From the very beginning, you’ll be matched with a faculty advisor who will meet with you in regular dissertation advisement sessions. With GMercyU, there’s no reason to wait any longer — trade up from ABD to EdD and take your place among the next generation of education leaders Dissertation On Leaders Of The Future Students from any part of the world - be it the UAE or USA, Saudi Arabia or China, Germany or Spain. Many Chinese, Arabian, European students have already been satisfied with the high level of our Dissertation On Leaders Of The Future cheap essay help. No matter where you are now - even if you’re relaxing now in the Dissertation On Leaders Of The /10() Proper paper writing includes a lot Dissertation On Leaders Of The Future of research and an ability Dissertation On Leaders Of The Future to form strong arguments to defend your point of view. It also requires knowledge about how to present your thoughts on paper right, how to catch the attention of the reader (or the readers) and to hold it until the very end/10()
I have read the paper and examined it critically in order to ascertain what further improvements can be made so as to make it more thorough and meaningful. Although the client requires suggestions to improve upon the discussion and conclusion, I find that there is lot more to be done in making the findings more exhaustive and conclusive.
In determining the aims of the dissertation six issues have been outlined which will form the basis for coming to conclusions:. I find that most part of the paper deals with theoretical aspects which are relevant to the subject matter but there needs to be examination done on other issues which are more pertinent to the issues.
Coverage in the literature review is fine in delving into the present situation along with the shortcomings in the perceptions of present-day management techniques, dissertation on leaders of the future.
A strong case has been made by the writer is stressing the need to transform the worker towards a broader knowledge base so that he becomes more competent in meeting future challenges. Theoretical reasoning is just not enough to arrive at a concrete conclusion in the matter. More is required to be done in the matter of leading workers so that they are trained and educated to an extent that they perform and fair well enough in meeting the needs of the business.
The question here is not of meeting the needs of the worker but of equipping him with ample expertise and knowledge to meet the technological and professional requirements of the future. In examining the motivation theories of Vroom, Covey, Drucker, Forstenlechner, and Lettice, the writer has spent much time narrating theoretical concepts which may not have much bearing on the issues at hand. It is good to understand how learning organizations develop in extracting more output from workers but they must endeavor to transform the workforce as a need for advancement and success of their businesses.
The major thrust has to be in enhancing the knowledge and competency levels so that output is in sync with business expectations. The given models can be utilized in improving the quality of the workforce towards the acquirement of knowledge, dissertation on leaders of the future. The concepts of organizational learning are also well taken since the organization has to evolve ways to transform the knowledge base in keeping with contemporary and future expectations, dissertation on leaders of the future.
There has to be a proactive strategy because ultimately the future holds its potential in the present and organizations must understand future needs to fulfill future targets. This aspect is essential in determining the focus areas for organizations in achieving corporate objectives. The need for Ireland industries to transform their systems so that they embrace a learning structure is well explained by Blackman and Henderson The role of leadership is pertinent for improving efficiency and output within the given circumstances but knowledge plays a different role.
Knowledge cannot be achieved and used by receiving motivation from the leadership, but it has to be imbibed through a process that needs time and resources as also the willingness of workers. They need to be motivated by the leadership to imbibe new knowledge and techniques in keeping with the need of the future. It is true that there are many subjects about which we do not have complete knowledge and which need to be learnt in order to maximise output and productivity.
In regard to the methodology the question arises whether there is need to get into the exhaustive process of conducting a detailed survey and then getting into the act of dissertation on leaders of the future and interpreting the research findings.
The question also arises whether it is proper to excessively rely on the survey findings which are based on the opinion of subjects who are primarily workers and need to be motivated to adopt appropriate learning processes.
The need for learning does have a bearing on the requirements as observed by the subjects but it is more important to specifically place before the reader relevant data pertaining to establishments that have already adopted new learning systems for their people for which there is evidence to suggest increased productivity subsequent to adopting of the new learning systems. It is a widely accepted fact that in the changing world order and with the constant improvement in technology and management strategies, the need for further equipping workers dissertation on leaders of the future more knowledge, especially in relation to their respective work areas, becomes imperative.
Hence there is not much purpose fulfilled in only relying on the responses of respondents in this regard. The conclusion too has been presented in similar vein and in as far as the two are concerned in the context of the material already presented in the paper, they are quite good.
I felt that the issues in examining the question of the transition from industrial to knowledge worker could be much different as presented by the writer. The primary factors that come to my mind in this regard are:. In the light of the above it is felt that of the information that is provided by the writer, the discussion and conclusion is well presented but the entire paper can be made more explicit and exhaustive in coming to more meaningful and specific conclusions.
This would make the discussion and conclusion stronger in the context of the outlined issues. I have searched for the same and find that the following link can provide sound information in this regard. Dissertation on leaders of the future this chapter, the author will examine the findings on the primary research undertaken in terms of the prevailing literature available and whether or not the primary findings support or do not support the other research into the subject matter.
Finally the chapter will end with a discussion of any discrepancies between the secondary and primary research undertaken. The available literature in regard to what motivates knowledge workers suggested that these workers will be highly educated and that the role of a knowledge worker will be of a more independent nature than that of an industrial worker. Also this category of employee will be motivated to gain more skills and continuously be seeking to expand their knowledge.
Available literature also suggests that knowledge workers place a heavy emphasis on the quality of their relationship with their superiors and are passionate about achieving the organisations goals.
Primary research appears to support these findings. Six respondents held a PhD whilst a significant proportion of those surveyed were currently in pursuit dissertation on leaders of the future a further educational award. Job empowerment rated very high amongst surveyed people with an over-whelming On a similar subject of being motivated by relationships with their manager, a very large proportion of those surveyed These theories examine how personal factors specific to the employee can influence the workers behaviour or performance at work.
A majority of respondents felt that this was the case It is important to note that a considerable amount of people did not express an opinion when asked this question — The same literature review suggested that knowledge workers may have more bargaining power than that of an dissertation on leaders of the future worker.
In regard to the overall question of motivation in this dissertation which is to discover if knowledge workers should be motivated differently than industrial workers, There are definite connections with organisational structure and motivation of employees and this connection was evident in some of the responses gathered in the survey under the motivation section.
An overwhelming In regard to the eleven different types of learning put forward by Pedlar in the literature review, there was broad support for the following areas to be included in an organisational structure:. It is significant to note that a proportion who responded to the seven. questions listed above stated that they did not understand the question being asked — this would suggest that these questions were not explained clearly to the respondents and may account for the contradictions in the findings, dissertation on leaders of the future.
It should also be noted that a high proportion of people This may be due to the less-structured approach taken where people were allowed to express their opinions in a blank section on the survey. The same percentage of respondents felt that the choice of leadership style was important and a slightly lesser percentage These views would appear to support the information gathered in the literature review.
The next part of the discussion will concentrate on the open-ended question of the leadership section which dissertation on leaders of the future those completing the survey to describe an ideal leadership approach when managing knowledge workers.
In contrary to best advice not to include this type of question in surveys, there was a very good response rate of 83 of the people who completed the survey expressing a view.
Job empowerment and the need to set clear targets were mentioned in excess of 15 times each by the respondents. Respect for employees, a need to develop the employee, two-way communication, leading by example and building a level of trust were also regarded as important elements of leadership required by knowledge workers. The un-prompted response from the survey respondents would all appear to point towards the servant-leadership model put forward by Greenleaf as the author believes that this leadership style is compatible to all the survey findings.
This would appear to be in tune with what knowledge workers want. Covey, an advocator of the servant leadership model was quoted as stating in the literature review as stating that workers who are treated as objects create a work atmosphere of low-trust and alienation. Another well-known advocator of the Greenleaf theory, Spears, stated that he felt that this leadership model would be attractive to knowledge workers as it allows dissertation on leaders of the future to get involved in decision making whilst always seeking to enhance the growth of people.
The author acknowledges that despite the fact that a pilot survey was conducted, some of the questions in the survey could have been worded better or carried more explanation — this may have resulted in some of the questions not being understood fully and the respondent expressing no opinion.
These are areas of opportunity for further research. This is an area for improvement in any future research. The author feels that dissertation on leaders of the future sets of data supported each other and that clear conclusions can be made as a result. This shift away from manufacturing industries is happening rapidly and the move towards high-value manufacturing and services such dissertation on leaders of the future financial, research and development and design services will mean a shift from the traditional manufacturing or industrial workers to more qualified professional or knowledge worker.
Changes will have to occur in how organisations attract and retain these high quality professional or knowledge workers. Both the primary and secondary research supported the view that knowledge workers are different than the traditional worker in regard to their motivational, leadership and organisational structure needs. Knowledge workers are motivated by job empowerment and flexibility within their role to use their knowledge to achieve organisational goals.
These workers also place a lot of emphasis on the quality of their relationship with those whom they report to and are motivated by achieving organisational goals, dissertation on leaders of the future. The literature review suggested that the learning organisation structure would be an ideal model to house knowledge workers and it afforded them all the opportunities to learn continuously and to utilise their reasoning and decision-making skills.
The primary research also supported this view. Leadership style is a key factor to yielding the best results from knowledge workers — both the primary and secondary data gathered emphasised this fact. In conclusion, the author of this dissertation is advocating that organisations in Ireland should take steps to move towards the learning organisational structure in order to fully harness the full potential of their knowledge workers.
Also, it must be realised that knowledge workers are differently motivated than traditional workers and that it would appear that Greenleaf leadership model is the optimum leadership style to achieve the best results from this type of worker.
I believe that a more detailed and wider reaching survey would yield more definite results — the author was restricted in this regard. Also, it would be interesting to carry out an additional study into this subject matter dissertation on leaders of the future a period of three to five years when the transition from traditional worker to knowledge has taken place to determine whether these findings were accurate.
Argyris, C. Organizational Learning II: Theory, dissertation on leaders of the future, Method and Practise. Reading: Addison-Wesley Publishing Company. Berl, R. Bencsik, A. Success Criteria of a Knowledge Based Organisational Operation- Or the Necessity of the Leadership Style Change. Blackman, D. Why Learning Organisations do not transform. The Learning Organisation, 12 1, dissertation on leaders of the future. Colenso, M. Kaizen strategies for successful organizational change: Evolution and revolution in the organization.
London: Prentice Hall, dissertation on leaders of the future. Covey, S. Leading in the knowledge worker age. Leader to leader, 1 11pp. Chang, S. The Learning Organization, 14 2pp. Charles, W. S trategic Management, An Integrated Approach, 6 th Ed. Boston: Houghton Mifflin.
Leaders of The Future LEW KEILAR WHITEBOARD ANIMATION
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This is an extremely Dissertation On Leaders Of The Future beneficial feature Dissertation On Leaders Of The Future students can use, so when asking yourself, “where can I pay someone to write my paper?” remember our service!/10() Dissertation On Leaders Of The Future Students from any part of the world - be it the UAE or USA, Saudi Arabia or China, Germany or Spain. Many Chinese, Arabian, European students have already been satisfied with the high level of our Dissertation On Leaders Of The Future cheap essay help. No matter where you are now - even if you’re relaxing now in the Dissertation On Leaders Of The /10() 17/11/ · Increasing number of jobs and future projection. (U.S. Bureau of Labor Statistics, ) Education and Preparedness Training of Medical Assistants Changing role of the Medical Assistant Shortage of Primary Care Physicians and Nurse Practitioners (Bodenheimer, Willard-Grace & Ghorob, ) Medical Assistant Expanded Responsibilities (American
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