Criteria for MBA 6000 Experiential Learning Activity: 5 % of final grade This as


Criteria for MBA 6000 Experiential Learning Activity: 5 % of final grade
This as

Criteria for MBA 6000 Experiential Learning Activity: 5 % of final grade
This assignment provides students with an active learning experience that brings course concepts to life and results in reflection on those concepts.
Students will choose one of the activities from the list.
A one-to-two-page reflection paper is due no later than Week 5, Sunday, by 11:59 pm ET, that uses well-developed paragraphs to address any of the questions that accompany the chosen activity and also addresses the following:
A brief description of the chosen activity in the first paragraph
Why the activity was significant to you
How the activity contributed to your professional development and understanding of course concepts.
No cover or reference pages required; however, please include your name on the submission, and the assignment should be double-spaced.
Choose one of the following activities:
Ted Talks: How to Make Hard Choices to an external site.
Listen to Ruth Chang talk about making hard choices. Are you going to think about making choices differently now? Reflect on this proposed way of thinking and map out your ideas regarding a hard choice you expect you will need to make (Neck, et al., 2017).
Decision-Making Style – Go online and complete a Decision-Making Style Test
( to an external site.).
Decision making is influenced by one’s traits (such as introversion/extraversion), skills (such as problem solving and critical thinking), and experiences (career, personal).
Based on your results, how well would the path-goal approach work for you?
Would you need a lot of time to weigh different options before taking action?
Would you seek out the advice of others before acting?
Would you be tempted to take shortcuts and not analyze subordinate characteristics very carefully and just make a “gut call”? (Northouse, 2018).
Emotional Intelligence – one’s level of emotional intelligence is neither right nor wrong. Awareness is important so weak areas can be known, and one can work on gaining greater strength in those areas. Table 3.6, Developing the Emotional Intelligence, in the textbook can serve as a guide.
Take Self-Assessment 3.4 – What Is Your Level of Emotional Intelligence – on the McGraw-Hill Connect website and address the following:
Which of the four competencies is highest for you? What are the implications for you at school and/or work?
Which competency is the lowest? What are the implications for you at school and/or work?
Do you have greater personal or social competence? What are the implications for you at school and/or work?
Ethics – take Self-Assessment 1.2 – Assessing My Perspective on Ethics – on the McGraw-Hill Connect website and address the following:
Are your views more idealistic or more relativistic?
What do you think about students cheating on homework assignments in school? What about cheating on exams?
Are your answers consistent with your score?
Suppose you’re a manager. What does your score imply about the way you would handle the unethical behavior of someone you manage? What about your boss’s unethical behavior?
Leadership – take Self-Assessment 13.1 – Assessing Your Readiness to Assume a Leadership Role – on the McGraw-Hill Connect website and address the following:
Do you agree with our results?
If you scored below 60 and desire to become a leader, what might you do to increase your readiness to lead?
What is your biggest take-away from these results?
Find a profile of an unconventional leader (not former President Trump, Oprah Winfrey, or Bill Gates) from a magazine, newspaper, or online source and describe:
How did he/she become a leader?
Which of the approaches you have studied so far (traits, skills, styles, situational, etc.) best explains this leader’s influence?
Did you gain any new insights into leadership? Any takeaway lessons? (Northouse, 2018).
Organizational Culture. Review a website of a company where you might like to work someday.
What can you infer about the company’s culture?
What leadership traits seem to be valued in employees?
How does the company develop leadership in its employees (e.g., workshops, seminars, mentoring, leadership development program)? (Northouse, 2018)



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