FIVE DIMENSIONS OF COURAGEOUS FOLLOWERSHIP POST
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FIVE DIMENSIONS OF COURAGEOUS FOLLOWERSHIP POST
Scott:
As with most things, how we do things depends on how we are as a person and a leader. Each of us has different strengths and weaknesses, which helps move the mission forward. Everyone can use what they are good at to help pick up where others are not.
I would rank them take moral action if needed, assume responsibility for a common purpose, support leader and group energetically, participate in personal and organizational transformation, and lastly, constructively challenge counterproductive policies and behaviors. These could be in any order based on yourself as a leader/follower and who you’re following as a follower. I have a strong moral code and have always been able to speak up when needed, which goes along with assuming responsibility. As I went down this list, I saw that it got more difficult because it depends on what kind of leader, you’re under. Being energetic with someone who isn’t motiving can be hard to find the energy to be energetic when they change the mood of where you work. The same goes for constructively challenging counterproductive policies. I have been around a few leaders who would make counterproductive decisions and were not open to new ways.
I like the idea of being a part of changes. Helping make changes for the better of everyone is why I want to participate in personal and organizational transformation. I want to learn how to take that next step as a leader or follower and be in the lead for changes being made. I plan to volunteer for more responsibilities and be involved more with shop policies.
Alicia:
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The five behaviors of courageous followership ranked from least difficult to most difficult are the courage to support the leader, the courage to participate in the transformation, the courage to assume responsibility, the courage to take a moral stand, and the courage to challenge unproductive behaviors or policies of the leader. The most difficult would be the courage to challenge the unproductive behaviors and policies of the leader, the courage to take a moral stand, and the courage to assume responsibility.
It takes courage and boldness to. have the intensity to approach your boss and tell them that you don’t agree with the policies and procedures that have been put in place for the company. It would also take great passion to challenge your boss to express to them that the plans that they implemented are unproductive. There are many fears when it comes to employees speaking up in the workplace. If you work for a great company, voicing your concerns should be encouraged and highlighted in meetings and trainings. Most people would choose not to speak up because they are afraid of retaliation from the manager or company, bully tactics, and even fear of losing their jobs. Years ago it was a rare thing to have a boss encourage you to take ownership of their work. But lately, a great emphasis has been placed on employees to take responsibility and ownership of their work. By taking ownership of the task, the focus shifts from management to employees ensuring the task is carried out in the most the most efficient way.⁶
The least difficult form of courageous followers is for employees to support the leaders of the company and have the courage to participate in the transformation. Many may think of their ability to support their leaders as minor or nonburden. Many followers who just show up to receive a paycheck with no other goals or motives in mind, find it easy to support their leaders, respect their leaders, and follow the leader’s decision-making. They understand the role of the leader and respect them even to the degree of complete transformation, because they understand that the responsibility of things turning out right or not, is not on them, but on the leader.
FIVE DIMENSIONS OF COURAGEOUS FOLLOWERSHIP POST
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Excellent Quality 95-100%
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Introduction
45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Literature Support 91-84 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met. |
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Average Score 50-85% |
40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided. |
83-76 points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration. |
52-49 points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met. |
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Poor Quality 0-45% |
37-1 points The background and/or significance are missing. No search history information is provided. |
75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration. |
48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met |
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