businesses. An example of legislation to this purpose is the Revenue Act of 1926, signed by President Coolidge on February 26, 1926, which reduced federal income and inheritance taxes dramatically(end note 11). Andrew Mellon, Coolidge's Secretary of the Treasury, was the main force behind these and other tax cuts throughout the 1920's. In effect, he was able to lower federal taxes such that a man with a million-dollar annual income had his federal taxes reduced from $600,000 to $200,000(end note 12). Even the Supreme Court played a role in expanding the gap between the socioeconomic classes. In the 1923 case Adkins v. Children's Hospital, the Supreme Court ruled minimum-wage legislation unconstitutional(end note 13). The large and growing disparity of wealth between the well-to-do and the middle-income citizens made the U.S. economy unstable. For an economy to function properly, total demand must equal total supply. In an economy with such disparate distribution of income it is not assured that demand will always equal supply. Essentially what happened in the 1920's was that there was an oversupply of goods. It was not that the surplus products of industrialized society were not wanted, but rather that those whose needs were not satiated could not afford more, whereas the wealthy were satiated by spending only a small portion of their income. A 1932 article in Current History articulates the problems of this maldistribution of wealth: "We still pray to be given each day our daily bread. Yet there is too much bread, too much wheat and corn, meat and oil and almost every other commodity required by

12 Angry Men Movie Analysis Essay Example

12 Angry Men Movie Analysis Essay Example 12 Angry Men Movie Analysis Paper 12 Angry Men Movie Analysis Paper Essay Topic: 12 Angry Men Course: HRMG6200 Organization in New Economy Assignment: Twelve Angry Men Movie The movie Twelve Angry Men is about the twelve jurors that could adjust their influence in a decision-making process for conviction an eighteen years-old boy, whether the boy guilty or not guilty in murdering of his father. It represents a perfect example for applicable of a work group development framework. It also has examples of influence techniques among a group’s members. This paper is looking at those specific examples in the movie and focusing in analysis the reasons why Juror 8 is so much more effective than others in the meeting. According to Bruce Tuckman, healthy work groups need to go through four stages of development: Forming, Storming, Norming, and Performing. Forming define as members get acquainted and organized to select a leader, a given example for the forming stage in this movie is the twelve men were up for the first vote, engaged in social oriented behavior to become acquainted with one another. The lead juror introduced to everyone â€Å"why are we here. † Storming are power struggles and sub-grouping, given example here is one juror voted â€Å"not guilty† while other eleven jurors voted â€Å"guilty†. It formed a perfect conflict that led group members device by two sub-group, vote guilty group and vote not guilty group, seat back for digging deep into the provided evidences to make sure if they are worthy of declaring the boy guilty of the charge. Norming define as group chooses rules to coordinate interaction and facilitate goals, given example here is when the twelve men rejected the prejudice of a tired voting, six â€Å"guilty† versus six â€Å"not guilty. † Another good example for Norming is when â€Å"We nine need to understand why you three still think he is guilty. † Performing define as the group structure enables working together smoothly toward one goal. It is when they all agreed on only one common right answer â€Å"the boy is not guilty†. The twelve jurors were going through the four main stages of developing a healthy work group in the meeting even it seems complicated and needed high-intensity efforts from certain members. According the five Methods for Influencing Other Group Members use of reason, assertiveness, coalition building, higher values, and bargaining when Juror Eight said: â€Å"we are talking about somebody life here, we can’t just decide within five minutes, suppose we are wrong†, he used the youth human-being life’s mportant and the danger of a false decision as good reasons to force other jurors in analyzing the facts carefully. He then talks about the boy’s backgrounds for appealing to logic and rational thinking of other jurors. Juror Three was overt prejudice, hostility, and used â€Å"assertiveness† to influence the other ten jurors of jury provided an antagonist for juror Eight. Juror eight used â€Å"coalition building† method to seek alignment with other group members. He never says that he believes the defendant is innocent but his mantra throughout the movie was â€Å"it’s possible! referring to the reasonable doubt, which he convinced others’ thought. Juror Eight continued to appeal other eleven juror’s higher values by repeatedly reinforcing their moral and judicial obligation to convict only if there was no reasonable doubt. He challenged each juror to look at the facts more thoughtfully. â€Å"Bargaining† is offering an instrument exchange. Juror 8 used this method when he said: â€Å"I want to call for another vote†¦ If there are 11 votes for guilty, I won’t stand alone†¦ But if anyone votes not guilty, we stay here and talk it out. Twelve Angry Men incorporates the five methods for influencing group members. According to a leader’s framework for decision-making process in a study research at Harvard Business School in 2007, the framework includes discovering context ’s characteristics, fact-based management, doing the leader’s job, discovering danger signals, and responding to those danger signals. The scenario of the decision-making process in this movie is a complicated context, where cause-and-effect relationships are discoverable but not immediately apparent to everyone. There were possibilities of false testimony. Juror 8 was so much more effective than other because he was aware of the responsibilities of a juror and how important his decision on the eighteen years-old boy’s life is. The decision could send the boy to the electric chair for finishing his life. At the beginning, he was not sure that the boy was guilty but he was sure that the evidences provided are not strong and sufficient enough to proof the boy guilty of charge. He discovered the danger of a possibility that the provided proofs are not influential and need verified before any decision, the danger of other jurors could overconfident in their own solution or in the efficacy of past solutions. He tried to draw other jurors into analysis the evidence technically and making sure if they are worthy of declaring the boy guilty of the charge. He knows the unknown factors, analyze facts, and set goal for his decision. He arranged a similar knife and brought brainstorming with the evidences. He used experiments to force other members to think outside the familiar. He focused to his objective and responsibility. He projected himself unbiased and he was not working in self-interest. He used logical reasoning, leadership skills, and effective communications for influence others’ decision successfully. In conclusion, beside of learning the applicable of a leader’s framework for decision-making process and methods for influencing other group members, the movie Twelve Angry Men also showed its audiences factors that help in forming a productive work group. A productive work group should have necessary factors such as: A diversity group members from difference backgrounds and religions; A perfect conflict like voting â€Å"guilty† versus voting â€Å"not guilty† to helps in drawing member’s attention into group’s duties; An environment where group members are open and honest as the painter helped in protecting the old man’s speech, where members can question the process and the content as the watchmaker asked the baseball fan to give the right reason why he changed his vote but not just changed it because he tired and wanted to change for speeding up the process of this decision-making, where members recognize the role that bias plays in decision-making and void biased decisions, where members agree and disagree in the right way without forces as members changed their votes when they see any sense of false testimonies, where members realize that it is possible for one person is right and all others are wrong as the old man helped juror 8 by changing his vote to keep the group meeting going, and that group members always can learn from each other. Refference: 1/ Robbins Judge, Essential of Organizational Behavior, 10th 2/ Reginald Rose Sidney Lumet, Twelve Angry Men movie, 1957 3/ Snowden Boone, a Leader’s Framework for Decision Making, Harvard Business Review, Nov 2007

The Meaning Of Adhering To A Monotheistic Theology Essay

The Meaning Of Adhering To A Monotheistic Theology - Essay Example Judaism holds on the belief that even with the existence of these gods their religion is built on the relationship of the supreme God and his creations. Jews have ethical monotheism, which brings the concept of unity in humanity. Jews view monotheism in the aspect of one God who sustains and guides all the moral actions on humankind; they take him to be responsible for all the actions that are moral in the world. This belief in only one God represents the way humankind should live, that is if God is one, indivisible and singular then humankind should live as one and in unity. Christians view monotheism as Trinity; this is the belief in one God with three aspects, which are the father, the son and the Holy Spirit. Christianity as the name states mainly revolves around the belief in the son, Jesus Christ, all the early Christians followed Christ. Christians however, view the three aspects of the Trinity to be very relational, evident in the Nicene Creed, that points out they believe in one God creator of all, they believe in Jesus Christ the son of God, and the Holy Ghost. The Nicene Creed has three parts, one dealing with God the creator, the second part the son as the consubstantial deity and the third the holy spirits. As per the Nicene Creed, the son is the savior redeems sinners from their sins, while the Holy Spirit helps guide the church to the truth. The divisions in the Trinity are all relational, bringing in the belief of one singular God that should guide the Christians to unity Muslim mainly views monotheism to bring the concept of unity to humanity. Muslims believe that there is only one God. This God is the creator of all the heavenly and the earthly beings.