Business & Nonprofit Leadership
Principles of Business Leadership

Know yourself and seek self-improvement. In order to know yourself, you have to understand your "be," "know," and "do" attributes. This is possible by continually strengthening your attributes by reading and self-study.

Be technically proficient. As a leader, you must know your job and have a solid familiarity with your employees' jobs.

Seek responsibility and take responsibility for your actions. Search for ways to guide your organization to new heights. Moreover, when things go wrong, do not blame others.

Make sound and timely decisions. Use good problem solving, decision-making, and planning tools.

Set the example. Be a good role model for you employees. They will believe what they see not what they hear.

Know your people and look out for their well-being. Know human nature and the importance of sincerely caring for your workers.

Keep your people informed. Know how to communicate with your people, seniors, and other key…...

This feeds into a second concept of importance which concerns the targeting of goals. (17) Here, our capacity to meet the interests cited by the Mission is tested as we define some clear expected outcomes as a product of our efforts. Namely, we might identify such goals as selected 100 teachers annually who might qualify for the assistance which we have offered. This would involve the preemptive determination of criteria for qualification as well as a determination of available financial resources for the execution of this ambition.

A final concept due for consideration here, monitoring the implementation of our plan will also be instrumental to its success. As a trial program, this will likely see varying degrees of success and failure. It is appropriate therefore to establish a streamlined approach to evaluating the effectiveness met in reaching our goals and to providing routes for improvement where goals are not met.

ork Cited:

Smith,…...

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Work Cited:

Smith, Bucklin and Associates Inc. (2000). The Complete Guide to Nonprofit Management (second edition). New York: John Wiley & Sons Inc.

Leadership is a term that can mean many things to many people in many situations. It can refer to a sergeant in the U.S. Army leading his men through minefields to track down enemy combatants in Afghanistan. It can mean the fastest car in a NASCAR race and it can allude to the young man in a Sunday School class who takes over competently when the regular teacher is unable to be present.
When discussing leadership it is helpful to use examples of people who showed leadership in various ways. The best-selling book by Michael Abrashoff (It's Your Ship: Management Techniques from the Best Damn Ship in the Navy) offers a wonderful glimpse into how a captain took over a Navy ship that was ranked very low in its capabilities because of a number of serious problems with personnel, with equipment, and obviously with leadership.

In Abrashoff's book the author reviews the…...

Leadership for Organizations
Leadership

The success of organizations and individuals' careers are influenced by the role of leaders. Nowadays firms seek leadership skills in individuals for all sorts of careers while recruiting. Chief Executive Officers (CEOs) believe that it has become critically important to nurture leadership approach at all levels of the organization (Lussier, Achua, 2009, p. 4).

The topic of leadership has been gaining tremendous attention of academic world and media (ass, Riggio, 2006, p. 17). Many experts have written about leadership and the challenges related to it as the subject is highly valued and at the same time a complex phenomenon (Northouse, 2009, p. 1).

In today's world individuals need to develop skills and capabilities required in professional world through personal development. They need to assess their strengths, weaknesses, leadership competencies and goals in order to achieve leadership capabilities (Rothstein 2010).

Leaders need to possess a wide range of skills and capabilities in…...

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Bibliography

Adams, J.D. (Ed.). (1986). Transforming leadership: From vision to results. Alexandria, VA: Miles River Press.

Allen, K.E. (1995). Making sense out of chaos: Leading and living in dynamic systems. Campus Activities Programming, 52-59.

Argyris, C. (1970). Intervention theory and method: A behavioral science view. Reading, MA: Addison-Wesley.

Armstrong, S., & Armstrong, S. (1996). The conductor as transformational leader. Music Educators Journal, 82(May), 22-25.

Also, virtue ethics must ensure that the leader acts in the best interest of those who he represents, works with, and works for. However, this does not suffice in order to implement an effective leadership style.

In addition to this, the leader must be surrounded by individuals with similar ethical behavior. This would help the leader to achieve ethical responsibilities. Also, it would make it easier to observe any unethical conduct from the leader.

As mentioned above, there are also different levels of ethics, like mandatory and aspirational ethics. The lowest level of ethics, but not the least important, is represented by mandatory ethics. This type of ethics refers to compliance with the law. In this case, things are clear. All individuals, especially leaders, must respect the law.

Aspirational ethics refer to the effects and influence that leaders' actions have on others. The first people leaders influence are represented by the people they…...

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Reference list:

1. Finkelstein, S. (1992). Power in Top Management Teams: Dimensions, Measurement and Validation. Academy of Management Journal. No. 8. Retrieved May 13, 2009.

2. Snell, S.A., Dean, J.W. (1992). Integrated Manufacturing Resources Management, A Human Capital Perspective. Academy of Management Journal. Vol. 35, No. 2. Retrieved May 13, 2009.

3. Kings, Queens, and Dictators (2000). Forbes.com, Inc. Retrieved May 16, 2009 from  http://www.forbes.com/forbes/2000/0703/6515256a.html?partner=whiteglove_google .

4. Saddam Hussein (2005). Global Security Organization. Retrieved May 16, 2009 from  http://www.globalsecurity.org/military/world/iraq/saddam.htm .

The four lanchard leadership styles include:
1) directive;

2) managing;

3) coaching; and 4) delegating. (Clawson, 1989)

2) House's Path Goal Theory of Leadership - the motivational function of the leader consists of increasing personal payoffs to subordinates for work-goal attainment and making the path to these payoffs easier to travel by clarifying it, reducing roadblocks and pitfalls, and increasing the opportunities for personal satisfaction en route. (Clawson,1989)

V. CHARISMATIC THEORY

Charismatic leadership is measured by: (1) Followers' trust in the correctness of the leader's belief; (2) similarity of followers' beliefs to the leader's beliefs; (3) unquestioning acceptance of the leader by followers; (4) followers' affection for the leader; (5) followers' willing obedience to the leader; (6) emotional involvement of followers in the mission of the organization; (7) heightened performance goals of followers; and (8) belief of followers that they are able to contribute to the success of the group's mission. (Clawson,

Charismatic leaders have the…...

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Bibliography

Liu, W., Lepak, D.P., Takeuchi, R., and Sims, H.P (2003) Matching Leadership Styles with Employment modes: Strategic Human Resource Management Perspective. Human Resource Management Review. 13 (2003).

Clawson, J.G. (1989) Leadership Theories. University of Virginia Darden School Foundation. Charlottesville, VA. Online SSRN Research.

Stodgills Handbook of Leadership (1981) revised Bernard M. Bass New York: The Free Press 1981.

Mintzberg, Henry (1973) Mintzberg's Ten Managerial Roles -the Nature of Managerial Work 1973.

Leadership and Realtors
I have many aspirations and many things I would like to accomplish in my lifetime. That said, one of my strongest vocations is establishing myself in my community as a successful real estate agent.

I've always had a knack for sales and I love architecture and residential construction. But my affinity for real estate probably dates back to my childhood, when my uncle Herbie used to drive me around in his big tan Buick Skylark, taking me to all his listings so I could see how he showcased his properties. My uncle Herbie used to make me guess how much he had listed each property for, if I was wrong, he would wonk me on the head with this old leather scabbard he had in the back seat, if I was right, he would give me a piece of salt-water taffy. Long story short, I've wanted to be a…...

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Works Cited

Burns, J.M. (1978) Leadership. New York: Harper Perennial Modern Classics

Helping Leaders Deal With Change and Ambiguity. (2009) Human Capital

Online. Retrieved from  http://www.hcamag.com/business-review/Executive -

Development/helping-leaders-deal-with-change-and-ambiguity/60637/

Just this past April I was promoted to Head of the Standard and Criteria Development Office for the Department of Health and Medical Services (DOHMS) in xxx (location?
). In this capacity, I am expected to ably handle a variety of responsibilities including: Overseeing all aspects of standards development activities and quality activities in the Licensing and Specifications Department with all the private healthcare facilities in the area; leading and supporting the development of standards and criteria related to the healthcare practice; contributing to the development and on going review of DOHMS standards strategy and offering advice about current clinical practices, quality, safety, and service development; and keeping abreast of standard requirements and evidence and effectively communicating these to a variety of concerned individuals.

The reason for this promotion to the Head of the Standard and Criteria Development Office was because of my previous success as the Head of the Clinical…...

Leadership and Self-Assessment
Organizational Behavior

An Analysis of how Self-Evaluation and Self-Assessment relates to Leadership Today

The modern organizational environment must keep pace with changes that are occurring at a historically unprecedented rate. Many of these changes are driven by technology and require that leaders continually learn new skills in order to stay abreast of needed skill requirements. It is often the case that a leader will have difficulty getting performance feedback from their superiors because they generally do not work in close contact with supervisors and in some case may not even have one at all. Therefore a leader must rely on self-assessments primarily to further develop the skill set that will allow them to help their organization create or maintain a competitive advantage.

360 Degree Feedback and Self-Evaluation

Evaluation is an important component of any organization. The use of an evaluation program has been shown to be able to reduce employees' levels of…...

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Works Cited

Alipour, F., K., I. & Karimi, R., 2011. Knowledge Creation and Transfer: Role of Learning Organization. International Journal of Business Administration, 2(3), pp. 61-67.

Avey, J., Luthans, F. & Jensen, S., 2009. Psychological capital: A positive resource for combating employee stress and turnover. Human Resource Management, 48(5), pp. 677-693.

Becker, K., Antuar, N. & Everett, C., 2011. Implementing an employee performance management system in a nonprofit organization. Nonprofit Management & Leadership, 21(3), pp. 255-271.

Halliday, S. & Beddie, F., 2009. Informal Learning. At a Glance. National Centre for Vocational Education Research, 12(1), pp. 1-12.

Grants for science education are provided to schools and individuals, with the objective of helping to inspire careers in science. ("About HHMI," 2010) When you put these different elements tougher, this shows how HHMI is involved in medical research funding from: working directly with researchers to providing funding on a host of projects and initiatives. This is important, because it allows the nonprofit to fund a number of different research studies, while giving scientists the flexibility to effectively conduct their projects. As a result, this has helped HHMI to support a number of different medical breakthroughs to include: making significant progress in spinal cord injuries, HIV / AIDS research and medication that can be used to effectively treat leukemia. At the same time, the organization is focused on identifying the genes that are responsible for: cystic fibrosis, colon cancer and muscular dystrophy. (Leung, 2004)
The Impact of how HHMI's: Mission,…...

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Bibliography

About HHMI. (2010). HHMI. Retrieved from:  http://www.hhmi.org/about/ 

Developing New Knowledge. (2010). HHMI. Retrieved from:

Nonprofit Governance
The Family Christian Association of America (FCAA), Inc. is under the governance of a state wide corporate board of directors, composed of 30 volunteers from various professional disciplines. This board is responsible for the creation and approval of policies, development of financial resources, providing oversight of financial and legal matters, as well as authorizes volunteer advisory councils, and collaboration on strategic planning. (The Florida Christian Association of America, Inc., 2010)

The FCAA shows complete cohesion between the articles of incorporation, bylaws, website, and the work that they are doing in the community served. The mission and vision statement are clear, concise, and evident through the services provided to the population served by this nonprofit. There are actually very few areas that appear to need any correction or improvement. It appears that if there were more guaranteed ways to secure funding from year to year would be one of the main…...

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References

Florida Coalition of Black Faith & Community-Based Organizations. (n.d.). Membership Policy. Retrieved from  http://www.fcaafamily.org 

Shleifer, A., & Vishny, R. (1997, June). A Survey of Corporate Governance. Journal of Finance, 52, 737-783. Retrieved from www.jstor.org/table/2329497

The Florida Christian Association of America, Inc.. (2010). About Us. Retrieved from

Leadership
Foster parents:

'ealism-quality' approaches to leadership in the real world of social services

I have described myself as a 'realism-quality' leader who believes on the need to be task specific. I try to set realistic goals that are achievable and conceivable for my subordinates. This type of leadership is very useful when dealing with some of the challenges that arise in the context of a nonprofit organization that focuses on children in foster care. Very often, parents are initially not prepared for the difficulties that may arise when coping with a child with severe behavioral, emotional, or psychological issues.

One example of a 'realistic' approach that I had to take was when a foster mother assumed the care of a child but was not able to take full control over the situation and left the child's care for part of the day to her adult daughter, who frequently arrived home from work before…...

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References

Gelfand, Michelle J., Lisa M. Leslie, Kirsten Keller, & Carsten K.W. Dedreu. (2008). Cultures of conflict.

Tsasis, Peter. (2009). The social processes of interorganizational collaboration and conflict in nonprofit organizations. Nonprofit Management and Leadership. 20 (1).

Leadership & Fiscal esponsibility
The first two chapters of Financial and Accounting Guide for Not-For-Profit Organizations, authored by Gross et al., explicitly relates to the financial practices that pertain to not-for-profit entities. Although many of the basic fundamental principles of these organizations are the same as those which are for profit, these chapters emphasize several facets of accounting that specifically pertain to the former. As such, it is interesting to note the way that these two chapters are structured and related to one another. The first chapter, "esponsibilities for Fiscal Management," denotes an overview of the practices that the financial manager (which is referred to within the text as a "treasurer") (Gross et al., 2008, p. 6) should undertake to keep a non-profit financially healthy. The second chapter flushes out this basic outline with many salient details that are pivotal to operations.

The basic responsibilities that a financial manager is responsible for…...

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References

Gross, M.J., McCarthy, J.H., & Shelmon, N.E. (2008). Financial and Accounting Guide for Not-for-Profit Organizations: 8th Edition. John Wiley & Sons: Hoboken, NJ.

Non Profit Management
The primary objective of forming a nonprofit organization is to provide services to the community. The term "nonprofit" is used for those types of business, which are formed on the principle that profits will not be distributed to the owners. Majority of the non-profit organizations are organized under the cover of corporations, which are formed under the corporation law of the state in which they are operating. States have their own legislations for the formation of non-profit corporations and some of them allow the formation of other forms of organizations such as a trust or an unincorporated association. The Internal evenue Service (IS) has exempted those organizations from taxes, which are serving any kind of charitable, religious, scientific or educational purposes.

The typical structure of a non-profit organization includes three major areas. These are control, programs and central administration. The control or governance function of a non-profit organization is…...

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References

Kent E. Dove: Conducting a Successful Capital Campaign: The New, Revised and Expanded Edition of the Leading Guide to Planning and Implementing a Capital Campaign: Jossey-Bass: 2nd edition: October 1999

Stanley Weinstein & Robert F. Hartsook: The Complete Guide to Fund-Raising Management: John Wiley & Sons: 2nd edition: February 2002

Michael Allison & Jude Kaye: Strategic Planning for Nonprofit Organizations: A Practical Guide and Workbook: John Wiley & Sons: July 1997

Non-profit Management

The City Ethics poject povides extensive assistance to public-secto oganizations in the following aeas: kkeynote speeches on govenment ethics, employee taining at all levels, goup pesentations and wokshops designed fo specific oganizational needs, guidance in the development of compehensive ethics pogams on a state, city, o county level, eview of existing ethics pogams, dafting and impoving codes of ethics, ethical issue suveys, and guidance on the application of fedeal standads in ethics such as in connection with the Sabanes-Oxley Act and the Fedeal Sentencing Guidelines.

Website #4

Oganizational-Change-Management.com

(http://www.oganizational-change-management.com/)

The Oganizational Change Management website seems to be a egisty fo businesses. Thee is no identifying infomation fo the oganization besides an email contact link fo inquiies into adding URLs to the website. On one hand, that suggests that the pupose of the ventue is to geneate fees fom websites and othe fo-pofit ventues with an online pesence. Natually, that aises concens about the cedibility,…...

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references to authoritative sources of information.

Website #5 -- The Ross Institute Internet Archives for the Study of Destructive

Cults, Controversial Groups and Movements

( http://www.rickross.com/aboutus.html )

The Ross Institute Internet Archives for the Study of Destructive Cults, Controversial Groups and Movements is a New Jersey-based nonprofit, tax-exempt organization dedicated to public education and research. Its organizational mission is to "study destructive cults, controversial groups and movements and to provide a broad range of information and services easily accessible to the public for assistance and educational purposes." The organization was founded by Rick A. Ross, whose credentials are not listed. However, the organization's advisory board is composed of practicing attorneys and professors, all of whom have practiced in areas related to organizational behavior, particularly in connection with dysfunctional organizational cultures that have resulted in large-scale ethics and legal violations.