Leadership: The Moore Management Model

By Dr. Tonya D. Moore

History of Management can also be called the Principle of Management,
from an academic viewpoint. History gives Leaders an understanding of the past,
so that they may have a clear picture for the present and future of their new
profound field. When promoted without any knowledge of history often
decisions are not valid or reliable for the cause, which may have an unsuspecting
effect that wasn‟t accounted for. People have gathered the concept that anyone
can be a Leader, but when dealing with people not anyone is prepared to lead.
Many typical forms of motivation used by Supervisors were to belittle employees
(cussing, shouting, threatening, and body contact). Employees feared their
Supervisors, especially when suggestions were given for a better motivation
system went on deaf ears. Most employees realized that if they tried to address
issues in what they considered a diplomatic manner, it often motivated the leader
to vindicate self by entering a malicious quest to have that particular employee
discharged or emancipated, in other words “fired”.

• Language: English
• Publisher: BookBaby
• Release date: May 6, 2013
• ISBN: 9781618561985

Book preview

Dr. Tonya D. Moore

Foreword by Linda M. Dennis-Moore

Leadership: The Moore Management Model,

Second Edition

Copyright © by Dr. Tonya D. Moore

All rights reserved. This book or any portion thereof may not be reproduced or used in any manner whatsoever without the express written permission of the publisher except for the use of brief quotations in a book review.

PDF

ISBN-13: 978-1-61856-197-8

ISBN-10: 1-61856-197-9

EPUB

ISBN-13: 978-1-61856-198-5

ISBN-10: 1-61856-198-7

Kindle

ISBN-13: 978-1-61856-199-2

ISBN-10: 1-61856-199-5

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Contents

Foreword

Introduction

The Author

The Purpose

Element One: Ethics

Element Two: Passion

Element Three: Mission and Strategies

Element Four: Communication

Element Five: Loyalty

Element Six: Interpersonal Skills

Element Seven: Diversity

Element Eight: Internal Environment

Element Nine: Critical Thinking

Element Ten: Proactive

Element Eleven: Decision-making Teams

Element Twelve: Implementation Process

Element Thirteen: Monitor and Evaluate

Element Fourteen: Continuous Process

Conclusion

References

Foreword

It is my pleasure that I introduced Dr. Tonya D. Moore’s second book on the Moore Management Model. Dr. Moore took on the challenge of leadership since she started her doctoral program. Her influence led me into my doctoral program which is a Doctor of Education with an emphasis in Organizational Leadership. I also did a continuation on her dissertation as a completion of my doctoral program. I have critiqued her work as she defined the meaning as well as utilizing each element to bridge the supervisor-employee gap. She has also opened her own business (Moore Enterprises) where I am her Vice President. The focus of the business is Leadership. She has been a guest speaker assisting small business owners in understanding the correlation between leadership and passion. She has taught numerous of courses from undergraduate to graduate level on leadership. She has also held different leadership roles.

The reader will find in this book a more direct approach for leaders by combining some of the concepts from the previous book with new information that will focus on leadership. This book will assist anyone that is planning to enter into a leadership role that may have limited knowledge in this field. A person can pick up this book as an easy read. Dr. Moore placed the historical side at the beginning of this book as part of the introduction but the elements are still placed in a practical view. The history is part of Dr. Moore’s dissertation and the background of the creation of the Moore Management Model.

I believe this book will bring clarity especially to those who don’t understand the true concept of being a good leader. This book is instrumental to not only a person in a leadership position for a business but it can also be instrumental to parents since they are also leaders in their household. I always believe that the concepts use in an organization is the same concepts that should be used in running a household successfully. I am pleased that Dr. Moore’s work in the leadership arena is exactly what the world needs right now. The Moore Management Model will be a useful tool to assist leaders in the present as well as the future.

Linda M. Dennis-Moore

Vice President

Moore Enterprises

Introduction

History of Management can also be called the Principle of Management, from an academic viewpoint. History gives Leaders an understanding of the past, so that they may have a clear picture for the present and future of their new profound field. When promoted without any knowledge of history often decisions are not valid or reliable for the cause, which may have an unsuspecting effect that wasn’t accounted for. People have gathered the concept that anyone can be a Leader, but when dealing with people not anyone is prepared to lead. Many typical forms of motivation used by Supervisors were to belittle employees (cussing, shouting, threatening, and body contact). Employees feared their Supervisors, especially when suggestions were given for a better motivation system went on deaf ears. Most employees realized that if they tried to address issues in what they considered a diplomatic manner, it often motivated the leader