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Please help me with this assignment kind of simple not to hard answer two questions for me IN DEPTH and APA STYLE I have attached an example how the work should look like, please reference to it but please do not copy!! it is someone elses work just use it as a reference and reword thank you. please dont ask for a price increase i can only afford what i put. thank you. the two questions are below use the example as a reference
Of the elements in the leadership definition as illustrated in Exhibit 1.1, which is the easiest for you? Which is the hardest? Explain.
Describe the best leader you have known. How did this leader acquire his or her capability?
Leadership and Change
Discussion Question #1:
Of the elements in the leadership definition as illustrated in Exhibit 1.1, which is the easiest for you? Which is the hardest? Explain.
To me, the easiest is personal responsibility and integrity. It’s not always hard to do the right thing, but there is no price on being able to look at yourself in the mirror. One of the main lessons I have learned at Starbucks, is you don’t put the blame on anyone. You take personal responsibility even when the thing you are taking responsibility for was not your fault. You do this, because we are a small part of a whole and the responsibility of taking or making someone’s order is on everyone. This problem gets more apparent the higher up I have travelled with Starbucks. I am now a supervisor and just like a pyramid, the higher you go; the less people can fit at the top. So instead of being able to put blame on a specific crew, now the blame falls to the shift supervisor. Which is understandable in a very large corporate business. If you don’t do your job, you should take responsibility.
One of the main problems I see is that no one takes personal responsibility for what happens on their shift. “Blame, excuses, and deceptions to cover errors or malfeasance, are quite common among leaders today. This is because their self-interest has replaced mirrors in their ethical glasses. When they decide to act, they are looking at themselves,” (Willis, 2011). I believe this means that most of the supervisors I work with are only interested in what they can get out of the position, rather than what they can get out of being a leader. It’s easier to pass the blame than it is to take it on your shoulders and use it to do better the next time.
The hardest thing for me is Change. Making change is such a daunting task at the place I work. I started with something as simple as the way a cup was written. I even brought it up to the manager in a purely business way. I said that for every cup that has extra written on it, that is a small amount of time wasted. Because we don’t do a small amount of business, that wasted time is multiplied so many times over. Wasted time means we aren’t seeing as many customers as we could be within enough of a time frame to earn more labor. Earning more labor means we get more hours which means we get more money. After pointing out a small flaw that could easily be changed to make a significant outcome, I was told that it wouldn’t help as much as I think, and that was just the way it has always been done.
So why bother changing? Even though the change I wanted to implement was something that Starbucks does everywhere else. I find it hard to make change because those above me have the final say in the change made. Like Daft says “leadership involves creating change, not maintaining the status quo,” (2016). Status quo is dangerous, it means that no one cares enough to change for the greater good. It means that as an entire branch, doing it “your way” is more important than keeping integrity.
References
Willis, J. (2011, March 10). Integrity and Personal Responsibility. Retrieved from http://www.leadershipethicsonline.com/2011/03/10/integrity-personal-responsibility/
Daft, R. L. (2014). The Leadership Experience. Mason, OH: Cengage Learning.
Discussion Question #5:
Describe the best leader you have known. How did this leader acquire his or her capability?
What constitutes a great leader? Depending on who you ask, you could get a variety of answers. Many the working later millennial generation would say someone who “is chill” or “doesn’t act like a boss/manager”. Most of my generation would answer with “someone who inspires” or “someone who commands respect, and doesn’t abuse their power”. I have had good leaders and awful leaders. Some of the worst was when I was in the Air Force (google ‘SGT Walker abuse’ and you’ll know what I helped uncover when I was at Lackland AFB). One of the best leaders was my first manager at Starbucks, Eris. He was so charismatic and rarely resorted to having to be the mean guy because everyone on his team was always preforming at their peak, every shift. When they weren’t, you would ‘connect’ in the back with him and he would ask you what’s wrong and if you needed to go home. Usually it was something small and fixable, someone just needed sympathetic ear and would wind up better off for it. Everyone wanted to do well, because no one wanted to disappoint him.
In the book, Inspiring Leadership: Learning from Great Leaders the author John Adair says “It is a fact that some men possess an inbred superiority which gives them a dominating influence over their contemporaries, and marks them out unmistakably for leadership,” (2002). Did you ever meet someone or talk to them and they exude a certain trait? Like you can tell they have either learned how to be like that, or they have always been like that? When I had asked where he had gotten to be where he is, Eris told me that he came from other retail stores such as GameStop and Electronic Boutique. He told me that he started with management when he was 18 at McDonalds and that was his first leadership role. He said he had risen to store manager with all his jobs in a few short years, which wasn’t surprising because he is so good at his job. A few years after he started working, Eris said he has always been in some leadership role. Either as a supervisor or manager he has had extra responsibility most of his working life. He acquired his leadership skills through working in the same role in various companies, learning what makes a good manager and what makes a poor manager.
Now that he is with Starbucks, things have slowed down for him in the past few years. However, he has not lost the lessons that he learned being a good manager. He always had some wisdom or good words to impart on me when I ran into problems. Even when I was no longer at his store and had been promoted, I reached out to him because it was important for me to take what he had to say and use it with the crews I worked with. I was glad to have worked with him and learn from him.
References
Adair, J. E. (2002). Inspiring leadership: learning from great leaders. London: Thorogood.