1. Dispositions Self-Assessment Survey
For each of the following dispositions, check the corresponding
box to rank how you currently value the disposition on a scale
from strongly agree to strongly disagree:
Dispositions Self-Assessment Survey
Strongly Agree
Agree
Undecided
Disagree
Strongly Disagree
Educators should believe that all students can learn and should
set and support realistic expectations for student
success.☐☐☐☐☐
Educators should be sensitive to individual learning and social
needs of students and embrace the cultural diversity of the
community.☐☐☐☐☐
Educators should promote social justice and equity, maintain
appropriate standards of confidentiality, and exercise fairness in
all areas including assessment.☐☐☐☐☐
Educators should exercise sound judgment and ethical
behavior.☐☐☐☐☐
Educators should recognize that reflection combined with
experience leads to growth as a professional.☐☐☐☐☐
Educators should promote and support curiosity and encourage
active inquiry.☐☐☐☐☐
Educators should model integrity by their words and
actions.☐☐☐☐☐
Educators should demonstrate professional friendliness,
warmth, and genuine caring in their relationships with others

2. while providing intellectual, emotional, and spiritual
support.☐☐☐☐☐
Teachers understand the impact of community involvement and
servant leadership as it applies to the welfare of others in the
educational setting.☐☐☐☐☐
Educators should be committed to the profession of teaching
and learning.☐☐☐☐☐
© 2014. Grand Canyon University. All Rights Reserved.
Topic: Ethic issue about the developed countries take advantage
on the developing countries ‘s resources.
Work on the research paper base on these contents:
Ethical theory:
Utilitarian: Comparing benefit and costs, action is ethical if net
benefits exceed net costs. But it is difficult to measure some
human and social costs (majority may disregard right minority).
Rights: Respecting entitlements. Basic human rights are
respected. It is difficult to balance conflicting rights.
Justice: Distributing fair shares. Benefits and cost are fairly
distributed. Difficult to measure benefits and cost, lack of
agreement on fair shares.
Ethic Integrity: Truth, Law, Concern for others, Consistency _
case, Consistency _ Do & Say.
Ethical Intensity:
Magnitude of Consequences: any action, decision on your part
cause harmful to other people?
Probability of effect: Take this action and concern what is
likely it will hurt (90% hurtdon’t do that action, 10% hurt do
it).
Social consensus: General agree or disagree, How many people
accept that harmful and how many people don’t?
Temporal immediacy: The length of time between your decision
and harm, the shorter time the more work it is.

3. Proximity: How close you are to proximity.
“Rest” Model:
Moral Awareness: recognize ethical in your decision.
Moral judgment: Identify the right course of actions.
Moral Intent: being committed to the right course of action.
Ethical behavior: Result.
Follow the instructor from phrase 1 to phrase 4 to work on the
research:
Phase I: Theory/Hypotheses: In this first phase, a theory is
built about leadership behavior or leader ethical behavior and
how those behaviors impact employee performance. Using text
material, research, readings, and in-depth interviews (each will
interview at least two people; the people interviewed must be
employed full-time and not attending Troy University, and
hopefully, those interviewed will be as different from one
another as possible). The specific interview questions will be
left up to you, but you should explore the interview subjects’
beliefs about which leadership or ethical behaviors are
important, and how these behaviors affect employee
performance. Let them tell you what is important! Do not
provide a set of concepts for them! For example, one interview
question might be: “When you think about times that you had
good leadership, what specific leader behaviors contributed to
how you performed?” or “When you think about good ethical
leaders, what behaviors stand out as being particularly effective
in changing employee behavior/performance?” Your project can
focus on the concepts in this course, but should go beyond those
concepts as well.
Phase II: Interview Method Description: This section of your
research paper should describe your interview participants (no
names or other identifying information), the questions asked in
the interviews, the participants’ responses to the interview
questions, and the themes/concepts that emerged from the
interviews.

4. Phase III: Incorporate Interview Data into Theory and
Hypotheses: Once your interviews are completed, you will
distill the most interesting themes from your interviews and
convert those into specific predictions that can be tested with
data. Hypotheses can focus on the concepts in this course, but
(again) should go beyond these concepts as well. Feel free to
focus on the concepts that interest you or your team.
Incorporate your interview data into your Leadership Theory.
Explicitly show the changes you made to your original
Leadership Theory based on the interviews. Express your
theory in diagram form.
Phase IV: Recommendations for practicing managers: Use this
section of your paper to make recommendations to practicing
managers based on your theory and the interview data that you
collected. No two individuals/teams may present the same
leadership theory. To meet the threshold for a B grade, no
fewer than 10, non-textbook, relevant references must be used
and cited [use the APA Publication Manual for citation style;
this is very important for electronic sources--Internet, etc.]. At
least ten sources are required; with at least eight of those
sources from current (2013-2018), reputable, peer-reviewed
journals. The other sources may include academic and
professional periodicals, government publications (to include
CD ROM resources), magazines, and newspaper articles. All
work submitted must be the original work of the student(s), and
will be checked for originality using online software
(Turnitin.com). Plagiarism will result in a failing grade for the
project, and possible for the course [see Cheating Policy]. This
paper should be between 10 and 14 pages in length—hopefully
no more than 15 pages. Number all pages and use American
Psychological Association (APA) format, 12-point font, double-
spacing (LS = 2), paragraph indention, section headings, and
submit in MS-Word format. This is expected to be a scholarly
project. It will include a title page, executive summary,
research report body including introduction,
theory/problem/issue, and recommendations/suggestions for

5. managers, (at least one) graphic(s), and references page.
Grades will be based on scholarship, application of course
material, use of course research concepts, coherence, reference
quality, format, and grammatical correctness, and all research
projects will be rated and/or ranked within the class, and grades
assigned accordingly (in line with the ratings/rankings). Your
work should look business-like and professional. Written
assignments displaying disproportionately poor grammar or a
poor quality of written communication skills will be assigned a
grade that is at least one letter grade lower than might otherwise
have been assigned.
I also attached the sample file with different topic for you to
follow.
TROY UNIVERSITY – SORRELL COLLEGE OF BUSINESS
MGT 6615 – Spring Semester, 2016
Leadership Effectiveness just does not
virtually come from college degrees
Instructor: Prof. Robert Wheatley
Ethical Leadership & Management in Global Economy
Students: Kim Huynh (1407126)
Thang Nguyen (1330394)
March 30th, 2016

6. Introduction
Within the recent decades, dealing with human resources in
business or any other fields has never been an easy task. The
invisible obstacles that a lot of recruiting managers have faced
were how a good college degree could measure the effectiveness
of leadership from students are. According to Kokemuller;
managers believe that good leadership is like the light,
permeating into every aspect of business; poor leadership is like
the shadow, darkening many areas of organization In any
organizations, there is truly a visible extensively connectedness
between leaders and subordinates that might lead firms to
successfully grow up or incur failure over many years. The
majority of young people have chosen to be leaders as the main
path or ultimate target for them to pursue. In fact, a large
number of these persons perceived that obtaining good degrees
from well-known colleges or universities could strategically
generate an ideal leadership as their pursuit. A huge part of
society tends to presume and assert leadership would be the
term indicating beliefs of self-center whereas followers and
subordinates possess virtually less authority in decision making.
Obviously, leadership itself is not stacked under a solely
framework and is formed eligibly through an efficient process
(Helmrich, 2015). Therefore, we will focus on the question as to
where the effective leadership actually came from, a good
college degree, working experience or even multi incorporation
of different variables. This answer will be a key indicator for
increasing the productive performance of any individual or
organization generally.

7. Abstract
Drawing from the importance of relationship between college
degree and leadership capability, the entire research will study
multiple dimensions of potential attributes that lead to the level
of success for leader performance. In this research project, the
extent to which college degrees attainment will lead to an
effective leadership performance must undergo some other
crucial determinants including big five personality traits, career
experiences or emotional intelligence that serve as moderator
and mediator variables. Meanwhile, the theory of leadership
effectiveness process would be vividly illustrated through
multiple open-ended interview questions and detailed responses
from real business people within marketplace. Taken
importantly on all integral factors, these data would be
strategically helpful to support the primary hypothesis of
leadership capacity. Thus, a proper series of handy
recommendations could be articulated to better advocate future
managers or leaders and provide efficient outputs for the stake
of their companies.
I. Phase 1: Theory Hypothesis
Today, college degree is considered as one of the major tickets
that allow students or new young talents to land into any fields,
especially with leadership. A lot of managers who come from
various positions within different business areas assert college
years play a huge role for students to comprehend knowledge,
concepts or essential skills that help them succeed in the job
being performed over the future. In reality, some universities
have empirically places many courses that are applicable with
presentations, writing proficiency and team work activities for

8. their students. Ironically, there were a large number of
executives of human resources tended to articulate their
frustration about new pool of applicants. In her article, Bidwell
(2014) indicated the gap between hiring expectations and
realities need to be shrunk down rapidly. As mentioned earlier,
college degree and attainment are the very first step on the path
of pursuing effective leadership. College will give students
chance to gain knowledge, good examples and case studies
which help students earn good insight about the importance of
leadership in business areas.
Taking an intimate look at the aspect of leadership outcome
assessment, it is not so tough to realize how leaders might have
their jobs performed. Literally, effective leadership reflects the
capability of the leader who can accurately keep track of and
adjust the development of followers toward goal achievement.
In one organization, top executives who embrace important
positions will determine best ways of judging capacity from
leaders are relied heavily on productivity, overall rate of
increase revenue or from feedbacks of other co-workers
(Economy, 2014).
In general, the effectiveness of leadership might need additional
components, not only a good college degree but also
experiences from reality practices. Interestingly, emotional
intelligence (known as self-awareness or EQ) is also playing a
crucial role to accelerate job performance. Thinking of it in a
simple way, a leader who calmly evaluates situations and stays
in control seems to have higher success probability rather than
one gets out of control when under stress. The nature of EQ
characteristics also engage in the practices of motivating,
empathizing or even self-regulating with other members of
entire team. More specifically, this concept will be analyzed
further critically in the third part of this project.
II. Phase 2: Interview method description
In this criterion, to provide a more in-depth extent of
connectivity between college degree and leadership

9. effectiveness, a preliminary research has been conducted via
open-ended interview questions method.There were eight
voluntary persons who are holding distinct job positions
participated in this survey. Typically, three of them are working
as human resource directors at a huge chain of restaurant, one is
the leader of community service club and other two are in
charge of executing productivity at real estate corporations,
lastly a manager at a manufacturing company in garment area in
Viet Nam. Each of these people responded with various answers
for every single question but most of them underscored
leadership stemmed from college degrees might not be an
adequate qualification for leadership emergence. The interview
was carried out with following standardized questions below:
1. Have you ever think of why you need to have college degree
relative to leadership in jobs or related business categories?
2. What are important values/characteristics that drive to
leader?
3. Do you think managers would perform the same thing as
leaders? If not, how do you distinguish between manager and
leader?
4. Tell a time when you failed as a leader and lesson
experienced from that?
In the first question, most of them primarily emphasize the
vitality of obtaining college degrees from 4 years to accumulate
knowledge and needed skills help young job seekers to better
match their fit positions. That being said, numerous schools
today have been importing new variety of innovative methods in
their business teaching to equip future students a more solid
tool for career path. For example, the one who come from real
estate corporation responded that recruiters would actively
screen through thousands of resumes and pick out qualified ones
for such merely a job opening. Thus, candidates who are listed
with a better qualified college degree can be chosen as the top
applicants. In terms of important values and characteristics of a
leader in question two, they affirmed that a great leader must
have the feature of positive attitude, confidence, creativity,

10. honesty and particularly well communication which have an
intimate association with extraversion factor in Big Five factors
model and will be discussed further in detail in later parts.
There are obvious differences being a leader and managers
regarding qualities in job performance of third question. For
them, managers will have the power to influence, administer
their subordinates to attain desired goals while leaders would
motivate, innovates people who work or follow them. In the last
question, one answer was revealed that the relationship between
leader and followers involved in deviated way of delegating
tasks specialized for each individual and that matter took a
while to be figured out along with pertinent resolutions.
III. Phase 3: Incorporate Interview Data into Theory and
Hypothesis
a). The Leader Traits
“Leaders are people who do the right thing; managers are people
who do things right” (Robert, 2010). Certainly, leadership can
be viewed as the art of influencing a team toward goal
achievement. These all statements could be accurate because the
leadership is a process whereas an individual influences a group
of followers to achieve a desired goal, good leaders set the
direction and build an inspiring vision or create something
newly valuable to subordinates. Besides, leaders need to
motivate their employees and work with them hardly to get the
final good results within organization. Apparently, in order to
get the effectiveness of leadership, people need to have ongoing
process about improving communication, commitment,
inspiration and confidence. These elements might contribute
managers a power to better control and have positive influence
on people. These factors are considered to associate with the
Big Five Traits which will create a good leader with good soft
skills in management and development.
After interviewing with many managers at different positions in
various companies, there are two things managers need to take
into account that self-discipline & self-awareness are

11. sustainable factors for self-development. When making an
interview with a cutting manager at Fashion Garment Limited
Company through phone with question: “What are important
values/characteristics that drive to leader”? In his response, he
said he manages roughly 200 employees in Cutting &
Warehouse Departments, he needs to solve various difficult
duties within a day, and he confessed that self-discipline and
self-awareness are the most important tools in management.
Simply, people need to have their own rules in working to
follow and gain the highest outcome as possible in business
while self-awareness helps people to study and adapt the local
environment such as: people attitude & behavior, how
employees work and how they communicate with each other.
These things need to get a deeper insight if people want to
become a good leader in such working environment.
Besides such criteria, there are some other crucial factors for
people to keep in mind about being ideal leaders. Those consist
of time management, creativity and flexibility. It means that
leader needs to actively and flexibly resolve problems in such a
proper way, and ensure not to hurt people or environment.
b). To become a global leader
In these days, we are living in a fast pace of technological
changing era which create numerous amazing modern
innovations. People are likely to get connected frequently closer
across the world through the Internet and computers.
Particularly, companies tend to diversify their work force by
adopting different demographic backgrounds, different class of
societies and education. Because they simply believe that a
huge diversity would generate a good foundation. “We
recognize, value, and affirm that social diversity contributes
richness to the University community and enhances the quality
of campus life for individuals and groups. We take pride in our
various achievements and we celebrate our differences.”
(University of California, San Francisco, 2014). That’s why
managers recently have been encountering numero us problems
in regulating their labor resources because their subordinates

12. are from different social levels or education backgrounds. A
good leader must learn and find out a rational way to
communicate with followers, inspire them to work together
cohesively toward goal achievement. Literally, a diverse
workforce whose possess varying points of view can provide a
larger pool of ideas and experiences within a group. The
organization can draw from that pool to meet business strategy
needs and the demand of customers more effectively (The
Multicultural Advantage, 2013).
c). The relationship among college degree, self-awareness,
experiences and Emotional Intelligence (EQ)
Emotional Intelligence (EQ) indicates the ability to read,
understand and manage one’s own emotions, and those people
around them. People with a high degree of emotional
intelligence would virtually know what they are feeling, what
their emotions mean, and how these emotions can affect
relatively to other people (Daniel Goleman, 2016). The Big Five
model depicted below contains most of leader’s aspects:
Openness, Conscientiousness, Extraversion, Agreeableness and
Neuroticism.
Effective Leadership Performance
College degree
Big Five Factors
· Openness
· Conscientiousness
· Extraversion
· Agreeableness
· Neuroticism
Figure 1.1 Leadership theory model
Emotional Intelligence (EQ)
Career experiences
According to the recent research, there is positive relationship
among Openness, Conscientiousness, Extraversion,

13. Agreeableness and leadership capacity (Northouse,2012).
However, Neuroticism is an exception which has adverse impact
on leadership capacity. Therefore, using Big Five Factors model
as mediator, we can predict the relationship among college
degree, experience, Emotional Intelligence (EQ) and effective
leadership performance.
After the interviews with eight managers, all of them show that
students nowadays are lacking of knowledge and needed
practical skills to exert leaderships. Empirically, managers
suggest that students need to go out there in the real job world
and learn more something valuable which is extremely good for
them in future ahead. Students need to be more flexible and
active in thinking and behaving compatibly with others. This
will support students’ career regarding some “soft skills” like
problem solving or team work skills. “You will get the most out
of activities that appeal to your interests. Set a leadership goal
for yourself. You don't have to do everything at once. Start
small - maybe you can only fit one or two projects into your
schedule this year. Remember, the more experience you have,
the easier it becomes to be an effective leader” (Peel District
School Board, 2016).
In brief, the evidence taken from mindtool article (2015) which
affirms Emotional Intelligence (EQ) can serve as an important
function that shapes the potentials of ideal leaders. To be clear,
a big number of researches have denoted EQ capability will
impact directly to the mindset among leaders and followers and
give out a more vivid picture of regulating people, specifically
in business world. The more time leaders spend to have a solid
understanding of emotions’ effect on people, the better they can
be more successful resulted from cohesive relationship between
leaders and followers (Economy, 2014).
IV. Phase 4: Recommendation for practicing managers:
To some extents, candidate should consider college degree as a
valid ticket but do not extremely appreciate it as necessarily
outweigh other factors. Obviously, there are still things more

14. valuable than college degrees like experience, enthusiasm,
passion and Emotional intelligent (EQ).These variables actually
help to maximize the capacity of leadership for any individual
and the performance of organizations – increasing productivity
and boosting the entire company’s outcome. Also, these traits
should be taken importantly by self-awareness from individual
and managers. If a company can ensure to sustain this, then it
would be rationally easy for them to obtain ultimate goals, high
productivity and strengthen workforce as a whole. Besides,
another great advice might arise from training programs in
which subordinates and employees can learn the way to be self-
aware and how to work well with people. Here, the training
program will become a guider as well as incentives to foster
talents and good people to perform more hard work and show
off all their abilities in workplace. Furthermore, meetings are
likely to be a string of connection among staffs and their
executives to effectively enhance the network and relationship
via the discussions of swapping information. Employees can
simultaneously learn more relevant soft skills from such
program which is considered as reinvesting on human resources.
In a nutshell, students as the young talents in future job
environment need to put hard studying on the scale that
proportionally and simultaneously concentrates on gaining more
leadership knowledge, empirical experiences, exert potential
from Big Five factor model to compete in the fierce market.
Because leadership is a process thus it inquires to practice every
single day and then grow up over time (Tuckler, 2014). The
bottom line is that there will be appending things come into
play to push someone the supreme of best leadership
performance rather than college degree alone.
References
1. Bidwell, A. (2014, February 25). Education Leaders: Time to
Rethink What a College Degree Promises. Retrieved March 17,
2016, from
http://www.usnews.com/news/articles/2014/02/25/education-

15. leaders-say-its-time-to-rethink-what-a-college-degree-promises
2. Chapter 12: Managing Diversity in the Workplace. (n.d.).
Retrieved March 17, 2016, from
http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter -12-
managing-diversity-in-the-workplace/
3. Economy, P. (2014, June 24). The 9 Traits That Define Great
Leadership. Retrieved March 03, 2016, from
http://www.inc.com/peter-economy/the-9-traits-that-define-
great-leadership.html
4. Emotional Intelligence in Leadership: Learning How to Be
More Aware. (2015, June 5). Retrieved March 03, 2016, from
https://www.mindtools.com/pages/article/newLDR_45.htm
5. Helmrich, B. (2015, June 19). 30 Ways to Define Leadership.
Retrieved March 17, 2016, from
http://www.businessnewsdaily.com/3647-leadership-
definition.html
6. J., Greenberg. (2014). Diversity in the Workplace: Benefits,
Challenges and
Solution
s. Retrieved March 03, 2016, from
http://www.multiculturaladvantage.com/recruit/diversity/diversi
ty-in-the-workplace-benefits-challenges-solutions.asp
7. Kokemuller, N. (n.d.). Poor Leadership & Its Effects on the
Staff and Company. Retrieved March 17, 2016, from
http://yourbusiness.azcentral.com/poor-leadership-its-effects-

16. staff-company-21754.html
8. Tips for Being an Effective School Leader. (2016). Retrieved
March 03, 2016, from
http://www.peelschools.org/students/studentactivitycouncil/tipsf
orbeingeffectiveschoolleader/Pages/default.aspx
9. Tucker, L. (2014, December 15). What Can You Do With a
Business Degree?. Retrieved March 17, 2016, from
http://www.topuniversities.com/student-info/careers-
advice/what-can-you-do-business-degree
10. Robert, S. (2010, August 11). True Leaders Are Also
Managers. Retrieved March 23, 2016, from
https://hbr.org/2010/08/true-leaders-are-also-managers
11. What is Leadership? (n.d.). Retrieved March 17, 2016, from
https://www.mindtools.com/pages/article/newLDR_41.htm
13