The Odd Ones Out

Here you can see that Regina George would be considered a part of the out-group, along with anyone else who doesn’t follow the “plastic” rules. Gretchen and Karen share their opinion that Regina cannot sit with them, and Regina tries to contradiction that. With Regina being a part of the out-group, she is not agreeing with the majority. By tone and body language you can see that Karen tries to step in to be the leader, saying that everything should be fair amongst the group. I think that Regina does not identify with the larger group because she sees herself as “queen bee” and more privileged than the others. If the scene was continued, you would eventually see that the group decided that listening to one another they realize that their group dynamic was not ideal and could have been more inclusive.

Include the Unincluded

Based on the scores you received on the Organizational Climate Questionnaire on page 190 of the text, what are your strengths and weaknesses regarding establishing a constructive climate for a group or organization?

 

What strategies for establishing a constructive climate for a group or organization discussed in the text could you employ to improve your skills?

An important aspect of establishing a constructive climate is giving recognition to others. Is rewarding or praising others something that comes easily for you as a leader? Discuss.

Preparing the Young for the Future

I decided to take a look at the vision statement for the Boys and Girls Club as I worked with this organization a few years ago.

Provide a world-class Club Experience that assures success is within reach of every young person who walks through our doors, with all members on track to graduate from high school with a plan for the future, demonstrating good character and citizenship, and living a healthy lifestyle. 

I think that their vision statement is sweet, short and to the point. After working for this organization for about a year, I can see how this fits into the environment to which I worked. I can see structure within this statement because it discusses multiple areas of the children’s lives that we work with. There is a focus within academics, fitness and individualism. When it comes to synergy, although there is not a direct mention of it within the statement I know from experience that the outcome of the club is larger than the individual contributions. The point of this organization is to set youth up for success by providing resources and positive environments for them. By having a statement such as this and by enforcing it I feel as though there is able to be a constant sense of cohesiveness within the group members. Although the children may be “blind” to it because of their ability to understand, their parents are often able to understand the goal of the organization. Lastly, standards of excellence. Again, these are not bluntly listed in the vision, however I do not find that a negative thing. I think that if they were to touch on all areas of standards of excellence the vision statement would be too long and lose its “umph” if you will.

Seeker

I am a seeker. I seek to help others in need. I seek to educate and be educated. I seek to make a difference in children’s lives. I seek to stay within my local community to make change where I have grown up to see change needed. I seek to continue growing as a leader. I seek to stay open minded and help others have that perspective as well. I seek to instill not only academic knowledge but life knowledge to the children that enter my life. I seek to maintain my integrity through the good times and the bad. I seek for the future, both yours and mine.

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Skittles

What skill area and specific skills (discussed throughout chapter) are your strongest?

I believe that a specific skill discussed in this chapter that I would consider to be strong is implementing a vision. In my opinion, the person articulating  the vision  does not have to be the person implementing the vision. In the leadership positions that I have had, I can think of several instances in when a vision was articulated by one person and implemented by another. I truly believe in the idea that you shouldn’t ask someone to do something that you wouldn’t do. I think that because of that, I often model and exert the vision at hand for those I am working with. Also, after recently reflecting on my relationships with others, I find myself able to set expectations high for others in the way that I build a relationship with them. Because I have a strong focus for my relationships, I am able to have a good relationship with others, yet still gain the respect when needed to be an authoritative figure.

What skill area and specific skills (discussed throughout chapter) are your weakest and how can you build upon them?

Often times I find myself having trouble articulating a vision. I think that this is because articulation takes a lot of time a consideration. I do see myself as a detailed oriented person, however, to be completely honest, I can be a big procrastinator. I feel that articulating takes a good portion of time that I often do not give myself in these situations. I think that being more aware of my time would help me in multiple aspects of my life, including articulating visions.

What impact do you think your leadership skills could have on your role as a leader?

I think that my leadership skills could have both a negative and positive impact on my role as a leader. There are many instances were certain skills would not be applicable and could have a negative impact on you role. However, on a more positive note, leaders are made to adapt and work well in many environments, therefore I think that leaders, myself included, may have specific leadership skills and styles that we have and believe in, but we also know how to adapt to what is necessary. That alone is a skill within leaders.

Do you think some of the skills discussed in the chapter are more important in some situations compared to others? If so, explain.

I think that if you have a position in a more passive environment there are still opportunities to be in a leadership position but there may not be as many opportunities to create visions. I think that when an event planner would be a prime position that creating, articulating and implementing visions would be very important. Also, teachers would be another position in which they would be able to often and effectively use these ideas.

Do you think individuals in “lower” levels of leadership require the same skills as those in “upper” levels? Discuss

I think that positions differentiate between “upper” and “lower” because of the skill requirement or necessity that is need to complete their tasks. If both “upper” and “lower” positioned people all had the same skills there would be no differentiation. I believe that there are certain skills that should overlap between “upper” and “lower” positions, but not their entire skill sets.

Style, Not in Fashion, but in Leadership

As you reflect on what has been discussed in this chapter and your own leadership style, how would you describe your own style in relation to task and relationship orientations? What are your strengths and areas you can improve?

I feel as though both task and relationship orientations are relatively important. However, with that being said, I do see myself to be more relationship orientated over task oriented. I love interacting with people, so it is no wonder that I constantly find myself focusing on relationships. I think that one of my strengths is being able to relate to others often and if I have not found myself in a similar situation, I find myself showing support as much as I can and sympathizing with them in their situation. Confrontation was touched on briefly and that made me come to the conclusion that I believe that having strongly founded relationships causes for less confrontation and more “civil”, if you will, conversations and communication tactics with those you are working with. I think that when it comes to being task oriented the descriptors, in my opinion, often describe tasks that call for a more authoritarian leadership style. Now, this could just be my mindset on how I perceive authoritarian style and being task oriented. I think that an area I can improve on is being more clear from the beginning of what our end goal is, as that will helpfully explain why we are doing a task or assignment.

Reflect on the article. What were the most interesting elements? Which did you did you agree with? Hope to learn more about?

I feel as though more and more jobs are allowing people to work from home, especially with the advances in technology. I found it really intriguing that the people found the 30 listed behaviors as more important in virtual settings than face-to-face settings. As an individual who personally prefers face-to-face interactions over virtual interactions, I can see how this idea of virtual communication, behavior and leadership is prominent in today’s day. I hope to eventually become more comfortable with technology and learn how to make myself comfortable with working virtually as it may well indeed come in helpful with future careers.