Study "Leadership / Mentoring" Essays 1-55

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Group Protocol for Adolescents Term Paper

… 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… [read more]


Organizational Capacity in Non-Profit Organizations Research Paper

… 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… [read more]


Leadership Values Essay

… 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.… [read more]


Leadership Styles -- Mentor Observations Term Paper

… 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]


Acquiring Leadership Skills the Multicratic Essay

… 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 Applied There Are Various Application Essay

… 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]


Higher Education Leadership Purpose Statement Essay

… 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… [read more]


Leadership Principal Theories Research Paper

… 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]


Leadership Is a Complex Process Essay

… 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]


Leadership Training and Experiences Research Proposal

… 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… [read more]


Nursing Leadership the Task Term Paper

… "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]


Global Leadership Find a Video Term Paper

… 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… [read more]


Leadership Term Paper

… 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]


Leadership Models Compare Servant Essay

… 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]


Transitional Leadership Times Research Paper

… 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… [read more]


Leadership Case Study

… 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… [read more]


Exemplary Leadership Leaders Inspire Term Paper

… "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]


Business Leadership the Biggest Difference Between Managers Essay

… 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… [read more]


Augustine as Mentor Augustine's Influence Book Review

… 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… [read more]


Leadership Dear Customer Essay

… 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,… [read more]


Transformational Leadership Background Values-Based Term Paper

… 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… [read more]


Leadership Philosophy Reflects the Values, Ethics Essay

… 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

… 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… [read more]


Leader Business Leadership: A Literature Term Paper

… 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… [read more]


Personal Leadership Style Term Paper

… 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]


Leadership and Supervising Influences in Human Services Research Paper

… EDUCATION

LEADERSHIP AND SUPERVISING INFLUENCES IN HUMAN SERVICES

In Human Service, leadership and supervision refer to individuals with the responsibility of assigning roles, schedules, organizes, and making ultimate decision for a firm or organization. The model of supervision places many effects on leadership traits and governance systems following the approach to supervision above others. The following study discusses the different leadership model roles characterized by the critical elements in the process of supervision. The paper highlights the hardships that supervisors encounter in evaluating job components comprising of employee motivation against productivity scales. It also presents an analysis of the traits of leadership that supervisors require in exerting authority on others.

It is clear that there are three fundamental leadership roles in human service: mediator, mentor, and manager. Mediation, mentorship, and management are areas that present opportunities for workers to address the challenges facing their peers. The work of management includes exercising control over various units, divisions and businesses (Glickman, Gordon & Ross-Gordon, 2007). Supervisors are tasked with essential responsibilities of ensuring that organizational goals are realized. Mediation involves maintaining neutrality between conflicting parties and presenting settlements to the disputes. The scope of the mediator facilitates the process of organizational interactions between conflicting parties while facilitating mutual agreement on strategies and implementation concepts. The mentorship role maintains relationships and provides resources ensuring that people's needs are satisfied. From the above definition, it is prudent for the supervisors to share their content and views relating to the management, mediation, and mentorship for purposes of gaining success. Strategies for monitoring and enhancing growth and development of employees should be implemented (Roper, 2011).

Part 2

The Supervisory Dyad presents multi-faceted processes of decision-making. Several phases of supervision characterize the dyad like indexing preliminary work, beginning, endings and transitions. The preliminary phase of the Supervisory Dyad allows the supervisor to get an appropriate mindset prior to progressing with phase implementation. Further, beginning the phase explains the reasons why supervision forms a necessity among decision-makers and persons affected. Another area of concern in the phase includes the level of supervision necessary in the formulation of compliance policies and regulations. New supervisory roles are encouraged for purposes of listening to employees while agreeing to work collectively for greater good in performance regulations (Glickman, Gordon & Ross-Gordon, 2007). The Supervisory Dyad's work phase actualizes the beginning of the tasks. Supervisors are expected to show focus and commitment in changing expectations while need arises. It is prudent to establish efficient communication channels with all employees. Excellent supervisors encourage feedback for informed decision-making and ways of dealing with problems resulting in failure (Roper, 2011).

The major elements within the Supervision Process according to Lawrence Shulman's Interactional Supervision model of 1993 include openness, attention, and unconditional positive regard. Other considerations include genuine interest, curiosity, self-disclosure, investment flexibility, warmth, understanding, genuineness, and empathy. Supervision and…… [read more]


Different Styles of Leadership Term Paper

… I had to work with my team members with great energy and liveliness in order to build a team. There was no leader at first but only team mates working together. I had to be enthusiastic with them and make… [read more]


Leadership Is Paramount Term Paper

… As such, orders must be followed without an explanation (House, 1971). Explanations, in many instances would simply waste time, without a corresponding increase in productivity. As such, my collectivistic, collaborative style would not be effective in these environments. In addition, employees will not take my leadership skills seriously. They may see a collectivistic nature as a sign of weakness, and subsequently rebel. Some employees, particularly those will long tenure, prefer to simply be told what the goals are, as opposed to having an explanation.

Working in the healthcare profession however, would be ideal for my leadership style. Many of the decisions with this profession require both communication and collaboration, both of which, I excel at. Aspects such as treatment processes, customer service delivery, and overall business operations require time to implement. Leaders with the ability to communicate the reasoning behind a particular course of action will excel in this industry. Hospice, therefore, would be an ideal area to foster and facilitate my overall leadership skills.

To improve the overall implementation of my leadership style, practice will be needed. Proper communication skills are developed through trial and error. As such, to improve my implementation, I will position myself in leadership roles throughout my career. I will take calculated risks by volunteering my services to corporate initiatives that are important to the organization that I work for. In addition, I will obtain a mentor who possesses the same skills that I would like to develop in the future. Through this mentorship, I will elicit feedback regarding my overall progress. Finally, to improve my implementation, I will attend trade conferences or continuing education courses at least twice a year to further develop my abilities (Paul, 2005).

References:

1) House, Robert J. (1971). "A path-goal theory of leader effectiveness." Administrative Science Quarterly (Johnson Graduate School of Management, Cornell University) 16 (3): 321 -- 339

2) Paul C. Dinsmore et al. (2005) The right projects done right! John Wiley and Sons, 2005. ISBN 0-7879-7113-8. p.35-42

3) Spillane, James P.; et al., Richard; Diamond, John (2004). "Towards a theory of leadership practice." Journal of Curriculum Studies 36 (1):…… [read more]


Leadership Self-Assessment Case Study

… 10). In that regard, therefore, leadership development has got to do with the enhancement of leadership qualities in an individual. Malcolm has his sights set on "the corner office." Indeed, all his activities and actions seem focused on this particular goal. To be effective, leaders ought to develop their leadership competencies -- something they could do via on-the-job training, attending mentorship sessions, etc. Malcolm's various engagements and the mentorship initiative are all critical components of leadership development.

2. What would you recommend that Malcolm do to facilitate his path to an executive position?

To facilitate his path to an executive position, Malcolm should concentrate on the tasks assigned to him, as his promotion could be pegged on how well he performs on this front. A promotion is likely to be granted on the basis of his performance and experience gathered in various capacities. Although his career ambitions are also valid, he should not focus too much on them.

3. To what extent do you think Jessica's comment is justified?

Jessica's advice that Malcolm focuses more on performance, as opposed to promotion, is not only justified but also timely. Although Malcolm's idea of career progress may not necessarily be old fashioned, his focus on career ambitions ought to be contained and made more realistic. As I have already pointed out elsewhere in this text, a promotion is likely to be granted on the basis of Malcolm's performance and experience gathered in various capacities.

References

Lawson, K. (2008). Leadership Development Basics. Danvers,…… [read more]


Leadership Application Case Study

… at the same time George would make independent decisions and sets policies or procedures without making any consultations with Shelly. At the same time George did not give room for listening to Shelly or give her a chance to give any suggestions or make any contribution.it is a bad leadership style since George was attempting to control Shelly through the policies, orders to an extent of almost forcing her to work and deliver what the organization considers to be satisfactory. He failed to listen or perfunctorily listened to any suggestion that Shelly brought forth. With this leadership style George did not provide any support for Shelly towards carrying out her duties in the new work environment (Simonton, 2010). Her role requires a lot of support and working together with George in order to achieve some of the goals that have been set for her by the organization. However she could not be able to work efficiently since she lacked support from George her leader.as an employee Shelly requires that her views and suggestions are factored into the decisions that are made within the organization but this was not the case with George as the leader.in fact George had established a do as I say, not as I do policy which he wanted Shelly to embrace. This leadership style by George was demoralizing to Shelly and within the short period of time she was working in the organization she was so dissatisfied and was even regretting getting employed there in the first place. Shelly is quite professional and therefore needed a competitive environment where she could fully exercise her duties and be useful to the organization. With this kind of leadership it was quite difficult for her to effectively carry out her duties and hence the reason why we can term George's leadership style as not being appropriate (Simonton, 2010).

Managing an autocratic leader

In order for Shelly to be comfortable in the organization and hence work effectively she has to be able to manage George her boss. There are several ways through which Shelly can use to manage George her boss including standing her ground. Even after trying to make it work at the end of the day George still remains an autocratic leader. Therefore Shelly should make sure that she remains focused with her tasks and not forget the reason why she is in that organization. With this in mind it will be very easy to deal with George since she will not concentrate too much on him but her work. The other thing is trying a much as possible to build a relationship with George this is because everyone values building relationships and this will not change the professional environment between them .when one build relationships with their leaders they tend to warm up to them and it becomes easy to work together as a team towards achieving the organization's goals. The other thing is adapting to the bosses' style of leadership. Even if the leadership style George… [read more]


Northouse's Leadership Question Research Paper

… Question #3 Select three items from the questionnaire and describe how this course has influenced your views in this area.

The three items from the questionnaire that I would like to discuss are items six, nine and thirteen. For example, for point six, this course demonstrated the wide range of ways that I would be able to respond favorably to the suggestions made by other people: the course taught me various ways to positively reinforce the good ideas that others share, and how to respond in a positive fashion even to the bad ideas that others offered up. Even bad ideas or ideas that are simply unsuitable for the group can be responded to in a positive fashion, so that everyone feels good about their contribution. For point nine, developing a plan of action for the group, the course taught me the wide variety of ways I could develop such a nuanced plan and how I could make it as strong as possible. The course also taught me how to anticipate problems that I would never have thought of. Finally, the course taught me the wide variety of ways that I could assert my roles and responsibilities as the group leader, and what the best possible course of action for me would be in better elucidating that role.

Part 2: In the second part, describe the kind of leader that you would like to become in the future. Include the type of employment position that you would like to obtain and the type of leadership role you would like to perform in the position.

The exact job that I will be fulfilling would require leadership as a person working in the medical records department as a Medical abstracter/coding supervisor. One of the major ways that I would lead would be through the implementation of technical, conceptual and human skills of employees, such as those who take care of the daily inner workings of the department. It is vital to me that everyone feel as though they have input in the way that things need to be done. It is my goal to create as inclusive an environment as possible. For instance, I think it would be beneficial for me to harness the trait approach when it comes to my leadership style. "First, the trait approach is intuitively appealing. It fits clearly with the notion that leaders are individuals who are out front and leading the way in our society. The image in the popular press and community at large is that leaders are a special kind of people -- people with gifts and who can do extraordinary things. The trait approach is consistent with this perception because it is built on the premise that leaders are different…" (2012, p.30). I think that I possess already many of the innate qualities that make an effective leader. Thus, this whole process would be beneficial to me and to the staff members that I work with, without a doubt. I think that if… [read more]


Leadership Steve Jobs Term Paper

… Recommendations to Jobs would be to retain his passion and energy, because those are the core qualities that helped make Apple the brand that it is today. However, Jobs needs to connect more with servant leadership qualities, developing commitment to the growth of people rather than just a commitment to the growth of products. He could also borrow some tips from participative leaders who understand the importance of empowering employees to take charge of the company so that their decisions can become the next product innovation in Apple's future. As it is now, Apple has no charismatic leader at the helm and the future of the company is therefore called into question.

Jobs has the potential to blend visionary, transformational, and charismatic leadership with servant leadership. He does not necessarily need to change even his communication style; Jobs would simply need to create a formal program whereby new talent can be cultivated to make way for the leaders of the future. Given his visionary approach to running Apple, it is actually ironic that Jobs did not have a stronger vision for the leadership vacuum that would emerge after he died. His death was not sudden, and he had ample time to prepare. Recommendations to improve the current effectiveness of the Apple company would be to inject new visionary leadership that is sorely lacking after Jobs's death.

References

Henson, R. (n.d.). Faculty insight: The leadership of Steve Jobs. Rutgers. Retrieved online: http://business.rutgers.edu/news/faculty-insight-leadership-steve-jobs

Isaacson, W. (2012). The real leadership lessons of Steve Jobs. Harvard Business Review. April 2012. Retrieved online: http://www.mdh.co.uk/wp-content/uploads/2013/04/Real_leadership_lessons.pdf

Kalia, S. (2012). 10 leadership tips from Steve Jobs. Forbes. April 2, 2012. Retrieved online: http://www.forbes.com/sites/susankalla/2012/04/02/10-leadership-tips-from-steve-jobs/

McInerney, S. (2011). Steve Jobs: An unconventional leader. The Sydney Morning Herald. Retrieved online: http://www.smh.com.au/executive-style/management/steve-jobs-an-unconventional-leader-20111007-1lcmo.html

Nocera, J. (2011). What makes Steve Jobs great. International Herald Tribune. 26 Aug, 2011. Retrieved online: http://www.nytimes.com/2011/08/27/opinion/nocera-what-makes-steve-jobs-great.html?_r=0

Northouse, P.G. (2013). Leadership. Sage.

Randol, S. (2013). Lessons in leadership from Steve Jobs. Bloomberg Now. Retrieved online: http://www.bloomberg.com/now/2013-10-25/lessons-in-leadership/… [read more]


Servant Leadership Term Paper

… Having looked at servant leadership and what it is about we can now examine if it is compatible with other philosophies or leadership theories. I agree with the statement that despite the fact that servant leadership is associated with the Bible and Jesus Christ it is equally in agreement with several other faiths as well as philosophical theories and leadership theories. Early leadership theories focused mainly on the qualities that set apart leaders from their followers with subsequent theories looking at variables like situational factors and levels of skills. The participative theory is an example of a theory that is compatible with servant leadership according to Greenleaf. Participative theories suggest that an ideal leadership style is one that takes seriously the input of other people participative leaders encourage the contributions and participation from other group members hence help them feel more relevant and committed when it comes to the process of making decisions. This is not different from how servant leaders let their followers participate in making decisions. Servant leadership is also compared to transformational leadership by James Macgregor Burns. Like servant leadership, transformational leadership has become very popular due to its emphasis on extraordinary leaders characteristics as well as its humanistic valuation of the followers. Transformational and servant-leadership theories are rooted in the charismatic leadership framework. Both theories share the focus of charismatic leadership model which is leadership behavior and qualities (Wallace, 2007).

When looking at worldviews of Buddhism, Hinduism, Christianity, Islam and Judaism we can say undoubtedly that these views are compatible with servant leadership in factors like nature and exemplars of leadership, the core vision, basis for moral leadership, the source of wisdom for the leaders, levels of being and finally the role played by the community. This therefore implies that the aspect of servant leadership is present and uniform in all these religions .it means that believers and followers of the religion practice servant leadership as their religion requires (Wallace, 2007).

There are various attributes and capacities of servant leadership which have been discussed above as the characteristics of servant leaders. I will look at are listening as an attribute I have seen someone demonstrate. As we know communication is very important in all areas of our lives. Servant leaders listen to their follower's views and use them in making decisions in the organization. There was a need for coming up with a marketing strategy for a new product that was being introduced in an organization. The marketing manager sat down with his team members and asked them to give their suggestions on how they would carry out marketing of this new product. He listened attentively to the suggestions that were made by the team members after which he sat down and critically analyzed these suggestions. He made a decision based on the suggestions he was given by these team members. This helped in that he came up with a very good marketing strategy as evidenced by how easily the product penetrated into the market.

Self-awareness… [read more]


Leadership by Nannel O. Keohane Book Review

… ¶ … Leadership by Nannel O. Keohane 2010

Nannel Keohane's book, Thinking about Leadership, is an excellent treatise regarding some of the most fundamental concepts of leadership. To the author's credit she is able to corroborate many of her viewpoints with a plethora of sources. Additionally, she discusses both classical and contemporary issues affecting leadership. As such, readers are able to get a comprehensive overview of this topic from a variety of different perspectives and sources. Moreover, the vast majority of the material discussed in this book is directly applicable to issues of decision-making, policy and management. These factors and others make Keohane's manuscript an excellent starting point for individuals looking to study the true science at the core of the phenomenon of leadership.

One of the most salient boons of this narrative is the cohesion and the clarity of structure the author provides. Thinking about Leadership addresses a different notion regarding leadership in each of its six chapters, and brings together the most salient implications of each in a concluding section. The chapters provide a surplus of information regarding the definition of leadership -- which perhaps is alluded to most succinctly in the author's definition that leadership involves setting or clarifying goals for a group and mobilizing energies of others to pursue them. Leaders engage in a number of different kinds of activities to accomplish this work, including making decisions, implementing strategies, and assembling resources (Keohane, 2010, p. 47).

Such a definition naturally places a good deal of emphasis on the role of followers, which is why the second chapter is dedicated to varying types of models used to establish and maintain followership. Other eminent themes in this work are specifically tailored to conventional literary themes, such as the role of gender and the relevance of leadership in a democracy. However, by outlining each chapter with a clear theme (all of which are implied by questions in the titles of the chapters), Keohane ensures a degree of clarity and organization that makes the narrative relatively easy to follow.

Another extremely valuable asset of this book is the wide range of sources tha the authors utilizes to support her notions. Essentially, Keohane stresses the fact that efficacious leadership is based upon temperance. Leaders have a variety of different models that they can employ to strike this balance of judgment in their decision-making process, but such a temperate approach is largely the objective of worthy leadership which requires any combination of "persuasion, strategic calculation, example, incentives, threats, sanctions and rewards" (Keohane, 2010 p. 49). In clarifying this concept through the book's different chapters, Keohane draws on several relevant sources which attest to the…… [read more]


Leadership and You My Personal Research Paper

… Leadership & You

My personal definition of leadership is based on what is commonly called "transformational" or "servant" leadership. This is focused on building a good team of people as opposed to weeding out the people who may not fit… [read more]


Theology of Servant Leadership Term Paper

… Theology of Servant Leadership

It came as a surprise to me to learn that servant leadership is not a uniquely Christian concept. Robert Greenleaf, who is credited with creating the modern servant leadership movement, did not approach servant leadership from… [read more]


Leadership a Mission Statement Term Paper

… Leadership

A mission statement is a "key tool that can be as important to your business plan" (Entrepreneur, 2013). When applied to a human being, some adjustments to the concept need to be made, since the concept reflects business missions.… [read more]


Leadership Theory Application Situational Term Paper

… Google has the luxury of hiring competent and motivated workers for all positions who often chafe when called upon to do mundane tasks. "The worst part of working at Google, for many people, is that they're overqualified for their job. Google has a very high hiring bar due to the strength of the brand name, the pay & perks, and the very positive work culture. As a result, they have their pick of bright candidates, even for the most low-level roles" (Edwards 2012). Many entry-level employees complain that Google is so big they feel that they cannot have any impact upon it, despite their high ambitions upon entering the company.

Recommendations and conclusions

For new employees, even though a delegating-style strategy may not be warranted, Google may need to deploy a more 'coaching' style, particularly if they hire workers with great potential who can be nurtured to be the next great employees of the future. Instead of simply hiring the best candidates for all positions, Google should also more carefully suit to match 'character' with job descriptions: it is not necessarily the case that the most credentialed or even the most creative employee may make the best HR person, for example, given the interpersonal skills required for this job. Lower-level workers with suitable credentials in entry-level positions may also have the ability to work more independently than allowed to at present with proper mentoring: although a relatively non-hierarchical organization (all levels of workers and managers eat side-by-side in the same cafeteria), many entry-level workers with high expectations clearly want something more from Google than its perks and benefits -- they also want the ability to be 'Googly' and share ideas. Complained one employee: "I worked at Google for 3 years and it was very difficult to leave but there was one major factor that helped me make the decision - the impact I could ever have on the business as an individual was minimal" (Edwards 2012). Even though the benefits were hard to abandon, this employee resented that his position, unlike those of engineers, was not given the ability to make a meaningful contribution to company development.

References

Edwards, J. (2013). Google employees confess the worst things about working at Google.

Business Insider. Retrieved:

http://www.businessinsider.com/google-employees-confess-the-worst-things-about-working-at-google-2013-11#ixzz2ju1GoeDc

Mediratta, B. (2007) The Google way: Give engineers room. The New York Times.

Retrieved from:

http://www.nytimes.com/2007/10/21/jobs/21pre.html?_r=0&pagewanted=print

Northouse, P. (2012). Leadership: Theory and practice. Sage.… [read more]


Transformational Leadership Term Paper

… 2 from the Northouse text? Related to this, read/analyze Case 11.1 from the Northouse text and provide answers to the question listed at the end of the case.

The different characteristics for the authentic leadership model include: monitoring vs. taking action and internal group issues vs. external group challenges. These areas are providing a better understand of what is occurring. It is at this point when these ideas can be used to determine if the individual has true leadership skills and their ability to effectively motivate others. (Northouse, 2013)

Inside case 11.1, it is focusing on a number of concepts. The below diagram is showing, how they are interconnected with each other.

Leadership

Internal Leadership Actions External Leadership Actions

Team Effectiveness

These areas are illustrating how authentic leadership is based upon the team members' working together. This is achieved by having open communication, transparency and collaboration. I agree with these ideas. This is because these elements are at the core for motivating and reaching out to everyone. (Northouse, 2013)

Lastly, how does Authentic Leadership connect with Senge's major claims regarding the "frontiers" and the related "reinvention" of management and leadership practice (Senge Chapter 17)?

An Authentic leadership style is connected with Senge's ideas on frontiers and revision through concentrating on similar areas. The most notable include: the ability to inspire others, set the example, transforms everyone's thinking and it encourages different moral standards. The combination of these factors transforms how people look at various positions and their role inside an organization. This is because it is using new ideas that are integrated with the core personality of the individual. In a working environment, these tools help them to troubleshot and understand what is impacting others. (Northouse, 2013) (Senge, 2006)

These ideas are important, as they enable an organization to explore new frontiers and boundaries. This is occurring with everybody having greater amounts of creativity and a willingness to do more. Moreover, it is assisting firms to transform their business. This is taking place, with them looking at alternative strategies and asking how they can be integrated into their model. (Northouse, 2013) (Senge, 2006)

During this process, there is a focus on having executives lead by using these ideals to set the example and inspire others. It is at this point when the organization can evolve with the challenges they are facing and become more competitive. In many ways, one could argue that these conclusions are redefining the employee supervisor relationship. This means that new tools must be utilized to effectively communicate and motivate everyone to do more. Otherwise, there is the possibility an organization will continue to face challenges with ineffective solutions. (Northouse, 2013) (Senge, 2006)

References

Northouse, P.G. (2013). Leadership: Theory and Practice. Thousand Oaks, CA: Sage Publications.

Quatro, S. (2005). Leadership: Succeeding in the Private, Public, and Not for…… [read more]


Leadership Technical, Interpersonal, and Conceptual Term Paper

… These variables include criterion variables, managerial behaviors, situational variables, and intervening variables. Some of these variables tend to be highly influential in determining the effectiveness of a leader. Another set of variables moderating the impact of leaders on group performance involves situational characteristics. Two situational factors influence the efforts of followers like intrinsically work-motivated properties and formal reward systems (Phillips, 1993). In the multiple-linkage theory, intervening factors could be directly affected by situational characteristics. On the other hand, situational variables could directly affect intervening variables.

The Difference between position power and personal power

The two common sources of power come from position power and personal power. Although they share a few things, they also have some differences. While position power stems from top management, personal power stems from followers based on the behavior of the leader (Phillips, 1993). Looking at the power position, an individual holding a management position has more power to exert influence than a worker who is not a manager. On the other hand, in personal power, followers tend to have power over the leaders. In fact, followers must consent to the governing influence of managers of the company to be successful. For instance, unions are a result of followers dissatisfied with the behavior of management and the desire for power balance (Yukl, 2012). Despite the differences, both sources of power are viewed in a positive sense. Without position and personal power, managers might not achieve organizational objectives. Both of them go hand in hand with leadership. Employees use personal power to get the job done while managers utilize position power to succeed. Within the business world, position power and personal power are viewed as integral prerequisites for the effectiveness of an organization.

Elements of emotional intelligence

Emotional intelligence is the ability for a person to recognize and manage his/her emotions, as well as other people's emotions. The following diagram is a summary of the four fundamental elements of emotional intelligence:

Figure 1: Elements of Emotional Intelligence

Self-awareness -- this refers to how aware a person is and how accurately a person can assess his/her emotions. Most people are often busy that they rarely take time to think about how they are responding to situations and how they come across. It is challenging people to see how other people are responding to them because most people tend to see what they want to see. As such, they tend to avoid uncomfortable actions of seeking feedback from others. Phillips (1993) shows that Lincoln "advised others to 'never add the weight of your character to a charge against a person without knowing it to be true'" (54).

Self-Management -- this is the ability of a person to control his/her emotions. This aspect also incorporates a person's adaptability, optimism, achievement, and transparency. A key factor here is whether an individual reacts or responds to situations.

Social Awareness -- this focuses on service and empathy level, which form social awareness. A person improves his/her awareness by fine-tuning his/her radar for the… [read more]


Fieldler Foundations of Leadership Term Paper

… Yet the predictions of leadership effectiveness were accurate and provided support for the model. Although there are many conflicting perceptions of the model's effectiveness, many research experiments such as this one offer evidence that it is useful in at least some situations.

Fiedler and Nature vs. Nurture

In my opinion, Fiedler's model is consistent with the nature vs. nurture debate. The leadership traits in the model are dispositional and can possibly change over time. For example, a leader might have one leadership style in their youth, but another style later in their career. Personalities are known to evolve over time as individuals have had more experience adapting to different environments. Furthermore, since the model uses a dispositional basis, this allows for variance in the potential outcomes. The model would suggest that leaders with a certain set of characteristics would likely be more successful in a certain environment, however such results are based on a correlation and the factors do not indicate causation.

The model differs from other leadership models in fundamental ways. For example the situational leadership model looks at leadership as specific to the situation that is being observed. However, this model does not generally include consideration of factors such as leadership power. For example, in some situations a leadership style, such as autocratic, might be appropriate. Yet if the leader does not retain enough power to exercise their will then they could be ineffective even though they might appear suited for their role in that scenario. Therefore the contingency can account for complexities that other models cannot. However, at the same time, accounting for such complexities makes the model less effective in certain situations and more prone to user error.

Works Cited

Cruz, M., Nunes, A., & Pinheiro, P. (2011). Fiedler's Contingency Theory:. IUP Journal of Organizational Behavior, 7-26.

Hanisch, B., & Wald, A. (2012). A Bibliometric View on the Use of Contingency Theory in Project Management Research. Project Management Journal, 4-23.

Rice, R., & Chemers, M. (2013). Predicting the Emergence of Leaders Using Fiedler's Contingency Model of…… [read more]


Leadership Theory Essay

… The followers are transformed by the transformational leaders in such a manner that shape the beliefs and values of their followers.

Transformational leadership has 4 dimensions as it said by Korver (2008). These dimensions are:

1. Charisma: The leader provides… [read more]


Management Principles: Organizational Theories Term Paper

… All of us are followers more often than we are leaders, and while leadership is necessary for an organization to thrive, so are good followers.

While "Leadership for everyone" focuses on how leaders can motivate followers, "Followership" emphasizes the fact that followers have their own agendas and characters which may or may not be able to be influenced by the leadership: isolates my hang back; bystanders may merely watch but not fully participate; participants, activists, and diehards are willing to be fully engaged. The status of the follower may depend to some extent upon the leader, but the relationship is always a dialogue and the response to the actions of the leader can never be easily predicted (Pierce & Newstrom 2010: 152). Leaders depend upon engaged followers who are willing to meet them halfway.

Conclusion: Evaluate your organization in the light of your analyses

The comparison and contrast between the different views of leadership and followership evidenced in "Leadership for everyone" and "Followership" highlights the vital importance in selecting high-quality organizational members and training all members of the organization to select persons with good leadership and followership skills. HR is very careful to screen for organizational actors who will be a good fit within the ethos and atmosphere of the company. It is not enough to merely select someone who is talented and articulate. The prospective employees must also have a feel for how the company functions and is evolving into the 21st century and be able to work within the existing structures of work teams, share information with one another, and believe in the vision of the business. This increases the likelihood that as followers they will not subvert the process and, once again, it is important to remember that even people hired as managers from the outset will have to behave as followers from time to time.

But although some traits may be innate, this does not mean that important leadership qualities such as sensitivity and the ability to communicate well with others cannot be taught. That is why our organization has regular training and retraining for employees in such areas as diversity education and listening skills. There is also a mentorship program for individuals identified as having particular qualities of value to the organization in terms of their capabilities and background. All of these foster the qualities of openness and respect in all employees embodied in the LEADERS acronym (Pierce & Newstrom 2010: 135). And this commitment to selecting the right employees yet working to hone their interpersonal as well as technical skills is why the organization has succeeded and created an entity which is staffed with both great followers and great leaders.

Discussion response "The enthusiastic employee: How companies profit by giving"

"The enthusiastic employee" suggests that the majority of companies are populated with what could be called 'the walking wounded' -- employees who came to the company with enthusiasm but who have since lost their fire due to organizational complacency and a lack of mission.… [read more]


Promoting Leadership Professional Development Essay

… An important part of being an effective leader, though, is knowing when to delegate responsibilities and allow others to find their own solutions. In this regard, Adamek notes that this leadership element means "giving power to others" because "secure leaders find good people to work with, build them up, and give them resources, information, and responsibility" (p. 122).

Process. In the penultimate element reviewed by Adamek (2007), the point is made that Maxwell conceptualized leadership as being a four-phase process that, like influence, takes times and hard work. According to Adamek, "Leaders are learners who build on the knowledge they learn from one day to the next and apply that new level of knowledge to the issues at hand" (2007, p. 123). Over time, in an incremental fashion, leaders acquire the skill set they need to be more effective (Adamek, 2007).

Inner circle. The final element of leadership propounded by Maxwell (1998) examined by Adamek (2007) concerns the so-called "inner circle" that is comprised of the key actors that can get things done. According to Adamek, "A leader's potential and impact relies heavily on those who are working closely with him or her. Every organization has an inner circle. This is the group that works closely with the leader to identify goals, implement strategies, and be the fiduciary agents of the organization" (p. 123). To facilitate leadership development Maxwell (1998) recommends selecting membership in the inner circle from a cadre of self-motivated individuals who are capable of raising up all of the company's employees rather than a select few (Adamek, 2007).

Summary of Journal Article No. 2: Roof, J. & Presswood, K. (2004, Spring). Is it leadership or management? College and University, 79(4), 3-9.

In an earlier work, Developing the Leader Within You, Maxwell (1993) describes five levels of leadership that illustrate different types of leadership roles and the growth that takes place along the way. The following is a summary of the leadership stages propounded by Maxwell (1993):

1. Position - a leader by title and people follow because they have to;

2. Permission - people follow because they want to;

3. Production - people follow because of what you have done for the organization;

4. People Development-people follow because of what you have done for them; and,

5. Personhood - people follow because of who you are and what you represent (cited in Roof & Presswood, 2004, p. 4).

Clearly, anyone can be a position leader but only a few manage to achieve true personhood. In this regard, Roof and Presswood emphasize that, "Personhood is the level we should all strive to achieve. This is reserved for leaders who have spent years growing people and organizations. Examples of personhood leaders could be Martin Luther King, Jr. Or John F. Kennedy" (p. 4).

Reflection and Conclusion

The leadership elements conceptualized by Maxwell (1998) and described by Adamek (2007) as well as Maxwell's (1995) leadership stages reported by Roof and Presswood (2004) made it clear that anyone can be a… [read more]


Coaching and Mentoring Are Fundamental Research Paper

… Researchers demonstrate that learning contracts endow the nurse the chance to study aspects they desire to pursue, which they find interesting. Such an activity is also a medium of resolving any doubt pertaining to the nursing profession. This activity can only be accomplished if the nurse and the coach collaborate to achieve the intended objectives. This collaboration would motivate and reinforce the achievement of objectives while enabling the nurse to develop (Grossman, 2013).

Coaching strategy

This strategy will be adapted and adopted to accomplish the above coaching activity. My role as a nurse emphasizes on the strategy of advancing practice and interpersonal communication. The ultimate goal of this strategy is to have physicians and nurses working collectively as teams to offer comprehensive care. Working collaboratively demands more above knowledge concerning teamwork and teams; it demands preparedness for any inter-professional team to be developed and sustained. Coaches and mentors facilitate team development by providing a forum for continuous action and reflection. As a nurse, I recognize the value of cooperating with my co-workers. I can assume a leadership role to mobilize interpersonal teams and ensure we achieve the set objectives (Hamric, Spross & Hanson, 2009).

Mentoring activity

The most widely known mentoring activity in acclimating nursing roles is the dyad. This refers to the association between two people. The model activity acknowledges that nurses would benefit from a team of mentors (Hamric, Spross & Hanson, 2009). As I advance in my nursing career, it will be necessary to engage in triad activities encompassing the organization, the mentor, and myself. Such a structured group model fosters an environment that would help me in acclimatizing to my graduate role. This is achieved when the mentors influence my capacity to create large networks through their support.

References

Grossman, S. (2013). Mentoring in nursing: A dynamic and collaborative process. New York, NY: Springer Pub. Co.

Hamric, A.B., Spross, J.A., & Hanson, C.M. (2009). Advanced practice nursing: an integrative approach…… [read more]


Nursing Leadership One of the More Challenging Essay

… ¶ … Nursing Leadership

One of the more challenging aspects of healthcare in general and nursing in particular is the inevitability of change and the need for using evidence-based practices to promote optimal clinical outcomes. For this purpose, effective nursing… [read more]


Application of Ethics in Organizational Leadership Research Paper

… ¶ … Ethics in Organizational Leadership

The dominant view of leadership has in the past been that leaders should mainly concern themselves with the enhancement of production and profit growth. This view is however slowly diminishing. In its place, a… [read more]


Effective Ethical Moral and Legal Leadership Research Paper

… ¶ … Ethical, Moral, and Legal Leadership

Debates whether leaders are made or born have continued to evoke striking opinions for a long time. Some people believe leaders are born, meaning that they are naturally strategic, intelligent, charismatic, and visionary. On the contrary, others are of the differing opinion that leaders are made through education, training, experience, and mentoring. Some people argue that leaders are both made and born. They are naturally extroverted and intelligent but enhanced with training, education, experience and mentoring (Avolio & Lawrence Erlbaum Associates, 2010).

A study focusing on global top leaders established that fifty-five percent think leaders are made on the belief that leadership is above mere genetics. A twenty percent minority believes that leaders are born. The remaining twenty percent believe that leaders are made out of a combination of these factors (Kets & Engellau, 2008). They argue that leaders have intrinsic leadership qualities but have worked hard through education and experience to maximize their leadership success. Various studies have found that leaders own a mixture of both made and born qualities. However, most study findings are biased towards leaders being made. Leaders might be born with a helping quality with intrinsic leadership skills including charisma, ambition, and drive. This is not enough for a good leader. Hard work is crucial for a leader to develop his/her level of knowledge, competence, and experience. A person cannot afford to be complacent or stand still. Leaders must cautiously learn and develop. The current business world is extremely competitive, and leaders must identify skills to ensure they stay on top (Fox & Marine Corps Association, 2011).

It is important for leaders to recognize how to draw elements that will make the biggest impact. Personality can be drawn from experience. It shapes how a person leads a team or business. Leading a big company, with a strong people-oriented culture and programs that aim at developing and growing leaders affect leadership styles. Ultimately, it boils down to passion. Human beings tend to respond to passion. Regardless…… [read more]


Nursing Leadership Styles Analysis Research Paper

… Nursing Leadership Styles

Analysis of Leadership Styles:

Assessment of RN Unit Manager Performance

The RN Unit Manager of the department I'm a member of blends autocratic and democratic styles, seeking to clearly define roles and tasks while also frequently working to get the entire department to take ownership of tasks. In evaluating her performance over the last few weeks, there have been more incidences of democratic leadership.

Analysis and Assessment of RN Unit Manager Performance

Empirical studies of nursing managers who see themselves as democratic leaders indicate that they are most influenced by their colleagues (82.4%), family (70.3%) and the opportunity to be a mentor to others (89%) (Sanders, Davidson, Price, 1996). This is the case with the RN Unit Manager who leads our team, as there is more of a focus on collaboration and open communication within and between department members, and she also makes a point of including other departments in meetings and information sharing sessions as well. She is also more focused on setting challenging goals and objectives, often rewarding those of our department who attain them with recognition and even financial rewards for exceptional performance.

In terms of leadership style, she is much more collaborative than the other RN Unit Managers in that she actively asks for insights and opinions from RNs who are most involved in a new procedure or process. Participative management styles are pervasive in nursing managers who have democratic leadership styles, as they tend to view influence as being more egalitarian in nature, not as hierarchical as authoritarian managers do (Lung, Braithwaite, 1992). This approach to leadership gives her the flexibility of providing recommendations and suggestions and gaining greater credibility over time. I have noticed however that subordinates take advantage of this approach to managing at times, ignoring suggestions for improvement.

Which…… [read more]


Path-Goal Leadership Theory Research Paper

… I like to encourage and coach my subordinates to improve themselves, set higher goals, and I believe that showing concern and caring for my subordinates ultimately fosters a better organizational environment. However, because I am not a directive leader who penalizes deviations from the norm, David might be tempted to take advantage of my leadership style. Given that David wishes to please his superiors, I would stress to David how his sloppy approach to information and to timeliness affects his overall performance and cannot be ignored. I would set specific targets regarding his work habits and results from customer satisfaction surveys. I would also try to mentor him, noting how by setting a good example in terms of taking on unpleasant tasks or treating lower-level employees with respect, he would improve his image in the eyes of all employees. I would also suggest a program of action for David that included some form of leadership and interpersonal training to improve his relational style with others as well as his organizational skills and work habits.

PERFORMANCE GOAL / TARGET / KPI:

ACTION STEPS BY WHEN BY WHOM RESOURCES/COSTS

1. Enroll David in a training course to improve overall work habits and interpersonal leadership style

2. Set specific goals with David regarding improved timeliness

3. Discuss ways to improve customer satisfaction; suggest ways to ask for help rather than to refuse to admit a lack of knowledge: set goals regarding improved customer satisfaction

4. Devise improved interpersonal strategies with subordinates through role-playing; set goals regarding feedback evaluations from subordinates

5. Monitor the completion of tasks from beginning to end

6. Improve David's performance ratings as a leader on a holistic fashion; have David behave as an employee in as exemplary a manner as he requires of his…… [read more]


Leadership Research Models Research Paper

… Forbes.] [7: Hansell, S. (2006, September). Yahoo Woos a Social Networking Site. The New York Times.] [8: Williams, A. (2012, Nov). Saying No to College. The New York Times. ]

Table 1- Leadership Table

Goffee & Jones Model

Individual Leader Characteristic

Drucker Model

Key Characteristics of Leadership

1- Revealing Weakness

2- Becoming Sensor

3- Tough Empathy

4- Being Different

Brought Sheryl Sandberg as COO to fill management experience gap

Ibid.

Writing Codes for Facebook and expanding the company

Diverse Team development

Facebook Home: A new application

Dropped out as Junior from Harvard and set up Facebook

1- Asks what needs to be done

2- What is right for the enterprise

3- Converting knowledge into action plans

4- Owning responsibility

5- Communication responsibility

6- Opportunities not problems

7- Productive meetings

8- We not I

IV- Conclusion

Business leaders do not fit into one or another leadership model exclusively. However, a careful analysis indicates that some of the key characteristics described in two aforementioned models are present in each successful business leader. Mark Zuckerberg as a business leader was assessed in perspective of his leadership qualities by investigating the leadership style of Mr. Zuckerberg. It was revealed that Zuckerberg admits his weaknesses and pays close attention to market trends. This has enabled him to gather an empowered and diverse team in Facebook Company. As an effective executive, Zuckerberg practically develops action plans based on his knowledge. His emphasis has been on 'We' as a team and company rather than personal development only. Zuckerberg refused bid offers and instead stick to expanding the company.

Bibliography

Brio, M.M. (2013). Think like Zuck: How Leadership diversity Sparks Innovation. Forbes Magazine. Retrieved from: [http://www.forbes.com/sites/meghanbiro/2013/01/27/think-like-zuck-how-leadership-diversity-sparks-innovation/]

Forbes. (2013). The World's Billionaires: Mark Zuckerberg. Forbes Magazine. Retrieved from: [http://www.forbes.com/profile/mark-zuckerberg/]

Drucker, P.F. (2004). What makes an effective executive? Harvard Business Review, 58-63.

Goffee, R., & Jones, G. (2001). Why Should Anyone Be Led by You? IEEE Engineering Management Review, 29(1), 94-100.

Hansell, S. (2006, September). Yahoo Woos a Social Networking Site. The New York Times. Retrieved from: [http://www.nytimes.com/2006/09/22/technology/22facebook.html?ref=markezuckerberg&_r=0]

Williams, A. (2012, Nov). Saying No to College. The New York Times. Retrieved…… [read more]


Leadership Style and Decision-Making Discussion Chapter

… Leadership Style and Decision-Making Style

Leadership and Decision Making Style

Leadership matters whether a person works in police department, or academia or in an optometry clinic like me. As a clinic Manager working at a tri service optometry clinic, I… [read more]


Leadership Actions Chapter

… ¶ … leadership actions that might address the issue described in Part a and also refer to Part B below (These should be referenced and informed by relevant literature and research).

Part a stresses the importance of student achievement and emphasizes the relationship between student outcomes and the quality of the teaching they receive. Part a offers a form of self-appraisal as a means for improving the teaching quality and keeping teachers consistently geared towards a high level of educational excellence. As Part a describes, teachers have to reflect on their current level of success and effectiveness in a frank and honest manner, comparing those attributes to a rubric; it is via this reflection and comparison that teachers are able to pinpoint and assert professional learning goals which they can work hard at achieving in the coming year. Thus, there's a strong element of on-going reflection which keeps the teaching performance flexible and dynamic as opposed to static.

However, as Part a points out, schools do change in a collective fashion; however, this collective fashion needs to be orchestrated via leadership. In order for the proposal described in Part a to work in any capacity, strong leadership is essential. In fact, one could argue that this might be an instance where transformational leadership is relevant. "Applied transformation leadership encompasses the act of empowering individuals to fulfill their contractual obligations, meet the needs of the organization, and go beyond the 'call of duty' for the betterment of the institution (Santamaria & Naverez, 2010). These leaders inspire, motivate and appeal to followers through an array of skills and behaviors" (Santamaria, 2010).

Thus, according to these ideas, transformational leadership within the school setting needs to help inspire and transform these teachers before, during and after their self-appraisal. Or as Earl and Katz assert, such leaders need to be able to help develop the conditions for teachers to participate in such inquiry both individually and collaboratively, that is constant in their own work (2010). Together, these ideas indicate that the transformational leadership needs to be specific and it needs to empower these teachers to engage in the act of self-appraisal and goal setting in the loftiest and motivating way. In fact, as other scholars have indicated, the leadership in place to help enable these changes can be more of a distributed type or variety, so that it's not so reliant on the actions of a single individual (Gronn, 2008). In order for real and consistent change to take place, the leadership might need to be on various layers and levels so that the teachers are constantly being enabled for improvement and are constantly enabling one another.

On the other hand, there is a valid argument as to the value of individual leadership in certain aspects of improving student outcomes. Scholars have written about the adeptness in principal-parent dialogues as an important component of student achievement and of educational leadership (Robinson & Le Fevre, 2010). Furthermore, one could…… [read more]


Organizational Motivation and Leadership Term Paper

… They would likewise like, if provided the choice, to leave the companies where they are working. Such mindsets and habits are not unusual. They have a direct link to the problem of motivation at work (Bartol et al., 2001).

Managers… [read more]


Graduation Class of Advance Leadership Course Alc 25b Essay

… Military

Leadership Graduation Speech

Greetings and salutations to all the distinguished guests, family members, and the Non-Commissioned Officers of Advanced Leaders Course Graduation Class in attendance.

I would like to begin by stating why leadership is so valuable on a very fundamental level. Leadership is necessary because of the nature of life. The problem with life is -- it's hard. There is not one person who has, at least once in life, hoped, wished, or desired to change life for the better. Where does positive change begin? It begins with our perspective, disposition, and outlook on life. Problems are solvable. It is feasible to reach our goals.

We cannot imagine or accept the best solutions to our problems if we lack the capacity for leadership and forward thinking. Effective leadership is more than a philosophy on life; with the capacity to lead well is the power to change ourselves and in turn, our lives. Skills in leadership can help us come up with that great idea that saves the day; leadership can help us get through a tough day or tough, long period of time. Disciple gained through leadership has the power to maintain physical health and develop the precise skills necessary to cope and adapt to life's numerous challenges. Leadership is a key ingredient of most people's definitions of success.

True leaders are more likely to make goals and reach them. True leaders are more likely to perceive opportunities for advancement and have the courage to seize those opportunities. True leaders will handle what…… [read more]

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