Discussion #1: Leadership
There have been many definitions of leadership offered over the years, and much research to try and determine what makes a good leader. A definition provided by Northouse (2013, p. 5) is as good as any: “Leadership is a process whereby an individual influences a group of individuals to achieve a common goal.
Broadly speaking, there are two main groups of theories. One holds that leaders are born; that there are certain characteristics some people have that make them leaders. This is called the Traits Approach. Unfortunately, there is little agreement on what these traits and some sources suggest dozens, but intelligence, self-confidence, determination, integrity and sociability seem to lead the way.
The second camp believes that people can learn to be leaders by working on certain skills — the Skills Approach. These skills can be broken down into three areas: conceptual skills; technical skills; and human skills.
Check out the following short clips of some of the greatest leadership speeches in modern history as supplemental sources for these discussions. Select at least two, no more than three of the four topics for response.
https://www.youtube.com/watch?v=mxa4HDgfWFs (Kennedy, 4 min)
https://www.youtube.com/watch?v=q7vtWB4owdE (Animal House, 3 min)
Question: Are leaders born or can individuals learn to be leaders?
Major Anxiety; Where have all the leaders gone?
According to the economist, John Kenneth Galbraith, “All of the great leaders have had one characteristic in common: it was the willingness to confront unequivocally the major anxiety of their people in their time. This, and not much else, is the essence of leadership.”
Another, more cynical source, defines a leader as someone who finds a parade and then runs to get in front (author unknown). Finally, here’s another: “Leadership is a gift. It is given by those who follow” (Gen. Mark Welsh, Chief of Staff, USAF).
There is general agreement that America is facing a number of “anxieties” (which I will not list). The major political parties do not seem to be able to reach a consensus in addressing these anxieties. Using the readings as references (your response may be your opinion, but if you use concepts or material from one of the authors, give them proper credit, otherwise it’s plagiarism), respond to this question and the topics below.
Question: Do you agree or disagree with Galbraith? What is the “major anxiety” in the U.S. at this time?
Main Topic 1.2~Trait or Process
The readings use terms like trait and process in discussing leadership. What is the difference? (Cite your source) Which do you believe is more predominate in leaders?
Main Topic 1.3~ Where have the leaders gone?
In years past we had Washington, Adams, Franklin, Jefferson, Lincoln, Roosevelt, King, et al. Are there any leaders of their dimension out there today? If so, who are they? Are they leaders because of their traits, skills, style, or situation?
Main Topic 1.4~Leaders & Managers
Is leadership and management the same thing? Are managers leaders by default?

Please create a presentation of seven to 10 slides briefing the class about your final paper.
Below each slide is a textbox. Please use this as well to write your script for each slide.
Your presentation should be succinct, but it should also convey at least the main three most important points of the paper.
You should reference at least three scholarly sources in your presentation.
Please see the URL below on making and innovative power point presentation:
http://www.udemy.com/blog/best-powerpoint-presentations/
Please make the presentation as entertaining as possible.
Here is a sample outline for the power point presentation:
Slide 1: Title page
Slide 2: Introduction
Slide 3: Point 1
Slide 4: Point 2
Slide 5: Point 3
Slide 6: Synthesis
Slide 7: Synthesis
Slide 8: Conclusion
Slides 9-10: Reference list.
attachment520Final.docx

Medical Leave Case Scenario
Julie Rice works for a computer company where she has been employed for four years as a lead supervisor. During the past two years Julie’s mother has needed frequent medical attention for her diabetes. Being an only child, Julie has helped her mother as often as her work schedule would allow. Unfortunately during the past two years, her mother’s condition has worsened.
Julie asked the firm for and was granted an unpaid leave to care for her mother in accordance with FMLA and company policy. The agreement stated that Julie could miss work every Friday for 60 weeks rather than taking time off 12 straight weeks. At the end of the 60 weeks Julie returned to work full time and immediately began missing work to care for her mother until all of her allotted vacation and sick leave were exhausted. She then asked that her Friday leave be extended indefinitely because her mother’s condition remained serious and she required ongoing assistance.
The HR director was uncertain what the response should be. The firm needed Julie to be at work regularly because of the increasingly heavy workload, the fact that her job duties were critical and because other supervisors and employees preferred not to have to cover for her. On the other hand Julie was an excellent supervisor and had worked for four years at this company. In addition everyone was concerned about Julie and her mother’s welfare and wanted to support them.
The policy manual reads as follows:
Employees who have worked for at least one year and worked 1,250 hours during the 12 months period preceding the commencement of the leave year are eligible to take up to 12 weeks of unpaid job protected leave for one or more of the following reasons:
Birth of a son or daughter of employee and to care for such son/daughter; placement of a son/daughter with employee for adoption or foster care; care for spouse, son, daughter, or parent of employee if said person has a serious health condition; or a serious health condition that makes the employee unable to perform function of the position of such employee.
e responsive and fair. What do you recommend1. Imagine you are an HR consultant to the organization involved in this situation. The organization wants to be responsive and fair. What do you recommend
Must be 300 words in APA format.

Social workers need to be able to identify cultural conceptions of illness and mental illness. Because studies show that anxiety and depression differ from culture to culture and within cultures, it is important to build skill using the Cultural Formulation Interview (CFI) to elicit how an individual has actually incorporated their cultural beliefs. While the core interview is a set of 16 questions, more detailed versions expand on each area. In this Assignment, you sensitively apply the CFI to your case collaboration partner as well as research how to address and individualize anxiety resources for your partner’s culture and needs.
To prepare:
• Read the Diaz (2017) article (ATTACHED) and take note of their experience using the CFI and the advantages they found in the process. Also note the minority stress concerns that arise in those working with anxiety issues in different cultures.
• Review the CFI questions (ATTACHED) and readings in the DSM-5 *ATTACHED) on cultural variations, syndromes, and idioms.
• Meet your collaboration partner and take turns administering the CFI questions (and any needed subsections) to each other. Your partner will role-play an anxiety issue but otherwise be as true to their own situation as possible.
• Observe how the CFI administration process goes and take any notes needed. Based on what you learn about your partner’s needs and culture, you may need to do further research in the suggested readings and library before submitting your Assignment.
Submit a 4-page paper in which you do the following:
• 1. Describe the skills or techniques you used to engage your partner during the CFI.
• 2. Explain which aspects of the CFI were the most helpful in learning about your partner’s personal view of the problem and situation.
• 3. Identify which relevant subsections of the CFI you used. Explain why you did (or did not) use a subsection as part of your assessment.
• 4. Analyze how you, as a social work treatment provider, might adjust interventions for the client, their individualized circumstances, and culture of origin.
• 5. Describe culturally appropriate evidence-based treatment recommendations for intervention. Support these recommendations with evidence from scholarly resources.
• 6. Recommend a specific evidence-based measurement instrument to validate the diagnosis and assess outcomes of treatment. Explain any cultural considerations you made when determining an appropriate instrument.