ADMS 2400 Chapter : Leadership.docx

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pucewildebeest131

22 Apr 2012

School

York University

Department

Administrative Studies

Course

ADMS 2400

Professor

Deutsch Salamon

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Document Summary

The process by which an individual influences and helps other achieve organizational goals. Managers -> execute the vision (planning, work n organizing, leading, controlling) Technical skill: personal power: deriving power, unique qualities/ characteristics. > rational persuasion-> present factual evidence/ logic to win arguments. > expert power -> recognized for ur expertise. > charisma -> magnetic and engaging personality-> hitler: position power: > reward power-> the power to allocate reward. > coercive power-> capacity to control punishment-> e. g: dictator. > information power-> access to valuable data/ knowledge. > how can you as an individual increase ur position power: -> extend your network. > join task forces/communities/ ability to affect strategy. > to perform novel and high profile tasks. Leadership theories: great person theory (trait theory): > traits remain stable over time and across groups. > ability to build cohesiveness (through shared vision) > employees participation and input (surveys/ suggestion systems) Vision -> ideas about how to change things.

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Chapter 5 Discussion

Most of you will agree that power and politics are alive and well in most organizations. Now the question is how do you as leaders use power to accomplish the missionâs goals? One of your objectives in this class is to sharpen your influencing people skills by studying different leadership methods. In this module, you will do exactly that by gaining a better understanding of how leaders use legitimate, reward, expert, referent, and coercive power to influence others.

As your text indicates, the three distinct outcomes that may result from the use of power to influence others: compliance, resistance, and commitment. The effective use of position power generally leads to employee compliance, whereas the excessive use of position power and particularly coercive power may result in resistance. The follower response most often generated by personal power is commitment to the organization's goals and objectives and that is what you, as leaders should be striving for in terms of the organizationâs mission.

Post your responses on the Discussion Board. They should be a minimum of 300 words, grammatically sound, and free from spelling errors. Be sure to comment or respond to at least two of you classmates' postings.

Discussion Questions: Select a present or past manager who has or had coercive power.

Give a specific example of how he or she uses or used reward and punishment to achieve an objective.

Overall, how effective is (or was) this manager at using rewards and punishment?

Recall the best supervisor or boss ever worked for and the worst one you ever worked for. Compare these two people in terms of their management skills and ability to perform the four management functions. You may want to consider the following management skills and functions: Technical, Interpersonal Decision Making, Planning, Organizing, Leading, Controlling. To this discussion post, briefly discuss the comparisons between the two managers. Based on your own experiences with a good boss and a poor one, what do you believe are the key differences between good and poor managers?

ambermacaw358

Assignment Name: Unit 1 Individual Project Deliverable Length: 2-3pages Details:
Consider the following scenario:
You are the recruiting manager for a news organization that is working on recruiting a manager for the services division. The vice president of the services division stresses to you, "This is a new department that requires a good manager who has the following skills: conceptual, communication, effectiveness, and interpersonal. I need someone who is experienced in planning, organizing, leading, and controlling a new service department to provide excellent customer service."
Based on her comments/expectations and your knowledge of management functions, behaviors, and skills, draft a 2-3 page document on the following:
A description of the types of characteristics and experience that you will look for in the candidate. Be specific and include the various management functions and roles that this individual must have experience with as well as the skills he or she must possess to be effective in the specific role of a manager for a new department within the service division. Make sure your description is not a job specification (tactical candidate requirements)list.
List 5-10 questions that will determine if this candidate can take charge, organize things, and get people motivated and working again in a service department. These should give you insight into why the candidate can fulfill the requirements outlined by the vice president of services. Be sure to explain what information you are looking for with your questions (i.e. temperament, interpersonal skills, etc.)
Remember to use the library or other credible resources to

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ADMS 2400 Chapter : Leadership.docx

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