"Leadership / Mentoring" Essays

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Group Protocol for Adolescents Term Paper

Term Paper  |  5 pages (1,719 words)
Style: APA  |  Bibliography Sources: 2

SAMPLE TEXT:

Group Protocol for adolescents - addressing the occupational needs of the adolescent population

Occupational needs assessment

During the occupational assessment, a group of 12 adolescents are observed attempting to solve a complex mathematical problem for a science project. Functional skills lacking among the group include communications skills, collaboration and communication skills, leadership skills and the ability to identify and agree… [read more]


Organizational Capacity in Non-Profit Organizations Research Paper

Research Paper  |  15 pages (5,912 words)
Bibliography Sources: 7

SAMPLE TEXT:

Organizational Capacity in Non-Profit Organizations

Mentorship as Leadership

Theoretical Support

The concept of mentoring is certainly not new, both in academic and cultural life. However, for the past two decades, the conceptual framework in the non-profit sector has moved from a more traditional hierarchy of leadership roles to a more open system in which the paradigm and basis has turned… [read more]


Leadership Styles -- Mentor Observations Term Paper

Term Paper  |  2 pages (531 words)
Bibliography Sources: 1+

SAMPLE TEXT:

In these cases most of the times the employees working under the supervisor were less skilled or had very little knowledge of the situation at hand and how to progress in such a setting. In this case it makes sense to have an autocratic leadership style.

Styles Appealing To Follow ship Style and Why

The most appealing style is a democratic or participative one because it encourages team cohesiveness and engages all members of the staff in the decision making process. This form of leadership acknowledges the skills, talents and abilities of each member of the staff and encourages comprehensive care that results from the collective experiences of many (rather than the experiences of a few). In such an environment employees often feel more empowered and willing to participate or collaborate to facilitate better patient care and patient outcomes in a clinical care setting. This form of leadership often encourages greater team work and motivates employees to work together in a positive manner.

The next best form of leadership would be a laissez-fair or free reign style, which would only make sense if the employee had more experience or skills in a particular setting than their supervisor. This form of leadership can be very empowering when used in the right situation. Rather than relinquish the supervisor of his or her authority, this leadership style takes into consideration the collective experiences of staff and encourages highly skilled employees to make decisions.

Reference:

Clark, D. (1997 -- May). "Leadership Styles." 24, October 2005:

http://www.nwlink.com/~donclark/leader/leadstl.html… [read more]


Leadership Values Essay

Essay  |  10 pages (3,247 words)
Bibliography Sources: 7

SAMPLE TEXT:

This trait and value is crucial in determining how the life of a person is to turn out. It enables one to take the risk in daily activities hence facilitate the process of development and achievement of goals and objectives. VC takes numerous risks in life to achieve the prestigious position in the institution and entire society. This bravery trait… [read more]


Leadership Philosophy Reflects the Values, Ethics Essay

Essay  |  3 pages (944 words)
Bibliography Sources: 3

SAMPLE TEXT:

Leadership philosophy reflects the values, ethics and virtues that guide one's actions as a leader and one's approach to the task of leading an organization in general (Leboeuf, 1999). I believe the leadership philosophy that should guide my behavior is that empowerment of employees is the best means of demonstrating leadership. Hiring good people, training them well, and giving them the resources they need to succeed are the most important tasks for a leader in my view. The idea behind leadership is not that leaders perform tasks well, but that they can inspire large groups of others to perform tasks well. I feel that intrinsic motivation is a more powerful form of motivation than extrinsic, and as a leader I can be most effective by tapping into the intrinsic motivation that good employees have.

In keeping with this underlying philosophy, I believe that a great leadership should have five characteristics. These are organizing, talent recognition, resource allocation, communication skills and flexibility. I believe in the contingency theory of leadership, in that the best specific leadership actions are determined largely by the situation. Not only do situations differ, but so do employees. Therefore, communication skills are essential, as they will ensure that all employees are capable of understanding what is expected, no matter what the circumstance. Beyond that, I believe that identifying problems and opportunities, and finding the resources within the organization to address those problems and exploit those opportunities is an essential component of the leadership role. Performance of tasks is not a critical leadership role -- ensuring that when others attempt to perform tasks that they succeed is a key component.

3. The leadership development plan should have a number of different elements. While some leadership traits are inherent in a person, most of what would be termed leadership skill is learned, which places learning at the forefront of my five-year plan (McCall, 2010). The first step is to find a leadership position, either in my educational career or in my job. Career assignments in general should be focused on leadership skills, either by taking on roles that put me in charge of more people, or by taking on roles that are more challenging in their nature. The second element will be skills. In the self-assessments, I identified that I am not especially accomplished at motivation. As such, I believe that I need to work on this aspect of my leadership. This will be accomplished through study of motivational materials, so that I better understand the principles of interpersonal motivation. The third element of my plan will be to find a mentor. Mentorship is important because it provides valuable feedback about my leadership objectives, and my progress towards those objectives.

The fourth element of my five-year leadership plan is to establish a clear timeframe and guidelines, along with performance measures. It…… [read more]


Leadership Hospitality Management Term Paper

Term Paper  |  6 pages (1,740 words)
Style: Harvard  |  Bibliography Sources: 4

SAMPLE TEXT:

Leadership (Hospitality Management)

This report will discuss the effective leadership style and motivational factor in hospitality management, particularly managing Red Sea Restaurant given their established culture and work environment.

Currently, Red Sea Restaurant is in need of Restaurant Manager who will contribute his or her expertise in attaining consistent, if not, exceeding, quality service performance. Qualifications for the position are… [read more]


Transformational Leadership Background Values-Based Term Paper

Term Paper  |  5 pages (1,509 words)
Bibliography Sources: 1+

SAMPLE TEXT:

Transformational Leadership

Leadership Background

Values-based leadership has a significant impact on the performance and the functioning of an organization. Boje,(2000) cites Burn's (1978) theoretical work on transformational leadership basing his argument on Kohlberg's moral development theory and Weber's (1947) theory of leadership and authority. In his work, Boje, 2000 agrees with Burn's that a moral value-based leader, is the one… [read more]


Augustine as Mentor Augustine's Influence Book Review

Book Review  |  4 pages (1,238 words)
Bibliography Sources: 1

SAMPLE TEXT:

Some of the demonstrations of Augustine's humility, such as his willingness to reconcile with a compatriot who had alternative views on theological issues, are fairly elucidating, and do well to further the author's analysis of Augustine's humility -- particularly when this tendency of his is measured against the eight characteristics of a mentor.

The most enduring way in which Augustine was able to propagate his efforts at mentorship, of course, was through his writing. Smither takes great pains to demonstrate that this fact was perhaps the most influential means in which Augustine's presence and his theological beliefs would be perpetuated for posterity. The author points out the prudence of Augustine's cataloging of his writings into a formal library (Smither 2009, 256) that have been preserved so that his beliefs could be disseminated. Again, Smith's forte in this regard is his examples of how Augustine's presence was able to influence people throughout the many generations since his physical demise, including during the Middle Ages as well as during the Reformation. Another highly beneficial aspect of Smither' portrayal of the influence of Augustine's writing can be evinced in the fact that he is able to elucidate some of the more eminent theological concepts found in Augustine's writing (Smither 2009, 184), which helps to enlighten the reader as to why the latter was such a prominent mentor. Other good examples that indicate the degree of influence that Augustine was able to exert upon others can be found within his monasteries, particularly the garden monastery at Hippo (Smither 2009, 145-148) when he was able to freely converse with his disciples, who were able to be mentored first hand through Augustine's actions and spoken words.

However, the primary drawback related to the theme of the influential nature of Augustine's theological conceptions as demonstrated through his writing and through his interactions with others at his monasteries is the fact that the author fails to dedicate a substantial amount of insight into a contemporary application of these principles. He duly informs the reader of the importance of such notions during Augustine's time period as well as proves how they were accessible and of use during other periods of history. But the author only dedicates a mere two pages in the final chapter of the work, which are mere allusions to how Augustine's theology could be applied to contemporary issues affecting Christianity and individual and collective Christian leaders today. This particular dearth of information is really the sole lacking point throughout the entire manuscript. It may be argued, of course, that Smither only outlined the particular viewpoints of Augustine and left it up to the discretion of the reader to apply those ideas to contemporary issues of an ecclesiastical nature today. But it certainly would have aided the book if the author had dedicated more attention to this matter -- one that seemingly drives many people to read a manuscript of this nature.

Still, by measuring Augustine's influence through his monastery work and his writing to the eight… [read more]


Business Leadership the Biggest Difference Between Managers Essay

Essay  |  3 pages (1,170 words)
Bibliography Sources: 4

SAMPLE TEXT:

Business

Leadership

The biggest difference between managers and leaders is the way in which they motivate the people who work or follow them. Leaders have management jobs, but they realize that they cannot buy loyalty, especially to get people to follow them down a difficult path, and so they act as leaders too. In real general terms, the difference is: leadership is setting a new direction or vision for a group that they follow and management controls or directs people and resources in a group according to principles or values that have already been established ahead of time (What is the Difference Between Management and Leadership, 2012).

Leadership style refers to the techniques used to direct a group of people. In addition, leadership style refers to the technique and theories used to resolve problems and make decisions. In contrast, leadership traits portray the characteristics and personality traits that are familiar among leaders or those in a position of authority. Characteristically, leadership traits include physical, emotional, social and intellectual characteristics. Managers exercise control over their workers, just as world leaders wield control over a country. Leadership styles run the range from autocratic, in which leaders have absolute control, to a more participative style, in which leaders support participation and criticism from workers. Other leadership styles can comprise a bureaucratic leadership style, which necessitates all team members to hold fast to strict rules and measures, and a laissez-faire style, which leaves team members to their own devices when carrying out work (What Is the Difference Between Leadership Style & Leadership Traits, 2012).

2. Jack Welch is probably the ultimate manifestation of the charismatic chief executive. What is not really understood at all though is how Jack Welch is able to wield so much influence and power over the most far-flung, complex organization in all of American business. He does it through sheer force of personality, coupled with an unbridled passion for winning the game of business and a keen attention to details many chieftains would simply overlook. He does it because he encourages near-brutal candor in the meetings he holds to guide the company through each work year. And he does it because, above all else, he's a fierce believer in the power of his people.

Welch's profound grasp on General Electric comes from knowing the company and those who work for it like no other. He has created something unique at a big company: informality. Making the company informal means violating the chain of command, communicating across layers, paying people as if they worked not for a big company but for a demanding entrepreneur where nearly everyone knows the boss (How Jack Welch Runs GE, 1998).

3. For a person to be a successful leader it is significant to have some basic characteristics. It helps that an effective leader be persuasive to help aid change. A good leader can take information, put it into a plan that makes the change look suitable and then induce the workers that the upcoming change… [read more]


Leadership Case Study

Case Study  |  10 pages (2,936 words)
Bibliography Sources: 10

SAMPLE TEXT:

Leadership Case Study

Michael Alfonso is a man who is envied by his peers having moved up the ranks and taken charge of Trident submarine because very few officers qualified for such commands hardly get them. Alfonso's selection to the job was welcome by many officers who felt that he had all it took having joined the Navy as a… [read more]


Leadership Models Compare Servant Essay

Essay  |  4 pages (1,361 words)
Bibliography Sources: 4

SAMPLE TEXT:

This is only a mere concern to those in the organization and not emotional endeavor. The servant and transformational leaders rules from this context. Unlike authentic leaders, servant and transformational leaders do not place focus on the outcome; but the service itself. The first responsibility of the servant and transformational leaders is employee relationships and the relations take precedence over products and task. Servant and transformational leaders highly regard the trust of their followers in undertaking actions that are for the organization's best interests; although the leaders do not mainly focus on the goals of the organization (Northouse, 2010).

Unlike authentic leadership, Servant leadership is closely associated with the transformational leadership components that include individual consideration and inspiration. The main emphasis for servant leadership is on the verge of offering service. The urge and desire to serve the people are more than that to achieve organizational goals and objectives. Servant leaders believe in delivering services to the people first, after which the goals and objectives of the organization automatically come into place. Transformational leaders try to satisfy both their interests and others interests without forgetting the better of the group and organization or community. Their focus is based on improving the performance of the organization than service to followers and facilitation. Servant leadership lies on developing objectives of the workers together with their growth, followed by the customer base and lastly the organizational base line (Walumbwa, Avolio & May 2011).

3. Contrast the effectiveness of these models to bring about change in the organization

Serving the needs of other people is the major difference between authentic and servant leadership. The main principle of authentic leadership is giving the first priority to others' interests. Leaders offer services to the needs of others by fulfilling their desires and aspirations. On the other hand, authentic leadership discourages leaders to be over-responsible to the needs and desires of others. Committing to this might result to problems such as:

Organizational objectives failing because of competing interests

Leader withdrawing from making difficult decisions in fear of offending others

Risk of deviating from course action

Servant leadership is characterized by one-dimensional approach where changes do not respond to situations. This leadership strategy requires that one be persuasive, attentive, and empathetic during hard times. Authentic leaders tend to be more proactive and regulate the styles in order to adapt with the immediate situation. These types of leaders are motivating and inspiring in different occasions but tough on financial decisions that are related to people (Spears, 2010). Both authentic, transformational and servant leaders always search chances to connect with people and groups so as to look at the organizational, environmental and societal issues. Despite this, the difference that lies within servant, transformational and authentic leadership encourages better innovation and helps the organization to come up with solutions that are unique and creative to solve problems (Walumbwa, Avolio & May, 2011).

The above overviews of servant, transformational and authentic leadership reveal the basic differences and similarities among the three theories.… [read more]


Global Leadership Find a Video Term Paper

Term Paper  |  10 pages (2,974 words)
Style: Harvard  |  Bibliography Sources: 7

SAMPLE TEXT:

This process would lead to acquisition of numerous levels of expertise such as cognitive skills, global knowledge, intercultural competence, and global organizing competency (Osland et al., 2006 p. 198).

Part 2: Bangkok Scenario

Determine how to prepare yourself to be successful in this new position

Bangkok scenario is a different location for the implementation of leadership competency because of the… [read more]


Leadership Training and Experiences Research Proposal

Research Proposal  |  7 pages (2,205 words)
Bibliography Sources: 5

SAMPLE TEXT:

Mixed methods research design has an uncanny ability to provide insight into how: "Rigorous quantitative approaches such as RCTs can help establish that an intervention is contributing to an outcome, but don't necessarily tell you why it is. In other words, quantitative methods can help give you the 'whether,' Surveys, focus groups and ethnographic work can help uncover the 'why'"… [read more]


Leadership Is a Complex Process Essay

Essay  |  3 pages (997 words)
Bibliography Sources: 1+

SAMPLE TEXT:

Through a leader's actions, others employees get inspiration to achieve the best. A good leader encourages and gives direction to others in order to achieve a common goal.

Role model for integrity and ethics

Leadership requires showing a good example to others in the work environment. A leader who upholds work ethics is an example for the subordinates. A leader with integrity keeps his word and promises to relate to their work. Integrity enables a leader to be trustworthy.

Self-confidence and humility

A self-confident leader is able to listen to employees and accepts correction even from subordinates. Through self-confidence, a leader is able to project the future and make sound decisions. Humility enables a leader to understand his subordinates and interrelate with them. Humility is not oppressive, and it expresses compassion and care for those who are below a leader.

Good intellectual ability and creative

A good leader is competent in his position. He is knowledgeable of the requirements of his job. A competent leader is able to make tough decisions that can affect the organization. One should have strengths and abilities that fit leadership requirements. In addition, one should have an ability to motivate and influence performance in people. As a leader, I have strengths and abilities that fit leadership requirements. I have an ability to motivate and influence performance in people. On several occasions, I have influenced my colleagues in college to perform in club activities. I am also a role model in performing my duties as a leader of business club in college.

What a manager must do to become a transformational and charismatic leader

A good manager must be able to combine his intellectual abilities and knowledge with traits and behaviors that are desirable in a managerial position. To become a charismatic leader and manager, an individual must have the ability to influence and motivate people through emotions and inspirations. A manager can be a charismatic leader through improving his relationship with subordinates. A manager should be able to listen to the employee's complaints, suggestions and corrections. A leader is able to provide a vision and motivation to drive a project, but a manager can manage skills and available resources for the success of the project. To be a transformational leader, a manager must be able to combine skills, knowledge and vision. A transformational leader is able to raise consciousness and awareness on the importance of achieving a common goal. Transformation entails persuasion and conviction on the need to achieve personal satisfaction and that of the organization. Charismatic management is energetic and action oriented. A manager must have a desire to attain outstanding performance in their position.

References

Gitlow, L.A. Being the boss: The importance of leadership and power. Washington D.C: Beard

book, 2004. Print.

Hellriegel, D & Slocum, W.J. Organizational behavior. Mason U.S.A: Cengage learning, 2009.

Print.

Gozalez, E.L. How to become an extraordinary manager. Bloomington: Author house, 2011.

Print.… [read more]


Nursing Leadership the Task Term Paper

Term Paper  |  5 pages (1,708 words)
Bibliography Sources: 3

SAMPLE TEXT:

"The process of clarifying the problem and channeling those ideas through to a practice change can be daunting," Lusardi explains. But through competent, well-thought-out leadership on the part of the new manager, barriers to change can be overcome.

In conclusion, when a new manager is hired to take over a care unit that is beset with problems, and that has a serious morale problem, the best approach for that manager is to embrace a transformational leadership role. In this role, the manager shows the way to resolve issues through better communication, through the articulation of a new vision, and through setting an example of enthusiasm and positive, constructive actions. Conflict resolution is vitally important as a beginning strategy, but in addition the new manager must set out to solve other problems in order to avoid a cycle of conflict within the unit.

Works Cited

Cherry, Kendra. (2013). Transformational leadership. About.com. Retrieved June 13, 2013, from http://psychology.about.com.

Kelly, J. (2006). An Overview of Conflict. Dimensions of Critical Care Nursing, 25(1), 22-27.

Lusardi, P. (2012). So You Want to Change Practice: Recognizing Practice Issues and Channeling Those Ideas. Critical Care Nurse, 32(2), 55-63.

May, A., and Norbury, J. (2007). Follow the Leader. Emergency Nurse, 15(4), 16-21.

Wiggins,…… [read more]


Leadership Term Paper

Term Paper  |  4 pages (1,211 words)
Bibliography Sources: 4

SAMPLE TEXT:

Therefore, the reflection assignments are critical to my ability to be grow and mature as a leader. I need to also reinforce the concepts learned in this course. Reflections allow me the time for self-analysis and self-assessment and also the time for study and internalization of concepts. Reflections have helped me internalize the processes of group dynamics, conflict resolution, motivation, change, and other aspects of leadership. When I perform reflection exercises, I also apply the abstract concepts learned in the classroom to my current situation at work and to my projected situation in the future.

(b) Personality profile

The initial skepticism I had when taking and evaluating the results of the Myers Briggs personality test soon waned, as I heard the feedback from friends, family members, and colleagues. The most valuable aspect of the personality test is, like the reflections, self-awareness. Cultivating self-awareness is critical to effective leadership. Without self-awareness, the leader cannot communicate effectively with their team members. The leader can remain unaware of problems, which can then fester as the group loses confidence. Now that I see on paper what my character traits and tendencies are like, I can maximize my strengths and even learn how to capitalize on my weaknesses. I can also understand what types of leadership scenarios are helpful or constructive for me, and which will work best. When interpersonal problems arise in the team, I will also be able to reflect on those problems using the personality test as a means to understanding communication breakdowns.

(c) GAP analysis

A gap analysis is helpful both for leaders and the members of the team. The difference between where we are now, and where we hope to be, is our current challenge. As leaders, we are expected to bridge this gap efficiently and effectively. I need to motivate others to narrow the gap, but before doing that, I also need to narrow the gap as much as possible in my own work. When applied not just to individuals but also to teams, the gap analysis can be instrumental in changing the direction the group is going. If there is a big gap between performance expectations and outcomes, it is time to go back to the dry-erase board and analyze the problem. There will be areas where we are achieving less than our potential due to specific issues such as ineffective problem awareness, or the inability to address conflict and resolve conflict. Whatever the problem a gap analysis can help locate it so that it can be addressed.

(d) Leadership maxims.

Leadership maxims may seem trite at times, but they anchor the consciousness into thinking a certain way and developing core attitudes and beliefs. There are many leadership maxims that I have found helpful to internalize. For example, Filson's (2005) maxim "To make a difference, be the difference" is especially helpful in reminding me to be the change, to be the role model, and to refrain from judging others until I have completely absorbed the qualities that I… [read more]


Transitional Leadership Times Research Paper

Research Paper  |  8 pages (2,338 words)
Bibliography Sources: 10

SAMPLE TEXT:

Transitional Leadership

Times of leadership transition are among the most stressful periods in an organization's life cycle. It is important to understand the variables that precipitate change, the variables that comprise successful transitional leadership during times of change, and interfering variables that might prevent a successful leadership transition. A review of literature reveals several patterns and core issues with regards… [read more]


Exemplary Leadership Leaders Inspire Term Paper

Term Paper  |  6 pages (2,045 words)
Bibliography Sources: 6

SAMPLE TEXT:

"He gave servers and cooks $50 each to dine at any restaurant with cuisine similar to Chef Allen's" and the employees returned to him "…short written and oral reports on what they had learned" (Kouzes & Posner, 181). The reports apparently gave Chef Allen the ammunition he needed to stay competitive; in particular, one cook reported to Chef Allen that even in an elegant restaurant, food was "…being served on cold plates," which ruined the meal.

The authors emphasize in many instances how experimentation and risk-taking is part of leadership, and people wanting to be leaders should be willing to take risks. As an example of risk-taking, Kouzes & Posner relate the story of Patricia Maryland, who became president of Sinai-Grace Hospital in Detroit; the staff at the hospital was "distrustful" and "angry" at the recent cuts made to the hospital following a merger with another hospital. Moreover, by listening to her staff and instituting dramatic changes (cleaning the building, putting staff in uniforms rather than street clothes, cutting the wait from 8 hours in the emergency room down to a far more acceptable wait), Maryland totally reorganized the facility and one-by-one she achieved small wins. In effect, Maryland was an "active learner" and the successes that were achieved served as motivation for employees, who were impressed with the new leadership.

Every leader -- whether coach, CEO, administrator or middle manager -- should clarify his or her values often. And the leader should "…tighten his own belt before asking others to cut back on expenditures" (Simpson, et al., 2011, p. 505). As to Inspiring a Shared Vision, Simpson and colleagues suggest that prior to creating support from staff, a leader should 'Envision an uplifting and ennobling future" and not worry too much about "…crafting the perfect words for a vision or mission statement" but be more urgent when it comes to "communicating" that mission statement (Simpson, p. 3). Regarding the practice of "Encouraging the Heart," Simpson and colleagues urge the leader to carefully review the last initiative to determine if was "dull and safe" or "exciting" (Simpson, p. 3).

In conclusion, there is no doubt that Kouzes & Posner have stuck gold with their five practices of exemplary leadership. That is, in addition to the wealth they have realized from the sale of their books and their seminars, they hit the nail on the organization head and they have helped myriad organizations become more successful. It is also important to note that the five practices are not limited to business enterprises; they apply to any organization whether a football team, a Rotary club or a major corporation.

Works Cited

Kouzes, James M., and Posner, Barry Z. (2003). The Jossey-Bass Academic Administrator's

Guide to Exemplary Leadership. Hoboken, NJ: John Wiley & Sons.

Kouzes, James M., and Posner, Barry Z. (2009). The Student Leadership Challenge: Five

Practices for Exemplary Leaders. Hoboken, NJ: John Wiley & Sons.

Kouzes, James M. And Posner, Barry Z. (2010). The Leadership Challenge. Hoboken, NJ:

John Wiley &… [read more]


Leadership Dear Customer Essay

Essay  |  5 pages (2,480 words)
Bibliography Sources: 5

SAMPLE TEXT:

Reflective of a constant emphasis on transformational leadership, a recently submitted cover letter for a nursing supervisory position begins:

"My annexed resume is submitted for the position of 'Director of Nursing, Critical Care.' While the resume details my extensive qualifications, I appreciate this opportunity to speak pointedly about my exceptional capabilities for this position. Excellent patient care is the hallmark… [read more]


Leadership Principal Theories Research Paper

Research Paper  |  6 pages (1,900 words)
Bibliography Sources: 6

SAMPLE TEXT:

Concentrating on strengths doesn't disregard the organization's issues or risks, however vigor is routed into business associates digging deeply to really comprehend the organization's central functionality which have the possibility to produce as well as sustain constructive deviant overall performance (Wooten, 2010; Stavros and Hinrichs, 2009).

To attain favorably deviant results in the strategic preparation procedure, leaders shape a distinct way of thinking backed up by value-generating procedures which make it feasible for business associates to attain excellence (Wooten, 2010; Stavros and Hinrichs, 2009).

Ethics and Globalization

The present monetary turmoil has brought up concerns regarding the authenticity of capitalism. Moral problems definitely played a function. Whilst it remains in sight whether or not and just how many individuals coldly shattered legal issues, there happen to be abundant indicators of numerous kinds of dishonest conduct. These consist of greed, uncommon degrees of influence, delicate styles of corruption (like rankings companies that seem to have experienced a conflict of interest), complicated monetary tools that nobody truly comprehended, as well as group conduct where individuals simply followed along as well as neglected to exercise impartial judgment (Tella et al., 2009).

It's tough or unattainable to control greed as well as several of the various other moral flaws which have been observed. What may be carried out is to drive higher openness and responsibility, a procedure which started with Sarbanes-Oxley and is also anticipated to carry on with brand new polices involving the monetary program (Tella et al., 2009).

References

Dalrymple, J. (2009). Apple doubles its iPhone market share. Cnet News, http://news.cnet.com/8301-13579_3-10245339-37.html

Daniels (2011). Apple Inc.'s Ethical Success and Challenges. Daniels Fund Ethics Initiative, University of New Mexico http://danielsethics.mgt.unm.edu

Johns, Gary. Concordia University. "Theories of Work Motivation" "Leadership" Organizational Behaviour: Understanding and Managing Life at Work. Harper Collins College Publishers, 1996.

Lashinsky, A. & Burke, D. (2009). The Decade of Steve. Fortune International. 160(9): 7-10.

Robbins, S., & Judge, T. (2007). Organizational behavior.Upper Saddle River, NJ: Pearson Prentice Hall.

Rosenbach, W., & Taylor, R. (2006). Contemporary issues in leadership.Boulder: Westview Press. Wilcox, J. (2002, February 22). Microsoft, Apple alliance at key juncture.

Stavros, J. & Hinrichs, G. (2009). The Thin Book of Soar: Building Strengths -- based Strategy. Bend, Oregon: Thin Book Publishing Company.

Tella, R.M., Glauber, R.R., Oxley, M.G. And Vasella, D.L. (2009). Ethics in Globalization. Summit Report 2008, President and Fellows of Harvard College.

Wooten, L.P.…… [read more]


Higher Education Leadership Purpose Statement Essay

Essay  |  8 pages (2,401 words)
Bibliography Sources: 6

SAMPLE TEXT:

In almost all the above studies, personal interviews were conducted to determine the problems revolving around higher education leadership as well as the attributes of academic leader. For this study, people working in leadership positions in various educational institutions will be interviewed in order to get insights into the needs and problems of higher education leadership. Following open ended questions… [read more]


Leadership Applied There Are Various Application Essay

Application Essay  |  3 pages (1,318 words)
Bibliography Sources: 2

SAMPLE TEXT:

The new employee decides to go to her immediate manager to have the issue heard and dealt with once and for all. However, in this case, the manager still pushes her to ensure she sorts out the issue with Cindy and hand in the reports in time henceforth, despite the fact that the manager is aware that Cindy is much senior to the new employee and the new employee having demonstrated her several attempts to have the data in time through mails, calls, personal follow-ups and such like.

Discussion

There are various challenges that the new employee faced in this situation. First, it is important to know that the new employee and Cindy were at different levels of their careers. The manager should have recognized the different levels at which these two employees are at before pushing the new employee to get the data from Cindy despite her extended effort, he did not consider the type of task the employee is being asked to undertake and the skills or capability she had as well.

The second aspect that situational leadership style would have helped in is the lack of flexibility in the manager who instead of training the new employee on assertiveness and how to get the data in good time in a different way from the conventional blanket approaches she has been using, he insisted on getting the work done in time without peculiar and individual guidance to the new employee.

It is also apparent that in the situation, the manager did not look at the situation in totality but just concentrated ion the errors that the new employee made and not offering a way out, there was more focus on what needs to be done as opposed to how it needs to be done. He totally turned a blind eye to the possibility that Cindy could be contributing to the stalemate in the report compilation and in effect the entire burden crushing on the new employee, a situation that can demoralize the employee totally. The manger lacked the prescriptive value or approach that is advocated for by the situational leadership style rather than the descriptive approach that is often employed by other leadership styles including this manager in the case scenario.

Lastly, the manager failed to treat each employee differently and in an individualized manner depending on the task at hand, but assumed that one method fits all. He pressed the new employee to get the report done no matter what, possibly with hindsight that the previous employees have had the same job executed successfully, and so should the new employee. This disregards any personal challenges or even relationships that exist between Cindy and the new employee which could be different.

Recommendations and conclusions

The situation in the above described scenario should not have happened if the manager actually realized the value of situational leadership. The ideal situation could have been the manager should have taken the new employee through a comprehensive coaching on how she can collect… [read more]


Personal Leadership Style Term Paper

Term Paper  |  4 pages (1,226 words)
Bibliography Sources: 0

SAMPLE TEXT:

Carson's emphasis on honesty, self-honesty in particular. Her iteration of the quip "to thine own self be true" relates to humanistic leadership in a direct manner, reflecting both transformational and servant leadership. This emphasis on the character of the leader as it relates to her style reminds me of trait theories of leadership. Balancing "soft" traits like empathy and compassion with "harder" traits like persuasiveness, decisiveness, and goal-orientation, an effective leader will demonstrate an ability to get the job done. Goals should never be sacrificed; the members of the group do not always need to like the leader personally, so long as harmony is preserved. "To thine own self be true," because a leader can't please everyone.

From the theories taught in class, I can better comprehend the intricate psychological and sociological dynamics of leadership, which are often taken for granted. Left unanalysed, leadership can seem out of reach. Examining the various theories of leadership from the textbooks and class lectures helps me become more aware of my own potential as a leader. The theories also make me more conscious of my shortcomings and strengths, encouraging me to focus attention on areas of my personality that need coaching or change in order to become a more effective leader. This analysis also helps me appreciate better the tasks and trials of public figures.

Someone like Tenzin Gyatso, better known as the Dalai Lama, is an extraordinary leader and public figure. Governing his people while he and they remain exiled in India, the political and religious leader of Tibet demonstrates personal qualities like humour that inform his leadership style. Emerging from the immense struggle of being banished from the Tibetan plateau, the Dalai Lama was chosen at a young age to lead his people. With some formal training by monks and advisors, Tenzin Gyatso developed a unique governing style based on servant leadership. Because his training was as spiritual in nature as it was political, the Dalai Lama's leadership style naturally seems steeped in stewardship to the community and to the world at large. His refusal to take up arms against the Chinese government demonstrates wisdom and foresight. His transforming leadership becomes a moral state, as it raises the level of consciousness among his followers. The Dalai Lama also exhibits personal/situational leadership, as the context of his circumstances determines his role. Furthermore, the focus is not just on the persona of the Dalai Lama but also on the plight of the entire Tibetan community.

Just as my interview with Jane Carson helped elucidate my own goals as a leader, considering the case of the Dalai Lama also reminds me that ethics and leadership can coexist. Reflecting my innate style and my ambitions as leader, the Dalai Lama demonstrates leadership with moral character, integrity and a committment to ethical ideals even more than material ones.

The professor of this course can help me achieve my goals as a leader by offering me opportunities that encourage me to lead. Because I need to learn… [read more]


Leader Business Leadership: A Literature Term Paper

Term Paper  |  9 pages (3,006 words)
Bibliography Sources: 1+

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London provides a good discussion on how to inculcate a managerial mindset. He presents the different personality traits needed to be a good business leader, and equally importantly, those characteristics that one would like to eliminate in potential managers. A mentor is a role model. And a good role model will teach his pupils how to build character and self-reliance.… [read more]


Acquiring Leadership Skills the Multicratic Essay

Essay  |  5 pages (1,584 words)
Style: APA  |  Bibliography Sources: 3

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A collaborative relationship also makes way for shared decision making that provides higher confidence and satisfaction.

Taking time to reflect on a day's work can enable me to evaluate my own performance and areas for improvement. Reflection can help me determine my own strengths and weaknesses and enable goal setting. This would help me to build collaboration with others that is communication rich and help me stay accountable for the delivery of care to patients and the value I can add to society.

Practical nurses have a responsibility of leadership to transform for change by inspiring followers and creating a sense of commitment to find purpose in relation to the profession. The responsibility of leadership involves the delivery of patient care with integrity to provide safe, competent, and ethical care, respecting the rights values, and beliefs of others, and fostering respectful collaborative relationships. It also includes promoting the profession through excellence in mentorship with other healthcare workers and new nurses.

Works Cited

Code of Ethics and Standards of Practice. (2008, June 18). Retrieved from CLPNA: http://www.clpna.com/wp-content/uploads/2013/02/docs_CLPNAEthics-Standards.pdf

Five Styles of Leadership: Participative Leadership. (2013). Retrieved from Leadership With You: http://www.Leadership-with-you.com/participative-leadership.html

Larson, S. (n.d.). What Makes for An Effective Leader? Retrieved from Free Management Library: http://managementhelp.org/leadership/traints/leader.htm

Smith, M. (2011). Are you a transformational leader? Nursing Management, 42(9), 44-50 retrieved from http://journals.lww.com.nursingmanagement/Fulltext...2011/09000/Are_you-a_transformational_leader_8.aspx.

Valentine, S. (2002, Fall). Nursing Leadership and the New Nurse. Retrieved from University of Arizona College of Nursing: http://juns.nursing/arizona.edu/articles/Fall%202002/valentine.edu… [read more]


Leadership Has Become a Prominent Research Paper

Research Paper  |  8 pages (2,476 words)
Bibliography Sources: 8

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Leadership has become a prominent topic of research in recent years. One of the main reasons for this is that leadership is a major factor in the performance of employees and, by association, the performance of the company. There are several theories of leadership to help companies and individuals determine the best course of action for their operations. Significantly, there… [read more]


Mentoring Program Essay

Essay  |  2 pages (625 words)
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Mentoring Plan

STAFFING PLAN

mentoring

Mentoring Plan

This document explains Citizens Property Insurance Corporation's mentoring plan for workers involved in the new customer care center project. The purpose of this plan is to explain the duration, selection process, program structure, training, and communication requirements of mentees and mentors.

Mentoring: An overview

Mentoring can serve many functions, including orienting, training, and supporting new workers. For an insurance company that is highly dependent upon commission-based sales, master salesmen identified as highly skilled would make ideal mentors. Having such sales professionals mentor a new salesperson for an initial orientation period, and then continue to meet with the trainee at frequent intervals to discuss sales techniques will increase the company's likely profitability as well as prove helpful for trainees. For non-sales staff dealing with the public, mentoring after the training period will also be an ongoing process, as more experienced staff members are paired with less experienced staff members, who will then evaluate their performance in customer relations.

For employees who do not deal with the public, after the initial orientation and trial period for employees, mentoring will be used to nurture highly capable leaders to prepare them for managerial positions, as determined through regular performance reviews.

Selection

One of the difficulties of any sales-based enterprise is the need to create a sense of cohesion amongst salespersons, and to enable sales staff to share their insight with new trainees. During the orientation period, all new sales trainees will be assigned salespersons designated as master salespeople, with a proven track record of success. After the training period is over, new sales staff will be able to meet with their mentors regularly, to discuss concerns and questions they have about customer interactions. A similar program will be instated with customer support staff. Selected customer interactions will be taped and reviewed, and more effective methods of improving customer assistance…… [read more]


Leadership Styles Leadership Theories Northouse (2006) Notes Essay

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Leadership Styles

Leadership Theories

Northouse (2006) notes that there are many different ways to finish this sentence "Leadership is…" He posits that there are just as many definitions of leadership as there are people who have tried to define it (2006).

It is much like the words democracy, love, and peace. Although each of us intuitively knows what he or she means by such words, the words can have different meanings for different people. As soon as we try to define leadership, we immediately discover that leadership has many different meanings (Northouse 2006).

While there are many definitions for leadership, there are many different styles of leadership and, of course, differing opinions on which styles of leadership are the most effective. This paper will not attempt to define leadership or delve into the myriad of styles, but will, rather, take a look at three different styles of leadership -- Level 5, Transactional, and Transformational -- all of which have proven to be very effective.

Executive A came to the job as CEO when the company was weak; the company was losing money (approximately $2 million a year) and its stock had gone down in value to about $23 a share. During Executive A's run as CEO, the stock rose 128% and the company profited after years of losing money. While the media believes that the CEO is the person responsible for the success of the printing company, Executive A has been very humble in accepting full responsibility, usually saying that it is the great leaders of the company that are the reasons for the company's success. Because Executive A is also able to accept responsibility for the mistakes that have been made as well as for all the reasons aforementioned, Executive A is exhibiting Level 5 leadership.

Level 5 leaders are confident individuals who are able to leave their positions as leaders with the next leader being set up for success. Level 5 leaders are also usually humble and are not attention seekers, arrogant, or in need of having media attention. They always give credit to others, which is exactly what Executive A has done.

Executive A has been unwavering in his determination to make the company a success. In part, Level 5 leaders must know talented individuals when they see them so they can use those employees' talents to aid in the success of the company. Level 5 leadership is "a combination of unique, counterintuitive quality of humility and unwavering perseverance" (Ronco & Ronco 2005). Jim Collins, author of the 2001 book, Good to great, says that "Level 5 leaders are a study in duality: modest and willful, humble and fearless" (2001). He then goes on to use Abraham Lincoln as an…… [read more]


Transformational and Charismatic Leadership Reaction Paper

Reaction Paper  |  2 pages (683 words)
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Transformational and Charismatic Leadership

A charismatic leader is often understood as a person who can best interact with those around him and his most powerful trait is that of making the people around him feel good about themselves. In an organizational context, this leads to improved employee morale and the subsequent improved employee performances (which ultimately materialize in improved organizational results).

From the same broader category of managers who strive to achieve improved organizational results through motivated staff members is the transformational leader. A transformational leader is generically understood as one who is able to identify the necessity for an organizational change; he implements the change and he stimulates the others to also embrace the modification. In the process, the transformational leader strives to better himself but also better the followers.

A major component of transformational leadership is the empowerment of the employees. On the one hand, this element presents the employees with the ability to directly participate in the change process and to better grasp the dimensions and the necessity for change. On the other hand, the empowerment of the employee stimulates his motivation as it makes him feel valued and appreciated within the organizational context. In turn, this materializes in higher levels of employee on the job satisfaction, which also means the degrees of employee loyalty and performance would be higher.

The leadership style adopted by the manager plays a pivotal part in the means in which the employees would respond to organizational strategies. In other words, an important determinant of the human resource strategies to be implemented within an organization is constituted by the style of the leader. This dimension of the managerial style -- be it transformational, charismatic, democratic or otherwise -- is often overlooked in the analysis of the managerial style, function and role.

Another important dimension of the transformational and charismatic leadership styles is the role of innovation in the process of managing people. This too is often overlooked, but its importance is incremental, especially today when innovation -- generally brought about by technological advancements…… [read more]


Art of Mentoring Book Report

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Mentoring is a subset of leadership, an experience too often relegated to the context of situations too soft to be considered corporate. However, Shirley Peddy shows that mentoring is one of the core facets of enterprise-level leadership. In the Art of Mentoring: Lead, Follow, and Get Out of the Way, Peddy illustrates the definition of mentoring, the role of mentoring in organizational culture, and techniques for effective mentoring.

The title of the book sets the stage for what is to come, clearly defining mentoring as an art and not a science. After all, diversity precludes mentoring from being anything quantifiable. What is quantifiable are the results that come from effective mentoring programs that are adopted by organizations. This is one of the reasons why Shirley Peddy is an in-demand public speaker whose views and techniques on mentoring are being employed to transform corporate culture, individual performance, and overall productivity in the workplace.

Because workplaces are comprised of employees from vastly different personal backgrounds, it is impossible to create a one size-fits-all approach to mentoring. In fact, age and other critical variables will impact the effectiveness of mentoring. Mentors are almost always synonymous with being "older," even if they are not actually old. The image of a mentor in the philanthropic sector would be that of a Big Brother or Big Sister, who serves as a mentor for a young child or adolescent. In the workplace, it would likewise seem that mentors would be employees who are older -- and perceived wiser. At the same time, Shirley Peddy and other theorists on mentoring neglect the fact that age cannot and should not be viewed as a defining feature of the mentor -- mentee relationship. For example, a young person can quite readily become an effective mentor for an older person in fields like Internet usage and information technology. There are absolutely no hard and fast rules when it comes to defining mentoring, implementing a mentoring program, and developing the techniques with which to mentor others.

Early in the Art of Mentoring: Lead, Follow, and Get Out of the Way, Shirley Peddy presents two of the most common challenges mentors face in their professional lives. The first is the mentee who has no idea what his or her goals are, or even what questions to ask. When the mentee approaches the mentor, he or she may place undue pressure or expectations on the relationship. The mentee expects to be made perfect, molded by the mentor. Alternatively, the directionless mentee expects to have his or her hand held the whole way. Mentees who expect promotions simply be participating in a mentor program are also problematic. Shirley Peddy provides the specific ways of dealing with the communications that can arise at this early stage in the mentoring process. However, the author could have done a better job addressing some of the issues that do arise at this stage. The mentor that expects too much, or who misunderstands the mentoring relationship should probably read Shirley… [read more]


Leadership Skills Research Paper

Research Paper  |  3 pages (1,004 words)
Bibliography Sources: 4

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Leadership in Human Relations

What are the key leadership skills that today's Human Resource professionals need in order to function seamlessly and effectively? Among the leadership skills reviewed in this paper are motivational skills, the ability to inspire, political skills and the ability to lead people as the company adapts to change in an economic downturn.

What is a leader? According to Leslie L. Kossoff, internationally respected executive advisor specializing in corporate turn-around, there is a big difference between a "manager" and a "leader" (Kossoff, 2010). Management is a career, Kossoff explains and leadership "is a calling." More specifically, leadership doesn't require charisma or "that special something" but what it does require are "clearly defined convictions" and the "courage of your convictions" to see your goals and convictions transformed into reality.

Employees need leadership from someone they can trust, Kossoff explains, and from someone who is working for "the greater good." When the organization a leader is working with transcends "…all previous quality, productivity, innovation and revenue achievements," that is a sure sign of solid leadership.

Managers and business owners in Singapore believe skills and competencies that make a good leader include the ability to motivate and inspire, among other qualities. An article in the journal Research and Practice in Human Resource Management reports on the results of two surveys with managers and business owners in Singapore. The respondents were 61 employers from "a broad cross section" of organizations in Singapore. The bulk of the participants (70%) were between 26 and 45 years of age and 80% had management positions. About 65% held HRM positions.

The respondents were asked to complete a questionnaire with six main parts. The first part queried participants as to "expected and experienced" leadership in their workplace, and the second part asked respondents to specify their preference as to gender in leadership. The third part tested the "level of leadership satisfaction" and the fourth section invited the respondents to comment on "…a variety of leadership behaviors." The fifth section asked participants to score leadership performance based on their experiences, and the final section "evaluated leadership competency" (Choo, 2007, p. 105).

The results of this research showed that, first of all, respondents believe there are "significant gaps" in leadership skills in their workplaces. Those gaps included "motivating, inspiring and acknowledging" the contributions of staff members (Choo, p. 106). In other words, managers and business owners in this survey believe that the ability to motivate people is an important leadership skill. So too are the skills of inspiring people who work with you or for you, and acknowledging accomplishments of others -- a simple pat on the back occasionally -- are good leadership skills. Over half of the respondents indicated that their supervisors "…were not good role models and…lacked vision and creativity" (Choo. p. 106).

In the meantime, the results showed a "reasonable consensus" that the top five leadership qualities are: a) ethics and integrity; b) being accountable; c) showing confidence; d) communication; and e) dedication (Choo. p.… [read more]


Leadership Management Style Analysis in Nursing Research Paper

Research Paper  |  6 pages (1,783 words)
Bibliography Sources: 1+

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Nursing Leadership

Abstract of Interview with Nursing Leader

The nursing leader interviewed in connection with this project has an educational background that includes a Bachelor of Business Administration and a BSN, and she is currently pursuing a Masters of Science with a concentration in Nursing Administration.

She has been employed as a Clinical Nurse IV for the past year, which… [read more]


Comparing and Contrasting Four Leadership Models or Theories Research Paper

Research Paper  |  4 pages (1,470 words)
Bibliography Sources: 5

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¶ … Leadership Theories

Comparing and Contrasting Four Leadership Models or Theories

Great Man, Transformational/Transactional, Situational, and DISC theories of leadership

Four leadership theories:

Great Man, Transformational/Transactional, Situational, and DISC theories of leadership

One of the first formal theories of leadership ever conceptualized was the so-called 'Great Man' theory of leadership, which stressed that some individuals possess certain innate gifts… [read more]


Personal Leadership Development Plan Essay

Essay  |  4 pages (1,488 words)
Bibliography Sources: 4

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Personal Leadership Development Plan

As a managerial leader, I have many strong suits. I am a detached and rational decision-maker, which manifests itself in a number of key strengths. I have scored highly, for example, in setting goals and objectives and in presenting ideas. This speaks to the clarity with which I see the organization and its mission. I can… [read more]


Creating Leadership Development Plan Term Paper

Term Paper  |  6 pages (1,620 words)
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Creating Leadership Development Plan

Leadership Development Plan

In assessing the results of the leadership plan received, my intention is to define a series of personal, professional and leadership strategies for improving based on the plan's feedback. My intention is to significantly improve in all areas of the plan to make a significant, lasting contribution to Imperial Tobacco Canada. This plan… [read more]


Training and Mentoring Research Proposal

Research Proposal  |  5 pages (1,240 words)
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Training/Mentoring

Training and Mentoring in Human Resources

New Needs in Training and Mentoring

Human resources development is a constantly changing field; as the world grows increasingly smaller due to globalization, the opportunities and the competition for most firms and businesses are also rapidly expanding. New issues in the area of human resources that have arisen out of the new global business culture and can be most effectively handled through proper mentoring and training programs include diversity training and intercultural communication (HR 2009). Other issues that have recently garnered headlines and show a clear need for increased mentoring and more stringent training guidelines are accountability and personal as well as corporate responsibility (HR 2009). Mentoring programs lead to the true development of individuals and organizations, rather than simply paying lip service to the current business ideals (Heathfield 2009).

Objectives of Training and Mentoring Programs

The objectives of all training and mentoring programs can basically be broken down into two categories -- goals for the individual, and goals for the organization. These two different sets of goals are completely intertwined, of course, but they can also be examined separately. For the individuals involved -- both the mentor and their mentee -- the goal is to establish a better understanding of the company's needs, and to develop better methods of addressing and fulfilling those needs (HR 2009). At an organizational level, mentoring and training programs generally attempt to establish a continual learning environment or "learning organization" -- one that continues to grow and respond to changes within the workplace and in the industry/business world at large (Heathfield 2009).

Performance Standards in Mentor and Training Programs

The standards used to determine the appropriateness and efficacy of a specific training and/or mentoring program can vary from business to business and industry to industry. Basically, though, there are certain criteria that every mentoring and training program aims for, and success in these areas establishes what is called by some a "mentoring culture" (Heathfield 2009). Accountability, alignment, and communication are the top three sought-for results of an effective mentoring program; when these three areas have been adequately addressed to the point that participants in the program hold themselves accountable, are aligned with company visions and policies, and are able to effectively communicate (both transmitting and receiving communications), the programs has been successful.

Mentorship and Training Delivery Methods

Technology has allowed for a wide range of delivery methods to be implemented in standard mentorship and training programs. Teleconferences can be an effective way to conduct a training session for individuals in multiple locations, and to provide ongoing mentoring among different offices and locations within an organization (Heathfield 2009). There are also several packaged mentoring programs that can be used in online delivery methods, and tailored to the specific needs of most businesses and organizations (HR 2009). Face-to-face training and mentoring programs are also highly effective, of course, in both group and one-to-one settings, with different practices and goals achieving different levels of efficacy depending on group size and… [read more]


Administrative Mentoring Research Proposal

Research Proposal  |  20 pages (6,069 words)
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Administrative Mentoring

Mentoring and the Emergent Educational Leader

The principal is the de facto leader of the public school. With this role comes no small degree of pressure and responsibility. And as the nature of education changes and evolves, so too does this role and that which is implied by it. In many ways though, there remains a great philosophical… [read more]


Leadership My Assumptions About Leadership Have Changed Research Paper

Research Paper  |  18 pages (6,193 words)
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Leadership

My assumptions about leadership have changed over time. I used to believe that leadership was simply a matter of having strong motivational skills. That remains a part of the role, but as I have become more interested in leadership a number of other different influences have come to shape my views about leadership.

I feel that leadership is about… [read more]


Leadership in Aviation Weather Services Book Review

Book Review  |  4 pages (1,323 words)
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¶ … Leadership in Aviation Weather Services

Aviation weather services are vitally important to safety, so having good leadership is a very necessary part of them. Unfortunately, good leadership is not always something that's available for these types of services. When it is seen, it is still sometimes ineffective because of policies and procedures. Most often, however, those who are involved in leadership when it comes to aviation weather services are only interested in furthering their own careers, and this keeps them from accomplishing very much where their actual job specifics and job improvements are concerned. Naturally, this becomes a detriment to the individuals who are working under the person in the leadership position. One of the ways to cure this kind of problem is to address the leadership issues and correct them so that the entire organization runs more smoothly and provides the services that it should be offering. Many believe that federal leadership and action are what is needed to correct the problems that are being seen where aviation weather services are discussed.

The primary recommendation is that the FAA should take over and provide the leadership for aviation weather services. This is due to the fact that the FAA can better secure funding for these services and can govern more effectively than a private company could. The FAA should also take over all aspects of leadership in aviation weather services, including training, research, dissemination of weather products, new roles, and user needs, as well as making sure that aircraft are being separated from weather that could be hazardous. Doing all of this is no easy task, but something clearly has to be done, because weather causes serious problems for many aircraft. This does not normally result in crashes, but it does result in delays, diversions, and angry customers, and the possibility of a crash or other air disaster cannot be ruled out. Weather has caused these kinds of devastating problems before.

A main recommendation for how the FAA should handle this issue would be to become more proactive with safety issues. Another recommendation that should be considered is to look at the way that leadership is being conducted and whether a different style of leadership would be the best choice for aviation weather services issues. Like most governmental agencies, the FAA probably has a situational style of leadership, and a switch to a more servant leadership style may be in order. While not specifically recommended by the author of the aviation weather services writing, this is one area of leadership that has been more widely explored recently and continues to be studied. The author recommends that the FAA take over gradually, over a period of 12 months, but has the FAA taking over almost everything by the end of that time period. While it is certainly important to facilitate that takeover, there might be other ways that things can be better delegated and therefore they will become less of a problem for individuals who are working for… [read more]


Participative Leadership Term Paper

Term Paper  |  6 pages (1,939 words)
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Participative Leadership - Personal Development Plan

Summer vacations are a great opportunity for a student to work in various domains and organizations in order to get an idea of various styles of leadership. I took this opportunity to study managerial styles during two summer holydays and went through two opposite experiences. The first time I worked within a cable providing… [read more]


Acquired About Your Leadership Effectiveness Term Paper

Term Paper  |  8 pages (2,058 words)
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¶ … acquired about your leadership effectiveness during the course?

I think that one of my key understandings related actually to the efficiency and effectiveness of leadership itself. In order to be an efficient leader, one needs to blend theoretical knowledge, practical training and personal skills. The theoretical knowledge can generally be learnt from management books, from attending training sessions… [read more]


Organizational Leadership: A Literature Review the Turn Term Paper

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Organizational Leadership: A Literature Review

The turn of the 21st century brought with it a plethora of global challenges, particularly in the area of higher education administration, but also in other administrative areas. Leaders in higher education have had to call upon many different theorists for use with their evidence-driven leadership theories. These have been addressed as approaches to explore,… [read more]


Leadership Styles in the 21st Century Term Paper

Term Paper  |  11 pages (2,982 words)
Bibliography Sources: 15

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Leadership Styles in the 21st Century

Before defining leadership behaviors, leadership empirical studies have focused on the characteristics of efficient leadership, leadership practices or the skills and characteristics of a leader. Later on, these studies started to focus on the relationship between leaders and followers and the factors that generate positive effects on this relationship.

Transformational and transactional leaderships were… [read more]


Teacher Leadership Term Paper

Term Paper  |  17 pages (4,603 words)
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Teacher Leadership - Literature Review
Introduction
In the past few years, the relationship between the school principal
and teachers has emerged as a critical relationship necessary for the
continued educational opportunities of students, the growth of teachers,
and the success of the educational system as a whole. The available
literature on this topic reveals the importance of the perception of… [read more]


Leadership and Strategy in Material Management Term Paper

Term Paper  |  10 pages (2,858 words)
Bibliography Sources: 1+

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Leadership Attributes

Effective Leadership in Healthcare Management

Effective management means more than the bottom line. It means being able to inspire people to do their best and to act in an ethical manner. Effective management is more than numbers. It gets to the heart and soul of the individual. An effective manager will not only have a balanced budget, but… [read more]


Leadership Reflection Ioana Larion Term Paper

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Leadership Reflection

Ioana Larion

Although I am teaching full-time and working on a Master's in ESL, I do not think I am at the peak of my educational career at the present moment. This is a good time to ask myself why and to try to figure out a strategy for future growth.

Looking back at the years I spent in Europe as a foreign language teacher for French and English, I only remember myself as a young enthusiastic, dedicated and responsible teacher who rapidly asserted myself in the learning community. In my first year after college graduation, I taught adult colleagues using my translation, mentoring, networking, word processing skills. It seems like I did a good job since experienced, senior colleagues trusted me enough to name me head of international relations at my research company over several other experienced ladies and a man. As a translator, I dedicated countless hours to teach, tutor and accompany departments in conference presentations in many trips all over Europe and Asia and enjoyed every minute. Because I was young and had no family of my own at that time, I was always available and ready to offer my expertise. This situation made me a leader in the foreign language department in less than a year after graduation.

What were my particular leadership styles? I was very young and respectful, always greeting people first, opening doors for ladies and older colleagues, and listening and following directions. I respected my students (some being older people with an international reputation in their field) and answered them courteously. I was always on time and prepared, and was very organized and enthusiastic. I think that giving my "body and soul," interacting correctly with others, having no family and being so focused in my ascending career made me quickly become a leader.

After coming to the U.S., I became a French itinerant teacher where I hardly had a base school, a staff to belong to or any "leadership" opportunities. During this time, I was appointed the Itinerant Head of the French Department at the county level and a mentor. I did not think there was any other way "to advance on the ladder" when I was an itinerant teaching French who was overshadowed by the status of a certified teacher.

Currently, I teach French in a middle school and I'm a mentor, a member of the school improvement team, and an advisor…… [read more]


Leadership in Public Sector Annotated Bibliography

Annotated Bibliography  |  5 pages (1,348 words)
Bibliography Sources: 10

SAMPLE TEXT:

Allan Chapman (2010). Training and learning development: training, coaching, mentoring, training and learning design - developing people. Retrieved May 5, 2011 from http://www.businessballs.com/traindev.htm

Shows the various training, coaching and mentoring needs that organizations do have and the varying designs that can used to achieve the following. Allan also gives the training ideas and outlines that every organization and in particular the HRM leader who wants to see a healthy employee base can use to train and teach the staff as he develops their skills. Further, Allan shows the attributes the various HRM leaders who are effective in an organization and how they use training and learning to enhance the employee capability. He further explains and gives examples of how HRM leaders can design by themselves effective training programs. There is an extensive discussion of the mentoring services and how an effective mentoring service can be established by the leaders in any organization.

Susan M. Heathfield, (2011). Performance Management Process Checklist: Step-by-step to a Performance Management System. Retrieved May 5, 2011 from http://humanresources.about.com/od/performancemanagement/a/perfmgmt.htm

Susan gives the various ways through which performance can be graded or assessed in an organization. She discusses the significance of the performance management system and look into particular ways in which the various originations have used and benefited from the performance management processes. She also discusses the methods and the procedures that can be followed in an attempt to have a proper appraisals and development of appropriate and workable work systems.

Phil Kenmore, (2010). Communication Between Public Sector Staff And Managers is a Must in the Face of Cuts. Retrieved May 5, 2011 from http://www.guardian.co.uk/society/2010/jun/23/public-sector-cuts-communication-essential

Here, Phil gives and exposition of the communication process and procedures in a public sector. He shows the significance of the effective communication between the staff and the management in the public sector. In this section, Phil juxtaposes what is happening in the private sector with the trend in the public sector and points out the various areas where the public sector can borrow from the private sector. The research that Phil discusses here was based in the UK and covered comprehensively the communication trend in the public sector vis-a-vis the private sector and what he found out to be outstanding was the fact that the private sector apparently kept their focus on the customers in the face of recession unlike the public sector who never had this as an outstanding feature.

Stephen Bach, (2001). Hr and New Approaches to Public Sector Management: Improving HRM Capacity. Retrieved May 8, 2011 from http://www.who.int/hrh/en/Improving_hrm_capacity.pdf

This is a report of the WHO workshop that was held in December 2000 in France to look at ways in which the HRM can contribute positively to the improvement of the Health Care Sector in the entire world. This paper focuses on the capacity building for the HRM leadership and team with a bid to ensuring that the same training can capacity building would lead to a new dispensation of the leadership and skills needed to well and appropriately… [read more]


Religion and Leadership Core Religious Research Paper

Research Paper  |  5 pages (1,638 words)
Bibliography Sources: 5

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An individual who is emotionally intelligent is likely to also be emotionally, psychologically, and spiritually mature. Regardless of the philosophical or religious tradition from which an individual hails, servant-leadership will ensure organizational success. Research shows that emotional intelligence is linked to measurable results in an organization, which is why servant leadership may also ensure the fulfillment of both personal and organizational goals.

The concept of servant leadership is one that is holistic and multifaceted. Servant leadership and transformational leadership go hand in hand. For this reason also, systems theory and servant leadership go hand in hand. Organizations seeking stronger ethical foundations would be wise to cultivate servant leaders. Regardless of whether an organization is a Christian -- or any other type of religious -- one, servant leadership will ensure a harmonious, cooperative workplace environment. Supporting team members, inspiring positive change and growth, and developing future leaders through mentoring are all components of servant leadership. Behaviors associated with servant leadership are measurable, too. Future research shall elucidate the concrete ways servant leaders promote organizational success.

References

Agosto, E. (2005). Servant Leadership. Danvers, MA: Chalice.

Antonakis, J., Ashkanasy, N.M. & Dasborough, M.T. (2009). Does leadership need emotional intelligence? The Leadership Quarterly 20(2): 241-261.

Boyum, G. (2006). The Historical and Philosophical Influences on Greenleaf's Concept of Servant Leadership. Servant Leadership Research Roundtable. Aug 2006. Retrieved online: http://www.regent.edu/acad/global/publications/sl_proceedings/2006/boyum.pdf

Fry, L.F. (2009). Towards a theory of being-centered leadership: Multiple levels of being as context for effective leadership. Human Relations 62(11):1667-1696

Kamalini, K. (2010). A new culture of leadership: service over self. Journal of Christian Nursing 27(1): 46-50.

Rosete, D. & Ciarochi, J. (2005). Emotional intelligence and its relationship to workplace performance outcomes of leadership effectiveness. Leadership and Organization Development Journal 26(5): 388-399.

Sipe, J.W. & Frick, D.M. (2009). Seven Pillars of Servant Leadership. Mahway, NJ: Paulist.

Valk, J. (2010). Leadership for transformation: The impact of a Christian worldview. Journal of Leadership Studies 4(3):83-86.

Wallace, J.R. (2007). Servant leadership: A worldview perspective. International Journal of Leadership Studies 2(2): 114-132.…… [read more]


Importance of Understanding Relationship / Leadership Style Essay

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Leadership/Relationship Style

Background- the core philosophical conundrum of leadership has been debated and defined by social theorists, philosophers, and politicians for centuries. True leadership is something almost undefinable at times: that spark that moves from the tactical to the strategic in a manner that becomes almost supernatural. As business becomes more complex, and as the process of globalism continues, leadership… [read more]


Transformative Leadership Transformational Application Essay

Application Essay  |  2 pages (648 words)
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She said that I did a good job in helping others realize their potential, by mentoring and soliciting advice. She also praised my willingness to lead by doing, and said she had never seen me ask someone to do something in a leadership context that I would be unwilling to do myself. However, in terms of vision and charisma she gave me only slightly above average grades, in contrast to the well-above-average scores in my other areas.

Some of my problems in being charismatic may be because I have not yet been given the task of formulating my own vision; rather I have primarily been in charge of realizing the vision of others. However, not every transformational leader begins as an entrepreneur and the leader of his or her own organization. Transformational leaders must have an internal sense of fairness, rights, and values, even when upholding the vision of another leader in the service of the organization.

I have a good base of values with which to work -- such as my belief in the need for mentorship of subordinates, which was such a critical part of my own development as an employee. But I must look deeper within to create a sense of my values and vision so it consistently inspires me, so it can inspire others.

With a deeper sense of purpose that is consistent through my work, I believe that I may also become more charismatic and embody the type of responsive, unpretentious and effective leadership that I admire. I am not displeased with the leadership I exercise now, but I think I can do better. I cannot ask others to perform to a higher standard if I am not willing to try the same myself. Workers are not simply motivated through individualized mentorship -- they like to think they are part of something larger than themselves. That is the essence of transformational leadership.… [read more]


Leadership a Philosophy of Leadership Is Important Essay

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Leadership

A philosophy of leadership is important, because it helps to guide the leader through all different situations. The philosophy embodies the truths and guiding principles that characterize one's view of leadership (Leboeuf, 1999). By having a philosophy to help guide in leadership situations, a leader can be more consistent in his or her actions (Ambler, 2006). If the philosophy is congruent with good leadership practices, the outcomes of one's leadership will be consistently strong.

My leadership philosophy is based on the concept of servant leadership (Greenleaf.org, 2011). I believe that the purpose of leaders is to allow the organization to excel. The leader needs to be the one to lead by example, to set the tone for the rest of the organization. The leader needs to make the rest of the organization better, and do whatever it takes to allow the other members of the organization to perform at their highest level. My experiences in the past with leadership have led me to adopt these ideas as my central philosophy. I believe that leaders are part of the organization, not above the other members but working alongside them to ensure that the organization's mission is achieved.

I believe that the best leaders are not born, but can be trained. I believe that leadership is as simple as understanding where you need to be and how you need to get there. Leadership is finding a way to get the people you need to do the things you need them to. Leadership makes the workplace better, because you not only have better people but they want to work for you, so you keep the best people. The best leaders always have time -- they do not exist for their own interest but for the interest of the people they work with, and the organization they work for.

The best leader that I ever worked for shared this philosophy, and was influential in the development of my leadership philosophy. I admire my uncle Gail, with whom I worked in construction. He took it upon himself to ensure that every member of his crew had the skills and tools necessary to perform at his highest level. He was the sort of leader who was the hardest worker on the site. His work ethic was infectious, and I could see the impact that it had on the entire crew. He worked alongside of everybody else, and helped them through any challenges that arose.

Gail was straightforward; his leadership style was direct. He made sure everybody knew what to do, and when it had to be done. He explained everything well the first time, so that the workers could simply focus on getting the job done. This required a lot of preparation on his part, and he spent whatever time was necessary to ensure that he was prepared. His instructions were always direct; workers always knew what was expected. They also knew the consequences of failing to live up to expectations. That he was tough… [read more]


Style Approach in Leadership Term Paper

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¶ … Leadership

Evaluating the Transformational System of Leadership

The essence of transformational leadership is the ability to provide an organization with a very clear sense of purpose, a challenging goal or vision to attain, and give each person involved a clear sense of purpose. A truly transformational leader has the ability to transform not only the people in an… [read more]


Theories of Leadership and Followership Thesis

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¶ … leadership that influenced me.

Leadership self-analysis examination

An evolving standard for going the extra mile

Generally, it seems to me that leadership is all about 'doing' rather than 'thinking' or simply 'managing'. Margaret Wheately (2002) talks about challenging the world's problems, and about fear or intimidation generally being the impediment to doing so. This it seems to me… [read more]


Servant Leadership Essay

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Servant leadership is often associated with the Bible and Jesus Christ, it is totally compatible with most religions and theories of philosophy.

In this essay, this author will use be using "great man" theory and participatory leadership in order to explain inadequacies in Greenleaf's characteristics of servant leadership. While the egalitarian ambitions of the servant leadership approach are laudable, they simply do not work in real situations, especially military and corporate situations. As we shall see in the great man and participatory leadership theories, there is a need to inspire followers to carry out the wishes of the leadership. Great leaders do this through inspiration. The characteristic of humility in servant leadership may be adequate in religious or charitable organizations, but it is not valid in the real world.

A. Great Man and Participatory Leadership vs. Servant Leadership

One of the main issues that Greenleaf has to defend his theory against is that it is too naive to work. Humans are corrupt and can not carry out the high ideals implicit in its precepts Greenleaf & Spears, 2002, 22-24). In the opinion of this author, it is a criticism that Greenleaf does not adequately answer. This is particularly the case in the case of public service leadership theory, where the "great man" theory is often seen as necessary, especially in a crisis. What was formerly a problem with this theory, namely the quasi-mystical aura of the leader, has been broken down and studied. Since then, focus has been placed upon the work of integrating transactional and transformational types of leadership theory into comprehensive models in the pursuit of a more holistic approach to explain what Van Wart (Van Wart, 2003, 215-216). Since then, work like the Van Wart article has helped the "great man" theory lose much of what was seen as unscientific aspects in order to manage and create institutional culture (ibid., 225).

Participatory leadership theory takes this one step further by explaining much about why the followers of leaders participate willingly in bringing about the vision of the leader. Such participative leadership increases the quality of the any decision and increases follower commitment, motivation and satisfaction. While previous work has been done, it was lacking in empirical value. In the study article in the Journal of Organizational Behavior study by Somech, it showed that long-term relationships are more stable, although they function well in the short-term as well (Somech, 2003, 1003). While there was more need indicated for study, it has been shown that participatory cooperation from subordinates is very much contingent upon charisma. This may be possible with servant leadership over time, but there have not been empirical studies of this leadership style.

Most of the exchange of information regarding servant-leadership has been philosophical. Studies such…… [read more]


Leadership Assessment Term Paper

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Leadership Assessment

Definition of leader

In order to know the type of skills that characterize a leader one first has to know what a 'leader' means, but, as Van Wart (2003) points out, leaders vary from age to age and from country to country and cannot be pinned down in a quantitative manner. Definitions and perspective of leadership, therefore, have… [read more]


Leadership Research Paper

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At times, this suppression of personal ego and selfish motives may be quite obvious, as when a corporate leader voluntarily offers to take a miniscule salary while his or her company is recovering from difficult economic times. At other times, the actions of the servant leader may be hidden almost entirely, observed only by those who are approached by the servant leader and asked, "How can I help you do your job?" (Bell & Smith, 2010, p. 7)

The servant leader bases judgments on what is best for the group in relation to attaining its goals. (Bell & Smith, 2010, p. 6). Leo, the servant from Hesse's novel, is the perfect allegory for this concept. Leo, the revered leader of the order, understood ego-centric or authoritarian leadership would do his followers no good because the whole purpose of their pilgrimage was self-realization, which must be learned through one's own experiences. Thus, Leo poses as the servant in order to help them without directing them and without their knowledge that they are being helped. (Bell & Smith, 2010, p. 6)

The Servant leader is created through the merging of an individual's interests with the interests of the group. The servant leader derives fulfillment and personal satisfaction by seeing his or her supportive role pay dividends in the confidence, creativity, and productivity of others. (7). Proud, loving parents exhibit this quality of servant leadership, as their satisfaction comes from the influence they have had on the lives of their children and the level of development that their children have reached. (Bell & Smith, 2010, p. 7).

Ideal Leadership Style According to Admired Qualities

The ideal leadership style, from my perspective, depends on the context in which the leader has to operate. For example, the leadership qualities that I admire most in political leaders is the ability to overcome obstacles, ability to achieve goals, ability to fight for a cause, and courage. (Bell & Smith, 2010, p. 11-12) The leadership qualities that I admire in nonpolitical leaders is the ability to inspire others, ability to listen and understand, sacrifices made for others, patience, and high moral standards.

My preferred leadership style in nonpolitical settings, then, is the transformational leadership model. Transformational leadership is concerned with the transformation of the followers in pursuit of a common goal. Transformational leaders achieve this goal through communication, inspiration, and leading by example, thereby demonstrating the qualities that I admire: ability to listen, inspiration, and high moral standards.

My preferred leadership style in political settings, however, is the dominant leadership model. Dominant leaders are attractive for political settings because politics is such a cutthroat environment, filled with individuals and groups attempting to elevate their own interests, usually to the detriment of other interests. (Medina, et. al., 2008, p. 256). Success in this field requires the ability to fight for a cause and the ability to achieve goals, specifically the political causes and goals held the leader's group or constituency. Because many worthy political causes are opposed by powerful… [read more]


Leadership What Makes a Good Leader? Essay

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Leadership

What makes a good leader? This is a question which has been inciting research and inquiry within the contemporary business environment for generations. Leadership is essentially a developed and designed process where one individual, the leader, influences and motivates others within the group to attain particular goals or objectives. Strong leadership takes much more than just authority, and thus is often hard to come by.

Leadership cannot be mistaken as other elements of modern business discourse. Management does differ greatly from leadership. Essentially, management involves all the practical steps to implement plans and oversee their execution, while leadership is the much more abstract notion of inspiring and motivating the members of the team to succeed in various executions of plans. Leadership revolves around the concept of influence, while management is a more formal connotation that leads by the very designation of their position or role within the organization (De Pree 2004). A leader may not always be in a formal position of authority, and neither does a formal manager always prove to be an effective leader. Thus, the most important difference between the two connotations is the way they go about getting a plan or task done (Smirich & Morgan 1982). The leader will inspire and encourage others to work hard to succeed, while the manager will enforce his or her power and authority, often using demands and possibly threats of discipline, which is available to them in their position of authority, to get the goal accomplished.

Trait theories of leadership did move the modern discourse closer to what we see at today, but it was still plagued with limitations. Earlier developments of theory were essentially limited because of a lack of evidence and data really solidifying the tenants of the theories in question. For example, the early form of test-management theory failed to optimize similar traits in the same manner within the context of a single empirical inquiry. As a result, "very little information about the psychometric properties of the trait measures were reported; thus it is possible that many of the measures had limited validity," (House & Aditya 1997 p 411). Essentially, the measurements to ensure validity were not always the strongest, and they way they were utilized by different research teams was incredibly varied, producing much different results from one research team to the next.

There are a wide number of different branches within the concept of attributing behavioral theory to the understanding of leadership within a contemporary context. Each of these theories inherently focus on molding and teaching certain desired behavioral traits as a way to properly train, motivate, and inspire the people under the leader. Task-oriented behavioral styles of leadership focus on inspiring behavior that will focus on the completion…… [read more]


Personality and Leadership Research Paper

Research Paper  |  5 pages (1,573 words)
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Conclusion

It is apparent from the research materials presented that ethical leadership, first of all, is being thoroughly studied in a post-Enron, post-WorldCom era, and for good reason. Secondly, the linkage between the traits and antecedents of personality has found a prominent place in the literature. And thirdly, given that within the global business environment in this millennium there has been a new, inspired emphasis on environmental and social responsibilities for companies, hiring a leader -- or training a potential leader -- requires an organization to delve deeply into -- and utilize fully -- the Big Five leadership components. Leaders after all are required to provide vision for the future as well as role modeling every minute of every day.

This paper posits that leaders are not born with the skills of leadership but rather they are nurtured and trained to be leaders; and moreover, conscientiousness, agreeableness, and a leader's emotional stability -- along with a well-developed superego -- can and will impact employees in positive ways, moving any organization forward on an optimistic path.

Works Cited

Cherry, Kendra. (2012). What Is Personality? About.com / Psychology. Retrieved April 24,

2012, from http://psychology.about.com.

Coon, Dennis, and Mitterner, John O. (2008). Introduction to Psychology: Gateways to Mind

and Behavior. Independence, KY: Cengage Learning.

Davies, Kevin. (2001). Nature vs. Nurture Revisited. NOVA / Public Broadcasting Service.

Retrieved April 25, 2012, from http://www.pbs.org/nova/body/nature-versus-nurture-revisited.html.

Kalshoven, Karianne, Den Hartog, Deanne N., and De Hoogh, Annebel H.B. (2010). Ethical

Leader Behavior and Big Five Factors of Personality. Journal of Business Ethics,…… [read more]


Leadership in Sports Term Paper

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Bibliography Sources: 1+

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Leadership in Sports

One of the important benefits of taking an active part in Sports of any kind is the fact that the members of the team would develop certain leadership qualities. However, the fact is that if the leader were not good, then the performance of the entire team would inevitably suffer. The leadership of a team must be… [read more]


Leadership the Theories Research Paper

Research Paper  |  3 pages (951 words)
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Furthermore, the author conceives of this moral behavior in a hierarchized sense in which the overarching goal of transformation leadership is to secure these rights for the general public. In keeping with this conception of leadership, Burns' esteem of transformational leaderships seeks to discern what sort of moral reasons a person becomes a leader, and what positive effects upholding the aforementioned mores that person's leadership will have upon the public.

Although Burns also defined aspects of leadership theory that adhered to transactional leadership, his most influential work in this field was related to transformational leadership. As such, there were a few inherent negatives associated with his notions of transformational leadership, such as its reliance upon motivation in order to properly galvanize a group of followers. Additionally, his conception of transformational leadership was less able than other styles of leadership to accommodate unforeseen obstacles.

Traces of Burns' and Weber's leadership theory surface in that of Daniel Goleman, who is principally known for his conception of emotional intelligence as an apt measurement of the prowess of a leader. Goleman's ideal of emotional intelligence is commendable in that it attempts to both identify and quantify that process of transformative leadership that compels followers to adhere to the leadership of a certain individual. Emotional intelligence and its measure is akin to that of conventional intelligence (there is an emotional quotient as opposed to an intelligence quotient to measure it) which Goleman believed was supplemented by the former to account for fostering inspiration in one's followers (Goleman et al., 2001, p. 1). Another boon of Goleman's notion of emotional intelligence is that he was able to stratify it into five different components which consisted of a leader's internal attributes -- such as a leader's possession of self-awareness, motivation and self-regulation -- as well as external attributes, which includes a leader's ability to empathize with others and to relate to them via social skills.

The principle drawback of Goleman's leadership theory being based almost solely on emotional intelligence is that it primarily relies upon a behavioral approach to conceptualize and contextualize qualities of leadership. Although it is fine to incorporate this aspect into the field of leadership, Goleman's concept of emotional intelligence relies upon the behavioral approach almost to the exclusion of other prudent measures and conceptions of leadership that are more cognitive in nature. Still, its behavioral approach does well to expand the field of leadership theory.

References

Goleman, D., Boyatzis, R., McKee, A. (2001). "Primal Leadership: The Hidden Drive of Great Performance." Harvard Business Review. Retrieved from http://waldorf.nexlearn.com/harvard/c3eilb/course3tools/LTEI_8296p2_PrimalLeadership.pdf

London, S. (2008). "Book Review." Scott London. Retrieved from http://www.scottlondon.com/reviews/burns.html

Williams, D. (No date). "Max Weber: Traditional, Legal-Rational, and Charismatic Authority." Tripod. Retrieved from http://danawilliams2.tripod.com/authority.html… [read more]


Mentoring Human History Is Replete Term Paper

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Works Cited

Jekielek, Susan M. et. al. "Mentoring: A Promising Strategy for Youth Development." Child Trends: Research brief. February 2002. June 7, 2005. http://12.109.133.224/Files/MentoringBrief2002.pdf

Kerka, Sandra. "New Perspectives on Mentoring." ERIC Digest. 1998. June 7, 2005. http://www.ericdigests.org/1998-3/mentoring.html

Kalbfleisch, Pamela J. & Joann Keyton. "Power and Equality in Mentoring Relationships." Chapter in Gender, Power and Communication in Human Relationships. Cody, Michael J. & Pamela J. Kalbfleisch Eds. Hillsdale, NJ: 1995

'A Message from the Secretary." Yes, You Can: A Guide for Establishing Mentoring Programs to Prepare Youth for College October 1998. June 7, 2005. http://www.ed.gov/pubs/YesYouCan/letter.html

Reh, F. John. "Mentors and Mentoring: What is a mentor?" About.com: Your Guide to Management. 2005. June 7, 2005. http://management.about.com/cs/people/a/mentoring.htm

'Some Questions and Answers About Mentoring Programs." Yes, You Can: A Guide for Establishing Mentoring Programs to Prepare Youth for College October 1998. June 7, 2005. http://www.ed.gov/pubs/YesYouCan/sect1.html

'What Young People Want From A Mentor." The National Mentoring Partnership. n.d. June 7, 2005. http://apps.mentoring.org/training/TMT/tmt26010.adp

Young, Clara Y. & James V. Wright. "Mentoring: The Components for Success." Journal of Instructional Psychology. Sept, 2001. June 7, 2005. http://www.findarticles.com/p/articles/mi_m0FCG/is_3_28/ai_79370576#continue

Proteges are sometimes called "mentees" in modern parlance.

Mentor served not only as a counselor to Telemachus during Odysseus' twenty-year absence, but also as a guardian and guide

A comparison of U.S. Bureau of Census figures between 1970 and 1994 show that children under 18 not living with two parents have increased from 41.5 to 66.7% among Blacks, from 10.5 to 23.8% among Whites and from 22.3 to 36.3% among Hispanics.… [read more]


Leadership: Three Theories, Three Centuries Leadership Theory Term Paper

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Leadership: Three Theories, Three Centuries

Leadership Theory Over Three Centuries

Many experts have attempted to derive overarching theories of leadership to describe the properties of a social construct that has changed over the last three hundred years, here separated by benchmarks of hundred-year periods corresponding to the 18th, 19th and 20th centuries. Three major examples of such analytical schema include… [read more]


Entrepreneurial Leadership Styles a Comparative Study of Sweden and China International Business Term Paper

Term Paper  |  48 pages (13,285 words)
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Entrepreneurial Leadership Styles - Comparative Study of Sweden and China

In recent years, researchers have contributed different causes as responsible for the success of a country's economic system, and as a result, differing models for economic growth suggest multiple possible paths for success. Two countries of notable global success, attributable to each of its' entrepreneurial leadership skills, are Sweden and… [read more]


Leadership Any Degree Book Review

Book Review  |  4 pages (1,225 words)
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Keohane's reliance upon historical examples is particularly timely in this section, in which she denotes how previous presidents kept members from rival parties as part of their cabinets in order to fully embrace a balanced perspective which inevitably colored -- and aided -- their own leadership. This notion is underscored by the fact that the author believes that "thoughtful leaders will make sure those close to her point out drawbacks occasional without fear of losing their jobs" (Keohane, 2010).

In the face of such incisive findings regarding the relationship between leaders and followers, the chapter which the author dedicates to pondering the importance and the question of gender in leadership seems a little superfluous, and certainly seems to slow the narration down. Perhaps this occurrence is due to the fact that by virtue of Keohane's own accomplishments as a female leader, the question of gender in such a role no longer seems as important as it perhaps once did. Gender differences are a mere facet of life, and while there may be traditionalists who are not desirous of female leadership, such leadership is a reality today and does not appear to worthy of an entire chapter in this book -- especially since some of the other issues addressed in it are more trenchant. The author determines that "socialization and cultural expectations, rather than hormones and genes" (Keohane, 2010) are responsible for the difference in styles of leadership attributed to the sexes. Yet this revelation, or little of the other information in this chapter, does little to add a great deal to the primary theme of this work -- what and how to produce the most effective form of leadership, which can be done by either a man or a woman.

Of particular value in this manuscript is the portion that the author dedicates to discussing the role and challenges of leaders in democracies. Although there are different nuances in the place of both of these factors in a democracy vs. those of other forms of government, leaders still have a job to do in democracies what is oftentimes circumscribed by the very nature of such a political system. In this respect, Keohane's manuscript does well to demonstrate the very obstacles present in America's democratic form of government -- such as the rigid system of checks and balances and the dedicated amount of resources employed to limit authority and leadership including political partisanship -- that counteract effective leadership from a single individual. Keohane explains that the executive branch of government, then, while readily viewed as the head of the country, essentially has to wheedle its way to the implementation of policies -- which is simply part of what the other denotes is an intrinsic part of the conundrum of leadership in a democratic society.

Throughout Thinking About Leadership, Keohane maintains a refreshing perspective that allows her to add unique insight to time honored topics (with the lone exception being in her detailing of the issue of gender in leadership) and to… [read more]


Leadership Within a Fire Department Term Paper

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Leadership Within a Fire Department

There is a wealth of information on leadership, but not all of it relates specifically to the unique leadership role within a Fire Department. The book First In, Last Out by John Salka begins to address this issue. Salka recalls one of the most frightening experiences of his life as a fireman. Though not the… [read more]


Motivation and Leadership Term Paper

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Motivation & Leadership

The objective of this work is to review the founder and CEO of Costco Wholesalers, whose name is Jeffrey H. Brotman. Costco is a Fortune 500 company. This work will review how Costco is run and will research different theories of leadership and whether those theories are actually good leadership theories.

The leadership of Sam Watson isn't… [read more]


Paradigm Shifts in Educational Leadership Term Paper

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Educational Leadership

Paradigm Shifts in Educational Leadership: Restructuring Goals/Revising Visions

Student achievement is the goal of education; leadership is the path to its attainment. Time, teams, and, passion are key components in the pursuit of excellence. However, systemic changes are needed to facilitate the creation and continuity of supportive learning environments. This paper reviews relevant peer-reviewed and scholarly literature concerning… [read more]


Leadership of David Petraeus Research Paper

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10) Stay fit to fight. Your body is your ulti-mate weapons system. Physical fitness for your body is essential for mental fitness. 11) The only thing better than a little com-petition is a lot of competition. Set chal-lenges for your subordinates to encourage them to excel. 12) Everyone on the team is mission criti-cal. Instill in your team members a sense of great self-worth, that each, at any given time, can be the most important on the battlefield.

From this one may reasonably conclude that Petraeus' leadership style is by and large transformational. Transformational leadership involves creating positive change in the followers whereby they take care of each other's interests and act in the interests of the group as a whole. Essentially the leader's task is consciousness-raising on a wide plane. The leader's fundamental act is to induce people to be aware or conscious of what they feel and to feel their true needs so strongly, to define their values so meaningfully, that they can be moved to purposeful action. In this leadership style, the leader enhances the motivation, moral and performance of his follower group. Transformational leadership is all about values and meaning, and a purpose that transcends short-term goals and focuses on higher order needs (Warrilow, NDI).

Michael Gerson (2012) noted that Petraeus was "supremely informed and often breathtakingly candid, an attribute that involves risks but establishes credibility." However, Petraeus' recent public downfall, brought on by his extramarital affair reveals a flaw in his character. Infidelity involves personal betrayal. Innocent people, spouses and children, suffer unfairly. Nonetheless, the manner in which Petraeus faced this public humiliation is to be admired, he admitted to showing "extremely poor judgment," and told the employees at the CIA, "Such behavior is unacceptable, both as a husband and as the leader of an organization such as ours" (Gerson, 2012). After a career dedicated to high standards, Petraeus chose to apply those standards to himself.

Conclusion

Many of the qualities and attributes demonstrated by Petraeus are applicable to police organizations. His leadership style is designed to create more leaders, not followers. His rules for life are grounded in creating a professionally run efficient force. The integrity he has thus far demonstrated in the face of this current scandal is to be admired, even if his actions are not. Unlike so many public figures whose shortcomings have been publically exposed in the past, Petraeus has not shirked nor made excuses for his responsibility in the matter.

Leadership in any organization is difficult. It has been said that leaders have a nameplate on their chest that says "expert" and a giant target on their back. A leader's behavior is held to higher standards; this is how it should be. Petraeus' fifth rule of living "We all will make mistakes. The key is to recognize them and admit them, to learn from them, and to take off the rear? view mirrors, drive on and avoid making them again" is most applicable in this case. Organizational leadership is… [read more]


Leadership, Team Building & Communication Term Paper

Term Paper  |  6 pages (1,951 words)
Bibliography Sources: 6

SAMPLE TEXT:

As one project engineer said, time to an engineer is in analog and for a manufacturing engineer, it is digital.

These stark differences in the perception of time make communication challenges even more challenging. The role of a transformational leader in a team is to alleviate the differences in how one team vs. another processes information and perceives their role (Streiner, Deibler, Besterfield-Sacre, Shuman, 2010). These are the catalysts that cause the barriers in communication across Cisco.

The two recommendations for managing these communication barriers include first having a team rotation schedule created where each member of the manufacturing team spends time in engineering, up to a week, understanding how their processes work. The same holds true for the design engineers in manufacturing. Next, both groups of team revolve in and out of customer visits, so the triad of design engineering, manufacturing and customer insight are gained. Using this triad approach members of the cross-functional teams will have a much broader perspective of how their contribution impacts the company. They will also see first-hand how the differences in perception of time are created and maintained.

The second recommendation is to have each cross-functional team member hold information sessions for his entire department on the project. This not only elevates the need for the cross-functional team member to thoroughly understand the entire project, it also positions them as the critical point of contract within their departs for a specific product lien development. By doing this, communication will be improved; in addition to giving them the opportunity to attain a higher levels of autonomy, mastery and purpose in their role. These three factors of autonomy, mastery and purpose are critical for long-term motivation to learn and excel at a job.

References

Buffinton, K.W., Jablokow, K.W., & Martin, K.A. (2002). Project team dynamics and cognitive style. Engineering Management Journal, 14(3), 25-33.

Chadwick, C. (1996). Team talk: The power of language in team dynamics. International Journal of Conflict Management, 7(4), 380-382.

Fitzgerald, S., & Schutte, N.S. (2010). Increasing transformational leadership through enhancing self-efficacy. The Journal of Management Development,

French, J.R.P., & Raven, B.H. (1959) The bases of social power. In D. Cartwright (Ed.), Studies in social power (pp. 150-167). Ann Arbor: University of Michigan.

Judge, T.A., & Joyce, E.B. (2000). Five-factor model of personality and transformational leadership. Journal of Applied Psychology, 85(5), 751-765.

Maslanka, A.M. (2004). Evolution of leadership theories. Grand Valley State University). ProQuest Dissertations and Theses,, 51

Purvanova, R.K., & Bono, J.E. (2009). Transformational leadership in context: Face-to-face and virtual teams. Leadership Quarterly, 20(3), 343.

Streiner, S., Deibler, C., Besterfield-Sacre, M., &…… [read more]


Contingency Theories Leadership • Situational Essay

Essay  |  3 pages (957 words)
Bibliography Sources: 4

SAMPLE TEXT:

It gives leaders a theoretical foundation to select which leadership style to use.

Situational leadership is the one that I often use. It allows one to analyze a situation and adopt the most appropriate leadership style, where the employee's developmental level is low; it allows me as the manager to provide more support and direction of a given task. When the employees have higher levels of development and are competent, then I offer less support and direction. Situational leadership leads to work being done effectively. It helps build a relationship between managers and employees. It also helps to raise the development level of the employees Northouse 99()

The human resource manager in our organization uses the path-goal leadership style. He helps the employees reach a goal through guiding them towards the goal. The manager also directs and coaches the workers in order to achieve a certain goal. The leaders behavior is motivational and it helps the subordinates be able to cope with some difficulties in the organization.

The successes of situational approach of leadership are that it is easy to understand and use. When leaders adopt effective leadership styles, tasks get done better. It helps build a relationship between managers and employees. It helps the employees sharpen their skills towards certain tasks. Situational approach fails to distinguish between leadership and management. The managers themselves come up with decisions without involving the subordinates. Workers end up feeling left out in the decision making process of the company resulting to low productivity.

Path-goal theory helps managers influence performance and satisfaction of the employees. It increases the outcomes of employees by clarifying the path to the set goals and reducing the roadblocks to goals by encouraging employees to work towards a set goal. Path goal approach may fail where the goals set for the task are too high that cannot be reached by the path chosen by the leader. The leadership style requires many assumptions and is not easy to use.

The success of contingency leadership is that it allows an organization chose leaders who are best suited for a task. These leaders use their skills to get a job done effectively. This leadership style leaves out subordinates in decision making process of the company resulting to poor results.

References

Elenkov, Detelin S., William Judge, and Peter Wright. "Strategic Leadership and Executive Innovation Influence: An International Multi-Cluster Comparative Study." Strategic Management Journal 26.7 (2005): 665-82. Print.

Herold, D.M., et al. "The Effects of Transformational and Change Leadership on Employees' Commitment to a Change: A Multilevel Study." Journal of Applied Psychology 93.1 (2008): 346-57. Print.

Hill, Linda. Becoming a Manager: How New Managers Master the Challenges of Leadership. New York: Harvard Business School Publishing Corporation, 2003. Print.

Northouse, P.G. Leadership: Theory and Practice. Thousand Oaks, California: SAGE, 2009. Print.

Waldman, David A., et al. "Cultural and Leadership Predictors of Corporate Social…… [read more]


Transformational Leadership Which CEO Essay

Essay  |  3 pages (894 words)
Bibliography Sources: 4

SAMPLE TEXT:

Yet for the entire organization there was an initial period to see just how authentic and transformational he would be or not. His approach to creating authenticity immediately focused on the sense of loss and apparent anxiety throughout the organization that the vision would somehow be altered. Yet Tim Cook chose to commit the year to Steve Jobs' vision of launching the latest iPad, going squarely against low-end laptops and netbooks. He also promised to not change any of the existing product development plans, and also pledged to not seek to marginalize any existing systems and strategies in place. He kept his word and continued to move aggressively in the direction of these shared goals and visions that Steve Jobs had created. The signaled to the entire company his authenticity and he fully intended to keep his word at the event that celebrated Steve Job's life. The essential aspects of a transformational leader's skill set include transparency, honesty and the ability to sense what leadership skill set is the best for a given situation (Avolio, Gardner, 334). This last aspect of any leaders' skill set is predicated on their level of Emotional Intelligence (EI) and ability to quickly act based on these perceptions (Fitzgerald, Schutte, 497). Finally Tim Cook has also shown a very adept series of skills in applying idealized influence, inspirational motivation, individualized consideration and intellectual stimulation, all critical factors in transformational leadership (Fitzgerald, Schutte, 498).

Conclusion

Combining these factors of transformational leadership and the ethics of using them to further the best interests of Apple while also staying the course to deeply engrained values in the company shows exceptional judgment as well (Price, 70, 71). Tim Cook could have vacillated, appeared uncertain, even unsure of the decisions made in the past. Instead he chose to take a very focused a deliberate strategy of accelerating the company to its vision and mission Steve Jobs had defined. He did change the culture slightly based on his more informal, conversational style, yet through all of the massive and potentially disruptive change of losing a CEO, Tim Cook held true to the course and shows what authentic leadership is when faced with a very significant challenge.

Works Cited

Avolio, Bruce J., and William L. Gardner. "Authentic Leadership Development: Getting to the Root of Positive Forms of Leadership." Leadership Quarterly 16.3 (2005): 315-38.

Fitzgerald, Susan, and Nicola S. Schutte. "Increasing Transformational Leadership through Enhancing Self-Efficacy." The Journal of Management Development 29.5 (2010): 495-505.

Price, Terry L. "The Ethics of Authentic Transformational Leadership." Leadership Quarterly 14.1 (2003): 67-81.

Purvanova, Radostina K., and Joyce E. Bono. "Transformational Leadership in Context: Face-to-Face and Virtual Teams." Leadership Quarterly 20.3 (2009): 343.

Zhu,…… [read more]


Leadership Team Leadership Analysis Essay

Essay  |  3 pages (988 words)
Bibliography Sources: 4

SAMPLE TEXT:

Engineering felt it could fit into markets including material handling and warehousing. Marketing felt this market was exceptionally small compared to the mainstream printing and imaging market. As the conflict traversed both internal and external teams, the project manager, using many aspects of the Team Leadership Model, had the engineering and marketing teams set up test, or beta sites, to evaluate the printer in these market areas. This leadership strategy made the marketability a shared goal, and also made the actual performance of the printer in this environment immediately known. Using this technique, the project leader had galvanized both teams to a common goal and created a higher level of team effectiveness by seeking to balance task, relational and environmental factors in a single leadership strategy (Hui-Ling, Yu-Hsuan, 47). This also gave each team an opportunity to work with the other and appreciate the perspective of added features and product quality, two areas engineering had deep personal commitment to, and sales achievement, what marketing wanted.

The use of the Team Leadership Management creates a framework that trust can be created upon when a leader seeks to balance internal and external factors, often serving as pressure points, on a cross-functional or multifaceted team (Keiser, Nancy, Maureen Kincaid, and Kristine Servais, 20). Ultimately this strategy created shared leadership and ownership of the product, which is another indication of effective team leadership (Vandewaerde, 414).

Conclusion

Having seen how the Team Leadership Model works to create a highly effective framework for managing the performance of teams comprised of significantly different departments, it is evident this approach has significant potential. The great the level of potential conflict in a team, the more effective this framework becomes. Being able to balance internal and external factors or forces that stress teams is one of the most powerful aspects of this model. Seeing engineering and marketing understand each other for the first time was remarkable, as both teams had completely different perceptions of the product, market and selling scenarios previously to this product introduction.

Works Cited

Bucic, Tania, Linda Robinson, and Prem Ramburuth. "Effects of Leadership Style on Team Learning." Journal of Workplace Learning 22.4 (2010): 228-48.

Chia-Chen, Kuo. "Research on Impacts of Team Leadership on Team Effectiveness." Journal of American Academy of Business, Cambridge 5.1 (2004): 266-77.

Eisenbeiss, Silke A., Daan van Knippenberg, and Sabine Boerner. "Transformational Leadership and Team Innovation: Integrating Team Climate Principles." Journal of Applied Psychology 93.6 (2008): 1438.

Hui-Ling, Tung, and Chang Yu-Hsuan. "Effects of Empowering Leadership on Performance in Management Team." Journal of Chinese Human Resources Management 2.1 (2011): 43-60.

Keiser, Nancy, Maureen Kincaid, and Kristine Servais. "Using a Collaborative Leadership Model in a Teacher Education Program." American Journal of Educational Studies 4.1 (2011): 5-20.

Schaubroeck, John, Simon S.K. Lam, and Sandra E. Cha. "Embracing Transformational Leadership: Team Values and the Impact of Leader Behavior on Team Performance." Journal of Applied Psychology 92.4 (2007): 1020.

Vandewaerde, Maarten, et…… [read more]


Leadership Essay

Essay  |  6 pages (1,913 words)
Style: APA  |  Bibliography Sources: 8

SAMPLE TEXT:

Organizational commitment can be attributed as employees' loyalty and faithfulness towards organization and his intensions to be the part of that organization. Organizational commitment has significant importance because committed workers have less intension to quit the job, less often absent and highly motivated to perform at advanced level (Packard, n.d.).

Conclusion

Leadership is frequently seen as an important variable affecting organizational performance. While the idea has been extensively studied, there is still much to be discovered regarding how leadership affects variables such as organizational culture, climate, and performance. Leadership is frequently seen as a key factor in coordinating and aligning organizational processes. As with any facet of organizational functioning, it should focus on organizational performance, and most important, effectiveness in achieving desired outcomes. Leadership is frequently seen as a key factor in coordinating and aligning organizational processes. As with any aspect of organizational functioning, it should focus on organizational performance, and most important, effectiveness in achieving desired outcomes. Leaders can impact program capacity through the use of evidence-based practice in program design and in this model; job satisfaction is seen as an intermediate outcome that can also affect an organization's effectiveness. To successfully lead professional staff, transactional leadership should be augmented by the use of transformational leadership, which includes idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Packard, n.d.).

References

Banerji, P. & Krishnan, V.R. (2000). Ethical preferences of transformational leaders: an empirical investigation. Retreived from http://rkvenkat.org/priyanka.pdf

Grant, A.M. (2012). Leading with Meaning: Beneficiary Contact, Prosocial Impact, and the Performance Effects of Transformational Leadership. Academy Of Management

Journal, 55(2), 458-476.

Kotelnikov, V. (n.d.). Effective leadership. Retrieved from http://www.1000advices.com/guru/leadership.html

Marsiglia, A.J. (2005). The relationship between leadership and personality. Retrieved from http://lead-inspire.com/Papers-Articles/Leadership-

Management/The%20Relationship%20between%20leadership%20and%20Personalit

y.pdf

Packard, T. (n.d.). Leadership and performance in human services organizations. Retrieved from http://www.sagepub.com/upm-data/27204_7.pdf

Sadeghi, A., & Pihie, Z. (2012). Transformational Leadership and Its Predictive Effects on Leadership Effectiveness. International Journal Of Business & Social Science, 3(7),

186-197.

van Aswegen, A.S., & Engelbrecht, A.S. (2009). The Relationaship between

Transformational Leadership, Integrity, and an ethical climate in organisations. South African Journal Of Human Resource Management, 7(1), 221-229.

doi:10.4102/sajhrm.v7i1.175

Vasilaki, A. (2011). The Relationship Between Transformational Leadership and Postacquisition Performance. International Studies Of Management & Organization,

41(3), 42-58.… [read more]


Level Three Leadership an Effective Term Paper

Term Paper  |  3 pages (766 words)
Bibliography Sources: 3

SAMPLE TEXT:

An effective leader sticks to central concepts in his logical analysis. He deals with similar concepts and avoids tautology at all cost. He is capable of presenting his conclusions based on analysis that had previously been conducted, and data. Moreover, he is capable of protecting himself against his own biases while doing logical analysis because he is resigned to finding the truth. An effective leader values the input of his contemporaries especially those respected in the realms of leadership (Clawson, 2012). By doing this, he seeks to know if his rationale is congruent with theirs. This gives them confidence with regard to whether his arguments would be listened to.

An effective manager works with people rather than through them to get results. He never abdicates his responsibility to his subordinates as he is responsible for achieving organizational objectives. He endeavors to make work to be a source of satisfaction to the personnel as opposed to being a source of punishment (Pigors & Myers, 1981). He appreciates that human beings are entitled to exercising their self-direction and self-control with regard to attaining the objectives that he is committed to. He recognizes that commitment to objectives is a function of the rewards or incentives given after achieving a specific goal. He is alive to the fact that rewards are given to satisfy ones ego and self-actualization needs. The manager encourages employee participation to encourage their growth and their ability to accept responsibility. An effective manager uses participation as a manipulative tool or a gimmick. He recommends promotions, pay increase, and transfers for his employees. Besides, he keeps his subordinates abreast with what happens in the company (Pigors & Myers, 1981). He constantly carries out job appraisals so that his subordinates become aware of how they are doing. He is open to hearing complaints and grievances of his employees. An effective manager is very aware that freedom is integral when it comes to productivity contrary to a popular belief that supervisors should always breathe down the necks of the employees. An effective manager offers incentives to his employees.

References List

Clawson, J.G. (2012). Level Three Leadership: Getting Below the Surface. Upper Saddle River, NJ: Prentice Hall.

Pigors, P. & Myers, C.A. (1981). Personnel Administration: A point-of-view and a…… [read more]


Failure in Leadership Essay

Essay  |  5 pages (1,507 words)
Bibliography Sources: 0

SAMPLE TEXT:

Failure in Leadership

An instructive case study of a failure in leadership and management capability

Barrack Obama on good leadership

Leadership is a lucrative field that demands a lot of simulation and hard work from the participating agents. In most cases, the society leaders have failed to expose possible approaches and management opinions that are directed at establishing the best… [read more]


How Does Leadership Emerge in a Group That Has No Common History? Essay

Essay  |  3 pages (954 words)
Bibliography Sources: 1+

SAMPLE TEXT:

Emergence of leadership in a Group with no

Common History

Work groups are critical to a survival of an organization, and have been identified as the building blocks to enhancing organizational effectiveness. Groups are the broadest category of social aggregate involving in mutual interaction and mutual awareness. However, a leadership role must be filled within a group to solve a problem within a group. While a group is critical for organization, however, an effective matching leader is critical to deliver a problem-solving solution as well as mentoring, coach and serve the role of a facilitator to enhance effectiveness of a group. Leadership is the process of social influence where an individual uses his or her social influence to enlist the support of others to accomplish a common task. Leadership theory reveals traits, which include situational interaction, behavior, power, value, charisma, vision and intelligence. Leadership is an evolved traits target to assist a group to function effectively. In a setting where a group of people interact, a leader always emerges. Within the academic circle, a question remains unanswered: How a leader emerges within a group that has no common history?

Fundamental objective of this paper is to investigate how a leader emerges within a group.

How a leader Emerge Within a Group having no Common History

One of the fundamental methods that influence an emergence of leader in a group with no common history comes from the evaluation of individual ability as well as commitment assigned to group goals. An emergent leader from a group is an individual having a significant influence on other member of the group. However, an emergent leader does not have any formal authority compared to a formal leader. A leader could derive legitimacy through the group members' perception.

Task competence is an important factor that influences an emergent of a leader within a group. Typically, a group is formed to solve a problem, and a group member who has a competent to solve a problem is likely to emerge as a group leader. A task competence encompasses a set of characteristics that requires a group to achieve its desire goal. For example, an individual with higher mechanical ability is likely to emerge as a leader within a group performing mechanical tasks. Typically, task ability largely contributes to a leader's emergence.

Goal commitment is another factor leading to an emergent of a leader within a group. A group member who determines to accomplish a goal and unwillingness to lower or abandon that goal is likely to emerge as a leader. Thus, a group member needs to be sufficiently involved in the group tasks to be emerged as a leader. Thus, a leader must show a greater concern to a group goal than other member of the group.

Other antecedents are also identified which include seniority, personality traits, gender, verbal participation rate and approval from…… [read more]


Management to Leadership Organization Seminar Paper

Seminar Paper  |  8 pages (2,213 words)
Bibliography Sources: 8

SAMPLE TEXT:

Management to Leadership Organization

Where do I want to be in 3 years?

In 3 years time I would like to see my goal for leadership materialized, my dreams caming true and my motivation still at the highest point to achieve even more. My aim is to achieve a position in an organizatin where positive impact of my leadership style… [read more]


Leadership in Organizations Organizational Leadership Thoughts Capstone Project

Capstone Project  |  40 pages (12,322 words)
Bibliography Sources: 25

SAMPLE TEXT:

Leadership in Organizations

Organizational Leadership

Thoughts on Leadership (Opening statement)

Management verses Leadership

What is management?

Similarities

Differences

The overlap ion management and leadership

What do leaders do?

Comparing personal thoughts and leadership models

Leaders see what others do not Leaders seize opportunities surrounding them

Personal statements/concluding the chapter

Leadership Theories

The trait theory -- what people have chances to… [read more]


Emotional Intelligence and Leadership Term Paper

Term Paper  |  5 pages (1,637 words)
Bibliography Sources: 7

SAMPLE TEXT:

Emotional Intelligence and Leadership

In the recent past, the issue of emotional intelligence has gained significant prominence in leadership circles. This is more so the case after Daniel Goleman authored a book, Emotional Intelligence, which extensively explored the topic and its relevance to leadership. What is emotional intelligence and why is it so important? What are the key differences between… [read more]


Servant Leadership Theories Research Paper

Research Paper  |  5 pages (1,494 words)
Bibliography Sources: 4

SAMPLE TEXT:

Servant Leadership Theory

There are several leadership theories that address this issue from different points-of-view. There are theories that refer to leadership skills as innate. In accordance with such theories, leaders are born, not made. These theories of leadership usually refer to the military activities. Trait theories on leadership also promote the idea that leaders have inherited skills, and that… [read more]

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