LDRS 591 Leadership

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LDRS 591 Leadership

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LDRS 591 Leadership

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Course Code: LDRS591
University: Trinity Western University

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Country: Canada

 Question:
Critical work incident in order to profile better the integration of the selected competency or skills in practical business operation 
 
Conducting a review of precedent literature related to and arising from the case illustration or critical work incident 
 
Analyzing the selected precedent literature in terms of Dimension 1 (Transformational Servant Leadership Transformational Servant Leadership Values and Ethics)
 

Dimension 2 (Higher Ordered Thinking and Analysis)
 
Addressing knowledge of self, needs of others and organizational or business objectives, integration of relevant concepts, knowledge learned and an action plan for future implementation 
Answer:

Introduction
This study deals with understanding the concept of MLQ, Birkman, GMI refection and response (Vogelgesang, Clapp-Smith & Osland, 2014). In this particular assignment, proper emphasis has been given on understanding in performing the services before getting the desired results. The current segment explains about critical work incident for profiling better integration of the selected competency or skills in practical business operations. The paper selects a case illustration or critical work incident that relates to and arising from the case illustration or critical work incident. There are two dimensional leadership that are explained in the study where the Dimension 1 is about Transformational Servant Leadership values and ethics and the Dimension 2 is about higher ordered thinking analysis. The present study creates a synthetic summary of best practices as learned from evidence based investigations as well as problem solving in the area of leadership competency and other activities as conducted as far as possible. It is important to address knowledge of self, needs of others as well as organizational or business objectives that integrates relevant concepts as stated in the action for near future. In this case, the assignment evaluates or provides a formative evaluation opportunity for generating scholarly articles as it document-learning activities in regard with selection of three competencies (Vann, Coleman & Simpson, 2014).
Literature Review 
In the literature review section, it introduces several aspects and attributes by using leadership models and these models are Global Mindset, Birkman Method as well as Leadership integration project framework and Multifactor Leadership Questionnaire (Tourish, 2013). The section critically evaluates a work incident that will help in profiling integration of the selected competency skills in practical business operations. There is clear evaluation of facts by evaluating three assessments and then analyzing the results. This section briefly explains the theories on leadership as it help in evaluating the traits of leadership in a student. It is a known fact that each individual is unique and had some leadership qualities in them that need to be identified. On analysis, it is found that every individual has some negative qualities that should be identified and efforts should be taken to minimize as far as possible. Therefore, the current segment explains each of the three leadership theories in detail with proper justification (Stevens et al., 2014).
Critical work incident in order to profile better the integration of the selected competency or skills in practical business operation 
In this question, it is needed to state critical work incident for profiling better while integrating selected competency or skills in practical business operations. With the help of Birkman method, it was easy to understand measuring personality from interests, stress behavior, needs as well as career data and usual behavior (Shattock, 2013).  The work type that is suited is clerical job because of introvert nature. In clerical job, there is no need to interact with each other.
The second model used for the study is Multifactor Leadership Questionnaire methods where the blue bards show the gap between actual performance and what it actually is in reality (Scott & Davis, 2015). Research shows that the critical work incident involves others as a consequence the chance for collaborating as well as sharing ideas about change, alterations and new ways of operating at the same time. The Global Mindset shows critical combination of intellectual capital as well as psychological capital and social capital. Practically, in these business operations, it is seen that the business needs to pursue global customers rather than domestic ones. With the emergence of globalization, it is noted that new marketing expansion strategy is used for maximizing purpose. There are difference competency skills that can be identified by using these models such as Global Mindset, Birkman Method as well as Leadership integration project framework and Multifactor Leadership Questionnaire (Schmieder et al., 2016).
Conducting a review of precedent literature related to and arising from the case illustration or critical work incident 
In this question, it is needed to explain about the critical work incident that is based upon strengths. Based on this report, the strength of the individual is to encourage innovative thinking, as the score is 3 out of 4 (Renz, 2016). In order to explain each of the aspect in detail, there are several consequences faced at the time of implementing the action. Transformational Servant Leadership values as well as ethics is also known as leadership integration project framework that takes into account adaptability to change, team leadership, innovation, people development as well as visioning and strategic thinking in the most appropriate way (Vogelgesang, Clapp-Smith & Osland, 2014). Innovation here is the view of the results where empowerment is the major factor that motivates individuals to remain innovative by nature. It is needed to empower the followers by listening to the idea or opinion. Furthermore, planning and organizing can be treated as fundamental functions of management. The other aspect is team leadership where servant leadership hypothesizes when the follower aims at receiving caring as well as empowering from ethical leaders (Nahavandi, 2016).
Analyzing the selected precedent literature in terms of Dimension 1 (Transformational Servant Leadership Transformational Servant Leadership Values and Ethics)
Global Mindset is one of the types of combined new leadership style that takes into account transformational servant leadership (Maxwell et al., 2016). In addition, the concept derived from leader and servant and it results from new leadership style. Furthermore, Transformational Servant Leadership deals with improving performance of followers as well as developing followers to their fullest potential. However, the transformational leadership is one of the dimensions of leadership style that relies upon person that motivates by both emotional appeal as well as morality for raising the level of standards based on potential ability and even processed as it transforms the followers at the same time (Vogelgesang, Clapp-Smith & Osland, 2014). In this Dimension 1, Servant Leadership shows that the leaders empowers trust as well as put the followers in the first place as it guides employees for reaching the fullest personal capacities. Therefore, the principles of Ethical Leadership like honesty, respect and justice where the community need to practice by either a servant or transformational leader whichever may be the case. In that case, it is great feeling to end up the semester as well as able to work on specific leadership behaviors as well as styles intertwine and even overlaps with each other (Lester, Virick & Clapp-Smith, 2016).
On the contrary, the principles of Ethical Leadership actually reminds or linked properly with Transformational as well as Servant Leadership as the details matches up perfectly with the leader who are responsible to practice with related leadership styles. For instance, Service is one of the principles of leader that put the needs of the followers at the top of their list. It is therefore needed to fulfill the needs of their followers where the leaders try to empower to grow within the company as well as improving overall productivity (Vogelgesang, Clapp-Smith & Osland, 2014).
Dimension 2 (Higher Ordered Thinking and Analysis)
The Dimension 2 that needs to be explained in this particular study is higher ordered thinking and analysis. This concept relates with education reforming based upon learning taxonomies like Bloom’s taxonomy. Furthermore, the main idea here is to understand some types of leader that need more cognitive processing and even help in generalizing benefits. In this theory, certain competency or skills of an individual is taken into consideration that include skills analysis as well as evaluation and synthesis and thought of becoming of a higher order as it take into account various learning as well as teaching methods as compared to learning of facts and concepts (Johnson, 2014).
Addressing knowledge of self, needs of others and organizational or business objectives, integration of relevant concepts, knowledge learned and an action plan for future implementation 
There are different perspectives, models as well as approaches used at the time of strategic planning (Javidan, Bullough & Dibble, 2016). In that case, strategic plan is developed and this widely depends upon nature of organization leadership as well as culture of business and expertise of planners. For instance, various strategic planning models take into account goal-oriented issues based on situations. Several learning organization solve the issues where the focus is on high philosophy as well as grand themes and sweep together with metaphors rather than the gritty details of practice. Three critical issues left unresolved but equally essential for effective implementation. Firstly, the question is about understanding the meaning that individual need a plausible as well as well-grounded definition of learning organization. Secondly, the question is about management where it explains with clear guidelines for practice as well as filled with operational advice rather than high aspirations. Thirdly, the question is about measurement by making use of better tools for assessing rate of business enterprise as well as level of learning (Javidan & Bowen, 2013).
There are three models used in the study where it is easy to gather facts about the personality traits of the individuals. The models used in the study had been mentioned below with proper justification:
By evaluating the Global Mindset theory, it is understood that the student has the tendency to become expert global leaders due to their ability for interpreting what is going on in a global situation as well as effectively interpreting verbal and non-verbal messages from people from various cultures (Henson, 2016). The model used in the study is the premier assessment tool as it guides ways for determining global leader ability for better influencing individuals, organization and groups. Furthermore, predictive analytic capabilities of Global Mindset Inventory as it guide business enterprise to be recognized as great global leaders in various ways that takes into account (Javidan, Bullough & Dibble, 2016). It will help at the time of undertaking right hiring decisions as well as optimizing corporate development dollars. It is important to identify who is likely to succeed to avoid any types of failure. Furthermore, it is needed to evaluate growing key talent within their organization by investing in the right people. It is important to target development dollars for preparing high potential employees in the most appropriate way (Hallinger, 2013).
Birkman method is also explained in the study that captures underlying needs. This model is used for measuring the underlying needs of an individual as and when fulfilled by providing comfort as well as motivation to be productive and satisfied in their careers as well as lives. There are several benefits of this model that it helps in understanding own needs and able to recharge as well as stay motivated and avoid any stress behavior. The model helps in understanding the needs of employees where the manager has the responsibility to support ways for improving morale as well as productivity and communication. The method is unique as it taps into what individual as it believed about people and providing a unique glimpse into perception of both self and others. Furthermore, the model helps in examining the personality as well as perceptions in social context (Grol, Ouwens & Wollersheim, 2013).
The other model explained in the study is Multifactor Leadership Questionnaire. This model is one of the standard instruments for assessing transformational as well as transactional leadership behavior. There are three different leadership styles such as Transformational, passive-avoidant and transactional. In addition, the model assist individuals for measure how it can be perceived themselves with regard to specific leadership behaviors and enabled by using Rater form. Therefore, the model was designed by making use of 360-deegree feedback analysis for future analysis purpose (Goetsch & Davis, 2014).
Articulating personal action plan 
The personal action plan for this report highlights activities on what the individual desire to achieve and its personality traits by using various models. Personal action plan need to be stated as it brings out the actions undertaken by the student (Javidan, Bullough & Dibble, 2016). Several models that are used in the study include MLQ, Birkman method and GMI. The leadership models used in the study clearly identifies about strengths and weakness for checking the improvement. The three assessment used in the study is MLQ, Birkman and GMI. Birkman method had been used in the study as it help in building better insights into human capital as it drive force behind getting creative solutions, action-oriented goals as well as trusting relationships and effective processes. This particular model had been used as it helps in unveiling these hidden qualities within the leaders, students as well as employees and teams at the same time. The model used will help in providing personality as well as occupational data that guide ways to understand the unique behavior of the individuals as well as analyzing the work satisfaction in and across various situations and industries. Therefore, the method reaches further into personality as compared to other assessment as it allows individuals to truly understand about the personality traits of the individual (Girma, 2016).
The other model used in the study is Multifactor Leadership Questionnaire as it help in measuring a broad range of leadership types from passive leaders as it provide contingent rewards to followers. This model displays the features of transformational leaders as well as guides individuals for discovering how it measure up in their own eyes as well as in the eyes of those with whom they actually work. Here, level of success can be judged through retesting programs for tracking changes in leadership style (Fischer et al., 2016).
The third leadership model used in the study is Global Mindset as it is defined as a set of individual attributes that guide global leader for influencing those who are unique from themselves. To that, research has even proven the fact that leaders with high levels of Global mindset have an enhanced ability for making sense on their context as well as behaving appropriately (Fink & Capparell, 2013).
Methodology 
In this study, the researcher had evaluated several models of leadership and then conducted the report based on single individual. The researcher had used secondary data for collecting information from scholarly articles and academic books. The charts, data and content are used in the study by the researcher in order to display usual behavior, career data, stress behavior as well as personality from interests and needs.
The researcher here had used Interpretivism research philosophy for conducting the research as the researcher had collected secondary data. Interpretivism research philosophy deals with emotional side of human beings (Clapp-Smith & Lester, 2014).
The researcher here had used deductive approach for conducting the research as the researcher had collected secondary data on the related topic on leadership models or methods. Deductive approach takes into account evaluating the existing theories and models and then analyzing conclusions at the end (Chapman & King, 2013).
The researcher here had used descriptive research design for conducting the research as the researcher had collected secondary data on the related topic on leadership models or methods. The researcher had conducted the research in detail and done in-depth analysis on various leadership styles or methods (Javidan, Bullough & Dibble, 2016).
The research methods used in the study will help in designing pre-reading activities for activating background knowledge, establishing purpose and formulating questions that can drive inquiry and questions that need to be answered (Vann, Coleman & Simpson, 2014). By explaining the methods, it will help in allowing students or individuals by using active reading methods as it takes into account peer discussion as well as trying out their thoughts and seeking clarifications. It is needed to model own thought process for students as well as asking them to make their own thinking visible. Furthermore, it is required to design activities that involve students for getting access to information at the highest level of thought for future analysis purpose (Certo, 2015).   
The leadership methods used in the study is Global Mindset Inventory, Multifactor Leadership Questionnaire and Birkman Method. The researcher uses all these three methods by taking information from secondary sources such as scholarly journal articles, academic books as well as authentic websites (Baron, 2015).
Multifactor Leadership Questionnaire is one of the measurement type that aims at reporting full range of leadership styles for achieving optimal outcomes for the Business Corporation (Javidan, Bullough & Dibble, 2016). In addition, the present study help in measuring the key attributes (5Is) that takes into account several elements that help in understanding the personality traits of an individual. The first I is about influence on attributes, the second I is about influence on behaviors, the third I is about inspirational motivation, fourth I is about intellectual stimulation and fifth I is about individualized consideration (Vann, Coleman & Simpson, 2014). Furthermore, it is important to get access of data that display about the student, as they have to pay more attention on coaching sessions. However, individualized consideration deals with coaching as well as developing people in the most appropriate way. The student need to interact formally with others and associates for getting to understand more about team members. The student need to get involved in decisions where they can explore various activities with the associates and aims at demonstrating or accomplishing their goals as far as possible (Baloch, Ali & Zaman, 2014).
The researcher had even used Birkman method and observed several features of servant leadership in the student. This means the student had the ability to listen as well as ask their fellow mates regarding any doubts. Even the student will listen to entry-level employee and never hesitate to any person regarding any types of doubts (Bagheri & Sohrabi, 2015).
The researcher had eve used Global Mindset theory as it is one of the type that combines new leadership style and improves the performance of followers as well as developing followers to their fullest potential at the same time. The method used in the study is well-established method that helps in measuring the transformational leadership that needs to be researched as well as validated for future analysis purpose (Avolio & Yammarino, 2013).
Results 
At an individual level, it is needed to pay more attention towards coaching as well as developing others. For that, the individual need to maintain as well as consolidate strength by practicing 10 features of servant leadership. There are major three assessments that need to be understood on how to be successful transformational servant leadership (Armstrong, 2016). Brainstorming session is necessary among the team members and followers whoever is present within the business premises. An individual should be empowered in order to get innovative results in the near future. Individual should be able to make choice and raise voice in case any thing is going wrong around them. It is because innovation will help in reducing the probability of making mistakes as far as possible. Based on Birkman results, individual should always set up leadership goal at the time of planning as well as working with big picture and encouraging new approach and working with new ideas. After evaluating the results, it is seen that individual become impatient under lot of stress (Antonakis & House, 2013).
By evaluating the result, it is noted that the student is an easy going, introvert as well as optimistic and sometime individual love to stay alone. At work even, the individual face difficulty to work under pressure. It is needed to research to get access of information about the study. The student does not have any negative feeling and have a sense of optimism towards work and towards other people. Furthermore, the results display that area of interest of the student is to perform job of a clerk and engage in numerical applications. The student is an indirect communicator and that is the reason why it is advised to perform clerical job as it does not need any form of communication with any other person (Javidan, Bullough & Dibble, 2016).
Based on Birkman method, it can be understood that the student enjoyed work situations that are quite predictable as well as dependable and secure at the same time. The student cannot function well during high stress level and there is a possibility that the student becomes impatient as well as insensitive that needs to be improved as far as possible. There are charts presented in the study that shows the fact that the student love to schedule things as well as deal with system and conduct detailed work and aims at measuring the level of performance or results. The behavior of the student under pressure becomes too oriented towards others as well as other individuals whoever is standing there. During stress, the student faces difficulty in concentrating for any particular work as well as become restless and easily distracted. The student become restless in getting quick results when at stress and even get annoyed by constant delay at work. However, the student is of the opinion that working under pressure is one of the biggest challenges that are faced by in the future life. The reason that govern this attitude is too much sentiment as well as lack of personal concern that leads to be not comfortable with the present situation or scenario at the same time.
By evaluating Birkman method, it was noted that the student had accounted for several strengths and these are straightforwardness that means the student is an honest person. Even the organization focus bar chart shows that the student feels comfortable to work in a friendly environment (Vann, Coleman & Simpson, 2014).
Conclusion 
At the end of the study, it is concluded that some people are of the opinion that traits are innate as well as others think they can be learned. Theories used in this study are MLQ, Birkman and GMI. These theories helped in analyzing the personality as well as behavior into own leadership style. Birkman method are used in this study as from that, it s understood that clerical job is suitable for the student. By evaluating GMI, it is understood that the student could become a successful global leader in the near future. As per MLQ reports, it is noted that the leadership style of the student in ought to be in actual action that need to be improved in the long end. There are three main assessments that need to be evaluated to gain better understanding about the personality style of the student. Furthermore, the student does have global sight of knowledge where it can be improved especially about the multicultural attributes in the most appropriate way. Therefore, the mystery need to be solved about the student as sometimes the student feel that he is an extrovert and sometimes an introvert.
References
Antonakis, J., & House, R. J. (2013). The full-range leadership theory: The way forward. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. 3-33). Emerald Group Publishing Limited.
Armstrong, M. (2016). Armstrong’s Handbook of Management and Leadership for Hr: Developing Effective People Skills for Better Leadership and Management. Kogan Page Publishers.
Avolio, B. J., & Yammarino, F. J. (Eds.). (2013). Introduction to, and overview of, transformational and charismatic leadership. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. xxvii-xxxiii). Emerald Group Publishing Limited.
Bagheri, R., & Sohrabi, Z. (2015). Psychometric properties of Persian version of the multifactor leadership questionnaire (MLQ). Medical journal of the Islamic Republic of Iran, 29, 256.
Baloch, Q. B., Ali, N., & Zaman, G. (2014). Measuring employees commitment as outcome of transformational and transactional leadership styles: an empirical study. Abasyn Journal of Social Sciences, 3(2), 208-214.
Baron, J. K. (2015). Career Planning. Career Planning and Adult Development Journal, 31(1), 7.
Certo, S. (2015). Supervision: Concepts and skill-building. McGraw-Hill Higher Education.
Chapman, C., & King, R. (2013). Planning and organizing standards-based differentiated instruction. Corwin Press.
Clapp-Smith, R., & Lester, G. V. (2014). Defining the “mindset” in global mindset: Modeling the dualities of global leadership. In Advances in global leadership (pp. 205-228). Emerald Group Publishing Limited.
Fink, S. B., & Capparell, S. (2013). The Birkman method: your personality at work. John Wiley & Sons.
Fischer, M. D., Dopson, S., Fitzgerald, L., Bennett, C., Ferlie, E., Ledger, J., & McGivern, G. (2016). Knowledge leadership: mobilizing management research by becoming the knowledge object. human relations, 69(7), 1563-1585.
Girma, S. (2016). The relationship between leadership style, job satisfaction and culture of the organization. IJAR, 2(4), 35-45.
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Grol, R., Ouwens, M., & Wollersheim, H. (2013). Planning and organizing the change process. Improving Patient Care: The Implementation of Change in Health Care, Second Edition, 64-76.
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Henson, R. (2016). Building an Organizational Global Mindset Culture: Implications for Practice. In Successful Global Leadership (pp. 261-283). Palgrave Macmillan US.
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Javidan, M., Bullough, A., & Dibble, R. (2016). Mind the gap: Gender differences in global leadership self-efficacies. The Academy of Management Perspectives, 30(1), 59-73.
Johnson, P. F. (2014). Purchasing and supply management. McGraw-Hill Higher Education.
Lester, G. V., Virick, M., & Clapp-Smith, R. (2016). Harnessing Global Mindset to Positively Impact Advances in Global Leadership through International Human Resource Management Practices. In Advances in Global Leadership(pp. 325-349). Emerald Group Publishing Limited.
Maxwell, W. D., Grant, A. D., Fabel, P. H., Worrall, C., Brittain, K., Martinez, B., … & Ziegler, B. (2016). Impact of the Birkman Method assessment on pharmacy student self-confidence, self-perceptions, and self-awareness. American journal of pharmaceutical education, 80(9), 148.
Nahavandi, A. (2016). The Art and Science of Leadership -Global Edition. Pearson.
Renz, D. O. (2016). The Jossey-Bass handbook of nonprofit leadership and management. John Wiley & Sons.
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Shattock, M. (2013). University governance, leadership and management in a decade of diversification and uncertainty. Higher Education Quarterly, 67(3), 217-233.
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