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Leadership reflection--英国论文代写范文精选

2016-01-08 | 来源:51Due教员组 | 类别:更多范文

51Due英国论文代写网精选代写范文:“Leadership reflection” 这篇论文的目的是总结和检查,旨在促进团队绩效/奖励计划,理论上跨越了一个组织的发展前90天和团队成员的“适合”的组织。本文研究的问题是检查。
The aim of this paper is to summarize and check the leadership reflection made by a group named Knowledge is Power, which aims to conduce a team performance/rewarding program that theoretically spans over the first 90 days of an organization’s development and a team member’s “fit” in the organization. The research questions in this paper is to check.
 Using Tuckman’s Theory of Group Development, it can set up roadblocks and solutions for each phase.
 Use personality, conflict and leadership assessments to develop personalized coaching for team members
 Develop our own evaluation rubric that allows us to track progress through each of Tuckman’s phases
 Use research on job performance and team dynamics as support
 The overall angle could be that a team member performs better in the workplace when they have a better sense of self and understanding of those around them: their leadership, personality and conflict styles and those of their colleagues and peers. If an organization were to focus on the development of each team member and the success of the team and its goals, then evaluations could prove to be more meaningful, inspiring and thus more rewarding
This paper is comprised of five parts. The first part as an introduction highlights the background information, research aim, research question and organization of the whole paper. The second part is the group work statement focusing on the strengths and weakness of the team. The third part is group performance analysis focusing on the contribution analysis, influence power analysis, group norm abeyance, differences solution, decision-made and consensus-reached process and creative idea making. The fourth part is individual analysis. The last part draws a conclusion pointing the future development of this topic and shortcoming of this paper.
2.0 Group work statement
Based on Tuckman’s Group Development including forming, storming, norming, and performing, this part will presents the group work statement in order to answer the question what are the strengths and weakness of the team.
2.1Strengths of the team
The group Knowledge is Power has the following strengths. First, this group seeks various measures to reach its goal. First, this team know which steps can team leader be used to create a sense of unit and purpose within a group. Second, this group attempts to use a series of ways to avoid the obstacles in the way of self assessments and coaching. Third, it can use Tuckman’s theory to conduct team and individual development and goal setting.
2.2 Weakness of the team
Just as a coin with two sides, the group Knowledge is Power also has its shortcomings. First, at the beginning it is difficult to clarify the group goal because the importance of the group goal is not determined. Second, the group assignment allocation greatly depends on the self-control and self-conscious of group member himself because the group norm at the beginning is not well established. Third, when the disagreement appear, it is hard for the group member to reach its consensus because the group goal is not clearly presented. It is universally acknowledged that the weakness is just like the last straw on the back of the camel, thus, it is necessary to overcome the above mentioned shortcomings in the future leadership of group work.
3.0 Group performance analysis
The group performance, indicating what the members in a group conduct themselves, is essential to the fulfillment of leadership. This part will analyze the group performance from the aspects of the contribution analysis, influence power analysis, group norm abeyance, differences solution, decision-made and consensus-reached process and creative idea making in details.
3.1 Contribution analysis
The contributions to a group is crucial for the development of a group. The most contribution to Knowledge is Power can help the group growth and vice verse the least one concerts less help to the development of a group. Ryan and Tipu (2013, pp.233-245) claim that the contribution to the development of a group should be measured by the problem decision making and problem solving ability. In the group Knowledge is Power, John provides the most contribution to the assignment completion and great efforts to the group development. For instance, John provides various creative and innovative ideas to form, storm and research of the assignment. When the group Knowledge is Power has no idea on how to find a clear goal of the assignment. John says it is better to find a small and concrete one rather than something so huge and obscure. Besides, John provides effective measures on how to evaluate the job performance and rewarding research. John has high self awareness in the assessment of the group work.
Unfortunately, Sigeng Li concerts the least efforts to the assignment completion due to the limitation of time and competence. Sometimes Sigeng Li can raise some doubts to the completion of the assignment, however, he cannot offer effective ideas on the solution to the problem. As Dansereau (2013, pp.411-455) assert that a good leader has the capacity to solve the problem rather than only raising the issue. Thus, from this point, it can see that Sigeng Li should make some improvement in the problem solving.
3.2 Influences power
The influences power means the ability to pass the leader’s idea to the others and the competence to stimulate and innovate the others’ performance for the contribution of the group. The influences power can fully present the magic power of leadership.
In the group Knowledge is Power, John had the most influential power in the group development, such as the assignment seeking, problem solving, group order establishment, decision making, assignment problem identification, and assignment allocation. For instance, when the members are in disputes, John initially coordinated the disputes and helped the group members to arrive at consensus. Various members gain influences not only on John’s working ability, but also on his personality. John is a person good at communication and persuasion. While discussing, he is good at gasping the discourse power and sensitive to the transformation of cases. John acts as the core person in the leading of the group Knowledge is Power. He can strengthen the cohesive power of the group. The group Knowledge is Power benefits a lot from John’s influence power in the group work.
The other members gain influence from the assignment allocation. The group member use the discussion, board, Google search, Skype to update and discuss their daily assignment. The feedback is returned to the group member on the same day when the discussion board posts are due. Each team member can be responsible for a portion of research and creating designated presentation slides for that research. Presentation can be a live document on Google Drive or file sharing via blackboard
3.3 Group norms abeyance
At the beginning, the group norms is difficult to follow which needs the enforcement of the group leader in Knowledge is Power. While discussing, sometimes everyone is at quiet and say nothing. While sometimes, everybody will easily fall into disagreement. The group is hard to arrive at any consensus. At that time, the group norms is difficult to establish. However, gradually when everyone knows his own assignment and the assignment goal presents more and more clarified, they can obey the group norm better than before. Everyone will concert his own efforts towards the group goal. Furthermore, the group leader and the group member think and analyze the problem together, which can accelerate the problem solving. From this point, it can see that the group norms are formed in the group work and group communication. Besides, the group norms can also help the group to reach its established goal.
3.4 Differences solution
The group uses various ways to capitalize on the differences that existed between the members. To a large extent, the various ways and brainstorming have positive influences on the group’s problem-solving and decision-making abilities. When the group Knowledge is Power has different views on the assignment. The group member will use Skype or some other chatting tools to share their different points. In the comparison of various views under the simulation circumstance, the group can see each way’s merits and demerits. From this point, it can see that the using of difference is good for the problem solving and consensus reaching.
3.5 Decision-made and consensus-reached process
How were decisions made and how was consensus reached are the key issues in leading a group. The simulation imagination can help the group know the fact, potential problem and tendency of the case. Ohrt et al. (2014, pp.331-356) hold that the case study is an effective way to make decisions and reach consensus.
3.6 Creative idea making
In the team development and team leadership, it find that the disagreement can stimulate the birth of the consensus. There is no necessary to be afraid of the disagreement. Disagreement means the group member is active in thinking among which the creative idea can be made. In the fact of disagreement hides many potential agreement. Meanwhile, the agreement and consensus does not always means good to a group. On the one hand, the instant agreement will reduce people’s time to consider whether they are right or wrong because everyone holds the same idea at once. On the other hand, the agreement also reduce people’s creative idea making.
4.0 Individual analysis
The book titled Leadership written by Andrew J. DuBrin has a particular impact on the author’s idea and behavior because the following reasons. First, leadership is not only a kind of competence but also an attitude towards life. The positive and optimistic person can happily confront of all the ups and downs in his group development and problem solving. This kind of confidence can pass from one to another. This can strengthen the group cohesive power and growth. In the future of group development it is necessary to face the difficulties and hardship directly and positively.
Just as a coin with two sides, there is no exception in the agreement and disagreement. While sometimes, everybody will easily fall into disagreement. The group is hard to arrive at any consensus. At that time, the group norms is difficult to establish. However, gradually when everyone knows his own assignment and the assignment goal presents more and more clarified, they can obey the group norm better than before. Everyone will concert his own efforts towards the group goal. Furthermore, the group leader and the group member think and analyze the problem together, which can accelerate the problem solving. From this point, it can see that the group norms are formed in the group work and group communication. Besides, the group norms can also help the group to reach its established goal.
In the team development and team leadership, it find that the disagreement can stimulate the birth of the consensus. There is no necessary to be afraid of the disagreement. Disagreement means the group member is active in thinking among which the creative idea can be made. In the fact of disagreement hides many potential agreement. Meanwhile, the agreement and consensus does not always means good to a group. On the one hand, the instant agreement will reduce people’s time to consider whether they are right or wrong because everyone holds the same idea at once. On the other hand, the agreement also reduce people’s creative idea making.
Leadership is a combination of art and science. A good leader can full present his charm and help his team to reach its goal. On the contrary, the bad leading of a group will result in unacceptable and negative results and consequences.
5.0 Conclusion
From the discussion above, it can see that leadership is a kind of ability to grasp the general ability of a group’s performance. The organizer of a group should have the competence to plan, organize, forecast and preset something before its conduction as the good beginning means half done. In the conduction of a group, for a good leader it is necessary to make influences on the contribution of group’s problem-solving and decision-making. When the differences appear, it is necessary to seek ways in order to reach the consensus. While sometimes, everybody will easily fall into disagreement. The group is hard to arrive at any consensus. At that time, the group norms is difficult to establish. However, gradually when everyone knows his own assignment and the assignment goal presents more and more clarified, they can obey the group norm better than before. Everyone will concert his own efforts towards the group goal. Furthermore, the group leader and the group member think and analyze the problem together, which can accelerate the problem solving. From this point, it can see that the group norms are formed in the group work and group communication. The group norms can also help the group to reach its established goal.
Besides, the creative idea can stimulate the development and growth of a group. Thus, the group leader should cultivate the creative idea of himself and his group. In the team development and team leadership, it find that the disagreement can stimulate the birth of the consensus. There is no necessary to be afraid of the disagreement. Disagreement means the group member is active in thinking among which the creative idea can be made. In the fact of disagreement hides many potential agreement. Meanwhile, the agreement and consensus does not always means good to a group. On the one hand, the instant agreement will reduce people’s time to consider whether they are right or wrong because everyone holds the same idea at once. On the other hand, the agreement also reduce people’s creative idea making.
Furthermore, the charm of leadership does not only reflect on the work performance, but also on the personality of the leader. The personality of a leader can stimulate more potential power of the group members. leadership is not only a kind of competence but also an attitude towards life. The positive and optimistic person can happily confront of all the ups and downs in his group development and problem solving. This kind of confidence can pass from one to another. This can strengthen the group cohesive power and growth. In the future of group development it is necessary to face the difficulties and hardship directly and positively.

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