Unit II Leadership Pp Instructions You are the hiring manager within your organization, and you are tasked with the requirement to locate the best candid

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Unit II Leadership Pp Instructions

You are the hiring manager within your organization, and you are tasked with the requirement to locate the best candidates to fill a few current openings. Your company is in need of individuals who can work effectively with a diverse population, who have previous experience leading others, and who display an eager attitude and willingness to learn from corporate training.

Compile a PowerPoint presentation with your analysis of how hiring practices and effective leadership can enhance performance measures. Explain how this applies to your company and/or discipline. In your PowerPoint, be sure to address the following questions/topics and include company or organizational examples, as relevant.

Describe specific ways effective leaders can hire key people to serve as prominent leaders and subordinates. Include your rationale.
Examine the effectiveness of training efficiently to build on employee knowledge and skill sets with respect to your area or field of business.  
Compare and contrast the different types of challenges leaders face when hiring and training new members.

Your presentation must be a minimum of eight slides in length (excluding a title slide and a references slide). In this presentation, you are required to use speaker notes. In the speaker notes, you will provide what you would say if you were actually giving the presentation to your supervisor. Please write your notes in complete sentences and adhere to typical grammar and punctuation rules.

You must use a minimum of two outside sources. All sources used must be referenced; paraphrased and quoted material must have accompanying citations. Be sure to use APA style for citations and references. BBA 3651, Leadership 1

Course Learning Outcomes for Unit II

Upon completion of this unit, students should be able to:

5. Examine the role of leadership in regards to organizational performance.
5.1 Examine the effectiveness of training to build on employee knowledge and skills.

6. Analyze methods to lead groups/teams effectively.

6.1 Describe the criteria leaders should consider when hiring for different organizational levels.
6.2 Compare and contrast the different types of challenges leaders face when hiring and training

new members.

Learning Outcomes

Learning Activity


Unit Lesson
All required readings
Unit II Videos
Unit II PowerPoint Presentation


Unit Lesson
All required readings
Unit II Videos
Unit II PowerPoint Presentation


Unit Lesson
All required readings
Unit II Videos
Unit II PowerPoint Presentation

Reading Assignment

In order to access the following resource, click the link below.

Click here to access the Unit II Hiring video.
Click here to access the transcript for the Unit II Hiring video.

Black, J. S., & Gregersen, H. B. (2000). High impact training: Forging leaders for the global frontier. Human

Resource Management, 39(2/3), 173–184.

ClickView/VEA (Producer). (2012). Employment relations: Role of managers (Segment 2 of 5) [Video]. In

Employment relations and conflict resolution. Films on Demand.

The transcript for this video can be found by clicking the “Transcript” tab to the right of the video in the Films
on Demand database.


Who Is Driving the Bus?




BBA 3651, Leadership 2



CNBC LLC (Producer). (2010). Leaders, developed or born? (Segment 5 of 19) [Video]. In Employment
relations and conflict resolution. Films on Demand.

Click here to access a transcript for this video.

Gonzalez-Morales, M. G., Kernan, M. C., Becker, T. E., & Eisenberger, R. (2018). Defeating abusive

supervision: Training supervisors to support subordinates. Journal of Occupational Health
Psychology, 23(2), 151–162.

Master Source (Producer). (1994). Managing a diverse workplace (Segment 10 of 16) [Video]. In Managing

diversity in business. Films on Demand.

The transcript for this video can be found by clicking the “Transcript” tab to the right of the video in the Films
on Demand database.

Window to the World Communications (Producer). (2001). Recruitment and retention (Segment 10 of 15)

[Video]. In Challenges of leadership. Films on Demand.

The transcript for this video can be found by clicking the “Transcript” tab to the right of the video in the Films
on Demand database.

Unit Lesson

Hiring Practices and Considerations

Previously, we discussed the significance of understanding different styles of leadership and how each can be
applied to work with a diverse group of employees. Knowing the specifics associated with the differing styles
can help members of an organization better grasp why certain leaders choose to lead a particular way. In this
unit, we will discuss how leaders opt to choose the right people for a job and how they determine the correct
method for working with others in a supervisory fashion.

Click here to access the Unit II Hiring video.
Click here to access the transcript for the Unit II Hiring video.









BBA 3651, Leadership 3



Being a leader in an organization demands being wise
in decision-making, keen on connecting with others,
and intuitive in knowing who is needed to fill specific
roles and how those members will be successful in
working with others who are already a part of a team.
Transformational leaders, as mentioned previously,
develop a clear vision for their followers to reach
specific organizational goals. They strive to obtain
group cohesiveness and unity while serving as an
influential role model for followers. Regardless of the
style portrayed by leaders, various traits often
differentiate effective leaders from others, such as
being self-confident, trustworthy, creative, flexible,
and driven (Greenberg, 2011). These characteristics
are thought to set successful leaders apart from others
who are tasked with an administrative role.

When seeking the right person for a job, is it important to consider the culture of an organization? Do
personalities and attitudes matter, or do hiring managers simply look at education and credentials in order to
expand a team? Finding the right person for a job is sometimes similar to seeking the right shoe for an outfit.
Not only does the shoe need to match the selected wardrobe, it should also fit comfortably. When individuals
are hired quickly and are not a good fit for an organization, there seems to be a great deal of animosity and
unfortunate turnover. An organization’s culture consists of its attitude, values, behavioral norms, and
company expectations of members. Hiring the right people to work together cohesively is like growing the
roots of a tree. Each member is connected in a sense to the overall structure and grounded in the same
mission and commitment to serve. On the other hand, when people are hired who do not easily conform or
connect with members of a specific organization, they tend to fall behind in performance standards and freely
express their unhappiness.

Wise leaders know you cannot always trust your instincts and just go with your gut. One smart consideration
is to educate the selection team or hiring managers of a business. Interviewers and recruiters should be able
to identify the qualities, characteristics, and behaviors that are portrayed in each candidate to determine if he
or she would be a good fit. Companies should not necessarily seek people who are thought to appear as a
clone to all other members. Sharing the same values and skillsets can be a plus, but members should still be
unique within themselves. In addition, nicely crafted interview questions can serve as a profitable tool to aid in
determining if candidates are active in the community, experienced and interested in working with teams,
and/or innovative in thinking (Dixon, 2018).

Leading Groups and Teams

The biggest difference between leading groups and leading teams is that supervisors/leaders often tell groups
what to do and then take all the credit. However, when leading teams, the leader actually asks members for
their input, and there is a shared sense of responsibility. Strategic leaders of teams make the most of team
differences and tend to offer respect and appreciation for differing points of view. They use the diversity within
the team as an asset to reach and conquer strategic milestones. These insightful leaders not only recognize
that change is inevitable, they are adaptive and resilient (Greenberg, 2011).

Motivating Individuals and Teams

According to Reijseger, Peeters, Taris, and Schaufeli (2017), motivating workers through work engagement is
the best plan for a positive affective-cognitive work-related state of mind. Ultimately, when workers are more
engaged with their work and their team members, they experience fewer health problems, less absenteeism,
and lower turnover. Therefore, performances improve, and workers not only benefit from personal and
professional accomplishments but the organization as a whole gains positive outcomes.

Finding the right person
(Embe2006, n.d.)

BBA 3651, Leadership 4



Highly motivated workers are more actively involved and energized. When workers have an open mind about
receiving relevant information and a willingness to act, they complete more tasks at a higher level. They
typically become more absorbed in their work and take pride in their accomplishments. Effective leaders first
discover their own strengths, and then they focus on others’ capabilities. Once they know exactly what best
motivates each person or each team, they use that as a tool to inspire and fuel enthusiasm to heighten
engagement and optimal functioning.

Some organizational leaders believe in applying
psychological science to improve selection, training,
socialization, development, leadership, and
motivation (Kozlowski & Chao, 2018). Within the
last few decades, organizations around the world
have been dealing with environments that are
quickly becoming global in nature and complex in
many respects. Collaborative work-based teams
have been enhanced as a means to better
approach issues that can be rectified with effective
methods of problem-solving, innovation, and
adaptability. By applying the right processes to
resolve important demands, better outcomes will
result. In addition to utilizing the right processes,
wise leaders know how to motivate workers by
encouraging leadership mentalities, offering reward
systems, and allowing shared perceptions.


Imagine that your job in a large shoe company was simply to stimulate creativity and teambuilding among
various departments. As the project manager and company cheerleader, you have noticed in the last year
that team morale and productivity has been slowly decreasing. After careful reflection, you realized that a
particular new male, who was hired 14 months ago, is continuously complaining about the brands of shoes
the company has been selling. You also noticed that he appears quite stagnant in his role each day. Being
that he supervises a team of 12 people, you have been reluctant to give him advice on how to lead or portray
his attitude and character. As you hear him making a statement to his team one day that the shoes are
outdated and people would be crazy to purchase them, you know you need to confront him.

As a leader in the organization, is it actually your duty to confront him, to go above him, or to ignore the
issue? Depending on your choice, how would the situation be resolved, or would it? Sometimes not

(Rawpixelimages, 2013)


BBA 3651, Leadership 5



confronting an issue can become a larger obstacle to tackle after more time passes. When confronting
leaders about communication concerns, certain techniques may prove more appropriate than others. Should
trainings related to commitment, respect for others, and professional communication be offered to all
employees? Some supervisors might prefer to speak to groups about confrontational issues versus speaking
directly to each individual. However, it is imperative that effective training results in the intended mastery of
learning as a benefit to the organization as a whole. According to Greenberg (2011), the emotions we display
can be contagious for others, and, consequently, happier people are more likely to remain with a job and
perform better.

Enhancing Organizational Performances

In today’s society, people are becoming more skilled and educated, yet
some are actually nervous that their jobs will one day be taken over by
technology. This is not a comfortable feeling, especially for those who have
worked in the same field for a long time. With technological advancements
and a push for innovative thinking, most workers today feel an uneasiness
in regards to their job security. Innovation refers to changing the regular
routine of procedures and making improvements. Therefore, bringing
creative solutions to problems is valued by leadership if leaders are
transformational and wish to excel in growth and development. Thinking
creatively must come from not only the subordinates of a leader but also
the leader himself or herself, regardless of time constraints (Gaul, 2016).

The United States unemployment rate is around 8%, yet employers are struggling to fill vacancies
(Freifeld, 2013). Research indicates that there is a shortage of people skilled in math, science, technology,
and education in today’s industries. Does today’s technologically-advanced world require workers to be more
experienced and credentialed in liberal arts and thinking skills? Is the real issue limited talent of workers or
skills? What talents, trainings, characteristics, or skills do you think workers will need in order to advance in
the work force within the next decade?

According to Fast Company Magazine’s article, “The World’s 50 Most Innovative Companies of 2018” (2018),
Apple, Netflix, Square, Tencent, and Amazon are on top. The key to success for these companies is to
sustain innovation. The first process of innovation entails setting the agenda. After doing this, one must set
the stage and then produce quality ideas. Once the ideas are tested, then the outcome must be assessed.
Did you know the movie Star Wars was turned down by several Hollywood studios before finally being
accepted (Lambie, 2012)? Those who have a will to succeed will find a way—as persistence and diligence is
pivotal to succession in attaining individual, team, and organizational goals.


Dixon, L. (2018, May 1). Hire people who will augment, not just fit, company culture. Rochester Business


Embe2006. (n.d.). Magnifying glass searching people (ID 52443614) [Graphic]. Dreamstime.


Freifeld, L. (2013). Bridging the skills gap: Employers want certain skills. Employees don’t have them. Why?

And what can organizations and training, employees, and the educational system do to eliminate the
disconnect? Training, 50(2).

(Michamikhail, n.d.)

BBA 3651, Leadership 6



Gaul, P. (2016). Talent development in the post-knowledge world: The future demands workers to be
innovative and leaders to know how to measure those results. TD Magazine, 70(12), 46–51.

Greenberg, J. (2011). Behavior in organizations (10th ed.). Pearson.

Kozlowski, S. W. J., & Chao, G. T. (2018). Unpacking team process dynamics and emergent phenomena:

Challenges, conceptual advances, and innovative methods. American Psychologist, 73(4), 576–592.

Lambie, R. (2012, July 20). The hit films Hollywood studios didn’t want. Den of Geek.

The hit films Hollywood studios didn’t want

Michamikhail. (n.d.). Image innovate create vector banner (ID 118780466) [Graphic]. Dreamstime.


Rawpixelimages. (2013). Team teamwork togetherness collaboration concept (ID 70782854) [Photograph].

Dreamstime. https://www.dreamstime.com/stock-photo-team-teamwork-togetherness-collaboration-

Reijseger, G., Peeters, M. C. W., Taris, T. W., & Schaufeli, W. B. (2017). From motivation to activation: Why

engaged workers are better performers. Journal of Business & Psychology, 32(2), 117–130.

The world’s 50 most innovative companies of 2018. (2018). Fast Company.


Learning Activities (Nongraded)

Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit
them. If you have questions, contact your instructor for further guidance and information.

To prepare for your assignment, consider researching job postings in your area. Reflect on the job
requirements and responsibilities. Based on the listing, what type of candidate would be a good fit for the

Course Learning Outcomes for Unit II
Reading Assignment
Unit Lesson
Learning Activities (Nongraded)

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