Prepare a 10-12 page capstone paper on an organizational leadership topic. The intention is to use the article reviews you completed to help research and build your paper.

Your sources should be academic in nature (no Wikipedia), including the articles you have reviewed, as well as any other appropriate academic sources (journals are preferred, but theoretical textbooks are also permissible).

 

Academic Journal Article Review Presentation.

Upload Academic Journal Article Review Presentations.

 

My feedback last week from Prof

You have not reviewed an article.  You need to select an article on the topic of organizational leadership and review it using a PowerPoint presentation.

 

Please focus on one article on topic of organizational leadership and review it using a PowerPoint presentation.

 

 

Grading criteria

 

Requirements	Consistently exceeds expectations in all areas regarding the interview, analysis, and synthesis of appropriate resources.	Demonstrates minor deficiencies in some areas regarding the interview, analysis, and synthesis of appropriate resources.	Needs improvement in some areas regarding the interview, analysis, and synthesis of appropriate resources.	Needs improvement in most areas regarding the interview, analysis, and synthesis of appropriate resources.	Inability to meet minimum expected standards of written work.
	34points	28points	26points	24points	0points
Critical Thinking	Demonstrates clear, insightful critical thinking and addresses the assignment using new applications.	Demonstrates minor deficiencies in critical thinking and addressing the assignment using new applications.	Needs improvement in some areas of critical thinking and addressing the assignment using new applications.	Needs improvement in most areas of critical thinking and addressing the assignment using new applications.	Demonstrates little or no critical thinking or insight.
	34points	28points	26points	24points	0points
*Ethical	Demonstrates clear, insightful ethical application and understanding.	Demonstrates minor deficiencies in ethical application and understanding.	Needs improvement in some areas of ethical application and understanding.	Needs improvement in most areas of ethical application and understanding.	Demonstrates little or no ethical application and understanding.
	4points	3points	2points	1points	0points
*Communication	Demonstrates clear, insightful knowledge of the assignment with appropriate written communication.	Demonstrates minor deficiencies in knowledge of the assignment with average written communication.	Needs some improvement expressing knowledge of the assignment with written communication.	Needs improvement in most areas of expressing knowledge of the assignment with written communication.	Demonstrates little or no written communication skills and knowledge.
	4points	3points	2points	1points	0points
*Christian Principles	Exceeds expectations in all areas regarding Christian principles and applicable resources.	Demonstrates minor deficiencies in some areas regarding Christian principles and applicable resources.	Needs improvement in some areas regarding Christian principles and applicable resources.	Needs improvement in most areas regarding Christian principles and applicable resources.	Inability to meet minimum expected standards in regards to Christian principles and applicable resources.
	4points	3points	2points	1points	0points
Mechanics	No errors in grammar, spelling, word choice, punctuation, or sentence structure.	Minimal errors in grammar, spelling, word choice, punctuation, or sentence structure.	Limited errors in grammar, spelling, word choice, punctuation, or sentence structure.	Some mechanical errors that distract the reader from the intended message.	Numerous mechanical errors that distract the reader from the intended message.
	10points	8points	6points	4points	0points
Formatting	All parts of the paper follow current APA format, including in-text citations, and title page.	Minimal errors in following current APA format, including in-text citations, and title page.	Limited errors in following current APA format, including in-text citations, and title page.	Some major errors in following current APA format that distract the reader from the intended message.	Numerous major errors in following current APA format that distract the reader from the intended message.
	10points	8points	6points	4points	0points
*Technical/Quantitative Pulled from Article Review Presentation Rubric	Demonstrates little or no technical ability or insight.	Needs improvement in most areas of technical ability and addressing the assignment using new applications.	Needs improvement in some areas of technical ability and addressing the assignment using new applications.	Establishes minor deficiencies in technical ability and addressing the assignment using new applications.	Etablishes adequate technical ability and addresses the assignment using new applications
	0points	0points	0points	0points

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Previous Academic journal reviews.

 

Academic Journal Article Review Presentation 1

 

This is leadership case study based on the life of Rebecca S. Halstead. She rose to high ranks in army, despite being in an industry not very open to women. She eventually retired and founded her own leadership development company (Groysberg & Bell, 2011). It contains accounts from her personal life which reflect how even under hostile conditions one can survive, build, create and co-create an effective organizational environment. She shares how she was surrounded by people so different from her yet she was constantly encouraged and motivated by her parents to give it a shot and not quit before trying. Her academy, West Point was hard, physically, emotionally and academically. I was singled out in this case because I was a woman. Yet she excel.

She has shared the following key leadership tips. Don’t quit- No matter what, give everything you take on a fair try. Position your highest when you are on your laps. Conduct AAR (After-Action Reviews). she began conducting day-to-day after-action appraisals; we named them AARs. she would encounter in her workplace at the culmination of the daylight with the management, and she would keep this to a short time, because it was after-hours, so it would be thirty minutes.

Rebecca had self-awareness. Overhaul for individuals round you. Halstead has continuously engaged into justification the distinct private life selections of her Militaries. She was capable to enter unfathomable than just the Combatant; she as well departed down to the family, and certainly got to recognize the Legionnaires’ relatives, where the children went to institute, what ranking they were in, what schools they attended. She took run-of-the-mill in the process of knowing her Armed forces.

She perceived the five personality traits. Support and assist individuals around your surroundings. Assisting  other people to attain their goals and are portion of the superior achievement, the better virtuous, is mutually individually and workwise gratifying. Our philosophy is still so very conventional that it is going to take a extended period to alter. And I contemplate the manner we ought to transform it’s  being gutsy sufficient—deprived of commencing with their battlements, or querulous or peevish. An immense fragment of this ethos transformation is to number out novel methods to present the delinquent, and a resolution, so that you do not inevitably put a self-justifying partition amidst individuals.

Be optimistic. Her colleagues scrap: Becky is always  optimistic. That is perhaps her  greatest strong point. Becky  has a confident, considerate elegance. She overhauls about persons a lot. This woman amicable, friendly, likewise preemptively and theoretically capable. She is  just well-versed. She is the generous individual that you just need to be near her. And she’s the kind of person that finds goodness in everyone (Renzi, 2019). She is the sort of trailblazer that makes you sense good of who you are. She’s a performer, and takes upkeep of her individuals well.

Make an enduring impression. There’re a unabridged lot of Militaries in the Military who are still a likeness of her headship. So, she is always creating an impression in the Defense force to date. Halstead alleged intensely in altruistic provision to other people, no matter in the secluded or civic subdivision, and in the aptitude of virtuous leadership to generate a modification for persons, establishments and societies.

 

Finally, she discussions, “If one really understand publics and recognize their emotions, then I think you have a much more capability to guide and impact and figure victory, whether independently or for the society. Leadership is the combination of emotion and cognizance, in altruistic accomplishment, for the advancement of others, to efficiently achieve the assignment, and to make a change.

 

 

References

Groysberg, B., & Bell, D. (2011). Rebecca S. Halstead: Steadfast Leadership. Harvard Business School Organizational Behavior Unit Case, (411-050).

Renzi, K. L. (2019). An Ethic of Innocence: Pragmatism, Modernity, and Women’s Choice Not to Know. SUNY Pr

 

Academic Journal Article Review Presentation 2

 

 

The case study is based on marine john’s leadership experience and style. Headship elegance of anyone in the custody of a corporation unswervingly inspirations the traits of the establishment and individuals employed in the firm. Personnel will copy on the movements and trail in the activities that the headship performs. As Maritime John would have been trusted with errands early, tutoring is the favored technique of Marine Corps headship. Marine Forces suppose headship at the lowermost neck and neck, so utilizing tutoring, it figures self-confidence and undoes the judgments of the people at the subordinate level. Tutoring influential aid individuals in understanding how their exertion hysterics hooked on the immense general depiction(Lombardo, 2018). They display their squad the dissimilar enigma smithereens used to put the whole thing composed. At that moment, they pay particular attention to assisting others in making the most of their peculiar achievement.

As soon as using training, it generates a moveable environment. However, since there isn’t minor management as long as the precise staff is appointed, they’ll recitalist one more deal. “Training has demonstrated to be a solitary utmost prevailing and active customs for influential to advance and progress their recital.” (Hargrove, 2008). Tutoring places workers on the matching outlook as the headship, and this usually makes the employees feel as if they are part and parcel of a squad and are responsible for their activities. On the other hand, teaching is unsolidified headship. Because Johnson was a workforce, he would distinguish this chic does not function on every worker; this panache makes you linked with every worker, so he has the capability of tailoring his method to every individual.

There are optimistic and undesirable pros to Johns’s headship technique. A virtuous unfamiliar novelist quotation of the latent and disadvantage of this type of management stylishness is “Chief financial officer enquires Chief executive officer. The pros of this elegance are that the workers are fit competent, and individual times aren’t misused beholding over the workers. As soon as staff is engaged, they are inclined to be reliable though, spending period and funds and leaving is constantly a likelihood. The prime collapse of this headship style is that if the erroneous being is employed, they are able to slip up via the bangs and develop a malignancy that affects other workers.

This management technique is very operative on ethics and the workers’ comfort. “The ultimate part where training can influence leadership is over welfare. A multitude of pieces of training has remained accepted here. These take in the helpful things of tutoring on strain lessening.” (Passmore, 2010). Because this technique sanctions the staff, they are driven to have the task completed and contests contentment. In the meantime, the personnel is reliable that they are undertaking whatever they ought to be undertaking. Times tainted have a habit of coming extra accessible and developing fewer stern. This headship technique inspires recognizing each other on an individual level to have to open the flow of message when individuals are in a bumpy reinforcement

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Indecision,  in my opinion, would like to work for John. I am used to having tutored and performing the training, so this is an atmosphere where I would prosper. Receiving somebody’s conviction can be very gratifying, and as soon as you have somebody who is a self-beginner occupied in an environment similar to this, preferments grow quicker. As the workers slog below him, they ultimately will comprehend that they thrive and triumph they flop they flop as a group.

 

 

References

Hargrove, R., & Renaud, M. (2008). Your Coach (in a Book) Mastering the Trickiest Leadership, Business, and Career Challenges You Will Ever Face. Hoboken: Jossey Bass

Lombardo, C. (2018, August 23). Coaching Leadership Style Advantages, Disadvantages and Characteristics. Retrieved from https://futureofworking.com/coaching-leadership-styleadvantages-disadvantages-and-characteristics

Passmore, J. (2010). Page 8Leadership Coaching: Working with Leaders to Develop Elite Performance. [London]: Kogan Page.

 

ess.

Academic Journal Article Review Presentation 3

 

Deveraux-Dering Collection is an global commercial intervention squad that is located in New York  also in Paris. The crew trailblazer of the collection is Kurt , who leads a squad of four associates. Appointment  of Kurt was a treasured verdict for the corporation because he possess acquaintance in this commercial business, which was expected to aid the intervention whole prime contracts. It was kurti’s  inkling to introduce a squad of these four affiliates. The collection had a vital career prospect in publicizing BMW. Notwithstanding concocting a exhibition, some of the customers weren’t enthralled (Daft 2014).

Even though the squad was contented about endearing the account, they alleged they were taken aback by the decision that brad made in presenting a tag line for the Asian market. However, the team was thankful for the extra work that Brad added that helped them complete the deal. Brad later informed Lansing about the crew winning the BMW account, and he was ecstatic about this success. He felt that the crew worked collaboratively, sharing vision as well as building trust that was apparent to him from this achievement (Daft 2014).

One of the factors I believe affected the cohesiveness of the team is poor communication amongst these crew members. Brad was supposed to obtain the deal; however, he shared the credit with his colleagues. We can conclude from this case that Brad was a key member, but he seem to perform better when he is alone, rather than working alongside the team. I believe that the team can increase their performance if they were having a better communication amongst them. Also, the crew lacked trust amongst them because they believed they were not told about the “surprise” and that Brad was devious when he represented something they had not agreed on (Daft 2014). I likewise feel there was no collaboration because the crew felt that Brad did not associate with them and was just staring at his blackberry, paying less attention as the meetings took place. So, communication, trust, and collaboration were factors that affected the cohesiveness of the crew.

Above all else, I would have a one on one meeting with Fitzgerald to attempt to discover the reason for his conduct. At that point, I would try to urge him to be increasingly participative with the crew. Since he is increasingly active, I would give him an additional motivating force to play an influential position and guide the group (Ewell, 2018). Besides, I would have a meeting with the other members to urge them to learn and understand Fitzgerald’s behavior. Moreover, I would ensure to develop practices that will unite the group and enhance their relationships. As an operative team spearhead, I would confirm that I partake an open-door strategy for each participant of the team to talk to me concerning any matter.

As a colleague, I would attempt to welcome Fitzgerald to invest more energy with the rest of the team. I would attempt to link with him since he may feel left outside of the group. Since Fitzgerald has such a considerable amount to offer to the rest, I would attempt to figure out how to better the relationship with him and try to gain the most from him Frawley & Favaloro & Schulenkorf, 2018, p 128). If, in the wake of connecting with Fitzgerald, his conduct continues as before, then I would contact Mr. Lansing. Kurt Lansing being better than both Fitzgerald and the rest of the group may have the capability to come up with an answer for the circumstance.

Besides, I would address Brad one on one about my interests or my sentiments. I would not have any desire to cause Brad to feel as though he is being joined forces against. I likewise accept people can clear up errors when working one on one. Concerning the three colleagues who needed to go up against Brad, they ought to do it exclusively and address from the “I” and not from the “we” point of view.

 

 

References

Daft, R. L. (2014). The leadership experience. Cengage Learning.

Ewell, J. (2018). Revitalizing a Student Organization by Applying Transformational Leadership. Journal of Leadership Education, 17(3).

Frawley, S., Favaloro, D., & Schulenkorf, N. (2018). Experience-based leadership development and professional sport organizations. Journal of Sport Management, 32(2), 123-134.

 

Academic Journal Article Review Presentation 4

 

Effect of organizational leadership behaviour and empowerment on job satisfaction

This article was written by Jabbar & Hussin (2018) to determine the effect that the behaviour of organizational leadership has on the job satisfaction of instructors in the University in Punjab, Pakistan. The research objectives of the study include determining the relationship between job satisfaction and behaviour of organizational leadership among instructors in a public university in Punjab, investigating the relationship between job satisfaction and empowerment among the instructors in the public university, explaining the impact of the behaviour of organizational leadership on job satisfaction among instructors in a public university, and identifying the effects of empowerment on the instructors’ job satisfaction. According to Jabbar & Hussin (2018), the main aim of a leadership role in the learning sector is empowering instructors and providing maximum opportunities for developing students’ learning abilities. Instructors should be involved in the responsibility assignments and decision-making process as a way of empowering them. Employees feel satisfied when they can empower in solving problems, decision-making which increases cooperation and competencies. Empowerment is a crucial tool for enhancing employee satisfaction as it boosts employee confidence level making them more responsible and committed to creating new practices, strategies, and policies for the benefit of an organization. Empowerment relates to employees’ confidence and self-efficacy for developing the employees’ thinking approach and professional knowledge leading to new ideas and innovation.

Leaders’ democratic behaviour increases the levels of satisfaction of employees. Self-efficacy and leadership behaviour has a direct impact on the satisfaction and performance of employees. Supportive leadership behaviour and a friendly environment create a better working environment in an institution. Such an environment can develop employees’ performance. The positive attitude of leaders toward the employees improves the productivity of an organization.

This article uses the leadership theory of Path-Goal. This theory provides procedures in which leaders can motivate the followers for the accomplishment of designated objectives. The approach focuses on the processes of enhancing the satisfaction of employees by encouraging them. It stresses the relationship between employees’ distinctive qualities, leadership, and working conditions. These variables can be achieved through leadership behaviour that meets the motivational needs of followers within their working environment. Leaders motivate followers by advising them on the right way to achieve goals and planned working processes.

Path-goal is a pragmatic approach that is not just for theoretical intricate, but for efficient leadership attitude. The theory provides a guideline to leaders on how they can interact with their employees and satisfy them by taking positive actions with good behaviours. In addition, the approach helps leaders to eliminate the communication gaps among employees and concentrate the employee’s social needs.

Job satisfaction involves the extent to which employees enjoy their work and the effective feeling of employees towards their work. It could be employees’ feelings towards some aspects of their working conditions, pay, and relationship with coworkers (Jabbar & Hussin, 2018).

The researchers used a quantitative research method in which data was collected using the survey method. The research findings show that job satisfaction is significantly impacted by empowerment and organizational leadership behaviour among instructors in a public university. The researchers conclude that other researchers should conduct workshops and seminars in various areas of the nation to create awareness of job satisfaction and strategies for organizational leadership.

References

Jabbar, M. N., & Hussin, F. (2018). Effect of organizational leadership behaviour and empowerment on job satisfaction. Opción, 34(16), 472-491.