Executive Program Practical Connection Assignment At The Uni
Executive Program Practical Connection Assignmentat The University Of
Provide a reflection of at least 500 words (or 2 pages double spaced) of how the knowledge, skills, or theories of this course have been applied, or could be applied, in a practical manner to your current work environment. If you are not currently working, share times when you have or could observe these theories and knowledge could be applied to an employment opportunity in your field of study.
Use of proper APA formatting and citations as directed by the Publication Manual of the American Psychological Association, seventh edition. If supporting evidence from outside resources is used those must be properly cited.
Share a personal connection that identifies specific knowledge and theories from this course.
Demonstrate a connection to your current work environment or desired work environment.
You should NOT provide an overview of the assignments assigned in the course. The assignment asks that you reflect how the knowledge and skills obtained through meeting course objectives were applied or could be applied in the workplace.
Paper For Above instruction
The transition from academic learning to practical application in the workplace is fundamental for nurturing effective servant-leaders, as emphasized in this executive program. Through this course, I have gained vital insights into leadership theories, ethical decision-making, and organizational behavior, all of which are essential in cultivating a responsible and ethical leadership style within my current professional environment.
A prominent theory that I have found particularly applicable is servant leadership, which emphasizes serving others, fostering community, and supporting the growth of individuals within an organization (Greenleaf, 1977). In my current role as a team manager, I have prioritized listening to my team members' concerns and providing the necessary support to empower them. This approach aligns with the core principles of servant leadership, emphasizing that leadership is most effective when it focuses on serving others rather than exerting authority for its own sake. Applying this theory has improved team collaboration, morale, and productivity, demonstrating a practical connection between the coursework and my everyday work.
Furthermore, the course's focus on ethical decision-making models, such as Kohlberg’s stages of moral development and Piaget’s theory of moral judgment, has profoundly influenced my approach to workplace challenges (Kohlberg, 1981). Ethical dilemmas are commonplace in my industry, and understanding the psychological foundations of moral reasoning helps me to navigate complex situations responsibly. For instance, during a recent project, I encountered a situation where resource allocation favored one team unfairly. Recognizing the importance of fairness and equity, I engaged in an ethical deliberation grounded in these theories, ultimately advocating for a more equitable distribution that considered both organizational needs and individual contributions. This application has not only strengthened my ethical judgment but also fostered trust and integrity within my team.
The course also emphasized emotional intelligence (EI) as a crucial component of effective leadership. Goleman’s (1998) model of EI highlights self-awareness, empathy, and social skills as essential traits for leaders. In my workplace, I have consciously applied these skills to better understand and respond to my colleagues' emotional states, especially during high-pressure periods. This has enhanced communication, conflict resolution, and team cohesion. For example, by being attuned to my team’s frustrations, I could de-escalate conflicts early, which prevented workplace tensions from escalating into larger issues.
Moreover, strategic thinking and change management, as taught in this course, are vital in adapting to rapidly changing environments. Utilizing Kotter’s (1997) eight-step model for leading change, I have contributed to several initiatives aimed at organizational improvement. An example includes leading a digital transformation project, where establishing a sense of urgency and creating a guiding coalition were critical steps. The theoretical frameworks from this course provided structured guidance that enabled me to facilitate smoother transitions and foster buy-in among stakeholders.
In conclusion, the knowledge and skills acquired from this course have significantly contributed to my development as a servant-leader within my workplace. The integration of theories such as servant leadership, ethical decision-making, emotional intelligence, and change management into my daily practice demonstrates their practical applicability and benefits. Moving forward, I am committed to continuing this integration to enhance my leadership effectiveness and positively influence my organization.
References
Goleman, D. (1998). Working with emotional intelligence. Bantam Books.
Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press.
Kohlberg, L. (1981). Essays on moral development: Vol. I. The philosophy of moral development. Harper & Row.
Kotter, J. P. (1997). Leading change. Harvard Business School Press.
Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
Blanchard, K., & Hersey, P. (1996). Management of organizational behavior: Utilizing human resources (8th ed.). Prentice Hall.
Burns, J. M. (1978). Leadership. Harper & Row.
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
Hersey, P., & Blanchard, K. H. (1982). Management of organizational behavior: Utilizing human resources (4th ed.). Prentice Hall.
Yukl, G. (2013). Leadership in organizations (8th ed.). Pearson.