I have two weeks left in this class, and the entire journey has been an emotional roller coaster. I came into the class confident in my ability to perform well in statistics, and by week three, I was humbled to a confidence in my ability to learn quickly. As I wrap up my 6th week, I am so glad that Tokunaga (2016) provided multiple questions that provided the answers. This week I spent a lot of time trying to establish a habit or system for meeting the requirements of running the ANOVA. I would select a problem not required that provided the answer and work it until my output matched the reported output for the equation.
One of the most impactful things in my learning this week was the sentence structure for the hypothesis questions I was working, or reading about in the electronic reserved readings. The research is making more conceptual sense to me. I understand studies faster in the readings. I am very interested in the research that frames the perfect question and the importance of posing the right question.
I am noticing the profound impact the research can have on society more tangibly. As I read through the reserve readings this week, it confirmed personal motivations through research. Vito, Suresh, and Richards (2011) research supported an emphasis on servant leadership in public service, using five principles associated with servant leadership. I discovered an unexpected leadership trait to aid in effective teaching. Robertson-Kraft & Duckworth (2014) research found that the trait grit predicted both teacher retention and effectiveness.
I am humbled and committed to the dedication of a lifetime of learning and developing as a leader, a scholar, and a practitioner.
A win to the future of organizational health…. While discussing statistics, I have noticed strong support for servant leadership from each of my peers and from mounting academic research. I believe in servant leadership, and I practice it daily in my own life, work, and family.
In the study, Vito, Suresh, and Richards (2011) reported their analysis findings. The evidence strongly supported police management showing powerful support for servant leadership over the autocratic and laissez-faire leadership styles, in the grand mean values (Vito, Suresh and Richards 2011). I believe that leaders, regardless of the industry, should reflect and encourage servant leadership values, however, most particularly if in a public service sector. Vito, Suresh, and Richards (2011) stated that a clear preference was present in the reporting for leaders who look out for the staff, providing excellent communication for work expectations, and providing accountability.
What are your thoughts about leadership styles in use? What do you think the implications are for future organizational policy?
Robertson-Kraft, C., & Duckworth, A. L. (2014). True Grit: Trait-level Perseverance and Passion for Long-term Goals Predicts Effectiveness and Retention among Novice Teachers. Teachers College Record (1970), 116(3), http://www.tcrecord.org/Content.asp?ContentId=17352
Tokunaga, H. (2016). Fundamental statistics for the social and behavioral sciences. Thousand Oaks, CA: Sage
Vito, G. F., Suresh, G., & Richards, G. E. (2011). Emphasizing the servant in public service: the opinions of police managers. Policing: An International Journal of Police Strategies & Management,34(4), 674-686. doi:10.1108/13639511111180270