Leaders of the Harlem Renaissance

Analysis Of 500 Days Of Summer - 1714 Words

munication. 500 Days of Summer, which is one famous movie, we can recognize some important communication theory. In this paper, I would like to focus on the social penetration theory revealed in 500 Days of Summer. In this movie, some essential perspectives of penetration theory are revealed: depth and breadth of penetration, stages of the penetration theory, and verbal and non-verbal communication. In this essay, I am going to discuss these three characteristics revealed in the movie, 500 Days of Summer with my observations. First of all, depth and breadth of penetration is revealed in this movie. Firstly, the breadth of penetration is described by the Griffin (2009); â€Å"the range of areas in an individual’s life over which disclosure takes place†¦The breadth is the amount of information we disclose between two people.† In the case of the relationship between Tom and Summer we learned about, Tom’s breadth is his job, a fan of The Smith, and where he is f rom. In addition, for Summer, her breadth learned about her job, a fan of The Smith, and where she is from, and â€Å"Anal girl†. If I take one of example from these breadth, Summer does not tell when she started liking The Smiths, or how she discovered The Smiths, or what her favorite song by The Smiths is. None of that information is any more personal than â€Å"I love The Smiths.† I believe that the level of penetration is deep. As this story shows that at the first time they met, they talked small talk. However, the depth ofShow MoreRelatedScript Analysis Of ( 500 ) Days Of Summer 1018 Words   |  5 PagesScript Analysis - â€Å"(500) Days of Summer† (500) Days of Summer is a film directed by Marc Webb. This film is about Tom, a lovesick romantic who is blind sided when Summer, the love of his life, dumps him. He falls in love with her. But she doesn’t fall in love with him. He shifts back and forth through various periods of their 500 days together to try to figure out where things went wrong. For the most part, Webb was successful in translating the emotion of the script to the motion picture. ThisRead MoreScript Analysis Of ( 500 ) Days Of Summer 765 Words   |  4 PagesScript Analysis - â€Å"(500) Days of Summer† (500) Days of Summer is a film directed by Marc Webb. This film is about Tom, a lovesick romantic who is blinded side when Summer, the love of his life, dumps him. He falls in love with her. But she doesn’t fall in love with him. He shifts back and forth through various periods of their 500 days â€Å"together† to try to figure out where things went wrong. For the most part, Webb was successful in translating the emotion of the script to the motion picture. EachRead MoreAnalysis Of The Movie 500 Days Of Summer 1136 Words   |  5 Pages500 Days of Summer Breaking traditional conventions of film creates a unique, thought provoking experience for the viewer. It is this originality that interests and captivates the viewer. Marc Webb’s ‘500 Days of Summer’ does exactly this through the films non-linear narrative, reversal of gender stereo types and the distortion of time in the film. 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Weaknesses · Sales reps are college student who sell Cutco during their summer vacations. · Commissions are given to area representative and Manager when purchased through a catalog. · Web costs range from $200K ? 500K. · Vector consumers prefer to order from web site. · Cutco has always marketed through direct selling. · Majority of sales are between May August. · Top 500 sales reps earn $5,500= $2,750,000 · Only 97K orders are received from 2.8M mailed catalogs. · Web sellingRead MoreWhat Does Calendar Anomaly Exist? Stock Market Of Both Developed And Developing Countries1701 Words   |  7 Pagesformer is represented by SP 500(Standard and Poor) from USA while the latter is represented by BSE (Bombay Stock Exchange) from India. The daily data of stock return was collected for the time – period of July 1998 to December 2013, and analyzed using single factor ANOVA (Analysis of Variance) and two sample t-test of equal variance. 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Transforming Leadership Styles and Knowledge †MyAssignmenthelp

Question: Discuss about the Transforming Leadership Styles and Knowledge. Answer: Introduction: This very specific study has provided detailed insight about the value of implementing appropriate leadership style at the workplace in order to gain effective performance from the employees. The success of a specific business organization is partly dependent on the performance level of the employees. Therefore, organization has to recruit a good leader so that employees get their enthusiastic zeal to perform well towards the business services. SPAR is an internationally famous food retail chain occupying a dominant place in numerous multinational countries like UK, Australia, India, Oman, Japan and so many. In order to extend the entire business process in the international market SPAR has appointed employees from diverse cultural backgrounds and attitudes. However, without implementing good leadership trait within the organization the employees would not be able to give their best endeavor towards services. The study has provided in-depth overview about seven-mindset thinking syste ms theory and its significance towards employee motivation. With the help of critical analysis about various leadership styles and theory, the study has focused to give detailed reflective view about the strength, weakness of an individual as a business leader. As already mentioned, business managers in quest of motivating employees for effective services should follow different forms of leadership style at the workplace among which seven mindset thinking theory, six sigma approach and emotional intelligence are most prominent. Identify the range of leadership management in chosen organization: SPAR being one of the most recognizable international food chain retailers tends to follow several principles on their leadership mindset that can easily grab the attention of employees from diverse cultural backgrounds (Yukl 2013). The mindset of the leader should be becoming proactive towards the services. While leading a team the leader may have to face immense challenging situation. Therefore, the role of that individual leader is to control the situation by predicting the risk factors rather than responding after happening the situation. The leader of SPAR should have the mentality of dealing with difficult situations. If any kind of technological barriers occur the team fail to deliver the services within proper time (Nixon, Harrington and Parker 2012). The role of an efficient leader at that very specific time is to communicate with the upper management properly so that the managers can understand the crisis. The team leaders associated with SPAR has faced immense challenges w hile leading a team (Daft 2014). However, In order to overcome this kind of crisis the business managers of SPAR have instructed the leaders for being proactive. In a particular scenario, it is observed that due to the health issue of an employee within a team member the business leader of SPAR was unable to meet daily productivity of that day. Customer had to wait for a long time in order to receive the services. In this kind of situation, the business managers had to face immense difficulties in maintaining their international image and reputation (Dinh and Lord 2012). In this kind of complicated situation, SPAR had made the strategy of being proactive to the business leaders. In case of any kind of health issue of any employee, business leaders should recruit alternative human resource who would like to work on behalf of the sick person (Rosenbach, Taylor and Youndt 2012). As a result, the leader would not have to face challenges in delivering the services within proper time. Example of leadership traits in the organization Leadership trait primarily signifies the personal quality of an efficient leader based on which employees tend to provide their quality of services. Emotional intelligence is called one of the most effective leadership traits based on which leaders tend to show sympathetic attitude towards the employees in their personal as well as professional crisis (Day et al. 2014). It is observed however that one individual employee was unable to meet expected target due to lack of performance. Communication barrier was one of the most effective issue due to which the employee failed to exchange necessary information among team members. At the time of resolving any rather query this individual had to face immense difficulties (Sethuraman and Suresh 2014). Ultimately, the employees had to face major issues in performing well towards the services. In this kind of situation, the business leader of SPAR decided to apply emotional intelligence approach within leadership style. By applying this very specific approach, the leader has decided to arrange a training program for that employee so that the individual can enhance communication skill (Steers, Sanchez-Runde and Nardon 2012). By making an effective interpersonal communication, the leader has identified some of the major issue of the employee facing at workplace. Training and development session arranged for the specific employee has become helpful to resolve this kind of issues. In addition, as per the instruction of team leaders, rest of the members of this specific team has showed a sympathetic outlook towards the employee (Giltinane 2013). As a result, the person have achieved immense motivation in providing good services to the customer. Apply seven-mindset theory on the key members In order to become an efficient leader, an individual has to focus on several mindsets based on which the quality of leader is judged (Neumerski 2013). SPAR primarily focus on apply seven mindset theory among team members so that they can also grab those qualities for handling business pressure. These are as follows: Leader should instruct the team members to have self-trust on their own performances. Without gaining confidence, an individual can never perform well towards the services. The business leader of SPAR always provides motivation to the team members to deliver foods to the customers being confident. SPAR always like to set business goal and objective. Based on the company mission and goal the employees have to keep the mindset on performing on that way (Ghasabeh, Soosay and Reaiche 2015). Therefore, goal setting and achieving goals is one of the most prominent mindsets based on which performance of employees is highly dependent. Patience is most significant mindset in order to become a consistent performer. In order to overcome any kind of crisis employee has to be very much patient and cooperative. Therefore, the leaders of SPAR have instructed the business performers to keep patience while working towards the services. Courageous mind is one of the most important mindset based on whi ch the quality of services is highly dependent. Employees have to keep courageous outlook on the workplace (Wren 2013). SPAR business leaders opine that courageous approach of an individual is very much effective for providing superior quality of services along with products. Business leaders of SPAR believe that employees should be very much focused towards organizational aims and objectives. Otherwise, the team members would not be able to maintain an effective coordination while making group performances (Osland 2013). As a performer, employees may have to face immense challenges in meeting customers needs and demands. Employees of SPAR are instructed to keep positive mindset while performing at the workplace. Shao, Feng and Liu (2012) opined that employees should not render over confidence on their performance as well as attitude. Employees should have the attitude of learning from their mistakes. Overconfidence or over satisfied attitude may demolish the entire performance level of employees. Reflective analysis on my leadership: (CPD map) In this very specific part, I have provided clear overview about my leadership skills, growths, strengths and opportunities. This very specific part will focus on give my continuing professional development plan (CPD Plan). A systematic CPD plan primarily focuses on cover specific areas, which are as follows: While evaluating my own leadership skills and performances I have identified my process of growth, strengths and scopes of improvement. While evaluating my way of growth as a leader I have observed an immense difference from the beginning of my journey to the current position. Earlier, I did not have enough patience in dealing with the employees effectively. Immense communication barrier occurred among my team members due to lack of psychological issue and cultural barrier. I failed to resolve the issues faced by an individual team member associated in my team. As a result, employees did not get enough motivation in providing their best endeavor working under me. After that, I have rendered enough growth on my professional behavior. I like to make effective interpersonal communication with the team members. They tend to give positive feedback about my leadership quality. I do not have to face challenges in maintaining good rapport with the employees. While rendering a professional growth I have first identified my strengths. Based on my strengths I have decided to utilize those skills on the business field for rendering better performance to the employees. However, I have identified that good decision-making skill in any serious business crisis is my strength. I have excellent time management skill based on which I can deliver the services within proper time. My team members are from various geographical backgrounds and cultural attitudes. I like to show equal respect and dignity to every employee associated within my team. As a result, employees tend to show a respected outlook towards me which enabled to become a confident business leader. However, I cannot still avoid the scopes of my improvement of being more efficient leader. I can develop my communication skill with the help of which I can maintain an effective relation with the people of diverse cultural backgrounds and attitudes. In addition, in order to improve my leadership skill I can take participative decision at the workplace. With the help of participative form of leadership style, employees would be able to share their information regarding the business goal. As a result, I would be able to take collective decision at the workplace. Planning for present and future role thinking While planning for present I have decided to implement participative leadership style at the workplace so that I can easily overcome communication barrier. On the other hand, participative form of leadership style would enable me to make collective decision by discussing with my team members (Cavazotte, Moreno and Hickmann 2012). As a result, my team members would like to show their enthusiastic attitude towards the services. As per future planning, I have decided to implement some of the most effective leadership theory on my workplace. Maslows employee motivation theory would help me immensely on how employees would be motivated towards the business services (Zaccaro 2012). On the other hand, I have a future planning to attend a training and career development program for developing my leadership quality. This particular career development plan would help me immensely in handling with the issues of employees more efficiently and proactively. As per my point of view, participative form of leadership is the most effective in motivating the employees towards performance goal (Brown and Trevio 2014). While dealing with the employees I have observed that performers are from different psychological backgrounds and attitudes. In this kind of situation, an effective democratic form of leadership enable me to maintain good rapport with every individual performer. Sometimes, this very specific leadership style highly works in running the entire team successfully as well as in meeting the business target successfully (Paulien? 2012). People from different geographical backgrounds and attitudes would be able to provide their best services only when I would stretch my cooperative outlook towards individual facing challenges. In that situation, participative leadership style would be most aligned in getting effective performances from the employees. On the other hand, this specific leadership style can be typical if the employees tend to misuse my democratic outlook (Brown and Trevio 2014). While maintaining participative decision-making I have to face innumerable challenges in making collective decision due to various points of views and opinion. In this kind of situation, giving priority to any particular decision of an employee may create a biased environment for the rest people. In order to overcome this kind of situation, I may have to implement situational leadership style at the workplace. How likely is your leadership style to be one that will support the organization change to become a key leading 21st Century business? Belonging to 21st century, the needs and demands of the employees are not consistent. As per the emergence of product diversity, the need and desire of the customers change. Based on customers market demand organization has to implement their strategy and policy (Zaccaro 2012). I as a business leader should follow this kind leadership style that is very much effective in current business scenario. With the rapid progress of globalization, employees are from diverse cultural backgrounds and attitudes. As a result, I like to follow participative form of leadership style so that employees working under me can get the scope to share issues at the workplace. However, I have observed that participative form of decision-making style is very much effective in motivating employees towards business services. Employees who have language barrier can easily share their own opinion with me by using non-verbal communication method. As a result, I as a business leader would be able to resolve their issues immediately. If I could follow autocratic leadership style, I did not be able to show my flexible attitude towards the employees. I could have imposed my own decision on the employees that may not fulfill their expectation level. As a result, they may not provide their good performances towards services. Therefore, participative form of leadership style would be very much effective in motivating the employees in providing good services (Hackett and Wang 2012). After evaluating various leadership traits, style and mindset theory it can be concluded that business leader plays an effective role in enhancing the performance level of the employees. People belonging to various cultural backgrounds and attitudes are associated with the organizational goal. Therefore, leaders have to create an effective mindset while leading a proper team. Leader should show unbiased attitude towards the services. As a result, both the employers and the employees would get equal benefits and facilities towards the services. However, based on the evaluation about various aspects of leadership styles some of the major recommendations can be provided and that are as follows: I should implement situational leadership style at the workplace instead of being dependent on participative. Based on the business situation the leaders would be able to implement styles. In case of handling any kind of situational crisis, leaders can follow autocratic form of leadership as well to control the situation effectively. On the other hand, I should render flexible professional approach based on which I can easily interact with the employees of various cultural backgrounds and attitudes. Employees on the other hand can share their point of views without showing any hesitation. I can use some of the most relevant leadership theory at the workplace with the help of which I can motivate the employees towards business services. The importance of trait leadership theory and behavioral leadership theory is undeniable. By using these two particular theories I can easily motivate my team members in performing well towards the services. I can render an improvement on my communication skill so that I can easily interact with the employees of various geographical backgrounds and attitudes. I can attend a training session for enhancing my communication skill. As a result, employees while facing difficulties at the workplace would be able to share their problems with me without any hesitation. Effective interaction motivates the employees for performing well towards services. Reference List: Brown, M.E. and Trevio, L.K., 2014. Do role models matter? An investigation of role modeling as an antecedent of perceived ethical leadership.Journal of Business Ethics,122(4), pp.587-598. Cavazotte, F., Moreno, V. and Hickmann, M., 2012. Effects of leader intelligence, personality and emotional intelligence on transformational leadership and managerial performance.The Leadership Quarterly,23(3), pp.443-455. Daft, R.L., 2014.The leadership experience. Cengage Learning. Day, D.V., Fleenor, J.W., Atwater, L.E., Sturm, R.E. and McKee, R.A., 2014. Advances in leader and leadership development: A review of 25 years of research and theory.The Leadership Quarterly,25(1), pp.63-82. Dinh, J.E. and Lord, R.G., 2012. Implications of dispositional and process views of traits for individual difference research in leadership.The Leadership Quarterly,23(4), pp.651-669. Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. and Hu, J., 2014. Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives.The Leadership Quarterly,25(1), pp.36-62. Ghasabeh, M.S., Soosay, C. and Reaiche, C., 2015. The emerging role of transformational leadership.The Journal of Developing Areas,49(6), pp.459-467. Giltinane, C.L., 2013. Leadership styles and theories.Nursing Standard (through 2013),27(41), p.35. Hackett, R.D. and Wang, G., 2012. Virtues and leadership: An integrating conceptual framework founded in Aristotelian and Confucian perspectives on virtues. Management Decision,50(5), pp.868-899. Neumerski, C.M., 2013. Rethinking instructional leadership, a review: What do we know about principal, teacher, and coach instructional leadership, and where should we go from here?.Educational administration quarterly,49(2), pp.310-347. Nixon, P., Harrington, M. and Parker, D., 2012. Leadership performance is significant to project success or failure: a critical analysis.International Journal of productivity and performance management,61(2), pp.204-216. Osland, J.S., 2013. An overview of the global leadership literature. InGlobal leadership(pp. 48-77). Routledge. Paulien?, R., 2012. Transforming leadership styles and knowledge sharing in a multicultural context.Business, Management and Education,10(1), pp.91-109. Rosenbach, W.E., Taylor, R.L. and Youndt, M.A., 2012.Contemporary issues in leadership. Hachette UK. Sethuraman, K. and Suresh, J., 2014. Effective leadership styles.International Business Research,7(9), p.165. Shao, Z., Feng, Y. and Liu, L., 2012. The mediating effect of organizational culture and knowledge sharing on transformational leadership and Enterprise Resource Planning systems success: An empirical study in China.Computers in Human Behavior,28(6), pp.2400-2413. Steers, R.M., Sanchez-Runde, C. and Nardon, L., 2012. Leadership in a global context: New directions in research and theory development.Journal of World Business,47(4), pp.479-482. Wren, J.T., 2013.The leader's companion: Insights on leadership through the ages. Simon and Schuster. Yukl, G.A., 2013.Leadership in organizations. Pearson Education India. Zaccaro, S.J., 2012. Individual differences and leadership: Contributions to a third tipping point.The Leadership Quarterly,23(4), pp.718-728