Write a Division and Classification essay on friendship. Must be double spaced of 1000 words.Have some spelling errors.

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I only need the paper part.

please follow all information in the attached file.

1) What is “princess culture,” and how have movie-making corporations contributed to it? (104)

Princess culture is derived from Disney production movies that portray women to be princesses and their lives being dependent on finding a man and getting married. Many movies like Mulan, Snow White, Cinderella, and among others are used by movie-making corporations to display women as weak, inferior, who are needy in love and desperately need a man to take care of them. Thus, this kind of propaganda can cause young girls to feel like this is their only importance in life – being a princess and finding a man. Additionally, this development of thinking can result in a lot of misconceptions about marriage and being a princess, consequently, cause women to experience a lot of hurt for they will realize that movies do not always project the truth of reality. Moreover, one should know that being a princess is just an abstract it’s not real- and needing a man to always take care of you is also very misleading. Overall, in reality everyone is responsible for their own life and problems, so you can’t always expect that being a princess and finding a man would be the solution to everything because it’s not.

2) How do gender expectations make political campaigns difficult for female politicians such as Hillary Clinton and Sarah Palin? (123-124)

Gender expectations in this case contribute for a female political running for president to have masculine attributes. Such as, no crying, loud, bullheaded, tough and among others. Clinton was receiving popularity for her campaign in 2008 however, on her crying event, she was viewed as weak and unmanly, thus causes people to think she wasn’t going to be a prevailed candidate. Whereas, in Palin case she keeps staging a “family” image which pursued people to think maybe she was better at home doing housework. Indeed, we live in a patriarchal society and in order for women to take on men position such as being the president, then they will need to develop men attributions to gain respect from people, especially people in U.S.

3) What is the difference between transgender and transsexual? After reading “Real-Life Freaky Friday,” would you be uncomfortable living as a different gender – why or why not? (255-256)

Transgender is an individual who identify with the role that is the different from their biological sex. Whereas, transsexual is when transgender individuals who attempt to alter their bodies through medical interventions such as surgery and hormonal therapy—so that their physical being is better aligned with gender identity—. Yes, I would be uncomfortable living as a different gender for I would know that I am not being my authentic self. I feel like if I wanted to transform myself as a man and have surgeries and other related substances to feel like a man-I would be fooling myself because no matter how extent I go with the surgeries to become a man, deep down I know I will always be a female.

Thread

What discoveries have you made in your research and how does this information inform your ability to evaluate effective coaching and its impact on organizations?

Consider these guiding questions:

• What core concepts have you internalized about coaching? How will these concepts inform your approach in a developmental/coaching relationship?
• What values have you identified in the profession of organizational and executive coaching that you will use as the basis for integration of your faith?
• How can effective coaching impact the strategic outcomes of an organization’s leadership and therefore the organization itself?
• What key concepts can you articulate in managing the coaching relationship(s) that appear necessary in an effective coaching encounter?

Your thread must be 600–750 words. Cite sources, including the course texts, and include a reference list in current APA format.

Submit your thread by 11:59 p.m. (ET) on Saturday of Module 3/Week 5.

THIS IS THE ASSIGNMENT

Replies

Engage in a substantive discussion regarding the impact that your classmates’ ongoing research is having on their understanding of organizational and executive coaching. Your discussion must meet grading rubric specifications. Submit replies of 300–450 words each to at least 2 other students. Make sure that you are adding new and relevant information with each reply.

• Reading Bergquist & Mura: chs 1-6
• Underhill et al.: ch. 1=6

https://libraryofprofessionalcoaching.com/wp-app/wp-content/uploads/2014/10/coachbook.2nd-edition.pdf

https://www.scribd.com/read/134855349/Executive-Coaching-for-Results-The-Definitive-Guide-to-Developing-Organizational-Leaders

Isaiah Stanford

Liberty University

Advancements in organizational coaching have allowed businesses to grow and create a more successful environment. The purpose of this discussion post is to convey the many important coaching terms that have been researched and expanded upon throughout this course. Information is supported by the scholarly sources in the reference section.

Core Concepts

There are number of coaching core concepts from this course that have not yet been fully internalized but are also being used in the workplace. Coaches facilitate the exploration of needs, motivations, desires, skills and thought processes to assist the individual in making real, and lasting change (Skiem, 2018). This is the mindset put into action when adopting the course concepts that have played the largest role.
Freeing Communication

Freeing communication refers to the intensely attentive engagement of the coach, and the narrative being offered by the client (Berquist & Mura, 2011). Effective communication can help to foster a good working relationship between staff members, which can, in turn, improve morale and efficiency (Penn, Desyllas, & Vaughan, 1999). This is an integral part of the work environment. As a business leader, to achieve organizational success, it is imperative to develop trust with the staff. To generate this trust, freeing communication and supportiveness must be applied. By being supportive of an idea, the client can see the additional advantages inherent to the notion which gives the patron more confidence in oneself (Berquist & Mura, 2011). If supportiveness is established and trust is developed, organizational goals can be accomplished. It is crucial to communicate effectively in negotiations to ensure goals are achieved (Penn et al., 1999).

Freeing communication acts a gateway to developing a trusting relationship between colleagues, management, and staff (Skiem, 2018). By adopting the necessary skill set and assimilating this into the organization, the leadership approach is changed, thus facilitating organizational growth. This growth can potentially include more effective teamwork, improved conflict resolution, and business advancement. Being open-minded helps employees work through interpersonal or intra-team concerns that arise when people work in close quarters (Potocki, 2014). When a team works together to achieve problem resolution, this draws them closer, which creates a positive atmosphere that the enterprise desires. Being open-minded typically helps employees to become more adaptive to various work environments and job situations (Potocki, 2014).
Career Coaching

Career coaching involves assisting an individual by assessing where the individual’s career is now, and where it may go next (Underhill, McAnally, & Koriath, 2007). Leaders ranked career coaching as “most frequently used” after “leadership development” (Underhill et al., 2007). As an organizational leader, it is imperative that coaching strategies are integrated and effective to secure business success. An organizational leader who has been properly coached, is able to instill the techniques that have been learned to generate more growth within the corporation. A properly coached leader can prevent numerous problems within a firm (Skiem, 2018).

This concept has had the largest impact on the perspective of coaching efficacy. The reason for its popularity is the impact coaches have on the work environment. The “coaching” leadership style is venerated among employees because it makes them feel their boss or manager cares about their future (Evans & Lines, 2013). The primary focus of leadership should be to provide mentorship and instruction to the employees, so investment in the team members’ success is demonstrated. The “coaching” leadership style fosters positive employee morale. Organizational goals cannot be properly achieved if an incompetent leader is the one setting the standards (Evans & Lines, 2013).
Life Coaching

Life coaching focuses on assisting clients to set goals in other aspects of their life, rather than focusing exclusively on business objectives (Underhill et al., 2007). In this category of coaching, people choose parts of their life to improve, such as accomplishing a personal goal, successfully making changes or transitions, or better managing a section of their life (Underhill et. al, 2007). This style of coaching is one that also influences an organization’s staff. If there is a gap between where a person is now and where a person aspires to be, there is room for life coaching (Knight, 2007).

The technique of life coaching has swayed initial perceptions of the tool. Originally, it was viewed as a form of therapy. Now, there is a clearer delineation in the value that life coaching brings to an establishment. There are times that, in order to be more successful in business, personal work needs to be accomplished also (Knight, 2007). This ideology has transformed many leadership perspectives. Now, life coaches are professionally encouraged which helps to promote employee growth and institutional strength (Knight, 2007).

Faith Integration

Embracing faith inside the workplace is the genesis of establishing a faith-based business overall. Grounded techniques can create a more encouraging atmosphere, which can lead to better business success (Beers & Beers, 2008). Honoring God is the first and foremost reason to start incorporating faith. There are some paramount values to follow that serve as vital reminders of the greatest Coach in history—Jesus Christ.
Empowerment Coaching

Coaching techniques and concepts are deeply ingrained in biblical teachings. Empowerment coaching concentrates on the relationship between the client and the groups in which the client participates as a leader, facilitator, or member (Bergquist & Mura, 2011). The term “empowerment” is employed to emphasize the role of this type of behavioral coaching. It can help both the client and the group of which the client is a member, be not only more effective, but also more influential (Bergquist & Mura, 2011). This form of coaching is related to servant leadership. The servant-leader is a servant first and foremost. It begins with the natural feeling that one wants to minister to others. Then, conscious choice prompts one to strive to lead (Dooley, 2019). This type of leadership dates back to Jesus, the ultimate servant leader and coach. Jesus led by serving the disciples, and washing their feet (Keller & Alsdorf, 2016). An important cornerstone in serving God in the workplace, is servant leadership.
Christian Principles

It is not uncommon for the American Christian business person to compartmentalize faith, family, and business (Delbecq, 1999). The goal of coaching employees is to instill the idea of viewing work as glorifying God. All work should be done in service to God (Keller & Alsdorf, 2016). There is research that has shown that the cultivation of spirituality in firms might enhance employees’ well-being, instill a positive attitude toward work, and create a more amiable workplace. Employees’ spiritual well-being is found to have clear-cut impacts on their morale, ability to cope with stress, motivation levels, and productivity at the workplace (Lim, 2019). A similar study in Sri Lanka found that when business leaders embrace spirituality in the workplace, they also strive towards self-actualization and are more concerned with ethical decision making (Fernando & Nilakant, 2008). In view of the potential benefits of workers’ integrating religion, spirituality, and work, business leaders should create a pluralistic and supportive environment for employees to achieve faith integration at the workplace (Lim, 2019). The firm practice of these concepts is critical for a leader to establish a faith-based work environment.

Organizational Leadership

Window of Strengths

Coaching provides an invaluable space for personal development. This development extends throughout the corporation, from employees to managers. Not only is executive coaching a valuable tool, it has almost become a necessity. The growing pressure of global competition and the fast-paced business environment fuel the demand for increasingly effective business leaders (Dippenarr & Schapp, 2017). Executive coaching can promote growth, which capacitates better decision making in overcoming challenges. Companies pursue new techniques that will aid employees in prevailing over difficulties. These trials can be surmounted by an employee feeling more confident in the workplace. Executive coaches work to permanently enhance business behavior (Dippenarr & Schapp, 2017). As the leader works to infuse change in the business atmosphere, the proverbial appreciative window of strength opens. The appreciative window of strength offers one way to comprehend the insight gained from a grateful perspective and becomes a fundamental tool for the organizational coach (Berquist & Mura, 2011). If a company has employees from the top to the bottom focusing on the same mission, business success moves to the forefront. This creates the atmospheric conversion needed for problem solving and successful corporate change (Cheng, 2017).
Executive Coaching through Feedback

Strategic executive coaching that focuses on business needs as well as individual needs, is the key to achieving business results (Jones, Woods, & Guillaume, 2015). The importance is placed on the leader to align the company’s goals with the needs of an employee. This can be done through coordinated feedback. Some executives feel uncomfortable when delivering candid feedback, which means employees are not getting the advice needed to grow (Jones et al., 2015). This stunts the development of an organization. If a member of the team is not getting the evaluator comments needed to improve, it could potentially jeopardize customer loyalty. Improved customer loyalty is one of the business benefits of improved leadership skills and, therefore, of the executive coaching that develops said skills (Jones et al., 2015). This is just one example of how executive coaching can affect an entire organization beginning with a single department.
Retention

Retention of high-impact employees is another outcome of sound executive coaching and the leadership skills it develops. Retaining key, competent people is an important competitive strategy in the new, global economy (Lee & Chen, 2018). The last thing a company wants to do is to continuously hire and train employees. By doing this, the firm is falling behind its competitors and creating more stress on management. This finds its way down to the employees, which creates a tension-filled environment. This is where strong executive coaching is needed. By improving leadership skills throughout the establishment, executive coaching makes the firm a more attractive place to work for irreplaceable, high potential people (Lee & Chen, 2018). Well-coached leaders will have the correct employees in the right situation, so that employee retention rates are high, and no financial capital is wasted on recruitment or training. This leaves more currency available for business planning, and management has less financial stress. A well-run business creates feelings of confidence which engenders a more positive atmosphere. Executive coaching plays a tremendous role in employee retention, and employee retention plays an enormous role in the strategic outcome of the organization (Lee & Chen, 2018).

Key Concepts

Consulting

Consulting is a systematic process where a client requests and receives assistance from an expert who is not immediately involved in the ongoing operations of the organization. The consultant can identify the issues and provide a viewpoint which insiders often are unable to see (Bergquist & Mura, 2011). It is vital that trust be established. Both the client and the consultant must begin to trust one another’s competence, intentions, and perspectives, if the consultation is to be successful. The role of the consultant is one of focusing upon the convening of consultative tasks while also building a connection to facilitate continuous mutual understanding. This will improve the chances of the client employing the resulting recommendations (Bergquist & Mura, 2011).

Counseling

The second type of service that can be provided to clients is counseling. Counseling has a spotlight that is directed toward the individual, and how that person is functioning in the larger context of their lives. The difference between a counselor and a consultant is the training and the theme of concentrated intervention. A counselor is trained as a psychotherapist and is licensed by a governmental agency to provide a professional service (Bergquist & Mura, 2011). Counseling is often non-directive and the focus of the communication is on what is conveyed by the client.

Another difference between the counselor and consultant is the relationship between the client and themselves. The counselor must remain objective and distant, yet at the same time exhibit a quality of warmth and interest in the client (Bergquist & Mura, 2011). Counselors provide support and insight regarding personal matters. That is why a consultant often serves as a source of expertise for clients about work-related issues.

Coaching

The third type of service that can be provided to clients is coaching. A difference between the three services is that counseling is about the “heart”, and the sessions focus on the patron’s feelings. Consulting is about the “head”, and generally involves systematic reasoning through an organizational concern based on rational analysis and review. Coaching is about the head, heart, and guts in interaction. Coaching issues inevitably address the interplay between feelings, reasoning, and the resulting will to action (Bergquist & Mura, 2011). Coaching is about the process as well as the short-term and long-term outcomes of decision making. The biggest difference between the three services is the relationship between the coach and the client. The coach and the leader are fluid and keep moving beyond the specific issue needing resolution, in order to expand the decision-maker’s ability to cognitively and emotionally apply present learning for the future, and create lasting behavioral change (Bergquist & Mura, 2011).

These concepts learned throughout the course are integral parts of a successful working relationship between the client and a coach, consultant, or counselor. If the taught skills are applied correctly, any or all of these three services can effectively and efficiently improve employee morale and lead to a stronger organization.

References

Beers, S. and Beers, J. (2008). Integration of faith and learning from the soul of a Christian university. Abilene Christian University Press. Abilene, TX.

Bergquist, W., & Mura, A. (2011). Coachbook: A guide to organizational coaching strategies and practices. New York, NY: William Bergquist.

Cheng, A. (2017). Coaching the debriefer: Peer coaching to improve debriefing quality in simulation programs. Journal of Staff Development, 12(5), 319-325. Retrieved from https://liberty.alma.exlibrisgroup.com/discovery/openurl?institution=01LIBU_INST&vid=01LIBU_INST:Services&%3Fctx_ver=Z39.88-2004&ctx_enc=info:ofi%2Fenc: UTF-8&rfr_id=info:sid%2Fsummon.serialssolutions.com&rft_val_fmt=info:ofi%2Ffmt:kev:mtx:journal&rft.genre=article&rft.atitle=Coaching

Delbecq, A. (1999). Christian spirituality and contemporary business leadership. Journal of Organizational Change Management 12(4), 345-354. Retrieved from https://scholar. google.com/scholar?hl=en&as_sdt=0,36&q=Christian+in+business#d=gs_qabs&u=%23p%3DY7NxmWxgTRsJ

Dippenarr, J., & Schapp, B. (2017). The impact of coaching on the emotional and social intelligence competencies of leaders. South African Journal of Economic and Management Sciences, 20(1), 440-467. doi:10.4102/sajems.v20i1.1460

Dooley, L. (2019). Servant Leadership. Journal of Organizational Development, 28(3), 356-366. Retrieved from https://www-emeraldinsight-com.ezproxy.liberty.edu/doi/full/10.1108/ LODJ-04-2018-0148

Evans, C., & Lines D. (2013). “Which hat do I say I am wearing?”:Identity work on independent coaching practitioners. European Journal of Training and Development, 38(8), 764-779. doi:10.1108/EJTD-11-2013-0125

Fernando, M., & Nilakant, V. (2008). The place of self-actualisation in workplace spirituality: Evidence from Sri Lanka. Culture and Religion, 9(3), 233–249. Retrieved from https://doi.org/10.1080/14755610802535538

Jones, R., Woods, S., & Guillaume, Y. (2015). The effectiveness of workplace coaching: A meta‐analysis of learning and performance outcomes from coaching. Journal of Occupational and Organizational Psychology, 89(2), 389-402. Retrieved from https://onlinelibrary-wiley-com.ezproxy.liberty.ed…

Keller, T., & Alsdorf, K. (2016). Every good endeavor: Connecting your work to God’s work. New York: Penguin Random House.

Knight, J. (2007). Life coaching and physics. Journal of Business, 34(13), 199-215. Retrieved from http://bi.galegroup.com.ezproxy.liberty.edu/global/article/GALE%7CA490275872?u=vic_liberty&sid=summon

Lee, D., & Chen, L. (2018). Boosting employee retention through CSR: A configurational analysis. Journal of Corporate Social Responsibility and Environmental Management, 25(5), 133-139. Retrieved from https://doi-org.ezproxy.liberty.edu/10.1002/csr.15…

Lim, F. (2019). “Serving the Lord”: Christianity, work, and social engagement in China. Religions, 10(3), 196. Retrieved from https://doi.org/10.3390/rel10030196

Penn, A., Desyllas, J., Vaughan, L. (1999). The space of innovation: Interaction and communication in the work environment. Journal of Environment and Planning, 26(2), 193-218, Retrieved from https://scholar.google.com/scholar?hl=en&as_sdt=0%… =freeing+communication+in+business&btnG=#d=gs_qabs&u=%23p%3DmxohF42wZG8J

Potocki, J. (2014). Dysfunctions in communication in business organizations. Journal of business management, 18(1), 314-325. doi:10.2478/2014-0023

Skiem, B. (2018). Career coaching: Preparing for what’s next. Journal of Staff Development, 16(3), 190-192. Retrieved from https://www-sciencedirect-com.ezproxy.liberty.edu/ science/article/pii/S154146121830082X

Underhill, B., McAnally, K., & Koriath, J. (2007). Executive coaching for results: The definitive guide to developing organizational leaders. Oakland: California. Berrett-Koehler Publishers.

Executive Coaching

Executive coaching has many benefits and can be an asset to organizations around the world. Although executive coaching can be expensive, it will help many organizations in the long run. There have been many discoveries on executive coaching, its effectiveness, and its impact on organizations. This information will be discussed in this posting.

Career Coaching

A good coach will assist their client in creating a career development plan. Career coaches assist individuals in planning their own career development. According to Bergquist & Mura (2011), “A typical coaching issue would be to inspire in the client a sense of proactive responsibility for his career development within an institution, avoiding a passive expectation of action by management. Career coaching moments also occur when examining a client’s fundamental job-fit or fit within an industry, as part of a review of apparent under-performance or during times of transition.” Career coaching can have a tremendous impact on the organization as it helps develop current and future leaders. Career coaching can assist in employee retention. Offering coaching of any type is viewed as the organization investing and committing to developing key leaders and internal talent.

Free Communication

An essential factor in executive coaching is free communication. According to Bergquist & Mura (2011), “Freeing communication refers to the intensely attentive engagement of the coach in the narrative being offered by her client.” It was discovered that the coach does not just sit there and let the client do all of the talking. Instead, the coach engage with his/her client and ask open-ended questions in a way to encourage exploration. A key element in free communication is active listening. This is a skill set necessary in effective coaching. Active listening consists of the following: pay attention, show that you are listening, provide feedback, defer judgement, and respond appropriately.

Reflective Inquiry

Reflective inquiry can effectively be engaged through a three step process. The first step is “A masterful organizational coach assist his client in designing and conducting empirical mini research projects.” (Bergquist & Mura 2011) Implementation of the mini project is the second step in reflective inquiry. The third step takes place when the coach meets with the individual to reflect on the outcomes of the mini project and to take away important lessons from the experiment that will serve as guides for future practices. There are certain questions asked in step three such as “What have you learned and how could you do it even better next time? (Bergquist & Mura 2011)

Integration of Faith

There are many illustrations of coaching in the bible. Coaching techniques are used in the Old and New Testaments. In the Old Testament, Jethro coached Moses, his son-in-law on how to delegate and become a more effective servant-leader. Jethro coached Moses on how to lead his people. Moses was a good listener and did what Jethro instructed him to do. This illustration is a prime example of effective coaching. In the New Testament, Jesus was the ultimate coach. There are multiple techniques Jesus used in the bible to coach others. Jesus was masterful when coaching others. Jesus asked many questions when coaching others. His successful coaching skills are implemented in organizations today.

Conclusion

In conclusion, there are many different and unique ways one can coach an individual. A coach must ensure they are coaching efficiently and effectively. There should always be positive outcomes for coaching an individual. The positive outcome should be for both the coach and the individual. In any coaching session, the wisdom of God is essential. “Getting wisdom is the wisest thing you can do! And whatever else you do, develop good judgement.” (Proverbs 4:7, New Living Translation)

References

Bergquist, W., & Mura, A. (2011). Coachbook: A guide to organizational coaching strategies and practices. Seattle, WA: CreateSpace Independent Publishing Platform

Underhill, B. O., McAnally, K., & Koriath, J. J. (2007). Executive coaching for results: The definitive guide to developing organizational leaders. San Francisco, CA: Berrett-Koehler Publishers

https://instituteofcoaching.org/resources/basic-concepts-coaching-practices