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(Answered)-Can someone do a presentation conclusion for me. only one or two

Can someone do a presentation conclusion for me. only one or two slides of presentation. and a conclusion speech around 200 words. please follow the conclusion requirement which I already written in the presentation attached on the question.

The Mass Gainers


?Assisting you to become your best?



How to Maximise the MBS Graduates Career





Authentic Leadership - Olly



?What factor(s) would lead to higher GPA for a


typical MBS graduate?? : Authentic Leadership


Leadership: The ability to motivate and guide individuals or groups to achieving their goals


Authentic leadership is an approach to leadership that emphasizes building the leader's legitimacy through honest


relationships with followers which value their input and are built on an ethical foundation. Generally, authentic leaders are


positive people with truthful self-concepts who promote openness.



Authentic Leadership



Authentic Leadership


The implementation of authentic leadership via the professors/tutors, would significantly motivate


students to achieve a higher GPA.


Leadership is the glue which holds a group or team together, regarding both productivity as well as


culture. Leadership can be shown in many ways, from motivating students through one's performance, to


one on one coaching.


It is Authentic Leadership in particular which would assist students achieve success, as it the effects


would greater motivate the students, as the leader will have a vested interest in the students success, not


just feel they have to do their job and tell students what to do



Authentic Leadership Background





Authentic leadership is an approach to leadership, which emphasises the importance of open and honest


communication with the employees best interests at mind. According to Al Goodman (2015), employees further


respect management who provide open communication and robust dialog, as it allows for self-development.






This concept is important, as without authentic leadership, employees will lack direction, motivation and personal


guidance when aiming to achieve their goals. Authentic leaders are known to ?challenge people to do what they


didn't believe was possible, and generate the energy to make the impossible possible by their passion for their


people, their patients, and for doing the right thing?(Kerfoot, 2006, p. 322), benefiting both the individual and the








Emotional intelligence is seen as the most important dimension in regards to portraying authentic leadership.


According to Gowing (2001) as cited in Luthans, Norman & Hughes (2006, p. 85) ? most of these authentic


leadership tasks depend emotional intelligence, such as communication, sensitivity and interpersonal skills?.






EQ is key



Authentic Leadership Pillars











- liable to being called out to account, answerable



an objective assessment of oneself, including both strengths and weaknesses


- open minded to new information, even when its contradicting of existing beliefs and knowledge


- keeps one's own place in the world in perspective


- ability to forget oneself, move out of the frame





- willingness to be vulnerable, open to ones


doubts, fears and questions, can help sta on




- the capacity to access and accept ones own


emotional and personal vulnerability, serves as a


powerful leadership tool, especially when the


organisation is going through uncertainty or









Authentic Leadership Wrap up


Therefore it is my assertion that this leadership approach is vital in University , as


it allows for students to develop a personal relationship with their tutor in addition


to the student enjoying a higher level of involvement in the development of skills,


allowing for their goals to be achieved.



Personality & Perception


Every individual is unique and has different characteristics that distinguish them from others:











Locus of control















Personality Trait Testing











The Big 5





Openness to experience = Curious/Original Vs Dull/Unimaginative


Conscientiousness = Dependable/responsible Vs careless/impulsive


Extraversion = Sociable/talkative Vs Withdrawn/Shy


Agreeableness = Tolerant/Cooperative Vs Cold/Rude


Neuroticism = Stable/confident Vs Depressed/Anxious



Type A Personality


- Move fast


- Constantly multitask


- Impatient


- Dislike leisure time


- Obsessed with numbers






Type B Personality


- Never suffer from a sense of time




- Plays for fun and relaxation


- Can relax without guilty



Influences on Behaviour


Internal Factors - Personality and Ability




External Factors - Situation and social pressure


? Then determine if consistent



Interview - about personality and perception


?What factor(s) would help a MBS graduate impress the recruiters in an important job interview??,


?how can a MBS student build a strong social network while in school??


?Can you determine a personality type through an initial brief phone screening??


? Does perception play a large role in the decision making of recruiters?


?What is your great piece of advice to MBS graduates to help set them up for career success??



Motivation - Nick


Please speak about motivation and prepare additional slides. (use 5 academic




Answer these 4 questions:


1) how can a MBS student get a promotion more quickly? (by being motivated)


2) How important motivation is in the workplace?


3) How motivation should be implemented in the MBS program


4) How will this influence the students future? And assist them in career







What is motivation?


Motivation are the forces within a person that affect his or her direction, intensity


and persistence of voluntary behaviour. That is, in a nutshell what pushes


someone to perform toward a given task.


Motivation is more commonly referred to as employee engagement which refers to


a person's involvement in, commitment to and satisfaction in the work.


(McShane et al, 2013)





How important is motivation?


Motivation is one of the four essential drivers of individual behaviour and


performance and without it, success is next to impossible.


Motivated employees are willing to put in X amount of effort (Intensity) for a certain


amount of time (persistence) and toward a particular goal (direction). Motivated


Employees can lead to increased productivity and allow for higher levels of output.


Lack of motivation decreases productivity and slows down output.



Drives and Needs


In order to motivate individuals, we need to understand employee drives and




Drives: Hardwired characteristics of the brain that attempt to keep us in balance


by correcting our deficiencies. Drives accomplish this task by producing emotions


that energise us to act. They include: need for social acceptance, status etc.


Everyone has the same drives, they are automatic and hardwired into our brain,


however people develop different intensities of needs as mentioned in Maslow?s


Hierarchy of needs.



Maslow?s Hierarchy of Needs



How can motivation be included in the MBS program?


Four Drive Theory.


The four drive theory indicates that emotions play a central role in employee


motivation. As discussed, people have hardwired drives, including social


interaction, learning, getting ahead etc. The four drive theory indicates that people


are hardwired to acquire, bond, comprehend and defend. That is;


Acquire and achieve: This is to take control and retain objects and personal


experiences. This is acquiring status and recognition in society.


Bond and belong: This is the drive to form social relationships.



How can motivation be included in the MBS program?


Comprehend and challenge: This is to know and understand the ourselves and


the environment around us.


Defend and define: This is the drive to protect ourselves physically and socially.


Can be understood through ?Fight or flight?. This includes defending our


relationships and belief systems.



How can motivation be included in the MBS program?


The MBS syllabus can be written in such a way that this theory is recognised throughout the learning




For example, rather than simply throwing theories and asking that students regurgitate information,


through interesting group tasks, social interactions in class, new and fun innovative class structures etc,


people can be given the opportunity to bond and belong. This is achieved through group tasks and


collaboration amongst peers.



How to Advance the Career of MBS graduates:




What is Teamwork?


?Groups of two or more people who interact and influence one another, are mutually accountable for achieving common


goals associated with organisational objectives and perceive themselves as a social entity within an organisation? (Adelke,




In our contemporary world, teamwork and the ability to work cohesively in teams within the workplace is as important as


ever. Corporations rely on employee?s being able to work fruitfully within diverse teams to reach the desired outcomes. This


is why here at Monash there is such an emphasis on communicating with one another, whether it simply be making new


friends or furthering your understanding of a person's culture or developing your listening skills. All in all, communicating


with individuals on a meaningful level and performing well in team situations are vital for success as a graduate.



Team Composition


If you believe merely technical skills will get you a job once you graduate; you are mistaken! That is why the Five C?s of a


team member need to be practiced and perfected before you graduate as corporations expect you to be able to effectively


work in a team environment! Thus, if as a graduate you possess these C?s, you are already ahead of your fellow graduates


in attaining your desired job.


Graduates most likely to possess these qualities experience high conscientiousness and extraversion character traits as


well as capable and deep emotional intelligence. Females also tend to possess these competencies more so than male


counterparts, with Ford Indian boss Mr. Tom Chackalackal stating ?our aim is to have at least one woman employee per


work group as they approach a problem differently, offering better solutions and do not give into pressures? (McShane,


Olekalns, Newman & Travaglione, 2016, p. 258).



The Five C?s



Active Listening


?Nature gave us one tongue, but two ears, so we may listen twice as much as we speak? (Clouston & Goldberg, 2002).


?Active listening is a process of actively sensing the sender?s signals, evaluating them accurately and responding


appropriately? (McShane, et al. p. 306).


This is seen as a fundamental importance for organisations as it holds the perception to increase leadership development,


team cohesiveness and efficiency in the workplace. With an incredible amount of information being processed on an


average work day, a graduate with the innate skill of listening has a superior opportunity to be successful within the


corporate structure. Getting involved in as many programs whilst studying provides a perfect opportunity to improve your


ability to listen to others and their perspectives on all different topics, avenues of communication and diversities holding you


in good stead for the group situations you will inevitably encounter. This increases your worth as a team member and can


further develop your career.


77% of 120,00 employees polled in 31 countries identify active listening as a critical skill for job success? (Kelly Services,





Active Listening





Communication refers to ?the process by which information is transmitted and understood between two or more people. Communication supports


work coordination, organisational learning, decision making, changing other?s behaviour and employee well being? (McShane, et al. p. 289-90).


It all sounds technical, yet as I talk to you, this process is occurring without myself or you noticing! Effective and efficient communication will set you


apart from fellow MBS graduates. Without communication, employees aren?t able to work independently or as a cohesive unit rendering the firm


incapable to function appropriately. Essentially, ?an organisation comes into being when there are persons able to communicate with each other?


(Barnard, 1968).


Communication serves as the avenue to synchronise work, distribute knowledge, make important and informed decisions, alter behaviour and


finally support the wellbeing of employees. In essence, people have an inherent drive to bond, to validate their self-worth and to maintain their social


identity. You need to incur the ability to enter situations and effectively communicate. Options are at your disposal right now, whether it be interacting


with fellow students of social or academic clubs or a sports team or cultural club,, these experiences broaden your social network footprint and can


prepare you for the numerous social interactions required once in the workforce (job interviews, presentations, board meetings). The aforementioned


situations require effective and outstanding communication skills, which can be developed through a wide social network ensuring you have a


competitive advantage over fellow graduates. Please do not forget; communication is key!



Communication Process Model



Social Loafing


?The problems that occurs when people exert less effort (and usually perform at a lower level) when working in teams than


when working alone? (Bass & Bass, 2008 p. 97).


How can you as a graduate prevent your degree of social loafing in team situations? Social loafing is very common,


therefore we urge you to separate yourself from fellow graduates with the same grades yet are happy to let peers do the


work whilst they enjoy the credit! WE ALL KNOW SOMEONE LIKE THIS! It has been discovered that a defined job tasks


and noticeable inputs reduce the prevalence of social loafing. Clearly understanding what is expected of you and the effort


required to meet the guidelines should ensure you do your share and contribute; all you have to do is ask if you are




Furthermore, a reduction in social loafing is a resultant of interesting tasks that hold importance for employees. A graduate


can improve their career and said career?s upward trajectory if the graduate is involved in an industry that offers interest


and a sense of belonging and importance, so don?t just settle for a career that doesn?t make you happy! By becoming a


valuable member of a team, there is a greater chance of a promotion at a quicker rate than someone who is not willing to


participate or contribute in team situations.



Conclusion - please do this


3 vital points to take out from presentation


& 1 sentence summary on each of the following 4 topics


Topic 1 Authentic Leadership


Topic 2 Personality & Perception


Topic 3 Motivation


Topic 4 Teamwork



Reference List


Goodman, A. (2015). Authentic Leadership. Leadership Excellence, 32(5), 16.


Gowing, M. (2001) as cited in Luthans, F., Norman, S. M., & Hughes, L. (2006). Authentic leadership. Inspiring leaders, 84-104.



Kerfoot, K. (2006, October). Authentic leadership. MedSurg Nursing, 15(5), 319+. Retrieved from




Adeleke, A. (2008). ?Cocksparrow Diplomacy? : Percy Splender, The Colombo Plan and Commonwealth Relations. Australian Journal of Politics &


History, 54 : 173-184. Doi:10.1111/j.1467-8497.2008.00493 .x


Barnard, C. I. (1968)The functions of the executive. Cambridge: Harvard University Press.


Bass, B. M., & Bass, R. (2008). The Bass handbook of leadership: Theory, research, and application (pp. 97). New York: Free Press.


Clouston, W. A., Goldberg, C., & ABC-Clio Information Services. (2002). Popular tales and fictions: Their migrations and transformations. Santa


Barbara, Calif: ABC-CLIO.


Foulger, D. (2004) Models of the communication process. Brooklyn College/CUNY.



Reference List


Kelly Global Workforce Index. (2013). ?Career Development and Upskilling?, Troy MI, Kelly Services.


Loughry, M, L., Ohland, M., W., & DeWayne Moore, D. (2007). Development of a Theory-Based Assessment of Team Member Effectiveness.


Educational and Psychological Measurement, 67 (3), 505-524. Doi:10.1177/0013164406292085


McShane, S. L., Olekalns, M., Newman, A., & Travaglione, A. (2016). Organisational Behaviour: Emerging Knowledge, Global Insights (pp. 258,


289-291, 306). North Ryde, N.S.W: McGraw Hill Australia.




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