ABC’s of Reframing Organizations.
This website creation by Cohort XI was designed as a simplified tool to create an understanding of the theory presented by Bolman and Deal in their book, Reframing Organizations. By using a simplified, ABC, format we have created a way to view each chapter for useful, condensed, pertained knowledge to understand the theory presented by Bolman and Deal without the need to read every chapter in depth. The intent is to allow others to apply the knowledge learned to the organizations that they are involved in and to their everyday interpersonal relationships. As well as to improve upon their leadership skills and to empower them to become successful leaders.
Academy Road "Youth Club"
My project is based in my community and the focus of this project is the creation of a dialogue among the youth and the adults who live in my community. This dialogue has taken place on bi-weekly basis and it had phased into monthly forums that have addressed the concerns of the youth who live in the East Side/Lovejoy area of Buffalo. Some of those issues include violence prevention, pregnancy prevention, creative out-of-school time, employment, and communication with parents and peers, etc. I have gathered a group of community leaders, parents and youth to be involved in this project. The neighborhood block club, the nearby community center, parents, and youth all had a part in the initial stages and implementation of this program.
The target ages of this program is youth 12-21 and we have 5 core members who have assumed the responsibility to recruit other youth. We have also recruited three adults to help in this process. Two are parents and one is a community leader. The goal of the project is to create a sustainable dialogue between the youth and the adults who live in this area. Achieving this goal will ultimately change the dynamics of how all neighborhoods operate.
As I continue to learn through the youth, the other adults, and as being a part of the Executive Leadership and Change program, I can better serve my community in a positive and productive way. This goal is a part of my mission/vision statement and it is also part of my learning objectives as a student in the Executive Leadership and Change program. I truly feel that I am now taking what I have learned and making practical applications in my daily world, all while creating a sustainable and vital program, that has produced many positive outcomes and will continue to thrive and benefit all youth.
Advice and Leadership Implications for Night Owls Living in an Early Bird World
A self-described night owl, I set out to discover what there was to know about the leadership implications of circadian preference. It was discovered that most researchers agree that both biology and behavior are factors that determine an individual’s circadian preference. A few key differences in the personality types of night owls and early birds were also discovered in there view of literature. For those night owls looking to “retrain” themselves to become early birds, there is hope. The paper will discuss ways of retraining yourself into becoming a more productive, pleasant person that can wake more easily in the morning. As our society becomes more attuned to individual preferences, some organizations are catering their personnel practices to be flexible based on the needs of their employees. After the review of literature a presentation was made to undergraduate college students that were either night owls looking to cope in an early bird world or early birds wishing to better understand the night owls in their life. The presentation was assessed and over-all the students (N=35) enjoyed the presentation, took away valuable information and would recommend the session to a friend.
Approaches and Challenges: Implementing a Car Share Program at a Small Private College
Fully embracing the concept that we are all cogs in a complex system that affects the outcomes the system produces is very empowering. Circumstances at Daemen College inspired me to attempt to resolve increasing parking challenges on campus. After some research, and surveys to assess interest, a car-sharing program to be implemented on campus was recommended. Car-sharing is a service that offers members a vehicle without the up-front costs, hassles, or environmental impacts of private ownership. Many resident students and their parents may find car-sharing an affordable, environmentally friendly option instead of worrying about paying insurance premiums, fuel, registration, and maintenance for a car the student rarely uses. I learned that even with the best intentions, trying to affect change in an organization could cause you to encounter issues that you never thought you would and at the core of the Buffalo Car Share opportunity is the chance to align Daemen’s services and practices with its values.
Bridging the Gap between Punjabi Parents and their ABCD Children
This is a guide to help “ABCD” American Born Confused Desi Teens to communicate with their Indian-Born and raised Punjabi parents; through the study of Transformational Leadership.
Building Communities Through the Empowerment of Women
Individuals that compose a group of people whether living in the same area, or who share the same interests, can benefit through the empowerment of women. In many communities, women are the head of the household, or single parents who have the sole responsibility for child rearing. Often, this is due [to] the lack of their own physical and emotional needs being met. Consequently, these women are not able to motivate their own children. Through empowerment, these women will be inspired to believe in themselves to become creative individuals, thereby overcoming this cycle. Sequentially, these newly discovered confidences will be bestowed upon their children, thereby building the internal and the external community of family.
Building a Regional Collaboration of Higher Education Institutions and Community Organizations: The Western New York Service-Learning Coalition.
Collaboration between higher education institutions offers promise not just for improving student outcomes, but for addressing concerns about the increasing costs of higher education and the impact this is having on student access and debt. This project provides a case study of a multi-disciplinary collaboration of higher educational institutions and equally, community organizations, in the Buffalo-Niagara region: The Western New York Service-Learning Coalition. This project offers a description of the model we developed and the processes the Coalition went through to transform itself from a loosely structured group to a formalized, sustainable collaboration. It highlights the prospects of such a coalition for improving student learning, for increasing efficiency in both higher education and community organizations through leveraging and sharing resources, including technology, and for supporting the revitalization of regions.
A Case Study Perspective
This paper presented a case study for the purpose of demonstrating how an organization looks to its CEO as the “guide-on”. The study was presented from the perspective of the CEO and the people who directly reported him. This study also attempted to demonstrate how much effect a leader’s style can impact an organization.
Communicating Clery Act Compliance
The Clery Act is designed to reduce campus crime and bring awareness to prospective students, current students, and employees. This law continues to affect colleges and universities across the United States. In recent years institutions have faced challenges with compliancy including but not limited to: reporting crimes, disclosing public records, and campus notifications. Named after former Lehigh University student Jeanne Clery, this act holds penalties for failure to comply up to $35,000 for each violation. In an effort to implement proper compliance practices at Daemen College, students of the Executive Leadership and Change program are identifying effective communication tools to promote safety awareness on campus. Current research presents best practices to disseminate information for a targeted audience.
As a result, a communication plan was developed to address this matter. The goal is to bring awareness and change behaviors to ensure all safety trainings are reported. Based on this objective, a schedule of emails and a presentation were designed to inform the faculty and staff at Daemen College. Kim Pagano and her supervisor Dr. Richanne Mankey will review the plan and decide how they would like to move forward with it. The suggested tools can be implemented as is or they may be adjusted depending on their preferences. The progress can be analyzed by viewing the amount of faculty and staff who are reporting the trainings.
Community Health Worker Program Internship Policy & Procedure Manual
For completion of the Leaf 541 project II, I developed and implemented the CHWP Internship Policy & Procedure Manual. The contents of this manual include agency history, description of programs, internship overview, duties and responsibilities, forms, and details of monitoring and evaluation processes. I have utilized the manual to assist me in the supervision of BSW interns during the 2006-2007 school years. I believe the manual has served as a useful tool for me and will for other Field Supervisors when working with students to ensure that they get the most out of the internship experience and are able to increase their skills and knowledge of social work policy and application.
This joint project with other Cohort members proved to be a learning experience for all of us. Going into this project together we were well aware of possibly facing various obstacles. Fortunately every member of the team went over and above their responsibilities to make sure the project was a success. All of the Compass House stakeholders were engaged in this process for the Strategic Plan. Their input was solicited and included in the development of the plan. As a team we made sure the stakeholders, which include the Board of Directors, the Leadership Team, the clients, staff, volunteers, and funders were asked the same questions to get their input. In some instances the answers from the stakeholders were similar and of course there were different answers also. Over all this was a valuable lesson in change and leadership.
The Compass House Strategic Plan The Other Side (The "Learning Side")
The ‘product’ of our collective effort, a strategic plan for Compass House, has been submitted separately. This meets the course requirement for the “doing” side of the project. The clients for the work, the Board and Executive Director of the not-for-profit organization, have said that they are very pleased with the cohort’s work. That outcome is necessary, but not sufficient, for the venture to be considered a success in the context of a masters program. The “other side” of the project is the learning that each of us gained during the fourteen weeks of its duration. Despite having significant experience if developing strategic plans and working in teams, the learning that I gained was plentiful. This paper sets out the main components of that learning. Despite trying to apply both efforts and “expert noticing” to the task of generating learning, many aspects, angels and insights will have been missed. However, the learning that was surfaced was meaningful and an important contribution to the overall objects of the Executive Leadership and Change Program.
Compromise Theory: The Opportunity for Transformational Metamorphosis
Decisions involve choices that involve consequences-either positive or negative. In the corporate domain, an effective decision-making process that best achieves positive consequences has been advocated and characterized as being framed in a sequential, rational framework. This belief has a theoretical allure to it, but I suggest in reality, decision-making in the corporate realm is based more upon personal values, motivation, biases, character, personality, filters, past experience, intuition, compromise, and egoistic endeavors and a whole host of behavioral attributes rather then a rational process. Expecting inconsistent creatures to follow a rational process is a contrary supposition. The role this inconsistency or irrationality plays needs to be recognized as human and operational systems coexist within a larger sphere. The irrational method is not about following a process, but is more akin to managing the ebb and flow of different forces present within the individual and his of her environment. This study attempts to identify and clarify the most common factors pertaining to the individual decision-making process in the western corporate world. It foes not indicate that one approach is better then the other.
The western society focus is an important distinction. Although individuals are unique and inconsistent, the hypothesis theoretically could be applied anywhere in the world. It’s just that the Western culture and its social mores allow for a richer display of Compromise Theory. I suspect that Eastern cultures suppress it more, and would be more inclined to engage in compromise than transformation. I realize the limitations of this study in Eastern society, and perhaps that could lead to further exploration.
Creating New Spiritual Leadership in Dementia Car
Creation of a functioning, ongoing spiritual advisory committee integrated into the Alzheimer’s Association strategic plan. The committee will create and oversee spiritual program elements and opportunities.
Creating the Transformational Change Delivery Model
The following project consists of a presentation of the Transformational Change Delivery Model (TCDM). The TCDM is a theoretical representation of a defined process for implementing transformational change in organizations. It was developed by this master’s student using three components as foundational concepts: Systems Theory, Transformational Change Theory and 6 years of professional experience in designing and implementing geospatial information systems. The pretense behind creating the TCDM was to assist organizations wishing to undertake a transformational change initiative.
Developing Organizational Structure and Leadership within the Newstead Historical Society
The Leadership project took on the following focus Newstead Historical Society-Structural Organizing and Leadership: develop mission, vision, and belief statements; develop policies and procedures that will govern all entities of NHS; leadership development and succession plans; develop a working committee structure; develop membership and community feedback loops; fiscal planning and grant writing; and staffing-volunteer training and appreciation.
A Strategic Committee was formed in order to address these issues including the development of belief, vision and mission statements for the NHS organization.
The committee also worked to formulate the following four Strategies which, in turn, were developed into Action Plans with the use of action planning teams. Although the plans were not officially adopted by the NHS Board until August of this year (2005), many areas of concern were already beginning to be addressed through some of the committees that were initially set up in the spring.
Establishing a New Eating Disorder Clinic
A long standing lack in medical coverage for Southwestern New York States is in addressing the needs of the victims of an Eating Disorder diagnosis. This work investigates this geographical area’s patient need, in the context of a proposal to establish a new Eating Disorder Center at the area’s only local hospital. Building on national and local statistics legitimizing the significant need and the current availability of newly renovated closed floors within this facility, this proposal examines in detail the various facets necessary to achieve this goal. Significant in these details is the demonstrable low initial financial outlay required combined with the currently available professional staff, the enclosed preliminary budget proposes a viable and exciting opportunity to meet the needs of these patients. The final area addressed is the phroenesis (applied practical wisdom) necessary to formulate the leadership steps to lead this plan to an initial successful completion and on to subsequent progressive ongoing success. The conclusion this work reaches is that the proposed Eating Disorder Center for this area is viable and incorporates need, financial viability and practicality.
Finding Vision Amidst Many Views" A Strategic Planning Project
The purpose of this project was to provide a basic understanding of the strategic planning process to the administrative council of the Bowmansville United Methodist Church while providing an opportunity for the author to gain experience in the area of facilitation and consulting. This project also included the development of original and adapted tools for strategic planning. During the course of four months seven meetings were conducted to facilitate the creation of a mission and vision statement for the church and begin the process of action planning in order to implement these statements. The project was a successful learning tool for the participants as well as the author and remains and ongoing concern beyond the deadline of this report. At the conclusion of the project a process report and workbook was presented to the participants for the purpose of continuing the planning process.
Following Up On Teaching to Lead: Leading to Serve
The Akron High School Leadership Forum project was begun in order to fill a need for the development of leadership skills and to build an understanding of civic responsibility and service to others for the elected and appointed Akron Central High School Student Council member. A series of three forum sessions were designed and facilitated by Marybeth Whiting, a student in the Executive Leadership and Change Graduate Program at Daemen College. This project also provided an excellent opportunity to build social capital with both the school district and the Akron-Newstead community and allowed for an examination of systemic influence as well as many other areas of study within the realm of leadership.
The preparation, development and implementation of the forums has already been outlined and discussed at length in a final paper in February of 2005. The outcomes of the leadership forum project, the projected action plan for the faculty advisors, and the follow-up plan for the 2005-2006 school year have also been highlighted with a focus on the personal learning observations and insights of the facilitator. Therefore, this paper serves as a brief follow-up of the completed project for LEAF 540.
The following Forum Agendas will remind the reader of the three days of learning, activities and events during each of the three student workshops that the author facilitated.
Generation Y - What Motivates Generation Y to Take on Leadership Positions?
My topic arose because of an interest in Generation Y; having overhearing conversations of older generations speaking negatively about Generation Y as employees and having had some professional struggles that seemed to be "generational". My main concern was Generation Y and the workplace.
Those participants who responded to my FaceBook post took the survey; some expressed an interest in participating in an in depth interview. The four themes that emerged from my research with Generation Y participants are: "looking for a career not a job," "prefer working independently," "prefer open communication," "appreciate praise and think a "thank you" goes a long way."
I linked these to the literature and found similarities and differences. My research backs up the desire that Generation Y has for communication, feedback and praise, a desire for work-life balance and the balance and structure of independent working with teamwork mixed in.
I show the straight forward opinions of Generation Y employees by confidentially providing their genuine answers to many issues that arise in the workplace. Some of the information found was eye opening and presents a harsh reality about the personalities of Generation Y and how their environment, feelings and compensation affect the product of their work.
I reflected my own experience in relation to the findings in the research, and discovered some personal leadership opportunities for myself.
I concluded my thesis with my learning and the leadership throughout the process. I provided suggestions for future research. My first recommendation is to do a quantitative study with college students to see how the offices of Career Services are preparing students for the "real-world" and creating expectations for them. Secondly, I think it would be interesting to find out about how parents influence Generation Y and their expectations in the workplace, and a qualitative study on Generation Y as parents and their role in their children's lives. My third suggestion for future research would be how communications trainings could affect the communication barriers in the workplace. My final suggestion for future research involves finding any distinction between Generation Y males and females and their desire to lead.
The Impact of the Daemen College Master’s Program in Executive Leadership and Change on the Perceived Personal Resilience of Recent Program Graduates
Resilience is the psychological ability to rebound or ‘bounce back’ from encounters with adversity or significant stressful events. The acquisition or development of resilient traits and characteristics, by way of insulating individuals and organizations from the deleterious effects of overlapping stress and change, is viewed as a competitive advantage in a complex, 21st century world.
Based on her conviction that impactful lessons from a master’s program of Executive Leadership and Change (ELC) influenced her choice to respond resiliently to a series of personal and professional crises, an ELC student questions whether lessons contained within the tenets of the ELC program act to strengthen the perceived personal resilience of other program graduates.
In this qualitative, phenomenological research study, seven recent and prospective ELC program graduates are asked to recount their lived experiences with navigating through post-ELC adversity or significant stressful events, and to consider whether their participation in the ELC program influenced their response to and recovery from such events. Locus of Control, Self-Awareness, Personal Growth, Mobilizing Resources, Lens of Perception, Integrity, Responsibility for Others, and Positivity were the major themes that emerged as participants described their encounters. These major themes were compared and contrasted with the characteristics and attributes of resilient people as they have been described by Daryl Conner (2006) and other resilience scholars.
All study participants indicated that they believed they were able to cope with, overcome, and recover from encounters with adversity or stressors more effectively subsequent to their participation in the ELC program. No specific component of the program was credited. These research finding suggest that factors within the program’s cohort-based structure or curriculum may contribute to an increased perception of personal resilience in program graduates.
Recommendations are made for future research. Recommendations to the ELC program are that faculty consider making strengthened personal resilience an explicit program goal, and furthermore, that faculty more fully consider the possibility that the concept of spirituality may contribute to the development of more effective, resilient leaders.
Initiating A Wellness Program Within A Not-For-Profit Organization
Through the process of observation, reflection, and networking; a need was identified to promote wellness, prevent disease and injury at the work place. In merging experience, skill, and personal desire, while providing inspiration to the employees; I was able to advocate the employees desires to the organization, and integrate these desires with a personal appreciation of the holistic approach, in the development of a wellness program. Determining the desires [italics added] of the employees was paramount, not only in the initiation of the Wellness program, but to its success. This paper serves to identify the means engaged to advocate their desires, and facilitate their entrustment with their employer, in the implementation of the wellness program. Developing trust may prove to be an organizations greatest challenge in promoting wellness; yet it may also prove to be its greatest asset. Through role-modeling, networking, collaboration, and partnerships, a meagerly funded program in a No-for-profit organization can succeed, and sustain through continual role-modeling, evaluation, and revision. Wellness programs benefit both the employee and the employer in decreasing health care costs through the promotion of wellness, and the prevention, or reduction of disease and injury. The monies saved in rising insurance premiums, workman compensation, and disability claims effect both the employee, and the employer. These savings can benefit the employee through the utilization of incentives and rewards. In addition, the employer and the employee are making it better together [italics added] in preserving employee retention rates, and conserving employee benefit time though wellness. In doing the right thing, I am making a difference, one initiative at a time.
Investigation of the Formation of a Teen Leadership Club, Boys and Girls Club, City of Tonawanda, Franklin Street, Tonawanda, New York
The formation of a teen service group within an established organization involves the development of a vision, a coalition of teens and adults, and the development of goals and objectives. The credibility of the organization to produce a quality teen leadership program is determined by its vision and goals and commitment of the agency. The follow project outlines the steps by the Boys and Girls Club of America, Fillmore location investigation process to develop a program to service the teens of their community.
As a student of leadership this investigation necessitated the engagement and exploration of self reflection to gain understanding to promote process improvements. This reflection self process is italicized and single space with in this paper.
Gone Fishing: An Adventure in using the Fish! Philosophy
With this project I implemented the Fish! Philosophy with the group I work with at Lincare Inc. The Fish philosophy is based on the World Famous Pike Place Market in Seattle, Washington. The fish mongers at the market live the philosophy and its four principals. The four principals are play, be there, make their day, and choose your attitude. All four principals are described in detail in the book, Fish! (Lundin, 2000). I used the philosophy to improve the low morale in the group and improve our results. In the paper I documented what I did to implement the philosophy, what my expectations were, what I learned from this experience, and what the results were. This is not a project that has ended, this “project” still continues in our group every day.
Going for Gold
This project involves working with the leadership team of CATS (Child and Adolescent Treatment Services) to help them discover and analyze the leadership implications of attempting to become a nationally accredited not-for-profit agency. CATS has gone through an enormous transformational change over the past five years and has gotten to a place where they consider themselves to be a “well oiled machine” that is for the most part running smoothly and effectively. However, as we know in business and leadership, organizations whether they are for profit or not-for-profit, should always be striving to reach new goals and continuing to change to stay ahead, and CATS is no exception to this.
Implementing HIV Rapid Testing Project
About one quarter of the 900,000 Americans infected with human immunodeficiency virus (HIV) are unaware they are infected. About half of all people seeking AIDS testing at public health clinics don’t come back to get their results. While for most of them the results show they aren’t infected, in about 10,000 cases each year a test is positive, but the tested person never gets the news. The purpose of this project is to describe the logic of getting an yearly test and the impact of testing individuals who are high risk of being infected.
Investigation of an Outpatient Wound Center, Mercy Hospital, Buffalo
The focus of this project is the conceptual expansion and development of a new service line; a physician based outpatient wound center on the grounds of Mercy Hospital.. This report reviews research of wound care, conduct a SWOT analysis of the need for an outpatient wound center, analysis of the current market, and a review of the level of care evaluation process.
My leadership role in healthcare begins with an idea to provide or expand clinical services. The action of leadership is communicating a vision, supported by clinical research, to members of a hospital system. This report will review the development of a strategy and action in communication and promotion of an outpatient wound center on the grounds of Mercy Hospital.
Leadership and Change: “Implementing HIV Rapid Testing Project”
About one quarter of the 900,000 American infected with human immunodeficiency virus (HIV) are unaware they are infected. About half of all people seeking AIDS testing at public health clinics don’t come back to get their results. While for most of them the results show they aren’t infected, in about 10,000 cases each year a test is positive, but the tested person never gets the news. The purpose of this project is to describe the logic of getting an early test and the impact of testing individuals who are high risk of being infected.
Leadership Succession Planning Guide – Alzheimer’s Association of Western New York
No abstract available.
This project is an exploration of leadership at individual, group and system level in a campaign staff. The author focused on exploring the necessary awareness and action needed to create a culture within the campaign staff to promote leadership within her and others in the decision making processes. Internal reflection was used to identify strengths and personal tendencies at the individual level as well as action items for the author to take to continue working as a leader. It also created a workshop with the goal of exploring the leadership strengths and tendencies of campaign co-workers. Finally, a systems matrix was created that explored the necessary input and steps to be taken to create a culture within the campaign that foster leadership focusing on inclusion and teamwork. From this exercise it was determined that the necessary foundation at the three levels: individual, group and systems, its apparent and that increased communication focusing on leadership and what constitutes a leader is the first necessary step to foster the culture of leadership within the staff.
Leading the Way in Taking Control of Arthritis
The core mission of the Arthritis Foundation is to improve lives through leadership in the prevention, control and cure of arthritis and related diseases. The vision for my project is a continuum of care concept. The continuum of care represents the full spectrum of physical and emotional status of an individual while providing and educational support system comprised of the Arthritis Foundation, community health resources, support groups, nutrition and exercise. I have successfully implemented my continuum of care concept by a WNY Rheumatoid Arthritis Support Group, becoming a Certified P.A.C.A. (People with Arthritis Can Exercise) Instructor, and speaking at Arthritis Foundation sponsored Public Awareness Seminars. The Arthritis Foundation relies on and values their staff and volunteers to use their expertise and experience to make a difference. Through my efforts I have taken a community leadership role to improve the quality of life by helping people take control of their arthritis. Together we CAN make a difference through innovation, empowerment and changing mindsets.
Let's Talk Leadership
My learning objective for this project was to increase my facilitations skills, further develop my preferred leadership style (Situational), and continue to apply the learning’s from the program. As the facilitator for the project, I provided several assets to this group. I empowered them. The empowerment stemmed from the various speakers who presented during the sessions. This empowerment stemmed from the various speakers who presented during the sessions. This workshop also provided an opportunity for them to discuss their values. I knew there were bright, positive, goal oriented young ladies in this community and the Let’s Talk girls provided it beyond a shadow of a doubt. I learned these young ladies were anxious for information, willing to learn about what they could do in their community to make it better. As a part of this project, they had an opportunity to meet and speak with individuals in the community who could help them make a difference.
This project was a learning experience for me as well as for the group of young ladies who participated. Not only did they learn about leadership but they also learned the importance of never underestimating themselves when it comes to talking on a leadership role. They were engaged in this project throughout the 8 weeks providing valuable feedback to me, as well as sharing information with each other.
As a result of this project, they are planning to do a Female Summit for young ladies 12 to 18 years of age. They would like to do the planning, soliciting for workshop presenter and getting sponsors. They have presented the idea to the Director of their program and will do a presentation to the Executive Director of the Housing Authority.
The purpose of “MBTH High” was to introduce the concepts of Personality Type to high school students to encourage self-development in the areas of leadership and career planning through self-awareness. The project was designed to include two workshops, each one and one-half to tow hours in length; the first on the topic of type awareness as it is applied to leadership and team building and the second on the topic of applying self-awareness through use of the MBTI type indicator to career selection. Both workshops were very successful and were attended by a cumulative 40 students. The “MBTI High” program offered several opportunities for personal growth and learning from the initial preparation period to the reflections at the conclusions of each workshop. This report contains a detailed account of each stage of the project process and a reflective approach to the learning objective accomplished by the implementation of the project.
Millennials on the Move: A Phenomenological Study Researching the Intrinsic Attributes That Have Contributed to a Career Change in Millennnials
This thesis was a phenomenological study researching the intrinsic attributes that have contributed to a career change in Millennials. The common perception is that members of the Millennial generation frequently change careers throughout their lifetimes. Through a review of literature and other available resources, I identified how loyalty, self-reflection and openness to change affect Millennials’ career choices. Through one-on-one interviews with four Millennials who have changed careers within the past five years, I uncovered their lived experiences and identified four major themes: Desire for Measurable Success, Desire for Inherent Fulfillment, Desire for Balance between Measurable Success and Inherent Fulfillment and Relationship Dynamic between Millennials and their Generation X and Baby Boomer Leaders.
My goal was to understand the individual and generational attributes that appear to make Millennials more inclined to switch directions in their career. I hoped to also educate myself about characteristics of the Millennial generation and better understand my own career intentions. Research participants who were interviewed for this study self-identified as Millennials who have decided to change careers within the past five years and volunteered to share their stories. I maintained focus on the experiences and decision-making processes of the four participants in this study as well as my own personal reflections and learning.
Nursing Satisfaction in the Long Term Care Environment
This thesis explains the correlation between nurses in the long term care environment and their loyalty/dedication to their place of employment. Through my studies and thesis paper, the researcher found that nurses require compensation in other forms then monetary reward. Compensation for this study included a willingness to accept change, ability to understand an underlying problem, team effort, importance in the corporate culture, and the ability to communicate openly with supervisors.
As the geriatric population continues to live together and the baby boomer generation now begins to move into the retirement stage of their life, the demand for qualified nursing staff in long term care facilities is increasing. Currently, nursing staff turnover in the United States are at epidemic levels and only expected to get worse as society evolved.
The research conducted may help with one’s future career as a leader in the healthcare community. The research may also applicable to many other industries besides nurses in the long term care environment. Even though the scope of my research is focused narrowly, the principle idea behind my topic may be relevant and useful to other industries as well.
Peer Interviewing Pilot Plan
My Project II consisted of developing a Pilot Plan for Peer interviewing for the Supply Center Custom Service Team. My motivation behind this project provided me with the experience of interviewing and allowed me to focus on what it takes to be a great manager and leader. I found it essential to review our past and present process of interviewing. I also wanted to involve other Customer Service Teams in the process and hopefully implement the Peer Interviewing Pilot Plan in their departments hiring as well. I have learned a lot about the system, my-self, and my peers in the process of peer interviewing. To gain visibility at work, I took initiative and present my learning and understandings to the Customer Service Director and Performance Manager.
Revitalizing and Motivating the Board of Directors of The Gospel Expansion Foundation
Typically Nonprofit boards are a major development in the nonprofit sector, however it’s the benefits of the board development that are assumed, and the subsequent effect they can have on the nonprofit sector. The intent of this project is to examine, understand, and attempt to capture the Groupthink dynamics which drive this particular nonprofit’s Board of Director’s state of dysfunction and stagnation free-fall over the last several years. This is independent of their vision, best intentions, financial means, and influential community backing in the efforts to provide assistance to those in need in the community. The assignment is to provide where needed; applicable Leadership and Change concepts, initiatives and insights, facilitation, creative problem solving skill sets, and personal business experience. The goal is to examine how and when such tools would apply, when they should be best used and what should be the anticipated results in such an application. The final analysis is intended to measure the merits of said assets being as effective as thought. Also, determining if by providing the essential resources in terms of education and 3Edo awareness will satisfy the project’s objectives, and to establish a effective level of board synergy and motivation in order to fulfill the intention of meeting their goals and expectations.
SBAR: A Communication Tool to Standardize Union/Management Meeting Structure for Kaleida Health
We live with an “us versus them” mentality in many aspects of our day to day living. Neutral ground can be a rarity. A very real example is labor-management relations. From a grievance to contract negotiations, communication can be strained. Because of ineffective approaches taken, resolution of issues often necessitates more than one meeting. Time is wasted, emotions flare and respect dwindles. Kaleida Health is one of many healthcare organizations in which labor-management communication affects more than those directly involved; communication can have a more profound impact on the most important part of our industry: our patients. How might we diffuse differences and expedite decision-making? The communication format of Situation, Background, Assessment and Recommendation (SBAR), may be a new approach to structure all labor-management meetings. There is clarity in expectations and a shared mental model among all involved. This project looks at a proposal to Kaleida Health to adopt SBAR as the standard structure of communication at all labor-management meetings. The value of an organized plan, suggested implementation and evaluation methods will be presented and discussed through the W.K. Kellogg Foundation Logic Model. Results could be far reaching and set a standard that positively impacts staff, management, and most importantly: our patients.
Seneca Street Community Development Corporation
The Seneca Street Community Development Corporation (CDC) incorporation process is currently waiting for final approval of the waiver from the New York State Department of Education. This waiver will be attached to the Certificate of Incorporation that will be filed with New York State, and will state that the Seneca Street CDC will not be functioning as a school. The Department of Education returned the initial letter that was sent by the University of Buffalo Law Clinic, asking for more clarification.
I am having my final meetings with Adam O’Brian, the law student that has provided the legal expertise for this project, before he leaves for the summer. The paperwork has been completed and is ready to be sent, first to New York State, and then to the Internal Revenue Service.
So was this project worth the enormous amount of time that has been devoted to it thus far? I have learned a great deal about the legal process, and about not for profit corporations. In the bigger picture, I have accomplished a learning objective involving gaining greater knowledge about the not for profit world.
The greatest challenge is yet to come! Once the paperwork process is completed, the real work begins. Developing the job readiness and retention workshops, finding mentors for those who participate, and locating funding are the next major steps. Meetings of the Seneca Street CDC Board of Directors must be held, and additional Directors need to be elected. Members for the CDC also must be recruited. Then the most significant goal of all! Starting a small business in Seneca Babcock through the CDC, that will provide opportunities for neighborhood residents to gain their first job experience. Stay tuned … the best is yet to come!
There are Jobs that will Better Align with You
My paper is a brief journey through a personal working experience. A lack of job satisfaction seemed to exist within my company and I sought out a tool to measure the reality of this by administering the Job Descriptive Index. The Job Descriptive Index (JDI) measures five important aspects or factors of job satisfaction. The five facts of the JDI are Work on Present Job, Present Pay, Opportunities for Promotion, Supervision, and Coworkers. All 36 associates were given the survey and 50% responded. I found that 50% of employees that responded were satisfied with Opportunities for Promotion, 66% were satisfied with Supervision, 64% were satisfied with Pay, 76% were satisfied with Work Itself, 88% were satisfied with their Co-Workers and 83.33% were satisfied with the Job in General.
What Are The Opinions Of Staff Regarding Patient Safety Issues, Medical Errors, and Event Reporting In The Emergency Department?
Perceptions are our reality. Decisions are made and actions taken from these perceptions. The success and failure of an organization is, in great part, the results of staff’s perceptions of how things get done. Therefore, this study was conducted to examine the opinions of staff regarding patient safety, medical errors, and event reporting in the emergency department of a suburban hospital in Western New York. Kanter’s (1977) theory on structural determinants of behaviors in organizations was utilized as a guide in this researcher’s efforts. The design of the study was survey research, utilizing a tool developed by Sorra & Neiva (2004) to measure the culture of patient safety in this emergency department. Descriptive statistics were utilized in the data analysis of the survey items. Results of the study indicated that staff believes in their ability as a team to deliver safe patient care. Many opportunities for improving communication and teamwork were exposed in this study. The leadership team in this department has earned the staffs loyalty and commitment to the common goal of quality patient care. Recommendations for future research include surveying the hospital as a whole system, as well as looking at responses within job titles.
What Are The Perceptions Of Managers Regarding The Impact Of E-Mail On Communication In The Workplace
The research undertaken was a qualitative, phenomenological study to determine what are the perceptions of managers regarding the impact of email on communication in the workplace. Face-to-face, audio-taped interviews were conducted to collect data. The audio tapes were transcribed verbatim and analyzed utilizing Colaizzi’s (1978) nine-step process of data analysis. Six participants were interviewed and were employees of a well-known Fortune 100 for-profit organization in Western New York; supporting operations both locally and on four other continents. The six participants were equally divided; of the six participants, three were male and three were female. Five themes emerged from the data analysis based on each of the managers’ perceptions regarding the impact of email on communication in the workplace. These themes were: quick, mass communication; doesn’t work for all communication; misinterpretation; information overload; way of hiding; and helps track information: provides documentation. The conclusions of the study were that while all managers interviewed agreed that they all use email in some shape or form in the workplace, there are many advantages and disadvantages to using email to conduct business and manage employees.
Women and Leadership in Geita, Tanzania
This thesis focuses on women’s participation in leadership in Geita District, Tanzania. Many factors prevent women from being leaders on the family, community, regional and national levels. Included are a background of the situation of women in Geita and the Tanzanian context, based on written sources, and an investigation of women’s thought and feelings, based on their perception of their experiences, from a questionnaire and interview process. These women reflect on the past, current and future prospects for women as leaders. Using their answers, a content analysis was done to identify the themes of their concerns. The majority of their concerns center around the basic areas of gender equality and educational opportunity. Their information yields a number of factors that need changing as well as suggestions for changing them, which in turn leads to a realistic action plan for change.
There are many suggestions mentioned by the women which can be implemented. The author is planning to foster awareness of gender balance from the family level to the community and the whole society in two ways: first, by increating educational opportunities; and second, by increasing networking for women through support groups.
Young Women Change
Young Women Change Agents was a program created to, “foster participants’ commitment to publish life, while increasing women’s preparation to take action and bring about change” (program brochure). A one day workshop was offered at the YMCA on June 24, 2004 in which young women could learn more about their power to change not only themselves, but their careers and communities.
The Young Women Change Agents program required transformational leadership at the personal, professional and organizational levels not only for me, but for the workshop participants as well. There are two arenas in which to explore the program and its results; the “do” aspect and the “learn” aspect. Creation and coordination of this new program was similar to embarking on a new journey. The fear of the unknown was present, yet so was the excitement. There were many obstacles overcome by opportunities and in the end there is a wonderful story to tell. This is my journey.
That’s the best way to really get a feel for what Daemen is all about! Daemen is located in suburban Amherst, New York just minutes away from the city of Buffalo. To schedule a weekday individual interview and tour the campus, email us email@example.com or call 800.462.7652.