"Leadership / Mentoring" Essays

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Leadership the Theories Research Paper

Research Paper  |  3 pages (951 words)
Bibliography Sources: 1+

SAMPLE TEXT:

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

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

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

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

References

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

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

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


Leadership Plans for Upcoming Academic Essay

Essay  |  3 pages (743 words)
Bibliography Sources: 0

SAMPLE TEXT:

Event planners must understand the client's vision and the overall organizational culture and ethos of the client, so the event does not clash with this concept. For example, a hip, youth-oriented company would not necessarily want a golf event at a staid country club to market itself. Finding an appropriate location, entertainment, food, and sponsorship if necessary are some of the duties I must fulfill. I must put clients at ease so they know that I understand them. However, I must also be authoritative in my interactions with vendors and the individuals who make up the components of the event. The food must be served in a timely fashion, the employees at the door must be prompt, well-trained and courteous, and the event must seem to run seamlessly, no matter how much stress there may be behind the scenes. It is my job to show leadership of vision and also tactical vision. Sometimes it feels like event planning requires the stylistic eye of a Martha Stewart, the organizing ability of George Patton, and the diplomacy and tact of a UN ambassador!

As a marketing specialist, I am continually challenged by the need to be creative while communicating my clients' desires to the public and I strive to rise to the occasion. The public can be very jaded today and the marketplace is super-saturated with information. I must use new and old media to their greatest effect when working with clients selling diverse products and services. Often, even seasoned organizations have only a vague idea of how to 'brand' themselves, and it is my mission to create a holistic concept to enable clients to 'stand out' and to ensure that every facet of the marketing underlines the idea we have collectively created as part of our brainstorming sessions. Once again, I am called upon to show leadership -- leadership of ideas and concepts. I must work with clients at times as a peer, other times as a guide, other times as a servant of their vision. Flexibility and confidence are both demanded. This is the essence of my brand of…… [read more]


Leadership by Gayle C. Avery Essay

Essay  |  4 pages (1,272 words)
Bibliography Sources: 1

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17-18). Characteristics of this time period include minimal differences between leaders and followers, or perhaps organizations in which the adaptability and accountability of members is so strong that there either are no leaders or everyone is considered a leader.

The principle basis for the second part of Understanding Leadership is to offer a variety of case studies that effectively demonstrate the varying principles of leadership that the author addressed in the first segment of this book. In doing so, it is fairly noteworthy to mention that Avery has selected examples from international settings that encompass North America, Europe, and Australia as well so that students are able to understand the global application of the concepts the author has denoted. 10 cases studies are used in all within this part of the book. Some of the more interesting case studies actually apply to formal leadership in a political context in which the author provides examples of presidents utilizing some of the same theories of leadership that those in private corporations, such as BMW and Rodenstock (Avery, 2004 p. 279), utilize to establish policy and to incorporate the assets that their followers inherently represent. In fact, the decision making process that the author portrays for both private and public leadership (such as those alluded to in the aforementioned examples) demonstrates the inexorable tendency of leaders to incorporate more input and support from their followers in determining what sort of policy is adapted and decisions are made.

Furthermore, it is important to note that even in this second section, the author fails to vary from her motif of delivering this information and its examples in a didactic manner. To that end, the examples provided by specific case studies are frequently followed by analysis questions that help readers to interpret the cases in the context of the theories provided in the first section. The particular virtue of Understanding leadership lies in Ayer's chronicling of the evolution of leadership theory and its implementation, which began from a fairly autonomous form of leadership in which there was little input from followers, to eventually transform into the leadership characterized by the Organic Period, in which there is a considerable amount of equity between leaders and their followers, and fairly slight distinctions between the two. In depicting this evolution through academic theories and examples via case studies, Ayers is essentially depicting the increase in value of followers, which is widely shown throughout the manuscript to increase the efficacy of the various organizations exemplified in the book.

However, it is not until one has read the entirety of the first section that Ayers' methodology becomes readily apparent to her readers. It is difficult to understand the author's reasons for presenting the myriad theories of leadership until she ties them together in the last chapter of the first part of the book, which provides an integration of both the theories and paradigms previously presented so that the reader can tell how they relate. Also, the stratifications of the different paradigms… [read more]


Leadership Team Leadership Analysis Essay

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

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

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

Conclusion

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

Works Cited

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

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

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

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

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

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

Vandewaerde, Maarten, et…… [read more]


Transformational Leadership Which CEO Essay

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

SAMPLE TEXT:

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

Conclusion

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

Works Cited

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

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

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

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

Zhu,…… [read more]


Contingency Theories Leadership & Situational Essay

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

SAMPLE TEXT:

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

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

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

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

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

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

References

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

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

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

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

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


Leadership Philosophy Essay

Essay  |  3 pages (856 words)
Bibliography Sources: 3

SAMPLE TEXT:

It is the philosophy of leadership that not only affects the behaviors but ultimately the effectiveness of leadership (Ambler 2006). It should contain the components like personal values (honesty, commitment, respect for people), an approach regarding the completion of tasks and responsibilities, defined priorities, expectation from people and a fair criteria for their evaluation, an understanding of people's expectations from the leader (Ambler 2006).

Thus, developing a leadership philosophy is a very personal exercise. It involves a key set of beliefs about people, life and the belief that groups and organizations can be effective. It must begin with answering some serious questions about who you are, what you believe in, what you value, your priorities and your expectations of yourself and others ("Leadership Philosophy,").

Conclusion

In order to develop a believable, realistic and trustworthy leadership philosophy, the individual should follow 7 essentials i.e. vision, ethics, care of employees and their families, process of leader development, change, diversity and humor. No matter what sort of leadership level or organization one leads, one is obliged to develop a considerate, selfless, wide-ranging and reasonable leadership philosophy for those who work for him/her. It is impossible for a leadership philosophy to address all the mentioned essentials or confronted issues. However, a sensible leadership philosophy will serve as a concrete beginning point that will not only be understood by the leaders himself but by those he leads (Leboeuf 1999).

To conclude, a well-established leadership philosophy helps in the creation of a united and positive environment that not enables leaders to discover their absolute position and their preferences. Consequently, they communicate their expectations to the followers. By knowing his/her expectations, the followers act in the similar fashion as their leaders'. Thus, this whole process helps in the achievement of organizational effectiveness as both the leaders and followers become bonded to a relationship of mutual trust and confidence ("Leadership Philosophy,").

References

Ambler, G. 2006. "The Importance of a Clear Leadership Philosophy." The Practice of Leadership. Online. Available from Internet. http://www.thepracticeofleadership.net/the-importance-of-a-clear-leadership-philosophy, accessed May 5, 2012.

Fairholm, G.W. 1998. Perspectives on Leadership: From the Science of Management to Its Spiritual Heart / . Westport, CT: Quorum Books. Online. Available from Internet. Available from Questia, http://www.questia.com/PM.qst?a=o&d=102148555, accessed 5 May 2012.

"Leadership Philosophy." Academy Leadership. Online. Available from Internet. http://www.academyleadership.com/leadershipphilosophy.asp, accessed May 5, 2012.

Leboeuf, M.K. 1999. "Developing a Leadership Philosophy." Military Review79, no. 3: 28+. Database online. Available from Internet. Available from Questia, http://www.questia.com/PM.qst?a=o&d=5035666478, accessed 5 May 2012.… [read more]


Leadership and Teams Leadership Theories Term Paper

Term Paper  |  8 pages (2,622 words)
Bibliography Sources: 1+

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, 2001).

Along with this, the team leader should also consider the appropriate time and extent of stakeholder involvement. A lot of involvement by stakeholders can increase ambiguity in objectives; therefore, the involvement should be restricted to the concerned problem only (Luthans et al., 2001).

Systems concept is another initiative by researchers to formulate a conceptual framework defining the principles… [read more]


Leadership Style and Traits Research Paper

Research Paper  |  13 pages (3,665 words)
Bibliography Sources: 10

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LISTEN CAREFULLY:

He says that he wants his people to look from the crews eyes and to believe that benfold is the best ship among all in Navy. He made his people understand and believe in their own self and he believed that this strategy works best.

COMMUNICATION MUST BE MEANINGFUL:

Abrashoff believed that leading or managing the ship depends… [read more]


Personality and Leadership Research Paper

Research Paper  |  5 pages (1,573 words)
Style: APA  |  Bibliography Sources: 3

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Conclusion

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

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

Works Cited

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

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

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

and Behavior. Independence, KY: Cengage Learning.

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

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

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

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


Ursula Burns in February Essay

Essay  |  4 pages (1,221 words)
Bibliography Sources: 1+

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1). Burns also learned the importance of taking the ego out of important decisions by planting an idea and allowing a follower/subordinate to run with it. By "giving people credit for ideas that they didn't have, but you sold to them" will "give them ownership," (Bryant, 2010, p. 1). Burns knows the need to build "followership," which corresponds to situational leadership theory.

Burns certainly has the formal power as CEO to run Xerox. In terms of bases of power, Burns does not use coercive power to intimidate others into performing according to company standards. Burns also does not pander to petty extrinsic reward schemes that might create a false sense of collaboration in the workplace. Instead, Burns opts for legitimate power. With the formal authority to lead the company, Burns also obtains the power that has been legitimized by 31 years of familiarity with the company. The Xerox Corporation helped to pay for Burns' graduate degree, engendering a mutual sense of trust between the current CEO and the organization as an entity. Therefore, Burns possesses a personal power that is based both on her expertise as a Xerox employee and engineer; and on her referent power that commands organic respect and admiration from employees. Xerox also depends on Ursula Burns, especially because of the CEO's commanding vision of where the company is headed. The creation of dependency on Burns for enacting the vision she created for the new Xerox is crucial for Burns to remain an effective leader.

In terms of sheer managerial effectiveness, Burns possesses the technical know-how, the people skills, and the conceptual skills in order to effectively run the Xerox Corporation. Burns manages over 100,000 employees at Xerox. Although she might not mentor or work directly with the majority of Xerox personnel, the organizational culture and climate Burns creates has an immediate impact on the daily lives of all employees. By engaging in frank, straightforward, and sometimes brutally honest communications, Burns avoids unhealthy organizational behavior that could damage the company's reputation. Communication is central to Burns's leadership philosophy, which is not necessarily confined to any one style but instead amalgamates the best of many. Burns may not be a charismatic leader like Richard Branson, and yet she commands as much appreciation and respect within the Xerox Corporation. With the possible exception of her innate outspokenness, Burns does not act in any sort of unconventional manner. She is a rather traditional leader, yet one that possesses a natural sense of transformational empowerment.

Burns's leadership success is partly situational, too. Her steady rise to the commanding post of Xerox shows that her vision was bred of experience rather than intuition about what the company needs. Burns also avoided some of the pitfalls of becoming entrenched in an anachronistic organizational culture. Someone who has been an employee of the same company for more than three decades might have the tendency to become regimented and stuck; Burns was not. As a type of transformational leader, Burns demonstrates an inspirational way of… [read more]


Leadership What Makes a Good Leader? Essay

Essay  |  3 pages (913 words)
Bibliography Sources: 3

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Leadership

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

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

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

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


Leadership Research Paper

Research Paper  |  5 pages (1,385 words)
Bibliography Sources: 5

SAMPLE TEXT:

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

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

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

Ideal Leadership Style According to Admired Qualities

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

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

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


Leadership Assessment Term Paper

Term Paper  |  6 pages (1,585 words)
Bibliography Sources: 1+

SAMPLE TEXT:

Leadership Assessment

Definition of leader

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


Servant Leadership Essay

Essay  |  3 pages (918 words)
Bibliography Sources: 3

SAMPLE TEXT:

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

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

A. Great Man and Participatory Leadership vs. Servant Leadership

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

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

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


Theories of Leadership and Followership Thesis

Thesis  |  7 pages (2,341 words)
Bibliography Sources: 7

SAMPLE TEXT:

¶ … leadership that influenced me.

Leadership self-analysis examination

An evolving standard for going the extra mile

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


Style Approach in Leadership Term Paper

Term Paper  |  6 pages (1,784 words)
Bibliography Sources: 6

SAMPLE TEXT:

¶ … Leadership

Evaluating the Transformational System of Leadership

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


Leadership a Philosophy of Leadership Is Important Essay

Essay  |  4 pages (1,243 words)
Bibliography Sources: 4

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Leadership

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

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

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

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

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


Transformative Leadership Transformational Application Essay

Application Essay  |  2 pages (648 words)
Bibliography Sources: 2

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

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

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

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


Importance of Understanding Relationship / Leadership Style Essay

Essay  |  4 pages (1,555 words)
Bibliography Sources: 4

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Leadership/Relationship Style

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


Religion and Leadership Core Religious Research Paper

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

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

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

References

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

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

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

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

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

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

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

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

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


Applying Leadership Theory Literature Review Chapter

Literature Review Chapter  |  22 pages (7,873 words)
Bibliography Sources: 10

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He also questions the stated influence of leadership as depicted by many authors. He identifies marketing, strategic planning, product development and investment as other important variables contributing in determining the level of organizational performance. To support his argument, he further stated that by over estimating the influence of leadership upon organizational performance, the effect of personnel skills, hard work and… [read more]


Leadership in Public Sector Annotated Bibliography

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

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

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

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

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

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

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

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

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


Leadership Has Become a Prominent Research Paper

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

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


Art of Mentoring Book Report

Book Report  |  4 pages (1,191 words)
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Mentoring is a subset of leadership, an experience too often relegated to the context of situations too soft to be considered corporate. However, Shirley Peddy shows that mentoring is one of the core facets of enterprise-level leadership. In the Art of Mentoring: Lead, Follow, and Get Out of the Way, Peddy illustrates the definition of mentoring, the role of mentoring in organizational culture, and techniques for effective mentoring.

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

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

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


Mentoring Program Essay

Essay  |  2 pages (625 words)
Bibliography Sources: 1

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Mentoring Plan

STAFFING PLAN

mentoring

Mentoring Plan

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

Mentoring: An overview

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

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

Selection

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


Leadership Skills Research Paper

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

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Leadership in Human Relations

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

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

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

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

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

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

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


Leadership Management Style Analysis in Nursing Research Paper

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

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Nursing Leadership

Abstract of Interview with Nursing Leader

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

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


Leadership Styles Leadership Theories Northouse ) Notes Essay

Essay  |  3 pages (906 words)
Bibliography Sources: 1

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Leadership Styles

Leadership Theories

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

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

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

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

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

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


Comparing and Contrasting Four Leadership Models or Theories Research Paper

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

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¶ … Leadership Theories

Comparing and Contrasting Four Leadership Models or Theories

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

Four leadership theories:

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

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


Transformational and Charismatic Leadership Reaction Paper

Reaction Paper  |  2 pages (683 words)
Bibliography Sources: 4

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Transformational and Charismatic Leadership

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

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

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

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

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


Personal Leadership Development Plan Essay

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

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Personal Leadership Development Plan

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


Creating Leadership Development Plan Term Paper

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

Leadership Development Plan

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


Training and Mentoring Research Proposal

Research Proposal  |  5 pages (1,240 words)
Style: APA  |  Bibliography Sources: 2

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Training/Mentoring

Training and Mentoring in Human Resources

New Needs in Training and Mentoring

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

Objectives of Training and Mentoring Programs

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

Performance Standards in Mentor and Training Programs

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

Mentorship and Training Delivery Methods

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


Administrative Mentoring Research Proposal

Research Proposal  |  20 pages (6,069 words)
Style: Turabian  |  Bibliography Sources: 15

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Administrative Mentoring

Mentoring and the Emergent Educational Leader

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


Leadership My Assumptions About Leadership Have Changed Research Paper

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

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

I feel that leadership is about… [read more]


Leadership in Aviation Weather Services Book Review

Book Review  |  4 pages (1,323 words)
Bibliography Sources: 0

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¶ … Leadership in Aviation Weather Services

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

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

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


Participative Leadership Term Paper

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

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


Acquired About Your Leadership Effectiveness Term Paper

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

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


Organizational Leadership: A Literature Review the Turn Term Paper

Term Paper  |  10 pages (3,582 words)
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Organizational Leadership: A Literature Review

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


Paradigm Shifts in Educational Leadership Term Paper

Term Paper  |  8 pages (2,551 words)
Bibliography Sources: 1+

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Educational Leadership

Paradigm Shifts in Educational Leadership: Restructuring Goals/Revising Visions

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


Leadership Styles in the 21st Century Term Paper

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Bibliography Sources: 15

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Leadership Styles in the 21st Century

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

Transformational and transactional leaderships were… [read more]


Teacher Leadership Term Paper

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


Leadership and Strategy in Material Management Term Paper

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

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Leadership Attributes

Effective Leadership in Healthcare Management

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


Leadership Reflection Ioana Larion Term Paper

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Leadership Reflection

Ioana Larion

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

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

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

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

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


Leadership Within a Fire Department Term Paper

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Leadership Within a Fire Department

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


Motivation and Leadership Term Paper

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Motivation & Leadership

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

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


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

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

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


Mentoring Human History Is Replete Term Paper

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Works Cited

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

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

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

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

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

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

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

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

Proteges are sometimes called "mentees" in modern parlance.

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

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


Leadership in Sports Term Paper

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Bibliography Sources: 1+

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Leadership in Sports

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


Leadership and Human Resources Sunflower Term Paper

Term Paper  |  3 pages (820 words)
Bibliography Sources: 1+

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According to Maxwell (2003), leadership by example is the key to successful leadership because it is the number one motivational, training, mentoring, and value principle.

The executive team developed a core value that would guide the way Sunflower conducted its business. This core value, "people are to be treated with dignity and respect" was simple, but powerful. The consulting team trained Sunflower's executive management team using this value and recommended changes for a manager who had a personality inconsistent with the new management style. In addition, the consultants trained Sunflower's operations management in participatory management and conflict resolutions. The training was later extended to Sunflower's line staff and first-line supervisors. Although improvement was evident after the training program, more work was needed. There was still conflict in the relationships between managers and supervisors and a feeling that the new core value was being driven solely by the CEO. The management group was unable to address conflict openly and productively. Some line supervisors had reverted back to their old, abusive practices and employees complained of lack of empowerment.

In response to Sunflower's issues, the consultants created individual executive coaching to help them address their real perceptions of, and feelings toward one another and to resolve conflicts. And, the consultants would introduce the notion of the competence culture in which ideas are judged on by their merit. "Having this clearly defined core culture as their goal, management now had a systematic way of thinking about their culture and the leadership practices that best suited the needs of Sunflower."

Sunflower was successful in its efforts to allow its employees to flourish in an environment and trust and synergistic interdependence. The primary reasons for Sunflower's success were that it developed a core culture as a goal, realized the need to address out-of-balance behaviors with the cultural change, implemented change as part of a continuous process, and involved all employees in the change management process.

Bibliography

Greene, C., Everet, A, and Ebert, R. (1005). Management for effective performance. Englewood Cliffs: Prentice-Hall, Inc.

Maxwell, J. (2003). Leadership by example is key to guiding a strong company. Houston Business Journal. Retrieved November 13, 2003 from Houston Business Journal Web Site: http://houston.bizjournals.com/houston/stories/2003/10/06/smallb2.html

Schneider, B., Competence run amok. Retrieved November 13, 2003 from Hanigan Consulting Web Site: http://216.239.39.104/search?q=cache:frizEcXV4IUJ:www.haniganconsulting.com/competence_run_amok.pdf+%22Competence+culture%22&hl=en&ie=UTF-8… [read more]


Leadership and Management Term Paper

Term Paper  |  8 pages (2,238 words)
Bibliography Sources: 1+

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A manager who wants to succeed will work to promote the positive impact and aspects that diversity will bring to the workplace. Using the very differences to expand the business vision can go a long way in promoting the embracement of diversity.

Because diversity is an increasing factor in current and future business it will be vital to research its… [read more]


Leadership Term Paper

Term Paper  |  1 pages (400 words)
Bibliography Sources: 1+

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Bob Adams impart his knowledge in examining a number of crucial leadership topics including leadership effectiveness, changing organizational culture through intercommunication, self-discipline at the workplace, employee commitment, and mutual activation between leaders and employees.

Adams represents a special spirit in volunteering and becomes a role model for the community to emulate. The award is given to an individual in the community who has volunteered his or her time to assist community members. The award also recognizes leadership qualities, lifetime experiences and heartfelt emotion. Adams suggested that people find out what is needed in their community, look at their schedule and take the time to go do it. They can find a friend and get them involved too. They can become involved in the mentor program at local schools, where the teachers and staff need all the help they can get."

Bibliography

Community service awardee Bob Adams honored for his work with local youth

Publication Date: May 22, 2002

Town Crier Correspondent

The Town Crier Company, Inc., Los Altos, California. All rights reserved. http://www.losaltosonline.com/latc/arch/2002/21/Communit/1adams/1adams.html… [read more]


Human Relations and Leadership Essay

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Human Relations

The experiences that Olsen has had are actually very representative of being a leader. Many people seem to think that being a leader means telling people what to do and/or inspiring the masses to do something amazing. That can be a part of leadership, of course, but it is not the only area where leaders must act. When someone is a true leader, they are in charge, and they can (and should) lead by example. When Olsen has issues that arise in the restaurant and he must handle them in the best way possible, he is learning about making tough decisions and handling problems. That is a very large part of being a leader, and one of the parts of leadership that almost always gets ignored. Then people are unprepared, because they have not had the opportunity to really handle the nitty-gritty, day-to-day details that are such a part of leading other people. The simplest parts of leadership, or at least those that seem the least complex and are handled nearly every day, are actually the parts that are the most important for building good leaders and strong teams of followers.

The more Olsen learns to handle smaller problems, like an employee calling in because of a sick pet, or a customer threatening to sue for something that was actually not the fault of the restaurant, the more he will become a good leader. Making small decisions may seem easy, but it sets a person up and helps them get prepared for making bigger decisions that are going to be much more difficult. That is an important aspect of being a good leader, and one that is being taught to Olsen, even if he really does not realize that is the case at the moment. Through the problems that have arisen for him, Olsen has also learned how to handle difficult or unexpected situations, and has been taught to consider the good of the restaurant before anything else, but also to be compassionate and realistic. Those are both good traits, and they will serve him well as a leader.

To help Olsen and others in…… [read more]


Mentoring as a Valuable Tool for Employee Training and Development Essay

Essay  |  5 pages (1,693 words)
Bibliography Sources: 5

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Business -- Employee Training and Development

Mentoring is considered a hot trend in employee training and development, though it has been around for many years in more simplified forms. As its use has grown in business, it is found in a number of industries, which have taken and altered the mentor/mentee relationship to best suit their own purposes. Done well,… [read more]


Path Goal Leadership Essay

Essay  |  4 pages (966 words)
Bibliography Sources: 1

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According to North (2010) participative leadership is comprised of "inviting subordinates to share in the decision-making" and through consulting with subordinates, gaining their views and ideas and then integrating the views of the subordinates into the decision making process about how the organization or group will proceed toward its goals. (Northhouse, 2010, p. 128)

IV. SUPERVISION BY INDIVIDUAL USING THIS MODEL

Supervision by someone using this model would be a pleasant way to work toward goals in the organization because it would allow the subordinate to have input. This is particularly important when there are many levels in the organizational hierarchy because often those higher in the hierarchy of the organization are calling the shots and those lower in the hierarchy are actually doing the hands-on work. Hands-on work often results in problems that are unknown and that cannot be foreseen from the higher levels in the organizational hierarchy and where the workers in the hands-on aspect of the task have no input and no decision-making authority there is often a time delay in completing a task or project and furthermore the frustration level is high for all involved and the success level is reduced due to the disconnect between the orders issued for a task and the actual ability to complete the task as viewed by those who are not doing the hands-on work on the project or task.

V. APPLICATION OF THEORY TO CASE 7.2

In case 7.2 Shivitz manages a small business 'The Copy Center' located near a university and employs about 18 individuals who are generally going to school part-time and working for the business part-time. The focus of the business is publishing of course packs as well as desktop publishing and standard copying services. The business owns three copy machines that are state-of-the-art and quite a few computer workstations. Shivitz's leadership style is such that allows employees certain freedoms while at work because the work is so mundane and although the work the employees are performing is insignificant in nature, Shivitz goes out of his way to make sure that his employees all feel significant as individuals. In addition, Shivitz is well-known for helping his part-time employees with scheduling conflicts always ensuring that schedules are adjusted to accommodate employees.

For the employees who work on the computer workstations and who are full-time employees, Shivitz allows them the freedom that they need to perform their job since Shivitz understands that these types of workers are independent, confident and need their intellectual room to work with little supervision. Shivitz has employed a participative type of leadership that is effective in this work environment and that motivates employees to perform at their highest levels.

SUMMARY AND CONCLUSION

Path Goal theory provides four types of leadership styles that…… [read more]


Marissa Mayer Leadership Style Essay

Essay  |  5 pages (2,017 words)
Bibliography Sources: 5

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Along the way she showed a very systematic, driven approach to leadership that delivered results yet made it clear anything less than excellent performance by her managers and teams would not be tolerated (Elgin, 2005). She is known for being exceptionally focused on results and has been criticized for not paying attention to people's emotions, yet her results and the ability she has to get teams moving in the same direction is indisputable.

Assessment Of Marissa Mayer's Leadership Effectiveness

In the entrepreneurial culture of the Silicon Valley when Google first started up, there was a shortage of leaders capable of managing the complexity of exceptionally challenging technology projects while providing an accurate, attainable vision for team members. Marissa Mayer was ideally positioned to excel at Vice President of Product Management at Google. Had her skills sets and intensity for results and performance been ap0plied to a more stable, conservative industry such as banking, she may not have been as successful. Her approach to transformational leadership is one marked by a clear sense of urgency, focus on key results yet the ability to break down tasks ot individual elements and explain how they are orchestrated together (Elgin, 2005).

Her transformational skills have been criticized as lacking EI, yet she has compensated for this by making each member of her teams stronger and more able to contribute in future roles. Her leadership effectiveness in the high technology industry is exceptional, as her first year as CEO of Yahoo illustrates. She is very effective at taking complex tasks and redefining them into smaller components, applying rigorous methodologies to each to ensure optimal results. What she lacks in terms of the ability to excel as a Connector she more than makes up for as an Analyzer who at times is a strong Director as well. This unique mix of talents has made her highly effective in the high technology industry as a result.

Bibliography

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

Brin, D. (2010). Future tense: How the net ensures our cosmic survival. Association for Computing Machinery. Communications of the ACM, 53(6), 120.

Carter, S.M., & Greer, C.R. (2013). Strategic leadership: Values, styles, and organizational performance. Journal of Leadership & Organizational Studies, 20(4), 375.

Darling, J. & Beebe, S.A. (2007). Enhancing entrepreneurial leadership: A focus on key communication priorities. Journal of Small Business and Entrepreneurship, 20 (2), 151-168.

Darling, J. & Leffel, A. (2010). Developing the leadership team in an entrepreneurial venture: A case focusing on the importance of styles. Journal of Small Business and Entrepreneurship, 23 (3), 355-371.

Ben Elgin in, M.V. (2005, Oct 03). Managing Google's idea factory. Business Week, 88-90.

Fitzgerald, S., & Schutte, N.S. (2010). Increasing transformational leadership through enhancing self-efficacy. The Journal of Management Development, 29(5), 495-505.

Pearson, A.W., & Davies, G.B. (1981). Leadership styles and planning and monitoring techniques in R&D. R & D. Management, 11(3), 111.

Schmidt, J.E. (1993). Transformational leadership: The relationship… [read more]


Leadership and Project Management Term Paper

Term Paper  |  6 pages (2,353 words)
Bibliography Sources: 6

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As such, I have a short-term, medium term, and long-term goal to address, so I can focus on one at a time and continue moving forward. By doing that, I will allow myself the opportunity to avoid getting overwhelmed by everything that needs to be done. Becoming overwhelmed can stop a person from accomplishing much, because he or she feels… [read more]


Ethics and Authentic Leadership Essay

Essay  |  4 pages (1,089 words)
Bibliography Sources: 1+

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Leaders require support and assistance when their actions need to be corrected.

III. Powers Possessed by Followers

In fact, followers possess more power than is commonly acknowledged. For example followers possess the power associated with purpose and the commitment to the common goals and as well possess power associated with knowledge, skills, and resources of the organization. Followers additionally possess their personal history related to their successes and the contributions that each follower has made to the goals of the leader and the organization as a whole.

The followers additionally possess the power of self-faith and their personal commitment and integrity and have the power to speak the truth from their own personal viewpoint and to set standards and influence the leader and organization as a whole. Followers have the power to choose their reactions no matter what the actions of others may be and have the power to decide to follow or not to follow.

Followers possess the powers related to their relationships and to the worker network and have the power to communicate through diverse channels and to organize with others who think as they think. One of the greatest power that the follower possesses is the power to remove their support for the leader should the leader stand in violation of ethical principles or values of the follower.

IV. Authentic Leadership Examined In Depth

Transformational and authentic leaders do not coerce those being led but instead those being led are motivated by an "authentic inner commitment." (Bass and Steidlmeier, nd, p. 178) Transformational and authentic leaders are those who are morally inspiring and motivate through inspiration by articulating their vision to those being led and gaining a true buy-in from followers as those being led become educated and come on-board to accomplish the goals and mission related by the transformational leader. The transformational leader inspires those being led to increase their knowledge, their skills, and to better themselves while at the same time bettering the organization as a whole.

The transformational and authentic leader inspires those being led to grow with the organization rather than pitted against or in competition with the organization. Transformational leaders are intellectually inspiring, ethically inspiring and support the organization's growth as well as the growth and success of each individual member of the organization. The transformational leader inspires and motivates teambuilding and instills pride in individual members of the organization and in the teams that form and work toward the common goals.

The transformational and authentic leader teaches through example as to how the individual members of the organization to work in unison and cohesion and leads them to understand that when the team works together that the team as a unit can accomplish more and soar higher than when the individuals work alone. The transformational leader leads by example and demonstrates how self-examination leads to betterment of oneself and higher levels of success.

Summary and Conclusion

This work in writing has examined transformational authentic leadership and the methods utilized by the… [read more]


Leadership Ethics Essay

Essay  |  2 pages (702 words)
Bibliography Sources: 1+

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Therefore, only ethical leaders can be considered as genuine transformational leaders. The most important concept from the text and the book is the role of ethics in leadership, particularly ethical leadership. In light of the complex and rapidly changing situations in today's world, leaders need to conduct situational analysis and avoid applying a standard or rule that would make them unethical (Langlois, 2011, p.34). Ethical decision making is the core of today's leadership decisions and leadership styles.

Section 3:

In some portions in his book, Langlois suggests that programs and case studies that train people to act in certain specific ways when facing ethical situations are not effective methods for teaching ethics in organizations. Langlois' views and claims are based on the role of ethical decision making in today's leadership decisions and processes. This claim implies that there is no standard or rule in ethical decision making that is applicable to all situations or a one-size-fits-all approach to ethical situations. The case studies and programs that train people to act in particular means are ineffective because they are based on the assumption that all ethical situations require certain approaches. In contrast, by applying these methods to the various situations, leaders may end up being unethical in their approach to these situations and leadership in general. In response to this, it is quite evident that these programs and case studies do not consider the evolving nature of the modern society and leadership issues. The modern society is characterized with complex situations and contexts that contribute to numerous changes in the obligations and duties of leaders. The changing nature of situations, contexts, and obligations and duties of leaders require analysis of each situation on a case-by-case approach to determine the most appropriate ethical decision and action. Therefore, applying a standard or rule as presented in these programs and case studies may jeopardize the process of effective ethical decision making and action.

References:

Ciulla, J.B. (1998). Ethics, the heart of leadership. Westport, CT: Greenwood Publishing Group,

Inc.

Langlois, L. (2011). The anatomy of…… [read more]


Cognitively Complex Leadership Teams Literature Review Chapter

Literature Review Chapter  |  10 pages (3,771 words)
Style: APA  |  Bibliography Sources: 20

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In another study researchers found that understanding the cultures of the teams mean acknowledging the attributes of each member in shaping their expectations of the identity and norms of the group. A lot of relationships are formed with the formation of groups which helps the teams to form exclusive norms and values during the composition of the group which impacts… [read more]


Effectiveness of Different Leadership Styles Essay

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Bibliography Sources: 1+

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It says that coaching develops higher commitment to achieving mutually shared goals and it helps to produce cherished leaders. The Coaching style of leadership also boosts morale. Leaders find it easy to boost team-member morale by identifying areas of strength and weakness and by tying these with the career objectives of the team members. Any leader who excels at Coaching… [read more]


Saving Private Ryan: Effective Leadership Styles Term Paper

Term Paper  |  5 pages (1,435 words)
Bibliography Sources: 3

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Miller is also a tactful and resourceful individual. In the context of leadership, the relevance of being tactful and familiar with the issue at hand cannot be overstated. For instance, there is an instance where Miller's men are significantly outnumbered by the Germans. Not being the one to easily give up, Miller demonstrates resourcefulness and tactfulness by devising a way… [read more]


Rebecca Halstead's Leadership Style Case Study

Case Study  |  2 pages (684 words)
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Qualities and strategies

One of the traits that she possessed is optimism. She insists that a good leader should avoid pessimistic thinking and personal criticism. She used to look for numerous ways to get people to work together and gain consensus. Secondly, she had honesty as a leadership trait. She believed that honesty, reliability and effort are the basis of success. They avoid spin control and share information openly. Thirdly, she remained focused. She always used to plan and was extremely organized. She used to think through multiple scenarios, as well as, the possible impacts of the decisions made. Another trait possessed by Rebecca is inspiration. She used to challenge her team members by setting high but attainable expectations and standards and then giving to them tools, latitude, support and training to pursue goals (Nanus, 1992). She used to recognize and foster growth and success for all individuals in her team. Another important trait is that she has confidence. Her confidence is contagious, and her team members were naturally drawn to her. They used to seek her advice and in turn feel confident in turn. She was always disciplined and committed to her tasks. She ensured that she kept time in carrying out her duties. These traits made her achieve greatness and accomplish what many women would not have dared to venture. However, she also experienced some challenges (Groysberg & Ball, 2011).

Challenges

As a woman who ventured into military a male dominated world, Rebecca was not an exception. She was at times suppressed, sidelined, diminished and at times, though, as less of a woman for competing with men in leadership positions in the military. She had to overcome many trials and tribulations because she was a woman, and many are the times she was labeled as inferior.

References

Groysberg, B., & Ball, D. (2011). Rebecca S. Halstead: steadfast leadership. Boston, MA: Harvard Business School.

Nanus, B. (1992). Visionary leadership: creating a compelling sense of…… [read more]


Leadership Research Paper

Research Paper  |  4 pages (1,216 words)
Bibliography Sources: 3

SAMPLE TEXT:

By contrast, strategic leadership is big picture in nature and visionary. Strategic leadership is where the organization is guided, and is the place where the entire direction of the organization is developed -- so envisioning the culture of the organization, what businesses and countries to operate in, and defining the values and vision of the organization (CCL, 2014). Thus, strategic leadership is the pattern of choices that seek to assure the continued success of the organization, which stands in contrast to operational leadership which is focused on smaller scales and shorter time frames.

3.

Larger companies tend to have all different leadership styles. These companies need to have a focus on strategic leadership at the highest levels, because they have to deliver sustained success for the shareholders, and such companies take a view of themselves as perpetually-enduring entities. So leadership of larger companies look at what markets they want to operate in, what industries, and what their macrolevel strategy is going to be. This style of leadership is important because the largest of companies usually has a global perspective and operates in multiple industries or sectors. Decision making at leadership at this level reflects that.

Because larger companies are so complex, other leadership styles are also required, throughout the company. Tactical leadership is required in order to run the individual businesses, for example, making decisions about individual products, distribution channels and human resources. This level mirrors to some degree the strategic level, but on a small scale because it concerns only a portion of the businesses. Tactical time frames are a little bit shorter as well, as they are less concerned with the long run.

Organizations of size also have a tremendous need for operational leadership, because of the number of operations within the company. Vast organizations will often have specific programs to ensure a constant supply of great operational leaders, as operations are often the foundation on which a very large business can be built. Operational leaders are the ones whose roles implement strategy, so while strategic leadership is necessary, it could never be implemented without the other levels of leadership in an organization.

It is important for companies that they develop leadership at all levels. Even having a leadership strategy like that is tactical -- developing the structure and program to bring about a leadership pipeline to ensure that the organization's leadership needs are met at all levels. Strategic leadership is in particular important, because large organizations function better when they have a coherent mission and strategy against which their tactics and operations can be developed.

Leaders at the highest level find it particularly important to emphasize empowering others, by providing vision and direction that will guide the other leaders in the organization. As a leader of leaders, senior management needs to provide the framework, and then trust the other leaders to implement it effectively. This form of leadership is particularly valuable in a large organization when the senior leadership team is focused on the macro level decisions… [read more]


Organizational Leaderships in the Current Electronic Age Research Paper

Research Paper  |  6 pages (1,959 words)
Bibliography Sources: 6

SAMPLE TEXT:

Benefits of Shared Leadership

Leaders can implement their personal strong points, and companies can benefit from diversity of thought in making decisions. Influence tends to be reciprocal and fluid, and team members take on the leadership roles for which they are best suitable or are most inspired to achieve. Researchers mention that two or more leaders are better than one when the difficulties a company encounters are so complicated that they require a set of skills too wide to be owned by any one personal (Lussier & Achua, 2010). Indeed, many have suggested that during times of change and reorientation in a company, distributed leadership between two leaders, one behavior-oriented, and the other task-oriented would result in greater success than leadership by one individual alone.

Reduced levels of stress for key leaders also make this model eye-catching, as a more effective, distributed leadership system does not unnecessarily burden any single leader. Moreover, some other writers extolled the benefit of distributed leadership as it exploits the wealth of abilities present in the company, capturing the enthusiasm and energy, thereby developing a unique competitive advantage. Creativity and flow seem to blossom in a distributed leadership atmosphere. Moreover, groups often work better when leadership is distributed. In a research including road maintenance groups, Hiller discovered collective leadership to be favorably associated with group efficiency (Wageman, 2001).

Conclusion

Shared leadership tends to transform organizations to be places that are more inclusive via dynamic and synergetic processes of active engagement in leadership. This empowers team members with responsibility, authority, quick response capabilities, flexibility, and knowledge to remain competitive in the organization. If enacted effectively, shared leadership can revolutionize the entire organization by allowing everyone to be seen as a leader in various work domains.

References

Blake, R. & Mouton, J. (1985). The Managerial Grid III: The Key to Leadership Excellence. Houston: Gulf Publishing Co.

Buckingham, M. & Coffman, C. (1998). First, Break All the Rules. New York, NY: Simon & Schuster.

Buckingham, M. & Clifton, D.O. (2001). Now, Discover Your Strengths. New York, NY: Simon & Schuster.

Daft, R.L. (2011). Leadership (5th edition). Nashville, TN: Southwestern Cengage Learning.

Lussier, R.N. & Achua, C.F. (2010). Leadership Theory, Application, Skill Development. Nashville, TN: Southwestern College Publishing.

Olivia, Y. (1996). Shared leadership in self-managed teams: A competing values approach. Total Quality Management, 7, 5, 521

Bligh, M.C., Pearce, C.L., & Kohles, J.C. (2006). The importance of self- and shared leadership in team-based knowledge work: A meso-level model of leadership dynamics. Journal of Managerial Psychology, 21, 4, 296-318.

Wageman, R. (2001). How…… [read more]


Technology and Educational Leadership Research Paper

Research Paper  |  13 pages (5,289 words)
Bibliography Sources: 16

SAMPLE TEXT:

In this study the author addresses the questions about how a team can progress within the self- managed group that practices and develops various leadership styles. He reviews and uses shared and single leadership style as his theories. The results of this study show that the teams with shared leaders concept have motivational and perceptive advantages in comparison to the… [read more]


Reflection: My Leadership Approach, Apple Mac Legal Center Case Study

Case Study  |  8 pages (2,555 words)
Style: Harvard  |  Bibliography Sources: 8

SAMPLE TEXT:

Although, some members may feel that they do not have decisive skills of becoming leaders. This approach would aid the development of independence and autonomy and thus aggregate responsibility a vital prerequisite in building organizational goals.

Institutionalizing leadership and diplomatic coercion

Technically, coercion seems a realistic approach since would further aggrandize my approach in understanding the required leadership parameters. In… [read more]


Leadership Term Paper

Term Paper  |  2 pages (646 words)
Bibliography Sources: 0

SAMPLE TEXT:

Leaders who are able to reach everyone in the organization and have them maximize their potential are the leaders I admire most, which is probably why this part of the human side of leadership appeals to me the most.

Organizations are ultimately just a collection of resources. Any leader can be effective in marshalling the non-human resources, because there is no variable of free will involved - your computer will always do what you ask it to do. This is not the case with human resources, yet these are the most powerful resources within any organization. The most successful leaders, therefore, are going to be the ones that can consistently, over time, get the most from their people. Tapping into motivation seems particularly challenging, despite all the motivational theories that exist. Each person is motivated differently and it can be the challenge for a leader to understand those differences and then find the right triggers to motivate people.

Social and ethical responsibility is all part of this. Employees are a critical stakeholder group and the leader has an obligation to mind the interests of this group. A leader therefore needs to be cognizant of this duty of care, but also be aware that there tends to be a link between treating employees well and maximizing their output in the long run. Organizations are therefore at their most effective when they are able to draw links between the different key success factors in the business, including human motivation. Dealing with people, a leader is capable of all kinds of harm, so being able to get the most out of the employees while upholding the duty of care to treat everybody fairly and with respect is a significant challenge. It brings with it, however, significant reward, and that is another of the reasons why I put emphasis on this element of human management that appeals to me the most.… [read more]


Toxic Leadership Term Paper

Term Paper  |  3 pages (928 words)
Bibliography Sources: 0

SAMPLE TEXT:

There is the risk of the unknown associated with the removal of leadership. When people think about parts of the world that commonly experience coups d'etat, those regions are not typically the most successful on the planet, so there is a good case to be made that stability, even under toxic leadership, is better than instability. Thus, people are insufficiently motivated by toxicity until they absolutely feel that they cannot continue under the toxic leader. That is a situation that does not always arise, or is constrained by that feeling of powerlessness to topple the toxic leader.

Blumen offers some interesting thoughts about the role between leaders and followers in this analysis. Followers need to be empowered in some ways to feel comfortable addressing toxic leadership. For example, whistleblower protections are recommended, as well as term limits on leadership, and a high level of transparency built into institutional structures. A good example of a structure that inhibits toxic leadership is the American presidency, where if you don't like a President you will have a chance to vote him out in four years or less; and this is combined with term limits. Compare this with countries that have corrupt, toxic presidents-for-life. Without the right institutions to ensure toxic leaders can be removed, people will feel powerless and the toxicity can continue for many years.

The author therefore recommends taking proactive steps to ensure that toxic leaders cannot take hold in the long run. I look at this and agree with the fundamental message. People rise to leadership positions for all sorts of reasons, but they are not always good leaders. Even a good leader can see his quality deteriorate -- Robert Mugabe was basically Zimbabwe's Mandela until insanity and hubris turned him into a toxic leader. This is why there needs to be institutional protections from the outset to ensure that toxic leaders cannot remain in place.

The psychology of following a leader know to be toxic is quite interesting, because I suspect none of us if asked would admit that we would do such a thing. Most people see themselves as having a higher degree of independence, but we do get caught up in perpetuating leadership, even when we overtly disagree with it. Leadership is a powerful institution and as such there does need to be safeguards on it, to ensure that it is used as a positive force in the organization, not a negative one. In this, I feel that Blumen offers an effective lesson. Blumen even recommends that people who suspect early on that a leader is toxic should have a plan to remove that leader, before the toxicity brings down the entire organization, but that it is important to properly evaluate the leader before doing this.… [read more]


Leadership Exercise Research Paper

Research Paper  |  2 pages (610 words)
Bibliography Sources: 2

SAMPLE TEXT:

It's a matter of always behaving the right way and doing the right things, and then finding a way to do more.

Quiz 5-1.

Quiz 5-1

Scoring

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This quiz is about situational leadership, and a score of 56 indicates that I have "strong situational perspective as a leader." I believe that people are not created equal. There are definitely times when you'll want to treat them equally, but other times you have to be aware of individual needs, and by meeting those needs you can help everybody to be their best.

Quiz 5-2.

Quiz 5-2

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With this quiz, we can see that there is generally a good leader-member exchange here. I wouldn't hang out with my boss on weekends, but otherwise there is a high degree of trust and a willingness to work hard towards common objectives.

Quiz 6-1.

Quiz 6-1

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On the ethics quiz, I scored a 25, which indicates "your self-image is that of a highly ethical and trustworthy leader." That sounds right to me. I might not…… [read more]


Leadership Quizzes Research Paper

Research Paper  |  1 pages (344 words)
Bibliography Sources: 2

SAMPLE TEXT:

Quiz 2-1

On Quiz 2-1 I scored a 60, which indicates a high, desirable level of self-confidence. That's about right, I'm pretty good.

On Quiz 2-2, I scored 17 "fits me" and 3 "does not fit me." The oddball here was "readily shares financial information." Financial information is usually confidential, so a trustworthy person would not share financial information with others; the quiz has this backwards so I really scored 18, which seems like a genuinely high score for trustworthiness.

Quiz 2-3

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With Quiz 2-3, I scored a 9. This correlates with being moderately resilient, which sounds about right. I do not always handle losing well -- consider how I respond when I don't agree with the quiz about something --…… [read more]


Qualities of Leadership Essay

Essay  |  3 pages (1,347 words)
Bibliography Sources: 4

SAMPLE TEXT:

¶ … Qualities of Leadership

The concept of leadership is an extremely complex one. Chemers (1997) has defined leadership as "a process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task." President Lincoln used his political strength to defeat the Confederation, while President Kennedy used his leadership to negotiate with the Soviet Union during the Cold War, in a way that retained the U.S. position on most topics of interest on the bilateral and international agenda.

This paper looks at the concept of leadership from different perspectives, both through historical and literary characters. It aims to show that few leaders encompass all characteristics of leadership, but that all are successful in integrating good communication and social skills in their objective to drive people towards a common objective.

As studies have shown, leadership differs from sector to sector. Most leaders had vision and charisma, but not all showed integrity and, at the same time, some were political leaders, others economic or social leaders and many others in history were military leaders.

For example, President Lincoln delegated military attributions to his generals, although he was in direct contact with them and understood development in the field of operations. Ultimately, he was the one who appointed Grant to lead the Armies in the North, but it was more his political leadership than his military leadership that won the war. In the same manner, President Kennedy made the final decisions regarding the Cuban Missile Crisis, but he had no real military competency the way Napoleon or Caesar would.

With this in mind, a leadership workshop would need to be customized and look at different characteristics that leaders have, as well as different leadership approaches. As such, President Lincoln and President Kennedy could be the best representatives of political and national leaders. They lead an entire nation towards a commonly recognized objective, whether that is resisting to the Soviet pressure or reuniting the nation during the Civil War.

On the other hand, Lieutenant Jimmy Cross should be an example of both military leadership and personal leadership. His mission is to lead his men in a complex and difficult environment during the Vietnam War. As the text tells, this is a terror environment, where you understand "what terror was: you're not human anymore. You're a shadow. You slip out of your own skin, like molting, shedding your own history and your own future, leaving behind everything you ever were or wanted to believed in" (O'Brien, 1990). Ultimately, he should be able to create advantages for his men in competition with the enemy, which is his role as a military leader.

However, even if a leader needs to take care of his men and he fails to do so. He is a weak leader primarily because his training to become a leader is wrong: he is never prepared to face the conditions in the field of operations. Beyond this, by focusing on Martha rather… [read more]


School Leadership Essay

Essay  |  3 pages (727 words)
Bibliography Sources: 1

SAMPLE TEXT:

Data and material information is overwhelming viewed as a sort of panacea in this presentation and ignores some of the more subtle qualities that leadership emanates. The language the authors used in this book suggested that data and information are holy and irreplaceable pools of motivation that should be held with the utmost respect. While I do see the value in these types of feedback, the leader's job is much more nuanced than simply the processing of mathematical data.

Personality, charisma and empathy are mostly ignored in this book as beneficial tools that can help school leaders. These ideas are touched upon in the second part of the book dealing with culture. Culture is addressed as a means of control and not a result of it. The book tends to ignore my own personal feeling on culture that suggests that culture is merely a reflection of the sum total experiences of the group contributing towards it. Culture cannot essentially be controlled it can only be experienced and dealt with. Leaders set the culture with their actions and words, and is nothing more than a mirror. The book tends to use culture like a whip, to be used to garner respect and develop success. This attitude does not necessarily jibe with my own philosophy, but I do understand how these authors would want to incorporate such an important idea into their hypotheses.

Conclusions and Final Thoughts

The authors were at their most lucid when they wrote " professional development only matters if it translates from paper to practice, driving real improvements to student learning, ' (p.130). In other words their book is completely and utterly useless unless some application of its contents are actually employed in the material world. This is the most important lesson I gathered from this literature. Regardless of what is written or imagined, leadership and the benefits from its practices must be realized in the actual world, and discussion, idea formulation and critique are all supplementary ideas in this larger process.

References

Santoyo, P., Lemov, D & Peiser, B. (2012). Leverage Leadership: A Practical Guide To Building Exceptional Schools. Jossey…… [read more]


Kennedy's Leadership Style Research Paper

Research Paper  |  5 pages (1,424 words)
Bibliography Sources: 5

SAMPLE TEXT:

As previously discussed, Kennedy made some important mistakes during his presidency, including the Bay of Pigs. However, he was able to accept mistakes and to make sure that he took the necessary measures so that these mistakes would not occur again in the future. Accepting mistakes and being able to change are usually more important and have greater impact than… [read more]


Leadership Styles, Traits and Qualities: Abraham Lincoln Essay

Essay  |  2 pages (862 words)
Bibliography Sources: 1+

SAMPLE TEXT:

Today's leaders ought to interact with employees on an elevated level, because only then can they get access to the latter's needs and expectations, and work towards the realization of the same.

Lincoln displayed a character of honesty and integrity, paradox mastery, and positivity to critique in his leadership (Philips, 1992). The nickname 'Honest Abe' arose from his honest character (Philips, 1992). Contrary to a manager, who strives to do things right, a leader does the right things. This is what integrity in leadership entails, and no one demonstrates it better than Lincoln. Through integrity and trust, Lincoln grants leadership positions to 'his enemies'; he overlooks this fact, and focuses more on these people's ability to drive the nation to success (Philips, 1992). Today's leaders ought to emulate Lincoln's character and put the needs of the greater society above their individual needs, because only then will they be able to build charisma sufficient enough to drive people to work in a common direction.

Effective communication is one of the fundamental elements of effective leadership (Northouse, 2013). Lincoln knew this only too well, holding that a leader who cannot speak extemporaneously would never reach the apex of success because reasonably, people would never bring serious business to a person who cannot make a speech (Philips, 1992). Leaders ought to master the art of public speaking, if they are to move the masses. Lincoln made numerous eloquent speeches, but the Cooper Institute Address, which moved the Republican National Convention to pick him as the Republican Presidential candidate, stood out (Philips, 1992). This is to mean that effective communication has an influence on the masses; it stipulates the desired direction, reaffirms it, gets a leader to lead by being led, and encourages exchanges that foster innovation (Philips, 1992).

Abraham Lincoln recognized that in order to be a true leader, he had to exert subtle and quiet influence by maintaining personal contact with the people he led. He treated all those he interacted with fairness, respect, and courtesy, regardless of their status in society. Her lifted them out of their cocoons onto an elevated level of awareness, achievement and performance, and was, in so doing, able to get ordinary people to give extraordinary results. In summary, Lincoln's behavior and attitude is the essence of true leadership and symbolizes the process of decent and acceptable leader-subordinate relations.

References

Northouse, P.G. (2011). Introduction to Leadership: Concepts and Practice (2nd ed.). Thousand Oaks, CA: Sage…… [read more]


Leadership the Main Issue Case Study

Case Study  |  2 pages (946 words)
Bibliography Sources: 2

SAMPLE TEXT:

This is a relationship-oriented challenge, for which Jessica appears to need some work.

Secondarily, the theory focuses on the necessity of the specific situation at hand (Kinicki and Williams, n.d.). While Jessica's initial strategy seems to have worked, the general effect of the implementation seems to have created some conflict. This will need to be managed.

2. It appears that both Jessica and her management staff have adapted their leadership styles in terms over-compensating for the intellectually individuals on their workforce. Certainly, praising a mentally average or above-average individuals for trivial accomplishments like pressing their shirts or shining their shoes. Furthermore, it appears redundant to provide minute details to experienced existing workers regarding what is expected of them.

The first important step will therefore be a recognition of the various types of staff employed at the establishments. Those who are mentally challenged have certain tasks. These individuals need specific instructions and praise regarding their work. The staff that have been employed for a number of years, however, have different needs.

This is, by and large, a relationship-oriented issue. Managers need to adjust their relationships to staff members according to the specific mental needs of each staff member. Surely a staff member who has performed a certain task for his or her years of employment does not need the same detailed instructions as a mentally challenged person who has just arrived to his or her job.

The management staff therefore need to adjust their approach to be more contingency-based in terms of their relationships with each specific worker. For mentally disabled workers, a certain paradigm would be required. This does not, however, mean that the same paradigm is to applied to all the workers in question.

In other words, Jessica and her management staff need to be aware not only of the way in which they treat mentally disabled workers, but also of how this can detrimentally affect their long-term existing staff.

3. While all workers at the Red Rascal should certainly receive careful instructions and praise, the problem is that such instruction, encouragement, and praise are given for a certain level of mental competence. Providing a level of encouragement and praise that is more suitable for somebody of a lower mental competence will necessarily create a sense of grating with a highly intelligent employee.

Hence, managers need to be sensitive not only to the task at hand, but also, and especially now, to the needs of their workers. Workers that have been employed in the longer term need fewer instructions than those who have just started. Mentally able workers do not need as much praise as those who are challenged in this regard.

References

Kinicki, A. And Williams, B. (n.d.) Contingency Approahces: Does Leadership Vary with the Sitatuation? Retrieved from: https://www.inkling.com/read/management-angelo-kinicki-brian-williams-5th/chapter-14/14-4-contingency-approaches… [read more]

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