social change 13
Need substantial answers to 2 discussion posts
Social Change
Think for moment about the last time you watched the news. What was reported? You probably can recall several stories that addressed social issues and/or problems occurring in the world and maybe even in your community. Perhaps there was coverage about school violence, world poverty, or increasing air pollution. These are the kinds of issues and problems that drive the work of public and nonprofit managers and leaders. Managers and leaders help to identify social issues and problems and implement solutions.
In this Discussion, you will explore the role of public and nonprofit managers and leaders as agents of positive social change.
For this Discussion, review this week’s Learning Resources. Pay particular attention to the mission of each organization and the social issues and/or community problems being addressed. Think about public or nonprofit organizations with which you are familiar. Consider the organizations’ missions and the role managers and leaders play in being agents of social change in addressing social issues and/or problems.
With these thoughts in mind:
Post by Day 3 an explanation of how leaders and managers in public or nonprofit organizations can be agents of social change. Provide two specific examples of a public leader or manager in public or nonprofit organizations whose efforts led to social change.
Be sure to support your postings and responses with specific references
Readings
- Kelly, D., & Lewis, A. (2009). Human service sector nonprofit organization’s social impact. Business Strategy Series, 10(6), 374–382.
Retrieved from the Walden Library databases. - Page, S. E. (2007). Making the difference: Applying a logic of diversity. Academy of Management Perspectives, 21(4), 6–20.
Retrieved from the Walden Library databases.
Discussion 2
Dysfunctional Leadership
Sometimes leaders stumble and fall. Despite popular belief, even smart people can fail at leadership. These failures might be rooted in poor self-management, inept thinking, clumsy relationship management, or lack of organization skills. Leaders can lose their sense of when it is time to slow down rather than speed up, when it is time to ask for help rather than go it alone, or when determination has become stubborn blindness. Successful leaders identify and attempt to avoid potential pitfalls and failings.
To prepare for this Discussion:
- Review the course media “Leadership Dysfunction,” with Dr. Thomas and Russ Bredholt.
- Review all of the assigned articles for this week.
- Consider which personality traits and behaviors might contribute to leadership dysfunction. Also, think about ways in which leaders might prevent leadership dysfunction.
- Identify one personality trait and one behavior that might contribute to leadership dysfunction.
- Consider various strategies for preventing leadership dysfunction and think about why each might be effective.
With these thoughts in mind:
Post by Day 3 a brief description of at least one personality trait and one behavior that might contribute to leadership dysfunction and explain why. Be specific. Then describe one strategy you believe to be most effective for preventing leadership dysfunction and explain why.
Readings
- Article: Bunker, K. A., Kram, K. E., & Ting, S. (2002). The young and the clueless. Harvard Business Review, 80(12), 80-87.
Retrieved from https://hbsp.harvard.edu/tu/077c5914 - Article: Finkelstein, S. (2003). 7 habits of spectacularly unsuccessful executives. Fast Company, 72, 84-89.
Use the Business Source Premier database, and search using the article’s Accession Number: 9954567 - Article: Hogan, R., & Kaiser, R. B. (2005). What we know about leadership. Review of General Psychology, 9(2), 169-180.
Use the PsycARTICLES database, and search using the article’s Accession Number: gpr-9-2-169 - Article: Kramer, R. M. (2003). The harder they fall. Harvard Business Review, 81(10), 58-66.
Retrieved from https://hbsp.harvard.edu/tu/d66ea135
