My LDR 531 (Organizational Leadership) MBA class portfolio highlights a learning team plan for positive influence, a learning team training program that was related to a past group project, the creation of the perfect job position that caters to my leadership style, the implementation of a leadership change strategy for a company going public with an IPO, and the restructuring of operations as the COO of a company’s division.
In my learning team plan for positive influence, I developed a plan for my learning team based on team assessments (DISC, Emotional Intelligence, What Do I Value?, How Involved Am I With My Job?, How Satisfied Am I With My Job?, and What Are My Attitudes Towards Workplace Diversity?) that would enhance team motivation, satisfaction, and performance, as well as shape team behavior through emotional labor (attitudes, emotions, personalities, and values). Here is the Plan for Positive Influence in its entirety.
In my learning team training program, I established a training program under the frameworks of empowerment (team communication), motivation (team collaboration), and reward (team conflict) that was inspired by my past experiences with a group project for my sport promotion class as an undergraduate at Clemson University. Here is the Training Program in its entirety.
In the creation of my perfect job position paper, I determined the perfect job position (VP of Corporate Communications) that catered to my leadership style via self assessments (What’s My Leadership Style?, How Charismatic Am I, Do I Trust Others?, Do Others See Me As Trustworthy?, How Good Am I At Disciplining Others?, How Good Am I At Building And Leading A Team?, and What’s My Leadership Style?), leadership theories (University of Michigan Studies, Fiedler Model, Cognitive Resource Theory, and Situational Leadership Theory), and leadership style description (a people-oriented leader who values situational leadership and encourages group involvement via participative leadership). Here is the Perfect Position Paper in its entirety.
In the leadership change strategy paper, I provided options for implementing a leadership change that coincided with Gene One’s decision to go public with an IPO that addressed communication, structural , and personnel issues best suited to move Gene One into the IPO future. Here is the Gene One Change Strategy Paper in its entirety.
In the operations restructuring strategy paper, I utilized managerial practices (geared towards improving the organizational culture for its employees) and structural design (geared towards empowering employees for organizational effectiveness) for the e-tailing division of Smith & Falmouth (S&F Online) which is considered crucial to S&F’s growth strategy over the next three years. Here is the S&F Restructuring Strategy Paper in its entirety.
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