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Adeduntan – What makes you unique? Go learn more about your top Strengths below.
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NURS D Assignment
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RANK
STRENGTH
1
Harmony
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RELATIONSHIP BUILDING
People who are especially talented in the Harmony theme look for consensus. They don’t enjoy conflict; rather, they seek areas of agreement.
2
Restorative
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EXECUTING
People who are especially talented in the Restorative theme are adept at dealing with problems. They are good at figuring out what is wrong and resolving it.
3
Achiever
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EXECUTING
People who are especially talented in the Achiever theme have a great deal of stamina and work hard. They take great satisfaction from being busy and productive.
4
Responsibility
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EXECUTING
People who are especially talented in the Responsibility theme take psychological ownership of what they say they will do. They are committed to stable values such as honesty and loyalty.
5
Deliberative
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EXECUTING
People who are especially talented in the Deliberative theme are best described by the serious care they take in making decisions or choices. They anticipate the obstacles.
!st Response
Beautifully written. One can still be shy yet courageous. I do understand what you mean though. It is a most virtuous trait to be quietly confident.
2ND Response
Response: 2
Great Post. Great leaders need the skill to motivate their subordinates or colleagues. When a group or individual is motivated, they can achieve many things. Motivation is a goal-oriented characteristic that aids an individual to attain his or her goals. Motivation encourages an individual or a group to work hard at achieving their goals. Leadership can be used to motivate and inspire others. Leaders are influential not only for their strengths but are also skilled in motivating others and bringing out their talents (Rahbi, Khalid, & Khan, 2016). Leaders can also use motivation to change the behavior of subordinates, causing an improvement in their work ethic. Motivation is an important part of success and can create job satisfaction in individuals (International journal of economics and finance, 2016). With strong motivation, a leader can build trust among their subordinates and colleagues.
Eric
References
International journal of economics and finance. (2016, September 25). The Influence of Leadership Styles and Motivation of Employees job satisfaction. Canadian Center of Science and Education, 8(10). https://doi.org/10.5539/ijef.v8n10p176
Rahbi, D. A., Khalid, K., & Khan, M. (2016). The effects of leadership styles on team motivation. Academy of Strategic Management Journal, 16(3). Retrieved from https://www.abacademies.org/articles/the-effects-of-leadership-styles-on-team-motivation-6793.html
3rd Response
I enjoyed reading your post. You mentioned that you needed to improve on your strictness that you may have with leading a group. You feel that you may become too connected to the group. While I do feel that setting restrictive boundaries is important, I think being connected is so important as well. More times than not I have had leaders that were too strict and often times overwhelming. This caused me to lose interest and at times dislike what I was doing. I feel that it is much more rare to find a leader with a great sense of connectedness. I know it can be difficult to find that happy median. I think it’s an awesome trait to have to be overly connected. Many times we have heard that a team is “only as great as its leader” or “team members will perform well for positive guided manager”(Tuckman, 2010). I think being connected is a great place for that to start.
Tuckman, B. W. (2010). Leadership Teams: Developing and Sustaining High Performance2010G. Sheard, A. Kakabadse and N. Kakabadse. Leadership Teams: Developing and Sustaining High Performance. UK: Palgrave Macmillan 2009. 251 pp. Management Decision, 48(2), 340–344. doi: 10.1108/00251741011022653
Nurse Leadership Assignment Question
Assignment: Personal Leadership Philosophies
Many of us can think of leaders we have come to admire, be they historical figures, pillars of the industry we work in, or leaders we know personally. The leadership of individuals such as Abraham Lincoln and Margaret Thatcher has been studied and discussed repeatedly. However, you may have interacted with leaders you feel demonstrated equally competent leadership without ever having a book written about their approaches.
What makes great leaders great? Every leader is different, of course, but one area of commonality is the leadership philosophy that great leaders develop and practice. A leadership philosophy is basically an attitude held by leaders that acts as a guiding principle for their behavior. While formal theories on leadership continue to evolve over time, great leaders seem to adhere to an overarching philosophy that steers their actions.
What is your leadership philosophy? In this Assignment, you will explore what guides your own leadership.
To Prepare:
· Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
· Reflect on the leadership behaviors presented in the three resources that you selected for review.
· Reflect on your results of the CliftonStrengths Assessment, and consider how the results relate to your leadership traits.
The Assignment (2-3 pages):
Personal Leadership Philosophies
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
· A description of your core values
· A personal mission/vision statement
· An analysis of your CliftonStrengths Assessment summarizing the results of your profile
· A description of two key behaviors that you wish to strengthen
· A development plan that explains how you plan to improve upon the two key behaviors you selected and an explanation of how you plan to achieve your personal vision. Be specific and provide examples.
· Be sure to incorporate your colleagues’ feedback on your CliftonStrengths Assessment from this Module’s Discussion 2.
Answer should include introduction and conclusion.
References should not be less than 4.
Rubric to follow
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Excellent
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Good
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Poor
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Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
· A description of your core values.
· A personal mission/vision statement.
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14 (14%) – 15 (15%)
The response accurately and thoroughly describes in detail a set of core values.
The response accurately and completely describes in detail a personal mission/vision statement.
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12 (12%) – 13 (13%)
The response describes a set of core values.
The response describes a personal mission/vision statement.
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11 (11%) – 11 (11%)
The response describes a set of core values that is vague or inaccurate.
The response describes a personal mission/vision statement that is vague or inaccurate.
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0 (0%) – 10 (10%)
The response describes a set of core values that is vague and inaccurate, or is missing.
The response describes a personal mission/vision statement that is vague and inaccurate, or is missing.
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· Analysis of your CliftonStrengths Assessment summarizing the results of your profile.
· A description of two key behaviors you wish to strengthen.
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14 (14%) – 15 (15%)
The response accurately and completely provides an analysis and detailed summary of the CliftonStrengths Assessment.
The response accurately and thoroughly describes in detail two key behaviors to strengthen.
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12 (12%) – 13 (13%)
The response accurately provides an analysis and summary of the CliftonStrengths Assessment.
The response describes two key behaviors to strengthen.
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11 (11%) – 11 (11%)
The response provides an analysis and summary of the CliftonStrengths Assessment that is vague or inaccurate.
The response describes two key behaviors to strengthen that is vague or inaccurate.
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0 (0%) – 10 (10%)
The response provides an analysis and summary of the CliftonStrengths Assessment that is vague and inaccurate, or is missing.
The response describes two key behaviors to strengthen that is vague and inaccurate, or is missing.
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· A development plan that explains how you plan to improve upon the two key behaviors you selected and an explanation of how you plan to achieve your personal vision. Be specific and provide examples.
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50 (50%) – 55 (55%)
An accurate, complete, and detailed development plan is provided that thoroughly explains plans to improve upon the two key behaviors selected.
The responses accurately and thoroughly explain in detail plans on how to achieve a personal vision with specific and accurate examples.
The response includes a comprehensive synthesis of information gleaned from sources that fully support how to achieve a personal vision. Integrates 2 or more credible outside sources, in addition to 2 or 3 course-specific resources to fully support the responses provided.
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44 (44%) – 49 (49%)
An accurate development plan is provided that explains plans to improve upon the two key behaviors selected.
The responses explain plans on how to achieve a personal vision and may include some specific examples.
The response includes a synthesis of information gleaned from sources that may support how to achieve a personal vision. Integrates 1 credible outside source, in addition to 2 or 3 course-specific resources which may support the responses provided.
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39 (39%) – 43 (43%)
A development plan is provided that explains plans to improve upon the two key behaviors selected that is vague or inaccurate.
The responses explain plans on how to achieve a personal vision and may include some examples that are vague or inaccurate.
The response includes information gleaned from 2 or 3 sources that may support how to achieve a personal vision.
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0 (0%) – 38 (38%)
A development plan is provided that explains plans to improve upon the two key behaviors selected that is vague and inaccurate, or is missing.
The responses explain plans on how to achieve a personal vision that is vague and inaccurate, does not include any examples, or is missing.
The response does not include any additional information gleaned from outside sources, or is missing.
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Written Expression and Formatting – Paragraph Development and Organization:
Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided which delineates all required criteria.
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5 (5%) – 5 (5%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity.
A clear and comprehensive purpose statement, introduction, and conclusion is provided which delineates all required criteria.
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4 (4%) – 4 (4%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity 80% of the time.
Purpose, introduction, and conclusion of the assignment is stated, yet is brief and not descriptive.
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3.5 (3.5%) – 3.5 (3.5%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity 60%–79% of the time.
Purpose, introduction, and conclusion of the assignment is vague or off topic.
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0 (0%) – 3 (3%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity < 60% of the time.
No purpose statement, introduction, or conclusion was provided.
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Written Expression and Formatting – English writing standards:
Correct grammar, mechanics, and proper punctuation
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5 (5%) – 5 (5%)
Uses correct grammar, spelling, and punctuation with no errors.
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4 (4%) – 4 (4%)
Contains a few (1 or 2) grammar, spelling, and punctuation errors.
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3.5 (3.5%) – 3.5 (3.5%)
Contains several (3 or 4) grammar, spelling, and punctuation errors.
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0 (0%) – 3 (3%)
Contains many (≥ 5) grammar, spelling, and punctuation errors that interfere with the reader’s understanding.
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Written Expression and Formatting – The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, parenthetical/in-text citations, and reference list.
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5 (5%) – 5 (5%)
Uses correct APA format with no errors.
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4 (4%) – 4 (4%)
Contains a few (1 or 2) APA format errors.
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3.5 (3.5%) – 3.5 (3.5%)
Contains several (3 or 4) APA format errors.
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0 (0%) – 3 (3%)
Contains many (≥ 5) APA format errors.
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Total Points: 100
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Name: NURS_6053_Module03_Week06_Assignment_Rubric
