Assignment 3: Discussion Board 2
Group 3: Discussion Board 2 Summary
Shantera Jones, Ryan Kontra, Michael Lee, Zacharia McElwain, Afua Nyamekye
Liberty University
Group 3: Discussion Board 2 Summary
Our group summary will incorporate each group member’s individual opinions on the three topics we thought were most important from Chapters 1 & 2 of our Organizational Management & Leadership textbook. The three topics we found most important are career development, work relevance, and characteristics of an effective leader; these topics all complement one another in respects to in order to become an effective leader one has to be passionate about the career they are pursuing. While pursuing a career as a leader in regards to the workplace, the development of …show more content…
Hagberg Consulting group conducted a twelve-year study and noticed that 25 percent of executives in high technology companies were deemed to be ineffective mangers. Nowadays technology is at an all-time high allowing managers to be less involved, because many systems are being designed to do many operations by machine. Trusting managers build relationships of trust with their subordinates (Satterlee, 2013). Without vision followers sink into the lowest common denominators of lawlessness, discontent, and self-destruction (Dees, 2013). Forbes listed the following six characteristics that are present in successful managers; be open to new ways of looking at things, expect excellence, make sure your employees know where they need to focus, protect your time as if it were gold, communicate regularly by providing meaningful feedback in real time, and don’t duck conflict, but deal with it directly and fairly (Lipman, 2014). Expecting excellence, allows a leader to push their followers to set high but attainable standards. By doing so, they will be able to learn and grow into better team members, producing better results. By being open to looking at new ways to do thing, a leader shows their followers they are flexible to the environment around them. This will dispel a sense of entitlement or a ‘my way’ attitude being portrayed by the leader. By establishing a flexible work environment that is adaptable to whatever issues arise, the followers will feel comfortable bringing their opinions to the leader on how things can be done different. After all, there is not only one way to achieve the same goal and often times the “best process improvement ideas routinely come from employees in the trenches, as they’re the ones closest to the actual work” (Lipman,
Shantera Jones, Ryan Kontra, Michael Lee, Zacharia McElwain, Afua Nyamekye
Liberty University
Group 3: Discussion Board 2 Summary
Our group summary will incorporate each group member’s individual opinions on the three topics we thought were most important from Chapters 1 & 2 of our Organizational Management & Leadership textbook. The three topics we found most important are career development, work relevance, and characteristics of an effective leader; these topics all complement one another in respects to in order to become an effective leader one has to be passionate about the career they are pursuing. While pursuing a career as a leader in regards to the workplace, the development of …show more content…
Hagberg Consulting group conducted a twelve-year study and noticed that 25 percent of executives in high technology companies were deemed to be ineffective mangers. Nowadays technology is at an all-time high allowing managers to be less involved, because many systems are being designed to do many operations by machine. Trusting managers build relationships of trust with their subordinates (Satterlee, 2013). Without vision followers sink into the lowest common denominators of lawlessness, discontent, and self-destruction (Dees, 2013). Forbes listed the following six characteristics that are present in successful managers; be open to new ways of looking at things, expect excellence, make sure your employees know where they need to focus, protect your time as if it were gold, communicate regularly by providing meaningful feedback in real time, and don’t duck conflict, but deal with it directly and fairly (Lipman, 2014). Expecting excellence, allows a leader to push their followers to set high but attainable standards. By doing so, they will be able to learn and grow into better team members, producing better results. By being open to looking at new ways to do thing, a leader shows their followers they are flexible to the environment around them. This will dispel a sense of entitlement or a ‘my way’ attitude being portrayed by the leader. By establishing a flexible work environment that is adaptable to whatever issues arise, the followers will feel comfortable bringing their opinions to the leader on how things can be done different. After all, there is not only one way to achieve the same goal and often times the “best process improvement ideas routinely come from employees in the trenches, as they’re the ones closest to the actual work” (Lipman,