Rubric Student Code Argosy University Notes Doctoral Qualify

Rubricstudent Codeargosy Universitynotesdoctoral Qualifying Exam Rubr

Evaluate and analyze leadership skills, ethical decision-making, change management, theoretical application, and conflict resolution at an organizational level, providing comprehensive insights supported by evidence and research.

Paper For Above instruction

Leadership in organizations requires a nuanced understanding of team dynamics, ethical considerations, change management processes, application of leadership theories, and conflict resolution strategies. Addressing these core areas enables organizational leaders to foster an environment of effectiveness, inclusion, and continuous improvement.

Introduction

Effective leadership in organizational settings hinges on the ability to assess and respond to diverse team needs, uphold ethical standards, facilitate change, apply relevant theories, and resolve conflicts efficiently. These competencies collectively contribute to organizational sustainability and success (Northouse, 2018). This paper explores each of these domains, evaluating their significance and providing insights into advanced leadership practices grounded in research and real-world applications.

Leadership in Teams

Evaluating the needs of teams involves systematic assessment of individual and group dynamics, including communication patterns, roles, cultural diversity, and motivation factors (Kozlowski & Bell, 2013). Evidence-based leadership techniques such as transformational leadership, servant leadership, and culturally intelligent leadership are effective in responding to these needs. For example, transformational leadership fosters shared vision and motivation, creating a culture of trust and innovation (Bass & Riggio, 2006). Appreciating diversity is integral, as inclusive leadership practices promote a broader spectrum of ideas and problem-solving approaches (Nishii & Mayer, 2009). Leaders must develop tailored strategies that recognize and leverage diversity, thereby enhancing team performance.

Ethical Leadership

Identifying and applying ethical solutions requires critical evaluation of dilemmas through the lens of professional standards, organizational codes of ethics, and personal integrity (Brown & Treviño, 2006). Effective ethical leadership involves transparency, accountability, and fairness (Resick et al., 2011). For instance, resolving dilemmas such as resource allocation or personnel disputes with an emphasis on fairness and stakeholder interests demonstrates ethical decision-making. Leaders can evaluate conflicts by analyzing potential consequences, moral principles, and organizational values. Applying ethical solutions not only resolves dilemmas but also cultivates a culture of integrity and trust (Trevino et al., 2003).

Change Management

Facilitating organizational change demands a strategic integration of communication and motivation techniques. Kotter’s (1996) eight-step process highlights the importance of creating urgency, forming guiding teams, and embedding changes in organizational culture. Effective communication strategies involve transparent dialogue, active listening, and feedback mechanisms that reduce resistance and foster buy-in. Motivation techniques such as extrinsic rewards, intrinsic recognition, and participative decision-making enhance employee engagement (Bass & Avolio, 1994). Leaders must develop a comprehensive change management plan that emphasizes stakeholder involvement, continuous communication, and support structures, enabling smooth transitions and lasting change.

Application of Theory and Research

Applying leadership theories such as transformational, transactional, servant, and authentic leadership enhances organizational effectiveness (Northouse, 2018). For example, transformational leadership inspires followers through vision and charisma, leading to higher performance and innovation (Bass & Riggio, 2006). Research indicates that integrating these theories with empirical data improves decision-making and strategic planning (Avolio & Gardner, 2005). Leaders should conduct research analysis to adapt leadership approaches to specific contexts, ensuring influence on decision-making processes and organizational outcomes. Using case studies and quantitative data supports the development of tailored strategies that foster a culture of continuous improvement (Yukl, 2013).

Conflict Resolution

Applying appropriate conflict resolution skills involves understanding the sources of conflicts, such as resource competition, differing values, or communication breakdowns. Techniques like mediation, negotiation, and active listening are effective at individual and organizational levels (Rahim, 2017). At the individual level, leaders should foster an environment where conflicts are addressed openly and constructively, promoting mutual understanding. Organizationally, implementing conflict management frameworks, such as interest-based relational, or integrative bargaining, can systematically resolve disputes while maintaining productivity (Pruitt & Kim, 2004). Effective conflict resolution contributes to a positive workplace climate, enhances collaboration, and maximizes organizational effectiveness.

Conclusion

In conclusion, comprehensive leadership involves a dynamic interplay of assessing team needs, upholding ethical standards, managing change adeptly, applying relevant theories backed by research, and resolving conflicts constructively. Future organizational leaders must continues to develop these competencies through ongoing education, practical application, and research engagement to sustain organizational success in an increasingly complex environment.

References

• 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.
• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Bass, B., & Riggio, R. (2006). Transformational leadership (2nd ed.). Lawrence Erlbaum Associates.
• Brown, M. E., & Treviño, L. K. (2006). Ethical leadership: A review and future directions. The Leadership Quarterly, 17(6), 595-616.
• Kozlowski, S. W., & Bell, S. T. (2013). Work groups and teams in organizations. Handbook of Psychology, Second Edition, 370-396.
• Kotter, J. P. (1996). Leading change. Harvard Business School Press.
• Nishii, L. H., & Mayer, D. M. (2009). Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader-member exchange in the diversity to turnover relationship. Journal of Applied Psychology, 94(6), 1412-1426.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
• Pruitt, D. G., & Kim, S. H. (2004). Social conflict: Escalation, stalemate, and settlement (3rd ed.). McGraw-Hill.
• Rahim, M. A. (2017). Managing conflict in organizations (4th ed.). Routledge.
• Resick, C. J., Hanges, P. J., Dickson, M. W., & Mitchelson, J. K. (2011). A falsification of ethical leadership: The importance of contextual variables. Journal of Business Ethics, 101(2), 415-434.
• Trevino, L. K., Brown, M., & Hartman, L. P. (2003). A qualitative investigation of perceived executive ethical leadership: perceptions from inside and outside the executive suite. Human Relations, 56(1), 5-37.
• Yukl, G. (2013). Leadership in organizations (8th ed.). Pearson Education.