Study "Leadership / Mentoring" Essays 551-605

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Global Poverty Since the Modern Essay

… With so many bodies working to reduce poverty, it is important that each organization has its own leaders to inspire the workers and volunteers even when there are roadblocks and challenges. Whether the challenge is moving goalposts, lack of stability or the intransigence of entrenched interests, transformational leadership provides the inspiration to keep the momentum of the anti-poverty movement progressing, rather than accepting that only minor, incremental changes can be made.


Transformational leadership is critical to the eradication of poverty. There are hundreds of organizations large and small working to eliminate poverty, but these groups are often not united in terms of how they define poverty, much less how to tackle the problem. This lack of vision and cohesion reduces the effectiveness of poverty reduction strategies, but it does not need to be this way. Transformational leaders inspire those around them to innovate, to push through obstacles and to unite around a common cause. Transformational leaders are the ones who can inspire new approaches and creative solutions, something needed to resolve world poverty given the ineffectiveness of current approaches in much of the world. The transactional approach has failed to resolve many of the antecedents of poverty -- high birth rates, conflict, instability and poor governance. It will take greater heights of thinking and inspiration to resolve such issues and truly set the world on a course of poverty elimination, and this requires transformational leadership.


Antrobus, P. (2000). Transformational leadership: Advancing the agenda for gender justice. Gender and Development. Vol. 8 (3) 50-56.

Bass, B. & Riggio, R. (2006). Transformational Leadership. Mahwah, NJ: Lawrence Erlbaum Associates.

Deaton, A. (2001). Counting the world's poor: Problems and possible solutions. The World Bank Research Observer. Vol. 16 (2) 125-147.

Porter, D. & Craig, D. (2004). The third way and the third world: Poverty reduction and social inclusion in the rise of inclusive liberalism. Review of International Political Economy. Vol. 11 (2) 387-423.

Shah, A. (2013). Poverty facts and stats. Global Issues. Retrieved October 17, 2013 from

Townsend, P. (2003). World poverty: New policies to defeat an…… [read more]

Perception About How Managers Term Paper

… As a result, they become defensive, cautious, and critical of other people and new ideas. In the extreme incidents, they resort to sabotage like when a group of a food chain released their frustration by urinating and spitting into drinks they served to clients.

For power to be wielded wisely, managers must battle with all issues outline in this section. They must consider that using power for their own self-interest does no good for the overall organization. Instead, it deprives the organization valuable resources such as time, besides causing conflicts and making the organization unproductive. Managers are required to take into consideration the power, its purpose, and the appropriate time to use. They must be able to establish how much power to give away and how much to keep (Fisher & Tack, 2008).

Managers ought to resist and recognize the threats posed by using the power for their personal interest while ensuring that followers are not corrupted by lack of power. Fortunately, studies evidences that some managers are casting light instead of a shadow concerning power. They acknowledge that power sharing prevents abuse of power and enhances organizational performance. For instance, top managers at McCormick & Company, Harley-Davidson, Johnsonville Sausage, and other successful organizations have a culture of relinquishing much of their coercive, legitimate, and expert power biases to low-level employees (Gunter, 2011). Greatly, most companies have self-directed work groups to take over functions such as quality control and hiring. Previously, such functions were designed for the low and mid level managers.


Barna, G. (2007). Leaders on leadership: Wisdom, advice, and encouragement on the art of leading God's people. Ventura, Calif., U.S.A: Regal Books.

Fisher, J.L., & Tack, M.W. (2008). Leaders on Leadership: The College Presidency. San Francisco, Calif: Jossey-Bass.

Gunter, H. (2011). Leaders and leadership in education. London: Chapman.

Neary, I. (2010). Leaders and leadership in Japan. Richmond, Surrey: Japan Library.

Rejai, M., & Phillips, K. (2007). Leaders and leadership: An appraisal of theory and research. Westport, Conn. [u.a.: Praeger.

Ribbins, P. (2012). Leaders and leadership…… [read more]

Forgotten Group Member Group Development Case Study

… Instead, it could have been brought up as a hypothetical scenario for how the group would handle it if one of the members was not participating and meeting group deadlines. Therefore, there would be pre-established consequences for failure to participate, and Mike would have had an opportunity to help determine those consequences.

Christine does not have to give up on the idea of Mike being a fruitful group member simply because the group failed to establish consequences for failure to perform duties. She has been warned by the professor that they are to make every attempt to solve group problems possible before coming to the professor. She needs to send Mike an email giving him three alternative meeting times, telling him to select one, and reminding him that all of the group members have completed their parts and that his part must be complete by that time. If Mike fails to pick a time or attempts to skip the meeting, then Christine needs to take all of her documentation to her professor and consult with the professor about what needs to be done. First, in a business scenario, an emerging leader would do well to pick a mentor and ask for that mentor's advice when faced with difficulties. Second, the reality is that the working world has different consequences than school; team leaders are frequently in supervisory roles with team members and have some influence over hiring, firing, promotion, and salary decisions. However, in a scholastic scenario, if Mike is not motivated by his own grades, he is not going to be motivated by concern for his team member's grades.

Part IV: Reflection

Christine was a partially effective team leader in this scenario. The true measure of team leadership is whether the team accomplishes its goals. It appears that Christine and the other team members are sufficiently prepared that, if Mike fails to meet his obligations, they will still be able to complete their project. Therefore, from a task-oriented perspective, Christine has been an effective leader. Moreover, if the team chose to, they could probably present the material in a manner that made it seem as if Mike's participation was closer to the same level as the other team members, so that their classmates would not downgrade their evaluations. However, Christine failed to establish sufficient authority in her leadership position and was unable to motivate a recalcitrant team leader. One of the problems that leaders face is that many followers in a group are there reluctantly and do not have the same goals as leadership. If Christine does not learn how to identify a problematic team member and take steps to reduce that member's impact on the team, then she will continue to face significant problems.


Mind Tools. (2013). Forming, storming, norming, and performing: Helping new teams perform effectively, quickly. Retrieved September 19, 2013 from Mind Tools website:… [read more]

Leadership Analysis of Osim High Essay

… The challenge many high tech organizations face is creating a more effective balance of these two foundational elements of leadership while still staying agile enough to attain challenging objectives over time. Only by doing this can an organization effectively stay balanced and make progress over time towards its objectives. The challenge of continually grooming new leaders also pervades this aspect of any organization as well.


Beugr, C.D., Acar, W., & Braun, W. (2006). Transformational leadership in organizations: An environment-induced model.International Journal of Manpower, 27(1), 52-62.

Deluga, R.J. (1988). Relationship of transformational and transactional leadership with employee influencing strategies.Group & Organization Studies, 13(4), 456.

Eppard, R.G. (2004). Transformational and transactional leadership styles as they predict constructive culture and defensive culture. (Order No. 3144365, Virginia Polytechnic Institute and State University). ProQuest Dissertations and Theses, 129-129.

Guay, R.P. (2013). The relationship between leader fit and transformational leadership. Journal of Managerial Psychology,28(1), 55-73.

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

Judge, T.A., & Piccolo, R.F. (2004). Transformational and transactional leadership: A meta-analytic test of their relative validity. Journal of Applied Psychology, 89(5), 755-768.

Pieterse, A.N., van Knippenberg, D., Schippers, M., & Stam, D. (2010). Transformational and transactional leadership and innovative behavior: The moderating role of psychological empowerment. Journal of Organizational

Behavior, 31(4), 609.

Price, T.L. (2003).…… [read more]

Change Leading Effective Public Policy Term Paper

… Merely being charismatic or having a big, striking idea is not enough: there must be technical competence and awareness behind the leader's proposal for pioneering, radical change -- and this is borne of education both inside the classroom as well… [read more]

Military Leadership and Ethics Essay

… ¶ … military leader?

Despite the fact that the word 'leadership' is often used relatively generically to describe a variety of styles and approaches, the characteristics of what we would call a 'great leader' is often quite variable. Some leaders are praised for their adaptability to different circumstances; other leaders are praised for being stalwart and unyielding. This largely has to do with the circumstances under which the leader operates: the leadership demands placed upon a military general are very different than those of someone trying to rally support to begin a new, creative project at work. The types of nonhierarchical, participatory and democratic styles of leadership embraced at technology companies like Google are simply not feasible in the military.

However, even though leading a military campaign demands a level of command and control that might not be expected or accepted in other contexts, there still is variation between the styles of different military leaders. Hermann (1998) has noted that responsiveness to constraints, openness to information, and the motivation of the leader are all determinants of how a political leader approaches his followers. Fundamentally, a military leader must be adaptable and willing to change with circumstances, even though the safety and security of the nation he or she is defending is always the ultimate priority. One common criticism is that nations are always fighting the 'last war' they fought and "military capabilities rarely evolve faster than the threats to which they must respond."[footnoteRef:1] [1: T. Pfaff, "Resolving ethical challenges in an era of persistent conflict," SSI, 1]

Although there may be limits upon how much input a military leader can offer to change a decision by the nation's chief executive, the leader can and should use his or her influence to ensure that military capabilities are kept modernized and functional and that the leaders of the nation understand the degree to which a certain level of military readiness is required to realistically fight the proposed war. A military leader does not have the power to determine if a war is fought, but can exert his or her influence to ensure that it is fought correctly, in a manner best to assume victory, and in an ethical fashion according to the rules of war.

Strong military leaders are willing to challenge apparently limiting constraints and have a strong belief in their ability to control circumstances. "For the political leader who does not believe he can control what happens, fear of failure may supersede and crowd out sense of timing."[footnoteRef:2] This underlines the…… [read more]

Staff and the Supervision Essay

… The reason behind this is the fact that everybody wants to be heard and since I believe in a collaborative approach I think that the employees and staff members would be happy with my assumptions for the simple reason that they are able to convey their thoughts and ideas through proper and convenient channels. These skills have been characterized by Glickman, Gordon, and Ross-Gordon into the mastery of the subsequent conditions, "listening, encouraging, clarifying, presenting, reflecting, problem solving, directing, negotiating, reinforcing and standardizing" (pg. 112). Therefore, by having a proper understanding of the above mentioned term a supervisor will be able to understand and nullify the misunderstandings.

However, it has to be kept in mind here that when you are dealing with an organization or an institute with a number of employees working there, some kind of misunderstandings and opposition is bound to take place as every person has their own point-of-views. While there may be many who feel comfortable with the collaborative approach as they feel that they are being heard, there can be some who might not be happy with the changes in policies or being told what to do etc.

But this kind of attitude can be controlled to a great deal with the help of the collaborative approach and an open door policy which will make the employees and parents feel that their needs and wants will be paid attention to and that the administration is concerned about their thoughts and ideas. This kind of an approach will go a long way in building trust of the employees in the administration and supervisor, which will ultimately help in the betterment of the institution as employees will have increased sense of belonging with the help of the collaborative approach and hence, they will feel more loyal to the organization.


Bernhardt, V.L. (2004). Data Analysis for Continuous Improvement (2nd ed.). Larchmont, NY: Eye on Education.

Business leadership: A Jossey-Bass reader. (2003). San Francisco: Jossey-Bass. (pp.440-445).

Gaetane, Jean-Marie, Normove, Anthony H. (2010). "The Impact of Relational Leadership, Social Justice, and Spirituality among Female Secondary School Leaders." International Journal of Urban Educational Leadership 4(1) pg. 22-24.

Glickman, C.D., Gordon, S.P., Ross-Gordon, J.M. (2010). SuperVision and Instructional Leadership (8th ed.). Needham Heights, MA: Allyn & Bacon.

Ruggiero, V.R. (2004). Beyond feelings: A guide to critical thinking (7th…… [read more]

Leadership Organization Research Paper

… Leadership Styles in Organizations of Today

The first paragraph of this assignment is the introduction.

Organizational Leadership

There are a number of different leadership styles utilized by organizations today. The variation in organizational purpose and type, as well as the increasing trends towards globalization, are largely responsible for differentiated styles of leadership. The particular one that may be of best use to a specific organization largely depends on its objectives and the various strengths and weaknesses associated with its resources -- both human and otherwise. Some of the better known styles of leadership for organizations include implicit leadership theory, culturally endorsed implicit leadership theory, transactional leadership and transformational leadership.

Implicit leadership theory is largely based on an assumption that an individual is cognizant of the certain types of behaviors and attributes that go over best within an organization. This form of leadership ultimately places a lot of value on the leader, as it is up to this individual to recognize what attributes are desirable both within the organization and within its employees, and readily demonstrate them while empowering and actuating others to do the same. It should be noted that implicit leadership typically works best when there is as much homogeneity as possible within the company culture -- since that allows for a uniform set of values that leaders can understand and exemplify. Essentially, implicit leadership theory is defined as a category of …beliefs about the kinds of attributes, personality characteristics, skills, and behaviors that contribute to or impede outstanding leadership. These belief systems are assumed to affect the extent to which an individual accepts and responds to others as leaders (Javidan et al., 2006, p. 72).

As the name of this style of organizational leadership suggests, there is an assumption on the part of a leader that there is a particular type of principles and mores that works best for leading a company. The leader then readily adopts such a mode of behavior in alignment with those values. Frequently, this type of leadership hinges upon a good rapport between the leader, who may be deemed charismatic or dashing by his or her subordinates, and his followers. However, it is entirely based on an assumed set of principles that are deemed essential to the organization and its employees as valuable means of achieving company objectives.

The primary distinction between implicit leadership theory and culturally endorsed leadership theory is that the behaviors and mores valued by an organization in the former is a lot more specific than those associated with latter, which are significantly broader. There are no assumptions in culturally endorsed leadership theory, or rather, those assumptions are less organization-specific and based on general cultural attributes for what efficacious leadership behavior is. One way of considering culturally endorsed leadership theory is as a means of identifying the fact that "universally perceived leadership attributes…are contributors or inhibitors to outstanding leadership (Javidan et al., 2006, p. 73). The universality of this approach is its key component; as…… [read more]

Decision Making and Creativity Essay

… It is a unique balance to see, yet the most skilled military leaders are capable of accomplishing this while attaining greater commitment and loyalty in the process.

Power And Influence In The Workplace

The military runs on a very unique foundation of power that is a combination of coercive, reward and legitimate power as defined by French and Raven (Drea, Bruner, Hensel, 1993). Historically, the military has relied heavily on legitimate power which often has lead to a transactional leadership mindset in many of the mid-tier management layer. With the pervasive adoption of information technologies throughout the military, the balance of power is shifting to expert and informational power. This is especially true in the recent series of trainings officers throughout my unit have completed. Within the next thirty six months the shift to expert and informational power will accelerate as missions are becoming more based on real-time updates from advanced computer systems and less on purely command-and-control leadership structures. The power structure of any organizational structure reflects its culture and the continual shifting set of priorities it has, and the French & Raven taxonomy (Drea, Bruner, Hensel, 1993). The military is in the midst of a significant transition in terms of its power base, with information intelligence coming to the forefront of basis of power, and the older command-and-control, transactional leadership structures and styles giving way to a much more fluid, agile and fast approach to decision making. The transitions that occur in organizations as they mature, often shifting from manual labor or human-intensive business models to those that are more information-driven are also occurring in the military. As our text illustrates, when business models shift there is a corresponding need for completely redefining the approaches to managing power and influence, as both are complimentary to each other (McShane & Von Glinow, 2010).

Leadership In Organizational Settings

The nature of leadership in the military is in the midst of significant change, with the shift in power away from purely transactionally-based approaches to those more transformational based. The foundations of leadership power are also changing significantly, shifting from coercive, reward and legitimate power to expert and informational power over the long-term. These shifts in power and leadership styles are comparable to the many examples in our text (McShane & Von Glinow, 2010) and also support the contention of leadership theorists that transformational leadership is essential for any organization to continually evolve and stay agile over time (Purvanova, Bono, 2009).

One final observation also needs to be shared. The organizational structure of any enterprise changes over time, as the leadership shifts and its power components (Drea, Bruner, Hensel, 1993). This is happening increasingly in the military with the more traditional structures giving way to smaller teams with more responsibility and greater accountability as well. The continual shift in power in the military will only accelerate, which will make leadership all the more critical as a skill set in my military career over the long-term.


Drea, J.T., Bruner, Gordon C.,II, &… [read more]

Organizational Structures and Leadership Chapter

… Organizational Structure

The author of this response is asked to answer several organizational structure questions that pertain to an organization that the author is personally aware of. The questions include what basic organizational structure (or structures) are in play for the organization as well as how committees and formal vs. informal leadership and how this all figures into the same. The author will indeed answer to that among other things.

Questions Answered

As with most health care organizations, the type of structure that is in place is most, but not entirely, a line organization. There is a clear definition of who is in charge and over what for most things. Some powers, committees and organizational structures within the company are ad hoc or matrix-based, but chain of command as well as a clear separation of reporting and administrative duties is upheld the vast majority of the time. That all being said, there are manifestations of informal leadership in addition to the formal leadership strains and habits that are clearly emblematic of a chain of command-based system like a line setup (McGraw-Hill, 2013).

Whether the formal leadership of a firm likes or prefers it, informal leadership rears its head in many to most organizations and this one is no different. There is a clear gravitation to people that are more experience and/or clearly knowledgeable bout the firm, their role or their overall medical and administrative knowledge in general. The firm does not stifle that information discourse so long as the people privy to the informal power are not getting outside their "box" of authority and/or discretion (Kalvar, 2003).

This can indeed be a challenge at times because absence of leadership can lead to a vacuum and people will step in (or will be chosen) to fill that void if/when that happens. To that end, the firm in question does not generally…… [read more]

Global Leader Innovation Term Paper

… (2009), even embracing hurdles. Such is to say that the innovator will understand the inevitability of facing constraints through the process of producing novel processes or product output. This is where effective global leadership and innovative orientation converge. The inherency of constraints such as those produced by an unfamiliar market, an uncooperative government or a distinctive business culture means that global leaders must weather a unique set of challenges when pushing for innovation. Dyer et al. explain that "most of us impose constrains on our thinking only when forced to deal with real-world limitations, such as resource allocations or technology restrictions. Ironically, great questions actively impose constraints on our thinking and serve as a catalyst for out-of-the-box insights." (Dyer et al., p. 64)

These insights are important because the global marketplace does demand that the best companies remain aggressive in defining themselves apart from the competition. The deconstruction of trade barriers has created a far more saturated and densely populated marketplace. In doing so, we have also imposed certain survival demands on our global leaders. According to Kim & Mauborgne (2004), the global marketplace may sometimes create considerable pressure for companies to maintain innovation. Complacency can be extremely destructive. As Kim & Mauborgne report, "companies try to outperform their rivals in order to grab a greater share of existing demand. As the space gets more and more crowded, prospects for profits and growth are reduced." (p. 77) It therefore becomes incumbent upon the visionary global leader to find new and less crowded space to operate within. Innovation plays a central role in this endeavor.


Ultimately, the discussion here shows that while being an effective innovator is not always required in global leadership, it may significantly improve an organization's chances of survival. As the text by Prahalad (2010) contributes to the closing of our discussion, "if you look for ways to develop next practices, opportunities abound. In fact, executives are constrained not by resources but by their imagination." (p. 32) As the discussion here shows, this imagination may be critical to long-term success in a globalizing marketplace.

Works Cited:

Dyer, J.H.; Gregersen, H.B. & Christensen, C.M. (2009). The Innovator's DNA. Harvard Business Review.

Govindarajan, V. & Trimble, C. (2010). Stop the Innovation Wars. Harvard Business Review.

Kanter, R.M. (2006). The Classic Traps. Harvard Business Review.

Kim, W.C. & Mauborgne, R. (2004). Blue Ocean Strategy. Harvard Business Review.

Prahalad, C.K. (2010). Best Practices Get You Only So Far. Harvard Business Review.

Wamae, W. (2009). Enhancing the Role of Knowledge and Innovation…… [read more]

Bessen ) Offers a Compelling Essay

… ¶ … Bessen (2004) offers a compelling look into the way our pop culture values have changed over the last century and a half as a function of the leadership traits that we appear to value most as a society.… [read more]

Power the Term Power Generally Originates Essay

… ¶ … Power

The term power generally originates from authority or position through which people can be influenced both positively and negatively. The first type of power practiced in an organization is coercive power. This type of power basically involves… [read more]

Comparison Between Tesco UK and Walmart US on Motivation and the Effects of Employee Performance Literature Review

… ¶ … TESCO (UK) and WAL-MART (U.S.) on motivation and the effects of employee performance


Motivation is termed as an interaction of individuals with the situation however the individual capacity to respond to situations should also be considered in… [read more]

Temasek Leadership and Turbulent Times Literature Review

… Temasek Holdings is a sovereign wealth fund of the Singapore government. The group has a diversified range of assets, in industries such as banking, real estate, transportation, logistics infrastructure, communications, bioscience and health care, energy, engineering and lifestyle products. The… [read more]

Leaders Can Effectively Manage Change Essay

… In highly engineering-centric cultures including Google, this is an essential attribute of leadership. Managers at Google are given 360-degree performance reviews every year. Their subordinates also participate in these reviews, and rate their leadership skills specifically in the area of… [read more]

Leading Organizational Change for Results White Paper

… Leading Organizational Change for Results

Leadership of organizations face challenges in policy and decision-making, implementation, evaluation, and directing of individuals and organization in today's dynamic business environment. One of the greatest challenges is organizational transition since it affects not only… [read more]

Situational Leadership Essay

… ¶ … Leadership

The basic theory of situational leadership holds that such leaders will adapt their leadership style to meet the needs of a given situation. By analyzing each situation and leading according to what will work best in that situation, the situational leader will be more effective in the long run. This general theory of situational leadership has been expanded in recent years to incorporate different interpretations of the situational leader.

SLT is situational leadership theory, which is the basic premise outlined above. Hersey and Blanchard describe situational leadership theory suggest that leaders should be flexible in their leadership style, choosing appropriate behaviors according to the situation. The behaviors in question are telling, selling, participating, and delegating. The authors argue that most leaders only use one of these types at a time, but that they should consider using more than one, or being flexible as to which one they use.

An alternate theory is SLII, or Situational Leadership II. The same authors developed this additional product to sell, using different words to describe their model: supporting, coaching, delegating and directing. SLII is also based in theory on different traits on the x and y axes. In SLT these are supportive behavior and directive behavior and in SLII these are supportive behavior. These are actually the same thing, which leads one to examine the rest of the model. Directing and telling are synonyms. Coaching and selling are different, but selling was never an accurate description of a "high directive, high supportive behavior." The change to the word coaching is a correction. The third component is now supporting instead of participating, again a correction from what was never accurate. The fourth is delegating in both models.

The authors describe the differences in SLII as follows: "While each (model) uses different labels to conceptualize the leadership styles of situational leadership, we feel this is not a major difference in our approaches." The…… [read more]

Owner of Virgin Company Case Study

… (Waugh, 2012) After thinking up the idea and initiating it, Branson is focused on getting more and more guests for this project.

Even though the rumor has just started, Branson still has celebrities like Brad Pitt, Ashton Kutcher and Angelina Jolie all ready for the flight. (Waugh, 2012) The team Scaled composites and Branson's employees will be working to ensure that the project is a success. The Spaceship Company is basically heading this project The Spaceship Company is a joint company made from Virgin and Scaled composites.

If I were to use Richard Branson's leadership style, I would most definitely use it at school and even at work. The major aspect that Branson puts in his leadership is sympathy and compassion for the people he works with. Objectives and goals can even be achieved when the persons feel that they are being cared for and listened to as well. I would listen to all the people under me and be able to respond to all their queries. For instance, if all of us are arranging an event for the school, then I would listen to all the ideas that everyone has for the event. Also, I would make sure that I be there for all the people who are involved in the project with me. Despite being a busy man, Branson had a notebook and a pen with him where he wrote down all the queries that others had for him. He responded to emails and to letters and never ignored people.

All in all, Branson is leader who runs his decisions and corporation with compassion, concern and impulsiveness. Even though his decision making strategies might be flawed, he still has the tendency to think out of the box. His risk taking behavior might help the company and help it in the long run. Furthermore, he is a leader who looks after the concern of all the employees and helps them effectively progress in the organization.


Martindale, N. (2011). Leadership Styles: How to handle the different personas. Strategic Communication Management, 15 (8), pp.32-35.

Tangpinyoputtikhun, P. And Tiparos, K. (2011). A Study of Congruence of the Behavior of Follower Fit with Leadership Style That Affect Work Performance . Journal of Academy of Business and Economics, 11 (3).

Waugh, R. (2012). Sir Richard Branson will fly into space next year - along with Angelina Jolie and 529 other passengers paying £128,000 each. Mail Online, [online] 11 July. Retrieved…… [read more]

Importance of Coaching Essay

… ¶ … Coaching

Evaluate the emerging importance, focus, and context of coaching as a critical leadership practice in the twenty-first century.

Many organizations operating in the 21st Century have incorporated coaching into the planning process. This is believed to increase… [read more]

Person's Life Experience Application Essay

… Familiarity with the population and my coworkers was very important for me. This training helped allay some of the anxiety I felt toward this new leadership position.

Of course, the training and the school environment are very different from the residential camp and the natural environment. Autistic people are a group that are exceptional sensitive to changes in the environment, which have direct affects on areas such as quality of response, attention, level of calm, and many other factors. Even just loading them onto the bus was a fairly complicated ordeal. Parents and campers were very emotional. A few were completely unaffected. There were several that were quite physically upset, and then there were some teens that were perfectly excited and ready to go off to summer camp, away from their parents for a bit.

I have learned through my leadership experiences that I am an experiential learner and kinesthetic learner. I learn by doing. The best lesson for me is practice or experience. Leadership positions such as being a team leader at a summer camp for the Autistic challenged me in new ways that other leadership roles had not. It was fun, though it is not an experience I would choose to do again in the immediate future. I had a lot of fun with my group of teens as well as the entire group of teens and coworkers. It was enjoyable and comfortable to be in nature, so there was plenty of space and plenty of activities. This role helped me become more creative in getting and sustaining people's attention. I was surprised at how much parenting was actually involved during this experience, and though I am far from ready for parenthood, this experience showed me that I have it in me to be at least a decent parent. I got six teen boys up every day, got them clean, got them dressed, and ready to walk to breakfast by 7:00a.m. all summer, all of whom had varying stages of emotional, linguistic, intellectual, neurological and social developments. The first few days of camp nearly killed me, or so I thought at the time, but clearly I am here, and so are they.… [read more]

Reflexivity in a Leadership Context Discussion Chapter

… When I assessed my own performance, I began to understand the aspects of my subordinate's performance that frustrated me the most -- their poor attitude and lack of a work ethic -- was only exacerbated by my 'telling' leadership style. Once I began to relax, have more confidence, and see the world from their perspective, things began to change.

In my current position at a bus manufacturing company, I have a position that requires me to constantly interface with clients as well as fellow employees. As Area Export Manager for the Levant Area (Syria, Jordan, Iraq, and Lebanon), I am responsible for the sales of all of the buses to the region. I must constantly ask myself: 'what impression I am making? What do my customers want?' so the persona I project inspires confidence and so I can understand the details of my customer's needs. Critical reflexivity about who I am as a leader and a representative of my company is required for me to be effective.

Many aspects of critically reflexive leadership I believe have learned over the course of my career, though a long, slow and occasionally painful process. Had I read Cunliffe's article earlier, I believe that I would have been able to project greater warmth and empathy in my first position as a leader. Even more importantly, I would have possessed a more effective database of 'tools' with which I could develop the capacity for self-reflective leadership on a regular basis. As well as introducing her theory in the abstract, and suggesting the types of questions that a critically reflexive leaders should ask him or herself such as 'what is knowledge,' Cunliffe chronicles her experiences using journaling within the classroom. As a professor she wished to enable students reflect upon different situations and then engage in critically reflexive questioning upon the experience. Her essay is thus not quantitative in nature, and is instead a small 'case study' of a class, as she shows how students broadened their perspective through the process of reflection.

Even if I do not engage in formal 'journaling,' taking time to 'take a breath' and think about how I am being perceived by others and the implications of my actions upon the workforce is a vitally important component to further my development as a critically reflective leader. In the Internet age, it is very easy to press 'send' without thinking when communicating or to feel pressured to act at a moment's notice if the company receives bad news. Critically reflective practice demand s that a manger slow down, take in all available perspectives -- not simply his own -- and act with self-conscious deliberation.


Cunliffe, Ann. (2004). On becoming a critically reflexive practitioner. Journal of Management

Education, 28(4),…… [read more]

Leadership Research Paper

… This opportunity presented me with the chance to exercise my leadership skills. As a 'Madrasa' teacher, I had a chance of imparting practical knowledge on my followers (the young boys). I must say that I was really impressed with the outcome of my efforts. This motivation led me to consider a career as in leadership and management.

Leadership Skills and Goals

As I mentioned earlier on, I aspire to be one of the best transformational leaders in the society.IN my quest for better leadership skills, I have come to learn of a few facts. I have learnt that every organization requires opposite and dependable leadership for it to be successful (Spinelli, 2006). As a leader, I have come to learn that it is the nature of every leader to aspire a certain level of change in individuals towards the attainment of a desired goal. Leadership I have also come to learn, is a process that influences the employees and the leaders alike. The concept of leadership has therefore struck me as one that entwines leaders and employees as well as influencing organizational objectives while instilling change in people. It is indeed a fact that everyone is born a leader. This is expressed in the "Great Man" theory of a leader. The capacity to be a leader is therefore inherent (Daft,2011). This is because everyone is leading someone somewhere. I have had a chance of being employed. The chance provided me with better insights into the concept of leadership. I came to learn that for one to be a good leader, one must be a good employee as well. The concept of leadership is therefore one that is complicated. Several scholars define the concept of leadership as involving planning, directing as well as guiding individuals towards a mutual goal. I guess that this definition is a little bit flawed since to be a good leader, one must be ready to be guided too. The people you guide in conjunction with the processes must be in a position to guide the leaders too so that there is a balance in terms of process and authority. As was noted by Hesser (1999), leadership has two main elements/components; the personal and organizational component. The process of attaining organizational success therefore depends on the level of commitment to both components.

As a leader, I have noted that I have realized that without accountability and suitability, I often fail in my work. This is reflected in the work of Daft (2005) when he noted that leadership is an influence relationship that involves the leaders and their employees in an effort of affecting real changes that can effectively reflect their common and shared purposes. The qualities of an effective leader and his followership are typically similar (Daft,2011). The foundation of good leadership is therefore pegged on respectable personality as well as the unselfishness in the service that is rendered to the employees as well as the organization as a whole (Clark,1997). As pointed out by Daft (2005)… [read more]

Sir Richard Branson Case Study

… I could implement this role in the school when working on a big event in my school. Cooperation and teamwork is the key for a success of any event, but the leader has to be wise. When working on a school event, I would listen to all the people working under. Proper consideration of everyone's ideas and beliefs should be done and no one should feel like an extra in a project. If there are a group of people working to make an event for instance a conference a success, then every person has to put in equal effort. Branson is a busy person and has a million things to do, yet he goes and answers emails from his employees personally. After telling them he will do something about their problem, he actually takes a quick action. I would give a lot of importance to the people I am working with. Their concerns and problems would be addressed and taken care of. They would be motivated and inspired by me whenever they did well so they would feel the need to excel in the future as well. Not regretting and crying over failure was yet another quality that stood out. It is important in our lives at school or work to let go of our failures, and work on to improving ourselves and our situation.


Martindale, N. (2011). Leadership Styles: How to handle the different personas. Strategic Communication Management, 15 (8), pp.32-35.

Phillips, R.L., & Hunt, J.G. (1992). Strategic leadership: A multiorganizational-level perspective. Westport, Conn: Quorum Books.

Tangpinyoputtikhun, P. And Tiparos, K. (2011). A Study of Congruence of the Behavior of Follower Fit with Leadership Style That Affect Work Performance . Journal of Academy of Business and Economics, 11 (3).

Waugh, R. (2012). Sir Richard Branson will fly into space next year - along with Angelina Jolie and 529 other passengers paying £128,000 each. Mail Online, [online] 11 July. Retrieved from:…… [read more]

Letter of Transmittal Research Paper

… The criteria for a new leader, as stated above, are vital and need to be met regardless where that person comes from.


The team that makes up the company has been together for more than two years working to make this a success, but it has been difficult because they do not feel supported by management. Because these people work well together but have been jaded by the poor leadership over the last two years, promoting from within does not seem feasible at this juncture. A suggestion to provide leadership as a team concept was rejected also due to the extra stress placed on those team members, and the need for a responsible party as the team's lead.

Promoting from within the company also seems problematic as there are but a small number of employees presently, and none, seem to have the capabilities to move forward in the manner desired. That is not to say that there is not good potential within the company, but it is needed elsewhere just now. Thus, it seems that there is only one solution.

The team needs to look quickly outside of the company for a person with the required qualities to take over responsibilities as team leader because the situation is critical. This should not be a difficult search, but the leadership criteria listed are critical to the success of the project moving forward. This leadership search needs to begin immediately so that the transition can take place as quickly as possible.


Bracksick, L.W. (2012). Tough transitions: How the future of a business depends on the succession planning for founders. Smart Business Pittsburgh, 10, 7.

Dewhurst, M., Guthridge, M., & Mohr, E. (2010). Motivating people: Getting beyond money. McKinsey Quarterly, 1.

Doh, J., Stumpf, S., & Tymon, W. (2011). Responsible leadership helps retain talent in India. Journal Of Business Ethics [serial online]. 98, 85-100. Available from: Business Source Complete, Ipswich, MA. Accessed November 23, 2012.

Gilley, A., Dixon, P., & Gilley, J.W. (2008). Characteristics of leadership effectiveness: Implementing change and driving innovations in organizations. Human Resource Development Quarterly, 19(2), 153-169.

Mohrman, S.A., & Worley, C.G. (2009). Dealing with rough…… [read more]

Leaders in American Policing: Police Research Paper

… Therefore, it encourages participation by officers in the decision-making process through promoting discussions for every individual to know what to do and then enabled to carry out these activities without close supervision. Unlike this multi-faceted leadership approach, the traditional police… [read more]

Ventilated Leadership Failures and Motivation Research Paper

… Incentives have a potential of decreasing motivation in working environments where employees must complete creative conceptual tasks. Employees recognized for their exemplary work tend to produce quality work. Besides, it makes them feel good and to do good things. Employers recognize their workers by tracking their progress and providing feedback about their improvement. Employees with exemplary performances can be given public recognition by congratulating them on daily newspapers. Employees who meet personal and professional goals exhibit a sense of accomplishment and achievement. They tend to be confident in their abilities and personally identify with their role within an organization.

Organizations can design performance management program aimed at increasing productivity. Such programs have to be designed to motivate employees at individual level. The program must come up with strategies that are designed to develop a plan of success for individual workers. Managers and employees have to collaborate to create a road map to the employees' success. Workers focusing on achieving individual career goals are more highly motivated to increase productivity as opposed to those who see no future for themselves in a given workplace.

Strategies used in motivating employees to increase their productivity and performance are unique to different groups of employees since different factors influence workers in different ways. There is a group of workers who are money motivated and others who value travel perks and time-offs. Other employees value recognition and self-motivation. Individuals are influenced by extrinsic and intrinsic factors. Workers may be motivated by internal and external factors.

Different motivation strategies should be applied to different groups of employees. Blanket application of motivation strategies to an entire workforce may fail to achieve the…… [read more]

Perfect Position Determining Your Essay

… ¶ … Perfect Position

Determining Your Perfect Position

In any environment, leadership is an important skill that helps the leader to create social influence on the followers in order to get their help and support to achieve a common task. There are different leadership styles with each style greatly influencing the reaction of the followers. The first leadership style is the transactional leadership which starts with an agreement of the followers to follow the leader. In this style, the leader has the right to execute punitive measures on followers who do not undertake their tasks and responsibilities. The second style is the autocratic leadership whereby the leader has complete power over their followers. This style is a dictatorship where the followers do not have a right to say anything to the leader other than to follow the laid down rules. The third leadership style is bureaucratic leadership where the leader follows a set of rules to ensure the followers follow them too. The fourth leadership style is the charismatic leadership whereby the leader inspires the followers and motivates them towards the goal. This style requires the leader to carry great responsibility and to have a long-term commitment. The fifth leadership style is the democratic or participative leader who is the final decision maker but includes the followers in the decision-making process. This encourages the creativity and diversity of team members to come up which creates motivation for the followers. The sixth leadership style is the laissez-faire leadership where the leader allows the followers to do things in their own way with the manager giving them complete freedom to do their work. The seventh leadership style is the task-oriented leader who only focuses on achieving the goal. This leader can be autocratic in terms of creating and maintaining performance standards for the followers. The eighth style is the people-oriented or relations-oriented leader who focuses on organizing and supporting the followers in order to foster good teamwork and creativity. The ninth form of leadership is the servant leadership which allows the whole team to be involved in decision-making and to be the final decision maker. The last style is the transformational leader who inspires followers because they expect the best from them. Each leadership style has its own advantages and disadvantages and requires a set of strengths in the person in order to succeed Schneider, 2002()

Personal leadership style

The personal leadership style in this case is the transformational leadership. This is where the leader inspires his or her followers and motivates them towards the achievement of the common goal because they expect the best from everyone. It is my belief that everyone has their own potential and once they realize it, they are able to bring in high productivity and engagement to the team in order for it to succeed. As a leader, the role is to be a role model to the followers in order to inspire and challenge them into taking greater ownership of their work and to understand… [read more]

Walt Disney Including: A History Essay

… In 1949, the Disney Corporation was flagged by the U.S. Department of Labor for inconsistent awarding of pensions and its poor treatment of workers and shareholders alike (Krasniewicz 79). Disney thus placed emphasis on his vision inspiring his workers to excel, rather than using conventional incentives such as salaries and bonuses. The attitude at the company from the beginning was that workers should be happy for the chance to be working at such an excellent organization, rather than worry about something mundane like pay. All training and mentorship was focused on making a better product for Disney, not nurturing the skills of the individual employee.

However unjust this may seem, this also underlines Disney's status as a transformational, rather than transactional leader and the darker side of transformational leadership. Transactional leadership, in contrast to transformational leadership, focuses on a 'tit for tat' exchange between leader and follower. The follower is expected to obey in exchange for fair, expected financial compensation. It is based on the fundamental assumption that "workers are motivated by rewards and punishments" and "awards and punishments are contingent upon the performance of the followers. The leader views the relationship between managers and subordinates as an exchange - you give me something for something in return. When subordinates perform well, they receive some type of reward" (Cherry 2012).

As a transformational leader, Disney viewed the ability to make great animation and to learn from his ideas to be reward enough. In fact, during the very early years of the Disney company, "Walt's staff was young and excited about working in this new medium, but there wasn't always enough money to pay them" (Krasniewicz 24). Yet they stayed on because they believed in Walt. There were attempts to unionize Disney as the company grew more successful, and Disney tended to view these efforts as assaults upon his creative product, rather than as legitimate requests by hard-working employees. Disney took an 'either you are for me or against me' type of attitude. When workers protested and were threatening to go on strike in the 1930s, during the height of worker agitation in Depression-era America, Disney called meeting and "explained his unwavering passion for animation and fear that that if the Disney studio ended, cartoons would be crass and solely based on economics" ( Krasniewicz 81)

But unlike some transformational leaders, Disney did not allow for a great deal of creative control for other members of his organization, no matter how loyal. "Walt held story sessions in which he 'barked' at his staff" and constantly requested rewrites on scripts to honor his vision and his vision alone (Krasniewicz 77). Many remembered him as a rather unfeeling and insensitive leader, "who treated his employees harshly and critically" (Krasniewicz 77). Disney wanted his workers to conform to his vision, and he was not open to hearing dissenting output. On one hand, this resulted in a unique creative product that reflected his genius for cartooning and created a recognizable Disney brand. On the other… [read more]

Path-Goal and Expectancy Theories Term Paper

… " The two contingency variables which supplement House's Path-Goal Theory are described as follows:

Environmental Contingency Factors

A wide array of external factors works to affect the leader-subordinate relationship in both positive and negative ways, including time sensitive deadlines, the… [read more]

Strong Leader Article Review

… The fourth standard focuses on applying major concepts to the process of learning in order to better create strong foundation for knowledge and learning beyond the context of the lesson (Lincoln Memorial University, 2012). Essentially, generating this foundation for learners is a leader working as a servant in order to provide for a better learning experience for those under their care. Spears illustrates that servant-leadership depends on the "commitment to the growth of people," which helps satisfy this requirement (Spears, 2005, p 4).

Two other major standards are met within the framework of the leader, or teacher, being a servant as well as an authority figure. The fifth standard essentially posits that the candidate must be strong enough to make the appropriate decision In regards to their understanding of the individuals they are in charge of educating (Lincoln Memorial University, 2012). Here, pedagogical skills help generate values that ensure a candidate's ability to make quick decisions within real world practice that will enhance the overall situation. Leading through serving helps enrich the educational realm for students . Moreover, according to the research, the seventh standard, "the candidate demonstrates the dispositions needed to foster relationships with students, colleagues, school leaders, parents, community leaders, and professional associations in the larger community to support teaching and learning" (Lincoln Memorial University, 2012). The article presented here by Spears (2005) does present the need for the leader to be aware in order to better serve the need of his or her constituents and thus become a better leader. Awareness of oneself and of others is crucial in order to be able to make the real world decisions that may impact an individual's learning capacity.

Overall, it is clear that the modern teacher would definitely benefit from taking some notions from Spears' 2005 article. Yes, the teacher must remain in a position of authority in terms of directing behavior. Yet, the teacher can also take a servant position in terms of generating the foundation for learning that will help require some of the basic necessities of learning that facilitate better learners in general.


Lincoln Memorial University. (2012). Standards & candidate proficiencies alignment matrix. Carter & Moyers School of Education. Web. Retrieved October 16, 2012 from

Spears, Larry C. (2005). The understanding and practice of servant…… [read more]

Political Issues in Higher Education Essay

… People become motivated by emergent leaders (Martin, 2006) and they enjoy much love and respect by their followers who are fed up of the pathetic approaches of non-qualified but influential leaders.

b. People Question Leaders

As dissatisfaction increases, people approach… [read more]

Leadership Within the Education Field Essay

… Dealing with Conflict within the Group

There will always be some level of conflict in an educational setting, but it cannot be allowed to interview with the learning that should be ongoing. When one team member is particularly angry or upset and his or her behavior is consistently causing a distraction, there are methods of dealing with this person without having to stop the progress that is being made. The team leader could take the troubled or disruptive person into a private conversation and not be necessarily pushy or belligerent but the leader can be direct with the person and see if that works. "As a last resort, the team leader may deal with the offending behavior in the presence of the team," the authors suggest, albeit this will be a distraction for the whole team. If there is no noticeable improvement in the conflicting person's behavior, he perhaps should be asked to leave the team although this could create more problems.

A better solution (short of kicking a person off the team) would be to have a team leader intervene responsibly and professionally. The authors suggest this meeting should be held in a neutral territory and the setting should be informal. In an educational setting, other teachers or counselors should be present and there should be "active listening" to the concerns of the person being intervened with. On page 7-13, one of the best recommendations in the conflict section is offered. A bad approach is to use "…emotional language, sarcasm… or attacking someone's values." This is the wrong way to solve problems because it tends to escalate the conflict, and in any event, teachers are role models for students and by falling into the trap of accusatory language or deliberately attacking someone with stinging rhetoric, a teacher or other leader in an educational setting is being petty and simply adding gasoline to the fires…… [read more]

Leadership -- Al Gini Essay

… The leader should provide guidance and pave the wave for the group to do its job -- whether this be providing information, reducing roadblocks, or reminding the group to stay on task. Motivation is extremely important, and really is the process of arousing excitement, directing tasks, and maintaining positive and productive behaviors towards a goal. We might even thing of the effective group manager as being more of a servant leader -- inspiring but really providing the means for the group members to both individually and collectively realize success.

Analysis- Gini's views are balanced, cohesive, and certainly provide differing ethical arguments that support the notion of leadership being a great responsibility. The material is well documented, although the source materials are slightly dated for the 21st century reader or scholar. This is not as much of a problem as it might be in other disciplines, since leadership and leadership roles have been much discussed for thousands of years; including in this case, examples from Alexander the Great. One of the more interesting views shows that to be a truly effective leader, one must be both inspiring and receive buy in from those being led. This may indeed be one of the faults of some leaders -- they may have a vision that is appropriate for the occasion, but they either did not communicate that vision effectively or inspire subordinates to support that vision. If we think about timeframe, for example, two truly great leaders of the 20th century, Winston Churchill and Franklin D. Roosevelt, both had a similar mode of communication. They used the technology of the time, radio, to reach out and "talk" with citizens on a personal level, involving them and eliciting their support for difficulties rarely imagined. We might ask about the role that technology plays within the modern leadership template? Are we less likely to believe a leader because of the vast amounts of media, or simply that there are so many viewpoints now available we have become confused? As Gini so aptly stated, "…. Leadership assumes competition and conflict…. [leaders] do not shun conflict; they confront it, exploit it, and ultimately take responsibility" for it (Gini, 389).


Gini, Al. (1997). Leadership:…… [read more]

Drucker and Collins' Wisdom Term Paper

… Drucker's and Collins' wisdom


Drucker's and Collins' wisdom

Peter Drucker believes that leadership is not just about making tremendous speeches to gain popularity among the workers. It boils down to results and not an individual attribute. Many of the leaders in governments and companies in the world fail in regard of many people expectations. This is because many of them have been unable to project positive brands in their leadership skills. They have nothing to show for their term in office as there are no minimal results in their name during their tenure in office.

Peter Drucker on leadership

Being a leader is a challenging task and that is the reason there is few outstanding leaders worldwide. Learning to be an efficient leader is not an easy thing as every manager has an account of raw materials required to be a real leader. These aspects comprise of experiences, vision, and observations. The key depends on molding the leaders to an appropriate form so that they can use their leadership skills in circumstance and situation. This is necessary in taking vital steps in unraveling the master key to efficient leadership. In most instances, titles and position have no influence in legislating a person's attitude. People learn to respect titles associated with a person and authority at a tender age. The first element a person learns from school is showing respect for the teacher. The key to being an efficient leader is not forcing people to perform what one wants (Drucker 2006).

The true element of ethical leadership is getting individuals to have the moral to do the tasks delegated to them.The skill often separates distinguish real leaders from ineffective leaders. Leaders are extremely valuable in the present society for three main reasons. Success and failure experience in an organization depends on the apparent quality of the top administration in the company. Secondly, the transformation and turmoil of past years has left many people to question the leadership skills of many current leaders. The business world requires visionary navigators in a position of substituting charted courses. The third purpose that makes leaders vital is that as a country is alarmed at the prevalent corrosion of the integrity of many institutions (Drucker, 2004). Many schools produce masses of narrow-minded experts who are unfinished individuals only skilled at making money. This is because the main thing they have been taught to do is how to do and not learning how to be efficient leaders.

Leaders have to understand themselves properly before they can have the confidence to lead other people. The self-knowledge is built through listening to a person inner voice and taking responsibility of a person behavior. Other pertinent aspects comprise of learning in greater profundity, compared to an average person together with reflecting unique experiences one has had throughout a person's life. It is necessary for a leader to learn, build, and practice the basic, simple theories into a person character and the world to emerge out successful as… [read more]

Change Leadership Research Paper

… School Overcrowding

Just Where Are We Going to Put Them All?

School overcrowding is a serious concern in districts across the country. While many school administrators, researchers, and families are looking for solutions, there has been little progress made. Part of this lack of progress -- indeed a large part -- arises from the fact that there simply is no easy answer in many cases. But even more importantly, the failure of districts arises from the fact that the most effective type of leadership has not been brought to the fore. A solution to a complicated problem is always in need of the kind of leader to organize and inspire others in the group (Mealiea & Baltazar, 2005).

The technological change that I would suggest for classrooms is distance learning in which students watch lectures via a television screen or on their computer monitors. (Obviously this would only work with older students and there would have to be a monitor, although this person would not have to be a licensed.) Students would then work individually or in groups to complete their assignments, with the option of emailing their instructors to get answers for questions.

Classrooms for distance learning do not have to be on the school grounds, which opens up more space for younger students and reduces the burden on joint resources like the library and cafeteria. Classroom space could be borrowed from community colleges and non-profit organizations, both of which often have rooms open during traditional school hours. A small payment should (if at all possible) be given to these institutions.

There are numerous typologies of leadership styles, but the majority of them can be broken down into a version of one of these three (Mealiea & Baltazar, 2005). There is a hierarchical style, which is a top-down style. This would seem to be the opposite of what is needed in the case…… [read more]

Difference Between Effective and Successful Coaches Essay

… Essendon Coach

Successful vs. Effective Coaching: Essendon Football Club

Organisational leadership is inherently challenging. In any context, it is incumbent upon the individual in the leadership role to select the style of leadership best suited to his or her skill… [read more]

Flow of the Great Man Article Critique

… Prentice presents a perfect guide on leadership. He delves into the issue putting emphasis on development of relationships as a motivating factor. However, it takes time to develop the skills necessary to fully understand complexities of human beings. Unfortunately this cannot be achieved overnight. For this to happen, then a leader must spend time learning his workers and at the same time focussing on work at hand, unless Prentice's presentation lends itself to the Bass theory of leadership that claims that some personality traits may lead people naturally into leadership roles.

WC.H. Prentice presents useful arguments in dealing with people. In their correlational and regression analysis, Rosete and Ciarrochi reveal that the more a leader is Emotionally Intelligent the more effective his leadership becomes.They further claim that Emotional Intelligence explains the variance that is not explained by personality or Intelligence Quotient. Prentice in this article has articulately details the key elements of Emotional Intelligence, he states that a "leader may be a man of little influence, or even of little skill; as a leader he may merely carry out the plans of others by setting goals" (Prentice). In addition he explains that a leader succeeds by learning that people are complex, and different. This is consistent with Rosete and Ciarrochi's research analysis.

The article presents useful information on leadership and points out necessary skills in advancement of useful qualities, but most of the ideals are not practicle, such as, it takes time to establish meaningful human relationships. Other than this fact, the paper is a good guide in the development and implementation of Emotional Intelligence as a leadership quality.

Works Cited

Bass, Bernard. "From transactional to transformational leadership: learning to share the vision." Organizational Dynamics (1990): 19-31.

Prentice, WC. "Understanding Leadership." Harvard Business Review (2004).

Rosete, David and Joseph Ciarrochi. "Emotional intelligence and its relationship to workplace performance outcomes of leadership effectiveness." Leadership & Organization Development Journal…… [read more]

Leadership Style Supervision and Management Essay

… Most team members have great ideas and a great deal to offer. Organizing and channeling these disparate, diffuse forces is the job of a leader. The job of the leader is to create a structure in which team members can function in an optimal fashion. A true leader has quiet confidence in him or herself yet knows that the leadership process is not 'all about me.' Without a leader, often a group of people is simply that -- a group, not a team. Sometimes as a leader I have had to be the 'bad guy' and have allowed myself to be disliked (such as when making a decisive decision or silencing debate that was not productive or relevant to team goals) to accomplish a higher mission and focus the group.

I feel very strongly that my leadership style has yielded a strong success rate, but that may partially be my unconscious responsiveness to the needs of my organization. "The obvious problem for a manager trying to take organizational culture into account during decision making is the wildly different ideas of what organizational culture is, why it is important, how it should be measured, under what conditions it should be changed, and how one might be able to change it" (Lott 2008: 92). Were I to change industries -- for example, if I were to enter the fields of entertainment or advertising -- I might need to shift my approach. However, according to the classification of realistic-quality leaders, there may be a tendency to be too analytic and too focused upon quantifiable results, which results in failing to take into consideration the human dimensions of leadership. I hope that I am not locked into a leadership pattern. I will strive to be more mindful of my tendencies in the future, to ensure that I know when to soften my goal-focused attitude, based upon the needs of the project and the psychology of those whom I am leading.


Linn, Mott. (2008). Organizational culture: An important factor to consider.…… [read more]

Self-Care Strategies Essay

… This self-assessment questionnaire clearly highlights the common-sense qualities of a counselor who is well-equipped to develop the therapeutic self.

In the same vein of developing a therapeutic self but with a Buddhist focus, Nirbhay Singh, a psychiatrist, who is renowned… [read more]

Critique: The Work of Leadership by Ronald A. Heifetz and Donald L. Laurie Article Critique

… ¶ … business structures are so highly complex and competitive that the old paradigm -- improving efficiency and the bottom line, is no longer all it takes to be successful. Instead, continued reinvention of both the company's product line and industry capabilities is not only necessary, but will help decide which companies succeed and which fail. Too, because the half-life of technology is so short, radical and category breaking innovation is needed not just to compete, but to provide the global environment with positive growth. With this change in paradigm, also comes a change in the concept and constructs of leadership. In an age in which information and data are complex commodities, it is far more important to understand organizational behavior through the role of asking the right questions, leading by example, and understanding the most appropriate way to delegate than ever before. Indeed, the type of leadership that will succeed in this new age has far more to do with encouraging dissent and questioning than ever before.

Through a fairly exhaustive list of real-world examples, authors Heifetz and Laurie (1997) present ideas that are not only innovative for the lay person, but particularly insightful for the modern executive. Realizing that innovation must be radical, not incremental, the true test of any organization's success in the global world is to not only develop strategic actions, but tactical innovation in getting a new product and service to market. Unfortunately, because individuals are so different in their approach to change, there is no one set pattern for leadership that engenders successful change management. More often than not, it seems, many companies, particularly those multinationals that have been in business for decades, see innovation as being synonymous with efficiency and in struggling to make their organizations more efficient, they often kill any real chance for innovative behavior. Goal orientation and efficiency, according to the authors, are most assuredly not the same thing although they may, on the surface, seem that way.

Too, innovation is rarely clean, neat, and completely linear. Instead, because it is new and unique, it is disruptive to most of the current…… [read more]

Leadership Coach Begins Each Public Research Paper

… Major change lies in changing the people system, the skills and behavior of hundreds of employees down the line. Major change relies on the ability and attitudes of mid-level and frontline manages" (Katzenbach, 1996, 150). In fact, as a servant leader, I hope to be less concerned about command and control in a formal manner, and more concerned with it as a logical reward and step for being the appropriate person for the appropriate leadership role. Servant leadership client advocacy, increased communication, all fit in with the role of the modern global leader paradigm and, to be most effective, are part of the manner in which one can fulfill and appropriate growth role, and actualize at the same time. This goal is, however, attainable, and it is something that many global companies are more inclined to covet and begin to implement at lower levels of management as well (Leaders for the next wave, 2010).

It appears that stylistically servant leadership indeed fits my paradigm of being a true leader. Servant leadership seems to develop a more static approach to both the external and internal environments. "The servant leader's motivation is directed more at the personal growth of the follower, thus the servant leader's success is determined by the extent to which the follower moves towards self-actualization" (Kuzmenko, Montagno, & Smith, 2004). It is clear to me that a leader's behavior is critical to change management, and that servant leadership offers an opportunity for the leader to grow and develop, the organization succeed, and employees or subordinates to actualize as well.

Works Cited

John Glenn. (2012, Feburary 19). Retrieved from TimesLeader

Brown, L., & Posner, B. (2001). Exploring the Relationship Between Learning and Leadership. Leadership and Organizational Development, May (5), 274-80.

Brown, T., Browne, M., Giampetro-Meyer, A., & Kubansek, N. (1998). Do We Really Want More Leaders in Business? Journal of Business Ethics, 17(15), 1727-36.

Carlyle, T., & Tenneyson, G. (Eds.). (2000). A Carlyle Reader. New York: Copley Publications.

Grinin, L. (2010). The ROle of an Individual in History: A Reconsideration. Social Evolution and History, 9(2), 95-136.

Heyi, S., Na, M., & Dan, G. (2007). The Study on Relationships Between the Traits of Leaders and the Performance of Leaders under Different Organizational Cultures. Canadian Social Science, 3(1), 39-46.

Katzenbach, J. (1996). Change Management: Real Change Leaders. The McKenzie Quarterly, 1(1), 148-63.

Kuzmenko, T., Montagno, R., & Smith, B. (2004). Transformational and Servant Leadership: Content and Contextual Comparisons. Journal of Leadership and Organization Studies, 10(4), 80-91.

McShane, S., & Von Glinow, M. (2004). Leadership in Organizational Settings. New York: McGraw Hill.

Northouse, P. (2006). Leadership: Theory and Practice. Thousand Oaks, CA: Sage Publications.

Porter, M. (1998). Competitive Advantage: Creating and Sustatining Superior Performance. New York: Free Press.

Shekari, H. (2012). Promoting Leadership Effectivness in Organizations: A Case Study on the Involved Factors of Servant Leadership. International Journal of Business Administration, 3(21), 3-23.

U.S. Chamber of Commerce - Partership for Prevention. (2007). Leading by Example. Washington, DC: U.S. Chamber of Commerce.… [read more]

Supervision and Leadership Administration Essay

… Open-mindedness and flexibility ensure that the organization can change and grow in response to changing needs in the community.

Validate an idea with your own experience:

My own experience has bolstered the idea that human service administrators need to develop a transformative leadership vision. I have seen leaders fail because they forget the need to empower employees. Instead, they rely on a title to impose their authority on others. Failed leaders pay too much attention to rigid rules and methods that do not necessarily work. It may seem easier to hide behind rule books than it is to actively seek input, motivate employees, and create a harmonious working environment. However, leaders will be far more successful in the long run if they practice a more visionary approach to their administrative role.

Make a suggestion:

I would suggest that administrators be exposed to leadership styles that support employee empowerment and organizational growth. This can be achieved via seminars and workshops, or even via individualized coaching. The human service agency will benefit from supporting administrators who are dedicated to mutual empowerment and fulfilling organizational goals rather than to preserving outmoded systems of administration that are inefficient and ineffective.

Expand on your colleague's posting:

The sixth response points out that administrators in human services are "stakeholders and investors within the company." Viewed in this way, administrators should take the responsibility to make changes where and when change is necessary. Instead of passing the buck and avoiding responsibility, leaders need to take control. Expressing a sense of personal responsibility, embodying integrity in the workplace, will help all employees of the agency to do the same. This will ensure that the agency as a whole fulfills its mission and goals.… [read more]

Leadership and Advocacy Term Paper

… Counseling

Selection Committee:

Thank you for asking me to outline my philosophy and goals as a counselor. I appreciate the chance to discuss with you this field that can contribute so much to the lives of the students that it… [read more]

Managing Diversity Term Paper

… Managing Diversity

Managing diversities

In any given organization, a leader must be present. It is through his or her guidance that the activities of the organization are influenced towards the achievement of the organizations set goals. At the same time,… [read more]

Florida State Leadership Job Satisf Methodology Chapter

… Florida State Leadership Job Satisf.

This is way longer than I should have written. Since I couldn't figure out what to put precisely where, I probably overwrote some of it. I'm not complaining, just letting you know. it's easier to… [read more]

Emotions and Moods in Organizational Behavior Essay

… Emotions and Moods in Organizational Behavior

Creating a highly effective work environment and culture within an organization begins when the leaders choose to concentrate on being transformational in their approach over being just transactional or short-term in focus. Many of the best-run and most perennially profitable organizations today have chosen transformational leadership and its contributing factors of trust, clarity and full disclosure for the reasons for organizational change, including open communication about financial performance. When there is a platform of trust, organizations thrive and the culture reflects openness and innovation, with a fair degree of risk taking as well. In closed cultures where the leadership is more focused on transactional approaches to management, namely immediate rewards or punishment, creativity withers and innovation stops. Over time these transactionally-oriented organizations find themselves being lapped around the competitive track of new products and services by much more nimble and transformationally-led competitors. It is very interesting to see how these changes impact peoples' daily lives in these companies, and how it also changes their perceptions of what their jobs are and what is expected of them.

Analysis of Emotions and Moods in Organizational Behavior

Despite what many theorists have argued, managers and leaders have a very strong influence on the internal perceptions of events and their valuation, whether good or bad, by employees. Many managers and company leaders don't realize it, but their attitudes and reactions toe vents and information is emulated and even amplified by their subordinates, sending a reverberating shock wave through the company if the reaction is negative. Likewise, managers and leaders can drastically improve the morale and ongoing productivity of a company by first concentrating on what an event, news item or development with a major competitor means to the company from an opportunistic standpoint instead of a fearful, risky one. All of these signals from…… [read more]

Old and New Leadership Styles Research Paper

… They hardly see the organization as band but more of a pyramid or a hierarchy, which was in fact the standard model of the industrial era, with its rigid routines and assembly lines and conveyor belts, as well as an… [read more]

Executive Coaching Essay

… Executive Coaching

In the recent past, organizational and executive coaching has continued to gain in popularity as firms seek to enhance the ability of leaders and executives to achieve both organizational and professional goals. In my view, the growing popularity… [read more]

Alpha Phi Alpha the Mission Essay

… I have been active in the United States Army for the past 22 years, and the Army has helped mold me into a leader in this context. The Army teaches that a leader fully understands who he is, what he knows and doesn't know, and what he can do. A person lacking motivation and personal drive will always be a follower, but I know beyond a shadow of a doubt that I am a leader, born to lead, born to learn -- and I am very effective at communication, which is the bright welcome sunshine after seven stormy days for those struggling to understand how this society operates.

President John Fitzgerald Kennedy said it simply and poignantly: "Leadership and learning are indispensable to each other." I truly believe that leading is also listening, and when a strong person demonstrates leadership, he in fact becomes indispensable to the organization.

When I think of the important moments I have experienced in my life -- some of them very challenging and even frightening, and others that taught me to be patient, to be an intelligent participant in finding solutions -- I know I have value to share with young men in Alpha Phi Alpha. I don't ask to come into Alpha Phi Alpha because I have all the answers or because I believe I could become a transformational power source in terms of the dynamics of this fine organization.

Rather, I ask to be a member of Alpha Phi Alpha because I know the values in this fraternity match my own values and that my life -- professionally and personally. Moreover, I enjoy the sharing, the fellowship, the laughter and the spiritual moments, when men join together to make the world a better place.

Thank you very sincerely for your…… [read more]

Role and Future of Global Leadership and Organizational Behavior Term Paper

… GLOBE Research Project:

An Endeavor in the Improving Development of Global Leadership Attributes

The research and discussion conducted hereafter revolve largely on the description of the operational details, functions and research emergent from the Global Leadership and Organizational Behavior Effectiveness… [read more]

Leadership Styles and Job Satisfaction Among Faculty Members Annotated Bibliography

… Leadership Styles and Job Satisfaction -- Annotated Bibliography

Bodla, Mahmood Ahmad, and Nawaz, Muhammad Musarrat. (2010). Comparative Study of Full Range Leadership Model among Faculty Members in Public and Private Sector

Higher Education Institutes and Universities. International Journal of Business… [read more]

Insights From Literature of Art Essay

… Leadership Insights From Literature of Art

My essay focuses on the leadership insights and qualities of Atticus Finch in Harper Lee's novel "To Kill a Mockingbird that was published in 1960. Atticus Finch is a widowed attorney and father of two small children. Together with his small family he lives in Maycomb County, Alabama, in a small town in the segregated southern United States of the 1930s. In an attempt to avoid the changing times, the small town southerners of Maycomb County hold onto their fixed attitudes regarding race and class. Told through the eyes of Atticus Finch's six-year-old daughter, Scout, the reader learns about her father, Atticus, who stems from an old Southern family and who in his profession as an attorney in courtroom hopelessly strives to prove the innocence of a black man unjustly accused of rape; and about Boo Radley, a mysterious neighbor who saves Scout and her brother Jem from being killed.

As Heifetz in "Leadership without easy answers" (1984, p. 14) points out there a two notions of leadership. According to Heifetz' opinion, "there are differences in behaviors when people operate with the idea that "leadership means influencing the community follow the leader's vision" versus "leadership means influencing the community to face its problems." In the first instance, influence is the mark of leadership; a leader gets people to accept his own vision and communities address their problems by looking to him. If something goes wrong, the fault is with the leader (Heifetz, 1984, pp. 14f.). In the second instance, progress on problems is the measure of leadership. Leaders mobilize people to face problems, and communities make progression problems because leaders challenge and help them to do so. If something goes wrong, the fault lies…… [read more]

Humility in Leadership in My Life Application Essay

… ¶ … Humility in Leadership in My Life

I remember being encouraged to be a leader from the time that I was quite young. During earlier parts of my life, I did derive a certain level of personal satisfaction associated with being a leader, both because I had been socialized to look at it that way and also because there is an undeniable satisfaction that comes from being in charge and from having the respect of others as their leader. A few years ago, I might have described leadership as my most satisfying accomplishment. As an unpaid math tutor for my classmates, I had the opportunity to lead math study groups. Admittedly, I did experience the thrill of delivering a lecture and that experience has caused me to consider teaching as a possible future career goal. Similarly, as president and (previously) vice president of the international student club, I experienced the exhilaration of being in the position of leader.

More recently, however, I learned that the interpersonal satisfaction of leadership is largely a superficial pleasure and that people who have a lot of integrity learn to resist the urge to derive purely ego-based satisfaction from the interpersonal dynamics of being in charge or of having any authority over others. The more knowledgeable I become about current events and…… [read more]

Transformational Management Transformational Leadership the Success Term Paper

… Transformational Management

Transformational Leadership

The success of companies in the international business environment is influenced by numerous factors. An important factor of great influence is represented by leadership. In other words, the leadership style in most companies is likely to… [read more]

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