In the editorial section of today's Washington Post, there is a story involving the Journal of the American Medical Association (JAMA). Five months after the May 2008 edition of JAMA was published, a professor wrote a letter to JAMA to tell them of a conflict of interest involving a researcher in one of their published articles. It seems that the researcher is on the speakers' bureau of the pharmaceutical company involved in research for an antidepressant drug -- a big no no in the world of medical research. The professor got no response after 5 months, then decided to send the letter again -- only this time cc'ing a reporter at the NY Times and mentioned the allegations again in an article he wrote that was published on the British Medical Journal's website. As a result of this professor's actions, JAMA recently announced a change in its complaint policy. Now JAMA states that they will inform all people who make a complaint that they are not to alert the media of their complaint until an investigation is completed.
The ethical problem in this example is that JAMA failed to investigate any conflicts of interest in their research. If JAMA fails to respond to accusations of conflicts of interest -- particularly after 5 months -- why shouldn't the accuser go to the public to make others aware of their unethical behavior?
Tuesday, March 31, 2009
Sunday, March 29, 2009
Ethics in Leadership
Ethical Leadership is one of the primary tenants of good leadership. In almost all leadership development trainings, leadership courses, and advice from industry leaders, you will hear or be told, to always maintain good ethical standards. Well, if that is the case, then why so many folks violate their code of good ethics?
As I thought about this assignment, I said, I know, I could write about Kwame Kilpatrick, the former embattled mayor of Detroit, who covered up an affair with his personal assistant, however, had a number of incriminating text messages to her that showed that the two were having an affair. When the affair was exposed by a city official, Kilpatrick, used tax payer funds to settle a lawsuit in the hopes that the affair would not be exposed. Unfortunately, the affair and the text messages were exposed to the media, and Kilpatrick was forced to resign and served 4 months in jail. He has supposedly relocated to Dallas, Texas and is looking to start his life over again. I then said, I could write about Sen. Roland Burris (D-IL), who replaced the seat vacated by President Barack Obama. Sen. Burris told a hearing of his peers that he did not have any contact with the offices of then Gov. Rob Blagoavich, who appointed Burris to the senate seat. Well, after further investigation, Burris recanted his original testimony and indicated that he did have contact with Bloagovich's office about fundraising. Burris, came under immense scrutiny, but appears to have weathered this storm. He is being investigated by the Senate Ethics Committee, but I believe his ethics storm has blown over.
Next Monday night, the NCAA (National Collegiate Athletic Association) will crown a national champion. Connecticut, Villanova, Michigan State and North Carolina will all be slated for the final four, out of which one will be crowned, the National Champions. While we were in class last week, Yahoo Sports discovered that the University of Connecticut could be in serious violation of NCAA recruitment rules http://rivals.yahoo.com/ncaa/basketball/news?slug=ys-uconnphone032509&prov=yhoo&type=lgns. Last month, the Connecticut Men's Basketball Coach Jim Calhoun, blasted a reporter, because the reporter asked him, how he felt making $1.6 million dollars a year, in a state that has had a significant budget down turn. Calhoun, told the reporter that his program brings 12 Million dollars to the University yearly, do not question my salary! This brought Calhoun under intense scrutiny from university officials and state politicians.
However, this most recent story will probably be the most talked about story during the NCAA Final Four, whether or not Calhoun knew about recruiting violations and to what extent. As a coach with 37 years in the business, 2 NCAA Championships, 805 collegiate wins, and virtually ensured a spot in the Hall of Fame, how could you jeopardize all that you have worked for and that you student athletes have worked for?
If Connecticut wins this year, it may all be for naught? If you read the complexity of the article, you can see how important and how corrupt college recruiting has become. Again, with the outstanding track record that Coach Calhoun has documented, why would allow his program to get involved in something like this? What was his ETHICAL responsibility as a Leader and to his program?
As I thought about this assignment, I said, I know, I could write about Kwame Kilpatrick, the former embattled mayor of Detroit, who covered up an affair with his personal assistant, however, had a number of incriminating text messages to her that showed that the two were having an affair. When the affair was exposed by a city official, Kilpatrick, used tax payer funds to settle a lawsuit in the hopes that the affair would not be exposed. Unfortunately, the affair and the text messages were exposed to the media, and Kilpatrick was forced to resign and served 4 months in jail. He has supposedly relocated to Dallas, Texas and is looking to start his life over again. I then said, I could write about Sen. Roland Burris (D-IL), who replaced the seat vacated by President Barack Obama. Sen. Burris told a hearing of his peers that he did not have any contact with the offices of then Gov. Rob Blagoavich, who appointed Burris to the senate seat. Well, after further investigation, Burris recanted his original testimony and indicated that he did have contact with Bloagovich's office about fundraising. Burris, came under immense scrutiny, but appears to have weathered this storm. He is being investigated by the Senate Ethics Committee, but I believe his ethics storm has blown over.
Next Monday night, the NCAA (National Collegiate Athletic Association) will crown a national champion. Connecticut, Villanova, Michigan State and North Carolina will all be slated for the final four, out of which one will be crowned, the National Champions. While we were in class last week, Yahoo Sports discovered that the University of Connecticut could be in serious violation of NCAA recruitment rules http://rivals.yahoo.com/ncaa/basketball/news?slug=ys-uconnphone032509&prov=yhoo&type=lgns. Last month, the Connecticut Men's Basketball Coach Jim Calhoun, blasted a reporter, because the reporter asked him, how he felt making $1.6 million dollars a year, in a state that has had a significant budget down turn. Calhoun, told the reporter that his program brings 12 Million dollars to the University yearly, do not question my salary! This brought Calhoun under intense scrutiny from university officials and state politicians.
However, this most recent story will probably be the most talked about story during the NCAA Final Four, whether or not Calhoun knew about recruiting violations and to what extent. As a coach with 37 years in the business, 2 NCAA Championships, 805 collegiate wins, and virtually ensured a spot in the Hall of Fame, how could you jeopardize all that you have worked for and that you student athletes have worked for?
If Connecticut wins this year, it may all be for naught? If you read the complexity of the article, you can see how important and how corrupt college recruiting has become. Again, with the outstanding track record that Coach Calhoun has documented, why would allow his program to get involved in something like this? What was his ETHICAL responsibility as a Leader and to his program?
Week 10
Identify one case of improper leadership ethics in the media and critique.
In recent weeks, the leaders of AIG has given some of their employees a bonus. The part that is improper is the money was from the relief that the government gave them. In my opinion, giving some members of your working community more money is unethical. Adding up all the money that people got as a bonus could give many other people jobs. This action goes back to the discussion that we had with Dr. Lucas. One of the questions that was raised was why do people do unethical things? Thinking about this question there are so many possibilities that come to mind and none of them excuse the behavior of the AIG leaders.
No only was the AIG leaders looked at in a negative light but other leaders was also viewed in a negative way. Some people viewed the people that gave AIG the money in a negative light because they are responsible for the bonuses. Some may think that if the money was not given to AIG could have it been used in a better way? One thing that this example shows is that one decision that one company makes can affects others.
In recent weeks, the leaders of AIG has given some of their employees a bonus. The part that is improper is the money was from the relief that the government gave them. In my opinion, giving some members of your working community more money is unethical. Adding up all the money that people got as a bonus could give many other people jobs. This action goes back to the discussion that we had with Dr. Lucas. One of the questions that was raised was why do people do unethical things? Thinking about this question there are so many possibilities that come to mind and none of them excuse the behavior of the AIG leaders.
No only was the AIG leaders looked at in a negative light but other leaders was also viewed in a negative way. Some people viewed the people that gave AIG the money in a negative light because they are responsible for the bonuses. Some may think that if the money was not given to AIG could have it been used in a better way? One thing that this example shows is that one decision that one company makes can affects others.
Week 10: A 100 year issue
As a historian, I would like to share this site, Falling Blossoms http://www.fallingblossoms.com/ethics/ , for insight into ethics from a long term view. The reason is it has an article, "all executives are unethical doing the right thing the moral case for rightshifting" links together two events separated in time. Both have ethical foundations at the root. The question the author poses to the reader is: If executives truly believe people are being as productive as possible – but that is not the case - do they have any right to believe it?
This really is a concern when you supervise men and women. You are ultimately responsible for everything that happens and you cannot assume or hope things are being done right. Hope is not a strategy! As a leader, you have an awesome responsibility to not only be true to yourself but for the ethics of others. The website author, Marshall Goldsmith, quotes Bertrand Russell:“What is wanted is not the will to believe, but the wish to find out,which is its exact opposite."
Another reason I am sharing this site is there are other articles such as "the ethics of transformational leadership" which allows you to enjoy reading about transformational leadership from an ethical perspective. There is also an underlying theme on the website stressing the role respect plays in ethical leadership.
This really is a concern when you supervise men and women. You are ultimately responsible for everything that happens and you cannot assume or hope things are being done right. Hope is not a strategy! As a leader, you have an awesome responsibility to not only be true to yourself but for the ethics of others. The website author, Marshall Goldsmith, quotes Bertrand Russell:“What is wanted is not the will to believe, but the wish to find out,which is its exact opposite."
Another reason I am sharing this site is there are other articles such as "the ethics of transformational leadership" which allows you to enjoy reading about transformational leadership from an ethical perspective. There is also an underlying theme on the website stressing the role respect plays in ethical leadership.
Week 10-Unethical Leadership at Texas A & M
Identify one case of improper leadership ethics in the media and critique.
In class this past Thursday, Nance Lucas had asked us to identify an individual who we thought was an ethical individual. One of the people that I wrote down was our Compliance staff within the athletic department. Our compliance staff is responsible for enforcing and monitoring the rules and regulations established by the NCAA. If you do violate a NCAA rule, the compliance staff is responsible for reporting the violation. As I was looking for my case, the first article I found relates to compliance issue in higher education. The article, “Rogue Compliance Officer” was posted on Inside Higher Ed on March 27.
The NCAA Division I Committee on Infractions recently released a report on major violations at Texas A& M Corpus Christi in men's basketball, women's volleyball, and men's tennis. A women's volleyball player competed after her eligibility expired, men's basketball staff violated rules relating to contacting prospective student athletes, and an international men's tennis player received excess financial aid from the university. The two individuals involved within the case were expected to “to deport themselves in according with the general recognized high standards of honesty and sportsmanship normally associated with the conduct and administration of intercollegiate athletics.”---these individuals clearly did not believe in this statement.
It turns out that the President of the university was previously aware of the situation and instructed his athletic director to take care of the matter and report the violations. The compliance staff and the athletic director did not report the violations and the NCAA punishment resulted in forfeiting games for the men's tennis and women's volleyball in the season this occurred and for men's basketball reduction in recruiting contact. Texas A&M Corpus Christi is on violation with the NCAA till 2013.
The article concludes by saying that no specific punishments were charged to the two individuals involved. However, Paul Dee, Committee on Infractions chair and lecturer at the University of Miami, said “all details of cases of unethical conduct are housed by the NCAA and can be accessed by institutions that may be considering hiring one of them in the future, or otherwise have an interest in their past. This public reprimand by the NCAA and permanent spot on the committee’s list, he noted, could be considered their punishment.” These two individuals were fired from Texas A & M and subsequently are on a black list with the NCAA. Who would hire either of them for a future positions within compliance.
One of the definitions that we received on Thursday, defined ethics as rules or standards that govern behaviors; sentiment of the community. This is a great example of unethical behavior as the rules established by the NCAA were clearly broken resulting in probation for the entire Texas A & M Corpus Christi community.
Here is the link to the article:
http://www.insidehighered.com/news/2009/03/27/ncaa
In class this past Thursday, Nance Lucas had asked us to identify an individual who we thought was an ethical individual. One of the people that I wrote down was our Compliance staff within the athletic department. Our compliance staff is responsible for enforcing and monitoring the rules and regulations established by the NCAA. If you do violate a NCAA rule, the compliance staff is responsible for reporting the violation. As I was looking for my case, the first article I found relates to compliance issue in higher education. The article, “Rogue Compliance Officer” was posted on Inside Higher Ed on March 27.
The NCAA Division I Committee on Infractions recently released a report on major violations at Texas A& M Corpus Christi in men's basketball, women's volleyball, and men's tennis. A women's volleyball player competed after her eligibility expired, men's basketball staff violated rules relating to contacting prospective student athletes, and an international men's tennis player received excess financial aid from the university. The two individuals involved within the case were expected to “to deport themselves in according with the general recognized high standards of honesty and sportsmanship normally associated with the conduct and administration of intercollegiate athletics.”---these individuals clearly did not believe in this statement.
It turns out that the President of the university was previously aware of the situation and instructed his athletic director to take care of the matter and report the violations. The compliance staff and the athletic director did not report the violations and the NCAA punishment resulted in forfeiting games for the men's tennis and women's volleyball in the season this occurred and for men's basketball reduction in recruiting contact. Texas A&M Corpus Christi is on violation with the NCAA till 2013.
The article concludes by saying that no specific punishments were charged to the two individuals involved. However, Paul Dee, Committee on Infractions chair and lecturer at the University of Miami, said “all details of cases of unethical conduct are housed by the NCAA and can be accessed by institutions that may be considering hiring one of them in the future, or otherwise have an interest in their past. This public reprimand by the NCAA and permanent spot on the committee’s list, he noted, could be considered their punishment.” These two individuals were fired from Texas A & M and subsequently are on a black list with the NCAA. Who would hire either of them for a future positions within compliance.
One of the definitions that we received on Thursday, defined ethics as rules or standards that govern behaviors; sentiment of the community. This is a great example of unethical behavior as the rules established by the NCAA were clearly broken resulting in probation for the entire Texas A & M Corpus Christi community.
Here is the link to the article:
http://www.insidehighered.com/news/2009/03/27/ncaa
Our Legislators and Bankers - still sleeping together...
The U.S. tax payer is bailing out financial institutions that include banks, insurance, and investment firms. (We won’t discuss the automotive companies…). In light of blatant unethical behavior, Americans are rethinking their support. In the midst of our federal representatives publicly reprimanding larger financial firms for distributing bonuses, redecorating offices, ordering corporate jets, et cetera, it was revealed on March 26 that members of our legislative body continue to accept PAC money from the very banks they publicly chastise. The total sum of money is not huge - in the scheme of things ($2,000 - $250,000), but the amounts serve as a “distraction.”
The scenario, as presented by the media, illustrate the discussions we had in our past class regarding higher education (h.e.) institutes receiving donations from corporate donors that may have questionable practices and policies that run counter to the h.e. mission. Based on this statement, how can our legislators accept funds from the very organizations they criticize? How can financial institutes continue to use tax payer funds to cycle back to legislators who sit on the financial committee, is a majority leader, and so forth? Ethical utilitarianism is not demonstrated very strongly in this regard! Our very leaders are being tasked to confront unethical behavior, yet their behavior does not contribute to the confidence of Americans in their ability and dedication to changing their own.
The scenario, as presented by the media, illustrate the discussions we had in our past class regarding higher education (h.e.) institutes receiving donations from corporate donors that may have questionable practices and policies that run counter to the h.e. mission. Based on this statement, how can our legislators accept funds from the very organizations they criticize? How can financial institutes continue to use tax payer funds to cycle back to legislators who sit on the financial committee, is a majority leader, and so forth? Ethical utilitarianism is not demonstrated very strongly in this regard! Our very leaders are being tasked to confront unethical behavior, yet their behavior does not contribute to the confidence of Americans in their ability and dedication to changing their own.
Saturday, March 28, 2009
Leadership Ethics
I found a case similar to the one mentioned in class by Nance Lucas:
http://www.november.org/razorwire/rzold/24/24010.html
This story explains that the college president of Ithaca College was faced with student protesting the contract that the school has with a certain food service company. Their issue was similar to the acceptance of money from an organization that is in the news in some way with questionable practices. The president's decision in this case was to remain with the food service company after much deliberation and research into the allegations and options.
The decision falls on that line of ethics that remains grey. It isn't necessarily that the president acted unethically, actually, I would argue that the president acted in the best interest of the college and with a respectable process. I pulled this article because of the perspective of the writer. It showed me that in any ethical decision, there is always people that will still believe that the wrong decision was made. Just as Nance mentioned, most ethical dilemmas are typically between two possible rights and not necessarily between wrong and right.
The article rolls through with the perspective that the president made the wrong decision. The viewpoint is expressed very clearly in this paragraph:
http://www.november.org/razorwire/rzold/24/24010.html
This story explains that the college president of Ithaca College was faced with student protesting the contract that the school has with a certain food service company. Their issue was similar to the acceptance of money from an organization that is in the news in some way with questionable practices. The president's decision in this case was to remain with the food service company after much deliberation and research into the allegations and options.
The decision falls on that line of ethics that remains grey. It isn't necessarily that the president acted unethically, actually, I would argue that the president acted in the best interest of the college and with a respectable process. I pulled this article because of the perspective of the writer. It showed me that in any ethical decision, there is always people that will still believe that the wrong decision was made. Just as Nance mentioned, most ethical dilemmas are typically between two possible rights and not necessarily between wrong and right.
The article rolls through with the perspective that the president made the wrong decision. The viewpoint is expressed very clearly in this paragraph:
President Williams has studied the issue to her satisfaction. "Ithaca College administration has conducted extensive research on the issue of private prisons and the relationship of SMS and its parent company, Sodexho Alliance, to the private prison industry." The "extensive research" the president speaks of was done "with open minds, in the spirit of academic inquiry, without any predetermined outcome." Independent and objective specialists were consulted. "We engaged outside experts to provide us with objective information on and analysis of criminal justice issues and prison privatization as well as insights into the food service industry and the implications of different possible decisions." Among the "experts" that Williams consulted with were Professor Michael Jacobson of the John Jay College of Criminal Justice; Strategic Communications, a research and public affairs firm; and John Cornyn of the Cornyn Fasano Group, a food service management consulting firm. It's not surprising that these "objective" experts supported President Williams in her decision to continue funding prisons for profit with student food dollars.
I wanted to sum this up, but each sentence has scathing remarks with regards to the decision and process. The constant quoted words bring an air of sarcasm. The fact that the president took the time and effort to research the matter and weigh all possible implications was obviously not enough for these students.
The other issue that I have with these ethical decisions is the cattiness that ensues once a decision is made that isn't in the favor of a certain group. More often than not the group will target the salary of the president as a new direction to take their gripe. Because the president could not justify spending more college funds on an increased effort (as there is probably better uses, or no flexibility) then the writer decides to mention that the president makes over $400,000 a year. For a major college, that honestly does not sound like much money in relation to some of the numbers that I came across in my search for this article.
This article brings up a true ethical dilemma for the president. It shows that ethical dilemmas typically have winners and losers. In most cases, as Nance also mentioned, losers are sore and will tend to continue their gripes. It is true that as a leader you will not please everybody, but I stand by the president's decision based on the research that took place to justify the decision.
Tuesday, March 24, 2009
Team Leadership
As most people have stated, teams and team leadership can have both postive experiences/outcomes or negative ones. I think a large part of that also depends on who is on the team and what attitude they bring to the team. I have been on teams where nobody really knows what is going on, even the leader, and I step up as a "leader" to bring order and focus to the group. I also have been part of a team that has thrived due to the leader having order, knowing what our goal was, encouraging diverse thoughts and open communication.
I would lable myself a team leader kind of person....sometimes that's good and sometimes it kicks me in the butt! It mostly kicks me in the butt when I can't seem to motivate the team to do anything or have open communication, this usually occurs with students I work with. It is frustrating when you try hard to get people involved and still not a peep from everyone. The most recently team that I have lead, had one dominate person. This person would always share their opinions, thoughts, and made it uncomfortable for anyone else on the team to share theirs. This is when I would have to make leadership decision number 2: Should I intervene to meet task or relational needs? I did intervene by saying my thoughts and opinions and asking for the teams feedback, making it easier for them to feel comfortable to state their own. It is important to get team collaboration and team discussions because a team is not defined by one person and their input only. If I were to allow only one person to dominate the discussion, then what would the use of the team be?
I would lable myself a team leader kind of person....sometimes that's good and sometimes it kicks me in the butt! It mostly kicks me in the butt when I can't seem to motivate the team to do anything or have open communication, this usually occurs with students I work with. It is frustrating when you try hard to get people involved and still not a peep from everyone. The most recently team that I have lead, had one dominate person. This person would always share their opinions, thoughts, and made it uncomfortable for anyone else on the team to share theirs. This is when I would have to make leadership decision number 2: Should I intervene to meet task or relational needs? I did intervene by saying my thoughts and opinions and asking for the teams feedback, making it easier for them to feel comfortable to state their own. It is important to get team collaboration and team discussions because a team is not defined by one person and their input only. If I were to allow only one person to dominate the discussion, then what would the use of the team be?
Monday, March 23, 2009
Team Leadership - what fun!
Leadership in teams is either a rewarding and productive experience or a miserable and disheartening one.
Communicating a vision is vital to a successful team leadership experience. Once a leader states the "end goal" then the team-supporters and the detractors emerge. By "detractors" I mean the individual who refuses to even try to be a team member. We have all worked with this individual - the naysayer, thrives on negativity or conspiracy, or wants control. I define supporters as those willing to give the vision or the mission a try - they are supporters of the team.
I just came out of a team meeting whereby I am the designated "leader". I should note that the committee or team I am "leading" was appointed by someone higher up. Having learned my lesson from the LPI, I stated the goal/mission of the group and asked for input on the best means to achieve the goal. Whereby, I was promptly told that our mission was a "token exercise in futility" designed to make a specific group look good. Wow!!! Once that was out, chaos reigned (debating, arguing, and angst). I think I will go back to the individal who built the team and ask his thinking behind assigning this person to the team. With this fresh experience, I can confidently state that a negative team leader leadership experience may result with the emergence of a "second leader."
On a more positive note, an area to watch in a "team leadership" situation is to make sure an individual does not take on too much of the team's work. Always great to have someone willing to contribute, but there is a danger to having one person shoulder the work - it impacts perspective, could prejudice opinions or results. Finding balance within a team as far as sharing responsibilities, opinions and committment is a primary challenge facing many team leaders.
An ideal team leadership experience typically means working with individuals with different perspectives, initiative, and backgrounds with a shared culture to get something done. The best type of arrangement is when the Leader is available to state the mission, serve as a sounding board - providing ideas, insight and advise. I have been fortunate enough to have experienced this several times in my career, so I know it is not a myth - teams can and do work.
Nonetheless, I cannot wait for my next meeting with the committee of "discord" - and the evuhl naysayer!!! Suggestions on how to manage (as opposed to Lead) this individual?
Communicating a vision is vital to a successful team leadership experience. Once a leader states the "end goal" then the team-supporters and the detractors emerge. By "detractors" I mean the individual who refuses to even try to be a team member. We have all worked with this individual - the naysayer, thrives on negativity or conspiracy, or wants control. I define supporters as those willing to give the vision or the mission a try - they are supporters of the team.
I just came out of a team meeting whereby I am the designated "leader". I should note that the committee or team I am "leading" was appointed by someone higher up. Having learned my lesson from the LPI, I stated the goal/mission of the group and asked for input on the best means to achieve the goal. Whereby, I was promptly told that our mission was a "token exercise in futility" designed to make a specific group look good. Wow!!! Once that was out, chaos reigned (debating, arguing, and angst). I think I will go back to the individal who built the team and ask his thinking behind assigning this person to the team. With this fresh experience, I can confidently state that a negative team leader leadership experience may result with the emergence of a "second leader."
On a more positive note, an area to watch in a "team leadership" situation is to make sure an individual does not take on too much of the team's work. Always great to have someone willing to contribute, but there is a danger to having one person shoulder the work - it impacts perspective, could prejudice opinions or results. Finding balance within a team as far as sharing responsibilities, opinions and committment is a primary challenge facing many team leaders.
An ideal team leadership experience typically means working with individuals with different perspectives, initiative, and backgrounds with a shared culture to get something done. The best type of arrangement is when the Leader is available to state the mission, serve as a sounding board - providing ideas, insight and advise. I have been fortunate enough to have experienced this several times in my career, so I know it is not a myth - teams can and do work.
Nonetheless, I cannot wait for my next meeting with the committee of "discord" - and the evuhl naysayer!!! Suggestions on how to manage (as opposed to Lead) this individual?
Week 9-Leadership Critique
Critique your experiences with leadership in teams.
In an ideal work setting, team leadership could be reflective of the exercise that was conducted in class. Team leadership would consist of an analyst, synthesizer, definer, president, interpreter, and emotional stabilizer. One of the factors that affects team leadership is politics.
To me one of the key factors to team leadership is communication. A specific example at Mason relating to team leadership revolves around our Patriot Platoon activities committee. Our committee was brought together to manage and implement activities for the student group. Our committee consists of four members (1 student and 3 staff members). Even though this is a small leadership team it is affective in the responsibilities and roles we play.
To me one of the key issues relating to team leadership is goal achievement and accomplishment. I have not served on many leadership teams throughout my professional career. But the type of leadership team that I prefer to work and be involved on is one that all members are treated as equals. Everyones input is heard in a respective manner and a team that is run as a dictatorship my one individual.
In an ideal work setting, team leadership could be reflective of the exercise that was conducted in class. Team leadership would consist of an analyst, synthesizer, definer, president, interpreter, and emotional stabilizer. One of the factors that affects team leadership is politics.
To me one of the key factors to team leadership is communication. A specific example at Mason relating to team leadership revolves around our Patriot Platoon activities committee. Our committee was brought together to manage and implement activities for the student group. Our committee consists of four members (1 student and 3 staff members). Even though this is a small leadership team it is affective in the responsibilities and roles we play.
To me one of the key issues relating to team leadership is goal achievement and accomplishment. I have not served on many leadership teams throughout my professional career. But the type of leadership team that I prefer to work and be involved on is one that all members are treated as equals. Everyones input is heard in a respective manner and a team that is run as a dictatorship my one individual.
Virtual Team Leadership
I coordinated a team of researchers for a short term consultancy project a year ago. We were conducting research on best practices in creating educational opportunities for all during natural and political emergencies in developing countries. The work involved consultants from the US, Ghana, Ethiopia, and China. The final product was a paper giving detail of all of our recommendations for the World Bank.
One of the biggest challenges in doing this type of project is keeping in regular communication with people in different time zones across the world. It wasn't always possible to have meetings and be able to get everyone's input because we all had our individual work and family schedules. Culture was a big issue as well. When I work in other countries, it is expected that I adapt to the host country culture and ways of conducting business -- or at least make an honest attempt (I always make mistakes...). However in a virtual environment where everyone is still working in their native cultures, whose culture becomes the dominant culture?
This was the first time I had ever done this type of project so I was feeling out the process as I went along. If I had to do it again (and I am sure the opportunity will come again as technology is improving all the time...) I would develop some kind of process norms so that there would be a general understanding of how all involved should interact with each other. I would also have to configure a way to provide training on how to use the online collaboration tools as some people had issues (most of the ones who had issues were American...).
One of the biggest challenges in doing this type of project is keeping in regular communication with people in different time zones across the world. It wasn't always possible to have meetings and be able to get everyone's input because we all had our individual work and family schedules. Culture was a big issue as well. When I work in other countries, it is expected that I adapt to the host country culture and ways of conducting business -- or at least make an honest attempt (I always make mistakes...). However in a virtual environment where everyone is still working in their native cultures, whose culture becomes the dominant culture?
This was the first time I had ever done this type of project so I was feeling out the process as I went along. If I had to do it again (and I am sure the opportunity will come again as technology is improving all the time...) I would develop some kind of process norms so that there would be a general understanding of how all involved should interact with each other. I would also have to configure a way to provide training on how to use the online collaboration tools as some people had issues (most of the ones who had issues were American...).
Blog: To be up soon
Hey everyone! It is 4a.m. and I am out sitting at Shack-a-thon for Greek Week and just remembered that I forgot to blog this weekend. I don't have my book on my to make any extra awesome points..so I will blog early Monday afternoon! With the craziness of getting ready for Greek Week it slipped my mind! Sorry for the delay.
Sunday, March 22, 2009
Working in Leadership Teams
One of the most difficult things to do in the world of work is to work in a team that is not on the same page. One of the most rewarding things you can do is work in full collaboration with a leadership team to achieve a common goal.
I am asked to work on leadership teams all of the time. In my experience the hardest thing to do is to have people leave their "egos" at the door. Sometimes this can be extremely difficult. However, if handled properly, it can prove to be beneficial, because it gives you insight on how certain "leaders" think, and what their style/s may be when faced in working as a team.
Recently, I was asked to design a team that would serve as an ad hoc committee for a data base that I am designing that will contain data that will be uploaded by member institutions. My team consisted of 7 leaders who all came from different perspectives, but who all had the content/area knowledge that I was seeking to complete the initial stages of developing the first stages of the data base. The team consisted of myself as the project coordinator, the director of MIS (Member Information Services), the director of Research, a researcher, two company vice presidents, two members of the Board of Trustees, and 3 member institutions who would serve as "testers" of the initial soft launch of the project.
Right off the bat, I know that I had to establish the tone to make sure that everyone felt empowered to work in collaboration with one another and to be respectful of every one's input, ideas, thoughts, and feelings. Sometimes, this is not an easy task. There were certain members who were critical of the program design and asked that upon furthure review to change the database after it had been designed and laid out. While this was an easy task to fix, sometimes, this may not always be the case. When working in a leadership team, you must express a vision, a goal, and state a mission to get everyone on the same page, because it you do not, you might find yourself going in circles.
In most work/office situations, team building is key! Coaching, mentoring, mutual collaboration are essential to keep teams congruent and to working towards a common goal. Each experience for me teaches me the valuable experiences that I am going to need in my career and my development as a leader. It is essential that as a team, you establish a clear cut goal up front, and to include everyone on the team in this goal from the on set. These are just a few of important aspects that I have learned from working in a team environment.
I am asked to work on leadership teams all of the time. In my experience the hardest thing to do is to have people leave their "egos" at the door. Sometimes this can be extremely difficult. However, if handled properly, it can prove to be beneficial, because it gives you insight on how certain "leaders" think, and what their style/s may be when faced in working as a team.
Recently, I was asked to design a team that would serve as an ad hoc committee for a data base that I am designing that will contain data that will be uploaded by member institutions. My team consisted of 7 leaders who all came from different perspectives, but who all had the content/area knowledge that I was seeking to complete the initial stages of developing the first stages of the data base. The team consisted of myself as the project coordinator, the director of MIS (Member Information Services), the director of Research, a researcher, two company vice presidents, two members of the Board of Trustees, and 3 member institutions who would serve as "testers" of the initial soft launch of the project.
Right off the bat, I know that I had to establish the tone to make sure that everyone felt empowered to work in collaboration with one another and to be respectful of every one's input, ideas, thoughts, and feelings. Sometimes, this is not an easy task. There were certain members who were critical of the program design and asked that upon furthure review to change the database after it had been designed and laid out. While this was an easy task to fix, sometimes, this may not always be the case. When working in a leadership team, you must express a vision, a goal, and state a mission to get everyone on the same page, because it you do not, you might find yourself going in circles.
In most work/office situations, team building is key! Coaching, mentoring, mutual collaboration are essential to keep teams congruent and to working towards a common goal. Each experience for me teaches me the valuable experiences that I am going to need in my career and my development as a leader. It is essential that as a team, you establish a clear cut goal up front, and to include everyone on the team in this goal from the on set. These are just a few of important aspects that I have learned from working in a team environment.
Team Leadership
Working in team, in my opinion is one of the hardest things to do. The only team work I have been apart of is for school project and creating programs for the resident advisor position. Before the role play done in class I did not know there was clear roles for each person in a group. After the role play,not only do I understand the roles but the importance each role has in the group.
For example, if you did not have the critic then would be the person who question what was being done in the group; or the analysis who would make sure that whatever decision/suggestion being made will be supported by any group that supports the team. The examples showed the importance of different roles in a group. After thinking about the groups that I have been apart of I saw where people where the critic.
From the readings and the role play I saw that collaboration is key. Another thing that is important is for all group members to understand what the focus is in the group. Without people understand the goals of the group.
I think that the role play done in class helps prepare me in working in teams in a higher education setting. One thing this experience has taught me is that it is okay to speak your mind in a team setting. Without the "critic" the group would not function to the best of its ability. This experience will help me in my future roles in the higher education setting.
For example, if you did not have the critic then would be the person who question what was being done in the group; or the analysis who would make sure that whatever decision/suggestion being made will be supported by any group that supports the team. The examples showed the importance of different roles in a group. After thinking about the groups that I have been apart of I saw where people where the critic.
From the readings and the role play I saw that collaboration is key. Another thing that is important is for all group members to understand what the focus is in the group. Without people understand the goals of the group.
I think that the role play done in class helps prepare me in working in teams in a higher education setting. One thing this experience has taught me is that it is okay to speak your mind in a team setting. Without the "critic" the group would not function to the best of its ability. This experience will help me in my future roles in the higher education setting.
Week 9: Experiences with Team Leadership
My personal experience with Team Leadership has been along the continuum from that of Super to Nightmare. The difference is attributable to how the team members were committed to the process. Like any relationship, Team Leadership, has to clearly define upfront what roles the members will assume and there has to be enforcement for the team to achieve success. The Northouse chapter reading makes this case with the Hill Model for Team Leadership figure and the Mc Grath Critical Leadership Functions matrix.
The challenge for a Team is everyone has to understand what the mission is and what they are being asked to contribute. I have witnessed individuals take advantage of others in a Team environment. I have seen individuals really go the extra mile, do really heavy lifting, but not be serving the Team intent with their hard work.
Collaboration and Communication define the best Teams. I have enjoyed working on Teams that took baby steps as a way to approach problem solving. By this, I mean the work was incrementally challenging. If work was not broken down into specific tasks with enforced deadlines, it became difficult to work together. The reason was egos and trust were contained with the incremental process. Whatever can go wrong may go wrong and going slow and easy mitigates the need for a state of urgency brought about by crisis management. Every time I worked on any Team I learned more about myself and of others.
Another important lesson I learned is to enforce deadlines. You have to be accountable to the Team. Finally, Northouse offers a great Leadership Instrument in the Team Leadership chapter reading.
The challenge for a Team is everyone has to understand what the mission is and what they are being asked to contribute. I have witnessed individuals take advantage of others in a Team environment. I have seen individuals really go the extra mile, do really heavy lifting, but not be serving the Team intent with their hard work.
Collaboration and Communication define the best Teams. I have enjoyed working on Teams that took baby steps as a way to approach problem solving. By this, I mean the work was incrementally challenging. If work was not broken down into specific tasks with enforced deadlines, it became difficult to work together. The reason was egos and trust were contained with the incremental process. Whatever can go wrong may go wrong and going slow and easy mitigates the need for a state of urgency brought about by crisis management. Every time I worked on any Team I learned more about myself and of others.
Another important lesson I learned is to enforce deadlines. You have to be accountable to the Team. Finally, Northouse offers a great Leadership Instrument in the Team Leadership chapter reading.
Week 9: Reflection on Team Leadership
I agree with the benefits of team leadership. In my experience, the dialog created by team discussion of goals and solutions far outweighs the individal approach to problem solving. Team leadership allows for ideas from various perspectives to be discussed and a better solution to result.
I have had a lot of experience with the concepts of team leadership in the committees that I have run and other projects which I have been a part of. Although there are obvious benefits to this direction of leadership, the obvious downfalls are what usually come into play when team leadership is put into practice. Rarely do you see a team that works in a neutral way. In my experience, there have always been issues with individual agendas and submissive personalities.
The issue seems to commonly arrise where you have individuals who want something for themselves and not necessarily for the good of the direction of the team. Greed or personal agendas tend to skew a lot of what ends up being discussed or solved. Team leadership requires that there is a particular appointment of the individuals in the team to create a cohesive thinktank with similar goals and objectives.
The other issue that seems to arrise even more often in the teams that I have worked in is the problem of submissiveness. The advantages of team leadership is that the various people involved need to create a dialog with varying perspectives. If individuals sit on the sidelines and don't become involved, then they are useless with regards to the objectives of the team. As many people in the teams that I have been a part of were appointed, they rarely felt the necessity to become fully involved in the mission. The people involved in the team need incentives, and incentives create greed, and we are now in a circle issues.
I enjoy the concepts of team leadership, and I have definately become better at fostering the ideals of a team method, however this type of mentality takes experience in order to get a group dialog really working. Each time I become involved in team efforts, I have noticed that the teams become more productive and I have a better understanding of how to keep people involved and on track toward the issues by playing the roles that we mentioned in class.
I have had a lot of experience with the concepts of team leadership in the committees that I have run and other projects which I have been a part of. Although there are obvious benefits to this direction of leadership, the obvious downfalls are what usually come into play when team leadership is put into practice. Rarely do you see a team that works in a neutral way. In my experience, there have always been issues with individual agendas and submissive personalities.
The issue seems to commonly arrise where you have individuals who want something for themselves and not necessarily for the good of the direction of the team. Greed or personal agendas tend to skew a lot of what ends up being discussed or solved. Team leadership requires that there is a particular appointment of the individuals in the team to create a cohesive thinktank with similar goals and objectives.
The other issue that seems to arrise even more often in the teams that I have worked in is the problem of submissiveness. The advantages of team leadership is that the various people involved need to create a dialog with varying perspectives. If individuals sit on the sidelines and don't become involved, then they are useless with regards to the objectives of the team. As many people in the teams that I have been a part of were appointed, they rarely felt the necessity to become fully involved in the mission. The people involved in the team need incentives, and incentives create greed, and we are now in a circle issues.
I enjoy the concepts of team leadership, and I have definately become better at fostering the ideals of a team method, however this type of mentality takes experience in order to get a group dialog really working. Each time I become involved in team efforts, I have noticed that the teams become more productive and I have a better understanding of how to keep people involved and on track toward the issues by playing the roles that we mentioned in class.
Sunday, March 15, 2009
Week 7: President Obama and symbolism
Are you familiar with the new symbol of the ARRA?
See: http://blogs.abcnews.com/politicalpunch/2009/03/emblems-to-stam.html
ARRA stands for the American Recovery and Reinvestment Act. The idea is we can link a project with the economic stimulus funding because the ARRA symbol will be visible The administration created this symbol to provide visibility of ARRA projects. This reminds me of FDR's National Recovery Act
See: http://en.wikipedia.org/wiki/National_Recovery_Administration
Think the use of emblems like this is powerful but it could be overdone if the administration creates too many. Find it interesting is there are no words attached to the ARRA symbol or the earlier Obama's campaign symbol.
See: http://search.live.com/images/results.aspx?q=obama+campaign+symbols&FORM=BIRE#
These symbols are a new way for people to connect with the country. The symbols augment the American flag and are not replacing it.
See: http://blogs.abcnews.com/politicalpunch/2009/03/emblems-to-stam.html
ARRA stands for the American Recovery and Reinvestment Act. The idea is we can link a project with the economic stimulus funding because the ARRA symbol will be visible The administration created this symbol to provide visibility of ARRA projects. This reminds me of FDR's National Recovery Act
See: http://en.wikipedia.org/wiki/National_Recovery_Administration
Think the use of emblems like this is powerful but it could be overdone if the administration creates too many. Find it interesting is there are no words attached to the ARRA symbol or the earlier Obama's campaign symbol.
See: http://search.live.com/images/results.aspx?q=obama+campaign+symbols&FORM=BIRE#
These symbols are a new way for people to connect with the country. The symbols augment the American flag and are not replacing it.
Saturday, March 14, 2009
HELP on case analysis!
So, I am having a hard time figuring out how to start my paper. I want to make sure I have my constituents right before moving along much further. Are the provosts constituents mainly the Faculty Senate and president? Or is it broader then that? I have no clue! I know that the Engineering Department should be schmoozing me..but other then the Faculty Senate and the President I don't know who I am suppose to schmooze. If anyone has any insights or would like to give examples that they are using, that would be a great help.
Is anyone else having a hard time with this?
Is anyone else having a hard time with this?
Tuesday, March 10, 2009
The Culture of Obama
The Kezar book states that the leadership process is aligned with culture (Kezar, p. 131).
Right at 50 days, the Obama administration appears to embrace a culture of openness, transparency and technology. Technology is a cultural theme for the presidency; President Obama, an avid user of technology (i.e. his Blackberry) has made technology a cultural theme for his presidency. He set the stage by posting messages and his campaign speeches on the worldwide web. Not surprisingly, one of the first actions taken by the transition team made was to update the computer system and infrastructure at the White House. Communication and information gathering capabilities were greatly enhanced and made accessible.
Additional technology instruments used includes a robust website that is accessible by all - http://www.whitehouse.gov/. President Obama even has a profile on LinkedIn.com! Clearly, the President expects his administration to use technology as a tool to communicate and to share, thereby promoting transparency. Information is not used as a means of control or to perpetuate fear. For the first time, people can easily see legislation the president is reviewing, debating, supporting or not supporting (and why). Even the President’s weekly radio address gets posted onto the web. President Ronald Reagan was called the “great communicator;” President Obama may also be known as the same with the caveat of communicating via technology. Time will tell.
Aside from technology, I think the second most important aspect of President Obama’s leadership culture is the fact that he is an African-American man. He has a unique worldview compared against most Americans. President Obama is a child of a mixed relationship with a cross-cultural upbringing outside of the United States. An eclectic background as this typically means exposure to different religions, cultures and worldviews – including a unique perspective on the United States and its people. Such a background contributes to a sophisticated worldview. His expectation of his advisors to have openness to other opinions and experiences is evident in his hiring choices and even his choice to include various individuals in the inaugural celebration (religious leaders, performers, speakers). The President surrounds himself with people from different backgrounds, lifestyles, and perspectives (even those that are contrary to his). President Obama will have many difficult decisions to make during his presidency. Having a team of varying opinions and perspectives will lead to more effective and complex decision-making.
Right at 50 days, the Obama administration appears to embrace a culture of openness, transparency and technology. Technology is a cultural theme for the presidency; President Obama, an avid user of technology (i.e. his Blackberry) has made technology a cultural theme for his presidency. He set the stage by posting messages and his campaign speeches on the worldwide web. Not surprisingly, one of the first actions taken by the transition team made was to update the computer system and infrastructure at the White House. Communication and information gathering capabilities were greatly enhanced and made accessible.
Additional technology instruments used includes a robust website that is accessible by all - http://www.whitehouse.gov/. President Obama even has a profile on LinkedIn.com! Clearly, the President expects his administration to use technology as a tool to communicate and to share, thereby promoting transparency. Information is not used as a means of control or to perpetuate fear. For the first time, people can easily see legislation the president is reviewing, debating, supporting or not supporting (and why). Even the President’s weekly radio address gets posted onto the web. President Ronald Reagan was called the “great communicator;” President Obama may also be known as the same with the caveat of communicating via technology. Time will tell.
Aside from technology, I think the second most important aspect of President Obama’s leadership culture is the fact that he is an African-American man. He has a unique worldview compared against most Americans. President Obama is a child of a mixed relationship with a cross-cultural upbringing outside of the United States. An eclectic background as this typically means exposure to different religions, cultures and worldviews – including a unique perspective on the United States and its people. Such a background contributes to a sophisticated worldview. His expectation of his advisors to have openness to other opinions and experiences is evident in his hiring choices and even his choice to include various individuals in the inaugural celebration (religious leaders, performers, speakers). The President surrounds himself with people from different backgrounds, lifestyles, and perspectives (even those that are contrary to his). President Obama will have many difficult decisions to make during his presidency. Having a team of varying opinions and perspectives will lead to more effective and complex decision-making.
Anglo Leadership Profile
This was in the reading last week and I thought that it was interesting:
Anglo countries want leaders to be exceedingly motivating and visionary, not autocratic, and condsiderate of others, team oriented, and autonomous. They believe that it is ineffective if leaders are status conscious or prone to face saving.
Dave and I talked about how this reflects on Barak Obama and how citizens choose their presidents. We look for someone who has a vision for the United States and can motivate themselves and others to follow the vision. Barack Obama is very motivating, getting the citizens involved in volunteering, he has a vision for America, he is considerate of others and is team oriented.
This is just a little reflection on the reading, hope you enjoyed it!
Anglo countries want leaders to be exceedingly motivating and visionary, not autocratic, and condsiderate of others, team oriented, and autonomous. They believe that it is ineffective if leaders are status conscious or prone to face saving.
Dave and I talked about how this reflects on Barak Obama and how citizens choose their presidents. We look for someone who has a vision for the United States and can motivate themselves and others to follow the vision. Barack Obama is very motivating, getting the citizens involved in volunteering, he has a vision for America, he is considerate of others and is team oriented.
This is just a little reflection on the reading, hope you enjoyed it!
Monday, March 2, 2009
Week 6-Elizabeth
The movie that I selected to watch for this week's blog was Elizabeth: The Golden Age. The movie focused on the Golden Age at the time of the Spanish invasion.
A transformational leadership focuses on the following aspects: empower the people, raise consciousness, create a vision, social architects, and building trust and fostering relationship.
I do remember learning about Queen Elizabeth many many years ago but based on the movie I would agree that she models the transformational leadership approach. Transformational leadership embodies a concern for the common good or followers. The Queen in her reign created a vision and a country were freedom existed and established laws protected the countrymen. The Queen on the verge of a Spanish attack went out to the battlefield and charged her troops to defend the land of England. She said that “We would meet the enemy face to face...together no invader will pass...they will not pass....and we will meet in the field of Victory. The Queen was somewhat of a social architect in this challenge to the soldiers-as she provided the troops with an idea for the future and an hope for victory.
The movie opened with a quote from the Queen, “The impossible is far more interesting.”To be this is the idea of raising consciousness or the ability to be different. To me the Queen in the movie showed that she would not conform to the norm or settle for a husband simply based on the fact that she did not have one.
Did the queen empower her people? Yes. I believe that the Queen led my example and those that followed her possessed qualities similar to her: dignified, strong, brave, and full of pride. In class we identified leaders who we thought we transformational leaders: Ghandi, Martin Luther King, Mother Theresa....well I think that Queen Elizabeth could be part of this crew.
Good movie! I would suggest renting it.
A transformational leadership focuses on the following aspects: empower the people, raise consciousness, create a vision, social architects, and building trust and fostering relationship.
I do remember learning about Queen Elizabeth many many years ago but based on the movie I would agree that she models the transformational leadership approach. Transformational leadership embodies a concern for the common good or followers. The Queen in her reign created a vision and a country were freedom existed and established laws protected the countrymen. The Queen on the verge of a Spanish attack went out to the battlefield and charged her troops to defend the land of England. She said that “We would meet the enemy face to face...together no invader will pass...they will not pass....and we will meet in the field of Victory. The Queen was somewhat of a social architect in this challenge to the soldiers-as she provided the troops with an idea for the future and an hope for victory.
The movie opened with a quote from the Queen, “The impossible is far more interesting.”To be this is the idea of raising consciousness or the ability to be different. To me the Queen in the movie showed that she would not conform to the norm or settle for a husband simply based on the fact that she did not have one.
Did the queen empower her people? Yes. I believe that the Queen led my example and those that followed her possessed qualities similar to her: dignified, strong, brave, and full of pride. In class we identified leaders who we thought we transformational leaders: Ghandi, Martin Luther King, Mother Theresa....well I think that Queen Elizabeth could be part of this crew.
Good movie! I would suggest renting it.
Week 6- 12 Angry Men
I really do love this film. It says a lot about the nature of our judicial system both good and bad. I always want to know how often we actually have a jury of our peers that weighs the case put before them like the one in this film does.
For those who aren't familiar with this film, the plot is very simple. There is a murder trial about a boy who might have killed his father. The film begins with the 12 jurors being dismissed for deliberation. The jurors next take a vote to find out where they stand, and Juror Number 8 (Henry Fonda) is the sole juror who claims a decision of "Not Guilty." The movie then progresses with juror after juror moving their decision from "Guilty" to "Not Guilty" for varying reasons.
To start, juror number 1 comes out attempting to lead the group through his attempts to create order out of the mess by calling for votes and creating a system for arguing points. He does more policing than leading. In the end, juror number 8 is mentioned as the "leader" of the group after persuading several others of the reasonable doubt in the case.
The interesting point of this story is that juror 8 stands up for what he believes and in doing so begins to make individuals out of what seems to be a pressured mob. The first vote was cast by show of hands, which psychologically forces many people to side with the visual majority. The second vote was done by secret ballot, requested by juror 8, allowing people to be more honest about their view. The process seems to be the most important aspect for juror 8. He is not really challenging due process, rather he is forcing the jury to remember their obligations to the process.
Juror 8 takes on a transformational leadership role by slowly creating doubt in person after person which allows each one to cone to their own personal terms of the situation and, in turn, lead the arguments against those that find the accused as guilty. One after another, jurors flip their decision after various doubts in the case presented. Each juror also switches to the side of not guilty by putting aside personal politics and reason.
The story also creates interesting circles or groups within the 12 people. As the story goes along, three or four people on the side of guilty are choosing so for various personal reasons that make them very strong and vocal. The majority are quiet and logical, and then there are several that seem to be of differing social classes and race which makes them pull together in their arguments. Though this is a room of 12 white males, the differences between them are striking, and it was juror 8's intention to play on those differences by approaching his point in as many different angles as possible, but each relating to the specific personalities he was contended with.
I also found several side notes to the story quite interesting. Little nuances such as juror 8's occupation as an architect. Could this be a relation to the concept of a leader being a social architect?
For those who aren't familiar with this film, the plot is very simple. There is a murder trial about a boy who might have killed his father. The film begins with the 12 jurors being dismissed for deliberation. The jurors next take a vote to find out where they stand, and Juror Number 8 (Henry Fonda) is the sole juror who claims a decision of "Not Guilty." The movie then progresses with juror after juror moving their decision from "Guilty" to "Not Guilty" for varying reasons.
To start, juror number 1 comes out attempting to lead the group through his attempts to create order out of the mess by calling for votes and creating a system for arguing points. He does more policing than leading. In the end, juror number 8 is mentioned as the "leader" of the group after persuading several others of the reasonable doubt in the case.
The interesting point of this story is that juror 8 stands up for what he believes and in doing so begins to make individuals out of what seems to be a pressured mob. The first vote was cast by show of hands, which psychologically forces many people to side with the visual majority. The second vote was done by secret ballot, requested by juror 8, allowing people to be more honest about their view. The process seems to be the most important aspect for juror 8. He is not really challenging due process, rather he is forcing the jury to remember their obligations to the process.
Juror 8 takes on a transformational leadership role by slowly creating doubt in person after person which allows each one to cone to their own personal terms of the situation and, in turn, lead the arguments against those that find the accused as guilty. One after another, jurors flip their decision after various doubts in the case presented. Each juror also switches to the side of not guilty by putting aside personal politics and reason.
The story also creates interesting circles or groups within the 12 people. As the story goes along, three or four people on the side of guilty are choosing so for various personal reasons that make them very strong and vocal. The majority are quiet and logical, and then there are several that seem to be of differing social classes and race which makes them pull together in their arguments. Though this is a room of 12 white males, the differences between them are striking, and it was juror 8's intention to play on those differences by approaching his point in as many different angles as possible, but each relating to the specific personalities he was contended with.
I also found several side notes to the story quite interesting. Little nuances such as juror 8's occupation as an architect. Could this be a relation to the concept of a leader being a social architect?
Dead Poets Society - Transformational Leadership
There are many movies that capture the true essence of Transformational Leadership. Movies that come to mind are the Great Debaters (Denzel Washington), Coach Carter (Samuel L. Jackson) and Dangerous Minds (Michelle Pheiffer). However, the movie that I chose for this assignment was Dead Poets Soceity.
"Oh Captain, My Captain"!
Dead Poets Society was an exceptional movie. Set in the late 1950's, it is set at a prestigious boarding school for men, with rigid traditions and standards. Professor John Keating (Robin Williams) is introduced as the new English Professor.
Transformational leadership is defined as having the ability inspire and motivate. It has five components; idealized influence, inspirational motivation, intellectural stimulations, individual consideration and trust/collaboration.
Keating was inspirational, dynamic, and energenic! He also injected humor into his teaching which stimulated his students to think differently and creatively by suggesting news ways of looking at things.
In the movie, one could say that one can see many types of leadership styles. From the opening scene in which Keating comes to class, you can see him invoke his leadership style. His passion for poetry, his students, and teaching them to look at the world in a different light.
Professor Keating from the opening class appears to want to move his students in a new direction. He teaches them to look at poetry differently and to seize the day. Professor Keating "became their inspiration, he made their lives extraordinary". ( A tagline from the movie).
Keating's leadership was compelling, sympatheic, and eloquent. He focused on each student invidually and assisted them in facing both their strengths and weaknesses. Keating broke tradition, but still maintained professionalism, although his teaching style was being noticed by other professors and school administrators.
Professor Keating involved his students in making decisions, they developed a bond of trust. And while he was very influencing and thought provoking, he was not intruding. The culuture of the school was rigid. The school director Mr. Nolan had a profound influence on all of the students. However, his style is nothing like Mr. Keatings, in fact it clashes. Nolan is straight by the book, whereas Keating uses his style to invoke confidence and transformation.
In the movie, Transformational Leadership is so noted as Professor Keating coaches his students through their situations and issues. Futhermore, he uses his influence and skills to listen, learn and develop new and innovative ways to inspire his students. According to Northouse (2001), "This factor is represenative of leaders who provides a supportive climate in which they listen carefully to the individual needs of the followers." You see this demonstrated throughout the movie.
Keating's most profound teaching lesson in my opinion was having his students face conformity! He does an excercise where he tells them to find their own walk, swim against the stream. Keating challenged the process and taught his students how to confront new traditions.
An outstanding movie that shows you leadership skills and methods from beginning to end.
SEIZE THE DAY!
"Oh Captain, My Captain"!
Dead Poets Society was an exceptional movie. Set in the late 1950's, it is set at a prestigious boarding school for men, with rigid traditions and standards. Professor John Keating (Robin Williams) is introduced as the new English Professor.
Transformational leadership is defined as having the ability inspire and motivate. It has five components; idealized influence, inspirational motivation, intellectural stimulations, individual consideration and trust/collaboration.
Keating was inspirational, dynamic, and energenic! He also injected humor into his teaching which stimulated his students to think differently and creatively by suggesting news ways of looking at things.
In the movie, one could say that one can see many types of leadership styles. From the opening scene in which Keating comes to class, you can see him invoke his leadership style. His passion for poetry, his students, and teaching them to look at the world in a different light.
Professor Keating from the opening class appears to want to move his students in a new direction. He teaches them to look at poetry differently and to seize the day. Professor Keating "became their inspiration, he made their lives extraordinary". ( A tagline from the movie).
Keating's leadership was compelling, sympatheic, and eloquent. He focused on each student invidually and assisted them in facing both their strengths and weaknesses. Keating broke tradition, but still maintained professionalism, although his teaching style was being noticed by other professors and school administrators.
Professor Keating involved his students in making decisions, they developed a bond of trust. And while he was very influencing and thought provoking, he was not intruding. The culuture of the school was rigid. The school director Mr. Nolan had a profound influence on all of the students. However, his style is nothing like Mr. Keatings, in fact it clashes. Nolan is straight by the book, whereas Keating uses his style to invoke confidence and transformation.
In the movie, Transformational Leadership is so noted as Professor Keating coaches his students through their situations and issues. Futhermore, he uses his influence and skills to listen, learn and develop new and innovative ways to inspire his students. According to Northouse (2001), "This factor is represenative of leaders who provides a supportive climate in which they listen carefully to the individual needs of the followers." You see this demonstrated throughout the movie.
Keating's most profound teaching lesson in my opinion was having his students face conformity! He does an excercise where he tells them to find their own walk, swim against the stream. Keating challenged the process and taught his students how to confront new traditions.
An outstanding movie that shows you leadership skills and methods from beginning to end.
SEIZE THE DAY!
Sunday, March 1, 2009
Gandhi
Gandhi was, most certainly, a transformational leader. I use the Kouzes and Posner model of transformational leadership to describe why.
MODEL THE WAY: Gandhi's best exemplifies this through fasting. His first fast (at least as it is shown in the film) was after violence had broken out during the noncooperation campaign against British rule. Gandhi, a proponent of nonviolence, was deeply troubled by the way the violence by Indians against police and British soldiers was perceived by the British and portrayed in international news. He believed that violence only amounted to revenge which leads to more violence. Thus in order to stop violent behavior, Indians must remain noncompliant with British laws that were dehumanizing, but turn the other cheek when faced with violence. Gandhi's willingness to put his life on the line through a hunger strike was perhaps the greatest nonviolent act of resistance which he kept up until, as it was said in the movie, that Indians were offering garlands to British soldiers and Indian police.
INSPIRE A SHARED VISION: In an early part of the movie, Gandhi explained how buying clothes from the British rather than from Indians was making India poorer. He had moved to a small rural village in modest home and chose to wear clothes made from local materials. He then inspired other Indians to get rid of their British garments at a rally and burned them all as a public demonstration of Indian solidarity. Gandhi connected directly with the poor although he was a highly educated man by listening to their concerns about their inability to maintain a livelihood that was taken away under British rule.
CHALLENGE THE PROCESS: Gandhi initiated a salt making campaign. The British had a monopoly on salt making, even the India had its own ocean from which they were able to produce their own salt. Considering that salt is a necessary to sustain life, Gandhi saw it as another way to keep India dependent on Britain. Gandhi led a march to the sea where he and many others began producing their own salt in an act of defiance.
ENABLE OTHERS TO ACT: Once the British learned of the salt making in India, they discussed means by which to encourage violence in India in an effort to lessen the following of Gandhi. Gandhi was arrested, however his absence did not lead to violence. Muslims and Hindus stood together while being beaten, one by one, never lifting a hand to hurt the ones who struck them. Gandhi's followers had the courage to do this in his absence because they felt they were strong enough to do this on their own.
MODEL THE WAY: Gandhi's best exemplifies this through fasting. His first fast (at least as it is shown in the film) was after violence had broken out during the noncooperation campaign against British rule. Gandhi, a proponent of nonviolence, was deeply troubled by the way the violence by Indians against police and British soldiers was perceived by the British and portrayed in international news. He believed that violence only amounted to revenge which leads to more violence. Thus in order to stop violent behavior, Indians must remain noncompliant with British laws that were dehumanizing, but turn the other cheek when faced with violence. Gandhi's willingness to put his life on the line through a hunger strike was perhaps the greatest nonviolent act of resistance which he kept up until, as it was said in the movie, that Indians were offering garlands to British soldiers and Indian police.
INSPIRE A SHARED VISION: In an early part of the movie, Gandhi explained how buying clothes from the British rather than from Indians was making India poorer. He had moved to a small rural village in modest home and chose to wear clothes made from local materials. He then inspired other Indians to get rid of their British garments at a rally and burned them all as a public demonstration of Indian solidarity. Gandhi connected directly with the poor although he was a highly educated man by listening to their concerns about their inability to maintain a livelihood that was taken away under British rule.
CHALLENGE THE PROCESS: Gandhi initiated a salt making campaign. The British had a monopoly on salt making, even the India had its own ocean from which they were able to produce their own salt. Considering that salt is a necessary to sustain life, Gandhi saw it as another way to keep India dependent on Britain. Gandhi led a march to the sea where he and many others began producing their own salt in an act of defiance.
ENABLE OTHERS TO ACT: Once the British learned of the salt making in India, they discussed means by which to encourage violence in India in an effort to lessen the following of Gandhi. Gandhi was arrested, however his absence did not lead to violence. Muslims and Hindus stood together while being beaten, one by one, never lifting a hand to hurt the ones who struck them. Gandhi's followers had the courage to do this in his absence because they felt they were strong enough to do this on their own.
Week 6- Elizabeth
"I may be a women but I have the heart of a man. I am my father's daughter and I not afraid of anything". The movie Elizabeth showed many examples of Transformational Leadership. Elizabeth showed that she had a concerned for her people when she went in front of all the bishops and started that their needed to a "Single Church of England". In order to make her point stronger she practice and try to find the best way to stressed that this act was going to help her people. The biggest ideas that was expressed through out was making sure that Elizabeth married someone. Throughout the movie she would talk about her nation rather than a man for herself. At the end of the movie she made a transitions and declare that she was now married to England.
In order to be a good leader she asked her people what they feel about a certain situation and what they would if they needed to make a decision.
When thinking about the movie, I remembered the speaker and the themes in Leadership which are Reflective,Ethics, and Diversity. I do not see Ethics and Diversity falling into this situation because of the power a queen holds, but there was a lot of time taken to her to reflective on many of the decisions that she had to make. The speaker take about going with your gut feeling which is something that the Queen did. When all the people stated she had to get married, she knew that she did not want to be married but respected her people and welcome in the idea to think about if she would.
The movie showed that many people did not want Elizabeth to be the queen and some even tried to kill her, but she did everything that she could to be the best leader she could and in the end she was known as a great queen.
In order to be a good leader she asked her people what they feel about a certain situation and what they would if they needed to make a decision.
When thinking about the movie, I remembered the speaker and the themes in Leadership which are Reflective,Ethics, and Diversity. I do not see Ethics and Diversity falling into this situation because of the power a queen holds, but there was a lot of time taken to her to reflective on many of the decisions that she had to make. The speaker take about going with your gut feeling which is something that the Queen did. When all the people stated she had to get married, she knew that she did not want to be married but respected her people and welcome in the idea to think about if she would.
The movie showed that many people did not want Elizabeth to be the queen and some even tried to kill her, but she did everything that she could to be the best leader she could and in the end she was known as a great queen.
Week 6: Dead Poets Society
We watched bits and pieces of the Dead Poets Society in class and discussed how Keating, one of the main characters, was a transformational leader. Since we have already discussed Keating, I would like to take this time and talk about the other leader that I see in this movie. Keating is the main leader of the students, he is in a leadership poistion by being appointed the english teacher. I also believe that Neil Perry, a student of Keating's, is another major leader within the story. Perry is the leader of a group of students, whom happen to be the group of students that are most influenced by Keating. I believe Perry is the leader of the group due to the fact that he is the one that everyone goes to for study groups, he is the one that actively seeks out Mr. Keatings old annual, and is the one who wants to bring back the Dead Poets Society and encourages others to join him.
While watching the movie, I kept noticing how natural it came to Perry to be a leader. How he easily could encourage his peers to join his causes, others looked to him first, and how he naturally cared for his peers. Todd, his roommate and in his first year at Welton Academy, also notices how Perry by stating to Perry that he is a person who says things and people listen. While noticing that being a leader seemed to naturally come to Perry, I wondered if he would fit into the "great man" theory.
Neuroticism: Perry's strained relationship with his father plays into his Neuroticism and is also the reason for his committing suicide.
Extraversion: Perry is very sociable and is well known among his classmates, I would say he is one of the more popular kids in the school. He is able to see the positive and is encouraging of his schoolmates.
Opennes: Perry is curious about the Dead Poets Society, Keating is able to open up his creativness and gives him a space which he can express his creativity.
Agreeableness: Perry is trusting of his school mates and Keating, he nurtures Todd who is new and shy by taking him under his wing and accepting him
Conscientiousness: Perry is the student you know will be where he is suppose to be, teachers and classmates would be able to depend on him
According to the Traits Theory, Perry would be seen as a leader. He also has the major leadership traits which are: intelligence, self-confidence, determination, integrity, and sociabilty.
When Neil passes away, the question I had was who out of the group of students will emerge to be the next leader or even will there be another leader?
While watching the movie, I kept noticing how natural it came to Perry to be a leader. How he easily could encourage his peers to join his causes, others looked to him first, and how he naturally cared for his peers. Todd, his roommate and in his first year at Welton Academy, also notices how Perry by stating to Perry that he is a person who says things and people listen. While noticing that being a leader seemed to naturally come to Perry, I wondered if he would fit into the "great man" theory.
Neuroticism: Perry's strained relationship with his father plays into his Neuroticism and is also the reason for his committing suicide.
Extraversion: Perry is very sociable and is well known among his classmates, I would say he is one of the more popular kids in the school. He is able to see the positive and is encouraging of his schoolmates.
Opennes: Perry is curious about the Dead Poets Society, Keating is able to open up his creativness and gives him a space which he can express his creativity.
Agreeableness: Perry is trusting of his school mates and Keating, he nurtures Todd who is new and shy by taking him under his wing and accepting him
Conscientiousness: Perry is the student you know will be where he is suppose to be, teachers and classmates would be able to depend on him
According to the Traits Theory, Perry would be seen as a leader. He also has the major leadership traits which are: intelligence, self-confidence, determination, integrity, and sociabilty.
When Neil passes away, the question I had was who out of the group of students will emerge to be the next leader or even will there be another leader?
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