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|Answer: Throughout Bill's career, all Bill Owen artwork remained the sole and exclusive copyrighted property of Bill Owen, even after selling the original, unless he relinquished his rights. Since his passing on June 15, 2013, those rights now belong to his widow, Valerie Owen. All materials on this website, including images/text/design/layout and any other website and/or media featuring Bill Owen artwork, are copyrighted and are the exclusive property of Valerie Owen. Reproduction of any Bill Owen property without express written consent is unlawful and prohibited, and infringements will be pursued legally. To inquire about licensing Bill Owen's artwork, contact Wendy Wentworth at The Greenwich Workshop, email@example.com 203-881-7711.
Answer: Bill receives many emails asking that he advise them on the current value of a piece of art. He is not an appraiser and cannot provide this information, even on one of his own pieces. However, the gallery that he is exclusively represented by, Great American West Gallery in Grapevine, TX offers art restoration and expert fine art appraisal services. Therefore, if you have a piece of Bill Owen artwork that you need restored or appraised, or if you wish to sell a piece, give them a call; they have the expertise and knowledge to assist you. Contact info:
* Online link: http://www.greatamericanwestgallery.com
* Phone number: (817) 416-2600
* Email: email@example.com
* Hours: Wednesday – Saturday 11am – 7pm, Sunday 1pm – 5pm
Answer: Each and every piece of art is unique and Bill's feeling is that fine art should never be rushed. There are different degrees of difficulty of subject matter; for instance, a single cowboy on a horse vs. a herd of cattle and several cowboys rounding them up. When you factor in different sizes, the fact that Bill is a perfectionist, that some pieces of art just kind of flow and others are difficult from start to finish, and then that life's situations can impact productivity, one can see there is no easy answer to this question, but it is probably the one most people are curious about.
Answer: Bill rarely consents to doing commissions for a number of reasons. One reason is that a person requesting a commission often has a "picture" in their head of the finished piece. For this reason, when Bill does consent to doing a commission, he will take hundreds of photographs to use as reference, and the collector does not view the photos or the piece until it is completed. But, at this stage of Bill's career, the main reason he typically will not agree to a commission is the lack of time. When he does agree to one, it could take 3-5 years, which is a very long time for someone to wait. But several have done so and felt it was worth the wait! So if you're interested in having Bill do a commission piece, and you're in a position to be patient, send an email from the Contact page of this website and Bill will get with you to discuss what you have in mind.
Answer: We currently do not offer originals, as Bill isn't a very prolific artist, so most of his original artwork is already scheduled for a show when created. However, he is able to do an extra piece from time to time, so if you're interested in obtaining a Bill Owen original, send an email from the Contact page of this website and we will add you to his waiting list and send you images via email when something is available.
Answer: Bill Owen is represented exclusively by Great American West Gallery, located at 332 S. Main Street in the center of Historic Downtown Grapevine, Texas. Founder and Owner, Phil Berkebile, and Gallery Director, Richard Hunter, have established a Gallery Mission and reputation built upon integrity and the preservation of the Legacy of the American West, and Bill is very proud of his association with them.
The Great American West Gallery building was declared a Texas Historic Landmark in 1986. In September of 2011, Mr. Berkebile was awarded the Conservation Award by The Grapevine Heritage Foundation in recognition of the buildings restoration. Great American West Gallery offers Gallery Rental, Art Restoration and Independent Art Appraisals. If you have a piece of Bill Owen artwork that you need restored or appraised, or if you wish to sell a piece, give them a call; they have the expertise and knowledge to assist you. Contact info:
Answer: When Bill was just starting out, he usually put a date and the S Slash V brand (an old family brand which belonged to Bill's Uncle) in the area where he signed the piece. Here's an example.
When you find a piece signed in this way, it's a very early piece and was created prior to Bill becoming a member of the Cowboy Artists of America. When he became a member in 1973 he quit using the S Slash V brand and began putting the CA brand on his art.
To this day, he continues to date his pieces because he wants it known if something is an early piece or one he did farther into his career.
Answer: When artists decide to make a reproduction of one of their originals they have the option of making an 'Open Edition' or 'Limited Edition.' An Open Edition means there is no limit to the number of reproductions; they may or may not be signed by the artist and they are not numbered. A Limited Edition means the artist has placed a limit on the number of reproductions to be offered. If the number in the edition is 300, there is an additional 10% printed - or 30 – which are offered as a separate "edition" known as artist proofs. The artist signs each reproduction and each one is numbered. For an example, a reproduction out of a "regular" edition of 300 would be numbered in this manner – 267/300 – indicating the print is #267 out of the 300 offered. An artist proof of that same piece would be numbered in this manner – AP 15/30 – indicating the print is #15 out of the 30 artist proofs offered.
Answer: They are widely viewed as more desirable because there is less in the "edition" and artist proofs are believed to be more valuable and expected to appreciate in value more than identical lithographs out of the "regular" edition. Some people only collect artist proofs for these reasons.
Answer: Several, defined as follows:
Limited Edition Fine Art Giclée Reproductions
Giclée art prints have become a popular art print media. Giclée is a French word meaning "to spray" or "to squirt" and is pronounced ji-clay. Giclée print machines spray fine droplets of ink as small as 4 picoliters, which is about as small as an ink dot can be without evaporating on its way to the print substrate. These very small dots allow precise and detailed image reproduction. Giclée print machines use 3 to 8 more ink colors than traditional lithograph print machines, therefore, has the capacity to produce a much wider range of color with 512 chromatic changes and about 10 million color possibilities. This process is the best reproduction technique available today and the closest to the appearance of an original, and priced more than reproductions printed on paper. The expected lifetime of a giclée that is not hung in an area where it is subjected to direct sunlight is 100+ years.
The Giclée prints offered by Bill Owen are printed on canvas. After placing your order, if you wish to have yours printed gallery wrapped, please send us an email with that instruction. Gallery wrapping means the edges of the surface image are printed mirrored, so that the image wraps around the sides. This enables you to hang it with or without a frame. You will receive your giclée rolled, in a tube; you will then take it to your local frame shop where they will mount the canvas onto stretcher bars and install a hanging wire.
Limited Edition Fine Art Lithographs
Lithographs are affordable color reproductions of original oil, watercolor or pastel paintings. They are printed on paper and to be framed under glass.
Limited Edition Fine Art Sculpture
When Bill creates a sculpture out of wax or clay, the final creation is taken to a foundry to be cast. The original is destroyed in the process utilized to create a mold, hence the term "lost wax". Bill places his signature on the original so when subsequent pieces are cast it is there. Then the foundry numbers the piece in the same manner as any Limited Edition piece (for example 22/45 means it is #22 in an edition of 45). When an edition is sold out the mold is destroyed, insuring the integrity of the limited edition.
Limited Edition Duo Tones
Duo Tones are affordable reproductions of original drawings, printed in varying shades of gray and black, resulting in wonderful detail and definition, appearing very much like the original would have, and are to be framed under glass.
Canvas Transfers
A canvas transfer is a medium-priced print. The process transfers the image from a paper lithograph onto canvas, which gives the appearance of an original, but is not as fine as a giclée of the same image would be. This reproduction is to be framed as an original would be, therefore, no glass or glare.
Note Cards
Some of the reproductions are offered as note cards. A dozen cards and envelopes are shipped to you boxed, with the exception of "Fixin' to Lay a Trip". This note card is square and is shipped with appropriately sized envelopes, but does not come boxed.
Answer: An original stone lithograph is hand drawn by the artist on limestone or marble. The process is difficult and remarkable when one realizes the fact that the image is drawn backwards, so that when it is printed it is correct. Each stone is used to print one color and the best stones, which are Bavarian limestone, are grey in color and have a clear complexion free of fossils and other flaws. These stones are becoming increasingly rare. After the edition (number of impressions) is hand-printed, each impression is signed and numbered by the artist. Imperfect impressions are destroyed and the stones and plates are effaced, and each edition is carefully documented. This is the oldest lithographic technique and is still considered to be the best by some.
Please note: Bill has done two Stone Lithographs, entitled, Breaking Horses and Saddle Horses and Broncs. One of these days, as time permits, the handful we still have may be offered.
Answer: When an artist creates a piece of artwork, they "own" the right to any reproduction of that original piece of art, even after it's sold, unless they relinquish their "rights." The legal term is "copyright" and evidenced by the symbol artists' affix to original works of art ©. This signifies they are the creator, therefore, the owner of the intellectual property.
When a piece of artwork is consigned to a gallery or an auction, it is their responsibility to obtain written consent from the artist (the creator) for the image of that artwork to be used in advertisements (printed and/or online) to promote the sale. Without such permission, the use of the image is a copyright infringement, and as such, the artist may take legal action.
Adhering to the letter of the law, eBay recognizes, respects and promotes artists' rights, and as such works to develop and enforce policies and procedures for protecting intellectual property. The program, called the Verified Rights Owner (VeRO) Program now counts among its participants over 28,000 companies and individuals, who may elect to post "VeRO: Participant About Me" pages, which tells what their individual legal position is with regard to their intellectual property. Here's a link to the page:
If you have a piece of artwork you're thinking about putting up on eBay, consult these pages. This list does not include all rights owners, so if you don't find the artist in question there, you are encouraged to directly contact the rights owner regarding their products and/or policies.
The bottom line on this issue is: you may sell the items in question on eBay, but cannot include images—including photos and other pictures—or text you did not create yourself. Text from an artists' website, or text the artist utilized in the promoting of their artwork, as well as images of any of the artists' artwork, or photographs they've posted on their website (and Facebook pages) cannot be used, without the express, written consent of the artist who owns the copyrights.
Answer: If you want him to write who the print is for, a Thank You, Happy Birthday, Happy Anniversary or a similar personalization, yes. However, please be aware that it is a widely held belief that a personalized print is less valuable, for the obvious reason; later should one decide to sell it, it is quite difficult to sell if for true value, as most people don't care to own a print personalized to someone else.
(Definition of remarque - A remarque is a small vignette image in the margin of a print, often related thematically to the main image.)
Answer: Because Bill is such a perfectionist, even a small remarque would take him a considerable length of time; therefore, it is not cost-effective for him to do so.
Answer: From the time you place your order, you can typically expect to receive your giclée within 2-3 weeks.
Answer: Fine Art Color Lithographs and Duotones are typically shipped within 1-2 weeks and Canvas Transfers within 2-3 weeks.
Answer: We do not stock sculpture; therefore the casting of a piece of sculpture does not take place until an order is received. From that day, the typical length of time the foundry needs prior to shipment is eight weeks.
Answer: Only Arizona state residents pay sales tax at a rate of 6.35%.
Answer: US Shipping is based on the purchase amount, as follows:
Answer: Bill Owen wants his collectors to be completely happy with any piece of his art, whether it is an original or a reproduction. Therefore, if you're unhappy with one of his pieces, return it in the same condition received within 30 days and you will receive a full refund, excluding shipping charges.
Copyright © 2008 Bill Owen. All rights reserved. | Site by: Tomko Design


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Published on July 17, 2009
Author: pastinson
Source: slideshare.net
Impact of a Leadership Development Program on Interpersonal Conflict Management in a Coast Guard Staff Command by Peter A. Stinson Nova Southeastern University 15 July 2009
Table of Contents Page Chapter 1: Introduction........................................................................................................1 Statement of the Organizational Problem and Purpose..............................................1 Description of the Organization..................................................................................2 Description of the Program that Addresses the Problem............................................2 Evaluation Design to Determine Program Effectiveness...........................................4 Research Questions to be Examined...........................................................................4 Formative Evaluation..................................................................................................5 Summative Evaluation................................................................................................5 Quantitative Data to be Examined..............................................................................6 Methodology Weaknesses..........................................................................................9 Organizational Role of the Principal Investigator....................................................10 Threats to Validity within the Program Evaluation..................................................10 Anticipated Outcomes...............................................................................................11 Chapter 2: Review of Relevant Literature.........................................................................12 Models of Conflict....................................................................................................13 Competency-Based Leadership Development..........................................................16 Relationship Between Leadership Development and Conflict Management...........26 Chapter 3: Methodology....................................................................................................41 Study Title.................................................................................................................41 Evaluation to Determine Program Effectiveness......................................................41 Research Questions to Examined.............................................................................41 Variables in the Program Evaluation........................................................................42 Evaluation Design.....................................................................................................42 Evaluation Procedures to Determine Program Effectiveness...................................48 Participants in the Program Evaluation....................................................................49 Research Protocol for Program Evaluation..............................................................49 Timeline....................................................................................................................51 References..........................................................................................................................52 ii
1 Chapter 1: Introduction The purpose of this proposed program evaluation is to appraise the effectiveness of the Unit Leadership Development Program, a service-wide program in the United States Coast Guard, in terms of conflict management. The Unit Leadership Development Program was introduced in January 2005 and became mandatory for use by all Coast Guard units in June 2005 (U.S. Coast Guard, 2005). Outcome data for various indicators of leadership effectiveness have been collected for a number of years as a normal part of the Coast Guard's ongoing performance evaluation initiatives. In addition, qualitative data will be gathered and evaluated as a part of this program evaluation. The retrieval, analysis, and interpretation of this data for the purposes as outlined within this proposed program evaluation will be new for this initiative. Statement of the Organizational Problem and Purpose Coast Guard Maintenance and Logistics Command Atlantic, a staff command located in Norfolk, Virginia, has identified interpersonal conflict between staff members as a key problem. This problem was first identified by a mixed methods assessment conducted during the initial implementation of a leadership assessment (Stinson, 2005). Interpersonal conflict can be defined in a number of different ways. Lulofs and Cahn (2000) note that interpersonal conflict situations include four distinct characteristics. They note that people involved in an interpersonal conflict situation are interdependent, that they "perceive that they seek different outcomes or they favor different means to the same ends," that "the conflict has the potential to negatively affect the relationship if not addressed," and there is "a sense of urgency about the need to resolve the issue." Wilmont and Hocker (2001) believe that interpersonal conflict is "an expressed struggle between at least two interdependent parties who perceive incompatible
2 goals, scarce resources, and interference from others in achieving their goals" (p. 41). Description of the Organization The Maintenance and Logistics Command staff is located in downtown Norfolk in a commercial office building. The staff consists of approximately 450 employees; about half the staff is military. The other half of the staff is civilian employees and civilian contract employees. The staff provides program management and direct support to other Coast Guard units in the fields of naval engineering, civil engineering, electronic engineering, personnel services, health and safety services, and legal services. Some divisions – such as the civil engineering staff – are fairly small; the civil engineering staff has a dozen employees. Other divisions, such as the naval and electronic engineering staffs, are fairly large as they provide a variety of direct services to Coast Guard units east of the Rockies. The naval engineering staff, responsible for boat and cutter repairs and maintenance, has approximately 150 staff members. The Maintenance and Logistics Command is headed by a rear admiral – a one-star flag officer – and a deputy commander who is a senior captain. Description of the Program that Addresses the Problem The Unit Leadership Development Program is a service-wide program and was introduced in January 2005; all Coast Guard units – including operational units, support units, and staff commands – were required to have implemented the program by July 2005. The program mandates three specific actions by all Coast Guard units. Units are required to conduct an assessment to determine the perceived implementation of the Coast Guard defined leadership competencies at the unit; units are required to analyze the data; units are to prepare an action plan to close the gap. Beyond these mandated activities, the Unit Leadership Development Program
3 consists of a number of supporting components designed to assist the unit in assessing perceived leadership competency maturity. Many of these supporting components are Internet-based and found at the program's website, accessible only from inside the Coast Guard Data Network (S. Flowers, personal communication, July 5, 2009). The program includes the ability for the unit to arrange for a web-based assessment delivered to each member of the unit. The assessment is a survey of 36-questions which reflect the respondents' perceptions of leadership implementation and maturity at the unit (U.S. Coast Guard, 2004a). The assessment's results are provided to the unit point-of-contact as an aggregate; the results are presented according to the leadership competencies. At the present time, only the first 21 competencies, those related to leading self, leading others, and leading performance and change, are reflected in the assessment results. The competencies related to leading the Coast Guard have not yet been incorporated in the assessment tool or the program. Beyond the assessment tool, the Unit Leadership Development Program's website provides suggestions of specific interventions for each leadership competency. For instance, for the leadership competency of conflict management, 12 interventions are listed as recommended interventions for increasing unit personnel's competency of conflict management. If a unit wanted to close a perceived or actual gap in this competency, they could implement one or more of the recommended interventions. Another component to the Unit Leadership Development Program is the availability of trained coaches to assist units in developing their implementation plan of the program, in analyzing the assessment data, in choosing appropriate interventions, and in implementing the interventions. While the use of a coach is not required, the personal assistance a coach provides can help ensure the unit follows the program as designed.
4 While the Unit Leadership Development Program was designed to develop overall leadership within the Coast Guard across all defined leadership competencies, this program evaluation will look only at the leadership competency of conflict management: Coast Guard leaders facilitate open communication of controversial issues while maintaining relationships and teamwork. They effectively use collaboration as a style of managing contention; confront conflict positively and constructively to minimize impact to self, others and the organization; and reduce conflict and build relationships and teams by specifying clear goals, roles and processes (U.S. Coast Guard, 2004b, p. 4). Evaluation Design to Determine Program Effectiveness The Unit Leadership Development Program at the Maintenance and Logistics Command Atlantic staff will be evaluated both formatively and summatively using a mixed methods approach. The formative evaluation will examine if the program has been implemented appropriately at the staff command. The summative evaluation will examine specific outcomes which are related to leadership and the leadership competency of conflict management. In addition, the summative evaluation will examine staff perceptions about conflict management through a survey assessment. Research Questions to be Examined This evaluation looks to answer five research questions: 1. What measures or indicators does the literature indicate serve as a barometer of interpersonal conflict. 2. Has the Maintenance and Logistics Command Atlantic staff implemented the Unit Leadership Development Program according to the standards required by the program and in accordance with the mandate from the Commandant? 3. Does the Unit Leadership Development Program impact conflict management at
5 a staff command? 4. What impact, anecdotally, has the Unit Leadership Development Program had on individual members of a staff? 5. What Unit Leadership Development Program interventions were, according to staff members, most helpful in their own development? The first two research questions look at formative issues; the next three research questions addresses a summative evaluation. The second and third questions are quantitative in nature; the other research questions are qualitative. Formative Evaluation The formative evaluation will examine if and how the staff is completing the mandatory activities; the evaluation will also examine to what extent and how the staff used the other, non-mandatory components, of the program. The mandatory components consist of three activities: assessment, analysis, and action plan. Did the unit use the 36- question assessment provided with the program, or did the unit use another assessment tool or survey? How was the assessment delivered? Did the unit use the data from the survey – whether quantitative, qualitative, or mixed – for an analysis of the current state? Was the analysis completed using the leadership competencies as a filter? Was an action plan developed that appears to address the gaps or chosen leadership competencies? Was the action plan completed? For each of these questions, the formative evaluation would show the program has been implemented as mandated if an assessment was made and the analysis of the assessment data was built around the leadership competencies. In addition, the program mandates the action plan be developed; the Commandant's mandate does not actually specify, however, that the action plan needs to be carried out. Summative Evaluation
6 The summative evaluation is quasi-experimental in nature and is an interrupted time series design. The summative evaluation will look at outcome or result measures which serve as indicators to the success or failure – or maturity – of conflict management behaviors at the unit. The measures that will be examined are all currently collected by various program managers at the Maintenance and Logistics Command or higher authority as indicators of program activity or success. They have, to this point, not been analyzed as indicators of conflict management or leadership. In addition, the summative evaluation will have a qualitative component, using interviews to determine senior staff members' thoughts and perceptions about the leadership development program and interpersonal conflict within the staff. Quantitative Data to be Examined Sutterfield, Friday-Stroud, and Shivers-Blackwell (2007) note that interpersonal conflict stems from relationship tension between people within an organizational context. Indeed, this notion that interpersonal conflict happens within organizations is paramount to the assertions of Knapp, Putnam, and Davis (1988) who suggest that common conflict instruments measure intent or attitude rather than actual conflict; the instruments measure "abstractions of verbal styles – not actual verbalizations" (p. 420). They further suggest that more appropriate measures must reflect "behavioral decisions in specific situations, characteristics of organizational conflicts, and models of fit between persons and environments" (p. 417). Knapp et al. suggest appropriate measures will "examine person- context interaction" (p. 425) and may use "time series measures to examine cross- situational changes and consistencies in preference for conflict strategies" (p. 425). Conflict, and the inappropriate or unhealthy resolution of conflict, is reflected in various outcomes or results. When the interpersonal conflict is not resolved either quickly
7 or appropriately, the quality of the relationship between the people changes, as does the climate of the organization (Lulofs & Cahn, 2000). These indicators include civil rights and equal opportunity complaints, employee churn rates, and disciplinary events. For each of these indicators, an increase in conflict would drive the metrics upward. Three types of data will be examined in the course of this evaluation: civil rights data, employee retention data, and disciplinary data. Many civil rights and equal employment issues have, at their very root, conflict and conflict management as a cause. Research by Gallop has shown that leadership behaviors, specifically conflicts between employees and managers which are not managed appropriately, are a root cause for people leaving an organization (Buckingham & Coffman, 1999). Likewise, many incidents which become disciplinary in nature begin as conflicts between employees or conflict between an employee and some accepted norm, rule, or policy. The only measures which will be used in this proposed evaluation will be those that have at least three years of data before Fiscal Year (FY) 2005. Data, specific to the Maintenance and Logistics Command staff, must be available from at least FY 2002 and forward in order to be used for this interrupted time series evaluation. Data from FY 2005 and 2006 will also be used; the program intervention occurred during FY 2005. Results would be expected for FY 2006 and following. To determine if the effect of the Unit Leadership Development Program is long-term and does not diminish with several years, result measures would ideally be tracked for several years. Civil Rights Data. The civil rights data will come from two sets of metrics. The Coast Guard tracks the number of informal complaints and formal complaints made with the Equal Employment Opportunity (EEO) domain. EEO complaints, whether actually based on valid discrimination or not, nearly always have some sort of conflict at the root,
8 and usually that conflict has been managed poorly or at least the aggrieved party believes the conflict management has been less than satisfactory. The EEO realm becomes the forum of last resort for many conflicts. A second set of metrics for the civil rights data comes from triennial comprehensive civil rights unit assessments. These assessments include a survey along with qualitative data obtained through interviews and focus groups. Employment retention data. Employee retention data is available for three important populations. The Coast Guard places great importance, because they have been found to be strong indicators of leadership amiss, on: (a) re-enlistment rates for first term enlisted member, (b) retention rates of junior officers after their initial six-year obligation is over, and (c) civil servant retention or "churn." Staff Disciplinary Data. The final set of behavior data concerns conduct and disciplinary actions. The Coast Guard tracks the number of infractions to the Uniform Code of Military Justice, including instances of administrative hearings, or Non-Judicial Punishment (NJP), and Courts Martials, which are actual, legal trials similar to civil or criminal courts outside of the military. Most instances of NJP are caused by conflict or poor conflict management, often conflict between the subordinate and the supervisor. Captain's Masts and Courts Martials are actions under the Uniform Code of Military Justices and apply only to military members of the Coast Guard. Civilian employees, who are federal civil servants, receive disciplinary action through other means which is, most often, informal hearings and some punishment levied by an appropriate commissioned officer. Other quantitative data from surveys. In addition to the behavior data measuring outcomes, the summative evaluation will look at staff member's perceptions about
9 conflict management at the unit. The Coast Guard has used a number of survey instruments over the last ten years and continues to use assessments such as the Unit Leadership Development Program 36 question assessment. The data from each entire assessment will not be examined; rather, the questions relating to conflict management, as defined by the Coast Guard leadership competency, will be analyzed. The Coast Guard has used many assessment tools in the last ten years which may yield data related to conflict management. The Workforce Cultural Audit was a Coast Guard-wide survey examining cultural issues including civil rights, leadership, and discrimination. The Workforce Cultural Audit was completed once a decade ago. The Coast Guard has completed three service-wide assessments using the Organizational Assessment Survey, an assessment developed by the Office of Management and Budget. The Coast Guard intends to conduct this survey biennially. In addition, the Maintenance and Logistics Command staff has conducted several assessments during the last seven years which may yield appropriate data. One assessment tool used was the Q-12, a survey based on the work of Gallup as published by Buckingham and Coffman (1999). Another tool used more recently is the Unit Leadership Development Program is a 36 question assessment tool. Each of these assessment tools has specific questions about conflict management, and each assessment tool's results data can be analyzed at the staff level. Methodology Weaknesses One weakness with this methodology is that the behavior metrics are actions or results which are merely indicators of conflict management; they do not measure, for instance, the number of conflicts reported or noted. They are only indicators, and as such other things will impact these metrics. For instance, some reported civil rights incidents are exactly that: civil rights incidents; they are not indicators or interpersonal conflict.
10 The Coast Guard still has members and employees who do not treat people equally and fairly because of their race, color, gender, or other protected classification. Another impact on civil rights complaints is complaints which are resolved in the aggrieved party's favor and result in a large monetary award for the complainant. Nothing breeds formal and informal complaints through the civil rights and EEO system like rumors of employee success for complaints lodged earlier and just resolved. There is a sense of "I'll get mine, too" for some complainants. Other factors could also move the civil rights metrics. And, the same is true for the other two sets of measures, also. For instance, the Coast Guard's well documented response to Hurricanes Katrina and Rita (Arnold, 2005; Barr, 2005, Knight Ridder Newspapers, 2005) will certainly have some impact on various performance and program measures; but, we will be unable to determine what actually had an impact on the various measures. Was it Katrina or the Unit Leadership Development Program or something else altogether? Organizational Role of the Principal Investigator The principal investigator for this program evaluation is a civilian employee with the U.S. Coast Guard who serves as an organizational performance consultant. In his role as an organizational performance consultant, he has served as a consultant and coach to the program manager who implemented and coordinates the leadership development program at the Coast Guard Maintenance and Logistics Command Atlantic. Threats to Validity within the Program Evaluation As noted above in discussing the weaknesses of this proposed program evaluation, a key weakness is the threat to internal validity through history or events. As constructed, the program evaluation does not isolate cause and effect. A number of forces or events – including or not including the Unit Leadership Development Program – could impact the
11 various measures. While this threat cannot be removed entirely, perhaps it can be minimized, at least in the analysis of the data, with qualitative information. Staff members' perceptions of what caused any changes could be polled during focus groups and interviews. While this would not remove the threat, it would – perhaps – provide data which can be analyzed and shown to minimize the threat. A second threat to the validity of the proposed program evaluation is also discussed in the weaknesses: the measures do not actually measure conflict management. They may not provide a valid assessment or indication of conflict management. Additional review of the literature needs to be conducted to ensure an accurate representation of conflict is created. Anticipated Outcomes The Coast Guard staff that created the Unit Leadership Development Program certainly hoped that the use of the program would have a positive impact on leadership development and the use of leadership competencies throughout the Coast Guard. This program evaluation seeks to identify impact for a single leadership competency at a single organization. As to the formative research question, it is anticipated that the evaluation will show the Maintenance and Logistics Command Atlantic staff has implemented the program according to the required standards of the program. As to whether or not the program impacts conflict management at a staff command, it is anticipated the data will show a reduction of civil rights cases, increased employee retention, and reduced disciplinary actions. From these anticipated data sets, it is hoped to show the implementation of the Unit Leadership Development Program has a positive relationship with regard to conflict management.
12 Chapter 2: Review of Relevant Literature Organizations face an ever-changing, and ever-quicker-changing, world. We and our organizations will be buffeted about like a tiny sailboat along the Grand Banks during a nor'easter. As Covey (1989) notes, the only constant is change. And within organizations which are changing and being changed, conflict is prevalent. Interpersonal conflict is, according to Barki and Hartwick (2004), "a dynamic process that occurs between interdependent parties as they experience negative emotional reactions to perceived disagreements and interference with the attainment of their goals" p. 234. Interpersonal conflict is present in organizations often as a result of change: shifting demands and priorities, a grasping toward a non-existent status quo, and culture and society crashing together. The role of leaders is to create systems which allow conflict to be managed rather than abandoned (Scholtes, 1998). Under a competency model of leadership, managing conflict is often a primary or secondary competency. Managing conflict is different from resolving conflict. From a resolving mindset, conflict is inherently bad. We must manage it, keep it at bay, and ensure when it appears in an organization it is made to disappear. From a managing conflict perspective, conflict can be bad as above, but good in bringing about the best of an organization and creating an environment of open dialog where dissent and disagreement is valued and used for the good of the organization. Good or bad, but this dichotomy is not what is important. What is important is how that conflict is handled or managed; what is important are the end results. Martin and Bergmann (1996) note, Over the last few decades on-the-job conflict has come to be viewed as a normal element of living within a complex work environment and actually may result in positive outcomes for the organization. (p. 377)
13 They are not alone in the ability for conflict to bring about positive outcomes. Conflict might spur the development of innovative ideas, point at a need to re-organize, and lead to improved processes and systems (Ohbuchi & Suzuki, 2003; Kolb & Putnam, 1992; Walton, Cutcher-Gereshenfedl, & McKersie, 1995, 2000). How do we know success at managing conflict? In order to measure success, we must look at measures of behavior in addition to the measure of people's perceptions. This review of relevant literature will focus on three distinct areas. The review will examine models of conflict and what these models say about capturing quantitative data about conflict; the review will examine leadership development and the notion of competency-based development; finally, the review will examine the relationship between leadership development and conflict management. Models of Conflict When Blake and Mouton (1964) published The Managerial Grid, they created a two-dimensional view of management which balanced "concern for people" against "concern for production" (p. 10). This 2x2 matrix formed the basis for a number of models to examine and explain conflict including Thomas and Kilmann(1978), who look at assertiveness and cooperativeness, and Covey (1989, p 218), who considers courage and consideration. Lowy and Hood (2004) note the 2x2 matrix is a powerful tool which "brings richness, depth, and a uniquely transformational power to the form" (p. 10). While the tool is extremely powerful and can provide insight to a person looking to solve a problem or understand a situation, the form of a 2x2 matrix is not complete in providing all the variables or all the criteria which are fully relevant. Knapp et al. (1988) suggest that while the 2x2 models have unique elements, they are fundamentally flawed in that they don't take into consideration anything beyond the
14 two dimensions, don't take individuality and organizational culture into consideration, and don't measure conflict, per se, but rather conflict styles. They note, A common method of data collection was the use of questionnaires to obtain individual differences in predispositions, attributes, and attitudes. If we are seeking an individual's attitude about conflict situations, this approach still has merit. But if we are aiming to predict behavior and to uncover the nature of conflict interaction between individuals in organizations, we must expand our purview... (p. 415) Knapp et al. (1988) note that a more ideal method of examining interpersonal conflict in organizations would "incorporate measures that examine person-context interaction" (p. 425). What is this "person-context interaction" and how can it be measured? A person-context interaction is an interaction between people which is examined in the context of the situation and environment. By examining conflict within the sterile environmental lens of a two-dimensional model, we are missing much of the meaning and action behind the conflict. As King and Miles (1990) state, "the interplay of the individual and the context is a critically important interaction to account for when assessing either (conflict) styles or strategies" (p. 223). Knapp et al. suggest there are at least four additional variables and conceptual frameworks which need to be considered while researching conflict management. Key among them is to identify the organization as the center of the conflict activity. At the center of a conflict activity is a struggle. Wilmot and Hocker (2001) define conflict as "an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce rewards, and interference from the other party in achieving their goals" (p. 41). Lulofs and Cahn (2000) note that interpersonal conflict
15 includes at least four characteristics; conflict is multi-dimensional (Barki & Hartwick, 2004). Like Wilmot and Hocker, Lulofs and Cahn state the parties involved must be interdependent. In addition, Lulofs and Cahn note that the people involved generally want different outcomes or want to take different paths to the shared outcome. They also note conflict can tear people apart; if not managed or resolved, conflict can severely damage a relationship. Resolving conflict is highly urgent. Researchers generally agree that conflict is a part of our everyday lives (Lulofs & Cahn, 2000; Wilmot & Hocker, 2001; Rothman, 1997; Waite, 2004; Lewicki, Weiss, & Lewin, 1992; Gross and Guerrero, 2000; Thomas, 2006). Many of these same researchers have generally agreed that the dual-concerns model, made popular through the work of Thomas and Killman (1974) and others, measures differences in how people respond to conflict. This two-dimensional model is generally used through self reporting instruments, such as the Thomas Killman Instrument and the Rahim Organizational Conflict Inventory (ROCI-II) (Rahim, 1983); they are snapshots of self-reporting and do not take into consideration the person-context interaction of real and everyday life. There is a difference in measuring conflict styles and conflict strategies with measuring the results of actual conflict and conflict management. Managing conflict, then, is a competency, a personal competency which, no matter the philosophical under girding or model of conflict adopted, can be taught and learned. Knapp et al. (1988) have asked how interpersonal conflict in organizations can be married. Barnes-Slater and Ford (n.d.) indicate there are "several commonly tracked employee metrics" which can provide "a wealth of data to analyze and track the true cost of conflict" (para. 7). These measures include absenteeism, turnover, and grievance filing as indicators of workplace conflict. These are, perhaps, indicators of conflict. Certainly,
16 not all absenteeism is related to conflict, but just as assuredly, some is. The same is true with the other measures. Thomas (2006) states that conflict management has become important to managers and leaders because of the impact conflict has on productivity, decision making, and turnover/retention. Competency-Based Leadership Development In one sense, leadership is one of those things we know when we see it. For some of us, it is a warm and fuzzy notion that is difficult to define, but we know it, like we know pornography, when we see it (Maltby, 2004; Haas, 2004; Silver, 2003; Pimpton, 2009). Gladwell (2005) suggests most of us "associate leadership ability with physical stature. We have a sense of what a leader is supposed to look like" (p. 88). A number of academics and business pundits have helped define leadership; they've taken the subjectiveness out of our notion of leadership. Yukl (2009) defines leadership as "the process of influencing others to understand and agree about what needs to be done and how it can be done effectively, and the process of individual and collective efforts to accomplish the shared objectives" (p. 7). For Kouzes and Posner (2002), leadership is not so much about personality as it is about practice. They write, "Leadership is an identifiable set of skills and practices that are available to all of us… leadership is a relationship between those who aspire to lead and those who choose to follow" (p. 20). Bennis and Goldsmith (2003) suggest leadership is generating "shared values, goals, visions, or objectives" (p. 3) and then creating a situation whereby the followers can accomplish those goals and create the defined future. Another working definition of leadership combines the Coast Guard's basic definition of leadership – getting subordinates to do what you want them to do – with Covey's (1989) definition of effectiveness – the balance between "production of desired
17 results" and "production capability, or the ability or asset that produces" (p. 54). This new definition of leadership is getting someone to do something, something they might not want to do, in a way in which you can get them to do it over and over again. Covey (2004) defines leadership as "communicating to people their worth and potential so clearly that they come to see it in themselves" (p. 98). However defined, leadership is a key and critical part of the Coast Guard culture (Phillips, 2003; U.S. Coast Guard, 2009). Most of these definitions have a common core: getting people, usually within a formal or informal organization, to see a shared vision and getting them to work toward that shared vision. Covey (2004) suggests "an organization is made up of individuals who have a relationship and a shared purpose" (p. 99) and may be as simple in structure as "a simple business partnership or a marriage" (p. 99). Further, Covey suggests leadership is not a "formal position," but "rather a choice to deal with people in a way that will communicate to them their worth and potential so clearly they come to see it in themselves." For Covey, the leadership challenge is to set up organizations – including families – "in a way that enables each person to inwardly sense his or her innate worth and potential for greatness and to contribute his or her unique talents and passion … to accomplish the organization's purpose and highest priorities." At first blush, Covey appears to just have the leader suss out the other person's worth and potential; in truth, Covey asks that the worth and potential be committed to a shared vision. We have moved beyond Gladwell's (2005) fuzzy notion. "Self Evident" Notions on Leadership. Gladwell (2005) is not, however, that far off the mark: we do know leadership when we see it. This is, perhaps, the fundamental self-evident truth about leadership. Certainly, sometimes we can be taken-in and deceived – as McIntosh and Rima (1997), The Arbinger Institute (2002), and Lipman-Blumen
18 (2005) all note – but, more often than not, Gladwell's "thin slicing" takes place. Gladwell suggests thin slicing is "the ability of our unconscious to find patterns in situations and behavior based on very narrow slices of experience" (p. 23) and, from those patterns to make "rapid cognition" and "sophisticated judgments" (p. 23). For the most part, we are able to thin slice: we know leadership, and we know leadership when we see it. Much of "knowing it when we see it" is based on a view of practices, practices which for most of us are not clearly defined. In the passageways of Coast Guard cutters and halls of Coast Guard offices, one often hears rumblings of walk the talk, or more likely not walking the talk, or taking care of subordinates, or, again, not taking care of subordinates while being concerned only for self. The practices can be, however, defined. Kouzes and Posner's (2002) five practices seem to nail most of what for many of us are known but somewhat unclear. Kouzes and Posner list the five leadership practices as "modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart" (p. 22).When we thin slice, we are making judgments and assessments on these, defined, basic practices. Is a Theory of Leadership Necessary? In the same way we are able to thin slice to identify leadership, some people are able to thin slice the act of leadership. That is to say, some leaders just seem to know how to do it. And, they may not even be able to put to words what they do or why they do it. For most of us, however, thinking about leadership and having a theory of leadership is necessary. This act of leadership does not come naturally. Bennis and Goldsmith (2003) believe all of us "are capable of becoming effective leaders. The challenge is to confront the barriers that stand in the way of our becoming better leaders" (p. xiv). If each of us is capable of becoming an effective leader, and not all of us are born effective leaders, we need, as Bennis and Goldsmith
19 propose, to assess our character and become accomplished at certain core competencies. We assess our character so that we are doing what we do for the right reason; we grow our competencies so we can do the right thing. We need a theory of leadership so we can grow into the role (Gracey, 2004). We also need a theory of leadership so we can grow those around us (Covey, 2004). Without a consistent theory of leadership, without a shared paradigm, one person's leadership will stop with their departure from the organization. Leadership will die on the vine. Organizations define leadership and the competencies required for leadership. (See, for example, U. S. Coast Guard, 2004c). But they do more than define; organizations teach people within the organization. The Arbinger Institute (2002) tells the fable of the Zagrum Company and a long-standing, senior management ritual: a day-long meeting with a particular senior vice president where leadership insights are shared and taught. And part of Zagrum's process is this ritual which has been passed down and is kept alive even though the original leader has been long gone. To be an effective leader, the leader must create systems which will carry on after she is gone. This is a most important concept to understand. A variety of practices combine to form this notion of leadership. Practices can be learned; practices can be taught. Later, we will discuss the notion of conflict management as a component practice in leadership. What follows then is pure logic: conflict management is a leadership competency which can be taught. Leadership and Management: People and Things. The maintenance of these systems is, oddly, a function of management (Mintzberg, 1975; Zalenznik, 1977; Kotter, 1990; Nohria & Berkley, 1994; Teal, 1996). Leadership is about people; management is about things, process, and systems. Bennis and Goldsmith (2003) suggest management is
20 about efficiency and leadership is about effectiveness. Covey (1989) states, "You think effectiveness with people and efficiency with thing" (p. 169). Covey (2004), drawing on leading contemporary leadership theorists, notes leadership is about people, management is about things; leadership is about principles, management is about technique; leadership is about transformation, management is about transaction; it is doing the right things versus doing things right; and it's working on the systems (for the leader) and working in the systems (for the manager). However sliced, organizations, and the people within organizations, demand both leadership and management. In order for effective leadership to survive within an organization – whether it is a complex and large organization like the Coast Guard, a small business, a religious organization such as a parish church, or a family – good leadership must be taught to each successive generation. Creating that system is a function of leadership; continuing that system is a function of management. We need both. Rational and Emotional Aspects of Leadership. As both management and leadership are needed within organizations, so also are rational and emotional aspects needed within leadership. If we look to Kouzes and Posner's (2002) five practices and the associated ten commitments, we see both the rational and emotional components of an individual are challenged. The ten commitments are behaviors, and within them are both behaviors fundamentally founded on rational behavior and behaviors fundamentally founded on emotional behavior. For instance, the fourth commitment is to "enlist others in a common vision by appealing to shared aspirations" (p. 141ff). This commitment is built on various actions, actions which swing to both sides of the rational/emotional spectrum. Kouzes and Posner tell us to "find the common ground" (p. 181), a process which is more rational than emotional. And they also tell us to "breathe life into your
21 vision" (p. 185) and "speak from the heart" (p. 186), two actions which are more emotional than rational. What we see here is an understanding that leadership is about people; it is about relationships. Relationships exist between people, and they are fundamentally both rational and emotional. A relationship that is solely one or the other is doomed to fail, or worse, explode. Effective leadership hinges on both the emotional and the rational, on both the right side and the left side of the brain. When King (1963) spoke on the steps of the Lincoln Memorial more than 40 years ago, he painted a word picture that presented in no uncertain terms a common vision for all Americans. It was, and remains today, a heartfelt call. But King did more than evoke an emotional response; King used his words to paint a clear, rational picture. And King did it in a studied manner, built upon more than 15 years of preaching in front of gatherings, large and small. The Learning of Leadership: Art or Science? As Phillips (2000) tells us, King, preaching, which is really what he was doing that hot August day in Washington, was both an art and a science. For most of us, when we refer to art in this sense, we mean it is something which is, while perhaps learned, is something for which we have an innate talent. A science, while we might have a talent for it, is something which is learned. Art happens; science is planned. Art comes from the heart; science comes from the head. Leadership, like King's preaching, is both an art and a science. While, as noted earlier, some people just have it where leadership is concerned, others of us don't have it. But, as Bennis and Goldsmith (2003), Covey (2004), Hacker and Wilson (1999), and the contributors to Bennis, Spreitzer, and Cummings (2001) all suggest, leadership can be learned. What each of these authors suggests is that leadership can be learned through a process. For each of them, the process invariably involves
22 learning about self before moving forward. While their processes are different, each involves introspection, a determination of one's own mission and vision, and a clarification of one's own values and preferences. We see this even in the Coast Guard's (2004) own leadership competencies. Leading self is the building-block category; all else builds on the competencies of accountability and responsibility, followership, self- awareness and learning, aligning values, health and well-being, personal conduct, and technical proficiency. These are the competencies of leading self. These competencies are consistent with the leading authorities' processes for learning leadership. Through the process of learning about one's self and aligning personal mission with organizational vision, the leader becomes a person of character, a trait fundamental to the work of Bennis and Goldsmith (2003) and Covey (1989). Character, as defined by Covey, is based on three things. Integrity, or "making and keeping meaningful promises and commitments" (p. 217), is at the core. Next is maturity, which Covey defines as the balance between the courage to stand up for self and the consideration one has of others. The final building block of character is what Covey calls "the abundance mentality . . . [the belief] there is plenty out there for everybody" (p. 219). Integrity, maturity, and the abundance mentality can only come through substantial self-knowledge and self- understanding. Leaders must know themselves. A strong key, however, is that leadership is not about the leader. Certainly, a leader must know one's self, but leadership is about the shared vision, the shared goal, the shared mission of the members of the organization, be it a formal organization or an informal, ad-hoc organization. Leadership is not about greatness, in the sense that greatness is ego and self; leadership is servant-based. Greatness is about being a servant to others (King, 2008). Gardner, Csikszentmihayli, and Damon (2001) suggest that
23 excellence really only takes place when high ethical standards are met; excellence in leadership is not about being "selfish and ambitious" (p. viii), but rather about being concerned with the common good. They propose three foundations to bring about excellence: development of the individual, which they distinguish along two routes: competence and character; democratic processes; and education as key. Even with Gardner et al., the outward look becomes foundational. This is the link between greatness and servant-attitude that King was referring to. And, it reflects the link between leadership and a servant-attitude. Again, leadership is not about the leader; it is about those who follow the leader. While leadership might be innate and developed through some Gladwell-ian thin slicing process, for most of us, a combination of art and science tends to build good leadership. And within the art of leadership, and within the science of leadership, good leaders know themselves, but focus on those around them. Leadership Development and Competency-Based Initiatives. Onyett (2004) describes the work environment as a swamp and also as a system. As a swamp, one needs to keep their wits about them; as a system, one needs to understand "there are sub- systems embedded within wider systems" (p.36) and systems are non-linear in nature: "small actions can have big effect while large actions can have small effect" (p.38). Onyett offers-up for debate a number of keys for an effective leadership development program. These keys fall clearly into the camp of people who believe that leadership can be taught and learned; for them, leadership development is not about talent-spotting but is rather about creating whole-systems interventions that focus on "real issues" (p. 40). Three of these criteria are germane to the current discussion. A high quality and effective leadership development program does three distinct things.
24 1. It involves learning by doing, trying to bring about service improvement is central to the role of participants. 2. It develops knowledge, skills and experience by working with people's day-to- day challenges and opportunities. . . 3. It is outcome-focused, particularly on those positive outcomes that are meaningful to users and their supports. (Onyett, p.40) If these are indeed indicators then the program offers lot's of real-world, hands-on knowledge, skills, and experience in order to measurably impact the bottom line and those indicators of importance to the various stakeholder constituent groups (Kaplan & Norton, 1996). These measures could be grouped together into four groups, or cornerstones: Customer focus, stakeholder return and financial, processes, and organizational and individual learning, growth, and development (Kaplan & Norton, 2003). We might today add another category: organizational and individual ethics and morals (National Institute of Standards and Technology, 2009). This Baldrige-based arrangement is merely another possibility from the same pool of specific metrics or measures which filled the productivity, decision making, and turnover/retention buckets described above (Thomas, 2006). Cheng, Dainty, and Moore (2005) remind us that "evaluating behaviors" is "an underpinning component of the project management body of knowledge" (p. 39). They go on to suggest that they discovered, through an analytical study, eleven "behaviors that are generic in nature and underpin effectiveness in the project management role, with one additional competency apparently determined by the particular job role context of the project manager" (p. 39). Leadership Impact on the Bottom Line. The Hay Group (n.d.) completed research
25 which indicates "a direct correlation between superior leadership and bottom line performance" (Hay Group, 2003, para. 2). Their data shows that "up to 70% of differences in climate can be attributable to effective leadership and improvements in climate can impact performance by up to 30%" (Hay Group, 2003, para. 3). Their longitudinal work with IBM from 1996 through 2003 showed that leadership competencies can be identified, that effective use of specific leadership competencies drive performance excellence for work groups and organizations, and that organizationally-needed competencies can change over time due to changing external environments, challenges, and opportunities (Tischler, 2004). The Impact of Culture on Organizational Performance. Rashid, Sambasivan, and Johari (2003) note that organizational culture, a set of values, beliefs, and behavior patterns that form the core identity of organizations, and help in shaping employee's behavior, has an influence on the performance of the organization. Zenger, as quoted in Madsen and Gygi (2005), notes, organizational leadership is "ultimately all about results. If leaders do not produce good results for organizations, then they really aren't good leaders. They may be a wonderful human being, very ethical and honest... I don't think you could say they were very good leaders" (p. 92). A positive impact on the organization's results is paramount and an outcome of excellent leadership. Likewise, Reid and Hubbell (2005) write that organizational excellence is driven by a performance culture which is shaped by organizational leaders. Strategy and Organizational Performance. Bonomo and Pasternak (2005) note that senior leaders must "establish and communicate their strategic priorities" (p. 11) in order to deliver high performance in complex organizations. Blazey (1997) goes so far as to specify that a significant portion of senior leader's time, as much as 60% to 80%,
26 should be spent "in visible... (certain) leadership activities, such as goal setting, planning, reviewing performance, recognizing and rewarding high performance, and spending time understanding and communicating with customers and suppliers" (p. 63). Wongrassamee, Gardiner, and Simmons (2003) also suggest that performance must be measured by a set of "balanced" measures which are tied to an organization's "strategy and long-term vision" (p. 15). Schermerhorn and McCarthy (2004) suggest "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes effective functioning of the organization" (p. 46), impacts performance excellence. Leadership and Organizational Performance. Blazey (1997) states, "High- performing organizations outrun their competition by delivering increasing value to stakeholders and improving organizational capabilities" (p. 61). He also notes that good leaders "convey a sense of urgency to reduce the resistance to change that prevents the organization from taking the steps that these values demand. They serve as role models by reinforcing and communicating the core values by their words and actions; words alone are not enough." Along the same vein, Banko (2005) notes the Coast Guard's response to the Katrina "proved its leaders and rank and file were committed to the agency's mission, vision and values" (para. 4). Banko also notes the Coast Guard provides a "case study in how to manage change in an ever-changing world" (para. 4). Scott (2003) notes, "organizational performance is the result of a complex set of interactions among people; the methods, materials, and equipment they use; and the environment and culture in which they exist" (p. 26). Relationship Between Leadership Development and Conflict Management Whether the true definition of leadership is closer to the tactical – getting someone
27 to do something, something they might not want to do, in a way in which you can get them to do it over and over again – or to the lofty Covey (2004) – "communicating to people their worth and potential so clearly that they come to see it in themselves" (p. 98) – the tie between leadership and conflict management is clear. Managing conflict is a key leadership activity. Lipman-Blumen (2000) provides a mental model which is certainly useful in looking at both leadership development and conflict management. Lipman-Blumen's connective leadership model lays out the behaviors and achieving styles which address what Lipman-Blumen sees as the shifting tides in the world today: a world which is more connected, more interdependent, and more diverse than the world of yesteryear; the world of today and tomorrow demands new behaviors to ensure effectiveness. Lipman- Blumen's model provides a framework based on research and behaviors which are necessary for conflict management. Lipman-Blumen posits that as the world becomes more diverse and more connected, conflicts will be more inevitable. The leaders must be able to resolve conflicts effectively; Lipman-Blumen's leadership behaviors achieve that end. Lipman-Blumen's (2000) model for connective leadership has three general sets of behaviors. Instrumental behaviors maximize interactions; direct behaviors ensure mastery of one's own tasks; relational behaviors contribute to other's tasks. One of the relational behaviors is collaboration. "Collaboration turns out to be an important tool for resolving conflicts. Collaboration incorporates two related processes for solving complex problems in an interdependent world: resolving conflicts and advancing shared visions" (p. 112). Wilmot and Hocker (2001) state, "Collaboration demands the most constructive engagement of any of the conflict styles" (p. 161). In addition, they note collaboration
28 "provides a constructive response to the conflict" and in a variety of contexts results in "better decisions and greater satisfaction with partners" (p. 161). Bolton (1979) states, "Collaborative problem solving requires the use of listening skills, assertion skills, and the conflict resolution method" (p. 240). We see, then, that collaboration, fundamental for success in today's world according to Lipman-Blumen's model, provides also the fundamental building block for successful conflict resolution. Another necessary element in conflict resolution is a special form of empathy (Ramsbotham, Woohouse, & Miall, 2005). Lipman-Blumen (2000) notes that the "capacity to discern an ally within an opponent" (p. 207) is the same talent which helps "understand the other party's point of view" (p. 207). Covey (2004) places empathic listening, listening "within the other's frame of reference" (p. 192), as the highest form of listening on the listening continuum. This empathic listening, vital to conflict resolution (Bolton, 1979; Lulofs & Cahn, 2000; Moore, 2003), is a fundamental aspect of Lipman- Blumen's personal achieving style, one of the three styles of the instrumental behavior set. What does Connective Leadership tell us which can provide a foundation or input to leadership development in the U.S. Coast Guard? In many respects, the U.S. Coast Guard is an organization created and enmeshed in Lipman-Blumen's (1998) geopolitical era and trying to pull its way out of the muck of this era and dive into the connective era. The Coast Guard is currently undergoing a radical shift along its most fundamental ideologies. For years, longer than anyone currently in the Coast Guard has served, the Coast Guard has had two divisions at the delivery of services level: operations and marine safety. These two stovepipes have provided services to the public in overlapping geographic areas, each with its own ideology and culture. Following 9/11 and the new
29 port-level needs demanded by new mission areas, the Coast Guard's senior leadership decided to merge these disparate entities into single port-level organizations which provide all Coast Guard services in a given area. The service is finding itself entering an era when "connections among concepts, people, and the environment are tightening" (Lipman-Blumen, 2000) and predictions of "short-term coalitions, changing kaleidoscopically" (p. 8) and "flexible, fast-moving organizations" (p. 9) in a world in which connections and networks "take on new importance as major discontinuities server the links" (p. 10) to traditions seem to be on the threshold. The Coast Guard's 28 leadership competencies (U.S. Coast Guard, 2004b) provide Coast Guard personnel with a set of competencies which the service believes will ensure successful leadership during and beyond this time of change and uncertainty. The 28 competencies are divided into four broad categories: leading self, leading others, leading performance and change, and leading the Coast Guard. While these are not exactly similar to Lipman-Blumen's (2000) model, there is substantial overlap. Communication as leadership competency supporting conflict management. A key element in disputes and effective dispute resolution is communication. The transmission of message--or the non or incomplete transmission of message--is involved in every stage of dispute. All human interaction--including disputes--is based on communication. Communication is fundamental in interpersonal relationships, corporate relationships, and community relationships. To successfully communicate, barriers which block effective message transmission must be torn down. Effective communication is also predicated on all parties seeking common understanding and limiting action based on emotion as much as possible. Communication plays a role in both the escalation of conflict and the resolution of conflict. Effective practitioners of conflict resolution
30 understand communication and seek to increase the desire for common understanding and reduce the emotional action of the communication cycle. As Schwarz (1994) puts it, "Essentially communication involves exchanging information in a way that conveys meaning" (p. 25). Communication requires four components: the sender, the receiver, the medium, and the message. Undergirding this quartet is the need to encode and decode the message. The sender is the person who is sending the message. They create the message, encode the message – perhaps into words – and then convey the message. The receiver is on the receiving end. They must receive the message and decode the message to ascertain the meaning of the message. The medium is what is used to transmit the message. For instance, I am using words, written English, to transmit a message to you, the reader. The medium is the written word. Tonight, when my soon-to-be wife returns from babysitting the neighbor's child we will use the spoken word as the medium. We'll also trade messages through non-verbals or body language: a look, a touch, a posture. Spoken words are a medium as are various non-verbals. Other mediums could be art, such as paintings or statues. The message is the fourth component of the quartet. The message is the information which the sender is attempting to transmit. Covey (1989) suggests there are four forms of communication: writing, reading, speaking, and listening. For Covey, the action by the sender or the receiver is the form of communication; it takes both appropriate forms to have successful communication. In order for the sender to successfully communicate with the receiver, the message must be appropriately encoded, sent using the chosen medium, and decoded by the receiver. If, at any point, there's a breakdown, the communication will not occur. Perhaps a different message will be seemingly received by the receiver (mis-communication) or
31 no message will be received (non-communication). As Carkhuff (1983) notes, decoding the message uses observation that goes beyond the words the sender uses. "We must focus not only upon the words but also upon the tone of voice and the manner of presentation" (p. 47). Communication occurs at various levels of human interaction. The focus here is on interpersonal communication – communication (generally face-to-face) between two people or a small group of people. There are, of course, other types of communication including mass communication – communication using messages distributed to many people at one time, such as television and newspapers, in generally a one-way communication mode – and intrapersonal communication, our own self-talk and reflective communication. Bolton (1979) tells us, "Although interpersonal communication is humanity's greatest accomplishment, the average person does not communicate well" (p. 4). He goes on to say, "One of the ironies of modern civilization is that, though mechanical means of communication have been developed beyond the wildest flight of imagination, people often find it difficult to communicate face-to-face… we find it difficult to relate to those we love" (p. 4). For a multitude of reasons, true communication – sending out a real and true message which speaks to our inner self – is most difficult with those who we care about. And, often, even if we send out such a message, it is not received. Barriers to communication seem to abound. Barriers to communication. Gordon (as cited in Bolton, 1979) developed a "comprehensive list [of] the 'dirty dozen' of communication spoilers" (p. 15). These barriers to communication can be divided into three major categories: judging, sending
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subset: commoncrawl


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Camila Batmanghelidjh slams 'malicious' civil servants over Kids Company demise
Kids Company founder Camila Batmanghelidjh has accused "malicious" civil servants of helping to bring down the charity.
During a stormy appearance before MPs, the controversial charity boss denied that the organisation had been badly run.
She said that it had only been forced to fold after details were leaked that Scotland Yard had launched in investigation into historical sexual abuse at the charity.
Appearing before the Commons Public Administration and Constitutional Affairs Committee, she said the leak - just hours after they received a £3 million Government grant - was "suspicious".
"Only our finance person and the Cabinet Office knew that the money had hit our account. Suddenly out of the blue we get allegations that we don't even know relate to sexual abuse," she said.
"Within hours, it was all over the BBC and news outlets that these related to allegedly sexual abuse against children by Kids Company. That was the kiss of death for a charity dealing with children."
She added: "I have incredible nervousness about the type of briefings that have been flying around between Government and elements of the media. I think that democracy of this country is compromised by behaviours like this."
During a three-hour long hearing, Ms Batmanghelidjh and the chairman of the trustees, BBC creative director Alan Yentob, faced an intense grilling by MPs over the organisation's use of public money.
In a series of heated exchanges, Ms Batmanghelidjh repeatedly denied Kids Company had been a failing organisation and hit out at officials, who she said, had sought to undermine it.
"Some civil servants have been absolutely malicious and unprofessional and have behaved in ways that isn't respectful of a democracy and you need to look into this," she said.
Challenged by committee chairman Bernard Jenkin as to what evidence she had for her allegations, she replied: "I will produce it."


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Hello Crafters
Now before you panic, it definitely isn't my son I'm talking about! I just wanted to blog about these absolutely cute little creatures that I managed to acquire, and yes I shouldn't have, but hell I did! Some battles with the devil on your shoulder you just can't win!
- Lawn Fawn – Stitched Rectangle & Pierced Circle, Party Animal Stamps
- Marianne – Eline's Baby Animals & Eline's Baby Onesie
- Die'sire – Numbers found in The Range
- Spellbinders – Sentiments One
- Memory box – Drifting Ribbon
- White Card – Papermill Direct
- Patterned Card – The Range
These little creatures go together so quick and the only thing is the eyes and nose are very tiny, so you need a good pair of tweezers to pick them up and position them. Just look at those little faces……..! No I'm not broody, long past that stage, but I just love 'em! 🙂
Hope I put a smile on your face to start the week….
Kim x


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Montgomery Holst Realty
|Experience You Can Rely On...
Home ▪ Buying a Home ▪ Selling a Home ▪ Mortgage Calculator ▪ Make An Appointment
Conveniently located in the heart of downtown Plainview – on West Broadway – Montgomery Holst Realty has been serving the real estate needs of clients for over 40 years.
We are a full-service real estate agency dedicated to helping you realize your dreams of buying or selling…
Ø Single-family homes
Ø Rural acreages
Ø Farms
Ø New construction homes
Ø Townhomes
Ø Building lots
Ø Hunting and recreational land
Ø Income property
Ø 1031 tax-deferred property
We are the Plainview area's most established real estate office and it shows in how we serve our clients! We consistently list and sell 50 - 70% of all of the Plainview area listings – more than all other agents combined.
Our Business Style
At Montgomery Holst Realty, we don't believe in being a "high-pressure" type of agent in order to get, or keep, your business. We understand that we need to earn your trust.
Our business has thrived for 40+ years because satisfied clients share their good experience with others and refer us to family, friends, neighbors and acquaintances.
We go out of our way to make sure you are satisfied – after all, we'll be your neighbors!


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There are few in Canada who could deny that 2015 was a challenging year for companies.
This comes as no surprise given the macro challenges we faced. The price of oil brought the Canadian dollar tumbling down to the lowest it's been in a decade, the manufacturing industry stalled and unemployment rates rose at the end of the year.
While both the price of crude oil and the Canadian dollar remain low, we can look to the new government for potential changes in 2016. There's no denying that Canadian organizations spent 2015 weathering the economic storm and when it came to technology, they buckled down to maximize the potential of their existing infrastructures.
Despite these issues, spend on IT in Canadian companies remained static and largely unchanged.
While overall technology use in 2015 remained status quo, organizations did take steps towards change by evaluating their security efforts. Last year was peppered with breaches, in fact, two of the top five largest breaches ever to take place made headlines in 2015. It's no surprise that security concerns were at the top of minds for many organizations. However, companies primarily focused on the security of their networks – through access to apps and the Internet, but there was a lack of focus on securing what's really of value to an organization: the data. Fortunately, we foresee more importance placed on securing company data in 2016.
Looking ahead to this year, organizations will attempt do more with their IT. We'll see change towards a "cloud-first" mentality, with more organizations focusing on how data can be kept and stored safely externally. Organizations will also shift towards "webifying" – or digitizing – their apps, to migrate legacy apps and data to be more aligned with a mobile strategy. This need for a ubiquitous sense of secure access and increased demand and expectations from employees to have 'anytime, anywhere' access to company apps and data will escalate this up the chain of priorities.
While the current threat landscape demands that companies place significant value on security, the desire for greater flexibility will be a strong theme in 2016. We'll see that flexibility and security do not have to be mutually exclusive; they can complement each other.


text: Best Flooring Options for Kids Rooms Children need flooring that is both soft and durable. Something that will stand up to spills and roughhousing, but provide a soft, comfortable surface for quiet time. This can be a challenge for parents in the Boca Raton, Boynton Beach, Delray Beach, Deerfield Beach area. The team at Floor Coverings International Boca Raton is here to help you find the best flooring for… Posted by mark on September 25, 2017 No Comments Permalink


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Sunday, April 26, 2015 at 5:00pm
The Hank Levy Legacy Band, comprised of TU alumni and local jazz artists, presents a concert of the late Hank Levy's compositions to benefit the visiting artists endowment in his name. Levy was a well-known and much-loved faculty member who established the jazz program at Towson University as one of the most innovative in the country.
Proceeds benefit the TU Foundation
Academic Affairs, Fine Arts & Communication (College of), Music (Department of)
Tickets: $15 regular price, $10 seniors, $5 students
Login to interact with events, personalize your calendar, and get recommendations.


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Board of Directors
Dr. Dane Teter, President
Marcus Lussier, Vice President
Natalie Shore Peterson, Secretary
Diane Holdaway, Treasurer
Patrick J. Fisher, Member at Large
Jannet Malig, Member at Large
Ron Sylvester, Member at Large
C. Leonard Coduti, ex-officio
Hector Salazar, ex-officio
Board meetings are open to the public.
For information regarding the location of
our next meeting, please contact us.
Our next board meeting will be on:
Monday, August 13, 2018
7:00-10:00 p.m.


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Roadworks on Kirkgate roundabout are causing huge tailbacks this morning with parts of the road are coned off.
The area is undergoing huge changes which includes the old subways being filled in and roadworks have already been in place for months.
However, traffic is backed up to Crofton along Doncaster Road this morning, possibly not helped by a rail strike as more people are likely to have driven into the city.
There is also stationary traffic on the A61 Barnsley Road where it meets Doncaster Road.


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Cultural Resources Survey of the Chattahoochee River Reregulation Dam and Lake Forsyth and Gwinnett Counties, Georgia
Author(s): Thomas H. Gresham
Year: 1986
This resource is a citation record only, the Center for Digital Antiquity does not have a copy of this document. The information in this record has been migrated into tDAR from the National Archaeological Database Reports Module (NADB-R) and updated. Most NADB-R records consist of a document citation and other metadata but do not have the documents themselves uploaded.
If you have a digital copy of the document and would like to have it curated in tDAR, please contact us at email@example.com.
Cite this Record
Cultural Resources Survey of the Chattahoochee River Reregulation Dam and Lake Forsyth and Gwinnett Counties, Georgia. Thomas H. Gresham. 1986 ( tDAR id: 155541)
This Resource is Part of the Following Collections
Investigation Types
Archaeological Overview
Buford Dam • Cultural Resource • Dam
Spatial Coverage
min long: -84.277; min lat: 33.753 ; max long: -83.799; max lat: 34.335 ;
Individual & Institutional Roles
Sponsor(s): Army Corps of Engineers; Southeastern Archeological Services, Inc
Prepared By(s): U.S. Army Corps of Engineers
Record Identifiers
NADB document id number(s): 551674
NADB citation id number(s): 000000069157
General Note: Sent from: U.S. Army Corps of Engineers
General Note: Contract number: DACW21-86-M-0549
General Note: Submitted to: Southeastern Archeological Services, Inc


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Dubai, UAE Entry Visa »
Best Price on Dubai Transit Visa and Dubai Tourist Visa. We are Specialist in providing Fast & Reliable visa service with minimum requirements in United Arab Emirates!
- You are here
- Home
- America and The Caribbean
- Argentina
- Buenos Aires
725 Continental Hotel, Argentina
Location: Av. Roque Saenz Peña 725 City of Buenos Aires, Argentina
|Hotel Description
|Hotel Accommodation
|Dining & Entertainment
|Facilities & Services
Hotel Description
Come discover the unique character of 725 Continental Hotel, a landmark hotel that delivers first-class luxury and style in downtown Buenos Aires, Argentina. A striking porteño building erected in 1927 by renowned architect Alejandro Bustillo, the hotel has been fully modernized with every contemporary luxury, resulting in a stylish destination equally suited for business and holiday travel.
Location Map: Show the Map
[ Top ]
Our 192 spacious rooms and suites all feature fully stocked mini-bars, bathrobes and slippers, free wireless Internet access and 24-hour room service.
Room Types
- Superior Room
- Executive Room
- 725 Room
- Diagonal Suite
- Continental Suite
Dining and Entertainment
• Cetrino - invites you to enjoy an energetic American Buffet breakfast with light gastronomy and omelettes prepared by our chef on sight, champagne and a wide variety of specialty dishes.
• Las Terrazas (The Terraces) Bar - Visitors seeking to sip cocktails with a view of the domes of Buenos Aires can ascend to Las Terrazas (The Terraces) Bar, an exclusive spot located next to our terrace pool and solarium.
• Bar/Bistro 725 - Guests should also be sure to visit our famous Bar and Bistro 725, which serves signature cocktails and wines complemented by traditional Spanish tapas, cheeses, finger foods, sandwiches and salads.
Facilities and Services
- 24-hour room service.
- International and local newspapers.
- Business center.
- Sauna
- Solarium
- Outdoor heated pool
- Messages box
- Internet (Wi-Fi) throughout the hotel.
- Fitness center.
- Laundry service.
- Medical assistance.
- 24-hour parking garage in the vicinity of the hotel (surcharge).
- 24-hour security.
- Professional concierge services, including dining, sightseeing and shopping recommendations.
- Multilingual staff.
[ Top ]
Important Information
Any valid I.D. (passport or driver's license) will be required upon check-in.
Check-in: 14:00
Check out: 11:00
Pets are not allowed.
[ Top ]
Tours and Excursions
Other Services
Discount Airfare
Search flight availability in real-time and Enjoy our Special Deals!
Vacation Packages
Vacation Packages, Holiday Packages to any destination...
Car Rental
Great prices on the widest range of cars all over the World...
Airport Transfer
Offers the easiest and most cost effective airport transfer...


text:
Being idealistic can have its downfalls. Expecting a certain level of vested interest from colleagues doesn't seem too crazy, but it can cause problems when working in a team environment. Group projects, team homework assignments, steering committees - all require a level of commitment from everyone involved, though motivations for that involvement may vary, and that's where we get the death of naivete.
In school we see this problem in group projects. Invariably the hard-working over-achievers get stuck with a lemon, and spend much of group time convincing said lemon what needs to be done. Worse, the group is forced to teach aforementioned lemon concepts learned in class because he or she wasn't interested in paying attention.
Retribution can be had through the process of peer evaluation. However, when that peer evaluation is only a small percentage of the final grade, one wonders about the effectiveness of a scathing review.
The Death of Naivete is when we believe everyone working with us holds the same motivations and interest in achieving organizational success. Let me clarify: everyone wants to see the organization succeed, but the reason they desire it is different.
Examples of those different motivations?
Idealistic : The good of the organization, the good of the clients/customers, satisfaction of a job well done,
Realistic: all of the above plus higher organizational profits, bigger paychecks, self promotion, etc.
Some motivations are to serve the self and some are to serve the organization.
As we begin to realize that another team member is not as vested or interested in the success of our project, our naivete begins to die a slow, agonizing death. We may become a bit jaded and increasingly frustrated that these few, who agreed to help the rest of us, were agreeing out of an interest of personal gain. Rather than hoping to see a successful project, they wished to obtain a bit credit for that success through as little effort as possible.
Perhaps their motivation has many facets, and the personal gain is just one, but we can't help but roll our eyes as they produce yet another excuse as to why they cannot participate in team activities, or finish their assigned portion of the work. Inside we scream, "Then why did you sign up???" Sometimes we add a sarcastic, "Duh, we're all busy yet we manage to pull our weight."
The most important thing to remember is that the Death of Naivete is a process. Like any death, we experience grief. A brief illustration:
Shock: What? Why are they not doing their part? Don't they want us to succeed?
Denial: They want to do a good job, they're just really busy. If we leave them alone it'll eventually come together.
Inward Anger: Why am I such a tool? I don't want the team to do a bad job, so I cover the slack, but seriously, stop being such a push over!
Outward Anger: Wait a minute, why am I blaming myself for this stress? That jerk is the one who isn't participating. I'm talking to their boss/professor!
Depression: No one cares about what we're trying to accomplish. They're just in it for themselves, and I can't persuade them otherwise. The world's going to hell in a handbasket.
Acceptance: Okay, so they aren't going to do their part. The other team members will share the burden, and we'll finish the project successfully. We can deal with any issues afterward.


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A resource for working with young people and addressing the role of pornography.
What's In A Story is a four-lesson resource kit for Year 10 teachers. It is designed to help young people understand that the pornography they may be seeing or seeking out isn't real.
The resource is designed to give students the skills to unpick what they are seeing and to understand it is heavily edited and modified.
This is a free electronic resource. No hard copy components are supplied.
To receive a copy of this resource email firstname.lastname@example.com and request it.
Please note: You are not able to add this resource to your shopping cart.


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Fifth Annual Prevail Cup
Oak Park | Website
This event occurred in the past.
Map | Find Parking
This event represents the sportsmanlike competition between crosstown "rivals" Oak Park River Forest High School and Fenwick High School boys' varsity soccer. Taking place at Oak Park River Forest High School Stadium, the winning team gets to keep the traveling Prevail Cup trophy for that year. Donations collected at this event allow Housing Forward the opportunity to increase community awareness about those facing homelessness.