Monthly Archives: February 2023

Realtor and about this

Write a Project Plan Instructions:

1) After reading about project plans in your text, look at an area of your life such as this or other class, or other project or job you are doing and create a project plan to map it out. It may also be fictitious if you wish. 

2) This should come from integrating these concepts into your own academic plans or workplace professional perspective. Feel free to be creative with this assignment.

Your project plan may take the form of:

a. A narrative description as a word document.

b. A flowchart with each project step documented with date and alternate flows documented where needed.

c. A Microsoft project format.

d. An Excel document.

Keep in mind that whichever format you use, you should have a schedule with dates projected included and any resources (other persons) that are part of your project. 

3) This may be as short as one page or as many pages as you need to accomplish the task depending on the format or project. 

Submit via the assignment drop box by the due date 

Describe the best approach to creating a job description for a newly created position and the steps you will use determine the most appropriate total compensation (salary and benefits package for that position).  You should have enough detail of the entire process for the instructor to clearly determine that you understand each phase of the process.

Paper Format (5 full pages + reference page(s) – double spaced with 12 pt. font)

• Five (5) full pages addressing the main topic. Include your name, date, and topic.

• One (1) or more pages with citations for any concepts or theories you refer to in your papers on a separate page using APA or MLA format.  

Question 1

“Fiscal responsibility, accountability, strategy, and execution.” These leadership expectations are:

Implicit

​Required

Useful

​Explicit

Question 2

Which of the following items is NOT on the path from Patriarchy to Partnership?

​CEO creating whole systems.

​Self-managed teams.

​Engagement.

​Total quality management.

Participative management.

Question 3

All leaders can accelerate their progress toward effectiveness by:

​Asking

​Learning

​Managing expectations

​All of the above

Question 4

Which of the following statements best describes the relevance of the inner game and outer game to leadership behavior?

The inner game runs the outer game.

In high-pressure leadership roles, the outer game is the only game.

​The outer game (competence) is all that is essential to leadership.

Most efforts at developing leaders only target the inner game, or consciousness.

Question 5

Which of the following statements about “Playing on Purpose or Playing Not to Lose” is true?

There is no safe way to be great, and there is no great way to be safe.

The safe paths have all been taken.

The paths left to us require risk.

Leadership is inherently risky.

​​All of the above.

Question 6

To fulfill the Leadership Imperative, which of the following ideas will make us LESS likely to succeed?

​We need to work on specific skills and do so whenever we have the time.

​Our efforts need to be long-term and systemic.

​We need to work individually and collectively.

​We need to integrate the inner and outer game of leadership.

​We need to rethink how we develop leaders.

Question 7

Which of the following statements describes the Internal Operating System of the Creative Mind?

​Our beliefs depend on outside validation.

We believe that “my future is in your hands.”

We develop new assumptions that are structured from the inside-out, not dependent on outside validation.

Question 8

Which of the following statements describes “Collaborator?”

Take interest in and form warm, caring relationships.

​Engage others in a manner that allows the parties involved to discover common ground.

​Foster high-performance teamwork among team members who report to him/her.

Question 9

Which of the following is the best method for a leader to manage unproductive conflict?

Ignore the conflict and give direction to the team.

Hold a team building off-site to help the team work better together.

Ask each team member the question, “What would you do to resolve this conflict if you had freedom to act?” Then facilitate a discussion to resolve the conflict.

Send team members to conflict resolution training.

Question 10

The best metaphor the authors created for describing our relationship to Unity is that we are like waves on the ocean, not separate from the ocean. Which of the following statements best supports this metaphor?

​We realize that we were always one with the Ocean, that we were never separate, and that all waves are one; we are all each other.

​As separate waves, we experience the ups and downs of wave life.

We are separate waves and we experience ourselves on a journey across the ocean.

Some waves appear friendly; other waves may appear to threaten our ability to get what we want, and so we fear them.

Question 11

Which of the following statements describes the Leadership Practice 1: Discerning Purpose?

It requires that we distill and refine a collective sense of purpose and through honest dialogue.

​It is the willingness to be authentic, to speak and act in ways that express and embody our vision of greatness.

​It is the practice of opening to a deeper knowing, a higher perception, a calling, an inner voice that says, “Stay with this,” or, “Do this now,” or, “This is who you are, what you stand for, what you need to move toward in your leadership.”

It is to continue to give ourselves over to the pull of purpose, distill it into vision, and then deal with the anxieties that inevitably arise.

It requires attention to the trail, to the minute, subtle, and detailed clues our life is leaving as we live it (or as it lives us).

​It takes courage to engage in the authentic dialogue needed to forward the vision, find leverage, and implement fundamental structural change.

Question 12

Which of the following statements best describes the relationship of structure to higher leadership performance?

​To attain higher effectiveness, you must reach higher performance.

​To perform more masterfully, your Inner Operating System (IOS) must evolve to a higher order mental-emotional structure.

Since performance determines structure, if you want to evolve to a higher order structure, you must reach higher performance.

When we see extraordinary leadership, we see well-honed capability arising on a higher-order platform of competence.

Question 13

Which of the following is NOT a Promise of Leadership?

​Engage all stakeholders and hold them accountable.

​Set the right direction and create meaningful work.

​Ensure that processes and systems facilitate focus and execution.

Ensure that business performance is improved.

Set the right direction and create meaningful work.

Question 14

Which of the following statements describes the Leadership Practice 2: Distilling Vision?

It is to continue to give ourselves over to the pull of purpose, distill it into vision, and then deal with the anxieties that inevitably arise.

It is the practice of opening to a deeper knowing, a higher perception, a calling, an inner voice that says, “Stay with this,” or, “Do this now,” or, “This is who you are, what you stand for, what you need to move toward in your leadership.”

It requires attention to the trail, to the minute, subtle, and detailed clues our life is leaving as we live it (or as it lives us).

​It is the willingness to be authentic, to speak and act in ways that express and embody our vision of greatness.

​It takes courage to engage in the authentic dialogue needed to forward the vision, find leverage, and implement fundamental structural change.

It requires that we distill and refine a collective sense of purpose and through honest dialogue.

Question 15

Which of these statements defines the strength of Reactive Leadership?

​At this stage of leadership, we can defer impulse gratification long enough to plan and organize to meet our needs.

​This interior evolution is what enables leaders to see the whole system in a way that honors huge diversity, with many opposites in tension, and to engage it in a way that moves toward creative resolution.

​This is the minimum level required to create lean, engaged, innovative, visionary, agile, high-involvement, high-fulfillment organizations and to evolve adaptive organizational designs that can thrive.

​Leaders at this level function as global visionaries and enact world service for the universal good.

​This is the ability to take up membership, to work and live co-relationally with others and within organizations.

Question 16

Which of the following statements describes the Creative Mind”?

It is about forming an organization that we believe in, accomplishing outcomes that matter most, and enhancing our collective capacity to achieve a desired future.

It is about establishing hierarchical, patriarchal structures, dynamics, and cultures.

It creates an oscillating pattern of performance over time, the natural tendency of which is to seek equilibrium and return to normal.

Question 17

Which of the following is one of the three core reactive types?

Body.

​Soul.

Heart.

Question 18

Which of these statements defines the strength of Creative Leadership?

​Leaders at this level function as global visionaries and enact world service for the universal good.

​This is the minimum level required to create lean, engaged, innovative, visionary, agile, high-involvement, high-fulfillment organizations and to evolve adaptive organizational designs that can thrive.

This is the ability to take up membership, to work and live co-relationally with others and within organizations.

​At this stage of leadership, we can defer impulse gratification long enough to plan and organize to meet our needs.

This interior evolution is what enables leaders to see the whole system in a way that honors huge diversity, with many opposites in tension, and to engage it in a way that moves toward creative resolution.

Question 19

When you see extraordinary leadership, what’s the best question to ask to understand what makes the leader extraordinary?

​Is this leader practicing competency, or consciousness?

Is this leader best at the inner game or the outer game?

​What are they doing that makes them extraordinary?

What operating system is that leader running to achieve such mastery?

Question 20

Developing leadership effectiveness is…

Less important than recruiting leaders.

​Rarely a leadership priority.

An important task for the training staff.

The most important priority of executive leadership.

Question 21

Which of the following is the formula for the Leadership Quotient?

LQ = LE/LI

LQ = L2/L1

LQ = L1/L2

LQ = LI/LE

Question 22

Which of these statements defines the strength of Egocentric Leadership?

This interior evolution is what enables leaders to see the whole system in a way that honors huge diversity, with many opposites in tension, and to engage it in a way that moves toward creative resolution.

​This is the ability to take up membership, to work and live co-relationally with others and within organizations.

​This is the minimum level required to create lean, engaged, innovative, visionary, agile, high-involvement, high-fulfillment organizations and to evolve adaptive organizational designs that can thrive.

Leaders at this level function as global visionaries and enact world service for the universal good.

At this stage of leadership, we can defer impulse gratification long enough to plan and organize to meet our needs.

Question 23

“Competence, fair treatment, commitment, engagement, listening, acting on suggestions, and providing inspiration, meaning, and direction.” These leadership expectations are

Implicit

Useful

​Explicit

​Required

Question 24

Which of the following is NOT included in the stages of the Universal Model of Leadership?

Reactive.

​Integral.

​Unitive.

Creative.

​Pathogenic.

Question 25

How do we describe the Leadership System?

​It is one of the eight core systems within organizations.

It is the central organizing system.

​To achieve high performance, leaders must achieve high scores on their competency evaluations.

​It only consists of the CEO and the Board of Directors.

Question 26

Which of the following statements accurately describes Reactive Mind?

Reactive Leadership is well-equipped to lead transformation into high-performing cultures and structures.

To evolve beyond Reactive Leadership, we must first see it and know it deeply.

Reactive mind was formed to separate from the prevailing culture.

Question 27

Which of the following statements describes “Caring Connection?”

Take interest in and form warm, caring relationships.

Foster high-performance teamwork among team members who report to him/her.

​Engage others in a manner that allows the parties involved to discover common ground.

Question 28

Which of the following is NOT one of the six systems of organizational effectiveness?

​Metrics.

Leadership.

Communication.

​Training and Education.

​Delivery.

Question 29

Which of the following statements is true about a company’s Leadership System?

The training staff must work very hard to help the leadership system to be effective. They must work hard to get leaders into leadership training programs to improve their leadership competencies.

​The leadership system is the central organizing system and the collective effectiveness of the leaders in the system is critical to the organization’s health and success.

​The CEO must be able to control and direct individual leaders and the leadership system for them to succeed.

Question 30

Which of the following statements accurately describes Integral Leaders?

It is built for complexity, designed for leading change within complex systems amid volatile, ambiguous, and rapidly changing environments.

The leader is capable of working effectively with people of all types and with people at every stage of Leadership Development.

​The Leader has the ability to hold large conflicts, opposite visions, and redundant polarities in tension without reacting to them, trying to problem-solve them, or turning them into win-lose battles.

The Leader is in full possession of the entire array of gifts, strengths, and competencies that are required to lead effectively.

​​All of the above.

 Case Analysis 

 Instructions:

Patient-Centered Medical Homes (PCMHs) offer many benefits to patients, and are valued by providers and insurers, as well.

For this assignment, you will research and assess the past, present, and future role of PCMHs.

• In an opening paragraph, define and concisely describe a PCMH.
• In a second paragraph, explain the history of PCMHs.
• For the body of your paper, explain the present structure and impact of PCMHs (approx. 500 words).
• In a closing paragraph, explain the future role of PCMHs. Include relevant research to support your viewpoint.
• Include a minimum of two scholarly sources on a separate reference page; APA format should be followed throughout.

Chapter 10: Exercise 10-2 on page 208 of the text.

• Create a list of three best practices recruiters should use  when screening potential candidates for a HR management position.  Justify your selections.
• Create a new best practice for HR management based on the information that you learned in this course.

Respond to at least two other peers and compare and contrast what you learned about yourself with what others described. Provide relevant and appropriate feedback regarding the post and the learner’s ideas for further development.

Meyer and Meijers (2017) argue that leaders can be more effective when they understand their preferred style of leadership. As a leader having flexibility is important because a circumstance or situation may require the use of multiple leadership styles. One of the assessments had questions that focus on behaviors in a group setting and ask for a true or false response. A preferred style of leadership may involve a person’s strengths, which can be learned or natural ability. This is a comfortable place that the person should feel comfortable leading with. Daft (2018) points out that developing leadership qualities takes work including self-discovery and personal understanding.Other leadership styles may be more challenging or used less because a situation does not need that type of style applied. According to Daft (2018) leadership provides learning opportunities so people can expand their minds and abilities while they assume personal accountability. A leader will be presented with challenges and rise to the occasion with wisdom can prove influential.

               The Relational theories seems to fit me best, I tend to have a lot of positive interpersonal relationships, my background in organization communication has equipped me with a certain degree of skill that matches my outgoing personality. Daft (2018) describes how leaders build relationships through empowerment, leadership communication, team leadership, and embracing diversity. This model can impact my personal influence with stakeholders by being genuine and pleasant to be around while providing helpful information that relates to organizational goals. Personal relationships and boundaries are important for maintaining these relationships. Meyer and Meijers (2017) agree that leadership is relational, not positional.

References

Daft, R. L. (2018). The leadership experience (7th ed.). Boston, MA: Cengage

  Please complete the following work from the chapters listed below in your textbook. Show detailed work in your submittal and create this in Microsoft Word, Excel, or Project (Time New Roman or Arial, font 11 or 12) document(s) as required; draw any diagrams and/or cut-and-paste screen captures into ONE Microsoft Word document Use your textbook, lecture notes, Powerpoints and chat discussions from the appropriate Unit/Chapter to complete this assignment:

Chapter 6

• Read, list and discuss:

1. The stages of group development
2. Types of conflicts
3. Types of negotiation

Chapter 7

Discussion Questions

1.        1.Do you agree with the following statement: “With proper planning it is possible to eliminate most/all risks from a project.”  Why or why not?

Problem

1.  Assessing Risk and Benefits.  Suppose you are a member of a project team that is evaluating the bids of potential contractors for developing some sub-assemblies for your project.  Your boss makes it clear that any successful bid must demonstrate a balance between risk and price.  Explain how this is so; specifically, why are price and risk seen as equally important but opposite issues in determining the winner of the contract?  Is a low price/high risk bid acceptable?  Is a high price/low risk bid acceptable?  Why or why not?

Chapter 8

Discussion Questions (DQ):

1. Why is cost estimation such an important component of project planning?  Discuss how it links together with the Work Breakdown Structure and project schedule?
2. Think of an example of parametric estimating in your personal experience, such as the use of a cost multiplier based on a similar, past cost.  Did parametric estimating work or not.  Discuss the reasons why.
3. Would you prefer the use of bottom-up or top-down budgeting for project cost control?  What are the advantages and disadvantages with each approach?

Problem:

1. Calculate the direct cost of labor for a project team member using the following data:

Hourly rate:                 $35/hr.

Hours needed:             150

Overhead rate:             55%

        2. Assume that overhead is charged on a flat rate basis.Each member of the project is assigned an overhead charge of $150/week.What would the direct cost of labor be for an employee, given that she is  assigned to the project for 200 hours at $10.50/hour?

        3. It took MegaTech, Inc. 100,000 labor-hours to produce the first of several oil drilling rigs for Antarctic exploration.Your company, Natural Resources, Inc. has agreed to purchase the fifth oil drilling rig from their manufacturing yard. Assume that                          MegaTech experiences a learning rate of 80%.At a labor rate of $35 per hour, what should you, as the purchasing agent expect to pay for the fifth unit?Remember, the simplified formula for calculating learning rate time is given as:

TN = T1C

Where TN = Time needed to produce the Nth unit

      T1        = Time needed to produce the first unit

                  C         = Learning curve coefficient

Self-Study