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Discussion 1 READ THE UPLOADED ATTACHMENT LDR 535 COLLABORATION WARM UP EXERCISE AND Consider what you learned in the experience and respond to the following in a minimum of 175 words:

  • What do you think the role of collaboration is in assessing organizational culture?
  • How do you think collaboration can assist an organization to align its current organizational culture with one that will facilitate positive change?
  • What do you think the role of collaboration is in initiating change?
  • What are some of the strategies you could use to contribute to effective collaboration when initiating change?
  • Describe a behavior you have expressed in the past that prevents effective collaboration. Explain how you could avoid repeating this behavior and identify a more effective one to replace it with.

Discussion 2

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Discuss the importance of an organization’s mission, vision, values, and strategies.

  • How should these elements shape the organizational culture and develop culture for change?
  • Share your response in a minimum of 175 words, and provide a specific example to illustrate your explanation.

Discussion 3 READ THE TRANSCRIPT ATTACH BELOW TRANFORMATIONAL LEADERSHIP AND

Consider what you learned in the experience and respond to the following in a minimum of 175 words:

  • Do you agree with Jobs’ leadership approach? Why?
  • What might you do to facilitate a more empathetic collaborative space?
  • How would effective collaboration still have allowed Apple to succeed?
  • What would you say to a colleague who is being disrespectful, abusive, or aggressive during a collaborative exchange?

LDR 535 Collaboration Warm-Up Exercise: Organizational Culture Overview

Slide 1

Title: Collaboration Warm-Up Exercise: Assessing NASA’s Safety Culture and the Central Role of Collaboration in Facilitating Relevant Organizational Change

Slide 2

Title: Exercise Objectives

Assess an organization’s culture.

Align an organization’s culture to reflect the organization’s mission, values, and strategies.

Slide 3

Title: Challenge

In this warm-up, you will assess NASA’s culture in terms of its readiness for change by reviewing the required module readings module, and the case study and cultural readiness assessment provided in this warm-up exercise.

Slide 4

Title: Assessing an organization’s culture for change readiness

Learning to assess the various aspects that influence each organization’s climate and culture and the organization’s ability to undergo positive change, will enable you to

formulate plans to implement, support, and facilitate organizational change. Aspects that influence organizational climate and culture include leadership styles, human behavior, persuasion, negotiation and conflict management competencies, diversity, and understanding the change process.

Download: Cultural Change Prerequisites Handout

Download Link: https://drive.google.com/file/d/1HPW1DxT03zvYnv210MloOoPM9um6C63d/view?usp=sharing

Download: Cultural Change Assessment Handout

Download Link:

https://drive.google.com/file/d/1E6KaGnel-ay5pIwA8ZZz3a-40_kdKzH-/view?usp=sharing

Slide 5

Title: NASA Overview and Organizational Culture

In 2003, seven NASA crew members aboard Space Shuttle Columbia were killed when the shuttle disintegrated upon re-entering Earth’s atmosphere. This triggered an investigation into the cause of the accident.

The investigation revealed three main issues:

1. Systematic safety cultural and organizational problems including decision making, risk management, and communication.

2. Inadequate or insufficient requirements for returning safely to earth.

3. A need to foster technical excellence.

As a result, NASA’s objective was to transform its organizational and safety culture, and create a climate and culture focused on safety.

Slide 6

Title: Assessing NASA’s current culture

The first step in developing and implementing the change plan was to assess NASA’s current safety culture and norms, and specifically those aspects that did not support the adoption of the required changes.

This allowed NASA to develop courses of actions that promoted behavioral changes and introduce new norms that:

1. Eradicated barriers to a safety mindset and culture.

2. Promoted collaboration, alignment, and integration of NASA’s workforce and its support of a strong safety culture.

Slide 7

Title: Assessing NASA’s Current Culture

Why was the first step to creating the desired change to assess the current organizational culture?

[Student Entry]

[Following student responses:]

The current organizational culture needed to be assessed to understand how the workforce’s dominant unstated, shared values and beliefs were influencing their behaviors and functioning.

Slide 8

Title: Assessing NASA’s Current Culture

Feedback

The current organizational culture needs to be assessed to understand how the workforce’s dominant unstated shared values and beliefs were influencing their behaviors and functioning.

Slide 9

Title: Adapting Performance Management

Review pages 6-11 of Assessing NASA’s Safety Culture and the Central Role of Collaboration in Facilitating Relevant Organizational Change: (link to https://www.nasa.gov/pdf/57382main_culture_web.pdf ) and consider the assessments that were conducted on NASA’s culture.

Answer the following questions:

Question 1:

Describe the role of leadership in organizational culture on a change initiative:

[Student Entry]

Question 2:

Explain the main shortcoming of the recommendations for the change effort made by the Diaz team and the impact of this on the change effort:

[Student Entry]

Question 3:

The NASA report includes assessments and recommendations from several sources. What is one of the benefits of collaboration when assessing organizational culture for a change initiative?

[Student Entry]

Question 4:

Read “Five ways to drive collaborative change in your organisation.” (link to: https://blogs.lse.ac.uk/management/2017/07/31/five-ways-to-drive-collaborative-change-in-your-organisation/ ) Explain how collaboration relates to and plays a central role in several of the prerequisites for cultural change:

[Student Entry]

Slide 10

Title: Adapting Performance Management

Feedback

1. Leaders set the example in an organization about what is acceptable and valuable to the organization. Leaders influence others’ beliefs and behaviors by their actions, words, and the consequences they enforce.

2. The Diaz team did not conduct a sufficient cultural assessment. This meant they were unable to adequately identify and address NASA’s cultural issues, which were causing the safety problems.

3. One of the main benefits is that different points of view can be accessed. This means that a more holistic, accurate picture of the situation becomes evident.

4. As per the first prerequisite of the Culture Assessment, conveying sincere and complete information is necessary for cultural change as it is in collaboration. Collaboration also requires trust and follow-through, as per the second prerequisite for cultural change. As with the fourth prerequisite for cultural change, there must be motivation and a clear reason, goal, and outcome for collaboration. We can see that some of the key prerequisites of cultural change comprise the same facets of those of collaboration. This suggests that collaboration is key in how leaders create a culture that is ready for change and innovation.

Slide 11

Title: Final Submission

Return to your course in Blackboard where you will prepare a reflection post. Include responses to the questions below:

What competency do you feel is your strongest based on your work experience? Based on your work experiences, which competency would you like to improve upon? How could you improve on your weakest competency? What experience might help?

LDR 535 Case Study: Transformational Leadership

Slide 1

Title: Transformational Leadership Case Study

Slide 2

Title: Objectives

Define leadership theories.

Assessan effective leadership theory or approach to support an organizational change.

Slide 3

Title: Challenge

Voice Over: In this case study, you will assess and evaluate how Steve Jobs used transformational leadership to turn Apple into a highly successful, innovative organization. You will also assess another dominant leadership style he used and the impact of both these leadership styles. You will practice collaboration skills that promote diversity of thought and dispel inappropriate communication. In addition, you will learn the role of empathy in collaboration, change leadership, and transformational leadership.

Text:

This case study will enable you to:

· Understand how Steve Jobs used transformational leadership to turn Apple into a highly successful and innovative organization.

· Explore dominant leadership styles and their impact on organizational practices.

· Practice collaboration skills that promote diversity of thought and dispel inappropriate communication.

· Apply the role of empathy in collaboration, change leadership, and transformational leadership.

Slide 4

Title: Changing Perspectives through Collaboration, Empathy, and Transformational Leadership

What are the benefits of collaboration and empathy in the workplace and how do they relate to transformational leadership and effective change management?

· Effective leaders collaborate to improve their thinking and handle complexity effectively.

· A collaborative workplace allows for the effective flow of information; creativity; enhanced problem-solving; an engaged, productive workforce; and trusting relationships.

· Empathy promotes effective collaboration, innovation, and competitive advantage.

· Empathy makes you a more effective leader because you:

· Understand others better

· Build better relationships

· Retain talent

· Lead effective change

· Create cohesive, innovative organizations

· Collaboration and empathy are key characteristics of transformational leaders.

Slide 5

Title: Overview of Jobs’ Role in Apple

Steve Jobs founded Apple in 1976 with Steve Wozniak. Four years later, their company went public, and four years after that, they launched the Macintosh.

As time went by, Jobs’ vision for the computing industry increasingly clashed with Apple CEO, John Sculley. In 1985, Jobs resigned from Apple.

By 1997, Apple was in severe financial difficulty. However, in 1996, Apple had purchased NeXT, a company founded by Jobs, and Jobs was again working for Apple.

Fortunately for Apple, Jobs revived the company through his innovations and leadership and, by 2011, Apple was challenging ExxonMobil as the most globally valuable company.

Slide 6

Title: Jobs’ Leadership Approach

Jobs utilized aspects of transformational leadership to bring about these changes in Apple and lead it to success.

Transformational leadership is about going beyond the status quo, and consists of continuous personal and organizational improvement and innovation.

The four main characteristics and behaviors transformational leaders display are:

· Individualized consideration (shows empathy to and communicates openly with each individual follower)

· Intellectual stimulation (challenges the status quo, takes risks, seeks input from and collaborates with others)

· Inspirational motivation (creates an inspiring vision for others and takes actions to move the organization forward to achieving the vision)

· Idealized influence (displays a high level of faith, ethical behavior, and self-esteem)

Slide 7

Title: Jobs’ Leadership Approach

How do you think employees and co-workers responded to Jobs’ visionary leadership?

Answer field

Slide 8

Title: Jobs’ Leadership Approach

Feedback

Jobs was highly respected for his vision and talent, and ability to bring his visions into reality. This inspired and created trust in Apple’s workforce, investors, and customers.

Slide 9

Title: Criticisms of Jobs’ Leadership Style

In addition to a transformational leadership approach, Jobs used a transactional leadership approach. Transactional leadership is using reward and punishment to gain compliance from others.

Moreover, while Jobs certainly changed the culture and success of Apple for the better, he was known to have poor interpersonal skills. He could be rude, harsh, and irritable with others, and often moved ahead without taking others’ ideas, opinions, and feelings into consideration.

In fact, Wozniak stated that Jobs did not need to “terrorize” others as he did in order to succeed.

Overlay/pop-up:

Has this new information changed your perspective about the effectiveness of Jobs’ leadership?

Slide 10

Title: Alternative View

Consider the poor reports and criticisms of Jobs’ leadership style.

Put yourself in the place of those who were on the receiving end of Jobs’ negative treatment.

What do you think the impact of his negative interpersonal behavior was on the workforce and culture of the organization?

Answer field

Slide 11

Title: Alternative View

Feedback

His negative interpersonal behaviors were likely to cause one or more of the following consequences in the workforce and organizational culture: resentment, fear, lack of trust, lack of respect, negative effect on interpersonal relationships, negative impact on employee loyalty, hindering or limiting collaboration and/or flow of information, difficulty in retaining talent.

Slide 12

Title: Alternative View – Health of Culture

Do you think his negative interpersonal behavior contributed in any way to the success of Apple and the health of its culture? Explain your answer.

Answer field

Slide 13

Title: Alternative View – Health of Culture

Feedback

It is not likely that negative interpersonal behaviors contribute to the success and health of an organization. As Wozniak stated, Jobs still could have achieved everything he achieved without having to terrorize others. Thus one could ask what more he could have achieved had he employed more positive interpersonal behaviors.

Slide 14

Title: Alternative view- Success

Do you think that the Apple workforce would have accepted his negative interpersonal behaviors if his ideas had not succeeded? Explain your answer.

Answer field

Slide 15

Title: Alternative view- Success

Feedback

It is most reasonable to assume that the workforce would have been less tolerant of his behavior had his ideas not succeeded. The reason this is probable is because his ideas created success for the company and the people who worked there. This meant if they wanted to share in the success, they had to tolerate his behavior. Some people may even have overlooked his negative behaviors due to the success he created for the organization.

Slide 16

Title: Alternative View – Justification

Do you think his negative interpersonal behaviors were in any way justifiable? Explain your answer.

Answer field

Slide 17

Title: Alternative View – Justification

Feedback

Poor treatment of others is never justifiable. Nor is treating others poorly in pursuit of a goal, no matter how lofty the goal. However, Jobs did succeed in creating a company that provides thousands of people with a livelihood. Note that while it is incorrect to reason that one should compromise proper treatment for financial benefits, the fact remains that Jobs had a poor interpersonal style but was hugely successful in making Apple the success it was and continues to be. Also notable is that Jobs had a complex interpersonal style because he was able to motivate people and get them to buy into his vision and ideas.

Slide 18

Title: Alternative View – Health and Success of Apple

Do you think his negative interpersonal behaviors detracted from the health and success of Apple? Explain your answer.

Answer field

Slide 19

Title: Alternative View – Health and Success of Apple

Feedback

It is possible that they detracted from the health and success of Apple because of the negative impact on the people and culture. The question is, was it fundamentally necessary to treat people poorly in pursuit of success? The answer is no. Therefore, the same success could have been achieved without the negative treatment of others. By extension, how much more could have been achieved through the positive treatment of others and a healthier organizational culture? Could Jobs have left an even greater legacy than he did?

Slide 20

Title: Remediating Leadership Approach

Do you think that Jobs could have created equally successful changes, continual innovation, and success in Apple by rather embracing empathetic collaboration?

Answer field

Slide 21

Title: Remediating Leadership Approach

Feedback

It is likely that Jobs could have created equally, if not more, successful changes, continual innovation, and success in Apple by embracing empathetic collaboration.

Slide 22

Title: Final Submission

Return to your course in Blackboard where you will prepare a reflection post. Include responses to the questions below:

Do you agree with Jobs’ leadership approach? Why and/or why not? What might you do to facilitate a more empathetic collaborative space? How would effective collaboration still have allowed Apple to succeed? What would you say to a colleague who is being disrespectful, abusive, or aggressive during a collaborative exchange?

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