Summative Career Portfolio and Reflective Essay Assignment: This week you will polish the portfolio you have been building throughout this course and write a reflective essay…
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Assignment: Summative Career Portfolio and Reflective Essay
Paper details
Introduction
Graduate-school portfolios may be utilized for a variety of purposes, including as career or professional portfolios, assessment portfolios, or developmental portfolios. The portfolio developed for this course will combine elements of a professional portfolio and an assessment portfolio, allowing students an opportunity to create an electronic portfolio demonstrating their mastery of each of the program learning outcomes as well as prepare necessary documents for future career opportunities in their current field or others.
Instructions
This week you will polish the portfolio you have been building throughout this course and write a reflective essay.
Portfolio Requirements
Career Portfolio Elements
- Personal Introduction: Who are you? Describe in one paragraph your strengths, interests, and experiences that make you a unique and valuable employee. This might look much like the introduction used on LinkedIn. This would be an appropriate place to use pictures to create a more interesting portfolio.
- Professional Curriculum Vitae (CV) or Resume: Be sure that you have updated your resume or CV to reflect your status as a doctoral student. Please note, it is never appropriate to add the degree to your name until AFTER you have graduated. While you may see people list PhD, ABD, this is not appropriate and should not be used. You may, however, add your expected date or year of graduation.
- Highlight specific field-related experience, philosophy, or other information. If you are in education or are interested in teaching in the future, you might list your teaching philosophy here. For psychology, you may list your areas of specialization. You may also choose to highlight any specialized training or certification you possess.
Summative Portfolio Elements
- Utilize each of your program learning outcomes as headers for this area of the portfolio. Provide a minimum of two polished and corrected artifacts that demonstrate how you have met each of the program learning outcomes to date.
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Reflective Essay
Write a 1,050-1,750-word (three-five page) essay that includes the following:
- A concise explanation of what you have learned from assignments you selected for your portfolio and how this matches your selected program learning outcome
- Five key lessons you have learned throughout your studies to date at Ashford University
- A description about how you can apply or have already applied the knowledge that you have learned in current or anticipated professional practice and future research
- Your goals, thoughts, and areas of focus for your upcoming dissertation or applied research project
- References
Solution
Summative Assignment
Throughout the assessments, I have learned the theoretical aspects of organizational leadership and applying these theoretical concepts in typical and contemporary organizational settings. This summative assignment demonstrates my mastery of the program outcomes.
Learning Outcome: Determine, apply, and interpret relevant data collection methodologies and analytic techniques to address research questions and apply the concepts covered to individuals, teams, and/or organizations
In the first artifact, I envisioned a mixed-method design (non-experimental quantitative and qualitative design) employing observation and surveys to collect data on variables relating to leadership styles and employees’ performance. Besides, I demonstrated how the findings could be applied to an organizational context. For instance, an organization should engage perfect leaders who understand inclusivity and shared leadership.
Such leaders can motivate employees to achieve an organization’s missions. In the methodology, control of variables and change effects, e.g., time taken to collect data and attrition rate, are significant threats to the internal validity of chosen research methodology and must be controlled.
The second artifact contributes to the body of literature on generalized anxiety disorder GAD assessment tools by determining a sensitive assessment tool for GAD diagnosis. I developed and employed a GAD-15 assessment tool to measure the strategies to diagnose a general anxiety disorder. GAD-15 enhances associated intervention plans and is intended to minimize measurement constraints, provide a succinct screening and evaluation of the extent of individual anxiety and depression in a research setting and for both inpatient and outpatient.
My convention is crucial for contemporary GAD diagnosis settings that have been affected by high misdiagnosis (Locke et al., 2015). Addressing misdiagnosis requires correct determination of the limitations therein-existing instruments. My established GAD-15 assessment tool maximizes the diagnostic sensitivity of GAD assessment and incidence considering the DSM5 diagnostic criteria.
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Learning Outcome: Explore the history, policy, and practice of diversity, performance management, and industrial and organizational psychology
The first artifact adds to the existing body of literature by exploring the history of affirmative action policy, diversity, and inclusion and how they affect discrimination and fairness in organizations. Cultural diversity in organizations is associated with conflicts and workplace incivility (van der Werf et al., 2020). In organizational leadership and development, the concept of diversity and inclusion is crucial for civility and innovation. The artifact further explores the advent of diversity and affirmative action, impacting social movements in shaping diversity theories and practices. Lastly, the artifact discusses whether affirmative action is needed to advance diversity in organizations.
The second artifact explores the physiology of diversity. I opinionize that diversity is sometimes seen as demographic representation, while other times it is seen differently by the individuals. Diversity and racial ethnicity variation is a common occurrence in the USA, and that is why the pursuit of equality in America is never-ending. Therefore, diversity and ethnicity are potent forces that people use for individualistic intentions or justify particular actions. Contrarily, race and diversity play a significant role in organizations, i.e., establishing rules and standards to decide the employees’ value.
Learning Outcome: Analyze concepts and demonstrate skills that are essential to the ethical practice in diversity and multicultural organizations.
The first artifact contributes to the corpus of knowledge by examining how the concepts of Social Identity Theory and intersectionality overlap and how interconnectedness may be beneficial inside organizations. When a person has many identities, they are considered to be “intersectionally connected.” Intersectionality is a helpful tool when working with a varied multicultural workforce and executive leadership. On the other hand, if like-minded groups of people get together to foster a sense of bias inside the company’s culture, it might create an inhospitable atmosphere for other groups.
The second item discusses teams with cross-functional responsibilities and different team makeup inside organizations, especially Walmart. Through involvement and leveraging each member’s talents, skills, and expertise, a healthy and varied cross-functional team surpass expectations for goals. Cross-functional generators of new and better products and services produce and develop new and better ideas and theories that enable organizations to provide these items to clients.
Cross-functional teams should include a diverse group of people. When a single department or an individual tries to produce an innovative notion that may transcend a company’s functional boundaries, the results are usually unsuccessful. Instead, collaboration activities can develop unique ideas, build relationships, improve communication, and foster cooperation among team members.
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Learning Outcome: Assess, plan, and execute appropriate interventions in complex, changing organizational systems.
The first artifact examines the behaviors of leaders during a crisis which, more often than not, create change within the organization. The Organizational Development and Leadership program expound on the definition of leadership. Specifically, individuals in leadership positions are the cornerstone of an organization’s long-term success. In this sense, the first artifact expounds on leadership traits such as communication and the importance of effective communication when confronted with a global crisis using a virtual platform.
The additional information added to the first artifact outlines the adaptability leaders must boldly face when presented with situations that obstruct the status quo. New theories and concepts from Nijjar (2020) and other scholars suggest that leaders must be keenly aware of their employees’ performance during a crisis. Specifically, leaders must have the foresight to anticipate complex issues from multiple perspectives and adjust their leadership style to address those issues.
The second artifact analyzes the culture, globalization, and nongovernment organizations and how they cooperate. The original artifact focused on analyzing globalization leadership during the past decade. Academic rigor and mastery will enhance the original body of knowledge with new theories regarding the topic. Specifically, Longo and McMillan (2015) found that global leadership, economic inequality, and steady jobless growth continue to be pressing issues.
New information will add to the existing body of knowledge that suggests that the term leader should not be associated with a person or position. Instead, it is the moral connection between people rooted in trust, commitment, a shared vision, and obligation. Individuals appointed to those positions are responsible for uniting the energies of their members to accomplish goals and tasks.
The first artifact that demonstrates mastery includes examining diversity in terms of fairness and discrimination and the impact that social movements have on shaping diversity theories. The artifact contributes to the literature of theories of diversity and inclusion. Notably, the artifact highlights individual assumptions that influence organizational outcomes negatively. The artifact explores race and ethnic diversity, social identity theory, the historical development of social identity theory, its benefits and shortcomings, and its roles in organizational management.
The second artifact shows mastery by associating relationships between diversity and inclusion and how those theories are practiced in the workplace. The Social Identity Theory, for example, proposes that people interpret their social surroundings differently. The individual’s perception provides understanding, direction, and coherence of particular organizational aspects. In organizations, executive leaders are mostly separated from lower levels of management. In some cases, this separation limits leadership efficacy and contributes to low productivity and organizational failure.
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Key Lessons Learnt
Scientific methodologies and designs are vital in understanding some aspects of behavior in organizations.
Exploring the history of organizational landscapes uncovers the relationships between organizations and the society
Ethical practice is a vital component of managing diverse and multicultural organizations.
An organization’s leadership plays a crucial role in intervening in complex and dynamic organizational systems.
Social-emotional and cultural diversity has a significant influence on the management and leadership of organizations.
Applying Program Knowledge
Throughout the program, I have learned various aspects and concepts of organizational leadership and development. I intend to apply my competencies on various issues related to organizational leadership, research, and consulting first as a student and scholar. I am applying my skills in identifying research gaps in organizational development and leadership and evaluating relevant theoretical concepts that can provide appropriate and sustainable solutions. This involves applying and testing the various theories of organizational leadership and behavior against contemporary organizational settings.
Furthermore, I intend to collaborate, consult and network with leaders across the United States to support intellectual, professional, and carrier development. I believe in effective and sustainable leadership irrespective of the echelons of power an individual holds in the public or private organization. This includes politicians and leaders of academic institutions.
Significantly, I have a soft spot for transformational leadership, and I am determined to use my acquired knowledge to contribute to critical concepts that can help empower organizations to combine other cultural leadership methodologies to transformational leadership concepts. In this sense, I look forward to contributing to scientific research to write and publish works relevant to organizational leadership and development.
Goal and Thoughts on Upcoming Dissertation
My main goal is to enhance my mastery of scientific skills associated with social and organizational research regarding my upcoming dissertation. I believe that an in-depth understanding of scientific studies will facilitate a flawless and successful dissertation project. Furthermore, through the methodologies, I would develop a deep understanding of how knowledge is constructed and contribute to organizational development and leadership literature.
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I intend to focus my dissertation on the effect of leadership styles on organizational outcomes. This is because choosing the right leadership style for the appropriate situation is the hallmark of effective leadership and positively impacts employees. Significantly, I look forward to practicing all the theoretical concepts I have learned throughout the program to address individual and organizational factors that influence the different leadership styles and how organizations can optimize influential leadership culture. Further scientific research is crucial in establishing effective and efficient leadership approaches considering the increase in organizational diversity and complexity of contemporary organizational landscapes.
References
- Nijjar, R. (2020). Crisis leadership: Lessons from the front line. Nursing Leadership (1910-622X), 33(4), 29–34. https://doi-org.proxy-library.ashford.edu/10.12927/cjnl.2021.26423
- Longo, N. V., & McMillan, J. (2015). Educating for global leadership: A north-south collaboration. New Directions for Student Leadership, 2015(148), 73–86. https://doi-org.proxy-library.ashford.edu/10.1002/yd.20154
- van der Werf, F., Verkuyten, M., Martinovic, B., & Ng Tseung-Wong, C. (2020). Forms of blended bicultural identity: Identity conflict and harmony in culturally diverse Mauritius. Journal of Cross-Cultural Psychology, 51(2), 134–148. https://doi-org.proxy-library.ashford.edu/10.1177/0022022119895316
- Locke, A., Kirst, N., & Shultz, C. G. (2015). Diagnosis and management of generalized anxiety disorder and panic disorder in adults. American Family Physician, 91(9), 617-624. https://www.aafp.org/afp/2015/0501/p617.html?utm_medium=referral&utm_source=r360
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All the Best,
Cathy, CS
