Mgmt 447 Leadership And Motivation Spring 2020 Instructions

Mgmt 447 Leadership And Motivationspring 2020instructions For Paper

MGMT 447 – LEADERSHIP AND MOTIVATION SPRING 2020 INSTRUCTIONS FOR PAPER ASSIGNMENT Following are instructions for the paper assignment. These instructions will be augmented by class discussions regarding the assignment. You will be responsible for class discussions applicable to the project. You are encouraged to ask me questions and discuss your project as you progress, either individually or in class. The purpose of the paper is to help you develop a deeper, more empathic understanding of yourself and others, rather than a new way to label and categorize people.

Effective leaders have abilities to reflect on and think about their experiences in a manner that helps them make sense of what has happened. This reflection extends one’s view and creates a more complicated understanding of organizational life. Research has shown this to be a key in effective personal behavior. This assignment involves integrating the information learned from the self-assessment instruments you have been assigned (see list below) and the text with your career goals and your goals for future growth (particularly in a leadership/followership role) and communicate your findings in written form—in a self-analytic manner. Over the course of your life you have received information relevant to you as a person – from experience (e.g. work, volunteer, or school), friends and family.

The self-assessment instruments will provide you with additional information about yourself. Some of that information will conform to what you already know about yourself, other information may be surprising or unexpected. Additionally, some of the information may be easy to understand in the context of your life while other information may be confusing. Your job is to refine that information into a coherent picture of yourself, and your future. Suggestions for Your Analysis:

• Analyze your self-assessment results to determine where they are similar and/or where they differ.
• Look for themes, commonalities and contrasts among and between the instruments.
• Present a coherent picture
• Ask yourself how your skills, values, attitudes and the various facets of your personality influence the way you act in important work-related roles (e.g. leader, manager, follower).
• Identify what you believe to be your most important characteristics (provide evidence)

You may organize your paper anyway you see fit however it should address the following issues.

1. What do I know about myself? (e.g. personality, experience, motivation)
2. What do I know about my values
3. What do I know about my resources (skills)
4. What does this mean for my future (career and personal)
5. What does this say about my future job (ideal job, jobs to be avoided)
6. Where do I go from here (personal growth statement)

I strongly suggest you use an outline when preparing the paper and use headings in the text of the paper. The length of the paper is up to you. As a guideline, I would expect a paper to be at least seven pages, probably closer to seven—but do not go over ten. Do not use a book report format (e.g.

I took Assessment A and got a 7, I took Assessment B and got a 12, etc.). Do not use any folders – simply use a staple. Along with your paper you must turn in evidence of having taken the assessments. We will discuss how to do this in class. All papers will be treated as privileged, private communication by the professor of this course.

Paper For Above instruction

The purpose of this paper is to conduct a comprehensive self-analysis by integrating various self-assessment instruments with personal and career reflections to develop a nuanced understanding of one’s leadership potential, values, skills, and future direction. This exercise encourages deep introspection, connecting theoretical concepts from the course with personal experience. The final goal is to craft a coherent narrative that not only identifies core personal characteristics but also links them to future career aspirations and growth plans.

The initial step involves analyzing the self-assessment results, identifying similarities, differences, and emerging themes across various instruments. For example, by examining personality assessments like the Big Five or Jung’s typology alongside leadership style and emotional intelligence measures, one can uncover how innate traits and learned skills influence leadership behaviors. Recognizing these patterns enables a clearer understanding of strong suits and areas for development, which is essential when mapping future career paths.

Understanding oneself extends beyond raw data; it entails interpreting how personal values, motivations, and attitudes shape actions in leadership, management, and followership roles. For instance, awareness of one's locus of control or thinking style allows for strategic development of strengths and mitigation of weaknesses. Additionally, identifying core values through instruments measuring end values or social values clarifies what drives decision-making and ethical considerations in leadership contexts.

Integrating insights from the assessments, the paper should articulate a coherent personal profile. This includes reflecting on how identified characteristics influence current behaviors and future potential. For example, high emotional intelligence may suggest a capacity for effective interpersonal leadership, while certain personality traits could inform preferred work environments. The analysis should be supported by evidence from the assessment results and personal experiences, illustrating how these qualities manifest in real-life settings.

Further, the paper addresses your career and personal future. Based on your strengths and areas for growth, you will articulate specific goals, whether aiming for leadership positions, developing particular skills like mindfulness or moral courage, or avoiding roles misaligned with your values and skills. It is vital to envisage your ideal job and identify types of work environments and roles that would foster your growth and satisfaction.

Finally, the paper concludes with a personal growth statement—describing the steps you intend to take to enhance your leadership capacity and self-understanding. This may include plans for ongoing development through further assessments, education, coaching, or experiential learning. The emphasis is on actionable strategies for continuous improvement aligned with your personal vision, values, and leadership aspirations.

References

• Goleman, D. (1998). Working with emotional intelligence. Bantam.
• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). SAGE Publications.
• Luthans, F. (2011). Organizational Behavior: An Evidence-Based Approach. McGraw-Hill Education.
• Kolb, D. A. (2014). Experiential Learning: Experience as the Source of Learning and Development. Pearson.
• McCauley, C. D., & Van Velsor, E. (2004). The Center for Creative Leadership Handbook of Leadership Development. Jossey-Bass.
• Bass, B. M., & Bass, R. (2008). The Bass handbook of leadership: Theory, research, and managerial applications. Simon and Schuster.
• Yukl, G. (2013). Leadership in Organizations (8th ed.). Pearson.
• Schneider, B., et al. (2013). Organizational Climate and Culture. Annual Review of Psychology, 64, 361–388.
• Antonakis, J., & Day, D. V. (2017). The Nature of Leadership. Sage Publications.
• Gordon, J. (2007). Emotional Intelligence: Why It Can Matter More Than IQ. Bantam Books.