Step 1: Define a Career SMART Goal
As MBA students, you are career-directed professionals constantly striving to strike a practical work-life balance. You may not always have the time or resources to manage your career effectively. The following resources will serve as basis to develop your career goal or goals:
·
Career Exploration
·
Career Planning and Changing
·
Individual Career Management
·
Career Goal
For this step, think about one long-term career goal. Where would you like to be in your career in three to five years? How will you get there? What resources do you need? What short-term skills do you need to enhance your chances of achieving your career goal? To help you achieve your career goal, complete the following tasks using a leadership development plan (LDP):
· First, download the
LDP Template
and save it in local storage using the following file-naming protocol: lastname_firstname_preliminary_LDP x
· Second, identify and describe in writing one long-term career goal using the SMART (specific, measurable, achievable, realistic, and timely) format. Read
SMART goals
for specific guidelines.
· Third, place this goal in the
LDP template section entitled Long-Term Career Goal.
· Fourth, identify and list five to six short-term development skills that you will need to acquire in order to make progress toward your long-term career goal. Place these skills in the Short-Term Skills Development section of the LDP.
· Finally, submit your LDP after reviewing the instructions in the last step of this project.
Career and leadership development is an ongoing process that will continue well beyond receipt of your MBA. This submission of your leadership development plan is preliminary, as you will have the opportunity to update your LDP in Step 5 of this project. Having two submissions gives you the opportunity to assess and reflect on knowledge you have acquired throughout the term.
When you have submitted your preliminary LDP, proceed to Step 2, where you will work on a preliminary skills gap analysis.
In this project, you have had the opportunity to create two different, yet complementary, development plans. The first was the leadership development plan, which focused primarily on those behavioral competencies that would enable you to develop skills to achieve your career goals and assume leadership responsibilities as a professional in your field. The second was the skills gap analysis, which focused primarily on specific task-driven skills that you could improve with the intention to meet predetermined goals. These skills were especially relevant to the four course projects, future MBA projects, and the achievement of your career and leadership aspirations.
To measure your progress on the skill gaps you identified earlier in the course as being integral to your personal leadership effectiveness, you are encouraged to reflect on your progress in developing those skills. With this in mind, complete the following steps:
· Complete your final MBA 610 skills gap analysis using the same instrument you completed in Week 1. In other words, you are updating the preliminary skills gap analysis.
· Students, not required to submit a corrected preliminary Gap Table, can submit an updated preliminary Gap Table. Changes made to the preliminary Gap Table should be highlighted in bold print and the updated GAP Table submitted in the project’s dropbox.
· In the dropbox located in the last step of this project, post a copy of your final MBA 610 skills gap analysis, including a reflection summary of between 500 and 750 words on the lessons you learned and the progress you made toward reducing the gaps identified in your preliminary skills gap analysis. The reflection summary should identify and briefly discuss the skill gaps that require further development and how that development would occur in the MBA program and throughout your career. Students are expected to use and properly cite the project’s course readings that support the major points in their Gap Reflection.
Remember, career and leadership development is an ongoing process that will continue well beyond receipt of your MBA. You are encouraged to assume responsibility for this process.
When you have submitted your final skills gap analysis and reflection summary, continue to Step 5, where you will complete your final LDP.
The preliminary leadership development plan allowed you to identify and develop a plan to help you achieve one long-term career goal. Step 2 will introduce you to a
skills gap analysis
, which will assess your specific skills as they pertain to each of the four course projects and help you identify the skill areas you want to enhance. You will revisit the skills gap analysis at the end of the term in order to measure the progress you made as a result of completing the four course projects.
Complete your preliminary
skills gap analysis and related
skills gap table
by the end of Week 1. Carefully follow the instructions below:
· The preliminary skills gap analysis has four parts that parallel each of the four course projects. After you complete the preliminary skills gap analysis, select one skill area from each of its four parts where a meaningful gap exists. These should be skill gaps you want to reduce during this term to enhance your leadership skills, bolster your current career, and ultimately achieve your career goals.
· Place each of the four skill area gaps you identified from the skills gap analysis in the skills gap table. The table has a separate space for each of your four gap goals.
· In the skills gap table, list the developmental activities, completion date, resources and costs, and expected outcomes associated with each of the four skills gap goals you identified. The table serves as an action plan that leads to the accomplishment of each of the four skills gap goals. It details the activities you will undertake to reduce each of your four selected skill gaps during the remaining weeks of this term.
· Consider all appropriate activities and resources that would help reduce each of the four skill gaps. These resources might include conferences, books, free online classes, mentorship, coaching, observation, professional associations and groups, networking, volunteering, journaling, and so forth. Select the appropriate activities related to each of your four skill gaps and list them in the skills gap table. Follow the instructions in Step 5 to submit your preliminary skills gap analysis and the skills gap table to the Assignments folder.
· You will update your preliminary skills gap analysis during the last week of the term to assess the progress you have made on the skill gaps you identified and to determine the impact of this course on your leadership and career goals.
After you submit your preliminary skills gap analysis and skills gap table, continue to Step 3.
This project step has considerable significance. It provides you with a unique opportunity to evaluate the impact of the course, your personality assessment, and the individual readings on your long-term career and leadership goals.
In this step, complete the following requirements:
· Include a reflection summary of between 500 and 750 words detailing the insights you gained from the assessments, discussions, feedback, group activities, and course readings that will facilitate the achievement of your SMART goal, career aspirations, and short-term developmental skills progress. Also explain what actions you intend to take based on these insights. Students are expected to use and properly cite the project’s course readings that support the major points in their LDP Reflection.
· After you write your reflection summary, make any modifications needed for your final LDP submission. Place in bold print on the final LDP any areas that changed between your preliminary LDP submission and your final LDP submission.
· Use the dropbox in the last step of this project to submit a copy of your final LDP and reflection summary to the appropriate assignment folder.
We trust that the development of an LDP and the acknowledgement of your short term skills development needs will result in the achievement of your long-term career goal.
Developing your career, managing others, and becoming a leader begins with self-examination. An individual must first develop an accurate view of his or her own interests, values, skills, limitations, and preferences in order to make career choices and advance their career. A research-based relationship between personal effectiveness, career, and leadership development quickly emerges.
This step will provide the necessary knowledge to initiate a personal effectiveness and career development plan. The process will enhance your development plan by providing you with the opportunity to use a personality assessment tool as a resource to gain a better understanding of yourself. Finally, you will be able to incorporate these insights in your Week 11 LDP Reflections Summary.
The following readings and the assessment tool will allow you to achieve several objectives:
·
Personal Effectiveness
—This resource will increase your knowledge of self-awareness as a driver of personal effectiveness and the relationship between personal effectiveness and leadership.
·
Personality Assessments
—This resource will help you understand the utility of personality assessments.
Proceed to the discussion CliftonStrengths Overview and Instructions for taking the CliftonStrengths assessment.
The CliftonStrengths (formerly StrengthsQuest) assessment has been under continuous development for more than three decades. The major construct underpinning the assessment is that each individual has a set of core strengths that correlate to career growth, personal effectiveness, job satisfaction, and personal fulfillment.
Aside from the benefits that accrue to individuals who are conversant with their strengths and how to best use them, CliftonStrengths is useful to teams by indicating the strengths each team member can contribute to facilitate the achievement of team goals and projects.
During this week, participate in the Class Discussion on CliftonStrengths so that you can share your results and gain a deeper and fuller understanding of your unique strengths, as identified by the CliftonStrengths assessment. Moreover, as part of the project plan required for Project 4 later in the term, a CliftonStrengths team members grid must be completed. The team members grid is used to identify the strengths each team member can contribute.
In Week 11, you will submit an LDP reflections summary and gap reflections summary. As you conclude Project 1, think about what you learned during the course of this project. In your reflections, you will be asked to consider the impact of self-awareness on your career goals and leadership development, as well as the influence of taking an assessment, reading about other assessments, and participating in a week-long personal assessment discussion.
When you have finished the readings and the Class Discussion on CliftonStrengths, proceed to Step 4, where you will complete your final skills gap analysis.
This Leadership Development Plan serves as your road map for short-term training and development activities that will enhance your leadership competencies. You will review, revise, and update your plan several times during the course of your MBA degree program at UMGC.
Your name: Your current job title:
In 3 to 5 years, my goal is to…
My leadership skills training and development
>Sheet (where 1 is low, and 7 is high). See Part 1, Item 1 below for an example, and then overwrite the sample ratings with your own ratings for this item. The gap for each item will be automatically calculated. . The large negative number indicates an item where current proficiency is low and career importance is high—so, this might be an item to address. A gap represented by a large positive number (e.g., 5) indicates that current proficiency is relatively high and career importance is relatively low. In this event, you would not want to pick the item as one to address.
, and Implementation
Goal-Setting 1 5 2 6 7 7 5 6 6 4 7 6 7 5 6 6 6 7 6 5 6 7 6 7 6 7 6 7 7 7 7 7 7 Using a scale of 1 to 7, where 1 is low and 7 is high, please indicate your current level of proficiency with each of the following. 1 7 2 7 3 6 4 6 5 6 6 5 7 6 8 7 9 6 10 6 11 6 12 7 13 6 14 6 15 7 16 6 17 6 18 6 19 5 20 5 21 7 22 5 23 5 24 6 25 5 26 5 27 6 28 5 4 4 7 5 5 4 6 5 6 5 6 6 5 7 6 6 6 5 5 6 7 6 5 6 6 5 6 7 7 5 6 6 6 5 5 7 6 Using a scale of 1 to 7, where 1 is low and 7 is high, please indicate your current level of proficiency with each of the following. 1 5 2 6 3 6 4 5 5 5 6 5 7 7 8 7 9 5 10 6 11 6 12 7 13 7 Using a scale of 1 to 7, where 1 is low and 7 is high, please indicate your current level of proficiency with each of the following. 1 5 2 5 3 5 4 6 5 7 6 6 7 6 8 6 9 5 10 5 11 4 12 6 13 5 14 5 15 6 16 6 17 7 18 7 19 6 20 6 21 7 22 7 23 6 24 6 25 6 26 6 27 6 GAP TABLE: This table is for the four GAPs selected from the GAP Analysis.
GAP Goal 1: 14; I have a good understanding of the needs of the people I work with. Complete the following table with the details of your plan for GAP Goal 1. Training & developmental activities toward Goal 1
Examples:
· · · Target completion date / actual completion date
Set your target dates at the outset. Resources & costs
What costs are associated with completing this activity? What resources will you use to cover those costs?
Expected outcomes/measures
How will you know you have succeeded? How will you demonstrate your acquired competency? How might someone else be able to validate your new competency?
Read at least three articles from the UMGC library on understanding the needs of people within an organization. Target: Actual: Free; I will use the UMGC library as a resource. I will know I’ve succeeded in gaining knowledge of my colleagues once I ask them to explain in detail if they believe I have a good understanding of them individually. Conduct interviews with colleagues, seniors, peers, and subordinates Target: Actual: Free; I will use my colleagues as a resource. Ask questions and get their different opinion. I will ask questions about their roles, processes, and career goals in the interview. Target: Actual: Free; I will use my colleagues as a resource. My colleagues will be able to ask me the same questions in the interview to gauge how much I understand them. Complete the following table with the details of your plan for GAP Goal 2. Training & developmental activities toward Goal 2 Target completion date / actual completion date Resources & costs Expected outcomes/measures Observe my leader daily Target: Actual: Free; writing pad for notes Gain a better understanding . Ask peers about their observations of my leader’s leadership style. Target: Actual: Free; writing pad for notes Gather another point of view. Assess the information obtained through observation of my own and my peers. Target: Actual: Free; observation Analyze the information observed and obtained to decide. Complete the following table with the details of your plan for GAP Goal 3. Training & developmental activities toward Goal 3 Target completion date / actual completion date Resources & costs Expected outcomes/measures Complete a command climate survey Target: Actual: Free; I will complete the evaluation using online tools for measuring an organization’s climate. Discuss command climate survey with peers Target: Actual: Free; discussion and take notes Receive a different point of view Discuss command climate survey with supervisors/leaders Target: Actual: Free; discussion and take notes Gain perspective from a different tier in the organization to get a comprehensive understanding Complete the following table with the details of your plan for Goal 4. Training & developmental activities toward Goal 4 Target completion date / actual completion date Resources & costs Expected outcomes/measures Research the follow-the-sun work model. Target: Actual: Free; library and internet Gather material about model Look for videos, workshops, or meetings to attend to see how this model will cause success. Target: Actual: Free; internet (YouTube/Ted Talks, etc.) Gain an understanding of the model and how it applies Ask other people and network to gain insight into the sun model. Target: Actual: Free; customers, employees, and other individuals would be my resource. Gain a better understanding of the model
2
1
Instructions: Review each item below and determine your current level of proficiency and the importance the item has for your career success. Use a scale of 1 to
7
Interpreting your results: In the example, the gap is –
5
Part 1: Personal Leadership Assessment,
Goal-Setting
Using a scale of 1 to 7, where 1 is low and 7 is high, please indicate your current level of proficiency with each of the following.
Using the same scale, select the number that best represents how important each item is for your career success.
Gap
I am able to formulate a good long-term career goal.
7
-2
I am able to analyze my personal knowledge proficiency.
6
0
3
I am able to analyze my personal skill proficiency.
6
1
4
I take actions to address self-identified areas of strength or weakness.
7
0
I am able to formulate goals that meet the SMART criteria to help me address areas of weakness or strength.
5
1
I monitor, critically analyze, and record my progress in taking actions and achieving goals.
7 -3
I seek timely support and feedback from others to help track my progress and achieve my goals.
7
-1
Self-Awareness
8
I know my areas of personal strength in the workplace.
7
0
9
I understand how to leverage my strengths to achieve success.
6
-1
10
I know what I need to improve to be an effective leader.
7
-1
11
I understand what I need to do to make the improvements I believe are important for my career success.
7
-1
12
I recognize actions I can take to help improve my leadership competencies.
7
-1
13
I recognize how my behaviors may impact others.
7
0
Awareness of Others
14
I have a good understanding of the needs of the people I work with.
7
-1
15
I have a good understanding of how others perceive me at work.
5
0
16
I am interested in learning about the people I work with.
5
1
Self-Management
17
I handle criticism without becoming defensive.
5
2
18
I am calm under pressure.
6
0
19
I use personal failures as an opportunity for further growth and development.
7
0
20
I manage stress well.
7
-1
21
I typically have a positive outlook.
7
0
22
I try to see and understand matters from others’ perspectives.
7
-1
23
I am a good listener.
7
0
24
I wait to form judgments until I have all the needed information.
7
0
25
When I make a mistake I am not afraid to say so.
7
0
Management of Others
26
I am able to relate well with peers in the workplace.
7
0
27
I have good working relationships with those I supervise.
7
0
28
I have good working relationships with those I report to.
7
0
Gap for Leadership: Use your gap analysis to identify your gap for leadership and select one of the above to work on this semester.
Gap 1 (Provide the number from column B and the description from column C): 14; I have a good understanding of the needs of the people I work with.
Part 2: Situation Audit
Using the same scale, select the number that best represents how important each item is for your career success.
Gap
Organizational Strategy and Objectives
I am able to explain my organization’s mission, vision, values, and core goals to people who are new to the organization.
7
0
I am able to evaluate my organization’s mission, vision, values, and core goals and make recommendations for improvements if needed.
7
0
I understand the concept of valuable, rare, inimitable, and nonsubstitutable resources (VRIN) and can identify them within my organization.
7
-1
I am able to explain my organization’s current strategy to others.
7
-1
I am able to critically evaluate my organization’s strategy.
6
0
I am able to explain the pros and cons of alternative strategies my organization might want to consider in light of its current situation.
6
-1
I am able to accurately explain my organization’s current structure.
5
1
I can discuss my organization’s size and understand the possible implications for organizational performance.
7
0
I am able to explain the pros and cons of the current organizational structure for achieving the mission, vision, values, and core goals.
7
-1
I am able to explain the strategic and financial objectives my organization is using to help achieve its strategy.
6
0
I am able to critically evaluate my organization’s strategic and financial objectives and offer recommendations for possible improvements.
5
1
I can identify and explain my organization’s core competencies.
6
1
I can explain how and why each of my organization’s core competencies might serve as a source of competitive advantage.
5
1
I am able to explain how and why resource-based theory is useful in understanding my organization’s critical resources.
6
0
Human Resources
I am able to describe my organization’s human resource management system to those who are new to the organization.
7
0
I am able to evaluate the human resource management system and identify some aspects that may need improvements.
7
-1
I am able to explain my organization’s performance management (PM) system (including talent recruitment, onboarding, development, and evaluation) to those who are new to the organization.
7
-1
I am able to identify potential strengths and weakness in the PM system and make recommendations for possible improvement.
7
-1
I am able to analyze and explain the extent to which my organization views its people as a source of competitive advantage.
6
-1
Financial Resources
I understand how and why the information contained in my organization’s publicly available financial statements is helpful in explaining its financial situation.
5
0
I know how to find the information I need to identify typical accounting and financial management issues when analyzing an organization’s financial statements.
6
1
I can explain the process used to develop my organization’s operating budget.
5
0
I can evaluate the extent to which my organization’s master and unit level budgets appear to align with and support its mission, goals, vision, values and objectives (MGVOs).
6
-1
Technology Resources
I can evaluate the extent to which my organization leverages the Internet as a source of competitive advantage.
7
-1
I am able to evaluate my organization’s use of an Intranet (or alternative tools for internal collaboration and communication) and identify areas of potential strength and weakness.
7
-2
I can explain the process used to develop my organization’s strategic technology plan and evaluate its alignment with the MGVOs.
5
0
I am able to explain and evaluate my organization’s technology governance practices.
5
1
I am able to summarize my organization’s current situation with respect to the effective use of advanced technologies.
6
-1
Building and Equipment
29
I am able to summarize my organization’s physical plant and equipment.
6
-2
30
I can evaluate whether the plant and equipment are used effectively.
6
-2
31
I am able to evaluate whether there are physical assets within the organization that need to be retired or replaced.
7
0
32
I can explain the process used to develop my organization’s facilities plan and evaluate its alignment with the MGVOs.
7
-2
33
I am able to evaluate the adequacy of the physical plant budget.
5
0
34
I am able to determine whether there are bottlenecks within my organization’s operations.
6
-2
Leadership Effectiveness
35
I am able to identify the common managerial style within my organization.
7
-1
36
I can determine the possible causes of the dominant managerial style, and discuss the likely consequences of this style for my organization’s MGVOs.
6
-1
37
I am able to identify the types of support provided by my organization to its managers to enhance their knowledge, skills, and abilities.
6
0
38
I am able to identify issues with managerial effectiveness within my organization (if they exist).
6
-1
39
I am able to recommend possible courses of action that my organization’s leadership might consider if issues with managerial effectiveness are identified.
7
-1
40
I am able to identify the potential costs and benefits of my recommended courses of action.
7
-1
41
I am able to identify the major management control systems in place within my organization and determine whether they help the organization achieve its MGVOs.
7
-2
Organizational Leadership
42
I am able to identify the roles and responsibilities of my organization’s leader.
7
0
43
I am able to identify the power sources upon which my organization’s leader relies.
7
-1
44
I am able to analyze the implications for the organization of the power sources used by my organization’s leader.
6
0
45
I am able to identify the major factors that limit the ability of my organization’s leader to exercise his or her power.
7
-1
46
I am able to identify the influence tactics upon which my organization’s leader usually relies and discuss the implications for his or her performance.
6
-1
47
I am able to recognize how my organization’s leader handles organizational politics and discuss the implications for his or her performance.
6
-1
48
I am able to identify the approaches to conflict (organizational and/or interpersonal) used by my organization’s leader, and discuss the implications.
5
1
49
I am able to analyze whether my organization’s leader is an effective decision maker.
7
0
50
I am able to assess the ability of my organization’s leader to create and nurture relationships with peers and followers that contribute to success, both individual and organizational.
6
0
51
I am able to identify whether my organization’s leader uses a transactional or transformational leadership style and discuss the implications.
7
-2
52
I am able to assess whether the behaviors, decisions, and actions of my organization’s leader contribute positively to the MGVOs and reputation of the organization.
7
-1
Governance
53
I am able to describe the governance structure in place within my organization.
7
-1
54
I am able to determine whether the current structure ensures independent and expert oversight and review of major organizational decisions.
7
-2
55
I am able to determine whether my organization has provided appropriate protection against arbitrary, capricious, and/or unethical behavior on the part of leaders and managers.
7
-1
56
I am able to assess whether the current management, leadership, and governance are effective.
7
0
57
I am able to assess whether any recent changes (management, leadership or governance) within my organization have had positive measurable effects.
7
0
Learning Organizations
58
If they exist, I am able to describe the metrics related to my organization’s commitment to learning.
5
0
59
I am able to determine whether the metrics (if present) align with and support the organization’s MGVOs.
5
1
60
I am able to determine the extent to which the metrics are being used to review performance and to make needed changes.
7
-1
61
I am able to assess whether my organization is committing the resources and leadership attention required to create a sustainable learning organization.
7
-1
62
I am able to describe my organization’s experience with implementing significant changes over the past five years.
5
0
63
I am able to determine which change model(s) best describe my organization’s experience with implementing significant change.
6
-1
64
I am able to determine the lessons my organization’s leaders and managers should take from past change experiences to help ensure success for the future.
7
0
65
I am able to complete a preliminary situation audit for my organization and to identify specific aspects of the organization that require leadership attention.
7
-1
Gap for Situation Audit: Use your gap analysis to identify and select one of the above to work on this semester.
Gap 2 (Provide the number from column B and the description from column C): 51; I am able to identify whether my organization’s leader uses a transactional or transformational leadership style and discuss the implications.
Part 3: Organization Culture, Climate, and Ethical Decisions
Using the same scale, select the number that best represents how important each item is for your career success.
Gap
Research and Analytical Skills
I am able to find good research sources and then create an annotated resource list.
6
-1
I am a strong critical thinker and use this skill consistently in my work and writing.
5
1
I understand the concept of evidence-based management and am able to determine whether my organization uses this approach.
7
-1
Organizational Culture
I am able to define organizational culture.
7
-2
I can evaluate my organization’s culture.
7
-2
I am able to assess the effects culture has on my organization’s ability to achieve its MGVOs.
7
-2
I understand how country cultural differences may affect my organization.
7
0
Organizational Climate
I can explain the characteristics of a healthy organizational climate.
7
0
I can objectively evaluate my organization’s climate and recommend changes if needed.
7
-2
I can recognize the types of conflict organizations experience and how they may affect my organization’s success.
6
0
Business Ethics
I am able to assess whether my organization’s leaders make ethical decisions.
7
-1
I am able to determine whether my organization places sufficient emphasis on ethical and caring behavior.
7
0
Organizational Behavior
I understand how and why the study of organizational behavior contributes useful information for managers and/or leaders.
7
0
Gap for Culture, Climate, and Ethical Decisions: Use your gap analysis to identify and select one of the above to work on this semester.
Gap 3 (Provide the number from column B and the description from column C): 9; I can objectively evaluate my organization’s climate and recommend changes if needed.
Part Four: Virtual Teams
Using the same scale, select the number that best represents how important each item is for your career success.
Gap
Team Organization
I know how to structure a virtual team (or teams) for optimal effectiveness.
6
-1
I am able to manage a virtual team (or teams) for optimal effectiveness.
5
0
I can discuss the potential benefits and challenges of using virtual teams.
5
0
I understand the principles that should be applied in creating an effective team agreement.
7
-1
I know how to create a project work plan to support the successful completion of a team project.
7
0
Team Types and Principles
I can explain the possible types of teams that can be used.
5
1
I am aware of the general principles that are important for leading and managing a virtual team.
6
0
I can identify the challenges associated with having a geographically dispersed team.
5
1
I can offer potential solutions to the challenges of being a geographically dispersed team.
5
0
I can explain the follow-the-sun work model.
5
0
I can determine whether the follow-the-sun model would be appropriate in a given set of circumstances.
6
-2
Team Composition
I can explain the benefits and issues associated with team size.
7
-1
I can explain how team composition (especially homogeneity and heterogeneity) effects team success.
7
-2
I can discuss the various roles that team members need to fill in order for the team to be successful.
6
-1
I know how team leadership differs from other forms of leadership within an organization.
7
-1
I can identify the team leadership model that would work best in my organization.
7
-1
Personality and Personality Assessments
I understand the effects that different personality traits can have on team dynamics.
7
0
I am able to identify some assessments that might provide me with useful insights into my own personality.
7
0
I am able to identify some assessments that might help team members gain a better understanding of one another.
7
-1
I can explain how teams develop and understand the implications for teams within my organization.
5
1
Country Cultural Differences
I understand country cultural differences and can explain the impact they have on an organization that operates globally.
7
0
I can make recommendations for handling cultural differences within a virtual team.
7
0
Group Decision Making
I have a good understanding of how decisions are made within teams.
7
-1
Training and Technology
I am able to identify the best information and communication technologies for use within virtual teams.
5
1
I can make recommendations for the types of training that would be most beneficial to high-functioning virtual teams.
7
-1
I know how to conduct a cost-benefit analysis to determine whether my recommendations are sound.
7
-1
Team Management
I understand the options available for managing virtual teams within my organization.
7
-1
Gap for Virtual Teams: Use your gap analysis to identify and select one of the above to work on this semester.
Gap 4 (Provide the number from column B and the description from column C): 11; I can determine whether the follow-the-sun model would be appropriate in a given set of circumstances.
Attend a conference on ethical leadership
Read a book on the importance of cultural competence in my industry
Learn several key phrases in a new language
Update with actual dates when you have completed each task.
3/9/23
3/9/23
3/9/23
3/9/23
3/9/23
3/9/23
GAP Goal 2: 51; I am able to identify whether my organization’s leader uses a transactional or transformational leadership style and discuss the implications.
3/3/23
3/3/23
3/3/23
3/3/23
3/3/23
3/3/23
GAP Goal 3: 9; I can objectively evaluate my organization’s climate and recommend changes if needed.
2/25/23
2/25/23
Gain a better understanding
2/15/23
2/15/23
2/15/23
2/15/23
GAP Goal 4: 11; I can determine whether the follow-the-sun model would be appropriate in a given set of circumstances.
3/9/23
3/9/23
3/9/23
3/9/23
3/10/23
3/10/23
Select your paper details and see how much our professional writing services will cost.
Our custom human-written papers from top essay writers are always free from plagiarism.
Your data and payment info stay secured every time you get our help from an essay writer.
Your money is safe with us. If your plans change, you can get it sent back to your card.
We offer more than just hand-crafted papers customized for you. Here are more of our greatest perks.
Get instant answers to the questions that students ask most often.
See full FAQWe complete each paper from scratch, and in order to make you feel safe regarding its authenticity, we check our content for plagiarism before its delivery. To do that, we use our in-house software, which can find not only copy-pasted fragments, but even paraphrased pieces of text. Unlike popular plagiarism-detection systems, which are used by most universities (e.g. Turnitin.com), we do not report to any public databases—therefore, such checking is safe.
We provide a plagiarism-free guarantee that ensures your paper is always checked for its uniqueness. Please note that it is possible for a writing company to guarantee an absence of plagiarism against open Internet sources and a number of certain databases, but there is no technology (except for turnitin.com itself) that could guarantee no plagiarism against all sources that are indexed by turnitin. If you want to be 100% sure of your paper’s originality, we suggest you check it using the WriteCheck service from turnitin.com and send us the report.
Yes. You can have a free revision during 7 days after you’ve approved the paper. To apply for a free revision, please press the revision request button on your personal order page. You can also apply for another writer to make a revision of your paper, but in such a case, we can ask you for an additional 12 hours, as we might need some time to find another writer to work on your order.
After the 7-day period, free revisions become unavailable, and we will be able to propose only the paid option of a minor or major revision of your paper. These options are mentioned on your personal order page.