Respond to classmate post 1 on topic: Five Biblically-based leadership principles
Jesus is the epitome of a Servant Leader as stated in Matthew 20:26-28. (Blanchard, Hodges, & Hendry, 2016, p. 6). Jesus was a leader because he led by example and helped serve with his disciples rather than being served by them and allowing them to do all of the work, making Servant Leadership a Biblically-based leadership principle.
Life role leadership is leadership that a person partakes in everyday unknowingly (Blanchard, Hodges, & Hendry, 2016, p. 4) Life role leaders function in enduring relationships as parents, spouses, siblings, friends, and citizens (Blanchard, Hodges, & Hendry, 2016, p. 5). A life role leadership position is not one that can be given up or ignored easily (Blanchard, Hodges, & Hendry, 2016, p. 5).
Organizational leadership leaders are people with a higher-up or empowering position that not only serves the leader but serves there team or organization as well (Blanchard, Hodges, & Hendry, 2016, p. 5). This type of leadership takes place in temporary environments that change frequently (Blanchard, Hodges, & Hendry, 2016, p. 5).
Situational Leadership is when a leader adjusts to the situation to accommodate everyone (Blanchard, Hodges, & Hendry, 2016, p. 11). This type of leader is particular and direct with what they want and how they want it (Blanchard, Hodges & Hendry, 2016, p. 11). Jesus was the greatest situational leader of all times (Blanchard, Hodges, & Hendry, 2016, p. 11).
The most essential biblical-based leadership principle is always to have faith. Even if the instruction from God is unclear at the moment, it will eventually (Blanchard, Hodges, & Hendry, 2016, p. 18). When Jesus told Peter to go back out to catch fish and Peter was confused but still did what Jesus told him to do; Peter was blessed with an abundance of fish (Blanchard, Hodges, & Hendry, 2016, p. 18). Jesus blessed Peter with the fish because he kept his faith.
Blanchard, K., Hodges, P., & Hendry, P. (2016). Lead Like Jesus. Nashville: W Publishing.
Respond to classmate post 2 on topic: What “disparate impact” is including an
Classmate Post 2:
In Human Resource Management, John Ivancevich defines disparate impact as unintentional discrimination [that] occurs when a racially neutral employment practice has the effect of disproportionately excluding a group based upon a protected category (2012). Although unintentional, the methods by which employers choose whom to hire can be very damaging practices. The case of Griggs v. Duke Power Company was the first disparate impact case. At first, North Carolinas Duke Power Company openly discriminated against African Americans (Guerin, n.d.). After Title VII went into effect, they changed their policies to appear racially neutral, but in reality, they were still discriminatory (Guerin, n.d.).
The real horror of disparate impact is that it masks itself as appearing neutral and equal to everyone. For example, requiring credit checks for all candidates seems harmless, but in reality, it discriminates against applicants from lower income areas who may not have had the same opportunity as other candidates to build their credit (Yahnke, 2018). These tactics are detrimental to protected minorities, as it unfairly provides opportunities and advantages to certain groups of people. It is absolutely essential for recruiters and leaders of companies to ensure they are creating hiring practices that are inclusive to all candidates.
Guerin, L. (n.d.). Disparate Impact Discrimination. Retrieved from https://www.nolo.com/legal-encyclopedia/disparate-impact-discrimination.html
Ivancevich, J. (2012). Human Resource Management. New York, NY: McGraw Hill Publication
Yahnke, K. (2018, August 7). Disparate Impact & Treatment: The Definitive Guide. Retrieved from https://i-sight.com/resources/disparate-impact-treatment/