In the final project, students will complete the case study provided as a comprehensive leadership plan analysis) applying concepts learned throughout the course. This paper continues the saga of Joseph Dunn?s leadership at Dunn?s Ski Emporium and The Deli.

You are to help Dunn address his role as relationship builder. Interface the plan you have created in Assignment #1- leader vs. manager assignment with a plan for Dunn?s needs to address the potential threats to workforce harmony. Emphasize his role as leader and what he can do to build his relationship with his employees so that he empowers his managers and workforce to implement his vision for the company.

The goal of this paper is to have students link the concepts of Dunn as a social architect, change agent, and individual to Dunn as a relationship builder. Think of a relationship builder as a leader who aligns people to his or her vision. Again, students will write from the leader?s perspective.

Remember that in order to determine strategic direction, the leader must look inward, outward, forward and beyond.

Students will create a Leadership Plan:

Discuss the role of Dunn as a leader to motivate, empower, create followers, and promote communication;

Discuss how Dunn should address cultural diversity within the organization;

Discuss the areas in the original plan that would require change to accommodate Dunn?s role as a relationship builder.

Discuss how Dunn can use John?s knowledge of The Deli business to his advantage;

Students are expected to be creative but realistic in applying the concepts from the course to expand Dunn?s environment and leadership role.

Required Formatting of the Final Project:

This report should be double spaced, 12-point font, and six to eight pages in length excluding the title page and reference page;

Title page with your name, the course name, the date, and instructor?s name;

Include references with at least one reference other than the course material;

Use headings;

Writing is expected to be clear and concise;

Write in the third person;

Use APA formatting for in-text citations and reference page. You are expected to paraphrase and not use quotes. Deductions will be taken when quotes are used and found to be unnecessary;

No dictionary or encyclopedia definition or use of wiki files;

Running head: LEADERSHIP 1 Leadership Plan Leslie S. Caguin BMGT 365 - Organizational Leadership July 11, 2015 Professor Alicia Jacobs LEADERSHIP 2 Introduction Leadership styles may differ depending on the organizational objectives, situations, and followership. Therefore, it is not possible to determine the best style amongst the ones discussed above. It is upon the leader to understand the vision, goals, ethics, and approaches that will enhance the achievement of objectives both at the individual and organizational level. For leaders to be competent, they must possess certain skills such as honesty, competency, intelligence, open-mindedness, courage, and fair-mindedness. The aim of the paper is to link the personality of Dunn as highlighted in the case study with the leadership concepts. From the case study, Dunn is identified as a social architect, change agent, and relationship builder. The assignment will help the learner in understanding the leadership concepts and qualities that make one an effective leader. It will also help in preparing one to become a leader in the future. For leaders to provide strategic direction within an organization, it is imperative to exhibit characters that will help in attaining the positive outcomes. Leadership Plan The leadership function in any organization is essential in providing direction that enhances the realization of the objectives. According to Vugt, Hogan, and Kaiser (2008), the leaders in an organization have the capacity to influence their followers either positively or negatively. As such, Dunn is expected to prepare his followers towards the success by motivating and setting goals that are achievable. When undertaking his leadership role, he is supposed to understand the diverse attitudes, personalities, and values in the working team. Ideally, the leading role involves functions such as motivation, communication, conflict resolution, and guidance throughout the organization. As demonstrated through previous studies, leadership revolves around assisting the process of service delivery and harness the institutional structure. LEADERSHIP 3 Dunn should support the creation of an endearing work environment. He's supposed to critically treat his personal outlook to ensure he attends to the leadership duties as expected. It is his objective to provide a supporting environment for the followers. Effective leadership is crucial and tentatively steady with the current setting on the significance of good performance. The manifestation of effective leadership is inevitable to facilitate the institutional objectives. Followership relies mostly on the encouragement technique aimed at building an environment that encourages the formation of effective teamwork. This in turn leads to momentous productivity. Teamwork acts as a form of strength in this approach as leaders can motivate the cooperation among the followers. Success in an organization requires that proper management will create a positive performance. It should also allow for the accomplishment of appropriate relation between the business environment, strategy, organizational structure and processes. The leaders charged with planning corporate strategies should be able to put into consideration essential information within the external and internal environments. Executive leadership involves managing others and influencing the human capital with or without the existence of global economic complexities. Dunn is required to coach, assist, and problem solve with the followers. This is attainable through providing the necessary information, knowledge, and methods to realize that vision, coordinates and balances the conflicting interests. When the followers exhibit a strong desire to be part of a particular organization, they are willing to exert high levels of their efforts on behalf of their organization (Shin & Eom, 2014). The satisfaction of the followers plays an essential function in increasing the productivity within an organization. In communication, Dunn is supposed to identify the appropriate communication strategies that will enhance the LEADERSHIP 4 relationship among the followers. Communication practices should aim in combination of administrative approaches and practices of existing values. Diversity in an organization is the composition of people from different backgrounds, race, religion, gender, and experience. Cultural diversity brings about the exchange of different kinds of ideas from people with varying experiences. Every employee has distinct characteristics; hence, the integration of the workforce will bring along a more efficient working environment. The organizational culture, behavior, and leadership styles, play a significant role in the individual performance of the employees. In most cases, the leaders in an organization champion organizational culture, values and behaviors. The leadership style adopted by Dunn will ultimately influence the organizational behavior and culture among the followers. Ideally, the success and sustainability of a company's goal, requires practical steps to accept, adopt, and implement changes by the changing dynamics. Diversity calls for the reorganization of the organizational structures and other components that have an impact on the performance of the company. Notwithstanding the ethical, social, and legal dimensions that define the diversity and initiatives, the workplace requires more integrated strategies to help in creating an inclusive environment. The organizational culture, behavior, and leadership styles play a significant role in the individual performance of the employees. In most cases, the leaders in an organization defend organizational culture, values, and behaviors (Schaubroeck, Lam & Peng, 2011). Dunn should adopt a style that will enhance the organizational performance by boosting the morale of the followers. This style should give the followers a sense of identity through inspiration and motivation. With cultural diversity, Dunn should seek to understand the diverse needs and personalities among the followers. This will allow us to understand the distinct needs of the each member of the organization. Further, he should empower the followers to enhance effective and LEADERSHIP 5 workable values that improve their individual and organizational performance. Dunn should also maintain a closer relationship with other stakeholders as part of understanding their varied needs. His input should seek towards creating a responsive and efficient working relationship regardless of diversity within the organization. He should also respect and appreciate the diverse attitude, emotions, personalities and values of other team members (Connerley & Pedersen, 2005). Leadership is a relationship jointly developed by both followers and their leaders. Effective leadership is crucial and tentatively steady with current setting on the significance of good performance. The relationship between stakeholders is imperative for the establishment of a healthy working environment. Scholars in management, recognize that leadership is not all about the style and techniques adopted by the leader, but rather opening the heart and trying to understand the interests, needs, and contributions of all stakeholders towards a common goal. As a relationship builder, Dunn has created an appropriate relationship with the employees. The relationship is based on mutual trust and respect. In creating relationships, Dunn needs to understand the strengths and weaknesses of the employees to align them with the functions that enhance positive performance. This will allow the followers to utilize their skills competently towards advancing the objectives of an organization. Through his inspirations, the followers will become more innovative and support the appropriate ethics. They will also adopt the right values derived from the leaders. Dunn should motivate the followers to look beyond their welfare, and focus on the achievement of the organizational goals. He should take into account and understand the personality, needs, and values of both staff and clients. The realization of the positive attitude of the employees requires the adoption of elaborate practices that look into their affairs. Participating through teamwork helps in creating a platform through which motivation is established in an organization. Teamwork enables the employees to work interchangeably while LEADERSHIP 6 learning from one another. Such participative practices increase the capacity of problem solving and self-esteem (Northouse, 2010). Honesty and ethical leadership helps in building trust among the followers who in turn improve both the individual and organizational performance. Great leaders put into consideration essential matters on important components of the external and internal environment. Desirable culture is necessary to enhance the recognition of positive outcomes. Dunn can use his knowledge of the Deli business to enhance the growth of the business. With the appropriate leadership skills learned, Dunn will ultimately make a good leader who understands the needs of the followers and other stakeholders. The issue of sense-giving leadership, organizational performance, and strategic organizational change outlines one of the subject areas in ethical leadership with increasing complexity. Ethical approaches to leadership are crucial in determining the work effort and behaviour. Understanding the culture of management based on control and rationality is necessary. Dunn needs to understand that management entails a rational assessment of the logical selection of objectives and purposes, logical development of the plans, and the required resources. In rational design, it controls the direction of the organization's activities, which are required to achieve the selected purposes. He should also reward and motivate the employees to enhance their productivity. It is upon Dunn to come up with a list of the motivators that are likely to favor the employees while meeting the business objectives. Rowold & Heinitz (2007) assert that good leadership results in an efficient system that leads to job satisfaction, increased motivation, and organizational commitment among the followers. Effective leadership stimulates the creation of a favorable working environment built on trust and relationship where followers can make proper and knowledgeable judgments. With proper management, there is improved efficiency since the LEADERSHIP 7 inputs of all stakeholders are recognized and elaborate strategies get put into place to help in generating positive outcomes (Rowold & Heinitz, 2007). Dunn is also supposed to do the right things as well as to understand that leading change in an organization is more than just having management. Conclusion Strategic leadership enhances long-term viability by articulating a clear vision along with the maintenance of short-term financial stability. This distinguishes strategic leadership from the most popular leadership styles of managerial and visionary leaderships. These findings above speculated that the establishment of a collective mission under any leadership as well as the motivation of organizational members in achieving more than is expected of them enhances the effectiveness of leadership in an organization. Leaders can identify the strengths and weaknesses of organizational members and assign them to roles that best suit their capability. By simply allowing the followers to participate in the decision-making process, the leadership approach taken enhances employee productivity. LEADERSHIP 8 References Connerley, M. L., & Pedersen, P. (2005). Leadership in a diverse and multicultural environment: developing awareness, knowledge, and skills. Thousand Oaks, Calif: Sage Publications. Northouse, P. G. (2010). Leadership: theory and practice. Thousand Oaks: Sage Publications. Rowold, J., & Heinitz, K. (2007). Transformational and charismatic leadership: Assessing the convergent, divergent and criterion validity of the MLQ and the CKS. The Leadership Quarterly, 18, 121-133. Schaubroeck, J., Lam, S. S., & Peng, A. C. (2011). Cognition-based and affect-based trust as mediators of leader behavior influences on team performance. Journal of Applied Psychology, 96(4), 863- 871. Shin, Y., & Eom, C. (2014). Team proactivity as a linking mechanism between team creative efficacy, transformational leadership, and risk-taking norms and team creative performance. The Journal of Creative Behavior, 48(2), 89-114. Vugt, M. V., Hogan, R., & Kaiser, R. B. (2008). Leadership, followership, and evolution. American Psychologist, 63(3), 182-196