Final project proposal

Final project proposal

FINAL PROJECT PROPOSAL 4

Finalproject proposal

Institutionaffiliation

Finalproject proposal

Inthe first proposal, I suggested that there would be two alternativesto achieving the purpose of this project. The first alternative wasto introduce evening classes to willing managers and/or leaders ofcertain organizations so that they can be taught on the importance ofinterpersonal skills. They will be taught on the importance of suchskills, how to achieve them, and how to implement them at workplaces.After the introduction of that training program, the workers will beinterviewed to assess the level of success of the program. The secondalternative was to issue relevant reading materials that will educateleaders on interpersonal skills and their importance. There will besome changes in this area in that the second alternative will bescrapped off. That will leave the first alternative alone.Additionally, in the first alternative, not only workers will beinterviewed to assess efficiency. The leaders themselves will also beinterviewed to determine the changes they have observed in the peoplethey follow.

Thisproject proposal will draw heavily on the work of Van de Valk (2010).The reason for this choice is that Van De Valk (2010) discusses theinfluence of social capital on leadership. He understands the needfor networking and creation of social networks for the success of abusiness. Van De Valk also exploits several methods of leadershipdevelopment and evaluation that this project can find useful. Theproject can adopt one of the many evaluation methods that Van De Valksuggests or combine various evaluation methods to achieve meaningfulresults.

Anotherpiece of work that will be drawn on heavily is the work of Burnsand Martin (2010). In the work of these two authors, the focus is onbuilding a good relationship with the workers as one of the ways ofimproving organizational performance and commanding respect of theworkers. The two believe that times are changing, which calls for achange in leadership styles if organizations have to keep up with thechange. The change they suggest is one in which leaders focus on theworkers from a social perspective.

Thisproject will be an equivalent of a comprehensive final exam becauseit is handling a relatively new concept that has not been handled byso many researchers. Therefore, it will be among the few works thathave been conducted in this area. It will open the way for futureresearch and expansion about the subject. It will also involve doingsome real fieldwork and assessing the impact it had on theperformance of the chosen organizations. One of the major challengesthat I fear may pose a major bottleneck to the success of thisproject is getting leaders to sign up for classes. My solution tothis problem is to make the classes as short as possible. The contactmade with the leaders does not have to be face-to-face. The managersor leaders can be contacted through text messages, phone calls, andemails among other methods. This would make it easy for the subjectsand make them more willing to cooperate. The assessment will also bedone through issuance of questionnaires as opposed to face-to-faceinterviews. Enough time will be allowed for the workers to writetheir responses without feeling pushed or hurried.

References

Burns,G., &amp Martin, B. N. (2010). Examination of the Effectiveness ofMale and Female Educational Leaders Who Made Use of the InvitationalLeadership Style of Leadership. Journalof Invitational Theory and Practice,16,30-56.

VanDe Valk, L. J., &amp Constas, M. A. (2010). A Methodological ReviewOf Research On Leadership Development And Social Capital: Is There ACause And Effect Relationship? AdultEducation Quarterly.