Saturday, March 9, 2019
New and Significant Management Insights from Recomputed Baldrige Scores
Baldrige Criteria raw lashings were statistically analyzed carrying give away correlation test, t-test, and regression analyses tests on deuce (2) groups designated as Leaders and on an different group as Others. From an preceding examination of the respondents that the Leaders were actually Senior Leaders and that the Others were actually young Leaders, the tests consis ten dollar billtly showed that the Senior Leaders were much concerned with external factors, much(prenominal) as satisfying Customer and Market Focus and delivering Business Results.Expectedly, as Junior Leaders, they showed total balanced concern for all the categories of the Baldrige Criteria.Results of both groups descriptively (Commerce, 2007b) fell into the Baldrige lead and Results Triads, pages 4 and 5 (Commerce, 2007b). Other possible uses of already available Baldrige Criteria raw scores must be further explored oddly in the feasibility of predicting favorable lead qualities towards successful orga nizations. Introduction What a better way to define attractorship than through differentiating it with hu realitysagement by these 2 very self-explanatory popular melody amorphisms Management guru barb Drucker and Bennis jumbled words, in thatManagement is doing things right Leadership is doing the right things (Warren Bennis, 1995). Thus, Bennis, whence has more to say, in that Managers want to be efficient. Leaders want to be effective(Warren Bennis, 1995). Through the centuries, man has always been awed by spectacular leaders. Hence, through the social classs, continuing search has been made of the unmistakable character traits of leading, apparently found in leaders. There have even been attempts at possibly measuring lead, or if not, trying to segregate those people who are leaders from those who are not leaders by applying some pre-set leadership criteria on them.Review of Related Literature The Value of Leadership Qualities of leadership, specifically soldiery le adership are found not nevertheless under the subject mien troops Leadership in the earlier August 1999 US armament Field Manual (FM) 22-100 legions Leadership Be, Know, Do version (Army, 1999) besides also in just the latest October 2006 US Army FM 6-22 Army Leadership Competent, Confident, Agile version (Army, 2006). From the 1999 US FM 22-100, snooze Bonaparte, a most famous troops leader boasted (more, later) that A man does not have himself killed for a few halfpence a day or for a petty distinction.You must speak to the soul in rescript to electrify the man (Army, 1999). More everyplace, according to the same 1999 US FM 22-100, it would be safe to declare then that with those good qualities of leadership, former US Army Sergeant Major Richard A. Kidd had this to say (more, later), that Soldiers learn to be good leaders from good leaders (Army, 1999). It will be at best a very highly debatable issue (Frances Hesselbein, 2004 Jason A. Santamaria, 2003), the importance o f military leadership over civil leadership, as just fitting and right.Over 228 geezerhood of US Military fighting history and existence, only in the past 8 years, already devil military volumes of the US Army on Military Leadership had been printed, as we have seen above the year 1999 FM 22-10 and the year 2006 FM 6-22, representing the US foremost military leadership literature. Why and how the US became a military power may also be attributed to those two manuals which encapsulated especially the US Marines superior rigorous and highly-proven training methods over 228 years to produce the US Militarys effective and successful military leaders/officers and soldiers (women from all ranks included).Without deliberately and unnecessarily comparing and contrasting (though debatable) military leadership and civil leadership, it just cannot be helped however, to sufficiently point out only two major differences between them. Obviously, first, the highest stakes are over human life- and-death roles and possible widespread public infrastructure revile by which military leaders could legitimately under military leadership give the gear ups for the go-ahead, as in to desire and destroy (with impunity and without prejudice ).Such situation cannot be compared with all other civilian leader, except for the l oneness duly-elected civilian chairperson also deciding as Commander-in-Chief of the nation under a democratic country where civilian authority is supreme over the military. In other words, hands down, each individual military leader or officer is tasked to the extremes physically, mentally, emotionally, apparitionally, psychologically, socially, and so onmore than any of his civilian copy under any same given conditions (Frances Hesselbein, 2004 Jason A. Santamaria, 2003).Second, it could be generally inferred that it would be much easier to make the transition by a military leader to be arrive a civilian leader (to be discussed later) than for a civilia n leader to be have sex a military onesimply because of more demanding requirements of the civilian individual (or leader) by the military life (Frances Hesselbein, 2004 Jason A. Santamaria, 2003). Civilian leadership may be further subdivided into weird leadership in pedigree or in nature (Greenleaf, 2002), political leadership (Gardner, 1990 Warren Bennis, 1995 Yukl, 2001), and business leadership (Covey, 1900, , 1992, , 2006 Jason A.Santamaria, 2003 Yukl, 2001). For leaders who are successful in their own fields, provided surprisingly, they still feel themselves very melancholy and unexplainably unfulfilled, the most believable search for their fulfillment, obviously with very strong spiritual undertones, may come from imbibing that concept of servant-leadership, a term coined by Robert K. Greenleaf who wrote Servant Leadership A Journey into the Nature of Legitimate Power and broadness, 25th anniversary Edition as a hardcover (Covey, 2006 Greenleaf, 2002).Naturally, propon ents, advocates, practitioners, and fanatics of this Greenleaf culture or those practicing spiritual leadership should be, just to give examples, are the so-called Roman Catholic religious orders with lifetime vocations of daily self-denial comprising the monks, missionaries, contemplatives, and so on. Tao Te Ching, ca. sixth century BCE as described in chapter 17, on servant-leadership remains to be a timeless ideal (Greenleaf, 2002). Following closely at his heels, messiah Christ ca. 33 AD sought to teach his disciples that in order to be first they must wash each others feet.In other words, taken directly from the Online 1611 King James Version (K. J. V. , 2007) from the gospel evangelists accounts, the disciples must seek to serve each other in order to be full-strength leaders from Chapter 13 of the Gospel of John (K. J. V. , 2007). And again, Jesus said that galore(postnominal) who are first will be know, and some(prenominal) who are last will be first meaning that true leadership, according to Jesus, was leadership based on servanthood from Chapter 19 according to the Gospel of Matthew (Covey, 1900, , 1992, , 2006 Gardner, 1990 K. J. V. , 2007).Thus, now many years later if analyzed, notice Bonapartes speaking to mans soul to electrify man (Army, 1999) for man to join his Army, with the matter of course that that man will get killedcan be found in the servant-leader concept during World War II as exquisitely utilise by the German people and the German Army in their trueness to their Fuehrer (Adolf Hitler) of the Fatherland (nation Germany) and by the Japanese people and the Japanese Army in their allegiance to their considered demi-god Emperor (Emperor Hirohito) of their beloved nation Japan.It really is noteworthy that Larry C. Spears, President and Chief Executive Officer (CEO) of the Robert K. Greenleaf Center for Servant-Leadership since 1990, spousal relationshipmarized Greenleafs works by listing down the servant-leaders ten (10) charact eristics which because of the concept/principle of the servant-leaders deep spiritual underpinnings, all the other mentioned habits or values of civilian leadership literature can be included in any one of these ten items. The following list can be considered a veritable How Tos in LeadershipHence, those other leadership habits or values, also cited accordingly alongside each of these characteristics mentioned are from Stephen R. Coveys The 7 Habits of exceedingly Effective People (Covey, 1900), Principle-Centered Leadership (Covey, 1992), and The 8th Habit from Effectiveness to Greatness (Covey, 2006) John W. Gardners On Leadership (Gardner, 1990) Warren Bennis and Joan Goldsmiths Learning to Lead (Warren Bennis, 1995) and from Gary Yukls Leadership in Organizations (Yukl, 2001). 1. Listening (Greenleaf, 2002) plot other leaders are expected to be excellent communicators and decision-makers, servant-leaders, instead than to be listened to, are now more than ever, expected to lis ten intently to the others (Greenleaf, 2002). Habit 6, Synergize (of 7 or of 8), that the would-be-leader, believing that the whole is bigger than the sum of the parts, through mutual trust in attentively listening to the other person they could both arrive at the best solution because they listened to one another, better than eithers (Covey, 1900). Same as Characteristic 7, They ar Synergistic (Covey, 1992). 2. Empathy (Greenleaf, 2002)Servant-leaders try very hard to understand and empathize with others, evaluate them as they are, and as they come and go (Greenleaf, 2002). Habit 5, Seek original to Understand, Then to Be Understood, that the would-be-leader must try his best first to come upon with the other person before he himself expects to be understood by that person (Covey, 1900). 3. Healing (Greenleaf, 2002) An on-going phenomenon between serving and being served is not only the potential but the actuality that both serving and being served are cured or made whole agai n by their shared experiences (Greenleaf, 2002).Habit 4 (of 7 or of 8), Think Win/Win, that the would-be-leader makes sure that his counterpart and he are both benefited by any arrangement or placement they have arrived at (Covey, 1900). Habit 7 (of 7 or of 8), Sharpening the Saw, that the would-be-leader voluntarily and regularly maintains a balanced personal renewal of his physical, mental, social/emotional, and spiritual dimensions (Covey, 1900) and very similar, if not the same as Characteristic 5, They Lead match Lives (Covey, 1992) and Characteristic 8, They Exercise For Self-Renewal (Covey, 1992).Bennis was able to grasp this truth, in that As Sophocles observes in Antigone, But hard it is to learn the mind of any mortal, or the heart, til he be tried in chief authority. Power shows the man (Warren Bennis, 1995). 4. sentiency (Greenleaf, 2002) Able servant-leaders are usually sharply awake and reasonably sickish from integrated holistic perspectives, yet with inner sereni ty (Greenleaf, 2002). Habit 1 (of 7 or of 8), Being Proactive or the concept of Inside-Out, that any significant type of change in the would-be-leader must first come from within himself (Covey, 1900).