SHANNON BURBINE ORGL620 FINAL PROJECT PROPOSAL
ORGL 620
Leadership Seminar is a direct application of all the topics and study done throughout the Organizational Leadership program with Gonzaga University from the perspective of each, individual student.
ORGL 530
Servant Leadership solidifies the student in the role of Servant-Leader in Training. The entire program circles around to show how Servant Leadership can be the most successful form of leadership. Being able to interpret the concept, apply it and develop those around you is an enormous challenge but, this process is where a leader finds his/her purpose. ORGL 530 explores one’s leadership purpose which is a final piece in establishing their own leadership foundation and philosophy.
COURSE MATERIALS
Hesse, H. (1988). (Hilda Rosner -Trans.). The journey to the East. New York: Noonday Press.
Greenleaf, R. K. (2002). Servant leadership: A journey into the nature of legitimate power and greatness. New York: Paulist Press.
Thompson, M. C. (2000). The congruent life. Hoboken: Jossey-Bass.
Greenleaf, R. K. (1998). The power of Servant Leadership. San Francisco: BerrettKoehler.
Spears, L. C. & Lawrence, M. (2002). Focus on leadership: Servant-leadership for the twenty-first century. New York: John Wiley & Sons.
Sipe, J. W. & Frick, D. M. (2009). Seven pillars of servant leadership: Practicing the wisdom of leading by serving. Mahwah, NJ: Paulist Press.
ORGL 524
Leadership in Human Resources is a more technical perspective of people in the workplace. The course topics cover resumes, recruiting, interviews, and a law review. The law review was very insightful for an HR Professional such as myself due to the content of the case and the current affairs within the United States regarding immigration. Studying strategic planning from the perspective of Human Resources is imperative to my own personal career and leadership goals. ORGL 524 studies a critical part of organizational success, Human Resources. COURSE MATERIALS
Dessler, Gary. (2013). Human Resources Management. (13th Ed.) Florida International University: Prentice Hall.
ORGL 520
Negotiation and Conflict Resolution is one of the most exhilarating courses of the program. This course encourages one to expand his/her thoughts to a more global level, imagine unimaginable situations and explore personal solutions, and answers. Students learn to create calm resolutions while in the middle of exhaustive scenarios. ORGL 520 helps in the discovery of what next level leadership could look like, and how one can truly impact a solution during crisis.
COURSE MATERIALS
Cheldelin, S., Druckman, D., & Fast, L. (Eds.) (2008). Conflict: From analysis to intervention. (2nd Ed.) New York: Continuum.
Lederach, J. P. (2003). The little book of conflict transformation. Intercourse, PA: Good Books.
ORGL 516
Organizational Development is a key concept that all leaders should have a consistent pulse of, within their organization, at all times. It’s important to remember adults are interested in acquiring competence, not accumulating information, when trying to conduct activities from team building to strategic planning to internal communications. In building on the theory of inclusion, incredible change can be accomplished, if everyone is given careful consideration. ORGL 516 assists in further discovering another essential part of one’s foundation as a leader.
COURSE MATERIALS
Gallos, Joan V. Ed. (2006). “Organization Development – a Jossey-Bass Reader”. Jossey-Bass
ORGL 506
Leadership and Diversity is a brilliant next step in this program, opening the discussion on a very important topic among modern day organizations. The greatest organizational leaders are typically required to appear as high functioning intellects. People who know more than any one person could possibly know, always wide-awake and ready to take on a challenge, while pushing business to higher heights. Truly great leaders do this by surrounding themselves with a diverse set of experts in order to maximize individual strengths within the organization. Therefore truly great leaders serve the organization best by simply guiding the team efficiently. ORGL 506 explores respect in the workplace and the importance of employee engagement.
COURSE MATERIALS
Allen, B. (2010). Difference Matters: Communicating Social Identity, 2nd edition. Longrove, IL: Waveland Press.
Bordas, J. (2007). Salsa, Soul, and Spirit: Leadership for a Multicultual Age. San Francisco: Berrett Koehler.
Hooks, Bell (2000) Where We Stand: Class Matters. New York: Routledge
ORGL 505
Organizational Theory proved to be one of the most impactful courses in the program for me, personally. Sally Helgesen’s Web of Inclusion: A New Architecture for Building Great Organizations is the most powerful book I read during the course of this program. Story after story about organizations, run by empowering leaders, which are monumentally successful. Creating an inclusive, empowering environment is a huge part my personal leadership theory. ORGL 505 is a solid step towards discovery of one’s own personal leadership theory, learning how to frame it, and once you think it is good enough, turning it into something even greater.
COURSE MATERIALS
Howard, R. (Director). (1995). Apollo 13 [Motion picture]. USA.
Bolman, L. & Deal. (2008). Reframing Organizations: Artistry, Choice and Leadership. (4th Ed.) San Francisco: Jossey-Bass.
Helgesen, S. (2005). The Web of Inclusion: A New Architecture for Building Great Organizations. New York: Currency/Doubleday.
Morgan, Gareth. (2006). Images Of Organization. Thousand Oaks: Sage Publications, Inc.
Collins. (2002). Good To Great. New York: Harper Collins.
ORGL 504
Organizational Communication opens your eyes to a much broader definition of “communication”. Not only is communication one of the most important elements of leadership, but also having good communication within an organization is imperative to achieve any level of success. Biggest take away here is that communicating involves more than just what you have to say. Listening is actually one of the top qualities of a leader. Additionally, understanding how others make sense of the world, will prove beneficial, if you take the time to pay attention. ORGL 504 focuses on the all-encompassing definition of communication, which is constantly changing in our technology driven world, and is essential part of one’s foundation as a leader.
COURSE MATERIALS
Conrad, C. & Poole, M. S. (2005.) Strategic organizational communication in a global economy. (7th Ed.) New York: Harcourt College Publishers.
American Psychological Association. Publication manual of the American psychological association. (6thEd.) Washington D.C.: American Psychological Association.
Downs, C. & Adrian, A. (2004). Assessing organizational communication: Strategic communication audits (The Guilford communication series). New York: Guilford Press
ORGL 503
Organizational Ethics challenges individual rational, morals, and core values. Following Sigmund Freud and C.S. Lewis through their life history, this course forces answers to tough questions and helps an individual discover the depth of their assumed values. Ethics is a lot more complex than one may presume and there are times when no choice, is a good choice. Decision making is a tremendous responsibility that lies on the shoulders of a leader and in order to work through the toughest decisions, being authentic is key. ORGL 503 furthers one’s discovery of their authentic self and organic power.
COURSE MATERIALS
Kouzes, J. M., & Posner, B. Z. (2003) Credibility: How leaders gain and lose it, why people demand it. San Francisco, CA: Jossey-Bass.
Nicholi, A. M. (2002). The question of God. New York, NY: The Free Press.
Fonda, H., & Rose, R. (Producer), & Lumet, S. (Director). (1957). 12 angry men. (Motion picture). United States: Orion-Nova Productions.
ORGL 502
Leadership and Imagination is by far one of the most creative courses in the program. Using inspiration from art, architecture, film, music, drama, and carefully chosen rhetoric, ORGL 502 fosters a unique review of leadership philosophy. Incorporating a more imaginative approach, individuals are encouraged to expand their definitions of people and things. The multiple team building activities allow individuals to review themselves deeply as they see themselves, as well as how others’ see them. These interactive sessions improve an individual’s ability to analyze and evaluate both their own strengths and those of the people around them. ORGL 502 shows you the power of a team and taking a moment, to see, and perhaps see again, what is around you.
ORGL 501
Method of Organizational Research is a research immersion into a topic of your choosing. Choosing the topic, and limiting it, probably being the most difficult part of the course. This class strengthens an individual’s ability to recognize, definitively define, and test a theory. It also requires an attention to previous attempts and history on the topic. Immersing yourself in research can be overwhelming but, forcing a limited topic teaches you how to do similarly, with efficiency and ease, in the future. This builds an individual’s ability to act with deliberation as a leader. Looking at the big picture can be overwhelming but, when you can recognize a single weakness, define it and then test it quickly to see which direction to take, you are a much more efficient leader. ORGL 501 helps you discover the best way to take a lot of information and summarize it simply while taking into account past attempts.
COURSE MATERIALS
American Psychological Association. (2009). Publication Manual of the American Psychological Association (6th Ed.) Washington D.C.: American Psychological Association.
Eriksson, P. & Kovalainen, A. (2008). Qualitative methods in business research. Thousand Oaks, CA: Sage.
Neuman, W.L. (2012). Social research methods: Qualitative & quantitative approaches (7th Ed.) Upper Saddle River, NJ: Allyn & Bacon.
ORGL 500
Introduction to Organizational Leadership is a powerful course that asks questions of you which, you have most likely never explored. “What Don’t I Want as a Leader?” is relatively simple for most to answer, however ‘What Do I Want as a Leader?”, “What Is Required of Me to Be a Leader?”, and “How Will I Lead?” you will find are much more challenging. There’s such an honor, as well as a heavy weighted feeling of responsibility, that accompanies the word leader. You want to have a succinct and authentic answer to all these questions, if you want to be considered a leader. There is an immense power in leadership and with that comes a deep duty to serve those around you. A balance must be found and foundations of your answer to those questions must be identified. The core values that will carry you through the obstacles of leadership, internal and external. These questions help define your style, your purpose, and your success. ORGL 500 guides discovery of individual leadership philosophy.
Course Materials
Eliot, Thomas S. Murder in the Cathedral. New York: Harvest: 1964.
Freire, Paulo. Pedagogy of the Oppressed. New York: Continuum, 2000.
Kouzes, James M. & Posner, Barry Z. The Leadership Challenge (4th Ed.) San Francisco: Jossey-Bass 2008.
Palmer, Parker J. The Courage To Teach. San Francisco: Jossey-Bass, 2007.
Wheatley, Margaret J. Leadership and the New Science: Discovering Order in a Chaotic World (3rd Ed.) New York: Barrett-Koehler: 2006.
Yukl, Gary A. Leadership in Organizations (7th Ed.) Paramus: Prentice Hall, 2009.
A Man for All Seasons (Columbia Tri-Star; Fred Lineman, director), 1966/1999.
Romero (Vision Video; John Duigan, director), 1989/2009.
Strictly Ballroom (Miramax; Baz Lurhmann, director), 1993/2002.