Please respond to this 4 peers’ Discussion PromptsALL citations and references n

Please respond to this 4 peers’ Discussion PromptsALL citations and references needs to be APA 7th edition format. (200-250 words each you must also post substantive responses to at least two of your classmates’ or instructor’s posts in this thread. Your response should include elements such as follow-up questions, further exploration of topics from the initial post, or requests for further clarification or explanation on some points made by your classmates.
Providing evidence or information from external sources in your posts will strengthen the points you are making and improve your overall score on the weekly Discussion Board activity.Peer# 1Explain which instrument you chose and why. What did you learn about yourself?I chose the leadership behaviors questionnaire. I chose this instrument because I wanted to further analyze my tendencies in a leadership setting. After taking the questionnaire, I learned that I have an equal balance between my task-oriented tendencies and my compassion for the team. How will what you have learned help you to become a more effective leader?According to the textbook, the behavioral approach is conceptually easy to understand. There are “two general kinds of behaviors: task behaviors and relationship behaviors” (Northouse, pg. 84, 2018). Task behavior is goal-oriented, and relationship behavior is people-oriented. Though my scores were high for both, studies show that effective leadership is dependent on the situation (Northouse, 2018). “In some situations, leaders need to be more task-oriented, whereas in others they need to be more relationship-oriented” (Northouse, pg. 91, 2018). Based on this information, it is clear I need to be mindful of both aspects of leadership behavior when given leadership scenarios. Moreover, there will be situations that lead towards one behavior over the other, and I will have to embrace the one side so I can achieve the objective successfully. For example, if the project is on a time crunch, I may need to approach my team with a task-oriented behavior. Conversely, if the project discusses sensitive protocols, I may need to approach the team with a relationship-oriented behavior.ReferenceNorthouse, P.G. (2018). Leadership: Theory and practice (8th ed.). Thousand Oaks, CA: SagePeer# 2Hello Everyone,I chose to do the Skills Inventory Questionnaire, with a new role I just took on I wanted to see what my strengths and weaknesses were when it came to leadership, and what I might need to work on. I was happy to see that I scored highly in the human skills portion, and the technical skills portion, but I do need to work on conceptual skills (WCU, 2021). This isn’t really something new to me, while I like to work with abstract ideas, it does get difficult for me to understand some of the conceptual ideas that are involved with not just leadership, but my career as a whole. This is something I have been working on though. Though I don’t expect to be able to master this concept, simply because being a leader doesn’t necessarily mean I need to be the best in all aspects of everything. Sometimes, being able to determine who is the strongest with conceptual ideas, who is the strongest with technical approaches, and who is the strongest with the human approaches is what is really needed. Putting people into roles in a team that accentuates their skills, while still working to inspire people to work on improving the skills they are no proficient in, is what a leader needs. I would never give up in working on what I struggle with, and by continuing to work on my short comings, I’d hope my team is being inspired and motivated to work on theirs as well, knowing they will still be celebrated for their strengths. To me, this is effective leadership (Northouse, 2018).Ashley BowiePeer# 3Hi everyone! A good project management system appropriately balances the needs of both the parent organization and the project by defining the interface between the project and organization in terms of authority, allocation of resources, and eventual integration of project outcomes into operations (Larson & Gray, 2014). Certain aspects of the culture of an organization would support successful project management, while other aspects would deter or interfere with effective management (Larson & Gray, 2014). Larson & Gray (2014) used the metaphor of a boat on a river to describe the relationship between organizational culture and project management, where culture is the river and the boat is the project. In organizations in which the culture is conducive to teamwork and cross-functional cooperation, there is a deep commitment to excellence, and healthy conflict is voiced, the boat is paddling downstream. With this type of culture, the project management structure can have less formal authority and fewer dedicated recourses are needed to complete the project (Larson & Gray, 2014). On the other hand, the boat is paddling upstream in organizations that have a toxic culture that discourages teamwork and cooperation and has little tolerance for conflict (Larson & Gray, 2014). With this type of culture, project management requires much more time, effort, and authority in order to complete the project. One example of how an organization’s culture can affect the project management structure is within 3M. 3M is known for their entrepreneurial culture with ideas like “encourage experimental doodling”, “hire good people and leave them alone”, and “if you put fence around people, you get sheep” (Larson & Gray, 2014). 3M also encourages technical people to spend up to 15 percent of their time on projects of their own choosing and initiative. With this type of culture, the project management structure within 3M is flexible and less formal because the culture of the organization constantly encourages collaboration and teamwork.-SabrinaPeer# 4Hello all.The culture and structure of an organization is the basis of environment that project will be implemented. The project management (PM) structure sets the foundation for implementing a project (objective), the culture of the organization includes the values, shared beliefs, customs and “personality” of the organization (subjective). There are three basic PM structures – functional organization, dedicated teams and matrix. Each has strengths and weakness based on the size of the organization, complexity of the project and the culture of the organization (Larson, E., & Gray, C., 2021). Larson & Gray highlight three functions that culture serves in an organization. They explain that culture provides a sense of identity, helps legitimize the management system and clarifies and reinforces standards of behaviors (p. 87).A project manager must be very skilled and possess the ability to effectively operate among diverse organizational cultures. Each department within a large organization may function or possess its own distinct culture. I work in the correctional setting and the mission and vision of the corrections side of the institution is very different from the mission and vision of the medical side. Correctional staff’s primary focus is on safety and security, while medical staff focus on timely, safe and competent patient care. While the mission, vision and general culture of the two departments are very different, we work closely as a team to accomplish our goals. A project manager in this setting would be faced with a custodial culture that is focused on safety and security and typically resistant to change, and the culture of medicine/nursing which is a culture that is focused on nonmaleficence, beneficence and changing practices based on research and evidence-based principles. Quite a challenging task.-AnnieReference: Larson, E., & Gray, C. (2021). Project management: The managerial process. (8th ed.). McGraw-Hill.
Requirements: 700-800 words total   |   .doc file

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