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Are you ready to advance your scholarly writing? Do you want to become a more confident and effective writer? Are you willing to prewrite, draft, and revise (multiple times) your writing in a supportive environment? If so, you are in the right course.You will spend the next 8 weeks working to advance your scholarly writing, receiving individualized feedback and group support. In this course, you will practice using writing skills and strategies for coursework, and have ample opportunities to use these concepts to practice as you draft and revise a 1-page evaluation of a selected journal article. In addition, at the end of the course, you will create a tailored plan based on you specific needs so that you can continue to make progress on your scholarly writing in your other courses at Walden.During this first week, you will review the basic components of an effective writing process, analyze your writing needs, and begin to consider your writing strategy. If you successfully completed CAEX 6050: Graduate Writing I: Basic Composition Skills, then you can include a review of those skills in this first week.Learning ObjectivesStudents will:Analyze previous experiences with writing skillsConnect scholarly writing skills with professional and academic goalsShare and support with peersYour Experiences With WritingScholarly writing is an intricate component of your graduate work. A useful first step toward improving your writing skills is to examine your past experiences with writing, including your writing strengths and opportunities. From there, you can target your needs accordingly.For this Discussion, you will explore the various resources and guidelines outlining an effective writing process and some common writing terms. You will also review the current state of your writing skills and share thoughts and experiences with your colleagues.You will also use this Discussion to help tailor the individualized feedback provided by your Instructor throughout the duration of the course. Please be honest in your self-critique: it is the best way to make improvements.To prepare for this Discussion:Review and complete the Self-Assessment found in the Learning Resources to develop your needs and goals for this course.Reflect on your writing skills and identify two skill strengths and two skills for improvement.Consider particular writing strategies that you currently using to build those skill strengths.By Day 3Post a 1- to 2- paragraph reflection on your writing skills, identifying two writing skills that you want to improve upon during this course. You may also include two writing strengths or strategies that may support your current writing process. Try and incorporate the terms from the Walden University Writing Center website in the Learning Resource for clearer definitions. Be sure to connect your scholarly writing skills with professional and academic goals, as well.……………


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Management and Leadership
Luis Reyes
Walden University
In every successful venture, leadership and management must function as an integrated
component. Although they are entirely different, they are necessarily linked and complementary
to one another. An effort to separate the two in an organization may result in problems in the
organization. A successful company needs a competent management team that can plan,
coordinate and organizes its staff while motivating and inspiring them to do their best (Bolden,
What are the roles of the individuals in the scenarios?
The two individuals have a role in managing their department to promote efficiency and
overall productivity of the company. Roger is passionate about delivering high-quality software
solutions according to the stipulated schedule. He has the role in maintaining an accurate and
precise project schedule with detailed information on product design and processes. He
instructed with ensuring that identified problems are well handled to meet the expectations of the
beneficiaries. With a clear understanding of the capabilities of the developers, he assigns
responsibilities accurately and guidance where necessary.
Linda who works at the same company instructed with close monitoring of industry
trends. By evaluating the growth in mobile computing, Linda has identified a gap in the mobile
platform and realized that the company could be competitive in the industry. She also has a role
to ensure that she gains support from the members of the executive board. Besides, she is
responsible for ensuring that employees identify the change as a significant opportunity and
understand that training will provided.
Are they managers, leaders, or both?
Both Linda and Roger play a role that depicts a leader and manager. They both have a role in
managing their departments such as the growing industry trends and software trends in the
industry. Roger, for instance, is putting in place measures to produce a high-quality software
solution which is in line with the set schedule. Besides, he has a role in maintaining a precise and
accurate project schedule which depends on efficient management skills. When scheduling
problems identified, Roger sets in place guidelines to ensure that the problems get handled. Also,
his understanding of the capabilities of the developers has enabled him to assign duties
accurately a task that requires managerial skills. Linda, on the other hand, has been equipped
with skills that will allow her to monitor the industry trends effectively by evaluating growth in
the mobile industry. The ability to identify a gap in the industry, to gain support from members
of the executive boards and to help the employees appreciate change are all dependent on
effective managerial skills.
With regards to leadership, Linda and Roger are doing a recommendable job. They are
providing high-quality work in the individual tasks which makes them effective leaders in the
field. Although their leadership styles are slightly different, they can impact the company results
positively. Roger is more of a situational leader in that he adapts to the existing work
environment and various needs of the organization to meet the different organizational
requirements. Linda, on the other hand, is a servant leader in that she prioritizes the needs of
employees by helping them to appreciate change and identify gaps in the industry. Her
leadership style is one that allows people to develop their skills and perform in the best manner
possible. Regardless of their different leadership styles, the two individuals have impacted the
company positively and helped it to excel by providing quality leadership and management
What distinguishes management from leadership and managers from leaders?
The main difference between leaders and managers is that managers have individuals that
work for them while leaders have individuals who follow them. Managers can direct and execute
a strategic vision while breaking it down into formal structures to be supported by the team.
While managers are people focused and establish rules and processes, leaders have a vision,
ability to challenge, have communication skills, and have vision, honesty, and integrity.
Leadership is all about getting people to appreciate and believe in your vision and abilities and
work together with you to achieve the set goals and objectives. Management, on the other hand,
is more about instructing, administering and ensuring that daily activities are happening as they
are supposed to do (Bolden, 2016).
Analyze the similarities and differences between leadership and management.
Both management and leadership can influence the working environment and structure
positively. The concerned both have with the achievement of goals and proper allocation of
resources in a way that they used efficiently and effectively. They both entail working with
people to create the foundation of an organization and the functional structure. Also, both
management and leadership involve the creation of a direction to pursue the development of
people’s thought processes (Tomey, 2009).
While management and leadership have distinct similarities, they share a wide array of
differences. Management involves an individuals’ ability to direct, execute vision and review
available resources to anticipate the necessary needs along the way. It is more about establishing
working rules, operating procedures, and standards and looking after the people’s needs and
listening to their needs. On the other hand, leadership is about establishing a vision of where one
is and where one wants to be and enrolling a team in monitoring an appropriate path for the
future. Unlike management which involves directing and instructing, leadership entails one’s
ability to inspire the team to be what they can be by understanding their roles from a bigger
perspective. It also involves the ability to challenge the status quo and the courage to do things
differently unlike management which insist on operating procedures, standards, and processes
(Silzer, & Dowell, 2009).
Research shows that leadership is an integral part of every manager’s job, meaning that to
become a successful business owner, one needs to be a strong manager and possess strong
leadership skills. Teams will benefit and will be on board to work towards the achievement of
the business’s vision.
Bolden, R. (2016). Leadership, management, and organizational development. In Gower
handbook of leadership and management development (pp. 143-158). Routledge.
Silzer, R., & Dowell, B. E. (Eds.). (2009). Strategy-driven talent management: A leadership
imperative (Vol. 28). John Wiley & Sons.
Tomey, A. M. (2009). Nursing management and leadership. USA: Mosby Elsevier.
Luis Reyes
Walden University
Leadership is the ability to influence employees to work willingly toward the
organizational goals and objectives with confidence. This concept includes the willingness to
work with zeal and confidence. Undertaking a leadership assessment for an organization begins
with the identification of leadership facets that are of great interest and most critical to the
success of the agency. Assessment is most effective when developing new leaders, helping
leaders improve efficiency in their current roles or building an improved set of future executives
among others (Anderson, & Sun, 2017).
Evaluation of leadership style assessments
Leadership style assessment
Is friendly with members of the group
Treats others fairly
Develops a clear plan of action for the group
Motivates members of the group
Shows flexibility in decision making
Results from the above leadership style assessment provide data about people and task
orientation. On leadership style, the assessment reveals whether one is more likely to lead with a
greater emphasis on the relationship or tasks. Identifying the style enables one to identify ways in
which they can change their behavior to shift the emphasis they give to either tasks or
I believe that leadership style assessments and leadership style approaches are beneficial
at offering insights into varying leadership behavior for various global change agents. This is
because; leadership assessments are often employed to identify an individual’s leadership style
and their behavioral approach. These assessments are useful for offering insight into the
leadership behavior since style represents their character while their behavior is a representation
of their action. Anderson & Sun, (2017) states that these assessments may be used to identify the
most appropriate individual for an organization since an individual’s leadership style is often
associated with their behavioral approach.
The relationship behavior approach is practical in that it puts more emphasis on the
people while the task behavior emphasizes activities and work assignments. Research shows that
such assessments often provide useful insights at the employer and individual level. Data from
individual assessments may provide helpful insights into the identification and improvement of
their strengths and weaknesses. For instance, the data obtained from the leadership behavior
assessment suggests that my leadership style is one that engages other people’s well-being and
interests, a trait that is strongly related to my personality. It provided an understanding of various
traits that I possess such as sociability, emotional intelligence, and openness which may have a
positive or negative impact on an organization (Northouse, 2018).
At the employer level, organizations often use such assessments to determine whether an
employer has qualities that are conducive to their workplace and organizational commitments.
Assessments can help an individual to identify their strengths and weaknesses and core values
thus helping them to become better versions of themselves (Basran, Pires, Matos, McEwan, &
Gilbert, 2018).
Style approach to leadership is likely to affect the employees’ productivity and
performance. Research shows that identifying an individual’s leadership style can help them to
become better leaders. At an individual level, the style approach to leadership may impact on a
leader’s success or failure and consequently on the growth or failure of a business. According to
Amanchukwu, Stanley & Ololube, (2015), one can determine an individual’s core values by
evaluating their leadership style which is the principles that employees use when making
Also, the style approach helps one to identify their personality traits which enable them to
invest significant efforts to meet the organizational goals. Besides, this style can unveil one’s
strengths and weakness by evaluating past performance, and their tendency to perform when they
put our unique circumstances. Knowing about your strengths and weaknesses enables one to
realize their real potential an aspect that improves productivity. When employees identify their
leadership style and work towards becoming better versions of them, they benefit the
organization directly (Northouse, 2018).
Amanchukwu, R. N., Stanley, G. J., & Ololube, N. P. (2015). A review of leadership theories,
principles and styles and their relevance to educational management. Management, 5(1),
Anderson, M. H., & Sun, P. Y. (2017). Reviewing leadership styles: Overlaps and the need for a
new ‘full‐range’theory. International Journal of Management Reviews, 19(1), 76-96.
Basran, J., Pires, C., Matos, M., McEwan, K., & Gilbert, P. (2018). Styles of leadership, fears of
compassion and competing to avoid inferiority. Frontiers in Psychology, 9, 2460.
Northouse, P. G. (2018). Leadership: Theory and practice. Sage publications.

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