Please read and respond to the attachment.
Note: Only up to 20% of the content in the written response can be quotes from third parties
Discussion
- Analyze the steps involved in building a strategic plan for a health care organization. Discuss which step would be most difficult to implement.
- Propose three ways in which a health care organization’s Board of Directors can influence a strategic plan for a health care organization.
- Provide specific examples to support your rationale from readings throughout your program or from peer-reviewed journal articles.
Training and Development : Unit VI Journal, Unit VI Assessment, Unit VII Homework, Unit VII PowerPoint Presentation
Unit VI Journal
Instructions
Are succession planning efforts used within your organization or an organization you have worked for? If so, what is the process? If not, why do you think that is? Please explain. Would you make any recommendations to your organization based on what you have learned in this unit? Your journal entry must be at least 200 words in length. No references or citations are necessary.
1. Briefly discuss the difference between training and development and how they can affect a performance appraisal. Your response must be at least 200 words in length.
2. What is the process for developing a succession plan? Also, explain the importance of a succession plan. Your response must be at least 200 words in length.
Unit VII Homework
Instructions
In this homework assignment, you will develop a table on performance appraisals (PA) and how they are applied to training.
- In column 1, identify three different types of PAs that can be offered.
- In column 2, analyze how the PA can be applied to a training effort.
- In column 3, identify one type of training and one assessment tool for each PA that could be used to identify training success.
Use bullet points in the table. APA is not required for this homework assignment.
Resources
The following resource(s) may help you with this assignment.
Unit VII PowerPoint Presentation
Instructions
Management Action Plan
An action plan is a written strategy used to achieve outlined goals. For the purposes of this assignment, the action plan will be created using PowerPoint. An action plan includes the components listed below, and you may refer to page 237 in the textbook for additional guidance.
- State the goal, which should identify what training content will be used and how it will be used.
- The goal for this action plan is to assist managers with identifying how performance appraisals are used to demonstrate the success of training efforts.
- Include the strategies for reaching the goal including what the trainee must do, what resources will be needed, and the type of support from managers and peers that will be necessary.
- Include the strategies for receiving the feedback, which will be used to demonstrate the success of the training efforts.
- Define the expected assessment results and how the results can be used to improve training.
After the title slide, begin your action plan by stating the goal. Next, identify at least three strategies for reaching the goal. Briefly explain your chosen strategies with supporting data in the speaker notes section of the PowerPoint presentation. For the third part of the action plan, develop a 10-question survey that could be used to demonstrate the success of the plan. Conclude your action plan with a summary of the expected results and how the manager could use them to improve training.
This action plan should contain at least 12 slides. You must use at least two sources with one being the textbook and the other being academic in nature from any database within the CSU Online Library. Be sure to cite and reference sources using proper APA style.
Here are some general guidelines to follow when preparing your PowerPoint presentation.
- Design your presentation with the back of the room in mind. It is important that everyone can easily see and read the content.
- Select a professional-looking slide design appropriate for the presentation and audience.
- White text on a dark background is the easiest for the audience to see.
- Use a large font size.
- Use color and graphics when appropriate. Illustrations should relate to the content being discussed. Be creative.
- Follow the 6 x 6 rule (i.e., use no more than six lines per slide and no more than six words per line).
- Utilize the speaker notes function to add your talking points.
- Bullet points work best on the slides.
- Add slide transitions to enhance the audience’s experience.
Employment right 2.0
Employment Rights: Who has Them and Who Enforces Them”. Evaluate the intended effectiveness of The Americans with Disabilities Act and The Rehabilitation Act of 1973. Determine how these laws affect human resource (HR) management. Speculate what the impact of the Act will be in 20 years.
Project Management Overview /Managing Diversity in Organizations /
Each assignment needs to be on its own word document. Please follow the word requirement you can go more but nothing less.
Unit I Assessment
1.Name the 10 project management knowledge areas, and briefly summarize each.
Your response must be at least 75 words in length.
2.Put the five project management process groups in order from the one that generally requires the least work to the one that requires the most.
Your response must be at least 75 words in length.
3. List and describe several issues that pertain to each stage of the project life cycle.
Your response must be at least 75 words in length.
4. Discuss how a project could be successful in terms of some measures yet unsuccessful by others.
Your response must be at least 75 words in length.
5. What does project failure mean? What are some examples?
Your response must be at least 75 words in length.
6. Appreciative inquiry consists typically of four phases. Identify the four phases, and briefly describe each one.
Your response should be at least 150 words in length.
7. The Project Management Body of Knowledge consists of a project life cycle, five process groups, and 10 knowledge areas. Chose two of the processes and four of the knowledge areas and briefly describe each one. Also, include the reason you chose your selections.
Your response should be at least 150 words in length.
8. Compare and contrast the four phases of the project life cycle process.
Your response should be at least 150 words in length.
Instructions
Over the past 50 years, the term diversity has evolved and taken on different meanings to different people. Is the talk of diversity unifying or further dividing people, teams, and organizations? What does the word diversity mean to you?
Your journal entry must be at least 200 words. No references or citations are necessary.
Instructions
Diversity in an organization takes on many faces (e.g., gender, age, sports preferences). What does it mean to have organizational diversity? In your line of work (or field of interest), do you feel it is important to have organizational diversity? Why?
Your journal entry must be at least 200 words. No references or citations are necessary.
write 2
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
Paper
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.
LDR531 Week 6 FInal Exam SCORE 90 PERCENT
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.