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MGT550

Preview: MGT550 : Leadership Strategies

Course Guide

Prerequisites

Course Description

Instructional Materials

This course will examine and analyze leadership theories and practices in today's organizational environment to include challenges of management in organizations. Emphasis will be placed on present leadership strategies to enhance both individual and corporate productivity that foster a cohesive work environment through improved employee relations.

Required Resources

Andrew J. DuBrin. 2013. Leadership: Research Findings, Practice, and Skills. MGT550 Cengage Learning 7th edition textbook available at https://www.strayerbookstore.com

Freedom House. September 23, 2012. Levi Strauss & Co: Leaders in Socially Responsible Business Practices. https://www.youtube.com/watch?v=brZ-N2hxUPg

Richard Tyler. April 27, 2012. Building a Team - Leadership. https://www.youtube.com/watch? v=qmS2r-jCbbo

Kellogg School of Management. July 31, 2015. Secrets of Cross-Cultural Communication. https://www.youtube.com/watch?v=kujUs_6qeUI

Supplemental Resources

Ⓒ 2020 Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

NOTE: The links in this document do not function. Please refer to your course to view/download linked content.

Warren Bennis. 2013. Leadership in a Digital World: Embracing Transparency and Adaptive Capacity. MIS Quarterly. https://eds-a-ebscohost-com.libdatab.strayer.edu/eds/detail/detail? vid=0&sid=581a27a5-6b2f-452c-9462-698b803bea6b%40sdc-v- sessmgr03&bdata=JnNpdGU9ZWRzLWxpdmUmc2NvcGU9c2l0ZQ%3d%3d#AN=87371395&db=b th

Nicky Dries. 2012. How to Identify Leadership Potential: Development and Testing of a Consensus Model. Human Resource Management. https://eds-b-ebscohost- com.libdatab.strayer.edu/eds/detail/detail?vid=0&sid=d39088d0-d6ae-423b-a424- c0382dfa0d52%40pdc-v- sessmgr01&bdata=JnNpdGU9ZWRzLWxpdmUmc2NvcGU9c2l0ZQ%3d%3d#AN=76169219&db=b th

Steven H. Hanks. July 2012. Leadership Potential, Leadership Discretion Recent Academic Research on People and Strategy. People & Strategy. https://eds-b-ebscohost- com.libdatab.strayer.edu/eds/detail/detail?vid=0&sid=a6d22478-0c2d-429a-80d2- a9b6299856ab%40sessionmgr101&bdata=JnNpdGU9ZWRzLWxpdmUmc2NvcGU9c2l0ZQ%3d% 3d#AN=83003744&db=bth

David K. Hurst. 2012. The New Ecology of Leadership: Business Mastery in a Chaotic World. MGT550 Columbia University Press textbook available at https://www.strayerbookstore.com/

Bill Lane. May 2012. Losing It: Behaviors and Mindsets That Ruin Careers: Lesson on Protecting Yourself From Avoidable Mistakes. MGT550 FT Press textbook available at https://www.strayerbookstore.com/

Cynthia A. Montgomery. April 2012. The Strategist: Become the Leader Your Business Needs. MGT550 Harper Business textbook available at https://www.strayerbookstore.com/

Gautam Mukunda. 2012. Indispensable: When Leaders Really Matter. MGT550 Harvard Business Review Press textbook available at https://www.strayerbookstore.com/

Micha Popper. 2012. Fact and Fantasy About Leadership. MGT550 Edward Elgar Publishing Limited textbook available at https://www.strayerbookstore.com/

Arin N. Reeves. 2012. The Next IQ: The Next Level of Intelligence for 21st Century Leaders. MGT550 American Bar Association textbook available at https://www.strayerbookstore.com/

Peter Sander. November 2012. What Would Steve Jobs do? How the Steve Jobs Way Can Inspire Anyone to Think Differently and Win. MGT550 McGraw-Hill textbook available at https://www.strayerbookstore.com/

Course Learning Outcomes

Weekly Course Schedule

Suresh Sirisetti. 2011. Quality Leadership in the Public Sector: Strategies and Challenges. Journal of Commerce. https://eds-b-ebscohost-com.libdatab.strayer.edu/eds/detail/detail? vid=0&sid=b6b68002-75d4-4198-b422-9003cc287f60%40pdc-v- sessmgr06&bdata=JnNpdGU9ZWRzLWxpdmUmc2NvcGU9c2l0ZQ%3d%3d#AN=67303145&db=b th

Mike Staver. May 2012. Leadership Isn’t for Cowards: How to Drive Performance by Challenging People and Confronting Problems. MGT550 John Wiley & Sons, Inc. textbook available at https://www.strayerbookstore.com/

Rick Tocquigny. 2012. When Core Values Are Strategic: How the Basic Values of Procter & Gamble Transformed Leadership at Fortune 500 Companies. MGT550 FT Press textbook available at https://www.strayerbookstore.com/

Evaluate the impact of failure on risk-taking and decision-making behaviors of a leader.

Propose a themed teamwork training project incorporating budgetary limits, ethical behavior, team building, and the impact of teamwork training on a transformational leader.

Determine how cultural nuances such as religious customs and nonverbal communication could impact leadership effectiveness.

Review the key concepts and terminology of the characteristics of effective leadership including behavioral, situational, transformational, ethical, and socially responsible.

Review the key concepts and terminology of skills in effective leadership including teamwork, politics, coaching, creativity, conflict resolution, diversity, and developing new leaders.

Week 1 - To Do ListWeek 1 - To Do List

Learn: Read Chapters 1 and 2 in Leadership: Research Findings, Practice, and Skills.

Learn: Read the PowerPoint presentations and notes.

Prepare: Use the Internet or Strayer Library to prepare for the discussion.

Discuss: Introduce yourself and complete the discussion, Applying Leadership by Connecting Through People.

Week 2 - To Do List

Learn: Read Chapters 3 and 4 in Leadership: Research Findings, Practice, and Skills.

Learn: Read the PowerPoint presentations and notes.

Prepare: Use the Internet or Strayer Library to prepare for the discussion.

Discuss: Complete the discussion, Charismatic Versus Transformational Leadership.

Week 3 - To Do List

Learn: Read Chapter 5 in Leadership: Research Findings, Practice, and Skills.

Learn: Read the PowerPoint presentation and notes.

Week 3 - To Do List

Discuss: Complete the discussion, Contingency and Situational Leadership.

Assignment: Submit the assignment, The Value of Failure in Leadership.

Week 4 - To Do List

Learn: Read Chapter 6 in Leadership: Research Findings, Practice, and Skills.

Learn: Read the PowerPoint presentation and notes.

Prepare: Use the Internet to prepare for the discussion.

Discuss: Complete the discussion, Ethical Decision Making.

Week 5 - To Do List

Learn: Read Chapters 7 and 8 in Leadership: Research Findings, Practice, and Skills.

Learn: Read the PowerPoint presentations and notes.

Discuss: Complete the discussion, Assuming Power and the Responsibilities Associated With It.

Quiz: Complete the two-part Midterm Exam.

Week 6 - To Do List

Learn: Read Chapter 9 in Leadership: Research Findings, Practice, and Skills.

Learn: Read the PowerPoint presentation and notes.

Prepare: View the required video for this week's discussion.

Discuss: Complete the discussion, Team Leadership.

Assignment: Submit the assignment, You Are a Consultant!

Week 7 - To Do List

Learn: Read Chapters 10 and 11 in Leadership: Research Findings, Practice, and Skills.

Learn: Read the PowerPoint presentations and notes.

Discuss: Complete the discussion, Leadership.

Week 8 - To Do List

Learn: Read Chapter 12 in Leadership: Research Findings, Practice, and Skills.

Learn: Read the PowerPoint presentation and notes.

Week 8 - To Do List

Prepare: View the video for this week's disucssion.

Discuss: Complete the discussion, Cultural Intelligence: A Tool or a Skill?

Week 9 - To Do List

Learn: Read Chapters 13 and 14 in Leadership: Research Findings, Practice, and Skills.

Learn: Read the PowerPoint presentations and notes.

Discuss: Complete the discussion, Leadership Strategies and Cultural Leadership.

Assignment: Submit the assignment, Helping an International Friend Develop as a Team Leader.

Week 10 - To Do List

Learn: Read Chapter 15 in Leadership: Research Findings, Practice, and Skills.

Learn: Read the PowerPoint presentation and notes.

Discuss: Complete the discussion, Putting It All Together.

Week 11 - To Do List

Discuss: Complete the discussion, Sum It Up.

Week 11 - To Do List

Quiz: Complete the two-part final exam.

Grading Scale

Participation Total Points % of Grade

Discussion Participation 220 22%

Assignment Total Points % of Grade

w03a1 - The Value of Failure in Leadership 160 16%

w05q1 - Midterm Exam Part 1 75 7.5%

w05q2 - Midterm Exam Part 2 75 7.5%

w06a1 - You Are a Consultant! 160 16%

w09a1 - Helping an International Friend Develop as a Team Leader 160 16%

w11q1 - Final Exam Part 1 75 7.5%

w11q2 - Final Exam Part 2 75 7.5%

Totals 1000 100%

Final Course Grade

Points Percentage Grade

900 - 1000 90% - 100% A

800 - 899 80% - 89% B

700 - 799 70% - 79% C

0 - 699 69% and below F

Unique Course Features

Grading Scale Notation

Please consult the University Catalog and your academic advisor to determine the final grade needed in this class to satisfy your specific degree conferral requirements.

Assignments

w03a1 - The Value of Failure in Leadership

Summary

Click the linked activity title to access this assignment.

Text

Overview

As you grow into a leadership or management position, you are not only responsible for your behavior, but also the behavior of your team members. It is especially important that you and your team are exposed to the idea of failure and how it relates directly to leadership.

Many people avoid situations in which they might fail. Other individuals fear failure so much they will not take a risk or have an opinion other than what the group wants. There is an old adage that says, “If at first you don’t succeed, try, try again.”

Select a leader in business, sports, management, or government and plan a short 20-minute interview. The interview may be over the phone or in person.

Suggested interview questions:

What can be learned by failing? You seem pretty confident and successful. Have you ever exposed your team to the idea of failure to prepare them for consequences if the wrong choices are made? In what ways does failure affect success? What do you think is the value of failure? How can having a failure change the way you make decisions or do business in the future?

Some leaders seem to always make the right decisions and therefore experience a lot of success. How can too much success interfere with creativity? What if we could design a controlled failure system for work that could tap creativity without causing fear or stress?

Note: Guidelines for Interview Assignments at Strayer University:

1. Before students engage in an interview assignment, they must adhere to these Guidelines for Interview Assignments at Strayer University. The purpose of the assignment is to train students in interviews or research methods, not to develop or contribute to research that can be applied to situations beyond that studied or that is created to share with others beyond the local setting.

No publication of projects containing the results of or information from the interviews is allowed, including publication in social media, blogs, or the Internet generally. The interview findings may only be shared in the class.

When presenting the results of their interviews to their instructor and/or classmates, students may not disclose personally identifiable information about an interviewee, unless they have received written permission from the interviewee as verified by their instructor.

2. All interviewees must be at least 18 years old.

Instructions

Write a 5–7 page paper in which you:

1. Propose two ways in which you can use a failure in your life or career to improve your vision as a leader.

2. Examine the key traits and characteristics that transformational leaders possess. Predict the impact that a transformational leader’s response to failure would have on the performance and behavior of his or her employees. Provide a rationale for your response.

3. Determine whether you believe that failure is an integral part of life that contributes to leadership effectiveness. Provide two examples to support your response.

4. Create a list of five best practices for leaders to follow in order to be effective after a failure in the workplace. Support each practice with examples from your interview.

5. Determine the manner in which experiences with failure and leadership affect the risk-taking and decision-making behaviors of an individual on a leadership track. Provide a rationale for your response.

6. Use at least five quality academic resources in this assignment. Note: Wikipedia does not qualify as an academic resource.

This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.

The specific course learning outcome associated with this assignment is:

Evaluate the impact of failure on the risk-taking and decision-making behaviors of a leader.

Scoring Guide

Propose two ways that you can use a failure in your life or care e r to improv e your v ision as a le ade r. 10 %

Unacceptable

Did not submit or did not propose two ways that you can use a failure in your life or career to improve your vision as a leader.

Needs Improvement

Partially proposed two ways that you can use a failure in your life or career to improve your vision as a leader.

Competent

Satisfactorily proposed two ways that you can use a failure in your life or career to improve your vision as a leader.

Exemplary

Thoroughly proposed two ways that you can use a failure in your life or career to improve your vision as a leader.

Examine the ke y traits and characte ristics that transformational le ade rs posse ss. Pre dict the impact that a transformational le ade r ’s re sponse to failure would hav e on the pe rformance and be hav ior of his or he r e mploye e s. Prov ide a rationale for your re sponse . 20 %

Unacceptable

Did not submit or did not examine the key traits and characteristics that transformational leaders possess. Did not submit or did not predict the impact that a transformational leader’s response to failure would have on the performance and behavior of his or her employees. Did not submit or did not provide a rationale for your response.

Needs Improvement

Partially examined the key traits and characteristics that transformational leaders possess. Partially predicted the impact that a transformational leader’s response to failure would have on the performance and behavior of his or her employees. Partially provided a rationale for your response.

Competent

Satisfactorily examined the key traits and characteristics that transformational leaders possess. Satisfactorily predicted the impact that a transformational leader’s response to failure would have on the performance and behavior of his or her employees. Satisfactorily provided a rationale for your response.

Exemplary

Thoroughly examined the key traits and characteristics that transformational leaders possess. Thoroughly predicted the impact that a transformational leader’s response to failure would have on the performance and behavior of his or her employees. Thoroughly provided a rationale for your response.

De te rmine whe the r you be lie v e that failure is an inte gral part of life that contribute s to le ade rship e ffe ctiv e ne ss. Prov ide two e xample s to support your re sponse . 15 %

Unacceptable

Did not submit or did not determine whether you believe that failure is an integral part of life that contributes to leadership effectiveness. Did not submit or did not provide two examples to support your response.

Needs Improvement

Partially determined whether you believe that failure is an integral part of life that contributes to leadership effectiveness. Partially provided two examples to support your response.

Competent

Satisfactorily determined whether you believe that failure is an integral part of life that contributes to leadership effectiveness. Satisfactorily provided two examples to support your response.

Exemplary

Thoroughly determined whether you believe that failure is an integral part of life that contributes to leadership effectiveness. Thoroughly provided two examples to support your response.

Cre ate a list of fiv e be st practice s for le ade rs to follow in orde r to be e ffe ctiv e afte r a

failure in the workplace . Support e ach practice with e xample s from your inte rv ie w. 15 %

Unacceptable

Did not submit or did not create a list of five best practices for leaders to follow in order to be effective after a failure in the workplace. Did not submit or did not support each practice with examples from your interview.

Needs Improvement

Partially created a list of five best practices for leaders to follow in order to be effective after a failure in the workplace. Partially supported each practice with examples from your interview.

Competent

Satisfactorily created a list of five best practices for leaders to follow in order to be effective after a failure in the workplace. Satisfactorily supported each practice with examples from your interview.

Exemplary

Thoroughly created a list of five best practices for leaders to follow in order to be effective after a failure in the workplace. Thoroughly supported each practice with examples from your interview.

De te rmine the manne r in which e xpe rie nce s with failure and le ade rship affe ct the risk- taking and de cision-making be hav iors of an indiv idual on a le ade rship track. Prov ide a rationale for your re sponse . 15 %

Unacceptable

Did not submit or did not determine the manner in which experiences with failure and leadership affect the risk-taking and decision-making behaviors of an individual on a leadership track. Did not submit or did not provide a rationale for your response.

Needs Improvement

Partially determined the manner in which experiences with failure and leadership affect the risk-taking and decision-making behaviors of an individual on a leadership track. Partially provided a rationale for your response.

Competent

Satisfactorily determined the manner in which experiences with failure and leadership affect the risk-taking and decision-making behaviors of an individual on a leadership track. Satisfactorily provided a rationale for your response.

Exemplary

Thoroughly determined the manner in which experiences with failure and leadership affect the risk-taking and decision-making behaviors of an individual on a leadership track. Thoroughly provided a rationale for your response.

Fiv e re fe re nce s. 5 %

Unacceptable

No references provided.

Needs Improvement

Does not meet the number of required references; some or all references are poor-quality choices.

Competent

Meets the number of required references; all references are high-quality choices.

Exemplary

Exceeds the number of required references; all references are high- quality choices.

Writing me chanics, grammar, and formatting. 5 %

Unacceptable

Serious and persistent errors in grammar, spelling, punctuation, and formatting.

Needs Improvement

Partially free of errors in grammar, spelling, punctuation, and formatting.

Competent

Mostly free of errors in grammar, spelling, punctuation, and formatting.

Exemplary

Error free or almost error free grammar, spelling, punctuation, and formatting.

Appropriate use of SWS in-te xt citations and a re fe re nce se ction. 5 %

Unacceptable

Lack of in-text citations, lack of a reference section, or lack of both.

Needs Improvement

In-text citations and references are provided, but they are only partially formatted correctly in SWS style.

Competent

Most in-text citations and references are provided, and they are generally formatted correctly in SWS style.

Exemplary

In-text citations and references are error- free or almost error- free and are consistently formatted correctly in SWS style.

Information lite racy and inte gration of source s. 5 %

Unacceptable

Serious errors in the integration of sources, such as intentional or accidental plagiarism, or failure to use in-text citations.

Needs Improvement

Sources are partially integrated using effective techniques of quoting, paraphrasing, and summarizing.

Competent

Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.

Exemplary

Sources are consistently integrated using effective techniques of quoting, paraphrasing, and summarizing.

Clarity and cohe re nce of writing. 5 %

Unacceptable

Information is confusing to the reader and fails to include reasons and evidence that logically support ideas.

Needs Improvement

Information is partially clear with minimal reasons and evidence that logically support ideas.

Competent

Information is mostly clear and generally supported with reasons and evidence that logically support ideas.

Exemplary

Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.

w06a1 - You Are a Consultant!

Summary

Click the linked activity title to access this assignment.

Text

Overview

Imagine that you are a leadership teamwork consultant. The new manager of a company has hired you to create a new theme for the company’s teamwork training. You will be working with nine other team members.

Your client, the new manager, has always coached individual members of a team in the past, but now the manager has less time and has hired you to help with the training. Executive management believes that the purpose of coaching or training is to work with the entire team at the same time.

You will work with the team from the beginning to define a new theme for training. Brainstorm to devise the type of theme that you would like to use for the company’s new teamwork training.

Consider the manner in which you would direct the team members to develop this training and the roles that you would assign the different members of the team.

Instructions

Write a 5–7 page paper in which you:

1. Suggest two key ways in which the proposed teamwork project would affect organizational performance.

2. Recommend where the company should set limits on spending and on using company assets for socially responsible projects. Predict the main effect that socially responsible projects could have on the company’s overall bottom line.

3. Propose two approaches geared toward introducing the topic of ethics or ethical behavior in the teamwork training project.

4. Examine two aspects of teamwork training that change a person into a transformational leader. Justify your response.

5. Predict your possible reaction to a team member’s suggestion of another theme that does not relate in any way to the theme that you have proposed. Provide a rationale for your response.

6. Use at least five quality academic resources in this assignment. Note: Wikipedia does not qualify as an academic resource.

The specific course learning outcome associated with this assignment is:

Propose a themed teamwork training project incorporating budgetary limits, ethical behavior, team building, and the impact of teamwork training on a transformational leader.

Scoring Guide

Sugge st two ke y ways in which the propose d te amwork proje ct would affe ct organizational pe rformance . 15 %

Unacceptable

Did not submit or did not suggest two key ways in which the proposed teamwork project would affect organizational performance.

Needs Improvement

Partially suggested two key ways in which the proposed teamwork project would affect organizational performance.

Competent

Satisfactorily suggested two key ways in which the proposed teamwork project would affect organizational performance.

Exemplary

Thoroughly suggested two key ways in which the proposed teamwork project would affect organizational performance.

Re comme nd whe re the company should se t limits on spe nding and on using company asse ts for socially re sponsible proje cts. Pre dict the main e ffe ct that socially re sponsible proje cts could hav e on the company’s ov e rall bottom line . 15 %

Unacceptable

Did not submit or did not recommend where the company should set limits on spending and on using company assets for socially responsible projects. Did not submit or did not predict the main effect that socially responsible projects could have on the company’s overall bottom line.

Needs Improvement

Partially recommended where the company should set limits on spending and on using company assets for socially responsible projects. Partially predicted the main effect that socially responsible projects could have on the company’s overall bottom line.

Competent

Satisfactorily recommended where the company should set limits on spending and on using company assets for socially responsible projects. Satisfactorily predicted the main effect that socially responsible projects could have on the company’s overall bottom line.

Exemplary

Thoroughly recommended where the company should set limits on spending and on using company assets for socially responsible projects. Thoroughly predicted the main effect that socially responsible projects could have on the company’s overall bottom line.

Propose two approache s ge are d toward introducing the topic of e thics or e thical be hav ior in the te amwork training proje ct. 15 %

Unacceptable

Did not submit or did not propose two approaches geared toward introducing the topic of ethics or ethical behavior in the teamwork training project.

Needs Improvement

Partially proposed two approaches geared toward introducing the topic of ethics or ethical behavior in the teamwork training project.

Competent

Satisfactorily proposed two approaches geared toward introducing the topic of ethics or ethical behavior in the teamwork training project.

Exemplary

Thoroughly proposed two approaches geared toward introducing the topic of ethics or ethical behavior in the teamwork training project.

Examine two aspe cts of te amwork training that change s a pe rson into a transformational le ade r. Justify your re sponse . 15 %

Unacceptable

Did not submit or did not examine two aspects of teamwork training that changes a person into a transformational leader. Did not submit or did not justify your response.

Needs Improvement

Partially examined two aspects of teamwork training that changes a person into a transformational leader. Partially justified your response.

Competent

Satisfactorily examined two aspects of teamwork training that changes a person into a transformational leader. Satisfactorily justified your response.

Exemplary

Thoroughly examined two aspects of teamwork training that changes a person into a transformational leader. Thoroughly justified your response.

Pre dict your possible re action to a te am me mbe r ’s sugge stion of anothe r the me that doe s not re late in any way to the the me that you hav e propose d. Prov ide a rationale for your re sponse . 15 %

Unacceptable

Did not submit or did not predict your possible reaction to a team member’s suggestion of another theme that does not relate in any way to the theme that you have proposed. Did not submit or did not provide a rationale for your response.

Needs Improvement

Partially predicted your possible reaction to a team member’s suggestion of another theme that does not relate in any way to the theme that you have proposed. Partially provided a rationale for your response.

Competent

Satisfactorily predicted your possible reaction to a team member’s suggestion of another theme that does not relate in any way to the theme that you have proposed. Satisfactorily provided a rationale for your response.

Exemplary

Thoroughly predicted your possible reaction to a team member’s suggestion of another theme that does not relate in any way to the theme that you have proposed. Thoroughly provided a rationale for your response.

Fiv e re fe re nce s. 5 %

Unacceptable

No references provided.

Needs Improvement

Does not meet the number of required references; some or all references are poor-quality choices.

Competent

Meets the number of required references; all references are high-quality choices.

Exemplary

Exceeds the number of required references; all references are high- quality choices.

Writing me chanics, grammar, and formatting. 5 %

Unacceptable

Serious and persistent errors in grammar, spelling, punctuation, and formatting.

Needs Improvement

Partially free of errors in grammar, spelling, punctuation, and formatting.

Competent

Mostly free of errors in grammar, spelling, punctuation, and formatting.

Exemplary

Error-free or almost error-free grammar, spelling, punctuation, and formatting.

Appropriate use of SWS in-te xt citations and a re fe re nce se ction. 5 %

Unacceptable

Lack of in-text citations, lack of a reference section, or lack of both.

Needs Improvement

In-text citations and references are provided, but they are only partially formatted correctly in SWS style.

Competent

Most in-text citations and references are provided, and they are generally formatted correctly in SWS style.

Exemplary

In-text citations and references are error- free or almost error- free and are consistently formatted correctly in SWS style.

Information lite racy and inte gration of source s. 5 %

Unacceptable

Serious errors in the integration of sources, such as intentional or accidental plagiarism, or failure to use in-text citations.

Needs Improvement

Sources are partially integrated using effective techniques of quoting, paraphrasing, and summarizing.

Competent

Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.

Exemplary

Sources are consistently integrated using effective techniques of quoting, paraphrasing, and summarizing.

Clarity and cohe re nce of writing. 5 %

Unacceptable

Information is confusing to the reader and fails to include reasons and evidence that logically support ideas.

Needs Improvement

Information is partially clear with minimal reasons and evidence that logically support ideas.

Competent

Information is mostly clear and generally supported with reasons and evidence that logically support ideas.

Exemplary

Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.

w09a1 - Helping an International Friend Develop as a Team Leader

Summary

Click the linked activity title to access this assignment.

Text

Overview

Your company has just hired your foreign friend to work in a middle-management position. As a new manager, she is interested in coaching her staff through their careers. Since you have lived in the United States for many years, your friend believes that you understand job coaching for a traditional American company. She wants to work with you and has many questions—some of which concern the manner in which cultural nuances related to religious customs, verbal and nonverbal communication, and so on may affect leadership roles

Instructions

Write a 5–7 page paper in which you:

1. Recommend whether your friend should assume the role of a job coach as soon as she begins her new position or wait until she has been a part of the company for a certain amount of time. Provide a rationale for your response.

2. Determine two conflicts that could possibly arise as a result of asking people to work on days of religious significance. Propose concrete solutions for these two possible conflicts.

3. Determine whether cultural factors could restrain the foreign manager from expressing his or her ideas readily. Provide a rationale for your response.

4. Determine two actions that you can take in order to prepare yourself and your friend to become multicultural leaders. Provide two examples to support your response.

5. Predict two major conflicts that may arise out of nonverbal communication misunderstandings (for example, words misinterpreted, hand gestures, looks, shoulder shrugs, names of objects). Suggest two actions that your friend could take in order to defuse these types of misunderstandings and thus make the workplace more harmonious. Justify your response.

6. Use at least five quality academic resources in this assignment. Note: Wikipedia does not qualify as an academic resource.

The specific course learning outcome associated with this assignment is:

Determine how cultural nuances such as religious customs and nonverbal communication could impact leadership effectiveness.

Scoring Guide

Re comme nd whe the r your frie nd should assume the role of a job coach as soon as she be gins he r ne w position or wait until she has be e n a part of the company for a ce rtain amount of time . Prov ide a rationale for your re sponse . 10 %

Unacceptable

Did not submit or did not recommend whether your friend should assume the role of a job coach as soon as she begins her new position or wait until she has been a part of the company for a certain amount of time. Did not submit or did not provide a rationale for your response.

Needs Improvement

Partially recommend whether your friend should assume the role of a job coach as soon as she begins her new position or wait until she has been a part of the company for a certain amount of time. Partially provided a rationale for your response.

Competent

Satisfactorily recommend whether your friend should assume the role of a job coach as soon as she begins her new position or wait until she has been a part of the company for a certain amount of time. Satisfactorily provided a rationale for your response.

Exemplary

Thoroughly recommend whether your friend should assume the role of a job coach as soon as she begins her new position or wait until she has been a part of the company for a certain amount of time. Thoroughly provided a rationale for your response.

De te rmine two conflicts that could possibly arise as a re sult of asking pe ople to work on days of re ligious significance . Propose concre te solutions for the se two possible conflicts. 15 %

Unacceptable

Did not submit or did not determine two conflicts that could possibly arise as a result of asking people to work on days of religious significance. Did not submit or did not propose concrete solutions for these two possible conflicts.

Needs Improvement

Partially determined two conflicts that could possibly arise as a result of asking people to work on days of religious significance. Partially proposed concrete solutions for these two possible conflicts.

Competent

Satisfactorily determined two conflicts that could possibly arise as a result of asking people to work on days of religious significance. Satisfactorily proposed concrete solutions for these two possible conflicts.

Exemplary

Thoroughly determined two conflicts that could possibly arise as a result of asking people to work on days of religious significance. Thoroughly proposed concrete solutions for these two possible conflicts.

De te rmine whe the r cultural factors could re strain the fore ign manage r from e xpre ssing his or he r ide as re adily. Prov ide a rationale for your re sponse . 10 %

Unacceptable

Did not submit or did not determine whether cultural factors could restrain the foreign manager from expressing his or her ideas readily. Did not submit or did not provide a rationale for your response.

Needs Improvement

Partially determined whether cultural factors could restrain the foreign manager from expressing his or her ideas readily. Partially provided a rationale for your response.

Competent

Satisfactorily determined whether cultural factors could restrain the foreign manager from expressing his or her ideas readily. Satisfactorily provided a rationale for your response.

Exemplary

Thoroughly determined whether cultural factors could restrain the foreign manager from expressing his or her ideas readily. Thoroughly provided a rationale for your response.

De te rmine two actions that you can take in orde r to pre pare yourse lf and your frie nd to be come multicultural le ade rs. Prov ide two e xample s to support your re sponse . 20 %

Unacceptable

Did not submit or did not determine two actions that you can take in order to prepare yourself and your friend to become multicultural leaders. Did not submit or did not provide two examples to support your response.

Needs Improvement

Partially determined two actions that you can take in order to prepare yourself and your friend to become multicultural leaders. Partially provided two examples to support your response.

Competent

Satisfactorily determined two actions that you can take in order to prepare yourself and your friend to become multicultural leaders. Satisfactorily provided two examples to support your response.

Exemplary

Thoroughly determined two actions that you can take in order to prepare yourself and your friend to become multicultural leaders. Thoroughly provided two examples to support your response.

Pre dict two major conflicts that may arise out of nonv e rbal communication misunde rstandings (for e xample , words misinte rpre te d, hand ge sture s, looks, shoulde r shrugs, name s of obje cts, e tc.). Sugge st two actions that your frie nd could take in orde r to de fuse the se type s of misunde rstandings and thus make the workplace more harmonious. Justify your re sponse . 20 %

Unacceptable

Did not submit or did not predict two major conflicts that may arise out of nonverbal communication misunderstandings (for example, words misinterpreted, hand gestures, looks, shoulder shrugs, names of objects, etc.). Did not submit or did not suggest two actions that your friend could take in order to defuse these types of misunderstandings and thus make the workplace more harmonious. Did not submit or did not justify your response.

Needs Improvement

Partially predicted two major conflicts that may arise out of nonverbal communication misunderstandings (for example, words misinterpreted, hand gestures, looks, shoulder shrugs, names of objects, etc.). Partially suggested two actions that your friend could take in order to defuse these types of misunderstandings and thus make the workplace more harmonious. Partially justified your response.

Competent

Satisfactorily predicted two major conflicts that may arise out of nonverbal communication misunderstandings (for example, words misinterpreted, hand gestures, looks, shoulder shrugs, names of objects, etc.). Satisfactorily suggested two actions that your friend could take in order to defuse these types of misunderstandings and thus make the workplace more harmonious. Satisfactorily justified your response.

Exemplary

Thoroughly predicted two major conflicts that may arise out of nonverbal communication misunderstandings (for example, words misinterpreted, hand gestures, looks, shoulder shrugs, names of objects, etc.). Thoroughly suggested two actions that your friend could take in order to defuse these types of misunderstandings and thus make the workplace more harmonious. Thoroughly justified your response.

Fiv e re fe re nce s. 5 %

Unacceptable

No references provided.

Needs Improvement

Does not meet the number of required references; some or all references are poor-quality choices.

Competent

Meets the number of required references; all references are high-quality choices.

Exemplary

Exceeds the number of required references; all references are high- quality choices.

Writing me chanics, grammar, and formatting. 5 %

Unacceptable

Serious and persistent errors in grammar, spelling, punctuation, and formatting.

Needs Improvement

Partially free of errors in grammar, spelling, punctuation, and formatting.

Competent

Mostly free of errors in grammar, spelling, punctuation, and formatting.

Exemplary

Error-free or almost error-free grammar, spelling, punctuation, and formatting.

Appropriate use of SWS in-te xt citations and a re fe re nce se ction. 5 %

Unacceptable

Lack of in-text citations, lack of a reference section, or lack of both.

Needs Improvement

In-text citations and references are provided, but they are only partially formatted correctly in SWS style.

Competent

Most in-text citations and references are provided, and they are generally formatted correctly in SWS style.

Exemplary

In-text citations and references are error- free or almost error- free and are consistently formatted correctly in SWS style.

Information lite racy and inte gration of source s. 5 %

Unacceptable

Serious errors in the integration of sources, such as intentional or accidental plagiarism, or failure to use in-text citations.

Needs Improvement

Sources are partially integrated using effective techniques of quoting, paraphrasing, and summarizing.

Competent

Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.

Exemplary

Sources are consistently integrated using effective techniques of quoting, paraphrasing, and summarizing.

Clarity and cohe re nce of writing. 5 %

Unacceptable

Information is confusing to the reader and fails to include reasons and evidence that logically support ideas.

Needs Improvement

Information is partially clear with minimal reasons and evidence that logically support ideas.

Competent

Information is mostly clear and generally supported with reasons and evidence that logically support ideas.

Exemplary

Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.