Watch The Steve Jobs Video In Unit 8: How To Live ✓ Solved

200 Words Each1 Watch The Steve Jobs Video In Unit 8 How To Live B

Read and analyze the following three prompts: (1) watch the Steve Jobs video in Unit 8 titled "How to Live Before You Die," reflecting on what moved you and lessons learned from him; consider how these lessons can be applied in the workplace. (2) Select two moon shots from the attached images—focusing on "Redefine the Work of Leadership" and "Reducing Fear and Increasing Trust"—and discuss their significance in transforming management and leadership. Explain why these are meaningful to you, how you can implement them within your organization, and explore potential impacts, challenges, and barriers to their adoption. (3) Reflect on how Systems Thinking, as outlined in the attached book, can be used to simplify your daily life. Determine whether Systems Thinking is genuinely useful or just a corporate buzzword masking common sense, and elaborate with thoughtful insights.

Sample Paper For Above instruction

In the video "How to Live Before You Die," Steve Jobs shared profound insights into living a meaningful life rooted in passion, perseverance, and authenticity. What moved me most was his emphasis on following one's curiosity and trusting intuition to create a fulfilling career and life. His story demonstrates the importance of resilience and embracing failure as a learning opportunity. Applying these lessons to the workplace involves fostering an environment where innovation and risk-taking are encouraged, and employees feel empowered to pursue their passions without fear of failure. As a leader, inspiring teams to find purpose and meaning in their work enhances engagement and productivity. Additionally, nurturing a culture that values authenticity can lead to greater creativity and trust, ultimately benefiting organizational growth.

Regarding the moon shots, I find "Redefine the Work of Leadership" and "Reducing Fear and Increasing Trust" particularly significant in today's organizational context. Redefining leadership involves moving beyond traditional authority models to become social architects—understanding employee and customer behaviors, fostering collaboration, and nurturing innovation. This approach emphasizes the importance of community and shared purpose, which can inspire employees to be more engaged and innovative. Implementing this in organizations could lead to a more dynamic and responsive culture, attracting talent and enhancing customer satisfaction.

Meanwhile, reducing fear and increasing trust addresses pervasive issues of workplace anxiety and distrust. A culture of fear not only hampers communication and collaboration but also stifles creativity. Creating a psychological safety net where employees feel secure to express ideas and concerns can transform organizational climate. However, barriers such as entrenched management practices, existing cultures of intimidation, and employee skepticism pose significant challenges. Overcoming these requires committed leadership, transparency, and consistent behaviors that demonstrate trustworthiness.

Finally, Systems Thinking, as described in the attached book, offers powerful tools to simplify complex daily routines by encouraging holistic perspectives and interconnectedness. By analyzing problems systemically, we can identify root causes rather than just symptoms, leading to more effective solutions. While some argue that Systems Thinking is merely corporate jargon for common sense, its true value lies in its ability to frame problems comprehensively and foster innovative problem-solving approaches. Using Systems Thinking can help streamline decision-making, reduce redundancies, and promote a more sustainable and responsive work environment.

References

• Checkland, P. (1999). Systems Thinking, Systems Practice. Wiley.
• Johnson, S. (2010). Where Good Ideas Come From: The Natural History of Innovation. Riverhead Books.
• Goleman, D. (2013). Focus: The Hidden Driver of Excellence. Harper.
• Senge, P. M. (2006). The Fifth Discipline: The Art & Practice of The Learning Organization. Doubleday.
• Grint, K. (2005). Leadership: Limits and possibilities. Palgrave Macmillan.
• Heifetz, R. A. (1994). Leadership Without Easy Answers. Harvard University Press.
• Kim, D. H. (2017). The Phoenix Project: A Novel About IT, DevOps, and Helping Your Business Win.IT Revolution Press.
• Krackhardt, D., & Hanson, J. R. (1993). Informal Networks: The Company Behind the Chart. Harvard Business Review.
• Northouse, P. G. (2018). Leadership: Theory and Practice. Sage Publications.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.