Tuesday, May 5, 2020

Guidance and Counselling Networks †Free Samples to Students

Question: Discuss about the Guidance and Counselling Networks. Answer: Introduction: If we observe minutely in our society, leadership is everywhere. Personally, I view leadership as being about genuineness and personality (Fairholm, 2009). Leadership is all about straining to change something and perfecting it than it was. After that change has worked with responsibility, that thing acquires admiration. Leadership is everywhere; in offices, in institutions, at our homes and many more. A great leader is a self-driven individual who assists voluntarily. By assisting my own brother with his school studies, I am exposing leadership quality. There are good leadership qualities which include; giving back of feedback in a responsible way, meeting with others to discuss, creating roles and working with patients in groups. During group works, that is when students acquire knowhow of social and being a responsible person, feelings for different personalities and other cultures, and also understands how group efforts can be influenced by leadership character (Kolzow, 2014). As I was relaxing at home trying to think of great leaders, I happened to see my mother busy with home chores. I found in her a great leader after observing her for some minutes. My mother never losing sight of the vision she had for her children is what I thought to myself, providing a secure atmosphere where her own kids could grow in prosperity. Mothers can be seen as busy in various house activities, looking for supplies today for planning required by their kids tomorrow, and on top of that, examining the demands to structure their professional lives. However, despite the many demands, mothers never forget about the visions of their children. Organizational Leadership. In the business world similarly, there is various demands that are made for considering a leader. The same way our moms showed us, however, these should not throw away our focus from what is important or needed for our businesses to grow and prosper. Patience is required for a good leader in making of a desired conclusion. Tolerance is one of the qualities which we all identify about our mothers. Raising of a child cannot be compared to a text book situation the same because there is something that will show up on the way and destroy the already laid plans (Rosn, 2014). Mostly, it is always as a result of the child not doing what they are instructed; sometimes it can be as a result of a kid getting sick on the day that you have tight schedules at the job. But in whatever the case, mothers have learnt how to deal with the above situations since they are aware that their hard work will one day be recompensed. It is of no effort to show little interest or patience in a hard job that requires long term philosophies when businesses concentrate repeatedly on gathering periodical forecasts (Nanjundeswaraswamy T. S, 2014). However, the same way mothers act so nice via their tasks, best things comes to patient people. A leader who is good motivates his/her team to always rely on themselves. Mothers also happen to be experts in motivating their kids to be always self-reliant when they are growing up. An individual requires learning by observing how our moms work; from taking care of their childrens clothes to asking their children to tidy up their rooms. One should be fascinated by the will in mothers to see how their kids take up the jobs that used to be done earlier by their children as they grew up into responsible adults. Being a mother is not an easy task that a person can imagine about as being an important role to gain an insight on how to lead or instruct others (Rosn, 2014). It was seen that a relationship between a mother and her child is completely different from that of an employee and his/her employer. In addition, the relationship with our mothers helps us to understand our life course. It is from our mothers that we can observe the value in us and help us in moving towards our roles as leaders in our various organizations. Emotional and Moral Intelligence. Emotional intelligence is one of the most important aspects. Emotional intelligence in our scenario here plays a great role in our lives. The leader of a team in an organization or in a certain project is expected to be productive regardless of the challenges he/she is facing when trying to lead the team to be successful. This kind of perception is important since it tries to describe the human interactions that we face in day to day life. Cooperation with people surrounding you is important regardless of who you are or what you do. People must work as a team, they must request for help and most importantly guide other human beings. The above responsibilities can only be done with the knowledge of the human feelings (Nyknen, 2011). It is the above situation that I deal with when relating with my colleagues, friends and also family. My belief to best communicate to the concept is comparing it with how I used to connect with others when I was in primary school up to date. I used to fin d it very difficult to communicate with older people when I was a kid because I didnt have a clue on how to tackle them. However, nowadays I can freely talk to everyone. In order to enhance organization/business performance and leadership success, moral intelligence is one of the important aspects to consider from any leaders point of view. At the beginning we studied about Emotional intelligence, then came Moral Intelligence. Moral Intelligence can be defined as the ability to clearly differentiate right and wrong. One of my friends was telling me about his employer and said that his employer wanted to construct a duped work place where he could get good moral Intelligence through tutoring work force to follow his humane principle examples. The boss usually tells his employees to stop mere justifications after ignoring deadlines or for not coming to the workplace on time and other activities influencing the workplace negatively (Kelman, 2016). My friends boss insists that each employee should care for each other with admiration and kindness. He also reminds the employees that everyone does wrong and not to be shallow minded of one anothers shortcomi ngs. Trust is required to the flourishing of any teamwork. Each member of the team must prove that he/she can be trusted; grow their trust via performance and communication skills, and also work hard to keep that trust. Each member should strive to believe in his/her team members in order to set a promise to their team and its major aims, invest their skills in the team with those objectives in their mind and feel free to talk about the issues that could be influencing their team (Nanjundeswaraswamy T. S, 2014). A quiet and tranquil atmosphere of the team allows members to share data and create a strong bond within the team members. A good example is my football team that massively relied on teamwork. The match had started and the opponent team managed to score a goal. Adam and Cole started blaming each other for the scored goal and we lost the match as a result. We managed to organize a rematch against the same team after a month and did my best to explain to Adam and Cole that if they c ooperated and work together, we could win the match. Luckily, they adhered to my advice and when the game started; they cooperated and we emerged as victorious. From my own perception, in every personality of any leader, ethics must play the major role. Agreeing to the main goal of any organization is try to prove that in a situational type of leadership is not being manipulated. Professional team members should try to comprehend that being told to do something is not being manipulated for it leads to a company being more progressive and successful. In short, in an organizational situation, a professional member should at no any time think as being manipulated (Bolden, 2010). A professional should try to measure and try to know how relative it is to the vision and the mission statement of the company. A team member should not take anything personal and try to look at the bigger picture. This reminds me of subject in last week which was emotional intelligence and how it could help differentiate between manipulation and situational leadership. This can consistently lead to achieving the best only and the potential plans for the company (Kelman , 2016). A good example of situational leadership is that of surgeons inside an operation theatre. When surgeons are inside an operation theatre particularly dealing with crucial operations and emergency cases, that is what we term as situational leadership. When a doctor is leading his/her fellow doctors in a theatre of operation, he/she is referred to a specialist in surgery. However, in case of situation that is urgent calling or during the operational issues, surgeons are required to make instant decisions regarding the state of the patient. The most fascinating fact about situational leaders is their ability to bend with the situation that is already at hand. Recently, people came to know that bullying in workplaces have been going on for many years. However, Anti-bullying movements existed in the United states from early as 1990s which implies that many workers have since been bullied all along. Workplace bullying can be defined as the repeated unfavourable and unethical treatment of a person by another in a workplace. This involves behaviour meant to belittle others through humiliation, rudeness, sarcasm, overworking an employee, threats and violence (Kolzow, 2014). The big question that arises is: Who in a leadership position is supposed to know and can be able to differentiate between assault, bullying and harassment? Assault and Harassment are known to have resulted from several serious incidents. In various work places, workers are bullied in long-term jobs by their managers, subordinates, other workers or by a client whereby a good leader is supposed to defend for their workers rights and not allow the right for the customers to no t respect or even abuse the employees. The research also goes on to the short-term jobs like construction or the arts; whereby the supervisors have power over their employees. In both long-term and short-term jobs, the employees have been proved guilty of harassment, bullying others, assault or discriminating. All of us agree that bullying exist in our lives even before going to the workplace (Coder, et al., 2014). As a matter of fact, it started when we were young, we can all remember our high school days whereby we were either bullied or we were bullying. Actually, I was bullied in secondary school and I recall very well getting a punch and losing a tooth. The funny part is that the person tells my friends that he is embarrassed to face me after what he did but I am happy because he admitted he was wrong. The main reason that makes an individual to bully others is to hide his/her weaker side. Another reason for an employee to bully another is avoiding to be responsibly accepting t heir ill character and the consequences. Conclusion. Human beings are altered by supremacy. We know of leaders whose only interest is to consider personal promotions. Leaders have always been like that way. Then we start thinking why few people are corrupted while others are not, or what is concreting the driveways of corrupted men and their females credit cards. In conclusion, I would say that this course has been an enlightening experience. I learnt that good business leadership can enable a team to stay focused in times of emergency. I also learnt that a wide and attractive relation between a boss and his/her employee implies that they are being accepted as important part of the organization and building up a feeling of being an owner among members. Growth of leadership is important since organizations hire leaders of their character. Leadership expansion can take advantage of output and promote synchronization. People must use suitable leadership style to direct teams and individuals. References Bolden, R. (2010). Leadership, Management and Organisational Development . Retrieved from business-school.exeter.ac.uk: https://business-school.exeter.ac.uk/documents/papers/leadership/695.pdf Coder, L. A., Poff, R., Baker, J., Swanson, R., Schlinker, W., Jerome, A., Baker, J. P. (2014). University Student Leadership Involvement, Practices, And High School Class Size: An Investigation Using The Student Leadership Practices Inventory. Leadership Organizational Management Journal, 1-3. Fairholm, M. R. (2009). Leadership and Organizational Strategy. The Public Sector Innovation Journal, 2-6. Kelman, S. (2016, 6 16). What to look for in leadership and organizational performance. Retrieved from fcw.com: https://fcw.com/blogs/lectern/2017/06/comment-kelman-better-performance-research.aspx Kolzow, D. R. (2014). Building Organizational Leadership Capacity. Retrieved from www.iedconline.org: https://www.iedconline.org/clientuploads/Downloads/edrp/Leading_from_Within.pdf Nanjundeswaraswamy T. S, S. D. (2014). Leadership style. Retrieved from www.mnsu.edu: https://www.mnsu.edu/activities/leadership/leadership_styles.pdf Nyknen, S. (2011). Towards leadership and management in guidance and counselling networks in Finland. Finnish: University of Jyvskyl . Rosn, I. (2014). Leadership in Organizational Change. Retrieved from gupea.ub.gu.se: https://gupea.ub.gu.se/bitstream/2077/36314/1/gupea_2077_36314_1.pdf

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