When employees feel their leaders are emotionally invested in them it empowers them to do well for the leader. Finally, in adaptive leadership I scored highest in organizational justice, which includes: decision fairness, information sharing, and outcome concerns. Decision fairness increases satisfaction, productivity, and keeps employees on
While Susan attempted to report the problem, she was afraid of possible negative reaction from her fellow colleagues – they might have frowned on her and made her difficult to continue to work there. This fear is a result of the management’s lack of awareness of existing problems, which established an image that nobody would care to correct the wrongs
St. Vincent Group topic: Break the Behavior Chain PO was on time for OP group and moderately participated in the group activities that include: learning the behavior chain sequences; identifying personal behavior chain for high risk situation; discussing alternative ways to break the destructive behavior. PO completed “Behavior Chain” mapping exercise and openly shared with the group members about the behavior that she would like to change with. PO stated "I have to remind myself, I can't have everything at once, and I have to work for it." PO reported that she was asked to write a thinking report to her CCO due to missed group last week. PO is making steady progress in treatment.
Coaching in companies and leadership setting is also an effective tool for developing people across a wide range of needs. The key of a good coaching relationship and for the best results is trust. An employee needs to believe and trust the coach during the coaching session and must be a level of confidentiality to what is discussed and trust in individual or
Affiliative: This style emphasizes team work, creates harmony and connects people to each other. Daniel Goleman observes that this style is particularly useful when the leader wants to improve team harmony, increase moral and motivation, enhance communication and repair broken
To capitalize on their coaching investment, organizations must work to nurture this type of pro-development culture. The importance of a coaching culture in promoting engagement with coaching has been highlighted by a number of authors (Cox, 2012; Gormley & Van Nieuwerburgh, 2014). Anderson, Frankovelgia, and Hernez- Broome (2009) surmised that a coaching culture with more trust and openness in the organization leads to more participation and transparent organizational decision- making. Further, this survey revealed the following range of organizational benefits from having a coaching culture: 1) Employee performance, 2) Engagement and retention, 3) Collaboration and teamwork, and 4) An improved ability to execute strategy and adapt to
A positive attitude is key to maintaining a positive classroom environment with a positive attitude the teacher can achieve many goals. A positive attitude causes a chain reaction of positive thoughts, events and outcomes. It is a catalyst and it sparks extraordinary results. A positive attitude towards teaching as a profession has been recognized as an important characteristic of an effective teacher. Samantaray (1971) researches on teacher effectiveness have established the fact that teachers attitude and teachers effectiveness are positively related.
Unfortunately, two of group members were not responsible enough to do their tasks on time. It is obvious that in group work, one having problem can easily affect the goals of a group. As a leader, to deal with this problem, I tried to urge them with a constructive and positive manner. Since we have a lot of assignments together with this group task, I know that if I gave them the negative attitude, I would break the comfortable working environment. Furthermore, if needed, I also helped them complete the work by giving some directions to solve out the tasks and finding information to support them.
Moreover, she mentions that this experience helped her how to see the changes’ effects not as a teacher but as a student. Yet, a few sentence before talking about this, she mentions that she doubted about the course because of not mastering her own problem-solving skills. Herein, the main problem is that she is actually not an expert of using puzzles for problem-solving skills and teaching these skills to the learners. This can be seen as “…being a teacher and a student at the same time get your students closer to you since the usual gap between ‘trainer’ and ‘apprentice’ is not that strong…and students regard you as a role model for them and that can be really motivating and challenging for a teacher.” ; however, in the research the aim was not to build close relationships with the learners, but to observe the effects of changing teacher-centric system. Shortly, the author is ambiguous about the idea of being a learner of her own class.
Enthusiasm is enjoying what you.re doing and having the soul to do it. Between these two cornerstones lie the foundational blocks of friendship, loyalty, and cooperation. Friendship is devotion, respect and doing things for one another. Producing one.s individual best in a group effort is a powerful force that Wooden refers to as loyalty. Cooperation involves idea sharing, listening, and it seeks to find the best path to success for the group.