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Learning Goal: I’m working on a management question and need guidance to help me
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Learning Goal: I’m working on a management question and need guidance to help me learn.Week 6: Leaders and FollowersTheme 1: A leader can plan and strategize all they want, but they cannot succeed if the vision cannot be sold to others. Influencing people to follow is about creating trust, which is the building block of the leader-follower relationship.Having a story is not enough! A leader must sell the story to others. This means a leader must learn about his or her own style, traits, knowledge, etc., in developing knowledge about others. The leader will create a relationship that will result in “others” following the strategic vision if successful. The leader-follower relationship is crucial to successfully selling the story to others. One truth to the leader-follower relationship is that the relationship must be based on mutual trust if it is to succeed.Read/View Course Material:Barbara Kellerman on Followership
Followership is Underrated and Misunderstood
Building and Sustaining Relationships
The Leadership Relationship, Part I – Understanding Trust
The Allure of Toxic Leaders: Why Followers Rarely Escape Their Clutches
Theme 2: Authentic Leadership and the Emotional Bank Account – If trust is the cornerstone of leadership, how do we get there? If there is one thing we have learned in our study of leadership, mutual trust is the most valuable element to the leader-follower relationship. Mutual trust requires authentic leadership Course Material.Authentic Leadership
Good Leaders Are Authentic Leaders
Developing Leadership Good Leaders Are Authentic Leaders Skills
Your Emotional Bank Account
Case ScenarioTisha Allen is Senior Vice President (SVP) of Life Sciences Nutraceuticals, Inc.(LSN) east coast operations. (The LSN company profile can be found in Week 1 above Discussion 1, although it is not specifically needed for this case.) Tisha has received your memo request to be considered for further leadership positions. You have been with the company for 12 years. You are now a senior analyst in the Management Effectiveness Division. You supervise 13 junior analysts. Your roles involve conducting a quality analysis of management practices in all LSN departments on a scheduled basis. You are highly valued by LSN’s leadership and known for your ability to work well with everyone and for being liked and respected by those you have supervised. After reading your memo to her, Tisha has decided to ask you to perform a specific function so she can observe your approach. She assigns you to help the Manager of Accounts Payable, Ken Count. You walk over to Accounting and visit Ken. He is visibly upset. He has just received a performance review from his manager. This is a six-month review, as Ken was recently assigned to this role after working with great success for 10 years in another area of the Accounting Department. As part of this review, Ken’s manager interviewed the six members of the Accounts Payable section, who all report to Ken. Ken’s boss summarized their feedback in Ken’s performance evaluation. Ken shares this feedback with you: “Ken marched in here thinking he knows everything. He doesn’t want to listen to any of our ideas. It’s his way or the highway.” “We really don’t know Ken all that well. He keeps to himself, except of course when deadlines are due, and then he’s all over our backs.” “He acts as if he is perfect. I’m scared of getting yelled at when I make a mistake.” “Most times, Ken is fine, but when we have a deadline, he micromanages us. I literally dread coming in to work on days our accounts are due because I know Ken will be watching over us like a hawk.” What would you explain to Ken is the major reason for his subordinates’ issues with him?
What are three specific recommendations you would make to Ken that would immediately improve the situation with his subordinates? You must use course materials to support your answer. (The three recommendations must not overlap with the three suggestions in #3.)
What three specific course materials from this week’s course materials would you suggest to Ken that he should carefully review to enhance his future leadership development. You must explain the rationale for each of your three suggestions. (Thee three suggestions must not overlap with the three recommendations in #2.)
——————————————————————————————————————————————————————-This is what is required:Select ONE of the recommendations provided by your 3 classmates and explain why you think this recommendation would work or why it would not work. Use course materials to support your opinion, reasoning, and conclusions. (Please post the 1 to 2 paragraphs responses to the 3 word documents in the attachments to Demi, Renata, and Simms)
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