"Leadership / Mentoring" Essays

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Relationship Between Culture and Leadership Thesis

Thesis  |  4 pages (1,215 words)
Bibliography Sources: 2

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¶ … Culture and Leadership

Leadership and culture are two of the main facets that make the difference between many societies and nations in the world. There is a sharp comparison between the different cultures that have influenced on the general growth and development of humanity in the world. The essence of having a culture is rested upon the characteristics of the leader in control. In many societies, a comparison and close reasoning between the influence of the culture and the entire perception of the traditions in place exists. The essence of this paper is to reiterate on the relationship and difference between leadership and culture. Moreover, the paper seeks to establish the innate truths between the Japanese culture and the full leadership model in Bass era.

Culture is the basement of everything that happens in a society. There is a close relationship between what happens in every society or community with the nature of leadership. In most societies as depicted in Japan, the trends and characteristic of leadership are established from the cultural directive that was installed a long time ago. This means that culture is a common avenue that can be used to dictate on the nature and preference of leadership in the community. The characteristics of culture and the natural perceptions that are derived from it are directed at raising a strong and established leadership styles in the community and the country as a whole.

According to Bass (1985) and Bass Avolio's (1997), the entire conception of transformation and transaction of leadership trends in one of the features has been cited occasionally for its prerogative activities in fostering the existence and dominance of culture and other cultural perceptions in the society. Other several leadership theories have stated the difference and similarities existing between culture and leadership in the Japanese world. The essence of culture is perceived to be a building block in the general perception and establishment of leadership directives in Japan.

According to the theory called a Full Range Leadership Model, leadership is a facet that is related to the cultural structure in every society. The theory uses its measuring instrument to reflect that leadership is established from the exiting cultural perceptions. Change of culture is transformed through a process of the possible approaches of leadership. Culture is one of the strongholds of establishing a strong leadership parameter in any society. In order to be at the forefront in managing the existence and strength of leadership in the society, it pays a lot to have a genuine and affordable parameter of managing leadership through the nature of culture in place. The essence of culture is bestowed on how every leader is to reach the changes and basic facets of building a society. Therefore, common ground of performance reflecting the general assembly and establishment of all facets of control in the society exists. The Japanese culture has transformed into the present modes of leadership.

According to the Full Range Leadership model, the cultural establishments are bound to… [read more]


Smart Goal 1: Leadership Development Research Paper

Research Paper  |  2 pages (580 words)
Bibliography Sources: 2

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In regards to leadership development, these resources can be leveraged to obtain expert opinion regarding a skill or ability. In addition, these resources can also be used to help establish a network in which the mentee can rely upon for development in the future.

R: realistic- Is this goal something that is realistically obtainable in a professional practice?

The goal is very realistic in regards to professional practice. The task of bi-weekly meetings, monthly personal assessments, and bi-monthly seminars are all very helpful in regards to personal development. They are also easily measurable. If planned properly, they will not interfere with personal practice but would actually help the individuals practice through leadership development.

T: time bound - What specific dates or weeks will you accomplish each task of your project goal?

The goal to improve a particular leadership metric should be given a timeframe of between 3 to 6 months.

Smart Goal / Plan of Action

The individual nurse wills first development a strong relationship with a mentor within the facility. Through this relationship, periodic meetings, self-assessments and seminars will occur on a weekly and monthly basis. These meetings will focus on one particular leadership metric that both the mentor and mentee agree upon. This metric should be improved within 3 to 6 months. Attributes needed to achieve the goal are persistence, consistency, and passion for improvement. The meeting will take place in the hospital bi…… [read more]


Organizational Motivation and Leadership Term Paper

Term Paper  |  5 pages (1,471 words)
Bibliography Sources: 5

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

Managers should make use of advanced understanding of individual motivations to affect human habits in the right instructions. Managers are constantly… [read more]


Leadership Actions Chapter Writing

Chapter Writing  |  3 pages (986 words)
Bibliography Sources: 6

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

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

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

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

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


Leadership Style and Decision-Making Discussion and Results Chapter

Discussion and Results Chapter  |  6 pages (2,975 words)
Bibliography Sources: 6

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Leadership Style and Decision-Making Style

Leadership and Decision Making Style

Leadership matters whether a person works in police department, or academia or in an optometry clinic like me. As a clinic Manager working at a tri service optometry clinic, I need to interact with different people and client. Ensuring eye health and offering treatments is the job we do in… [read more]


Nursing Leadership Styles Analysis Research Paper

Research Paper  |  2 pages (601 words)
Bibliography Sources: 2

SAMPLE TEXT:

Nursing Leadership Styles

Analysis of Leadership Styles:

Assessment of RN Unit Manager Performance

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

Analysis and Assessment of RN Unit Manager Performance

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

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

Which…… [read more]


Effective Ethical Moral and Legal Leadership Research Paper

Research Paper  |  2 pages (675 words)
Bibliography Sources: 2

SAMPLE TEXT:

¶ … Ethical, Moral, and Legal Leadership

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

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

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


Application of Ethics in Organizational Leadership Research Paper

Research Paper  |  8 pages (2,695 words)
Bibliography Sources: 1+

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¶ … Ethics in Organizational Leadership

The dominant view of leadership has in the past been that leaders should mainly concern themselves with the enhancement of production and profit growth. This view is however slowly diminishing. In its place, a new viewpoint that encourages leaders to embrace ethical and moral conduct is taking shape. This text largely concerns itself with… [read more]


Nursing Leadership One of the More Challenging Essay

Essay  |  8 pages (3,316 words)
Bibliography Sources: 15

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¶ … Nursing Leadership

One of the more challenging aspects of healthcare in general and nursing in particular is the inevitability of change and the need for using evidence-based practices to promote optimal clinical outcomes. For this purpose, effective nursing leadership is required in order to ensure that organizational goals are met while ensuring that clinicians and patients alike receive… [read more]


Coaching and Mentoring Are Fundamental Research Paper

Research Paper  |  2 pages (678 words)
Bibliography Sources: 2

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

Coaching strategy

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

Mentoring activity

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

References

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

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


Promoting Leadership Professional Development Essay

Essay  |  4 pages (1,172 words)
Bibliography Sources: 4

SAMPLE TEXT:

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

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

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

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

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

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

2. Permission - people follow because they want to;

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

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

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

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

Reflection and Conclusion

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


Management Principles: Organizational Theories Term Paper

Term Paper  |  7 pages (2,141 words)
Bibliography Sources: 1

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

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

Conclusion: Evaluate your organization in the light of your analyses

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

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

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

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


Path-Goal Leadership Theory Research Paper

Research Paper  |  2 pages (697 words)
Bibliography Sources: 1

SAMPLE TEXT:

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

PERFORMANCE GOAL / TARGET / KPI:

ACTION STEPS BY WHEN BY WHOM RESOURCES/COSTS

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

2. Set specific goals with David regarding improved timeliness

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

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

5. Monitor the completion of tasks from beginning to end

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


Leadership Research Models Research Paper

Research Paper  |  5 pages (1,855 words)
Bibliography Sources: 2

SAMPLE TEXT:

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

Table 1- Leadership Table

Goffee & Jones Model

Individual Leader Characteristic

Drucker Model

Key Characteristics of Leadership

1- Revealing Weakness

2- Becoming Sensor

3- Tough Empathy

4- Being Different

Brought Sheryl Sandberg as COO to fill management experience gap

Ibid.

Writing Codes for Facebook and expanding the company

Diverse Team development

Facebook Home: A new application

Dropped out as Junior from Harvard and set up Facebook

1- Asks what needs to be done

2- What is right for the enterprise

3- Converting knowledge into action plans

4- Owning responsibility

5- Communication responsibility

6- Opportunities not problems

7- Productive meetings

8- We not I

IV- Conclusion

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

Bibliography

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

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

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

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

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

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


Graduation Class of Advance Leadership Course Alc 25b Essay

Essay  |  2 pages (511 words)
Bibliography Sources: 1

SAMPLE TEXT:

Military

Leadership Graduation Speech

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

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

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

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


Leadership, Team Building, and Communication Research Paper

Research Paper  |  6 pages (2,326 words)
Bibliography Sources: 6

SAMPLE TEXT:

Non-supportive and offensive behavior of team members can also be a major source of conflict between work teams. Similarly, uneven job responsibilities and unhealthy competition between team members can give rise to interpersonal conflicts. If a team member feels that he is assigned greater job responsibilities than his team members without extra compensation, his satisfaction with the job decreases. He… [read more]


Global Leadership Final Presently Term Paper

Term Paper  |  5 pages (1,516 words)
Style: Harvard  |  Bibliography Sources: 5

SAMPLE TEXT:

In simpler terms, the way companies and firms were run twenty years ago is not similar to the organizational culture today. Leaders are the ones with the dreams who don't allow anyone or anything get in their way of achieving those dreams. Leaders are meant to be representative yet they have to be insistent. Therefore, a leader should be proactive and updated about the new cultures and the new ways of dealing with problems. Regardless of how successful a leader is, he should not be overconfident in his skills. He should be willing to learn and improve his work and only then he can expect others to improve as well.

References

Bartlett, C.A, and S.Ghoshal (1998) Managing Across Borders, Boston: Harvard Business School Press.

Bingham, C.B, Felin.T and Black.S.J. (2000). An interview with John Pepper: What it takes to be a global leader.287-292.

Bird, A., Mendenhall, M.E., Stevens, M.J., Oddou, G. (2010) Defining the content domain of intercultural competence for global leaders. Journal of Managerial Psychology, 25(8), 810-828.

Gregersen, H.B., Morrison, A., & Black, J.S. (1998).Developing leaders for the global frontier. Sloan Management Review, 40, 21 -- 32.

Hollenbeck, G.P. (2001) "A Serendipitous Sojourn through the Global Leadership Literature," in Advances in Global Leadership, vol. 2, ed. William Mobley and Morgan W. McCall, Jr., Stamford,…… [read more]


Healthcare Leadership and Management Research Paper

Research Paper  |  4 pages (1,197 words)
Bibliography Sources: 4

SAMPLE TEXT:

One way for a leader to accomplish this is to lead by example. Though this concept might represent a cliche, it has stood the test of time for a reason. If leaders don't lead by example, then the employees might perceive something of a double standard which can led to a situation in which then they will undoubtedly foster resentment from the team. A good manager should hold themselves to as high, or even better higher, standards than those they are responsible for.

The transformational leadership model has been identified to be potentially the best model for leadership; especially in regards to organizational change. The definition of transformational leadership was described as a type of leader could relate to the moral values of their followers. Such a connection can act to transform their personal goals into organizational goals; employees would then devote their energy and resources into transforming the organization (Judge & Bono, 2000). Such a leadership style is heavily dependent on effective communication. To become a transformational leader, five suggestions that aim to help managers foster their own transformative style has been identified (Straker, 2011):

1. Developing the vision

2. Selling the vision

3. Finding the way forwards

4. Leading the change

Core Performance Measures and Critical Pathways

The facility in which I work does track Core Measures for community-acquired pneumonia (CAP), congestive heart failure (CHF), or myocardial infarction (MI) however the metrics from this tracking doesn't seem to be a priority unless something goes wrong. I do not believe that the organization tracks critical pathways for analysis however. First developed in the 1980s as a tool to reduce length of stay, critical pathways also provide a useful tool for monitoring quality of care. Once the cost of a pathway is known, analyzing the cost-effectiveness of the pathway as well as the associated cost variances is possible (Marquis & Huston, 2011). By using clinical and cost variance data, decisions on changing the pathway can be made with both clinical and financial outcome projections. The advantage of critical pathways is that allow for some measure of standardizing processes so that the health care delivery can be more streamlined.

The upcoming changes in the healthcare system through healthcare reform are likely not going to involve nurse's opinion in the design. The perception about the reforms state that nurses will have the least influence on the design; lower than patients, doctors, healthcare executives, pharmaceutical executives, insurance executives, and the government. However, this is regrettable because in the same poll nurses were among the most trusted group within the healthcare industry. Although they polled slightly below doctors, nurses were more trusted than any of the other groups included in the survey. In fact, nurses were better trusted than the internet, newspapers, magazines, television, and even books. An overwhelming majority of opinions feel that removing barriers that centers around increasing the voice of nurses, expectations and accountability, improving perceptions of nursing among others, and improving the selection and training of nurses.

Works Cited

Judge,… [read more]


Leadership Effectiveness Leadership Qualities Research Paper

Research Paper  |  5 pages (1,506 words)
Bibliography Sources: 4

SAMPLE TEXT:

The leader should have a positive and friendly attitude towards the employees and should invite them to ask questions and help them to make decisions. Leaders should be capable of maintain a good working environment. One should be open to criticism and should be able to face failure without blaming the workers or the employees.

By following Branson's leadership style at work one should include the approaches of directing, participating and delegating in one's leadership style.

Conclusion

Leadership effectiveness is the key element for the development of a good working team which can help to achieve the goals and objectives of a particular company. Without good leadership qualities it is not possible to maintain a strong team which eventually results in bringing downfall to the company. Branson's leadership style stands among the best leadership example which works as a guideline for those who want to achieve the best working teams and achieve high goals and objectives.

References

Benincasa, R. (2012, may 28). Six leadership styles and when you can use them.

Deal, B.A. (1991). Reframing Organizations.San Francisco: Jossey-Bass.

Duggan, T. (n.d.). The Three-Stage Model of Effective Leadership. Demand Media.

Slocum,…… [read more]


Servant Leadership Essay

Essay  |  5 pages (1,733 words)
Bibliography Sources: 5

SAMPLE TEXT:

In conclusion, there is no doubt that Jesus led by serving, according to Tidball; and because in modern times obtaining power can be "…insidiously corrupting," it is important for managers, pastors, and others seeking leadership positions and skills to be servants first. That goes for the business person, to the university student in leadership class, to the football player and the teacher in elementary school. Unless individuals understand service, and engage in serving the needs and wants of others first, their ascension to positions of leadership will not be based on the correct philosophical worldview. And without the maturity that results from sincere self-assessment, a person's world view may be just a narrow fraction of what it could be.

Works Cited

Center for Servant Leadership. (2010). What is Servant Leadership? Retrieved February 25,

2013, from https://www.greenleaf.org.

Greenleaf, Robert. (2010). Ten Principles of Servant Leadership. Butler University. Retrieved February 25, 2013, from http://www.butler.edu.

Meixner, Cara. (2010). Reconciling Self, Servant Leadership, and Learning: The Journey to The East as Locus for Reflection and Transformation. Journal of Leadership Studies, 3(4),

81-85.

Rozuel, Cecile, and Kakabadse, Nada. (2010). Ethics, spirituality and self: managerial…… [read more]


Lincoln and Leadership Term Paper

Term Paper  |  5 pages (1,377 words)
Bibliography Sources: 3

SAMPLE TEXT:

Leadership includes the need to possess drive, integrity, motivation, self-confidence, knowledge of the business; and haste to respond to and recognize the needs of others. Leadership, therefore, necessitates effective communication. A good leader has to be able to communicate and be with as well as attempt to understand his employees from their perspective (Hunt, 1991). He has to be humble recognizing that he exists for his followers rather than the reverse. He is able to deal with change and flexible and able to lead his subordinates through change too. Also important is that the effective leader leads per example. Leadership requires keeping employees enthused about their work, motivates them. Leadership possesses the following characteristics: Empowerment; Risk-taking; Participation; and Development. A leader also has to be constantly learning, reflective and calm (Hunt, 1991). And Different times call for different forms of leadership.

Times of change for nation or for organization call for an active leader -- not merely someone who is transactional. It calls for someone to step in, to take the reins, to influence his followers, to provide new and heady direction and spur his followers in a new direction.

Lincoln was a leader in that he reached out for what people wanted, focused on what they wanted and needed, and set about supplying that. He looked far into the future and predicated its patterns. In that he was visionary. He was charismatic in that he knew what he wanted and achieved it regardless of others negation and criticism. He imported his belief in his nation and persona to his followers. In that way, he was transformational. He had an utter confidence in himself and in his company.

Lincoln, too, knew what had to be done. An inside person may have feared to take these steps due to incurring unpopularity, but Lincoln assessed the situation and set out to free the slaves.

During periods of unrest and change, the country needs someone active who is willing to take the responsibility on himself and has the courage and fortitude to lead. The thing is Lincoln has all of these. 'Regular' leadership may be the transactional style. This is detrimental in times of change where you need someone to take risky stance particularly since you are dealing with risk. This is what Lincoln did.

So, yes part of his successes can be attributed to the fact that he was an outsider and could see out of the box. Part two of his success was that he was bale and willing to take this risk and directive stance in a time that needed it. He was a transformational leader.

Shumpeter (2012) discusses Mukunda's book on leaders who are outsiders and insiders and states that Mukunda divides leaders into two types, "filtered" and "unfiltered." Insiders are those who are filtered. They have been tested, have gone through the 'ropes', have climbed up the management leader in the conventional way before they struck it to the top. Unfiltered outsiders are enigmas. They include people like… [read more]


Unethical Leadership Research Paper

Research Paper  |  10 pages (2,942 words)
Bibliography Sources: 10

SAMPLE TEXT:

For that reason, values and ethics are the significant factors in dealing these employees evolution.

In short, leaders who connect with, allow, or encourage unethical acts within their organizations do not put ethical leadership on show. In its place, those who control and implant unethical behavior of their supporters exhibit unethical leadership. To cut a long story short, unethical leadership… [read more]


Trait Leadership Definitions / Descriptions Essay

Essay  |  7 pages (2,386 words)
Bibliography Sources: 3

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3).

On page 4 of his Mother Jones article Dowie points out that of all of Iacocca's objectives (price, fuel consumption, performance, comfort, appearance… et al.); safety was not one of them. "Safety doesn't sell," Iacocca was heard saying in many contexts, according to Dowie.

From this description of Iacocca's intensity and drive, one can certainly say that he had… [read more]


Leadership Training for Youth Annotated Annotated Bibliography

Annotated Bibliography  |  3 pages (1,066 words)
Bibliography Sources: 12

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The study findings indicate that the context best suited to the development of initiative is structured voluntary activities, such as sports, arts, and participation in organizations. These context create opportunity for youths to experience the rare combination of intrinsic motivation and deep attention. Adolescents participating in effective organizations were found to acquire a new operating language that appears to correspond to the development of initiative. (PsycINFO Database Record

Larson, R., Hansen, D., and Moneta, G. (2006). Differing profiles of developmental experiences across types of organized youth activities. Developmental Psychology, 42, 849-863.

The authors studied the different types of experiences that youth encounter according to their participation in community-based and extracurricular activities. A representative sample of 2,280 11th graders took a computerized survey about their organized youth activities. Sports and arts programs were reported to develop initiative, but sports were also considered high stress. Service activities were associated with teamwork, positive relationships, and social capital. Positive experiences were reported as more significant in youth programs than in school classes.

Lee, B.C., Westaby, J.D., and Berg, R.D. (2004). Impact of a national rural youth health and safety initiative: Results from a randomized controlled trial. American Journal of Public Health, 94 (10), 1743-1749. doi: 10.2105/AJPH.94.10.1743

The authors carried out an evaluation of a rural youth health and safety initiative implemented by the 4000 National FFA in the United States. Data was collected at 3 intervals and with a 3-group, cluster-randomized, controlled trial design. Of the 3081 students and 81 advisors, no significant effect of the initiative on agricultural health and safety knowledge, safety attitudes, leadership, self-concept, and self-reported injuries of project participants. According to data from 30 public health nurses following the intervention confirmed that no sustainable community partnerships were developed.

Mavroveli, S., Petrides, K.V., Rieffe, C, and Bakker, F. (2007). Trait emotional intelligence, psychological well-being and peer-rated social competence in adolescence. British Journal of Developmental Psychology, 25, 263-275.

The authors studied the relationship between trait EI and four socioemotional criteria in adolescents. EI was positively associated with adaptive coping styles and negatively associated with depressive thoughts. In boys, EI is negatively associated with maladaptive coping styles. More nominations were given to classmates with high EI for leadership qualities.

Wingenbach, G.J. And Kahler, A.A. (1997). Self-perceived youth leadership and life skills of Iowa FFA members. Journal of Agricultural Education, 38(3).

The authors surveyed 316 Iowa FFA members to determine the relationship between their participation in youth leadership activities and self-perceived leaderships skills and life skills. Scores on the Youth Leadership and Life Skill Development Scale (YLLSDS) showed the highest means for "getting along with others," "respect others," and "show a responsible attitude." The strongest relationship was between FFA leadership activities and YLLSDS scores.

Zeldin, S., Christens, B.D., and Powers, J. (). The psychology and practice of youth-adult partnership: Bridging generations for youth development and community change.

Through this descriptive study the authors sought to articulate youth-adult partnerships as a particular phenomenon characterized by authentic decision-making, natural mentors, reciprocity, and community connectedness, and to… [read more]


Educational Leadership Book Review

Book Review  |  2 pages (652 words)
Bibliography Sources: 2

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"True leadership is even more complex" in the education field (Williams-Boyd, 2002, p. 4). Teacher expertise (what teachers are able to accomplish) is the most dramatic aspect as far as student performance is concerned, Williams-Boyd explains; but teachers can't really be leaders unless "they have a voice in the direct work of the school" (28). That means that for teachers to be leaders in the truest sense of the word they must be in on the school's "…goal setting, personnel hiring, environmental decision-making, and instructional operation" -- this is referred to as "shared governance" and every alert and competent administrator understands the importance of shared governance in terms of teachers being able to fulfill their mission.

Williams-Boyd shares ideas as to how schools can assure that teachers fulfill their potential as leaders. Offering them the following roles enhances their leadership skills and helps the school in powerful ways; teachers could: a) be appointed to school improvement teams (SITs); b) chair the leadership council at the school; c) be placed on the district "textbook selection committed"; d) mentor new teachers; e) be faculty representatives on the PTA; f) staff developers (by taking graduate classes and attending workshops, teachers could better lead in professional development for all teachers); f) become conference speakers; g) be used as "curriculum specialists"; and h) "sit on local state, and national association boards" as policy participants to help establish policy for the teaching profession per se (Williams-Boyd, 29-30).

In conclusion, there are many ways that teachers can become effective leaders, including learning to de-fuse conflicts in the classroom and elsewhere, becoming actively involved in school-related decision-making issues and being appointed to important boards and organizations that influence what is taught in schools.

Works Cited

Tomlinson, Harry. (2004). Educational Leadership: Personal Growth for Professional

Development. Thousand Oaks, CA: SAGE Publications.

Williams-Boyd, Pat. (2002). Educational…… [read more]


Leadership Self -- Assessment Creative Writing

Creative Writing  |  5 pages (1,502 words)
Bibliography Sources: 5

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As well identified are the model of leadership theory that is most preferred by this writer and the model of leadership theory in nursing that is believed to be the most compatible and productive when used in combination with the transformative nursing leadership model chosen by the writer of this work. This brief study has revealed that the efficient leader that transforms through self-motivated and focused change is one that knows themselves and has a strong drive to go to any lengths to achieve their goals. Self-motivation is a pre-requisite to motivating others toward achievement of their goals and harmonization of personal and common organizational goals.

Bibliography

Hix, C.; McKeon, Leslie; and Walters, S. (2009) Clinical Nurse Leader Impact on Clinical

Leadership and Motivation (2012) MSG. Retrieved from: http://www.managementstudyguide.com/leadership-motivation.htm

Microsystems Outcomes JONA Volume 39, Number 2, pp 71-76 Copyright B. 2009 Wolters Kluwer Health | Lippincott Williams & Wilkins. Retrieved from: http://www.nursing.vanderbilt.edu/msn/pdf/cm_Hix.pdf

Saccomano, SJ (2008) Registered Nurse Leadership Style, Confidence Level, and Delegation Practices to Unlicensed Assistive Personnel: An Exploration of Confidence (. Retrieved from: http://domapp01.shu.edu/depts/uc/apps/libraryrepository.nsf/resourceid/013DD72A4B4A4F52852575770044D39D/$File/Saccomano-Scott-J_Doctorate.PDF-Open

Smith, JA (2011) Are you a transformational Leaders? Nursing Management Spat. 2011 Vol. 42 Is. 9.…… [read more]


Leadership Plans for Upcoming Academic Essay

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

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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 Philosophy Essay

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

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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]


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]


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 Theory Essay

Essay  |  7 pages (2,448 words)
Style: APA  |  Bibliography Sources: 7

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

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

1. Charisma: The leader provides the followers with a strong sense of mission, he/she makes them feel proud and in this manner is able to… [read more]


Fieldler Foundations of Leadership Term Paper

Term Paper  |  3 pages (748 words)
Bibliography Sources: 4

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

Fiedler and Nature vs. Nurture

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

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

Works Cited

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

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

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


Leadership Technical, Interpersonal, and Conceptual Term Paper

Term Paper  |  4 pages (1,284 words)
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These variables include criterion variables, managerial behaviors, situational variables, and intervening variables. Some of these variables tend to be highly influential in determining the effectiveness of a leader. Another set of variables moderating the impact of leaders on group performance involves situational characteristics. Two situational factors influence the efforts of followers like intrinsically work-motivated properties and formal reward systems (Phillips, 1993). In the multiple-linkage theory, intervening factors could be directly affected by situational characteristics. On the other hand, situational variables could directly affect intervening variables.

The Difference between position power and personal power

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

Elements of emotional intelligence

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

Figure 1: Elements of Emotional Intelligence

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

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

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


Transformational Leadership Term Paper

Term Paper  |  4 pages (975 words)
Bibliography Sources: 1+

SAMPLE TEXT:

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

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

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

Leadership

Internal Leadership Actions External Leadership Actions

Team Effectiveness

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

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

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

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

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

References

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

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


Leadership Theory Application Situational Term Paper

Term Paper  |  2 pages (833 words)
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SAMPLE TEXT:

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

Recommendations and conclusions

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

References

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

Business Insider. Retrieved:

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

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

Retrieved from:

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

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


Leadership a Mission Statement Term Paper

Term Paper  |  7 pages (2,392 words)
Bibliography Sources: 7

SAMPLE TEXT:

Leadership

A mission statement is a "key tool that can be as important to your business plan" (Entrepreneur, 2013). When applied to a human being, some adjustments to the concept need to be made, since the concept reflects business missions. For a person, the mission statement should be a combination of objectives and philosophies that underlie how you want to… [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]


Leadership and Management Term Paper

Term Paper  |  8 pages (2,238 words)
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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 and Human Resources Sunflower Term Paper

Term Paper  |  3 pages (820 words)
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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]


Theology of Servant Leadership Term Paper

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Theology of Servant Leadership

It came as a surprise to me to learn that servant leadership is not a uniquely Christian concept. Robert Greenleaf, who is credited with creating the modern servant leadership movement, did not approach servant leadership from a Christian perspective, but from a secular one; Greenleaf was inspired by reading Herman Hesse's Journey to the East (Greenleaf,… [read more]


Leadership & You My Personal Research Paper

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Leadership & You

My personal definition of leadership is based on what is commonly called "transformational" or "servant" leadership. This is focused on building a good team of people as opposed to weeding out the people who may not fit in or may be struggling (Kouzes & Posner, 2012). By being a team player and working with everyone to meet team goals, each person feels as though he or she is included in the work of the company. It is important to note that servant leadership is often associated with Christianity, but that it does not have to be. There are ways in which one can practice servant leadership within any religion or no religion at all. It is not identical to transformational leadership because of the religious element, but the premise is the same. It is the reason behind the actions that make the two different from one another, not how the actions are carried out.

The inclusion of a worker as part of the team can make a vital difference in the way a person feels about the company for which he or she works. People who work with transformational leaders are able to be heard in the workplace, and feel as though what they have to offer to the company matters in some way (Autry, 2004). That is not to say these people can never be fired or let go, or that they are never reprimanded or disciplined. However, the focus is always on keeping a team spirit and atmosphere, as opposed to having a leader who is hard to reach or talk with. By contrast, a transactional leader is one who is focused on "being the boss." This person gives orders and tells subordinates what to do. There is no teamwork involved -- only one person in charge of and controlling others (Howell & Avolio, 1993). While this may not be a serious issue for some people and can work well for specific types of companies, there are other considerations to address.

Not every person is going to respond well to just being told to do something, and not every person works well in an environment where he or she feels as though what is offered to the company does not matter (Autry, 2004; Northouse, 2012). This is important to consider, because many companies are finding that transactional leadership does not work as well as transformational (servant) leadership when it comes to really keeping a company moving forward and getting things done. The companies that are willing to focus on transformational leadership are the ones that are getting ahead in the marketplace and keeping good employees (Church & Waclawski, 1998; Northouse, 2012). There is a time and a place for a more transactional, dictatorial style of leadership, but it is not the option that works best for the largest number of people.

I see transformational leadership as being the better choice because it helps to keep companies together. Companies are like families in some ways, and… [read more]


Leadership by Nannel O. Keohane Book Review

Book Review  |  3 pages (885 words)
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¶ … Leadership by Nannel O. Keohane 2010

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

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

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

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


Servant Leadership Term Paper

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

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

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

Self-awareness… [read more]


Leadership Steve Jobs Term Paper

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

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

References

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

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

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

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

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

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

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


Northouse's Leadership Question Research Paper

Research Paper  |  4 pages (1,202 words)
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Question #3 Select three items from the questionnaire and describe how this course has influenced your views in this area.

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

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

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


Leadership Application Case Study

Case Study  |  4 pages (1,248 words)
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at the same time George would make independent decisions and sets policies or procedures without making any consultations with Shelly. At the same time George did not give room for listening to Shelly or give her a chance to give any suggestions or make any contribution.it is a bad leadership style since George was attempting to control Shelly through the policies, orders to an extent of almost forcing her to work and deliver what the organization considers to be satisfactory. He failed to listen or perfunctorily listened to any suggestion that Shelly brought forth. With this leadership style George did not provide any support for Shelly towards carrying out her duties in the new work environment (Simonton, 2010). Her role requires a lot of support and working together with George in order to achieve some of the goals that have been set for her by the organization. However she could not be able to work efficiently since she lacked support from George her leader.as an employee Shelly requires that her views and suggestions are factored into the decisions that are made within the organization but this was not the case with George as the leader.in fact George had established a do as I say, not as I do policy which he wanted Shelly to embrace. This leadership style by George was demoralizing to Shelly and within the short period of time she was working in the organization she was so dissatisfied and was even regretting getting employed there in the first place. Shelly is quite professional and therefore needed a competitive environment where she could fully exercise her duties and be useful to the organization. With this kind of leadership it was quite difficult for her to effectively carry out her duties and hence the reason why we can term George's leadership style as not being appropriate (Simonton, 2010).

Managing an autocratic leader

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


Leadership Self-Assessment Case Study

Case Study  |  2 pages (575 words)
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10). In that regard, therefore, leadership development has got to do with the enhancement of leadership qualities in an individual. Malcolm has his sights set on "the corner office." Indeed, all his activities and actions seem focused on this particular goal. To be effective, leaders ought to develop their leadership competencies -- something they could do via on-the-job training, attending mentorship sessions, etc. Malcolm's various engagements and the mentorship initiative are all critical components of leadership development.

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

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

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

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

References

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


Leadership Is Paramount Term Paper

Term Paper  |  2 pages (725 words)
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As such, orders must be followed without an explanation (House, 1971). Explanations, in many instances would simply waste time, without a corresponding increase in productivity. As such, my collectivistic, collaborative style would not be effective in these environments. In addition, employees will not take my leadership skills seriously. They may see a collectivistic nature as a sign of weakness, and subsequently rebel. Some employees, particularly those will long tenure, prefer to simply be told what the goals are, as opposed to having an explanation.

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

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

References:

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

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

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


Different Styles of Leadership Term Paper

Term Paper  |  10 pages (4,043 words)
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I had to work with my team members with great energy and liveliness in order to build a team. There was no leader at first but only team mates working together. I had to be enthusiastic with them and make them excited about tasks. I taught them tactics for survival and made them seek their goals. I had to make… [read more]


Leadership and Supervising Influences in Human Services Research Paper

Research Paper  |  3 pages (946 words)
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EDUCATION

LEADERSHIP AND SUPERVISING INFLUENCES IN HUMAN SERVICES

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

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

Part 2

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

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


Leadership Change Term Paper

Term Paper  |  4 pages (1,134 words)
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Leadership Change

Suggested Changes to Leadership Structure and Style Before Going Public:

The Gene One Case Example

There are relatively few instances in an organizations growth period that demand or warrant sweeping changes to leadership structures and styles, especially when a company has already proven successful under a specific and consistent leadership schema. The period leading up to and during the initial public offering of a privately held corporation, however, could very well be one of those times. In the Gene One case study, the company -- a successful biotech firm with a commitment towards making varietals of produce that can more adequately and efficiently feed the people of the world -- is ready (in the minds of many leaders) to go public, but the experiences, attitudes, and beliefs of many leaders in the current leadership structure might not be as suited to the task of taking the public as they were to making it the profitable private enterprise it currently is. Developing the proper structure and style for the company's leadership is essential to a successful IPO.

Transformational Leadership

The transformational leadership style is highly suited to the task of bringing about and/or assisting in the transition of organizational change. This might seem like a somewhat obvious statement given the name of the leadership style, but in fact transformational leadership has been primarily studied and implemented in stable organizational environments, and it was not until relatively recently that evidence of the leadership style's potential during periods of major transition became apparent (Hinduan et al. 2009).

Leadership styles are of course intimately tied to the overall organizational culture, and transformational leaders have been shown to create more responsive and reactive organizations that often show evidence of more proactive behaviors, readily identifying and addressing issues before they become increasingly complex and difficult (Masood et al. 2006). This effect of transformational leadership would be of enormous benefit to Gene One during the period of transition leading up to and following the company's initial public offering, making both the leadership team and the organization as a while more responsive to any turbulence brought by the IPO. Even changes that are ultimately positive will require adjustment, and the faster and more efficiently that adjustment can be made, the better off the company and the individuals within it, including its leaders, will be.

The determination of an organization's situational strength is also a major factor in selecting the proper leadership style for the organization at any given moment, and again transformational leadership is strongly suggested for the situation at hand (Masood et al. 2006). On the one hand, Gene One is facing a great deal of flux and uncertainty regarding the IPO, and this requires a leadership style that can maintain morale and motivation within the organization -- one of the key characteristics of transformational leaders. At the same time, the actual business operations of the company are remaining relatively stable -- though there are hopes that their expansion will soon be taking place more… [read more]


Leadership Style in Community-Based Healthcare Essay

Essay  |  10 pages (3,060 words)
Bibliography Sources: 3

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¶ … Leadership Style in Community-Based Healthcare

This paper discusses about finding a leadership style that is applicable in community-based healthcare provisions with more emphasis on the qualities of leadership and skills required in this field especially for a person with ENTJ personality. As the paper illustrates, leadership will incorporate the relevant processes to enable others perform a given task… [read more]


Deconstruction of Leadership in Film Term Paper

Term Paper  |  5 pages (1,525 words)
Bibliography Sources: 6

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Deconstruction of Leadership in Film: A Study of Leadership Themes in 12 Angry Men and Dead Poets Society.

This paper analyzes and deconstructs several leadership styles and approaches through an examination of the films 12 Angry Men (1957) and Dead Poets Society (1997).

Trait Leadership Approach

The trait approaches emphasizes that research proves that there are specific traits that clearly… [read more]


Leadership the Word 'Leadership' Means Different Things Essay

Essay  |  2 pages (637 words)
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Leadership

The word 'leadership' means different things to different people, but it is reasonable that most definitions would incorporate an element of influencing a process by which superior performance is facilitated by a collective group (Yukl, 2002).

Over the years, my perception of leadership has changed -- it has become more coherent. At one point, I viewed leadership as being a vague concept, something that you know when you see. However, over the years this concept has coalesced into a relatively clear vision of what leadership entails. Leadership to me now entails a combination of vision and motivation wherein an organization can achieve its full potential. My personal definition of leadership today is organizing and motivating a group of people to achieve a task in a manner that meets or exceeds what would be achieved without the leadership. In other words, the group will inherently operate at a given level; leadership is the additional organization and motivation that takes the group beyond that level.

In my experience, the best leaders I have come across share a handful of key traits. They tend to have great vision, and see things that others in the organization do not see immediately. In addition, the best leaders have a degree of patience that few others possess. These leaders are able to have this patience because they have a vision for the future and a plan to achieve that vision -- they are not concerned with short-term problems because they understand the relevance of everything in the long-term context.

These leaders had many strengths. The first was that they were all intelligent, thoughtful people. All of the good leaders I have encountered have been able to filter through vast amounts of information to find the most important elements, and use them to build their strategies. Another key strength of the best leaders I have encountered has been charisma. Leaders inherently need that special…… [read more]


Leadership in Organizations Essay

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Leadership

There are several types of variables in Yukl's multiple linkage model of leadership. These are managerial behaviors, intervening variables, criterion variables and situational variables. There are six intervening variables -- subordinate effort, role clarity and task skills, organization of work, cohesiveness and cooperation, resources and support services, and external coordination. These intervening variables enable the work group to complete… [read more]


Leading and Influencing Others Transformational vs. Charismatic Leadership Research Paper

Research Paper  |  8 pages (2,008 words)
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Transformational vs. Charismatic Leadership

Leadership

Leading and Influencing Others:

Transformational vs. Charismatic Leadership

This paper discusses the qualities of great leaders, and examine specifically the characteristics of transformational leaders and charismatic leaders. There are various leadership styles, which may be dictated by the management culture as well as the needs of the organization or venture. People of all levels within… [read more]


Managerial Leadership Essay

Essay  |  8 pages (2,241 words)
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Managerial Leadership:

The process of social influence in which someone can procure the aid and support of others in the achievement of a common task is leadership. Leadership definitions that are more inclusive of followers also exist. For instance, leadership is also the process of creating a way for people to contribute to making something extraordinary happen. However, defining leadership… [read more]


Transformational Leadership and Change Management in Healthcare Essay

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Leadership is said to be effective if it helps a company or entity to achieve its goals and realize outcomes that are consistent with the majority. Overall, the qualities necessary to make leadership effective even in a hospital setting has been consistent -- the need to motivate, encourage, support, direction, organization, and to provide access able goals. However, what has… [read more]


Leadership in a Movie Based on the Theories and Concepts From the Book Capstone Project

Capstone Project  |  8 pages (2,448 words)
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Leadership Movie

Organizational Leadership According to 12 Angry Men

Organizational theory and academic business discourse examine, amongst a host of other key organizational principles, the formal idea that leadership is an essential part of effective management, or, for that matter, an essential part of comprising an effective contribution to any working team. However, like many academic concepts which do not… [read more]


Leadership in Simplistic Terms Essay

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Leadership

In simplistic terms, there are two main styles of leadership -- transactional and transformational. Each of these leadership styles has benefits and drawbacks, meaning that the appropriateness of the style will be dependent on the situation of the company and the objective of the leader. This paper will analyze the two different styles and attempt to determine if either can be considered to be universally superior.

Burns (1979) defined transactional leadership as giving power to perform tasks and either reward or punish the team's performance. The transformational leader motivates the team to be efficient and effective. A transactional leader is details-oriented, while a transformational leader focuses on the big picture and leaves the details to others that surround him or her. To evaluate the effectiveness of these styles, the styles need to be analyzed in the context of key success metrics. While the list of metrics can be near endless some metrics worthy of examination are innovation, diversity, organizational learning, quality improvement and organizational performance (profit or market share objectives).

Innovation is critical to success in most industries because of the rapid pace of change in the social, technological, economic and competitive environments. Firms are subject to constant changes to which they must adapt. Failure to adapt both at the managerial level and at the level of functional employees can be expected to result in declining results. The transformational leader would be expected to succeed in innovation because of the emphasis on long-term vision, which would spur a proactive approach to innovation. A transactional leader, however, could construct the systems within the company that would foster innovation, which may be more useful in a practical sense. Pieterse et al. (2010) has shown that contrary to expectations, transformational leadership is only superior to transactional leadership in driving innovation under specific circumstances. The main circumstance is when psychological empowerment of the employees occurs. Under other conditions, the two leadership styles are equally effective.

Workforces today are becoming increasingly diverse, a result of demographic shift and globalization. Managing effectively in such an environment means that the leader needs to be effective at managing diversity. Kezar and Eckel (2008) showed that both leadership styles can benefit in managing diversity. They determine that most leaders will use a combination of the two styles in their management and that both styles are necessary depending on the given circumstances. This evidence supports the contention that neither style is inherently better than the other.

One of the main drivers of sustainable competitive advantage comes in soft assets -- brands, experience and organizational learning. Learning allows the organization to adapt from past mistakes and it allows the organization to grow its knowledge base beyond that of competition where there is less learning. The emphasis that transformational leadership places on softer skills would lead to the prediction that the transformational style would be superior in developing organizational learning. Zagorsek et al. (2009) show that the transformational leadership style is superior to transactional leadership with respect to fostering organizational learning.… [read more]


Theoretical Understanding of Leadership and Managerial Work Reaction Paper

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Theoretical Understanding of Leadership and Managerial Work

There are various applications of leadership, each of them revealing diverse features. The trait approach to leadership relies almost exclusively on the innate characteristics of the leader, such as his charisma, characteristics through which the leader will strive to influence his subalterns to follow him. The power-influence approach on the other hand sees that the leader will strive to control his subalterns and use his power to convince them to follow the leader. Third, the situational approach to the leadership act sees that the leader does not use a specific approach in each situation, but that he adapts his approach based on the features of each individual situation. Fourth, the participative approach sees that the leader will stimulate his followers to take an active part in the process and will stimulate their commitments through participation. A charismatic leader will use speech as his primary tool whereas a transformational and cultural leader will use logical arguments. Finally, the transactional leader will implement clear structures of reward and punishment.

2.

Given my personal experience over the past years, I have come to realize that I am better at organizing people, resources, tasks and so on than I am at motivating the people to perform their tasks or punishing them when they fail to do so. In other words, I tend to believe that I would be a better manager than a leader.

3.

Given the fact that each organization is in fact a group of people working together for the same goal, it is only natural for the individual features of each employee to impact on the overall organizational culture. The degree of this impact varies, but relative to myself, I would say that I do posses several attributes which impact the organizational culture. One of them is that of a clearly organized work structure,…… [read more]


Ethics and Leadership Recent Waves of Corporate Essay

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Ethics and Leadership

Recent waves of corporate scandals have eroded the trust and goodwill of employees, investors and the public. Increased connectivity now makes it possible to easily distribute or access sensitive company data, allowing for greater transparency than ever before. In order to restore the trust of key stakeholders and improve both performance and profitability, organizations must make inspirational and ethical leadership part of their daily business conduct. Ethical leadership is related to the consideration of behavior, honesty, and trust in a leader's fairness. It also predicts outcomes such as perceived effectiveness of leaders, followers' job satisfaction and dedication, and their willingness to report problems to management. Ethical leadership is the art and discipline of applying ethical principles to examine and solve complex moral dilemmas; weighing right alternatives and sometimes "no right" alternatives (choosing the lesser of evils) or the manner which personal moral norms apply to activities and goals of commercial enterprises.

According to Maxwell (2007), "You can measure a leader by the problems he tackles he always looks for ones his own size." (p 95).In the present technology age, corporate activities are under scrutiny of media, lobbying groups, sophisticated consumers who can respond legally, morally and economically to enterprises. The current BP (British Petroleum) spill in the gulf illustrates how firm executives who had a wide range of stakes (that is interests) in how the company handles this incident. The number of constituents and shareholders BP has to address reflects the complexity of the business environment in the twenty first century.

My vision of as leader is embodied in a framework that enables me to map out and manage corporate relationships (present and potential) with transparency; with groups who affect and are affected by my organization's policies and actions. The ideal would be to adapt such standards that when faced with an ethical dilemma, it allows for a win- win situation for itself and its stakeholder relationship. By win-win, I mean moral decisions that are profitable for all constituents within the constraints of justice, fairness and economic consideration. The reality of this may not always happen.Maxwell (2007) states, "A good leader encourages followers to tell him what he needs to know, not what he wants to hear." (p. 75). The definition of my own ethical values can be viewed in light of my individual moral responsibility at all level of the spectrum (organizational, association, societal, international). Two conditions that eliminate a person's moral responsibility for causing injury or harm are ignorance and inability. A person, however who intentionally prevents himself or herself for that matter from understanding or knowing that harmful action will occur is still responsible. Any person who negligently fails to inform him or herself about a potentially harmful matter may still be responsible for the resultant action (e.g. fashion Industry and the product of goods by children in sweat shops, the poaching of animals for their coats, environmental hazards created by toxic dumping or oil spills). As a future leader, I often ask myself,… [read more]


Leadership Development Plan Term Paper

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Personal Leadership Development Plan

During this course, I have gained immense insight into my own leadership capabilities. I have learned my preferred leadership styles and those I avoid using. I have learned about my strengths and about my weaknesses. It is important that I continue to grow and develop as a leader, especially in my need to reconcile caring for… [read more]


Human Resources Leadership the Importance Essay

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Human Resources Leadership

The importance of leaders and the various skills they must demonstrate is revealed by the necessities determined by the globalized business environment. Leaders must be able to manage situations that require different skills and that allow them to allocate companies' limited resources to the important areas. In addition to this, leaders must be able to identify the paradigms of human interaction required by each situation, in order to motivate the team in the direction required by these situations.

There are several leadership styles. Transactional leadership assumes that the motivation and reward attributed by the leader to his team members is a simple transaction or exchange between them (Lussier & Achua, 2010). This type of leadership is useful in some situations, but inefficient in others. Transactional leadership is responsive, which is not always useful for companies that want to develop their competitive advantage. This leadership style uses motivation based on rewards and punishment.

Transformational leadership is based on influencing team members to improve their behavior, to develop their skills, in theirs and the company's benefit. This is intended to create value and to improve the productivity and efficiency by setting examples and by the leader inspiring his team in wanting to improve (Lang, 2010). This leadership style is proactive. The relationship between transformational leaders and their subordinates is characterized by the leader's interest in their ideas in order to better motivate them.

In the case of our management team's leadership style, it seems to be characterized by a combination of transactional and transformational leadership. In other words, this leadership style is mostly a transactional one, but with important transformational influences. The management team's objectives consist in supporting the company's organizational culture, and not in modifying it in accordance with different requirements of the business environment.

The relationship between managers in this company and the subordinates is based on respect and on obeying the orders of managers. Their authority is important within this relationship. They do not often reveal their interest on employees' ideas regarding various projects they are working on. These managers do not seem interested in improving employee…… [read more]


Compare and Contrast Four Leadership Models Essay

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Leadership Models

By examining the similarities and differences between four leadership models, future leaders can actively shape their leadership styles to ensure effectiveness within their industry and organization. Transformational leaders can inspire new ideas, but without clear direction, such ideas may remain lofty dreams. Transactional leaders can provide formal procedures and structure, but may lack the ability to motivate and… [read more]


Leadership Factors Reaction Paper

Reaction Paper  |  3 pages (920 words)
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Leadership

The Authentic Leadership Self-Assessment Questionnaire measures such core traits as self-awareness, transparency, ethical or moral perspective, and balanced processing (Avolio, Gardner & Walumba 2010). As the self-assessment questionnaire evolved over time, creators Avolio and Bass eventually distilled the core leadership traits into nine single-order factors that are frequently cited in leadership literature (McCann 2008). Increasing the number of single-order factors for self-assessment has increased the accuracy of the test, making it applicable in the diverse workplace as well as across the world. Cultural differences, gender differences, and other factors not often taken into account in leadership factor measures can in some way be addressed via a multi-factor analysis such as the one used in the Authentic Leadership Self-Assessment Questionnaire. Although not foolproof, the Authentic Leadership Self-Assessment Questionnaire (ALQ) does offer a fairly accurate representation of leadership strengths and traits. When individuals like me take the ALQ, we can learn about what types of leadership roles best suit our characteristics, which also increases harmony between employers and team members.

As McCann (2008) points out, early versions of the ALQ that relied on only six instead of nine factors nevertheless built upon "both transformational and transactional styles." The nine-factor leadership model is similar, addressing a range of qualities that pertain to transformational and transactional leadership. Both transactional and transformational leadership "may be linked to achievement of goals and objectives," (McCann 2008). Most organizations demonstrate both transactional and transformational leaders.

As I took the Authentic Leadership Self-Assessment Questionnaire, I could not help but notice that the factors were apparent in the self-assessment measures and that individual taking the test can easily offer false responses. Because it is designed as a self-assessment measure there is ample room for padding, and I asked myself how honest I can possibly be when assessing myself on issues such as "I listen closely to the ideas of others who disagree with me." After all, I imagine that I listen closely to the ideas of others who disagree with me, and seek out others' opinions. However, I wonder if I really do those things in practice. For this reason, a self-assessment questionnaire can never be accurate enough to provide an unsullied picture of the individual. In fact, what the ALQ and similar self-assessments do achieve is the encouragement of greater self-awareness. They do not so much measure exactly who I am as a leader now, but how I perceive myself.

For this reason, the ALQ has some merit. As I take the self-assessment measures and internalize the concepts I can more accurately and easily understand the areas that need growth and change. For example, I scored quite high on the self-awareness, internalized moral perspective, and relational transparency set of traits but not as high on balanced processing. I…… [read more]


Leadership the Globalized Economy That Characterizes Term Paper

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Leadership

The globalized economy that characterizes the current business environment requires companies to develop and implement flexible strategies that are able to adapt to the changes determined by this environment. Also, this requires that companies focus more on developing leaders, instead of relying only on managers. Business practice and the increased competition have determined the necessity of leadership in most… [read more]


Org Behavior Leadership Analysis the Factors Research Paper

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¶ … Org Behavior

Leadership Analysis

The factors of influence for leadership and its effects have been thoroughly analyzed by specialists in the field. There are numerous aspects that influence the behavior of leaders, and various manners in which the leadership style affects the behavior of employees and the organizational culture. Corporate politics is one of the most important factors that must be understood when assessing the leadership style within companies.

The article written by Ronald W. Clement intends to analyze the relationship between culture, leadership, and power, and how they determine organizational change. Some of the most important lessons that Clement is trying to teach interested individuals refer to the fact that organizational change depend on involving power and politics within the strategy of the company (Clement, 1994). Given the fact that leadership is the most important factor for organizational change, leaders and managers must focus on understanding how the politics in their organizations work. Therefore, it is important to study the company's history, to identify management communication styles, and to determine the company's approach to productivity and efficiency. These managers must also develop an understanding of the political maneuvering style within their companies. This is because such practices and procedures are usually implemented in the traditional values and beliefs systems, making them resistant to change, and, therefore, difficult to influence and to modify.

The three companies addressed by Clement in his article are considered of having followed similar approaches to organizational change, with similar results. The author blames these companies' lack of understanding of organizational culture. In the writer's opinion, the people in charge with managing organizational change at these companies, same as those in other companies, failed at identifying the organizational change drivers. Instead, they should have focused on identifying and analyzing the cultural and behavioral obstacles for change, associated with each company. In other words, managers dealing with change processes should focus on the company's culture, the leadership of the change effort, and the network of power that functions in the case of these companies.

The advice provided by Clement is rather general, which means it can be successfully applied in most situations that deal with change management. This is because the change process must be adapted to the existing corporate culture. In other words, the leader must ensure a transaction between the current situation of the company and the intended type of culture that must be developed. However, the time frame is different in the case of each company and varies in accordance with its size, activity, and tradition. Therefore, the change process is significantly longer in the case of large companies, with important tradition on the market, characterized by strongly implemented practices and by well-established systems of power.

The change management process also…… [read more]


Emotional Intelligence Refers to the Leader's Sensitivity Journal

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Emotional intelligence refers to the leader's sensitivity to important interpersonal skills such as empathy, motivation, and communication (Stein and Book, Chapter 1). In many ways, it is the most important skill of a successful leader because it demonstrates that he knows how to inspire trust and loyalty in people by understanding what it is that they need and want. The difference between an "evil" leader and a "good" leader is that the former advocates using this understanding to manipulate and coerce people, while latter believes in using it to help people grow.

The five areas of emotional intelligence are: Intrapersonal (emotional self-awareness, assertiveness, self-regard and self-actualization); interpersonal (independence, social responsibility, empathy and interpersonal relationships); Adaptability (problem solving, reality testing and flexibility; Stress Management (stress tolerance and impulse control); and General Mood (happiness and optimism).

In my experience, one of the most important aspects of emotional intelligence is controlling impulses. For me, that means being able to tolerate slow or frustrating circumstances without expressing my frustration. If I am trying to mentor someone and they just do not seem to be "getting it" no matter what I try, then my natural impulse is to get short with them and blame them somehow for not paying attention or listening properly. The reality is, this may not be the case at all. Acting on impulse and expressing my frustration, even using simple gestures such as rolling my eyes or sighing, can debilitate the entire mentoring process.

Leadership

How successful a leader is depends a great deal on how he perceives himself and his followers. As Jack and Suzy Welch point out, when you are a follower, you focus on your own improvement, but when you become a leader, you focus on improving others. If a leader continues to perceive himself as a follower even after he becomes a leader, then he is not likely to be very effective at gaining the respect and the loyalty that he desires. Similarly, if a leader becomes too authoritative and forgets that his role is to guide rather than to control, he will experience a situation that Keith Weidenkeller describes as bad "people practices." Neither extreme is going to result in successful leadership.

Ultimately, great leaders, as James Calano and Jeff Salzman make clear, are not merely managers who organize paperwork and oversee projects. Great leaders have a vision and they incorporate the ideas and insights of others into that vision. Jack Welch definitely knows all about being a great leader, and he also believes that breathing life into a vision needs to be a team effort.

I have…… [read more]


Personal Best Leadership Experience Research Paper

Research Paper  |  8 pages (2,417 words)
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Leadership

One of the most challenging leadership situations in which I have found myself involved processing military documents for over 6500 military personnel. This task stretched my leadership abilities, allowing me to learn a lot about my leadership skills. The task at first seemed overwhelming, so I had to motivate the staff immediately and keep spirits raised throughout the entire… [read more]


Leadership Lessons Learned From Herb Kelleher Research Paper

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Leadership Lessons Learned From Herb Kelleher

A leader is who one is, and a manager is what one does (Bennis, 2009). The innate strengths and abilities, perception and insight, bias for action and motivating others through inclusion and rewards, not punishment, is what typifies the highest performing leaders. These skill sets many argue are innate in the most effective leaders,… [read more]


Limitations of Charismatic Leadership Theory? Essay

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¶ … limitations of charismatic leadership theory?

Charismatic leadership has some disadvantages based on the fact that the leader is an individual with charisma and all other people taking the role of being followers. In normal times this shows good workmanship but during a crisis the individual who has assumed the role of leader will have to provide the leadership and counsel. This severely limits the options and possible contribution by other able individuals because the decisions are not made on a shared and discussed manner and the view taken is that of an individual. Charisma thus is not effective in bringing about strategic decisions and making changes in organizations. The basic business model that is seen in this type of leadership is the visionary enterprise began by an individual and being run on a small scale, and some have become quite effective and popular. However such a model is not suitable to large enterprises that require far reaching actions and decisions. (Lussier; Achua, 2003)

2) What is servant leadership? Give an example of a servant leader? What characteristics do they possess?

In the leadership form 'servant leadership' -- the main motto is to lead by providing service to the followers. There is a form of altruism involved where the leader abandons his or her own needs to serve others and making his or her life an example to follow and emulate. Great men revered in history are often found to be of this kind, for example Mahatma Gandhi, Bishop Desmond Tutu, Mother Teresa and Princess Diana. In all cases where service was the motto the leaders practiced the motto and they were dedicated to a cause. The main method the leader tries to create a following is by empowering the followers and encouraging them to take up leadership roles. Mass movements are created this way and the responsibility is collective. There is no hierarchy and the leader is more of a servant of the people and the organization. Somehow there is a lot of spirituality and social concern involved in such leadership models. In business the model becomes more employee-based where the followers who are the employees are encouraged to arrive at decisions in their sphere of activity. In this form the leader tends to lead from a position where he or she exercises moral influence, and is concerned with the welfare and performance of the followers and all within a very moral standpoint. (Lussier; Achua, 2003)

3) How does a code of ethics help enforce ethical behavior in an organization?

Ethics, especially business ethics, and its codes are important for the business growth and creating trust in the…… [read more]


Leadership Behavior Is Based on Traits Essay

Essay  |  2 pages (617 words)
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¶ … leadership behavior is based on traits so much as I see that traits reflect a leader's behavior. There is little doubt that certain traits such as the Big Five need to be present in all leaders to some degree, the overall effectiveness of a leader is not dependent on the possession of specific traits as much as on how a leader's specific set of traits is utilized. The Big Five are all desirable traits, but not all leaders excel in these particular categories. Inherently, however, a leader's actions may ultimately show some of these traits at times. Other traits, however, including ones often viewed as negative such as intimidation or even arrogance, can be utilized effectively so it is more the utilization of different aspects of a leader's personality and a commitment to a specific leadership style that are critical. Personality traits may have a high correlation to leadership outcomes, but the outcomes are not specifically dependent on a specific set of traits.

Motivation is critical to leadership success. Leaders cannot do everything in an organization themselves, they must motivate others to exceed and to grow into greater roles. Many workers have some degree of internal motivation, but many lack sufficient motivation to be their best. Even those who are motivated to work hard are not always motivated to work specifically towards the objectives of the organization. It is critical, therefore, that leaders be able to motivate workers not only to give their best efforts, but to behave in a manner that is going to deliver the best results for the organization.

3. There are seven types of power, and these can be roughly categorized into to sources of power. The two sources are personal and position, the former deriving from the qualities of the individual and the latter deriving from the individual's title. Within the…… [read more]


Organizational Behavior, Leadership Essay

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¶ … organizational behavior, leadership is one of the most crucial aspects of the entire rubric of the organization. Scholars and philosophers alike have been trying to define leadership for centuries, albeit without much success. True, leadership is, in part, decision making at the nth level. Leaders and managers are not the same, just as leadership theory and managerial theory are similar but not synonymous. In general, a manager is someone who conducts and organizes affairs, projects, or people. Managers are given the authority by their organization to lead employees, therefore, they have subordinates. So even though managers are in charge, they are not leaders in terms of the definition. Managers do as they are directed, and in turn direct their subordinates. Management requires planning, schedules, production, and time constraints; basically management is task oriented. I would prefer to be a leader, in that both people and organizations want leaders. People want leaders to assist them in accomplishing their goals. Organizations want leaders to not only motivate, but to provide organizational direction for employees to follow.

Question 2 -- in any organization or managerial structure, one of the basic functions is dealing with people as both individuals and groups. There are three basic functions in which a manager must act under interpersonal roles: a figurehead, a liaison, and true leader. The figurehead requires that the manager be the focus or representative of the organization; taking a client to dinner, making a speech to a service organization, etc. As a liaison, the manager networks and represents the organization within other organizations or in negotiations with others. As a true leader, the manager must motivate, develop the skills of the subordinates, ensure that fair processes occur, and establish a basal set of structures for the organization to follow. These roles are both dependent and interdependent upon each other -- based on the situation, type of organization, and organizational needs of the time. It is certainly not uncommon for all the roles to be necessary during a given period of time; and a good manager is able to act and interact seamlessly.

Question 3 - in discussing ethics there are often two divergent viewpoints -- utilitarianism and deontology. Ethics is a philosophical concept that attempts to explain the moral organization within a given chronological time and cultural…… [read more]


Leadership Is Critical to Any Organization Essay

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Leadership is critical to any organization. The leader sets the tone for the organization in terms of what it wants to achieve and how it will achieve. Any given organization is a vast set of resources and it is the role of the leader to pair those resources with the objectives of the organization. In addition, the leader acts as a proxy for shareholders, finding ways to achieve their objectives as well. An organization without leadership or with poor leadership is one that lacks direction, and as a result the resources of the organization can fail to attain any of its goals.

In addition to resource allocation, leaders play a critical role with respect to inspiring others. The people that perform tasks within an organization can perform them to a variety of levels of execution. Good leaders inspire the members of an organization to perform at a high level, which delivers superior output for the organization. Inspirational leaders can convince others to give more to the organization's objectives than they would otherwise give, and this typically benefits the managers and owners of the company.

Leaders also play a critical role within the organization in terms of their ability to help influence the change process. All organizations face change, not the least because of changing external circumstances. As a result, leaders are required for their ability to help guide organizations through the necessary change processes. The leader at this stage must not only understand the nature of the changes to which the organization is being subjected, but must envision the type of organization that will emerge from the change process. In this way, the leader will deliver a change process that allows the organization to emerge from its changes able to deal with its challenges and meet its objectives.

I believe that leaders can be either born or made. There are different types of leaders, and depending on the circumstances of the organization the ideal leader could be either. The reason that there are different types of leaders is that there are different tasks that a leader must perform. For example, the task of allocating resources in a manner that allows the organization to meet its objectives is largely a mental task for which a leader can be trained. The task is relatively scientific in nature and can be subject to measurement and study. As a result, this task is generally something that can be taught to prospective leaders, both in academia and in the field. Experience and practice still constitute learning, and this method of learning is important for a number of different leadership functions.

There are a number of different leadership theories, each of which reflects some of the facets of leadership that must be taken into consideration. Behavioral leadership considers that some behavioral styles are best suited for leadership…… [read more]


Leadership Development and Effectiveness Article Review

Article Review  |  3 pages (945 words)
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Leadership Development and Leadership Effectiveness

Issues dealt With

Leadership development needs to be agile enough to meet the changing needs of an organization, yet stable enough to be consistent with the best practices and proven frameworks. Leadership development also needs to include employees in addition to managers, to ensure that each employee can work to create alignment and enable consensus within work teams of their organizations (Amagoh, 2009). The study also contends that leadership development programs also lead to employees, managers and senior managers have greater emotional intelligence and insight with leads to the creation of transformational leaders. Excellent leaders create trust and commitment to a common vision through by showing they are willing to sacrifice personally for their attainment, all the while being transparent and authentic in leading teams (Amagoh, 2009). Enabling an entire organization to make progress on their journey to leadership creates a culture of trust, shared commitment to goals and higher levels of productivity, and eventually profits. The link of a productive, positive culture and higher profitability is implied throughout much of the research cited in the study (Amagoh, 2009).

Despite all of these benefits and the value of a positive, productive culture on the growth of a company, the author successfully shows how many organizations don't make ongoing leadership development programs available. He argues there is a mindset of periodically doing leadership development programs and then lapsing back into routines of not paying attention to this area of an organizations' development (Amagoh, 2009).

Literature review / Methodology adopted in Data Collection

A comprehensive analysis of leadership development theories and frameworks provides the basis of the literature review of the cited article. The researcher cites each theory and analyzes their key constructs and frameworks from the context of a transformational leadership-based value set. This makes the analysis highly relevant to one of the foundational points of the analysis, which is leadership development programs need to be ongoing and oriented to every member of an organization to be effective. By using the core set of transformational leadership concepts to analyze each leadership development theory, the author successfully argues for why ongoing programs are essential and critical to the long-term growth of any organization. The analysis of institutional leadership and is planned and systematic efforts to first change leadership values and then entire cultures of organizations is a case in point (Amagoh, 2009). With the analysis of the three components which comprise a successful leadership plan, the includes self-efficacy, developing modes of motivating others, and developing specific leadership skills the author successfully transitions the article away from frameworks to the more integrative benefits of an ongoing leadership development plan. In the context of their analysis, this transition is critical because it sets the foundation for one of the most valuable points the analysis makes, which is that over time, organizations…… [read more]


Situational Leadership Model Research Paper

Research Paper  |  13 pages (3,900 words)
Bibliography Sources: 9

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¶ … Leadership Model

The origin and effectiveness of the situational leadership model

The modern day society is extremely challenging and dynamic, both for the average individual as well as for the professional. The dynamics of the contemporaneous world are due to a wide array of social, economic, political, technological and otherwise changes, such as the advent of technology or… [read more]

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