Applying Leadership To Enable Staff Achievement Free Writing Sample

Applying Leadership to Enable Staff Achievement

The systematic development of influential leaders is crucial to the long-term success of an organization; however, this aspect is frequently neglected or approached randomly. Management has been viewed as the technique through which an individual sets orientation, exerts influence over a team, and guides the organization toward a specific mission and objectives (Bush et al., 2019). Leadership affords each person the platform to showcase the best of who they are, but it also reveals their shortcomings. Good managers must frequently overcome these restrictions to communicate their vision and ensure its implementation. Anxiety, lack of confidence, uncertainty, intolerance, and contempt can impede leadership. However, recognizing and conquering these weaknesses can transform a poor leader into an outstanding one. This paper describes how a manager would provide leadership for executing the new system. The essay includes a description of the organizational behaviors that would most effectively position the company’s staff for success based on their experience and needs. Moreover, the report enumerates how the implementation plan relates to the administrator’s Clifton Strengths Signature Theme Report, including how this leadership situation aligns with or differs from their leadership profile.

How to Provide Leadership for the New System

Institutions must regularly review, analyze, and modify their growth strategies to address challenging possibilities and commercial interests. When a new technique must be executed, it is customarily the responsibility of executives to enhance its effectiveness (Bush et al., 2019). As a supervisor enhancing leadership for implementing the new framework, the solutions above would be reasonable. As a manager, identifying the proposed program’s objectives would necessitate providing leadership in executing the new system (Kakemam et al., 2020). It might be challenging for management to devise a strategy for achieving their goals if they are not crystal clear. Setting unachievable goals is frequent in project implementation, whether for self-improvement, professional advancement, or enterprise. Unrealistic goals might cause the leader and team to feel stressed, discouraged, disappointed, and exhausted (Kakemam et al., 2020). To prevent unwittingly producing low morale, a manager must examine past change efforts’ consequences and achievements, including strengths and weaknesses, to decide what is feasible given the available time and resources.

Additionally, leaders and their teammates must possess a shared sense of connectedness and cooperation to lead a team effectively. To accomplish this, a manager must know how to connect. Establishing a genuine, personal attachment with coworkers is essential for fostering the trust required to develop a culture of transparency and outstanding quality (Bush et al., 2019). To establish rapport, supervisors must concentrate on getting to know individual team members’ characters, preferences, capabilities, limitations, interests, and inclinations. Thus, this will give them an understanding of their objectives and objectives. Since 20% of the supervisor’s staff includes of newly-hired seasoned ED nurse travelers and unskilled novice nurses, interacting with the personnel would allow management to deliver successful onboarding to these groups.

The following are some of the most effective management actions for putting its employees in the best possible position for success, depending on their knowledge and needs. First, as an administrator, obtaining a mentoring methodology to develop a connection with coworkers and creating a mutual vision of what must be accomplished and how the proposed regime will be implemented is key. This type of interaction will provide directors with a more personalized and proactive influence on the development of each employee, form a partnership of trustworthiness, and cultivate a culture of continuous improvement.

Moreover, one of the perks of being a director is encouraging and inspiring people to perform their excellent efforts and pursue ideas and goals that allow them to develop. Inspiring others may seem like a soft goal, but motivation theory has established leaders’ techniques to encourage and empower their staff (Graves & Sarkis, 2018). Motivational executives are aware of fostering a strong feeling of community and inclusion inside their enterprises, consistently recognizing and rewarding accomplishments, and establishing performance requirements by emulating drive, ingenuity, and vigor. Consequently, their teams typically experience decreased turnover, higher efficiency, and enhanced motivation.

How the Implementation Plan Relates to Clifton Strengths Signature Theme Report

To successfully supervise a team according to the implementation plan described in the preceding subsection, managers and their counterparts must have a sense of belongingness and togetherness. As part of a greater whole, the Clifton Strengths Signature Theme Report needs administrators to be accountable for their decisions and possess free will (Yee et al., 2018). Within the medical institution, as an executive, assisting coworkers in comprehending how their activities fit into the wider context is key. As a result of the execution plan, the new ED staff would be able to quickly onboard and adjust to their new workplace surroundings within a short period to satisfy the demands of the facility’s clients since a director aids in establishing teams and making people feel valued.

Furthermore, determining the prospective system’s priorities would involve providing leadership for the new system’s implementation. The plan aligns with the Achiever theme that helps explain a leader’s motivation and expresses an insatiable desire for success. No matter how much an administrator believes their employees deserve a day off, if the day goes without any accomplishment, however minor, the director will feel unhappy. As an Achiever, executives must learn to accept this nagging sense of dissatisfaction since it gives them the stamina to work overtime without tiring. The Achiever theme motivates the management to set the pace and determine the production levels for their team (Yee et al., 2018). Since the leader was familiar with integrating the same customer monitoring system in their former stance, they will be motivated to quantify their effectiveness because they will feel challenged and energized in these environments, allowing them to accommodate the 10% growth in ED patients this way year.

The management scenario corresponds to the leadership profile in improving performance coaching. The 20% of the organization’s personnel comprised of seasoned ED nurse travelers and untrained clinical staff unfamiliar with the institution would require training to become accustomed to the facility’s regular tasks. Continuous conversation, assessment, guidance, and encouragement are mentoring for productivity. Instead of evaluations and procedures, teams with a shared objective have independence and legitimate power (Anthony, 2017). A leader acts as a tutor rather than a director under this paradigm. They function as listening ears, helpful critics, and providers of information and ideas gained from a more extensive experience (Anthony, 2017). As a manager, there is a transition from being a voice of condemnation to someone who understands, inquires, promotes, incorporates, and offers assistance.

Rationale for Choices

The importance of picking the two themes, achievers and connectedness, is discussed herein. First, the capacity to create goals for oneself and one’s group and organization is one of the defining attributes of an Achiever Manager. Setting objectives is not simple, and not everyone is capable of doing so. Good goals are connected with the institution’s strategic orientation, are attainable, and are difficult. A continual desire for accomplishment is the only factor that makes an Achiever feel fulfilled. Achievers view each day as a blank slate that must be filled with concrete achievements. The strongest attributes of an Achiever are a strong work ethic, an insatiable appetite, and the capacity to act responsibly.

Additionally, the Connectedness theme resides within the domain of developing relationship management. Executives focusing on partnerships have a natural inclination toward teamwork, enabling them to build formidable groups. When individuals become engrossed in day-to-day obstacles that sap their energy, togetherness helps managers take a breather and view the situation from a long-term viewpoint. As managers, their interconnectivity skills can facilitate the formation of collaborations and promote interdepartmental cooperation.

How Situational Leadership Advocates for Social Change

Situational leadership is a relationship-based model of management that bases a leader’s commands on their followers’ preparedness and capability. Therefore, it is considered an adjustable technique because the supervisor does not apply a single leadership model to all coworkers. To advocate for social change, a manager will most likely utilize an authoritative style with a new set of staff, as they are still learning their job and adapting to the new workplace environment, as in the case of the 20% new employees. Nevertheless, the same executive may delegate coaching to the longest-tenured and most motivated colleagues. In addition, staff members at varying phases of career growth require the appropriate amount of mentorship. They must establish standards and outcomes with their supervisors and participate in repeated one-on-one review meetings to assess their improvements toward those objectives. Situational leadership will, therefore, deliver continuous advice and focus to subordinates. Even experienced employees may need to enhance their transferable skills to prepare for their next career sequence.


Anthony, E. L. (2017). The impact of leadership coaching on leadership behaviors. Journal of Management Development, 36(7), 930-939. Web.

Bush, T., Bell, L., & Middlewood, D. (Eds.). (2019). Principles of educational leadership & management. Sage.

Graves, L. M., & Sarkis, J. (2018). The role of employees’ leadership perceptions, values, and motivation in employees’ pro-environmental behaviors. Journal of cleaner production, 196, 576-587. Web.

Kakemam, E., Liang, Z., Janati, A., Arab-Zozani, M., Mohaghegh, B., & Gholizadeh, M. (2020). Leadership and management competencies for hospital managers: a systematic review and best-fit framework synthesis. Journal of Healthcare Leadership, 12, 59-68. Web.

Yee, G. C., Janke, K. K., Fuller, P. D., Kelley, K. A., Scott, S. A., & Sorensen, T. D. (2018). StrengthsFinder® signature themes of talent in pharmacy residents at four midwestern pharmacy schools. Currents in Pharmacy Teaching and Learning, 10(1), 61-65. Web.

The Hoarding Disorder: Fundamentals And Treatment

There are many different diagnoses that are difficult in terms of formulating and assessment. These include disorders of mental health, which are characterized by abnormal human behavior resulting in discomfort. Such behavior is considered a disease when it poses a threat to the patient’s life or surrounding people or when it interferes with normal social activities. One of these diseases is hoarding disorder, which is formulated by the pathological accumulation of garbage or unnecessary things. The aim is to analyze this disorder in terms of formulating the DSM 5, and to frame possible treatments.

Hoarding, or the pathological accumulation of unnecessary things and rubbish, is a complex mental disorder that can manifest itself in various degrees. Psychological concepts are expressed by obsessive behavior, neurosis, and dyspophobia, which, with the development of the disease, can develop into compulsions (Steketee & Bratiotis, 2020). At the same time, the patient does not notice signs of the strangeness of one’s behavior and believes that the actions do not go beyond normal activity (Gorenstein & Corner, 2014). The main symptoms are nervousness and anxiety if there is a necessity to dispose of unnecessary things, in addition, the quantity of rubbish in the apartment interferes with normal life. Among the things that the patient cherishes, as a rule, there are thoughtless objects, such as packages, newspapers, empty boxes, and others.

The description of the disease in DSM 5 is similar to the symptoms indicated above. Thus, the disorder is described as the extreme clutter of the territory of residence with unnecessary things, which interferes with normal eating, visiting the bathroom, sleeping, or other activities (National Library of Medicine, 2022). Cluttering of the territory of residence may be absent only with the intervention of third parties, such as family, relatives, or friends (National Library of Medicine, 2022). Among the potential disorders are attention-deficit/hyperactivity disorder (ADHD), anxiety disorders, and depression (National Library of Medicine, 2022). Thereby, the current disease has a wide range of symptoms and may result in several conditions.

Based on the patient’s symptoms, one may conclude that it is a hoarding disorder. The criteria listed for the disease in the DSM-5 diagnostic manual include several fundamental points. These involve the patient having difficulty not only with parting with unnecessary things but also with an excessive acquisition of objects for which there is no place (National Library of Medicine, 2022). A person can understand with good or moderate awareness that hoarding of things is an issue, or the person may be convinced that it is not problematic (National Library of Medicine, 2022). Finally, the individual may fully reject all the threats related to the accumulation of rubbish.

The patient meets the criteria for this disorder indicated in DSM 5 because there is an increased reaction to the need to part with rubbish, manifested in anxiety and nervousness. Additionally, the individual denies that such behavior is problematic, that is, there is absent insight/delusional beliefs. The validity of the chosen DSM 5 manual is characterized by pieces of evidence and amendments from medical researchers and doctors. Among the limitations is label providing, which may lead to stigmatizing and oversimplifying patients’ behavior. Moreover, in some cases, there is a risk of over-diagnosis or misdiagnosis.

The disorder is worth considering from the cognitive, behavioral, and psychoanalytic perspectives since such an approach is helpful in deeply analyzing the disease. Besides, one summarized the overall information about the hoarding, but not about the particular case. Talking about the cognitive aspect of the disease, the reason is formulated by emotional triggers, information processing processes, and invalid beliefs related to possession (Moghadam, 2021). The theoretical behavioral orientation of the diagnosis may be articulated by the genetics and some activities done by parents or relatives to the person, which launched the trigger in the patient’s mind (Moghadam, 2021). The psychoanalytic reasons include environmental factors, genetics, altered levels of serotonin, and stress.

Further, it is worth noting that the disease can take place with concomitant disorders. It is due to the nature of mental illness being characterized by a wide range of damaging aspects of the psychological health of the individual. The most common comorbidity in hoarding is depression, which can often present in an acute form. In some cases, it may cause suicidal thoughts and psychosis. In addition, comorbidity disorders are anxiety, social phobia, attention-deficit disorder, and impulse control disorder. Finally, generalized anxiety disorder is the common comorbid condition of hoarding.

Talking about the symptoms within an appropriate theoretical orientation, namely the cognitive, one may distinguish several points. As already indicated, in the cognitive model of the disease, an incorrect assessment of possession is indicated. This factor is fully comparable with the patient’s specific symptoms, namely the accumulation of unnecessary things. There is an overestimation of the importance of certain subjects, resulting in the individual setting the wrong priorities. It leads to a painful reaction to the threat of parting with things as if they were essential objects for the patient. Besides, the cognitive orientation is formulated by the emotional trigger aspect. Considering that an emotional reaction accompanies this disorder, namely nervousness and anxiety, it is also comparable to the patient’s symptoms.

Speaking about the validity of the diagnosis, there are several views which are characterized by the features of the current disorder. Firstly, there are conclusions that hoarding may be properly considered a distinct disease from obsessive-compulsive disorder (Cooper, 2018). There are many studies which provide fundamental differences between these two mental health problems. The demographics of the hoarding are formulated by age features, namely, more significant occurrence in older adults aged over 50 years than in younger adults from 34 years (Cath et al., 2017). Besides, there were no pieces of evidence about the gender, socioeconomic status, sexual orientation, and ethnicity differences. The scientific merit of these sources is formulated by conducting the study and being publishing in peer-reviewed journals and publishers.

The group of biological risk factors for hoarding is not relevant since there is no evidence of the disorder being related to the biological causes. Psychological risk factors are formulated by dangerous psychological conditions or concomitant diseases. Dangerous psychological conditions include stress and childhood psychological trauma. Environmental risk factors are articulated by unfavourable living conditions that promote further stress. Finally, social risk factors include in-group and out-group ones. The in-group is characterized by the patient’s personal problems, such as bullying, dysfunctional family, and lack of career, work, or housing. The out-group includes problems related to the management and control of patients’ mental conditions. It is formulated by barriers to obtaining high-quality and timely assistance for some social strata of the population.

There are many different treatment or intervention options for people with hoarding. These include evidence-based practices and alternative non-evidence-based options. The most studied evidence-based intervention is cognitive behavioral therapy. It is constituted by reshaping the patient’s mind and aligning one to focus on normal behavioral patterns. The non-evidence-based option includes alternative medicine such as hypnosis and drug therapy. However, drug treatment of hoarding only contributes to temporary relief or temporary disappearance of symptoms. It does not solve the underlying cause of the disease, namely the psychological factor influencing the patient’s perception.

The degree of success of treatment depends on the individual characteristics of the patient and the degree of illness. As already indicated, an effective intervention is cognitive behavioral therapy. The success rate varies from 60-80% improvement and 30% complete resolution of symptoms. However, it is important to understand that many factors influence the success of treatment. To achieve the most effective result, it is necessary to analyze and evaluate the patient’s individual indicators.

To conclude, hoarding is a complex disorder characterized by the uncontrolled accumulation of unnecessary things. The extent of the disease depends on the actions of the patient, if the amount of debris interferes with a normal life, quick intervention is necessary. DSM 5 manual defines the disorder as cluttering up an apartment with meaningless things, and the absence of littering can only be with the intervention of a third party. As a rule, things do not carry any value for the individual, it can be bags, newspapers, boxes, and other garbage. The most effective evidence-based intervention is cognitive behavioral therapy, but there are treatments such as hypnosis and medications. The degree of success of the treatment depends on the patient’s individual characteristics and the development of the disease.


Cath, D. C., Nizar, K., Boomsma, D., & Mathews, C. A. (2017). Age-specific prevalence of hoarding and obsessive compulsive disorder: A population-based study. Am J Geriatr Psychiatry, 25(3), 245-255, Web.

Cooper, R. (2018). Diagnosing the diagnostic and statistical manual of mental disorders. (5th ed.).

Gorenstein, E., & Corner, R. J. (2014). Case studies in abnormal psychology. (2nd ed.). Worth Publishers.

Moghadam, M. A. (2021). Hoarding disorder: A practical guide to an interdisciplinary treatment. Springer Nature.

National Library of Medicine. (2022). DSM-5: Hoarding disorder.Web.

Steketee, G., & Bratiotis, C. (2020). Hoarding: What everyone needs to know. Oxford University Press.

Tesla Inc.’s Ethical Use Of Customer Data

Tesla Inc. is an American electric vehicle (EV) and energy generation and storage system manufacturer that is among the five top largest publicly traded companies in the country. Due to the focus on sustainability and the need to stay up-to-date with the latest business trends, Tesla heavily relies on data to improve customer experience and maintain its competitive advantage. Specifically, Tesla uses big data as one of the main factors of business competitiveness, representing information from new data sources that are more expansive and complex in volumes than normal data.

The first example of how Tesla uses big data to improve customer experience is by gathering data from cars’ sensors that track everything about the driving process. Tesla vehicles send data to the cloud directly, with Artificial Intelligence being crucial for filtering and managing it. This allows engineers to troubleshoot any issues and ensure that mistakes that hinder the process of driving, especially since Tesla has the self-driving feature (Lobzhanidze, 2022). Big data is used to find patterns in cars’ movements to predict unexpected events and ensure that the systems know how to respond to them.

The second example of how Tesla uses data is that the company develops deep neural networks (DNNs) to extract information from unstructured data to create software updates that are unmatched by the competition. DNNs have been essential for showing which features customers expect to see, which allows for responding directly to their needs. Besides, the customization of features based on customers’ demands is what sets Tesla apart from competitors because it does not require a lot of time for the company to respond to customer feedback and improve on the features.


Lobzhanidze, G. (2022). Improving experience through data, the Tesla way. Web.

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