A631.9.2.RB_StevensEric

                                                              A631.9.2.RB_StevensEric

The NeXT Company that Steven jobs started after his forced departure of the Apple Corporation was a great concept since he was instrumental in the start of Apple. Jobs in the video provided to me some insight on how he helped create Apple. Without a doubt Jobs was a very talented inventor and his ideas were revolutionary for his time. The concept of personal computers which can do many tasks in such a small piece of equipment was a marvel.

During the first retreat of the new company the atmosphere was positive and many great minds provided a lot of input into what they believed would be the key to success for the NeXT Company. Jobs I did notice were receptive to a lot of ideas on how to start the company in a similar way he started Apple.  The issue that immediately noticed during this meeting was not necessary the product but they seemed to fighting the clock. The focus on the 18 month time period until production seemed to be a sticking point for Jobs. I noticed that time and time again the ideal of the 18 month production period was a factor in the decision making of the majority of the people at the retreat. When the idea was approached that the 18 month time period that was a non-negotiable time frame it created a lot of stress in the meeting. I believe the outspoken gentleman was in charge of marketing and he suggested that maybe the company was trying to achieve the target too fast and that the company should possibly push the time frame to a later date maybe 24 months out. This idea was not received well y Chairman Jobs who immediately dismissed the idea. This was my first glimpse at the attitude Jobs was displaying. I’ll show them mentality was very apparent during this meeting. I was taken back at the revengeful type of attitude Jobs displayed toward Apple.

The second retreat showed the apparent stress of the members of the NeXT Company knowing that they were only six months away from the deadline. Jobs appeared to be very annoyed at the progress of the company and it showed.  The same festive mood of the company had changed to a finger pointing session where nobody wanted to accept the idea that maybe the deadline was not as feasible as they originally thought. Jobs I believed really felt threatened at this point and insisted on making the deadline at all costs. The members tried to convince Jobs that they needed more time but he would not have any of this. I believe this was the beginning of the end a year into the project. Jobs would of benefited with a slowed down process which he could of developed a more reliable product for his company.

A631.8.4.RB_StevensEric

                                                               A631.8.4.RB_StevensEric

When I took the personality test I was surprised at the outcome or the results of the test. I can say that about 95% accuracy I concur with the result which should that I have an ENJT type personality in which I am passionate with my convictions on certain topics. I do enjoy spending time alone and I like the peace and tranquility of being alone but at the same time I don’t mind being in a room with people. I was surprised that I have to admit at some of the famous people I shared my results with.

In looking at the way I am in not only my profession but also my personal life I can see why issues have come up the way they did in these past experiences. In looking at the test results and my own leadership abilities I can say that this appears to be a very useful tool on how I need to improve on certain area but I find these areas to be minor and few. I seem to be a people type leader who in what I have learn is strong in the Emotional Intelligence arena and I can see this can be used in my benefit.

I have always viewed myself as a leader who wouldn’t ask my subordinates to do something that I was not willing to do myself. I think that it is very important to lead by example and to become a role model for the officers or soldiers under me. I think this is a trait that I may have emulated from my own father watching him as I grew up and matured. I think that life experiences are things that define us but do not dominate us. I have had several bad life experiences that I feel changed me to be the person that I am today.

As a leader in my profession it is important that you have the ability to show compassion when needed. I do not think that a leader should follow the rules to the letter unless morally and ethically it is not right. I think the leader in law enforcement should be one that the subordinates under them should try and emulate to a certain degree to pull from this tool box and place some of what they have learned and apply it to their life experiences or decision making abilities.

A631.7.4.RB_StevensEric

                                                                 A631.7.4.RB_StevensEric

What I have learned in my studies of the Organizational Development (OD) Program has been fascinating. I have learned a great deal of what the OD practice means for organizations to survive in today’s world. I have been exposed to a unique idea of the OD process which I was unfamiliar with until taking this course and program. I have been in the public sector employment for about 13 years know and before that the military. My undergraduate degree was in Public Administration which was geared toward what I have learned over the years. The idea of the market and private sector was a relatively new area of study for me. I have had the pleasure thus far to become exposed to both side of the coin and have experience in the public and private sector. I was always told in my job and in my studies prior to this course that the philosophy has always been about how can we solve the problem with the least amount of resources available. I do understand that the public and private sector are managed differently but I feel that the public sector can take some lessons from the private sector in the OD transformation process.

When I think of the OD process in regards to whether it will or will not remain around for a short period I would say that if managed correctly it will remain around for years to come. I do feel that eventually it will be replaced by a newer and improved version with a different name. I can say the idea of this OD process being short lived is not something that will fade to the way side in a very short amount of time. I can’t say that the problem will last for 10 or 20 years but I do believe that the life of the OD program does directly correlate to the market and the needs of the organizations which need to be helped in these financial times. The OD practice does have a great effect in flattening the management   and improving the communication between the line workers and management. I believe that the empowering sense that the OD program provides is an great boost in the production and incentive of the organization as a whole.  The OD program to me seems to be the best solution for organizations in today’s world to achieve sustainability from competitors.

A631.6.4.RB_StevensEric

                                                                    A631.6.4.RB_StevensEric

When I looked at the videos I could see a difference in the leadership styles between McChyrstal and McInvale. The first differences were the type of leadership positions that each of the individuals were facing. But I also seen some similarities that each had brought to the table in regards to the situation that they were facing. McChrystal was facing more of a broader less personalized type of leadership due to him having people under him in 20 different countries. McInvale had a company where he was able to take a more hands on approach with the employees and become a face to face type leader.

I looked at McChrystal who came from a culture who already had strong cultural beliefs in the Rangers. This culture was one that was set and stable from the beginning because it was something that was taught and shared from day one of the training process. The fact that this was placed inside each member from day one gave McChrystal a sort of an advantage to get the team members on board with the ideas that he was trying to convey. He did mention that the ideas that he was brought up with were slightly different than what is actually happening today because of generational differences. In the end I believe that his leadership style worked effectively and the thought of failure was not an option nor did he expect that outcome. This showed that he had existing confidence in the people below him.

McInvale had different set of challenges since he was faced with the potentially devastating outcome if his leadership transformation did not work. He was faced with a weak culture where the members did not share the same vision as him-self. He had to bring in a sweeping change and personally take the lead in the change process and provide incentives for continued success. I believe this was the correct course of action based upon the members that he had working for him and this was the correct way to conduct this change.   McInvale stated that he offered various programs to get the sales staff on the same page and to teach them how to interact with the customers and follow up. With the development of the fitness program these allowed the employees to bond and get to know each other and to try and reach a common goal together.

I think that both of the leaders made the correct decision on how to manage their own respective forces and achieve the success with the desired results using different techniques.

A631.5.4.RB_StevensEric

                                                              A631.5.4.RB_StevensEric

When I look at the way the leadership has been changed in my view I often think about what my mentors have done for me in the past. I have always learned to take a little from each person and try and incorporate a little of what they were in my own leadership style. I have thought that I have been fairly successful at my own leadership style and never really thought about changing much.

What I have learned from this class is that I have used some of these techniques learned and not even known. But I can also say that I have not gone far enough in some of my leadership skills. The presentation asked if I have seen managers who have attempted to change an organization using the same techniques that to manage large projects as the administrator or executive. The skills used by the manager failed because he did not have very good interpersonal skills. He met resistance all along the way because of his take charge attitude which rubbed the other workers wrong. The workers did not respond to the attitude it’s my way or the highway. I observed the workers taking their time in carrying out the directions of the manager in an attempt to circumvent his wishes.

The end result of the project was that he was relieved of the assignment and the lead was given to someone that was already involved in the project. The new leader took a different approach by asking other team members what they think should be done to improve the conditions on the project. I immediately observed the productivity of the project and it was completed earlier than expected. The leader was praised by city leaders for doing such a great job on the project. He was promoted shortly after and has been known as the “golden child” ever since.

From my view point I think that one of the strongest qualities a leader needs to have is the ability to communicate and communicate openly. The Alpha mentality is quickly giving way to the compromise style of leadership which I think is needed to complete the project successfully. I have always said that when morale is high productivity is even higher. A happy worker is one who will do everything possible for the project to succeed. The leader of the future needs to practice patience in order to make the company successful. The ideal that you can wave a wand over a massive project and it be completed is near impossible.

A631.4.4.RB_SteveneEric

·         What do you see as some of the major benefits and drawbacks of self-managed teams?

·         Would you like to work within such a team?

·         What competencies would you need to develop to be an effective external manager of a self-managed work team?

I view the major benefits of the self-managed teams to one where each of the members of the team takes personal responsibility in the success of the team. The self-managed team has a vested interest in how well the team performs. The self-managed work teams can have some very close working relationships. Another major benefit from the work team is that flexibility the team has in making decisions that they may feel is critical at a certain juncture. This will allow the team to change rather quickly and not have to gain permission that can come too late for the change required.

Some of the major drawbacks that I see with self-managed teams is the idea that some of the team members may not feel that their ideas or considerations are being taken seriously. The team could have some in fighting which could affect the cohesion of the team and cause a disruption of the flow of work. The absence of a leader inside the team can also have some draw backs in the sense that the team may begin to shift focus and travel in an unattended direction which could cause more harm than good.

I believe that I would enjoy the idea of working in a self-managed team for the basis that I would be able to openly express certain ideas without the concern of going against the grain with managers. The thought of working with the team to accomplish a certain goal with many different ideas that can be bounced around is a great thought. The self-managed team can allow each of the members of the team to openly explore possible suggestions or ideas that may not be open under the traditional role of the organization. I agree that direction guidance should be implemented in any team but only at crucial times in the teams work.

The first competency that I feel a good external need to learn is patience. A good external leader needs to learn to sit back and allow the team to attempt to work out the minor issues. The leader should know when to step in and do so in a manner that is not abrasive which could cause conflicts between the leader and the team. The team can become opposed to any and all ideas that may be presented regardless of how valid the idea may be. This can be done out of spite. The leader also needs to learn when to back off of an idea even when they think they are right. The teams ideas may achieve the same result but take a different route to achieve these goals.   

A631.3.4.RB_StevensEric

On page 321 of your Brown textbook, you will find a passage called Feedback and Goals Improve Performance. Review the section and also search the Hunt Library for 3-5 additional resources on how feedback and goals relate to performance. You don't have to cite all of the resources as some may not relate to your reflection. As you are completing this exercise, refer to A631.3.5.CM.  In a well-written blog, describe your understanding of the importance of feedback and goals to performance. What are your thoughts regarding Brown's contention that there are generational differences in the amount of feedback desired by employees? How much feedback do you generally give and receive? Have you found that for you personally, having specific goals and receiving targeted feedback has led to more engagement, higher performance, or any other benefits (or drawbacks)? What are the implications of your reflection?

I looked at the passage in the Brown textbook and I immediately understood the information provided by Brown. I come from the Generation X which I was born in 1975. I can relate to the passage since I do not require frequent feedback from my supervisors. I am under the belief speaking from a personal note that I am satisfied with my own performance since I believe that I do the best job I can for my organization. However I will review the material provided in the Hunt library and see what other researchers may have found and what may be their findings.

I found an article addressing generational concerns in the workplace which broke down th differences in the workforce. The article addresses how managers can handle each of these generations successfully and they explain how each of these generations feels they should be addressed in the workplace. The author explains that conflict can develop between the generations since the veterans, and baby boomers can be at odds with the Gen X workforce. The conflict will definitely be observed with the Gen Y workforce who do not adapt to change very well. (http://search.proquest.com.ezproxy.libproxy.db.erau.edu/docview/915973287) Hunt Library.

The next article that I researched addressed a problem that was identified by a councilwoman who said that she was disturbed at the difference between the seniors of the community versus the youth which she stated was the teens through the 30's in the city. The councilwoman wanted to bring in the Gen X and Y citizens to help run the government. The councilwoman thinks that involving the younger generations that it will ensure the survival of the community since the older generation are now making way for the future leaders of the community. (http://search.proquest.com.ezproxy.libproxy.db.erau.edu/docview/394957693)

I think that i do have some concerns with the Generation Y in the regards that not everybody can be the leader. The ideal that you have to be the one to come up with the only idea can be disasterous. You do need leaders in the future but you will also need followers who will accept the decisions of their superiors and at times without question.