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Essay / Research Paper Abstract
An 8 page paper. There are two sections in this paper. The first reports scores the student earned on different self-assessment scales, e.g., conflict approach, preferred power source, leadership style, with strengths and weaknesses identified. The second is a development plan based on the scores. Bibliography lists 5 sources.
Page Count:
8 pages (~225 words per page)
File: ME12_PGslfal9.rtf
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Unformatted sample text from the term paper:
and becomes conflict. Or, a conflict will erupt when two people have very strong but opposing viewpoints on an issue. Conflict is neither negative nor positive in and of itself.
How we handle and deal with conflict is what will make the experience positive or negative. The students scores on the conflict assessment were: Compromising (19), Competing (6), Collaborating
(18), Avoiding (15) and Accommodating (16). What is noticeable is that two styles are close in score: compromising and collaborating. This similarity could mean the student will be able to
switch gears to the other style when needed. Also, Accommodating and Avoiding are very close. [Student, compromising does not mean you will adjust your ways to accommodate others, the
accommodating style does that.] Compromising means that everyone gets something and everyone gives up something (Strand, 2008). This is a very common style when the parties have reached a definite
impasse in the negotiation (Strand, 2008). Compromising may or may not be successful because it involves losing something. Collaborating, by contrast, is based on problem solving and strives for a
win-win resolution where everyone feels good about the outcome (Strand, 2008). This approach tells everyone that they are important. This is viewed as the most successful approach to resolving conflict
because it tries to find a resolution that is acceptable to all parties (Bizman and Yinon, 2004). Part of the leadership plan would be to practice collaborative approaches in conflict
management. This approach is more likely to lead to positive outcomes. Different theorists have identified different types of power one holds in the organization. In terms of preference
for power to be used, the student scored: reward, 2.5; corrective, 1; legitimate, 3.7; expert, 3.7; referent, 4.5. The student clearly prefers using referent power. People gain referent power in
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