The Seven Deadly Sins (+ One)

The Seven Deadly Sins (+ One)

Wealth Without Work
Pleasure Without Conscience
Knowledge Without Character
Commerce Without Morality
Science Without Humanity
Worship Without Sacrifice
Politics Without Principle (Mahatma Gandhi)
and
Rights Without Responsibility (Arun Gandhi)

J.R. Ritchie

Saturday, April 23, 2011

Saturday April 23

I have added my Thesis paper to the tab "My senior thesis." If there are any changes needing made, please let me know. I will also have a tab for some of my IRB information for you to look at. I will make copies of the other and leave at your office since I am, at least at this point, not able to get them to copy onto the sight.

Thanks.

Friday, April 22, 2011

Friday April 22, 2011 preliminary proposal....

Is the project summary ok and have I given myself enough time to complete the drafts of the paper? It is hard to know when the paper must be in by -- is it before finals week? Thanks.


SUBJECT: Proposal to complete a research paper on the leadership principles within a culturally diverse, multi-faceted workforce with a specific study within the Digital Processing Center based in Orem, UT.

Statement of Thesis and Project Summary

This paper will examine the leadership principles and their evolution within the culturally diverse, multi-faceted workforce of the ODPC (Orem Digital Processing Center). The purpose of this paper is to propose changes within the ODPC and its leadership to improve efficiency and productivity. The anthropological make-up and leadership skill sets of each company can be drastically different; thus, an exploration of the ODPC’s past and present methods will illustrate the influences of the leadership principles upon the ODPC’s development.

In order to complete this project I will be using the ODPC in an ethnographic study, and scholarly literature, from both primary and secondary sources. By focusing on the behavior and communication strategies of the leadership within the ODPC I will demonstrate the effects on its development and growth.

When researching the evolution of the ODPC I will also be interpreting the anthropological make-up of the employees and missionaries. These interpretations, as well as the demonstration of the effects on its development, are applications of my Anthropology emphasis. My Leadership emphasis will direct the illustration of the leadership principles past and present. Both emphases will combine to contribute to an explanation of how the ODPC arrived at where it is at now, and to propose changes to improve its efficiency and productivity.

I will be using a qualitative methodology which will include analyzing the ethnographic study of the ODPC and leadership methods of scholarly writings. I have chosen a qualitative approach because it combines multiple disciplines within a study.

My methodology will include an analysis and interpretation of the development of the ODPC and its leadership principles. This analysis will provide a foundation for understanding the leadership principles, anthropological composition, and influences on development within the ODPC. This approach will allow me to explore the leadership methods within the ODPC, and ultimately, propose strategies for improvement.


Schedule for completion

Task Completed by

Library Loan applications submitted April 5, 2011

IRB Completed April 26, 2011

Background Research September 13, 2011

Bibliographic Research September 27, 2011

Interviews Completed October 4, 2011

First Draft Completed October 25, 2011

Second Draft Submitted November 8, 2011

Third Draft Submitted November 22, 2011

Final Paper Submitted December 6, 2011


Monday, April 4, 2011

Progress!!!

I have an email verifying that I can ask Professor Ritchie to be on my team, and an email to contact him through. I also have spoke with Professor Namie, and she is going to be my co-PI for the IRB and is going to be on the team! (just need to get the signatures now)

My IRB is almost ready to hand in. On Wednesday I will be getting the letter from my work giving me permission to do the study, and then I just want to have Professor Namie look the paperwork over before I hand it in. I also need one of you to sign the paper for the department.

The IRB sometimes take a couple weeks to get the confirmation back on, so what should I do if its not back by the end of the term?

Saturday, March 26, 2011

Week 7 - March 26

Well, this has been both a frustrating and productive week. Not much is ready to post, but I have been busy...

After many emails and phone calls I have found that not only do I need an IRB approval but need a letter from higher up in the company. So, again, many phone calls and emails later I have the process to get the letter and now have to hope I can get this letter before April 5 since I need this letter to even get the IRB process started. In the mean time I am furiously working on completing the IRB paperwork and carefully deciding what question I want, should and/or need to ask in the interviews. Thankfully I am also using a journal to track what I see and hear and do without asking specific questions.

Another problem I have found is that, where I had wanted to take Cap2 this summer, the Faculty that I was wanting to ask to help will not be around. So, this and the need of the IRB have put me behind on where I was wanting to be and what I can do when; thus, I have changed my plans and will be not taking classes this summer and waiting till Fall for Cap2. This, though, is still good because I now have all summer to continue to make progress on the research and hopefully making this a better paper in the end.

On other matters, I have found another article that is of some interest to my topic:

"Toward a theory of spiritual leadership" by Louis W. Fry
The Leadership Quarterly www.sciencedirect.com

I am reading through it a couple more times before writing my abstract. The nice thing about this article is that Mr. Fry has an email address listed with the article (if it is still workable since this article was posted in 2003) and I may contact him at some point when I have intelligent, thought out questions for him.

Saturday, March 19, 2011

Week 6 - March 19

I didn't get to posting for last week because my new grand-baby got to come visit for a while. But, he is gone (sad face), and I am back and re focused on what I need to complete my classes.

I have been working though, and plan to get everything posted over a couple posts... I have found a lot of information that has been posted on the LDS internet sites. How best do you reference this type of information in a bibliography? It seems that there is not a very good consensus on how to do this. I have posted one of the articles I found very interesting. They also have video interviews that I may be able to use that I am still going through.

I have also contacted Professor Namie about the possibility of needing an IRB or not and am just waiting for an answer from her. (Though, I am also looking through the paper work for one so I am closer to ready if I do need to go through the process to interview workers.)



https://home.ldschurch.org/Pages/Church-Service-Missionaries.aspx

Church Service Missionaries
14 Mar 2011

It’s October of 2010. Joel Moriyama sits alone in an office with papers strewn across his desk and half-opened moving boxes littering the floor. “We just moved in,” he says with a smile. It’s hard to imagine that this one quiet, humble man manages a workforce of 6,300 men and women across the world. These 6,300 people are not paid employees; they are volunteers in the Church-Service Missionary Program.

The Church-Service Missionary Program began in 1979 under the direction of President N. Eldon Tanner, and, as Brother Moriyama puts it, “it is still one of the better-kept secrets in the Church. Everyone knows about the full-time proselyting missionary program, but we’re the missionaries that work in the employee centers, storehouses, canneries, farms, recreational properties, institutes . . . we’re in almost every part of the Church.”

With Church-Service missionaries serving in so many capacities, it’s takes no less than a small army to accomplish their work. In 2009, the 20,000 members of the Church who served as volunteer missionaries at some point during the year logged 1.2 million hours. This determined army of volunteers grew by 7 percent last year and is expect to grow by at least another 7 percent this year.

While the number of paid Church employees is expected to stay flat, Church membership is expected to soar in the next decade. Thus, the quickly-widening gap created by the demands of a growing membership and the capacity of a static workforce will be filled by Church-Service missionaries. “There are lots of great members doing great things in lots of great places,” Brother Moriyama states, clearly pleased with his stewards.

No one knows better than Brother Moriyama how much the Church depends—how much he depends—on Church-Service missionaries. He says the best part of his job is standing alongside the thousands of men and women who labor so willingly and so tirelessly for the Lord. “But,” he says with a grin, “it’s pretty fast paced and challenging. There aren’t many opportunities where you can be involved in everything the Church does.”


But the blessings of volunteer service in the Church extend far beyond the direct recipients of those volunteer efforts. One Church-Service missionary explained that a mother of ten, with tears of gratitude streaming down her face, embraced him after he’d helped her at a Bishop’s Storehouse. “It’s those kinds of experiences,” the missionary says, “that make you go home at night, kneel down, and thank the Lord that He’s given you an opportunity to be in a position to serve individuals who are hurting and need assistance.”


Whether it’s baling hay, boxing supplies, or bringing healing to heads that hang down, that’s what serving a Church-Service mission is all about. It’s hugging those who hurt, helping those who need, and holding those whose heads that hang downall with a loving and willing heart. “Inasmuch as ye have done it unto the least of these, ye have done it unto me" (Matthew 25:40).

Saturday, March 5, 2011

Week 5 - March 5th

This week has been hectic! I have not found more relevant books/magazines for my bibliography, but I have found that there is a lot of first hand and work related research to do (and has been done already) by me. Because of the composition of the ODPC I have a natural emic (inside) and etic (outside) view at the same time of different parts of it... [the nice thing is that you spoke in class of it taking 10,000 hours to become an expert... I am not there, but have the last 3 1/2 years of work within the ODPC and 3 years of school classes that I have focused on learning more about working with this kind of business toward that expert status] Being an employee working with the missionaries I have an emic view of the business, but only an etic view of the missionary thought process.

In working on keeping focused I think I will attempt to the business. There is such a flux in the workplace right now... I am in on the changes, and helping to affect them. I see the possibility to write a paper on recommendations for changes, but at the same time, the changes may already come into being by the time this thesis is complete... how would that work? Could the paper be on the evolution toward a goal? Thus covering from the beginning (which started less than a year before I became part of it) to where it is and where we are working on going (and here my recommendations)?

Within the thesis paper I want to start with speaking about business styles of leadership and leading into the Mormon (LDS) style of leadership and then go into the specifics of the ODPC. (is this still too big?)

It was late this week when I was able to start working on finding out about an IRB and if I will need it. I have decided to try to get one to be on the safe side unless Prof. Namie says differently.

Question: I haven't asked Professor Ritchie yet, if he would want to be part of my team, but if I am using him as a resource, can I even consider him for part of it?

I have linked an internet site (on the side panel) to an interview I gave at the Gentech conference a couple weeks ago. It was impromptu and I was very nervous. They also didn't have the mic set up correctly, but still it shows some of what the scanner is and all. Though it might be interesting...

Sunday, February 27, 2011

Week 4 Leadership vs. Management

Going through my notes from J.B. Ritchie I have found some useful one's I am thinking of incorporating:

[A message published in the Wall Street Journal, by United Technologies Corporation, Hartford, Connecticut]

LET'S GET RID OF MANAGEMENT

People don't want to be managed.
They want to be led.
Whoever heard of a world manager?
World Leader, YES.
Educational Leader.
Scout Leader.
Business Leader.
They Lead.
They don't manage.
The carrot always wins over the stick.
Ask your horse.
You can LEAD your horse to water, but you can't MANAGE him to drink.
If you want to Manage somebody, manage yourself.
Do that well and you'll be ready to stop managing.
And start LEADING.

-----------------------


Organizational Cultures are Created by LEADERS!

The most decisive function
of LEADERSHIP is the
Creation,
Maintenance,
And -- if necessary,
The Destruction of culture.

---------------------

People look at life from their own perspective. Leaders must make an effort to understand the perspective of others. If people feel the leader is really trying to see things from their perspective, they will be more willing to listen and follow.

If you visualize a pyramid as an organization, the apex will be at the top (boss on top). If you visualize the pyramid with the apex on bottom (boss on bottom) you will see a different way an organization can work.

With the apex at the top, the leader is in command-and-control role. Management is strong into planning, tasks, control, feedback, and structure.

An alternative leadership-relationship is with the apex at the bottom where the leader is seen as supporting the organization rather than controlling it. Leaders support, develop, inspire and coach with a passion to inspire workers with a vision. The leaders role is to understand the needs, strengths, and weaknesses of the people and take appropriate action to prepare them to accomplish their tasks.

Since no one is completely one or the other, these variables are measured on a graph to show how much of each someone is.

The ultimate goal is to: Develop individuals, accomplish the tasks, and have fun.