Latonza Hunter
ID: 001078464
Values-Based Leadership- D253
TASK 1: BECOMING AN EFFECTIVE VALUES-BASED LEADER
A1.
One of the defining strengths I've consistently employed to tackle challenges is honesty.
This was number one on my list when I completed the VIA Character Strength Survey. I firmly
believe that integrity lies at the heart of every meaningful endeavor, and with this being a part
of the company values for Corollary Marketing I believe it will help me be extremely successful.
In a previous position that I held as a Bar Manager I oversaw the schedule for the staff on a
weekly basis. Staff were required to “request” time off if it was needed for vacation. Being in
the restaurant industry it was mandatory that all staff be available to work on holidays. Staff
were all informed that holidays were considered “Black Out” dates and that these requests
would not be approved. There was a staff member that requested off New Year’s Eve and New
Year’s Day. Following the proper procedure, I denied the request. December 30 th, I received a
text message from that staff that she was sick and would not be able to work her shifts for a
few days. Taking prompt action, I removed her from the schedule and contacted my supervisor
regarding the matter. Subsequently, I notice that the staff was posting on her social media that
she was at a Rave in Los Angeles celebrating the New Year with friends. Due to the laws in the
State of California I could not terminate her because I must honor that she stated that she was
sick, however I did let her know that I was aware that she was celebrating the New Year at a
Rave once she returned back to work. Despite her being upset with the fact that I knew she was
, being dishonest, I remained resolute in upholding honesty and integrity throughout the
process, knowing it was the ethically sound course of action. She two days later gave her notice
of resignation due to embarrassment.
A1a.
Employee perception of effective leaders often hinges on their perceived honesty. In my
new role as Customer Service Manager and advocate of value-based leadership, my aim is to
foster an environment where trust is essential, and employees feel both secure and at ease.
Emphasizing honesty lays the groundwork for positive, mutually beneficial relationships. As a
leader, openly acknowledging my own mistakes and imperfections not only promotes
transparency but also nurtures a culture of accountability.
A2.
As a lesser strength, I acknowledge that bravery could have potentially influenced a
more positive outcome. During challenging times, I tend to internalize emotions, preferring
solitude and avoiding attention to ensure task success. In my previous position as a Bar
Manager, I recognize that demonstrating bravery by addressing concerns with the staff
member about the denial of her request could have been beneficial. By initiating such
conversations, we might have explored potential compromises that would accommodated her
needs without unduly burdening the company's schedule. This approach could have fostered
understanding and cooperation, preventing scheduling conflicts and promoting a harmonious
work environment.
ID: 001078464
Values-Based Leadership- D253
TASK 1: BECOMING AN EFFECTIVE VALUES-BASED LEADER
A1.
One of the defining strengths I've consistently employed to tackle challenges is honesty.
This was number one on my list when I completed the VIA Character Strength Survey. I firmly
believe that integrity lies at the heart of every meaningful endeavor, and with this being a part
of the company values for Corollary Marketing I believe it will help me be extremely successful.
In a previous position that I held as a Bar Manager I oversaw the schedule for the staff on a
weekly basis. Staff were required to “request” time off if it was needed for vacation. Being in
the restaurant industry it was mandatory that all staff be available to work on holidays. Staff
were all informed that holidays were considered “Black Out” dates and that these requests
would not be approved. There was a staff member that requested off New Year’s Eve and New
Year’s Day. Following the proper procedure, I denied the request. December 30 th, I received a
text message from that staff that she was sick and would not be able to work her shifts for a
few days. Taking prompt action, I removed her from the schedule and contacted my supervisor
regarding the matter. Subsequently, I notice that the staff was posting on her social media that
she was at a Rave in Los Angeles celebrating the New Year with friends. Due to the laws in the
State of California I could not terminate her because I must honor that she stated that she was
sick, however I did let her know that I was aware that she was celebrating the New Year at a
Rave once she returned back to work. Despite her being upset with the fact that I knew she was
, being dishonest, I remained resolute in upholding honesty and integrity throughout the
process, knowing it was the ethically sound course of action. She two days later gave her notice
of resignation due to embarrassment.
A1a.
Employee perception of effective leaders often hinges on their perceived honesty. In my
new role as Customer Service Manager and advocate of value-based leadership, my aim is to
foster an environment where trust is essential, and employees feel both secure and at ease.
Emphasizing honesty lays the groundwork for positive, mutually beneficial relationships. As a
leader, openly acknowledging my own mistakes and imperfections not only promotes
transparency but also nurtures a culture of accountability.
A2.
As a lesser strength, I acknowledge that bravery could have potentially influenced a
more positive outcome. During challenging times, I tend to internalize emotions, preferring
solitude and avoiding attention to ensure task success. In my previous position as a Bar
Manager, I recognize that demonstrating bravery by addressing concerns with the staff
member about the denial of her request could have been beneficial. By initiating such
conversations, we might have explored potential compromises that would accommodated her
needs without unduly burdening the company's schedule. This approach could have fostered
understanding and cooperation, preventing scheduling conflicts and promoting a harmonious
work environment.
