Study "Leadership / Mentoring" Essays 111-162

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Transformational and Charismatic Leadership Reaction Paper

… Transformational and Charismatic Leadership

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

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

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

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

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


Personal Leadership Development Plan Essay

… Personal Leadership Development Plan

As a managerial leader, I have many strong suits. I am a detached and rational decision-maker, which manifests itself in a number of key strengths. I have scored highly, for example, in setting goals and objectives… [read more]


Creating Leadership Development Plan Term Paper

… Creating Leadership Development Plan

Leadership Development Plan

In assessing the results of the leadership plan received, my intention is to define a series of personal, professional and leadership strategies for improving based on the plan's feedback. My intention is to… [read more]


Training and Mentoring Research Proposal

… Training/Mentoring

Training and Mentoring in Human Resources

New Needs in Training and Mentoring

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

Objectives of Training and Mentoring Programs

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

Performance Standards in Mentor and Training Programs

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

Mentorship and Training Delivery Methods

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


Administrative Mentoring Research Proposal

… Administrative Mentoring

Mentoring and the Emergent Educational Leader

The principal is the de facto leader of the public school. With this role comes no small degree of pressure and responsibility. And as the nature of education changes and evolves, so… [read more]


Leadership My Assumptions About Leadership Have Changed Research Paper

… Leadership

My assumptions about leadership have changed over time. I used to believe that leadership was simply a matter of having strong motivational skills. That remains a part of the role, but as I have become more interested in leadership… [read more]


Leadership in Aviation Weather Services Book Review

… ¶ … Leadership in Aviation Weather Services

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

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

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


Participative Leadership Term Paper

… Participative Leadership - Personal Development Plan

Summer vacations are a great opportunity for a student to work in various domains and organizations in order to get an idea of various styles of leadership. I took this opportunity to study managerial… [read more]


Acquired About Your Leadership Effectiveness Term Paper

… ¶ … acquired about your leadership effectiveness during the course?

I think that one of my key understandings related actually to the efficiency and effectiveness of leadership itself. In order to be an efficient leader, one needs to blend theoretical… [read more]


Organizational Leadership: A Literature Review the Turn Term Paper

… Organizational Leadership: A Literature Review

The turn of the 21st century brought with it a plethora of global challenges, particularly in the area of higher education administration, but also in other administrative areas. Leaders in higher education have had to… [read more]


Paradigm Shifts in Educational Leadership Term Paper

… Educational Leadership

Paradigm Shifts in Educational Leadership: Restructuring Goals/Revising Visions

Student achievement is the goal of education; leadership is the path to its attainment. Time, teams, and, passion are key components in the pursuit of excellence. However, systemic changes are… [read more]


Leadership Styles in the 21st Century Term Paper

… Leadership Styles in the 21st Century

Before defining leadership behaviors, leadership empirical studies have focused on the characteristics of efficient leadership, leadership practices or the skills and characteristics of a leader. Later on, these studies started to focus on the… [read more]


Teacher Leadership Term Paper

… Teacher Leadership - Literature Review
Introduction
In the past few years, the relationship between the school principal
and teachers has emerged as a critical relationship necessary for the
continued educational opportunities of students, the growth of teachers,
and the success… [read more]


Leadership and Strategy in Material Management Term Paper

… Leadership Attributes

Effective Leadership in Healthcare Management

Effective management means more than the bottom line. It means being able to inspire people to do their best and to act in an ethical manner. Effective management is more than numbers. It… [read more]


Leadership Reflection Ioana Larion Term Paper

… Leadership Reflection

Ioana Larion

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

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

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

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

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


Leadership Within a Fire Department Term Paper

… Leadership Within a Fire Department

There is a wealth of information on leadership, but not all of it relates specifically to the unique leadership role within a Fire Department. The book First In, Last Out by John Salka begins to… [read more]


Motivation and Leadership Term Paper

… Motivation & Leadership

The objective of this work is to review the founder and CEO of Costco Wholesalers, whose name is Jeffrey H. Brotman. Costco is a Fortune 500 company. This work will review how Costco is run and will… [read more]


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

… Entrepreneurial Leadership Styles - Comparative Study of Sweden and China

In recent years, researchers have contributed different causes as responsible for the success of a country's economic system, and as a result, differing models for economic growth suggest multiple possible… [read more]


Mentoring Human History Is Replete Term Paper

… Works Cited

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

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

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

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

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

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

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

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

Proteges are sometimes called "mentees" in modern parlance.

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

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


Leadership in Sports Term Paper

… Leadership in Sports

One of the important benefits of taking an active part in Sports of any kind is the fact that the members of the team would develop certain leadership qualities. However, the fact is that if the leader… [read more]


Leadership and Human Resources Sunflower Term Paper

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

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

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

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

Bibliography

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

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

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


Leadership and Management Term Paper

… 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… [read more]


Leadership Term Paper

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

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

Bibliography

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

Publication Date: May 22, 2002

Town Crier Correspondent

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


Human Relations and Leadership Essay

… Human Relations

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

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

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


Mentoring as a Valuable Tool for Employee Training and Development Essay

… Business -- Employee Training and Development

Mentoring is considered a hot trend in employee training and development, though it has been around for many years in more simplified forms. As its use has grown in business, it is found in… [read more]


Path Goal Leadership Essay

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

IV. SUPERVISION BY INDIVIDUAL USING THIS MODEL

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

V. APPLICATION OF THEORY TO CASE 7.2

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

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

SUMMARY AND CONCLUSION

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


Marissa Mayer Leadership Style Essay

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

Assessment Of Marissa Mayer's Leadership Effectiveness

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

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

Bibliography

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

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

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

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

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

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

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

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

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


Leadership and Project Management Term Paper

… As such, I have a short-term, medium term, and long-term goal to address, so I can focus on one at a time and continue moving forward. By doing that, I will allow myself the opportunity to avoid getting overwhelmed by… [read more]


Ethics and Authentic Leadership Essay

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

III. Powers Possessed by Followers

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

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

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

IV. Authentic Leadership Examined In Depth

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

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

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

Summary and Conclusion

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


Leadership Ethics Essay

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

Section 3:

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

References:

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

Inc.

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


Cognitively Complex Leadership Teams Literature Review

… In another study researchers found that understanding the cultures of the teams mean acknowledging the attributes of each member in shaping their expectations of the identity and norms of the group. A lot of relationships are formed with the formation… [read more]


Effectiveness of Different Leadership Styles Essay

… It says that coaching develops higher commitment to achieving mutually shared goals and it helps to produce cherished leaders. The Coaching style of leadership also boosts morale. Leaders find it easy to boost team-member morale by identifying areas of strength… [read more]


Saving Private Ryan: Effective Leadership Styles Term Paper

… Miller is also a tactful and resourceful individual. In the context of leadership, the relevance of being tactful and familiar with the issue at hand cannot be overstated. For instance, there is an instance where Miller's men are significantly outnumbered… [read more]


Rebecca Halstead's Leadership Style Case Study

… Qualities and strategies

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

Challenges

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

References

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

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


Leadership Research Paper

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

3.

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

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

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

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

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


Organizational Leaderships in the Current Electronic Age Research Paper

… Benefits of Shared Leadership

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

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

Conclusion

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

References

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

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

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

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

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

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

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

Wageman, R. (2001). How…… [read more]


Technology and Educational Leadership Research Paper

… In this study the author addresses the questions about how a team can progress within the self- managed group that practices and develops various leadership styles. He reviews and uses shared and single leadership style as his theories. The results… [read more]


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

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

Institutionalizing leadership and diplomatic… [read more]


Leadership Term Paper

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

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

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


Toxic Leadership Term Paper

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

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

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

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


Leadership Exercise Research Paper

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

Quiz 5-1.

Quiz 5-1

Scoring

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AS

5

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AS

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A

4

15

N

3

56

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

Quiz 5-2.

Quiz 5-2

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D

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A

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A

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A

11

A

12

A

10

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

Quiz 6-1.

Quiz 6-1

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20

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25

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


Leadership Quizzes Research Paper

… Quiz 2-1

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

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

Quiz 2-3

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7

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8

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9

Agree

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10

Agree

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11

Agree

0

12

Agree

1

13

Disagree

0

14

Disagree

1

15

Agree

0

9

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


Qualities of Leadership Essay

… ¶ … Qualities of Leadership

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

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

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

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

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

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

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


School Leadership Essay

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

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

Conclusions and Final Thoughts

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

References

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


Kennedy's Leadership Style Research Paper

… As previously discussed, Kennedy made some important mistakes during his presidency, including the Bay of Pigs. However, he was able to accept mistakes and to make sure that he took the necessary measures so that these mistakes would not occur… [read more]


Leadership Styles, Traits and Qualities: Abraham Lincoln Essay

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

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

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

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

References

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


Leadership the Main Issue Case Study

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

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

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

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

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

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

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

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

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

References

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


Leadership of Richard Branson Term Paper

… I can carry out interviews on employees, managers and other stakeholders in the company to find out the leadership of Richard Branson and the impact it has on the organization success. If I get positive reviews on his leadership from those I have interviewed then it means that his leadership style is effective and hence it can be fit for me as a manager in the company. Working under a participative leader like Richard Branson is important for the success of the organization since this leadership style involves other people in the processes carried in the organization like subordinates, superiors and other stakeholders. This will lead to a better output altogether since views of different people are incorporated in the organizations processes. This leadership style allows everyone to take part in decisions of the company in many ways; this leader proposes the decision, listens to what other people have to say then makes a decision or the team can also propose something but in the end the leader has the final decision (Daft, 2012).

4. Take a position on whether or not you believe Richard Branson is a global leader. Justify your position and provide support for your justification.

I believe that Richard Branson is truly a global leader because being he is the successful founder of Virgin group of companies that does so well and is known all over the world.he is known globally due to his leadership style that has made Virgin group what it is today. He has played a big role in shaping leadership globally through his attributes and the leadership styles he applies at Virgin group. He has established many different businesses and in his lifetime he has developed over 100 brands. Richard Branson has also given a lot of advice along his entrepreneurship career. He has given speeches on starting a business, turning a business around, managing employees, and hiring employees in an organization. He emphasizes how the goal of any establishment should be value creation in the world in tat the aim of the business should be improving the lives of people ( Branson, 2013). He tells entrepreneurs that it is important to be passionate about ones endeavors since it is the driving force for these establishments. Through all this we can see that he impacts the lives of many entrepreneurs and other people who want to venture into business all over the world. He acts as a guide and a pushing force for entrepreneurs through his success and achievements in all he has done. He therefore motivates, inspires and challenges entrepreneurs all over the world and that is why its appropriate to refer to his as being a global leader.

5. Predict Richard Branson's success as a leader over the next five (5) years. Support your prediction.

Richard Branson is going to be very successful as a leader in the next five years. His light is going to continue shining and he is going to be a source of inspiration for many… [read more]


Leadership Charisma Research Paper

… I need to know where people are coming from, to know how to talk to them, what to say, what symbols to use, and how to phrase things. Charismatic leaders draw on a wellspring of personal experience, but do not impose this on others. Instead, charismatic leaders share what they know to a group of people who are able to find points of intersection and relationship. Throughout the course of my personal and professional development, I will remain a charismatic leader because I am willing to listen to others.

4.4

It has been somewhat difficult for me in the past to assume the role of a salesperson. Being an entrepreneurial leader means putting on my salesperson hat, smile, and coat, and projecting an aura of confidence that inspires others to invest in me or my company. This is where I can develop my skills as a charismatic leader, and offer my energy to the benefit of the company. Although this exercise is the incorrect one, I decided that it would be beneficial to discuss my role as an entrepreneurial leader and share my thoughts on the topic. Being an entrepreneur is not easy, but neither is being a charismatic leader. I am learning how to hone my sales pitches, making them infectious and attractive to others. My sales pitches reflect my genuine enthusiasm for the products and services I offer.

References

Exercise…… [read more]


Leadership Frank's Leadership Style Case Study

… The key issues in the case are the fact that Frank is likely under pressure from his supervisors, as the government contracts have not been renewed. Frank needs to have several new contracts in their place. Another key issue is that Frank does not take any responsibility for finding the new contracts. Although the project managers are ultimately responsible for managing the new contracts, Frank is the business development manager. That means he should be taking the initiative instead of expecting others to magically do all the work. Furthermore, a key issue is that there are four good project managers on the team but Frank is uninterested in listening to any of them.

The root causes of the problems are related in part to external factors beyond the control of the company, mainly losing the government contracts and a tightened government budget that makes it unlikely to secure future contracts with them. Another root cause of the problem is that the team is not motivated or empowered to locate new contracts, because Frank does not engage the team in a participative or democratic discussion about how to best go about doing it.

The solutions to the problem depend on improving Frank's leadership style. Perhaps one of his supervisors needs to talk to Frank and encourage Frank to listen to the project managers and value what they have to say. The benefit of this approach is that Frank keeps his job and becomes a better leader. The downside is that the team might be caught off guard at a time when they need to work together. Another possible solution is that Frank is fired and replaced by Jenny or Oliver. This would also prove ineffective at the moment, because it would be better to make Frank develop his communication and leadership skills.

References

"Leadership Case Problem A."

"Recommended Approach to Case Study…… [read more]


Leadership Applications and Theories Case Study

… The messages Tim posted appear to be tailored to pass a clear overall message -- that of moving forward regardless of the prevailing circumstances. Those who may find it difficult to successfully make sales dues to the stiff competition from other vendors are encouraged to keep going with messages such as "welcome every rejection. It means you are one step closer to a Yes," and "the harder you try, the luckier you get." Those who find the going tough out there in the market will surely be inspired to push harder by such messages. Studies conducted in the past have clearly indicated that "in general, the followers of charismatic leaders are more committed and satisfied, are better performers….and simply work harder" (Williams, 2011, p. 423).

What else do you recommend that Tim do to express his charisma via social networking websites?

To further express his charisma, Tim could amongst other things encourage employees to follow him and/or each other on the various social media platforms like Twitter -- an undertaking that could have the effect of promoting a deep sense of family within the organization. Charisma could, after all, be viewed as that special bond existing between followers and their leaders (Williams, 2011). Tim could also develop a habit of congratulating his team for a job well done via social networking websites like Facebook. This way, it would be easy (and exciting) for the sales representatives to share accomplishments with friends, family, and other audiences on the social networking platform. Indeed, as Williams (2011) notes, charismatic leaders like to display their confidence in the abilities of their followers. Essentially, this is what Tim would be doing -- only that this time, he would be making use of the social media.

References

Lussier, R. & Achua, C. (2012). Leadership: Theory, Application, and Skill Development (5th). Mason, OH: Cengage Learning.

Williams, C. (2011).…… [read more]


Leadership Military Case Study

… 3. Rather than place such high expectations on his employees, Jimmy might need to develop a more relaxed approach to leadership. He also works in a situation that might not milk his potential for all that it is worth. Jimmy's enthusiasm is likely misplaced somewhere like a retail store, where many employees are transient and do not have high aspirations and goals. Jimmy could take his talents to the corporate level, where high level motivation is more important. Additionally, Jimmy needs to work more one-on-one with people. His group email showed that he is good when at the top of a chain of command as in the military. However, Jimmy needs to learn how to delegate authority in a way that is more efficient. Talking directly with a few employees may be more effective than sending group emails.

4. The store's bias toward hiring military officers is understandable. After all, people in the military and who have undergone military training have experience with chains of command. They understand, respect, and appreciate bureaucracy and hierarchy. This makes them suitable for working in a company that is similarly structured. Furthermore, the store understands that people in the military are good at teamwork while they are also capable of delegating authority. The balance between taking orders and giving orders is one that is necessary for success in management, but these are rare qualities to find in the civilian labor market. It is difficult to train civilians quickly to become the type of leader a military officer can be, due to their having spent many months or years in the service. The downside is that there might be some leaders like Jimmy, who have overly high expectations of others.

References

Active Learning.

Case study format.

Chapter 2: Traits,…… [read more]

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