"Leadership / Mentoring" Essays

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Leadership Annotated Bib Culver Annotated Bibliography

Annotated Bibliography  |  3 pages (1,084 words)
Bibliography Sources: 8

SAMPLE TEXT:

Specifically, the document researches the different steps towards larger policy making decisions and implementations of programs. The researcher examined the way distributed leadership affected students in the classroom and determined its effectiveness.

What the researchers finally determined was that it is important for a group of people concerned with education and students create policy. However, Elizabeth Lowham also makes it clear that there is such a thing as too much input and too many insights It is better to limit program decisions to a small committee of expert people rather than give everyone, including people who may or may not be knowledgeable, a say.

McBeth, Mark (2008). The Distributed Leadership Toolbox: Essential Practices for Successful

Schools. Corwin: London, UK. This text explains to the reader the basic components for distributed leadership method and how to bets input this method into the education of their various schools. Before either an individual or a school can begin a program of any formula, whether it be distributed leadership or not, it is important to be completely understanding of the leadership method.

McBeth advocates making an initial analysis of the current distribution of leadership in the school that you are working in. From here, the functionality and success of the current practices can be determined. It is only through understanding how distribution is does organically or innately, according to McBeth that furthering the program can be useful.

Nichols, Joe D. (2011). Teachers as Servant Leaders. Rowman and Littlefield: Lanham, MD.

According to the author of this book, teachers by their very definition are servant leaders.

A servant leader is one who while in the process of being a leader also acts in a capacity where they assist others. What makes this text so compelling is that it is written with the perspective of the current educational moment. Right now, with the economy in such a precarious circumstance, many of the nation's educational facilities are finding themselves underfunded and their budgets cut. The text keeps this in mind and tries to provide some balm to the frustration of the nation's teachers.

This text is useful in research because it has a unique perspective. Nichols believes that all teachers, whether they are aware of it or not are participants in servant leadership.

Sipe, James W. And Don M. Frick (2009). Seven Pillars of Servant Leadership: Practicing the Wisdom of Leading by Serving. Paulist: Mahwah, NJ. This book discusses the basic principles of servant leadership. It allows the reader to understand what this type of leadership means both within its own meaning and within the context of other leadership methodologies. It also provides the reader with important lessons on how to become a more effective leader. Sipe and Frick break down the different components on effective leadership and allow the reader to accept or reject different techniques based upon their individual strengths and weaknesses.

The book can be used as an effective research tool because it acts as a basic guide for those with limited knowledge of… [read more]


Leadership in the Learning Community Essay

Essay  |  2 pages (755 words)
Bibliography Sources: 2

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Leadership in the Learning Community

In any organization, the role of a leader is vital. However, it can be even more significant in a school setting, where both staff and students need support. Leaders must take charge, but they also have to show that they are team players who can work with others to get the job done, so that the entire organization can move forward (Yammarino & Bass, 1990). Leaders who cannot work well with others will see their followers move on, or those followers who have no choice but to stay will end up resenting the leader (Yukl, 1989). That is not a good situation, and a principal who finds himself in that situation must make changes quickly in order to help not only himself but his staff and students, as well. Leaders who are transformational in nature can provide support to students and adults, and they can do that in several ways that nurture good relationships with others.

One of the best things a principal can do in order to provide leadership to staff and students is to simply make himself available. Staying in one's office, behind closed doors all the time is not a good way to help a staff of teachers and other support personnel. It is also not a good way to help students - especially those who are young and may see the principal as an imposing or even a frightening figure. Transformation leaders are those who are available to their followers (Yammarino & Bass, 1990). They make sure there is time to talk with others, and they go out of their way to make other people feel included. A principal can do that by talking to students and teachers in the hallways and during lunch and recess times, and by being seen around the school to the point where he just becomes a normal fixture there. That will cut down on the nerves that some people experience when they see the principal, and it is not good to get a reputation as only showing up when someone (staff or student) has gotten into trouble for a violation of the rules.

Being available is not always easy for a leader (Yukl, 1989). Some leaders are far more accessible than others,…… [read more]


Servant Leadership Applying Distributed Research Paper

Research Paper  |  4 pages (1,252 words)
Bibliography Sources: 4

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There is a common theme across each, which is the hybrid nature of leadership when applied to distributed leadership models in elementary and secondary school environments which seeks to capitalize on both transactional and transformational approaches to leadership (Hargreaves, Fink, 2008) (Shakir, Issa, Mustafa, 2011) (Sussan, Ojie-Ahamiojie, Kassira, 2008).

All also share the aspects of servant leadership as an enabler of broad collaboration and a focus on creating value from knowledge sharing and open communication. In the first article Distributed leadership: democracy or delivery? (Hargreaves, Fink, 2008) the authors provide insights into how effective distributed leadership is for creating a highly collaborative framework for creating long-term value within an educational institution. The focus of this specific research is on the antecedents to effective distributed leadership, anchored with the development of programs and initiatives including scaffolding to support students to their long-term goals and objectives. The authors provide insights into how best to use distributed leadership to attain the strategic objective of increasing long-term learning.

In the article, A New Scale to Measure Executive Servant Leadership: Development, Analysis, and Implications for Research (Reed, Vidaver-cohen, Colwell, 2011) the authors present an assessment of how effective servant leadership is in the context of creating a foundation for distributed leadership over time. The focus of the article and research is to define how servant leadership often serves as a catalyst for transforming organizations through the development of greater authenticity, transparency and trust. The research completed by the authors also illustrates through example how schools can become more focused on the development of transformational leaders, creating greater levels of distributed leadership effectiveness as a result.

The article Perceptions towards Distributed Leadership in School Improvement (Shakir, Issa, Mustafa, 2011) illustrates how effective the development of distributed leadership frameworks are, and how they can be used effectively for creating significant gains in academic performance in primary, secondary and post-secondary middle schools. This article also concentrates on how effective the combining of transformational leadership skills are with the development of agile, highly collaborative distributed leadership systems and frameworks within a school. It is this article that also illustrates how transformational leadership is a solid catalyst for the development of a long-term distributed leadership model within a school.

The final article, The Role of Faculties as Leaders in Higher Education (Sussan, Ojie-Ahamiojie, Kassira, 2008) stresses the collaborative role of faculty members in creating a unified distributed leadership framework which is accessible to students when needed to help with their learning objectives. The focus of this article is also on how effective transformational leadership skills are in creating a highly agile, collaborative distributed leadership platform.

Conclusion

The development of distributed leadership programs and initiatives within a middle school often depends on the extent to which collaborative relationships and programs can be put into place to enable information and knowledge sharing. The outcome of this literature review is the finding that transformational leaders have the ability to create a distributed leadership model that is agile enough to meet rapidly changing needs,… [read more]


Managers Have to Coach and Mentor Reaction Paper

Reaction Paper  |  2 pages (668 words)
Bibliography Sources: 2

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¶ … managers have to coach and mentor at some point in their careers. In order to be successful at coaching and mentoring there are some basic fundamentals that one must remember. Coaching and Mentoring is not the same thing. Mentoring is a power free, mutual jointly beneficial learning situation where the mentor provides recommendations, shares knowledge and experiences, and teaches using a low stress, self-discovery advance. Coaching, on the other hand, is task linked enhancement of knowledge, skills or abilities in order to better execute a given task. A good coach creates the need for conversation and is responsible for follow up and holding others responsible (Starcevich, 2009).

In order for people to be coaches and mentors they must have certain skills. The first is that they must understand the concept of empathy and know how to deploy it when necessary. To show empathy is to recognize another's feelings. It is to emotionally put oneself in the place of another. The capability to empathize is directly reliant on one's ability to feel their own feelings and recognize them. People with a good level of innate emotional intelligence usually do very well with this. A person who has actually experienced the widest range and variety of feelings is the one who is most able to empathize with the greatest number of people from all walks of life. Conversely, when one says that someone can't relate to other people, it is likely because they haven't experienced, recognized or accepted many feelings of their own (Empathy, n.d.).

A second basic skill is that of having diversity. There is a basic strength in knowing what diversity is and how to use it. Not everyone is the same. Every person is an individual and must be treated as such. When it comes to coaching and mentoring in order to be successful each person has to be dealt with on an individual basis. It is important that managers avoid the one-size-fits all approach. No two people are alike and…… [read more]


Leadership Concepts Fundamental Leadership Skills Contemporary Essay

Essay  |  2 pages (580 words)
Bibliography Sources: 2

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Leadership Concepts

Fundamental Leadership Skills

Contemporary concepts of leadership outline numerous attributes and skills that are desirable in leaders. Among the most important are: (1) Communications Skills, (2) The Ability to Influence Others by Inspiring their Trust and Confidence, and (3) Strategic Vision (Maxwell, 2007). Arguably, communication skills are the single most important of all leadership skills because leadership is, at its core, the ability to communicate ideas and values to others and to cultivate followership. Organizational leaders must be able to share their beliefs, values, and their ideas for the success of their organizations in a manner that enables their followers to understand those concepts and in a manner that achieves their cooperation.

Renowned corporate leader John Maxwell (Maxwell, 2007) explains that the single most defining characteristic of effective leaders is their ability to establish a climate of honesty and trust in their relationships with others because those elements are the foundation of their ability to earn the trust of their followers and inspire their confidence and loyalty. In that regard, Maxwell (2007) also explains that effective leadership requires that leaders demonstrate integrity to their statements, beliefs, and values and that followers naturally trust leaders with integrity and doubt leaders who fail to do so.

Maxwell (2007) also emphasizes the importance of strategic vision in organizational leaders because that is the most important skill upon which the long-term success of organizations depends. In essence, the ability of organizational leaders to communicate effectively and establish and maintain the trust of their subordinates allows them to maintain their influence over them. Meanwhile, it is their ability to think and plan strategically that allows leaders to make productive use of those relationships (Maxwell, 2007).

The Relationship between Leadership Skills and Technical Competence…… [read more]


Leadership in Order to Effective Essay

Essay  |  3 pages (699 words)
Bibliography Sources: 3

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Leadership style in the internal sense is authoritative, centralized and with not delegation.[footnoteRef:4] [4: All subsequent references to the matrix refer to the document attached by the customer, which is the basis of analysis.]

With regards to the external component, here, a leader focuses on achieving goals as well but through attaining some sort of legitimization from the outside environment and thus the style is also authoritative and centralized, but also on expanding organizational domain and ability to compete in a larger forum.

With regards, to CAS, it is important to have both external and internal components to the leadership forum, due to the fact that cooperation is vital for all organs to function smoothly, as due to the fact that authority needs to take the organization at a larger level in order to help more and more children.

People Oriented Leadership

The matrix also describes people oriented leadership from the external and internal points-of-view. With regards to the latter, this means focusing on people as the forefront goal. This is, of course, a vital leadership skill in heading CAS, due to the fact that the organization focuses on children and on helping children first and foremost.

However, it is also important to note the external aspect, which states that leadership focuses upon forming alliances and coalitions with various elements and on placing pressures on interests groups, as well as alleviating pressures from coalitions. This is of utmost importance to CAS, as the organization constantly strives to bring partners together in order to fulfill its mandate.

Conclusions

As stated in the introduction, the leadership style of an organization depends upon that company's mission and needs. The styles analyzed above were mentioned in reference to CAS, a Child Advocacy Service that helps children receive various benefits and assistance. The results found were quite interesting, and it was noted that with regards to CAS a certain leadership is necessary; thus, both internal, external, task oriented and people oriented leadership is valued and necessary, though to various extents.… [read more]


Leadership Term Paper

Term Paper  |  5 pages (1,633 words)
Bibliography Sources: 4

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Leadership

A Leader Is Who You Are

The Scenario

It had been a quiet night, up to about 2am when an 911 dispatcher rang our station and said a middle aged man had a vein laceration in his thigh, losing blood fast. As the only paramedic unit on, we were immediately dispatched. When we arrived, the house was in chaos.… [read more]


Humor and Leadership (Journal Peer Reviewed Journal

Peer Reviewed Journal  |  3 pages (846 words)
Bibliography Sources: 0

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Specifically, all of the study subjects indicated that the use of humor by military leaders in the field has a positive effect on troop morale and increases the achievement of operational organizational objectives. There was consensus among the subjects that humor used by leaders reduces vocational stress workplace stress but that it is equally important to know when to use humor and when not to because the use of humor inappropriately can have negative consequences in terms of the confidence level of subordinates rather than any positive benefits. All of the subjects described having relied on humor to "break the ice" or to reduce tension in meetings and presentations delivered to a group audience.

The subjects also agreed that that the use of humor by leaders is more likely to be effective when it is practiced and planned in advance in a deliberate fashion but that it is not necessary to study the use of humor in any formal way. Their comments suggested (by inference rather than directly) that humor need not necessarily be spontaneous to be effective and they provided examples of the ways they had deliberately planned how to use humor at the start of meetings as well as in specific places in presentations.

In principle, one of the themes that emerged from the data was that all of the subjects had made deliberate attempts to improve their general ability to use humor and that they perceived their effectiveness as leaders to have improved significantly by virtue of having learned how to incorporate humor into their personalities for the purpose of using humor in their leadership roles. The subjects provided anecdotes about other leaders and mentors of theirs whose leadership skills and styles they admired and tried to emulate in general as well as more specifically in relation to the use of humor in leadership functions.

None of the subjects indicated a belief that the ability to use humor is necessarily a natural gift; rather, it is a skill capable of being learned. In that regard, the subjects all indicated that they had taken deliberate steps to increase their ability to use humor, such as by reading funny books, magazines, and Internet sites to improve their humorous repertoires. Finally, all of the subjects recognized that humor has an appropriate time, place, tone, and context. In that respect, they acknowledged concern that attempting to rely on humor inappropriately could have decidedly negative consequences, such as undermining…… [read more]


Leadership the Essence Application Essay

Application Essay  |  2 pages (577 words)
Bibliography Sources: 0

SAMPLE TEXT:

Leadership

The Essence of Leadership

It is often said a manager is what one does and leader is who one is. One of my core values is continually seeking insight, intelligence and knowledge to excel at the tasks I've taken on. In turn, I rely on these skills learned to better serve those around me, better support and strengthen those that rely on me including my beloved children, and seek to elevate the groups I belong to by contributing as much as possible. I believe a great leader needs to concentrate just as much on preparing themselves to serve others as they invest in improving themselves.

An Analysis of My Leadership Strengths

Of the many galvanizing moments in my career, the greatest were serving in the U.S. Navy, completing a tour of duty in Iraq, in addition to case management and counseling for battered women earlier in my career. These positions required me to grow as a leader much faster than a typical progression that others experience. I had to find approaches to keep motivation high in Iraq, and with lives on the line for battered women, had to be creative in finding solutions fast. These experiences, along with my educational background, served as a crucible that reshaped who I am as a person and what my values are.

Moving beyond myself and thinking more about my teams in Iraq, in case work and on help lines for battered women, all taught me to value others and serve them not only in the moment, but also to guide them to their goals as well. Leadership is as much about sharing new intelligence and information, helping others to succeed as it is about succeeding on ones' own. These are…… [read more]


Leadership Theory Analysis Essay

Essay  |  3 pages (981 words)
Style: APA  |  Bibliography Sources: 3

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Not only does a good leader need drive in a typical workday but they also need to be good at communicating their vision. Communication skills are another aspect of leadership that was shared among the various leaders viewed. It is necessary for leader in a typical work day maintain effective communications with a multitude of different types of people and groups. No leader would be successful without a team supporting them. Therefore they have to be able to influence and motivate the team members to meet organizational objectives in order to ensure success. The leaders that can provide the highest levels of motivation among subordinates are often the most successful.

All of the leaders all have the experience of working with teams on an everyday basis and they all realize how important a dedicated team is in helping the company gain success. (AIEIS, 2009) Another example, Gina Haverstock who is a Wine Maker for the Gaspereau Vineyards, prefers the leadership style of being a team player. During her interview she states there are three of us at Gaspereau Vineyards in leadership roles who take on shared responsibility. There is the Vineyard manager, there's the store manager, and there is the wine maker who all have to make sure that they are all in sync and work together effectively to meet their goals (Haverstock, 2009). Shared leadership offers advantages from having more minds and skills available and can be very effective as long as the team maintains a high level of coordination.

Every day at the work place can always bring the unexpected challenges. Another aspect to being an effective leader means that you are always ready to overcome a new obstacle. No leader has every skill, resource, or tool they need to overcome the things thrown at them. Therefore, maybe the most important skill that a leader may possess is flexibility and adaptability. Although all leaders have different personalities, they are dedicated, communicate well, and know how to overcome obstacles when they present themselves. Although, it is very hard to put together a definition leadership, the idea of what being a leader entails becomes clearer when familiarizing yourself with other individuals who know how to meet organizational objectives.

References:

Acadia International Executive Insight Series (AIEIS), (2009), Management Interview Series

Video Database, http://courseware.acadiau.ca/aieis/keywordindex.jsp?keyword=266

Business Strategy Review, (2005). The real thing. An interview with Rob Goffee and Gareth Jones, http://www.london.edu/assets/documents/publications/The_real_thing__The_art_of_authentic_leadership.pdf

Haverstock Gina. (2009) Interview with Management Interview Series Video Database. Acadia University. http://courseware.acadiau.ca/aieis/interview.jsp?id=213&q=4496

McDonald, Jack. (2009) Interview with Management Interview Series Video Database. Acadia University. http://courseware.acadiau.ca/aieis/interview.jsp?id=223&q=4660… [read more]


Leadership for Organizations Term Paper

Term Paper  |  8 pages (2,778 words)
Bibliography Sources: 8

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3). Emerging and existing practitioners can seek guidance from this framework for leadership development from immature stage of organization. They can also get basic tools that can be useful for them in practical life.

Transformational Leadership

Transformational approach is one of the recent and most popular approaches of leadership that has been gaining tremendous attention of researchers since 1980s. Transformational… [read more]


Management Leadership and Administration Evaluating the Normative Focus of Leadership Theories Essay

Essay  |  4 pages (1,280 words)
Bibliography Sources: 4

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Mainstream leadership has received abundant attention within the last few decades. Categories of leaders that have been discussed extensively include leadership by those in policy positions as well as those working in community-settings. Unfortunately, administrative leadership within organizations has received little attention and Van Wart (2003), therefore, observes that more research should be dedicated to this topic. This is all the more important since assessing and researching topics connected to leadership theory will determine the best way to conduct business or administrate employees or people.

One such author who addressed this topic was Moore (1995). He advised that public managers could use many of the same methods used in the private sector in order to improve their performance and receive more value for their performance. Moore's "bottom-up and "top-down" levels of his strategic triangle aid managers to do so. Although nothing very different from other approaches, Moore's (1995) key point was that managers should consistently analyze and review their performance and focus on satisfying their customers by creating value-infused products. Intention to customer and focus on value necessitates the ability to be flexible, attuned to external changes, and optimally able to deal with and to help organization deal with change. Satisfying the customer involves marshalling the available resources in order to most effectually do so. Moore's arguments are also similar to those of Denhardt and Denhardt (2000) who insist that the role of the public administrator is to, rather than 'administrate' and 'manage' as per the literal implications of the terms, assess what the public needs and act as servant to their good. Government belongs to the citizens, and it is the citizens who should steer us. Using the concept of the 'new public Government' as their base (i.e. A system of leadership that, has recently developed with a distinct characteristic unique to itself), Denhardt and Denhardt (2000) emphasized that attention should rather be deflect to, what they called, 'New Public Service.' This means that managers or administrators should (a) serve rather than steer; (b) recognize that the public interest should be the aim not the by-product of their policies and/or service; (c) Think strategically but act democratically involving citizens within formulation and implementation of their decisions; (d) serve citizens, not customers. Rather than objectifying their people and treating them in a consumer-style manner, the government should realize that the are dealing with humans rather than with consumers of their services; (e) Accountability isn't; simple in that public servants who should be attentive to numerous variables aside from the market, and these include statutory and constitutional law, community values, citizen interests, political norms, and professional standards. Focusing on all of these and more make a competent public servant; (f) value people, not just productivity. Seeing people as individuals and involving them in one's decision will generate affectivity; (g) Value citizenship and public service above entrepreneurship. Realize that public program and services do not belong to you but rather should be used for the good of the community as whole, in… [read more]


Selfless Service and Servant Leadership Term Paper

Term Paper  |  2 pages (730 words)
Bibliography Sources: 2

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Selfless Service and Servant Leadership

The experiences that have helped shape my life and my philosophy of life took place during the years I spent working on a large ranch. The ranch is a place where work needs to be done every day of the year, including weekends. I realize that a lot of college students have never seen a ranch let alone work on one. I'm not saying that makes me any better than others. I am saying that the experiences that I have been involved with have taught me the value of hard work, and also the importance of leadership.

Disciple and structure are important parts of living on a ranch, because no matter whether there is snow or rain, wind or heat, the animals need to be cared for, and at the end of the day the hard work pays off because the crops, the livestock, and the ranch has been well tended. I remember cutting school to watch our veterinarian artificially inseminate our cattle, and in the process I was learning about the world of reproduction. In Future Farmers of American (FFA) and 4H I learned a lot about how to speak in public, how to interact and team up with others to complete important tasks. The friends I met in FFA and 4H have become friends for life.

QUESTION TWO: When you help someone, you are serving that person of course, but you are also serving society. When you offer time and energy as a volunteer to an organization, like an animal rescue center or an ASPCA location, you are a servant, in the best tradition of Servant Leadership. Robert Greenleaf explained that Servant Leadership begins first with the "natural feeling that one wants to serve" and I have always had that desire to serve. In my case I have provided years of service for the benefit of animals; many of them were abandoned, or abused, or just didn't fit with the particular family and were brought to a shelter where I volunteer. At the beginning I was far more interested in serving than leading, but I do know that I am showing leadership by becoming a servant first. I…… [read more]


Leadership There Are Several Definitions Essay

Essay  |  3 pages (1,049 words)
Bibliography Sources: 3

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¶ … Leadership

There are several definitions used in describing leadership. The most frequently used definition states that leadership refers to organizing a group of individuals towards achieving common goals and objectives. Other theories refer to leadership as the process of social influence exerted by the person that is considered the leader of the group on the group's members, with the purpose of helping them improve certain activities. In order to develop an effective leadership style, the leader must integrate the resources of the company within the internal and external environment with the purpose of reaching the company's objectives.

There are different types of leadership, like: autocratic, participative, laissez-faire, charismatic, transactional, transformational, and other styles. The autocratic or authoritarian leadership style is characterized by a centralized decision making process. Such leaders are not interested in the group's opinions, and their subordinates usually fear them. Although this leadership style is not considered efficient, there are numerous companies that are successfully managed by autocratic leaders. The participative or democratic leadership style assumes that the members of the group are included in the decision making process. The transformational leadership style determines the leader to focus on the development of his subordinates' skills (Lussier & Achua, 2010).

In order to be considered effective leaders, individuals must develop certain characteristics and skills. Therefore, it is important that the leader focuses on becoming an example for the members of the group. In addition to this, successful leaders also take into consideration the needs of his subordinates, not just the requirements on the company. In other words, effective leaders must be able to integrate the necessities of the company with its resources, and with the objectives of employees. Such leaders are interested in allowing their subordinates to present their opinions and to include them in the decision making process.

2. The process of leadership consists in the activities developed by an individual in order to orient a group of people towards reaching the objectives of the group or of their organization. Specialists in the field insist on the differences between leaders and managers. In their opinion, leaders must also focus on integrating their subordinates' needs within organizational culture, and should not limit to imposing the company's strategy. The success of leaders is reflected on the company's activity, but also on the satisfaction of its employees (Bass & Riggio, 2006).

Certain leaders develop their style based on their native skills and personality, while others also use education in order to identify with a leadership style that is in accordance with the individual in case, but also with the company he addresses. In addition to this, successful leaders understand that it is important to adapt the leadership style to each situation. Therefore, it is important to analyze these situations and determine what type of approach is the most appropriate in order to reach the established objectives. Effective leaders also have important characteristics like: integrity, correctness, high moral standards, and others. The importance of leaders also relies on their professional… [read more]


Management and Leadership Concepts Essay

Essay  |  2 pages (560 words)
Bibliography Sources: 2

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Management Concept Application

Leadership is a concept to which considerable academic focus is devoted within contemporary business management education and training programs. In theory and in some contexts, leadership is distinct from management and entails different responsibilities and roles. However, there is also reason to believe that contemporary teaching about leadership provides an excessive focus on personality and style apart from substance (McCormack, 2009). More specifically, it suggests that everyone should strive to become a leader and that team and organizational success are more tied to leadership than to other foundational elements of important variables and business practices.

On the other hand, there is no doubt that leadership style (and organizational culture more generally) do greatly affect the motivation, productivity, and long-term vocational and professional satisfaction of employees within organizations (Ismail, Zainuddin, & Ibrahim, 2010). In that regard, leadership style is important to the success in that it can be the source of employee satisfaction and empowerment in optimal circumstances or, alternatively, contribute to the failure of the organization in less than optimal circumstances.

Meanwhile, leadership styles and management approaches cannot be optimized in a vacuum, such as outside of the context of the real-world external environment in which organizations operate (Melville-Ross, 2010). In general, the nature of the industry and the external factors and potential barriers to success that face organizations must always play a role in identifying the types of leaders who are most appropriate choices for those organizations, as well as the specific management practices and leadership styles relied upon within those organizations (Melville-Ross, 2010).

Three Most Important Concepts

The three most important topics outlined in the readings are: (1) the extent to which leadership can be…… [read more]


Leadership Theory Every Organization Goes Term Paper

Term Paper  |  8 pages (2,680 words)
Bibliography Sources: 5

SAMPLE TEXT:

Leadership

Theory

Every organization goes through a period in which they initiate and manage change within the company. In order for change to go smoothly the leaders in a company must be effectual and ethical in nature. They must know how to lead change in a way that gets everyone one board and the end goal is ultimately reached. This… [read more]


Leadership Challenges Social Problems Essay

Essay  |  3 pages (1,014 words)
Bibliography Sources: 3

SAMPLE TEXT:

'

Conversely, enabling a young, African-American man to be involved in a mentoring program where he is exposed to positive role models allows him to gain a different sense of self and possibility. It is not enough to merely educate young African-American males, as current drop-out rates indicate. Instead, these at-risk children must feel as if availing themselves of education matters, and offers them real possibilities for change and growth. Social modeling can also occur through behavioral reinforcement. "The observer might be modeling the actions of someone else, for example, an outstanding class leader or student. The teacher notices this and compliments and praises the observer for modeling such behavior thus reinforcing that behavior" (Ormond 1999). Once again, this indicates how positive, outside shaping forces are essential to enacting social change. Teachers who act as leaders and mentors and encourage students to associate learning with positive feelings of self-empowerment can counteract negative community influences.

Leadership involves a mutual exchange in a mentoring relationship. The teacher or mentor must assess the child's needs and may need to be firm and disciplined, to counteract a lack of discipline at home. However, there must also be a sense of positivity and awareness of the challenges and struggles the child is experiencing. Children from disadvantaged backgrounds may be more apt to come to school hungry, stressed from poor living conditions, or afflicted with low-self-esteem because of poor role models at home.

Leaders are made, not born. If the three black doctors had not had the support of one another, they may have been diverted from the path they set for themselves. Additionally, they were able to hear about and avail themselves of an important scholarship program that made becoming a doctor seems like a reality rather than a lofty dream. The program and the evidence of success of the scholarship program caused them to resolve that if others had succeeded, they could succeed as well. Changing the fates of young black men must take place on every level of society. It requires politicians and educational leaders to acknowledge the unique challenges of this demographic, and to offer programs that address black men's needs. It requires teachers and other community leaders to offer positive role models and act as leaders in the lives of these disadvantaged individuals. And it also requires the fostering of supportive peer relationships and a culture that promotes positive, rather than negative ways to advance in society.

References

100 Black men of America. (2011). Official website. Retrieved July 29, 2011 at http://www.100blackmen.org/mentoring.aspx

Mroz, Jacqueline. (2008). Trenton students find strength in a pact of their own.

The New York Times. Retrieved July 29, 2011 at http://www.nytimes.com/2008/10/19/nyregion/new-jersey/19pactnj.html?ref=new-jersey1

Ormrod, J.E. (1999). Human learning (3rd ed.). Upper Saddle River, NJ: Prentice-Hall.

Retrieved July 29, 2011 at http://teachnet.edb.utexas.edu/~Lynda_abbot/Social.html

Scherer, Ron. (2011). Recovering U.S. job market is leaving black men behind. CS Monitor.

Retrieved July 29, 2011 at http://www.csmonitor.com/USA/Society/2011/0726/Recovering-U.S.-job-market-is-leaving-black-men-behind… [read more]


Utilizing Intrinsic Motivation and Transformational Leadership in Professional Services Organizations Research Paper

Research Paper  |  20 pages (5,121 words)
Style: APA  |  Bibliography Sources: 18

SAMPLE TEXT:

Professional services organizations of all types and sizes are faced with some significant challenges in an increasingly globalized and competitive marketplace, but properly managed, these challenges can be translated into opportunities for growth providing that the right blend of intrinsic motivation and transformational leadership methods are used. These issues are particularly relevant for professional services firms competing in the information… [read more]


Servant Leadership Redo Assign Research Proposal

Research Proposal  |  4 pages (1,457 words)
Bibliography Sources: 0

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The University expresses its concerns with leaders and states they must be able to make an optimistic divergence in humanity, are they unswerving to facilitate the followers grow and nurture, and do their groups experience a strapping prudence of the community in the association that the servant directs. Along with the Greenleaf association of servant leadership and the Lincoln Extension,… [read more]


Personal Refection of on Leadership Book Report

Book Report  |  2 pages (669 words)
Bibliography Sources: 1

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Personal Reflection "On Leadership."

Leadership is a concept that has many associations. For most, leadership might be seen as a position of power, where the manager functions as the decision-maker with subordinates who carry out decisions. In today's leadership paradigm, however, this type of autocratic leadership is no longer regarded as optimally effective. Instead, leadership can only be effective when it is surrounded by certain conditions. This is something that John Gardner refers to in his book On Leadership. For the author, leadership entails that leaders and followers should work as a team that fulfills specific roles to fulfill the purpose of the team and leader.

One specific thing that struck me about Gardner's writing is the fact that the purpose of leadership is not so much to solve problems that arise as it is creating a company or team that can solve problems that the future will bring. Problems will arise regardless of the excellence of a particular leader's problem solving skills. A truly good leader will ensure that the company or team will be able to survive after the leader has left.

To accomplish this, the author notes that motivation and confidence are primarily important qualities. While effective leaders heighten both these qualities, it is difficult to set up such effective leadership in environments where they are absent to begin with. However, even in such circumstances, I feel that an effective leader can build the confidence and motivation required to make a success of the venture. The most important component of successful leadership is the leader him- or herself should start with the necessary qualities to be effective. Leaders cannot be effective if they do not themselves have motivation and confidence.

Motivation and confidence should be focused upon more than one thing. The leader should, for example, have confidence in him- or herself, while also having confidence in the company and its employees. Employees, in turn, should have confidence in the leader and the company. This confidence can then be used to…… [read more]


Leadership Analysis Imagine Studying Your Strengths Essay

Essay  |  4 pages (1,567 words)
Bibliography Sources: 6

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Leadership Analysis

Imagine studying your strengths. What will you discover? How will this influence the way you treat others in the workplace? Will you become a better leader because of it? I will describe to you my strengths, and how I will manage them in a medical setting in order to help others become the best employees possible.

After completing… [read more]


Sociology -- Human Services Leadership Essay

Essay  |  2 pages (635 words)
Bibliography Sources: 2

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Transformational leadership encourages implementation of inventive concepts and tasks. The usefulness of transformational leadership as it fosters personalization, possession of work, cleverness, originality, and experimentation, leading to high output and quality performance in service delivery. The foundation of transformational leadership is in the personal values and beliefs of the leaders themselves (Haeseler, 2007).

The outcomes of good transformational leadership in regards to the area of domestic violence include the following:

Well-trained leaders and managers working to stop violence against women.

Stable and successful service and advocacy programs, more alternatives in service provision, reduced staff turnover, and organizations that become better agents for change in their neighborhoods. Improved family violence services, policymaking and advocacy in the country.

A vehicle through which survivors, direct service professionals, and public policy advocates can achieve the skills and credentials essential to thrive at leadership positions.

Local domestic violence programs across the nation with effective and innovative strategies to ending violence (Transforming Leadership through Education, 2008).

Transformational leadership is needed in the area of domestic violence in order to not only help the individuals involved but to aid in changing the system in order to give more protection and aid to those who are involved. The gap between how things should be and how things currently are needs to be closed and these are just the leaders to do it.

References

Cherry, K. (2011). Transformational Leadership. Retrieved from http://psychology.about.com/od/leadership/a/transformational.htm

Haeseler, L.A. (2007). Contributions of meaning by service professionals to the phenomenon of the experience of coping for women in the spectrum of domestic violence abuse: A

leadership perspective. Duquesne University. ProQuest Dissertations and Theses,

Retrieved from http://search.proquest.com/docview/304863919?accountid=28180

Transforming Leadership through Education. (2008). Retreived from http://www.ucdenver.edu/academics/colleges/SPA/BuechnerInstitute/Centers/CenteronD

omesticViolence/About/Pages/TransformingLeadership.aspx… [read more]


Charismatic and Transformational Leadership Essay

Essay  |  5 pages (1,605 words)
Bibliography Sources: 5

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Charismatic and Transformative Leadership

The challenges of transformative leadership:

President Obama's campaign -- and afterwards

Even President' Obama's harshest critics admit that his 2008 campaign for the White House mobilized a new generation of young people to become involved in politics. It also encouraged many jaded older Americans to participate in an electoral process they felt had excluded them. Obama's… [read more]


Authentic Leadership Research Paper

Research Paper  |  6 pages (1,808 words)
Bibliography Sources: 6

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Authentic Leadership

Throughout history, effective leadership has been playing a major role in determining the underlying amounts of motivation and clarity that an organization will have. This is because everyone will look at the management, to determine the most appropriate course of action for dealing with a variety of situations. In this research project, we are examining the role that… [read more]


Leadership as a Term Essay

Essay  |  2 pages (677 words)
Bibliography Sources: 1

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Leadership as a term has been described variously. In basic terms, leadership as a process can be said to be a situation whereby an individual or group of individuals organize and seek support of others so as to accomplish a particular task or a given set of goals in an orderly and well coordinated manner. In this text, I come up with a description of a recent situation where leadership was exemplified in a proper or deficient manner.

On the 2nd of May 2011, the U.S. president issued an executive order for an operation that saw the killing of Osama Bin Laden who until his death was of one of the most wanted men in recent times. Until his death, Osama had been hiding in the Pakistani town of Abbottabad. The operation, carried out by Navy SEALs, sparked a heat of debate with Pakistani officials claiming they came to know of the secretive operation only after its completion. This in the view of many Pakistanis was an assault on the sovereignty of their nation. Based on these facts, it is possible to examine and analyze the leadership approach as well as style involved in the run-up to the operation that saw the killing of the man on the most wanted list of FBI.

Though the war on terror has been touted as an all inclusive undertaking bringing together like minded partners, claims by Pakistan that it was not consulted over the raid could be constructed to mean that the U.S. was keen to control all the major decisions involving the operation with minimal input from the former. If this was the case, the leadership exemplified in this scenario can be taken to be autocratic leadership. According to Daft and Lane (2007), an autocratic leader basically derives power from the position he or she holds. In that regard, it can be noted that the U.S. could have based its actions or lack of consultation thereof on its position as a superpower. Autocratic leaders largely make decisions on their own…… [read more]


Social Change, Leadership, and Advocacy Essay

Essay  |  2 pages (737 words)
Bibliography Sources: 2

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Being able to resolve conflict and manage dispute effectively is essential[footnoteRef:3]. Advocacy allows marginalized groups to speak and be heard so that a broader collection of people can be represented. In this way social change and social justice can not only be seen but experienced by all those involved. The true meaning of advocacy is to plead the cause of another individual's plight and to represent them to all those that can influence that individual's (or group's) life[footnoteRef:4]. Advocating for another can facilitate fairer social change in a broader context, because those that are marginalized or exist on the outskirts of society are brought forward and integrated so that any change that occurs in brought about with these people in mind. [3: http://grjsite.com/attachments/article/31/K.%20Santos%20Advocacy%20Supervision.pdf] [4: http://grjsite.com/attachments/article/31/K.%20Santos%20Advocacy%20Supervision.pdf]

Social change may be considered similar to leadership and to advocacy in the sense that it is an advancement on what is the current social situation. Both advocacy and leadership direct this change and support it and so in this way, all three concepts work in harmony. Conversely though they can work against one another if the social change that is needed is not what society is being led towards and what the leader supports. Advocating for those that are in need of change does not necessarily mean that those agencies that can facilitate these changes will listen, and act. Social change may equally be brought about by the people rather than the agencies that lead them in the case of a revolt or uprising.

What these comparisons show us is that social change is not an event that can occur spontaneously without leadership or advocacy, but it can occur aided by only one. Perhaps the most positive, fair, and holistic social change can only be brought about if the views and feelings of all are considered and to do this, both leadership and advocacy must work in tandem.… [read more]


Situational Approach to Leadership Research Paper

Research Paper  |  2 pages (606 words)
Bibliography Sources: 2

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¶ … leadership is the approach used by the managers wherein they use different approaches to different people at different situations. 'Situational leaders are able to adapt their leadership style to fit their followers and situations in which they are working' (Erven 2001). It promotes a varied and realistic view of the problems in the business organization. Real problems are analyzed, interpreted and evaluated under values consideration. Managers using situational approach choose between directive and supportive behaviors in dealing with the problem. In 'directive behavior, they are relying in providing structure, control and close supervision for the people with whom they are working while supportive behavior rely on praise and two-way communication in facilitating the work of their employees and co-workers' (Erven 2001).

Situational leaders decide on the issues based on the employees' personalities, types of works, organizational structure, preferences and the influences of higher management. 'Fred Friedler's contingency theory centers on the belief that there is no best way for managers to lead and different situations create different leadership's style requirements for managers' (Staehle 1976). In this case, one style of management may be working in one person or environment but may not be effective in another. 'Friedler added that the three elements that dictate situational control are task structure, leader/member relations and positioning power' (Staehle 1976). Task structure refers to the task or work that is required for the subordinate or the employee. Leader/member relations indicate the severity of loyalty, dependability and support that the subordinate gives to the leader. It is considered favorable relationship when the subordinate performs a highly-formed task structure and the manager rewards and/or punishes employees without any problems. On the other hand, it is called unfavorable relationship when the subordinate poorly performed the task and the leader has a limited authority to impose punishment. Positioning power…… [read more]


Leadership in Organizations Case: ACME Manufacturing Company Case Study

Case Study  |  8 pages (2,452 words)
Bibliography Sources: 8

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Leadership in Organizations

Case: ACME Manufacturing Company Chapter 2

What specific things did Steve do wrong, and what should have been done in each instance?

The biggest mistake that Steve made was a lack of planning. This became a major problem for him throughout the day. As, he was constantly reminded about: meetings and other events that he needs to… [read more]


Leadership Response to Post Essay

Essay  |  3 pages (746 words)
Bibliography Sources: 0

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However, I am not clear what type of leadership Mr. Anastas has used to achieve the goals of his organization. Specifically, I would be curious to know how many of SADD's 350,000 participants joined the organization because of some personal connection to the issues, such as first-hand experience with losses attributable to drug use, poor decision making, and drunk driving. Likewise, I would be curious to know whether the type of leadership used by Mr. Anastas is substantially based on the transactional model since that would seem to be the most natural leadership approach conducive to achieving the goals and long-term strategic objectives of the organization headed by Mr. Anastas.

Response to Post #4

I would completely agree with your post in so far as your explanation of the importance of recognizing the specific objectives of their organizations, their understanding and ability to promote positive change, and the importance of timing with respect to many types of leadership decisions. In principle, the ability to think critically and to project the objectives of the organizations into the future might be critical skills for organizational leaders in their strategic role of charting the course of their organizations.

However, I would be curious to know what type of leadership approach the Mayor relies upon within his organization to achieve those organizational objectives and short-term goals. Since being Mayor of Terre Haute, Indiana obviously entails oversight of many different types of municipal and other functions and services, I would be curious to know whether the Mayor employs different types of leadership approaches within different municipal and organizational components.

Furthermore, I would imagine that in order to maintain organizational effectiveness throughout all areas of his responsibility, the Mayor would have to establish a specific leadership culture throughout his administration and at all levels of local government administration and oversight. In that regard, I would be curious to know what type of training or candidate selection criteria or processes the Mayor uses to promote his desired leadership style throughout city government. Likewise, I would also want to know how the Mayor selected his immediate circle of executive staff and his immediate subordinates in connection with their leadership…… [read more]


Nature of Leadership Essay

Essay  |  12 pages (3,340 words)
Bibliography Sources: 5

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Charismatic theory has enjoyed considerable support from a number of studies using a wide variety of methods and samples.

Innovative, enthusiastic, extraordinary, confident, and trustworthy words describe a charismatic leader. As noted the path-goal theory was instrumental in the creation of the charismatic theory, a theory inspired by the ideas of a sociologist, Max Weber. Behaviors associated with this theory… [read more]


Nature of Leadership Term Paper

Term Paper  |  14 pages (4,036 words)
Style: APA  |  Bibliography Sources: 14

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Nature of Leadership

What are the arguments for and against making a distinction between leaders and managers? What is your definition of leadership?

Defining leadership is a challenging enterprise and there remains a lack of a universally agreed upon definition in the organizational behavior literature (Yukl, 2005). Organizational leaders and managers frequently share some common types of general responsibilities that… [read more]


Mandela Leadership Is a Complicated Research Paper

Research Paper  |  3 pages (878 words)
Bibliography Sources: 3

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Modeling the Way as a practice requires a certain amount of emotional control and courage. Having discipline and mental stamina to overcome the often distracting tasks that leaders must always accomplish is prerequisite in this particular approach. Stengel (2008) explored Mandela's eight lessons of leadership which helped define his particular leadership approach. Mandela's eight lessons included the following: "1. Using courage to inspire others to move beyond fear, 2. When leading from the front, don't leave your base behind, 3. Lead from the back and let others believe they are in front, 4. Know your enemy and learn about his favorite sport 5. Keep your friends close and your rivals even closer 6. Appearances matter and remember to smile 7. Nothing is black or white 8. Quitting is leading too." His first role, using courage, is most important in this particular application. Setting the example often requires a leader to rise above criticism and possible risks in order to do what's best for the group. This sacrifice seems essential in any leadership approach. Mandela clearly demonstrated courage as he continually fought against the South African government while he was in prison for many years. After he was duly rewarded after his long and hard battle, we see how leadership styles that include sticking to values in your model of leadership will eventually pay off in huge ways which may be visible in the original concept.

Nelson Mandela's leadership style can be evaluated at a much deeper level and his actions should be celebrated in this manner as well. It is important to understand that his leadership style is based on simple principles and an original concept that can be described as a modeling of the way. Containing this model, the main ingredients of morals and ethics eventually helped develop the examples of leadership that will actually be carried out. When that system is working at its peak performance great changes are capable as seen in the South African example and Nelson Mandela's personal life. In his own words, " There is nothing so rare, or so valuable- as a mature man," and this maturity is all built upon the first and seemingly most important practice of exemplary leadership.

Bibliography

Lieberfeld, D. (2003). Nelson Mandela: partisan and peacemaker. Negotiation Journal July 2003, 239-261. Retrieved from http://www.duq.edu/policy-center/_pdf/lieberfeld-nj- mandela.pdf.

Rooke, D. & Torbert, W. (2005). Seven transformations of leadership. Harvard Business Review, April, 2005, 1-13. Retrieved from http://www.feal.asn.au/multiattachments/3279/DocumentName/SevenTransformationsof Leadership.pdf

Stengel, R. (2008). Mandela; his 8 lessons of leadership. Time July 19,200. Retrieved from http://www.time.com/time/world/article/0,8599,1821467,00.html… [read more]


Church Leadership Essay

Essay  |  5 pages (1,390 words)
Bibliography Sources: 1+

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Church Leadership

What is leadership? Firstly we could say that it is the act of someone guiding the rest to accomplish particular tasks or to attain certain goals and objectives in a group setting. The person, who does this, is practically practicing leadership. On the other hand, leadership could also be taken as the art of motivating a group and getting people to see things in a particular same point-of-view and get them to achieve a common goal.' (Patrol, Troop, 1972).

It is also the act of serving people in different capacities, either in an organization, school institution, church, public office, etc. The leader makes important decisions, inspire, communicate, and supervise the activities in the group. One may born with leadership skills or acquire them in life

Apart from that leadership could be taken to literally mean the act of showing the way. This means you direct the way for others. In most cases you have to be a good inspiration, have better skills, generally you're better than the rest.

It could also be described as the process in which one person enlists the help and support of others in the accomplishment of a common task. It could also be taken to mean creating a way for people to contribute to making things happen. The people in this case work as a group with someone leading them to work to accomplish the task at hand.

It also a situation of standing out amongst the other and yet not turning against others with the uniqueness but making people want to copy you or follow what you do. This means you show the way as others follow your actions, performances, or efforts. Incase of such a situation you have to be better than others so you are higher than them or have something that makes you better than the rest

Question four. You are the Pastor of a small church in a growing area. You moved into this church six months ago. The former Pastor died of a heart attack during worship one year ago. The congregation says they want you to lead them to grow. They say they want to reach out to newcomers. However, when new families come to visit, they report back to you that they felt left out and cold. You are on salary support from your judicatory for two years. The assumption is that you can grow the church enough by then so that the church can pay your salary. What are you to do?

Introduction

This paper reflects on the facet of leadership in a church milieu. My argument is on why there is need for church leaders to change from their accustomed leadership tactics and delve deeper into leadership complexities as they discover what's new and imperative while re-drawing their leadership maps and aspirations of leadership. I belief it is time church leaders practiced transformational leadership, servant leadership, perpetuation of values and principles, management of ethical issues, and have the tenacity to handle contradictions and… [read more]


Contingency Theory of Leadership Fiedler Essay

Essay  |  2 pages (540 words)
Bibliography Sources: 2

SAMPLE TEXT:

My leadership style in the non-profit organization Save the Children Federation is most useful, since the organization has good leader-member relations, but is poorly structured in terms of task delegation and accomplishment. Since the organization has good leader-member relations, it is not surprising then that it has a low level of position power. On the overall, taking into account Fiedler's components that comprise the "situational favorableness" of the organization to my leadership style, I would say that my style is a good fit to the organization.

As explicated earlier, I try to keep a balance between relationship- and task-orientation in my leadership style in the organization. Since my style is a good fit to an organization whose priority is establishing good relations with its members, then indeed, the situation is favorable for me as a leader. Although I try to keep a balance between maintaining good relations and ensuring task accomplishment, I recognize that with the type of organization I am in, I would thrive as relationship-oriented leader more than a task-oriented or socioindependent one. Perhaps the challenge for me is not to polarize myself with the leadership style I was identified with, and try to strengthen both my functional and relational roles as a leader for the non-profit organization. While Fiedler's theory and LPC scale are good indicators of leadership styles, it is but one perspective or school of thought from which leadership can be…… [read more]


Personal Leadership Platform Henry Fayol Term Paper

Term Paper  |  6 pages (1,641 words)
Bibliography Sources: 7

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In dissimilarity, an argument has come up in relation to the peoples growth in leadership situations that are dependable model, in that way strengthening headship efficiency is never the logical sphere, but the theoretical, touching, as well as saintly realms as well. These type of leaders tend to be holistic in their leadership style and are liable to be improved well-matched to the headship qualities of present evolution. The triple frameworks of leadership growth brought on board are in a way relevant to every four domains of headship models. theoretical as well as touching realms are further probable to be urbanized in the course of job framework. A supplementary involvement of this piece of writing is to be familiar with the emergent significance of the saintly realm of headship as well as the manner in which it may preeminent be urbanized by undeviating our concentration to supplementary large-scale echelon organizations infrastructure as well as connected HR line of attack .

Work cited

Avolio, B.J., Gardner, W.L., Walumbwa, F.O., Luthans, F., & May, D. (2004).

Unlocking the mask: A look at the process by which authentic leader's impact follower attitudes and behaviors. The Leadership Quarterly, 15, 801-823.

Carter Louis L., Marshall Goldsmith, and David Ulrich (2008) Best Practices in Leadership Development and Organization Change, Best Practice Institute.

Cromwell S. And Kolb J. (2004), "An examination of work-environment support factors affecting transfer of supervisory skills training to the work place," Human Resource Development Quarterly

Fry, L.W. (2003). Toward a theory of spiritual leadership. The Leadership Quarterly, 14,

693-797.

Baldwin, T. And Ford, K. (1988), "Transfer of Training: A Review and Directions for Future Research', Personnel Psychology, spring,

Lawrence, P.R. & Lorsch, J.W. (1967), Organization and Environment: Managing Differentiation and Integration. Boston, MA: Harvard University

Phillips, D.T. (1996). Lincoln on Leadership; Executive Strategies for Tough Times. New York: Warner Books, Inc. ISBN-10: 0446394599. ISBN-13: 978-0446394598.

Robbins Stephen, Millet Bruce and Waters-Marsh Terry (2009) the Leadership Development…… [read more]


Leadership Behaviors Follower Outcomes Essay

Essay  |  2 pages (661 words)
Bibliography Sources: 2

SAMPLE TEXT:

He believes in providing them with the tools, training and empowerment to accomplish their jobs. He has a high percentage of follower outcome, people are motivated by his leadership skills. Employees within the organization believe in his mission, and understand their purpose in the organization. Employees in the company are happy, and most of them love what they do, they believe they are helping others.

Follower Outcomes

Managers and supervisors at the University of Phoenix often get high individuals ratings from their managers, based on job performance. The employees are usually clear about their job responsibilities and the majority of the employee's works hard and strive to reach their goals. Most employees receive high ratings, because they are highly motivated employees, who are actively trying to accomplish their responsibilities. Employees in the company love their job and most of them stay in their position until they are able to move up. There is a low turnover rate for this organization. The employees in the company that I know are satisfied with their job, they have group cohesion and have quality performance. Employees are motivated by the mission of the company and are led to success with a directive leader (John Sperling). The employees in the company share in Sperling's dream of making higher education more attainable to working adults. Employees know their purpose in the organization, and stay with the company. Sperling's leadership skills aid in lowering employee turnover rate for the organization and helps to increase employee performance. A leader such as John Sperling can create a higher level of follower outcome. He has the benefit of years of experience and a higher level of confidence because of his hands on management style (Oshagbemi, 2008).

References

Adamson, L. (2010). John Sperling, Apollo Group. Industry News. Retrieved from http://www.inc.com/magazine/20040401/25sperling.html

External Influencers (1998). External Influencers. Change. 30 (1) 17-19

Oshagbemi, T. (2008). The impact of personal and organizational variables on the leadership styles of managers. The International Journal of Human Resources…… [read more]


Leadership Create a Hybrid Theory/Philosophy Essay

Essay  |  4 pages (1,344 words)
Bibliography Sources: 1+

SAMPLE TEXT:

A recent article states that transformational leaders are ones whose actions "motivate followers to do more than expected and act for the good of the collective" (Fu, Tsui, Liu, Li, 2010, p. 222). Motivating employees for the good of the company is exactly what is expected from the proposed scenario. Implementing a simple theory such as the one proposed is perfect for the leader who is good at transforming those who surround him.

The authentic leader according to one recent study is the individual who reported that their stories "involved overcoming difficult experiences and using these events to give meaning to their lives" (George, Sims, McLean, Mayer, 2007, p. 129). The proposed theory would likely work well for the authentic leader, as long as the 'story' were truly authentic. Overcoming hardship has a certain sense of appeal to the masses and many times the leader who can successfully convey the message to the employees, especially if the employees know that the leader has had to overcome difficulties, brings a certain sense of camaraderie and willingness to go above and beyond what is expected.

The transactional leader would likely fare the worse when compared to the other two theories.

3. Evaluate the resources and tools available through the Small Business Administration and SCORE, and determine which single resource or tool is most useful to the greatest number of businesses. Explain your rationale.

The resources found most useful by the greatest number of businesses would likely be the e-business Now program offered by SCORE. The reason why this could be beneficial to the greatest number of businesses is because it is geared to small business owners by providing e-news, marketing and commerce tips. Small business owners make up the vast majority of businesses globally and a large percentage of those are likely to be interested in expanding their reach through the use of e-commerce. Therefore, anything like the NOW program as offered by SCORE would definitely score with those owners and managers of small business entities.

4, Create a list of leadership best practices that would apply to the greatest number of businesses (both small and large). Be sure to explain your reasoning.

Best Leadership Practices List

Vision -- not only does a leader not know where he/she is going without a vision, neither do the employees who look to follow him/her.

Sincerity -- the leader who is not sincere, is almost immediately discernable. Employees know when their leader is not sincere, and nothing could be worse that a leader who is condescending towards the employees or takes on a fake aura.

Likeability -- a leader who is not likeable, will likely find him/herself with no support at all from the employees

Listen -- a leader should listen to the employees and cohorts that surround him/her. Without listening skills, employees will likely feel as if they, or their concerns are being ignored; such a situation is not a good one for the leader.

Set an example = a leader should always be… [read more]


Reasons Why Change Is Difficult for Employees and Leadership Essay

Essay  |  5 pages (1,552 words)
Bibliography Sources: 5

SAMPLE TEXT:

Leadership

Yukl (2010) does not oversimplify leadership or its practical application. Instead, Yukl (2010) proposes a multi-linkage model in which the leader has a primary effect on situational variables, which in turn impact members of the team and thereafter, team performance. Among the intervening variables a leader might be able to affect include the effort exerted by subordinates, task structure… [read more]


Evidence-Based Practice &amp Transformational Leadership Capstone Project

Capstone Project  |  4 pages (1,779 words)
Bibliography Sources: 5

SAMPLE TEXT:

In addition, inter-coder reliability will be used to assess the reliability of the interview transcript coding. Nurses interviewed for the project will be given the opportunity to review the transcripts of their interviews to verify that the summarization accurately portrays their viewpoints.

Data collection plan. Project participants will be surveyed several times during the project. An initial baseline survey will establish knowledge about transformational leadership as it is implemented in clinical and hospital settings, about EBP, and about organizational change. These surveys, which will be completed online, will be pilot tested with hospital staff not involved in the project. In addition, face-to-face interviews using the LPI will take place towards the end of the project year. Data will be collected by the researcher and by volunteer assistants who have received training in the coding process and in data privacy. All interview results will be transcribed and digitally saved on memory sticks, secured by the head researcher. Hard copies of interviews will be destroyed once the data has been transcribed.

Management plan. The researcher and her supervisor are wholly responsible for addressing any barriers, fostering any facilitation, and dealing with any required changes to the training plan and to implementation of the research.

Feasibility analysis. Costs to the hospital are negligible and consist primarily of utility costs associated with classroom and computer use. Potentially, travel costs could be requested to present the research at a professional nursing association conference.

Disposition of project. If the project is well-received and results in satisfactory levels of transfer of training, a cost-benefit analysis will be requested by hospital staff. Should the resources be available and all pertinent analyses be…… [read more]


Leadership Ethics on Facebook Case Study

Case Study  |  3 pages (895 words)
Bibliography Sources: 0

SAMPLE TEXT:

Leadership qualities and ethical responsibilities are polished with experience and age. This doesn't mean that young leaders should be discouraged but rather they should have a blend of experienced managerial positions to provide them with proper guidance.

Therefore for the successful operation of the Facebook it's important for Zuckerberg to have experienced managers actively involved in the progress of Facebook. This is well supported by a leadership consultant John Baldoni according to whom "Leadership wisdom is something that accrues with age and experience." Experienced leaders have wisdom of their lifelong professional experience which provides a roadmap to the organization's success and can foresee organization in the future years. Therefore with creativity, innovation, great idea and involvement of employees a great leader is the one who accepts all these responsibilities and conducts it with his/her past professional experience and can predict long-term operations of the business.

Abstract of Facebook Case Study

Facebook was initially launched for the students of Harvard by Mark Zukerberg in 2004. It then gains popularity beyond boundaries as the social network hub. It is the site free of cost since its inception and major source of revenue is the advertisement. The market share of Facebook is estimated to be 500 million active and companies like Yahoo and Google has approached for the purchase of it but its CEO Mark Zuckerberg didn't seem interested in selling it. The strategic analysis of the company is done by conducting internal analysis of its strengths and weakness and external analysis of the competition and risk through threats and opportunities. This is summarized in the SWOT analysis of the firm. The strengths of the company was found to be leading social network site ranking 2nd largest in top 500 sites in the year 2010; translated in more than 70 languages due to its wide coverage; high quality of graphics, its integrated walls and mini feed features are main source of its popularity and its innovation, creativity has given wider market coverage that has attracted marketers and great source of revenue for facebook.

Its weaknesses are technical innovation has welcomed many bugs and some of the applications and customization are not user friendly. The opportunities are its contribution to the social networking and business partnerships. The threats portrait is privacy is major concern with technological disruptions. Besides this strategic analysis, facebook success factors have been innovation, creativity and continuous adoptability to the changing environment. Innovation is a team approach that requires openness and ongoing progress. With its strong leadership and management control it has gained such popularity and according to many management gurus and training consultants it will excel further…… [read more]


Leadership Development Plan Term Paper

Term Paper  |  6 pages (2,000 words)
Bibliography Sources: 6

SAMPLE TEXT:

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]


Ethical Leadership Course it Compares Term Paper

Term Paper  |  2 pages (975 words)
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Authentic transformational leaders frankly facilitate changes in values of the followers by relevancy and worth suggestions and tasks of leaders to their followers eventual gain and satisfaction (Howell, 1988). Pseudo transformational leaders tries to create an outlook that there are doing the required things however they don't do so secretly when their interest is not favored by the required things.

Individualized Consideration: Transformation authentic leaders are interested in changing their followers into leaders while pseudo transformational are interested a lot in maintaining the followers dependence. They receive well anticipating blind obedience, they try to improve own status by maintaining their distance away from their followers, they support magic and fantasy in their attractive future vision not as authentic transformational leaders who encourage shared goals achievable. The pseudo transformational and authentic leadership differences is again experienced in authentic transformational leaders who may posses as much need for power as pseudo transformation leaders, direct the need in productive socially method into the others.

Pseudo transformational leaders apply primarily power for self aggrandizement and tend to be privately contemptuous of those they imagine being leaders (Howell and Avolio, 1998).Even though this cannot be shown publicly, pseudo transformational privately leaders are interested more on their power and attainining a lot of it. They are incline to biases of self serving, they assert to be good and right while others are wrong and bad they put on changing masks for different events and they see themselves to be good in self-monitoring however are cheated by their non-verbal behavior which are contradicting. The ethics of leadership of transformational are undermined by the disapproval of pseudotransfomational leaders for self and other, by knowing how to validate and reduce their deceptions and their way of thinking of superiorty.Leaders are transformational authentically when they improve awareness of what is good, right, beautiful and important in any case they help to raise followers, achievement self-actualization are required when they push followers to go above their interest for the importance of their organization, society and groups.Pseudotransformational leaders may convert and inspire their followers and when they do this they build up the interest of at the expense of others more than what is best for the collectivity.

CONCLUTION

From the discussion above authentic transformational leaders should be encouraged for the followers are considered in their leadership making them to be motivated not like pseudo transformation where they pretend to work on behalf of their followers but instead for their own gain. Authentic transformational leaders also build the community more for they give their followers room to be leaders.

WORK CITED

Bass, B.M. (1989) The two faces of charisma. LEADERS, 12(4), 44-45.

Howell, J.M. & Avolio, B.J. ( 1992) The ethics of charismatic leadership: Submission or liberation? Academy of Management

Executive, 6(2), 43-54.

Martin, N.H. & Sims, J.H. (1956) Thinking ahead: Power tactics. Harvard Business Review, 36(6), 25-36, 140

Sankowsky, D. (1995) The charismatic leader as narcissist: Understanding…… [read more]


Leadership to Most People in Most Contexts Essay

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Leadership to most people in most contexts is a very general term, because it can apply to many situations and numerous kinds of leaders. One form of leadership occurs when a person sees a need to make a decision, or take a position, or help others decide the best way to do something. In his book Leadership: Theory and Practice, Peter Guy Northouse explains that leadership has been defined in terms of the "power relationship that exists between leaders and followers" (Northouse, 2007). But to some scholars leadership has also meant someone who is part of a transformation process that "moves followers to accomplish more than what is usually expected of them," Northouse continues.

For the purposes of using leadership in the review of the film "Prince of Persia: The Sands of Time," this paper will use the following definition from Northouse: "Leadership is a process whereby an individual influences a group of individuals to achieve a common goal."

"Prince of Persia" is certainly not considered an Academy Award-level movie -- none of the actors were nominated for any awards -- nor was it well received by film reviewers who specialize in critiquing with a sharp eye for flaws. In fact the movie is a spin-off from a video game of the same name, and it has scenes that are filled with gratuitous violence and cliched dialogue. Sword fighting, wild stunts that are slowed down to super-slow-motion speed, and other computer-generated special effects appear throughout the film.

Those weaknesses do not take away from the fact that the film has leadership as one of the themes. As Northouse explains, leadership is a process, leadership involves influence, leadership occurs in a group context, and leadership involves goal attainment.

The film has well-known actors playing significant roles; it stars Jake Gyllenhaal as Prince Dastan; Ben Kingsley as Nizam, Dastan's uncle; Gemma Arterton as Princess Tamina; and Alfred Molina as Sheik Amar. It is produced by well-known movie mogul Jerry Bruckheimer. While it is a spin-off from the video game franchise, it departs from the video in that the main point -- and the leadership element -- has to do with stopping the bad guy from releasing the Sands. The film is set in ancient Persia, and the basic plot goes like this: Prince Dastan and Princess Tamina team up -- a very unlikely team indeed -- to keep the mysterious and powerful dagger out of the hands of the very dark enemy forces. Whoever has possession of the dagger has the power to rule the world by releasing the sands of time.

Leadership comes into play early in the film, as a young orphan street boy -- an actor that is supposed to be a young Dastan -- makes a big impression on the King of Persia (Ronald Pickup). The young Dastan evades the King's men in a wild romp through the village, and when he is caught, after making the soldiers look very bad and embarrassing the King, he could be… [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

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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 Factors Reaction Paper

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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]


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]


Leadership Styles and Power Bases Movie Review

Movie Review  |  4 pages (1,160 words)
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I don't mean to suggest you're indecisive, Mr. Hunter, not at all -- just complicated." The withering contempt for this "complicated" psychology that Gene Hackman evinces is not unlike George W. Bush's contempt for "nuance," and in both cases it indicates the same sort of leadership style. The XO's leadership style in this regard is perhaps more like Barack Obama's -- with the same risk run in both cases of seeming overly professorial and unmanned by scruple. It's worth noting that XO's power base includes the more sensitive and intellectual members of the crew, and although he loses Weps's loyalty (all the more poignant because of their closeness out of uniform) he more crucially gains Cob's loyalty over the course of the film, which perhaps says more about XO's increasing facility in handling the sort of practical real-world experience that CO is well-seasoned to handle.

The COB's leadership style is altogether different from the other two. Although the CO and the XO each have names which are used -- Captain Ramsey and Mr. Hunter -- COB is simply known as "Cob," and he is portrayed with the jovial corpulence of a Union Boss or a Blue Collar Worker, not unlike the husband on the sit-com "Roseanne." This fits well with Cob's own leadership role on the vessel, which is not unlike that of a union boss. The concerns of the CO and the XO are beyond his purview, in a sense. But when the conflict between the two of them reaches a crisis and he is forced to decide, he decides in favor of the XO because he felt the CO's behavior had crossed a line when he tried to remove the XO for behavior that, though displeasing to the CO, was certainly not insubordinate on the part of the XO. But after siding with the XO in deposing the CO from his command, he is keen to remind the XO bitterly that he is not automatically the XO's friend or yes-man for having given him his support. He gave him his support in the quarrel between the XO and the CO because, according to the rules of command, the XO was technically in the right, and the CO overstepped his authority.

2. Discuss how the leadership styles of the CO, XO and Chief of the Boat affect the interaction of these characters. As you do this, consider the following questions as data sources (you don't have to directly answer these -- ): What is the significance of the questioning CO gives XO at the start of the movie? What is really going on during the wardroom conversation about A-bombs on Japan, in which XO is asked to reveal whom he believes the true enemy is? After the fire and the missile drill, the CO confronts XO about a verbal exchange in Con. What is the CO saying to the XO about disagreement? What is he meaning?

In terms of how their differing leadership styles affect their interactions, we may… [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

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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]


Nursing Leadership A-Level Outline Answer

A-Level Outline Answer  |  2 pages (738 words)
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Nursing -- Leadership

Effective leadership is a prime determinant of work satisfaction. The presence of strong leadership sets the tone for achievement in the work environment. How do you think the work environment can be helped by a strong leader, and how do you think it can be hindered by a weak or ineffective leader?

Generally, one of the most important aspects of vocational leadership relates to the appropriateness of leadership style to the nature of the vocational environment, relationships, and responsibilities (Medley & LaRochelle, 1995). Various approaches to leadership have been compared in nursing, including the transactional, transformational, and management by exception styles, largely, because those are the predominant leadership and management styles in healthcare and other similar professions (Medley & LaRochelle, 1995).

Briefly, transactional leadership refers to the underlying concept that workers perform primarily for the purpose of the contractual transaction (i.e. work for monetary compensation) where their pay is substantially determined by their performance or by their promotion to higher-paying positions by virtue of superior performance in their current responsibilities (Medley & LaRochelle, 1995). Transformational leadership refers to the philosophical transformation in attitudes, perspective, and values in employees by virtue of the leadership of supervisors and/or predominant organizational culture. Finally, management by exception refers to a laissez-faire leadership style wherein only significantly superior and inferior performance generate supervisory attention while acceptable performance is largely ignored (Medley & LaRochelle, 1995). According to Medley & LaRochelle (1995), transformational leadership is significantly more likely to be associated with positive outcomes in terms of employee satisfaction and job performance measures in nursing. Those conclusions are consistent with my observations because nurses whose main concern is their paycheck and nurses who only receive feedback when their performance is significantly above or below expected standards tend to go on "auto-pilot" and to become somewhat disconnected with their work, often performing robotically. Conversely, nurses whose supervisors provide transformational leadership tend to buy-in to a deeper philosophical meaning to their responsibilities and to approach their work more enthusiastically and conscientiously because they become committed to their leaders' (and their organizations') values and missions.

2. Members of the younger generations (i.e. those 18 to 35 years of age) have said that they want to be…… [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]


Servant-Leadership Is the Model Essay

Essay  |  3 pages (824 words)
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It makes me think about the Russian Tzar who said the country was too big to govern. Centralized control only works in a small circle. This kind of leadership fits a more regimental hierarchically governed company, but these will fall away in times of stress, leaving the more flexible organizations in the race.

As for thinking up attributes, I do not really have to, since Greenleaf has done that form me. The list above seems to cover it all. I probably would put listening and awareness first as the most necessary. Then empathy allows the leader to identify closely with every team member. A rapport is established and a community forms. The leader is the steward of both the company and the team. The higher up this leader is the more his or her team will need attention and support. Foresight allows the leader to anticipate problems and solutions too. Conceptualization allow this vision to be shared and persuasion gets the team ready to work. Commitment to the growth of team members is something I had not considered, but I was unconsciously tending to it, because I love to help people develop their potential and discover their hidden talents.

Healing is something I think I need to develop, since that would definitely help during disruptions and disagreements, which are bound to happen. Every decision has proponents and opponents, and the losers must be healed. Some disagreements result in serious arguments which also hurt. It is the leader's job to make sure that breaches and feelings are repaired. I think what followers need is to trust and believe in the leader, while remaining aware of everything which transpires. This can be most valuable in the lessons learned tie-up at the end of a project. The main attributes of the company culture must be egalitarian and learning. Communication across the enterprise is key and ideas from all corners should get attention. This organization values its people most.

References

Burns, J.M., Leadership, Harper & Row, New York, 1978

Graen, G.B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development

of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multilevel multi-domain approach. Leadership Quarterly, 6, 219-247.

Nahavandi A., The Art and Science of Leadership, Prentice Hall International, London, 1997, p.89, p 190

Spears, Larry C. And Lawrence, Michele, Editors. (2004). Practicing Servant Leadership. San Francisco, CA: Jossey-Bass Publishing, A Wiley Imprint. ISBN 0-7879-7455-2.

What is servant leadership? Retrieved…… [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]


Leadership Ethics Kathleen Blanco Essay

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For a leader, this was not very ethical. Leaders should consider the needs of others before their own. She demonstrated empathy for the families, who had lost their homes, it is highly doubtful that her actions during the crisis will be seen in any history books.

References

Governor's Information: Louisiana Governor Kathleen Babineaux Blanco. (2004). National Governor's Association. Retrieved from http://www.nga.org/portal/site/nga/menuitem.29fab9fb4add37305ddcbeeb501010a0/?vgn extoid=55bc224971c81010VgnVCM1000001a01010aRCRD

Hornett, A., & Fredricks, S. (2005). An empirical and theoretical exploration of disconnections between leadership and ethics. Journal of Business Ethics, 59(3), Retrieved from http://www.jstor.org/stable/25123556

Roig-Franzia, M. & Hsu, S. (2005) Many evacuated, but thousands still waiting. The Washington Post. Retrieved from http://www.washingtonpost.com/wp- dyn/content/article/2005/09/03/AR2005090301680.html

Resick, C.J., Hanges, P.J., Dickson, M.W., & Mitchelson, J.K. (2006). A cross-cultural examination of the endorsement of ethical leadership. Journal of Business Ethics, 63(4), Retrieved from http://www.jstor.org/stable/25123717

Schneider, M. (2002). A stakeholder model of organizational leadership. Organization Science, 13(2), Retrieved from http://www.jstor.org/stable/3085994

Sarros, J.C., & Cooper, B.K. (2006). Building character: a leadership essential. Journal of Business and Pychology, 21(1), Retrieved from http://www.jstor.org/stable/2543467

Waldman, D.A., de Luque, M.S., Washburn, N., & House, R.J. (2006). Cultural and leadership predictors of corporate social responsibility of top management: a globe study of 15 countries. Journal of International Business Studies, 37(6), Retrieved from http://www.jstor.org/stable/4540386… [read more]


People Side of Leadership and Developing Executive Leadership in the Public Sector Essay

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¶ … quality of leadership, and of the leaders themselves, can influence and organization's success and contribute to its failure. Two recent articles in the professional journal, the Public Manager, discuss the role of leadership in public organizations and how leaders can be more effective. The two articles are similar in that they address the question of what makes an effective leader, but they differ in their overall focus and conclusions. Jeff Turner focuses almost exclusively on technical skills of leadership and how leadership fits into the organization's structure and how it influences the organizations strategic success. Mark Leheney, in contrast, argues that effective leadership relies on people skills, not process or strategizing.

In his article, "Developing Executive Leadership in the Public Sector," Jeff Turner first explicates the current crisis in public sector leadership, mainly that the leaders in place are ineffective. They are perhaps good managers, but good management does not equal good leadership. Leaders, Turner says, must be able to guide an organization toward its strategic goals and respond to the unique challenges of working in the public sector, including frequent policy changes, distrust of political leaders, competing goals, resource shortages and competition with the private sector. What's the solution, then to the predicament, according to Turner? Increasing leadership capacity by creating a "deep bench" of leaders throughout the organization, not just at the top (51). Turner explains that there are several indicators that indicate whether or not a leader is effective: self knowledge; personal accountability; strategy setting; engaging others; and harnessing insights (51-2). Notice that only one of his categories, engaging others, is focused strongly on the people skills of being a leader; the rest are technical skills and self-focused. Turner does turn to people skills when he mentions organization-specific qualities of leadership -- engaging and persuading the team toward the strategic goals. Still, Turner's focus is on a leader's effectiveness at a higher level, that of organizational objectives.

Can good leadership be taught? Can a leader be made? Turner thinks so, and he sets out specific practices and training approaches for developing strong leaders. First, Turner argues, leadership development needs to be firmly seated as a job for senior management, not for human resources (52). Only by being mentored and exposed to senior leaders can emerging leaders find their way to effectiveness, he argues. Leadership development programs,…… [read more]


Leadership Models Research Paper

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Leadership

There are a number of different theories to describe the best approach to leadership. Transformational leadership theory developed as a counterpoint to transactional leadership whereby the role of the leader is to change the way the organization functions at a core level, as opposed to changing the way specific tasks are conducted. Servant leadership, as espoused by Robert Greenleaf, in which leaders decide to take on that role as a means to serve their organizations and improve them, rather than as a means to advance one's own standing. Situational leadership theory is focused on the idea that the ideal type of leadership is dependent on the characteristics of the situation. Results-focused leadership is a counterpoint to situational leadership, in that the leadership style is dictated by the desired outcomes of that leadership. This paper will examine each of these four leadership theories in turn, and will compare and contrast them with one another, both in terms of philosophical underpinnings and in terms of the practical application of these theories in real organizations.

Transformational Leadership

Transformational leadership theory arose as a counterpoint to transactional leadership. The latter theory is more traditional, and based on the idea that leaders engage in transactions with their followers, exchanging remuneration or benefits for the completion of specific tasks. Transformational leadership arose out the realization that the transactional leadership model did not fit all organizations well. Some organizations, in particular those engaged in knowledge industries, had to utilize different systems of motivation. The transactional relationship between leader and subordinate was insufficient to produce superior results, because the tangible offers of the leader were insufficient to spur motivation among the subordinates. Transformational leadership recharacterized the relationship between leaders and subordinates as a leader engaging the followers. Under transformational leadership, motivation comes from higher order motivating factors rather than the lower order factors of pay and benefits.

The practical implication of transformational leadership is that the leader needs to be an interpersonal motivator, since getting the best from the subordinates is no longer a simple business negotiation. The underlying philosophy is that workers will perform better when engaged in their work than when they are simply performing a task out of a sense of duty to uphold an agreement. This theory has its roots in the writings of Marx about the roots of worker motivation, but adapted to a liberalist, capitalist setting.

Both situational and results-focused leadership theories share some similarities to transformational leadership. Both call for a degree of flexibility in leadership style, while the transformational leader must be flexible, almost by definition. The means of motivation, by virtue of not being transactional, are subject to change based on the situation, which can be defined either in terms of inputs or outputs. Transformational leadership differs from these two approaches, however, because it is focused on the means of accomplishing tasks. This rejects the idea that the task defines the means (results-oriented) because while the means may change the underlying philosophy behind the means will not change.… [read more]


Leadership Potential and Values Essay

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¶ … Leadership success [...] common measures and best practices in measuring leadership success. Being a successful leader is more than knowing how to motivate others. A successful leader must be ethical, moral, and exhibit high values, but they must be motivational to their staff members, as well. A good leader is an example to others, but they must be flexible and adapt to changing situations, too.

Good leadership is critical for any organization to function successfully. Measuring leadership success is also essential for any organization's success rate. To measure a good leader, managers must look for adaptability, personality, and ability to accomplish the organization's mission. Other qualities that are essential to excellent leadership include morals, ethics, and extremely high values, and the ability to motivate others.

Ethics and morals are extremely valuable qualities in effective leaders. Leaders represent the organization, and to represent it well, they must be morally and ethically sound. First, if they have high standards, that will translate to their staff members, and they will uphold those ethics and morals. Next, most leaders interact with the company's vendors and customers, and they must represent the highest standards of morals and ethics to gain their trust and win their business. Neither customers nor staff members want to deal with someone who is ethically or morally challenged, so successful leaders must represent the highest standards to others to give credence to the company. They must have a winning personality, as well. Two writers note, "The personality of the leader, coupled with an ability to accomplish the mission, prove critical for success of the organization" (Jerabek & Day, 2009). Staff members do not wish to work with a leader who is aseptic or unfriendly, and customers do not wish to interact with this kind of person, either. A successful leader must have a winning personality,…… [read more]


Situational Leadership Model Research Paper

Research Paper  |  13 pages (3,900 words)
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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]


Leadership as it Is Expressed Essay

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¶ … leadership as it is expressed through the motion pictures Twelve Angry Men (1957) and Dead Poets Society (1989). Peter G. Northhouse's "Leadership: Theory and Practice (Fifth Edition)" and Nicollo Machiavelli's "The Prince" attempt to describe effective management and all the factors regarding it. As it is shown in the two films, leadership cannot be described from an objective… [read more]


Leadership Analysis the Necessity Essay

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Leadership Analysis

The necessity of leadership has determined several experts in the field to study the subject and to identify a series of characteristics that leaders should have in comparison with managers. The importance of leadership and the roles of leaders are reflected in the works of theorists and practitioners in the field. There are several theories that describe leadership styles and the different types of leaders and types of work environments addressed by these leaders.

Fred Fiedler is one of the most important theorists that have addressed the leadership field. Fiedler's theory refers to a contingency model of leadership effectiveness. Although there are several contingency theories regarding leadership, Fiedler's theory is considered to be the most complex.

In Fiedler's opinion, the leader's effectiveness depends on two aspects: leadership style and situational favorableness. When these factors interact, they create situational contingency.

The leadership style of the leader in case is not likely to change, therefore, it will influence the relationship between the leader and his subordinates, and the manner in which the leader manages certain situations.

According to Fiedler's theory, the leadership style is measured by the least preferred co-worker scale. This instrument is used in order to measure leadership orientation. The characteristics that are included in this scale are: unfriendly-friendly, uncooperative-cooperative, hostile-supportive, guarded-open, and others.

There are other characteristics that can be introduced in the measuring scale, in accordance with the area of activity, the type of company that the leader works in, and the situations that must be addressed by the leader.

A high score achieved by the leader subjected to this measuring scale reveals the fact that the leader in case has a human relations orientation. A low score reveals the fact that the leader in case is task oriented.

Fiedler explains how the measuring scale works. In other words, people that are human relations oriented tend to describe co-workers in a more positive manner, which means they will receive a higher LPC score. People that are task oriented tend to describe co-workers in a more negative manner, which means they will receive lower LPC scores.

It is important to understand that the LPC scale system is intended to reveal the orientation of the person taking the test, rather than that of the person being subjected to the test. The system is designed in order to identify the person's type of motivation, and whether the person in case is motivated by human relations or by tasks.

The situational favorableness is determined by the following factors: leader-members relations, task structure, leader position power. The leader-members relations are represented by the trust, respect, and confidence between the leader and his employees. The task structure refers to whether the tasks that must be performed by the group of the leader are clear and structured. The leader position power refers to the power that the leader has outside and within his group.

In Fiedler's opinion, there is no ideal leader. But all leaders can be effective if they implement an orientation… [read more]


Leadership Would You Recommend Abrashoff Use Assessment

Assessment  |  2 pages (756 words)
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¶ … leadership would you recommend Abrashoff use to get the ship back on course and inspire sailors to give their best?

Captain Abrashoff is commanding a ship that is one of the best-equipped, most modern ships in the U.S. Navy. However, the morale of the sailors on the U.S.S. Benfold is extremely low, given the sailor's poor living conditions and inconsistent training. Crew members are frustrated because they feel that much of their day is devoted to pointless tasks. They do not understand their duties or how the orders fit into the 'big picture' of their organization's larger mission and plan. In contrast to the usual demeanor of a military leader, Abrashoff must adopt a more participatory managerial style, and listen to his crew's concerns. Abrashoff's problem is not one of technology or logistics: it is a human resource-related issue. The crew does not feel as if it is respected, so it is not exerting itself, using 100% of its potential effort, which is required on a military ship.

The quality of the food, the appearance of the ship -- all of these small details matter in a leadership-driven environment. By changing the sailor's physical circumstances and making decisions more participatory, Abrashoff can change the sailors' attitudes. Abrashoff must begin having meetings with the crew to solicit their input about how the management of the ship should take place. Abrashoff must assume that the sailors want to serve their country to their fullest capacity, and the crew's attitude is one of his assets. The sailors must not be seen as his adversaries in improvement measures. Individuals who seek out a military career no longer have to do so: they enlist because they desire to show their leadership skills.

Only through a non-dictatorial and participatory leadership style can Abrashoff involve the sailors in the changes that need to take place to make the U.S.S. Benfold a high-functioning ship. Often it is individuals involved in the day-to-day workings of a ship that have the most potentially valuable input to give, regarding the standard operating procedures of the unit. And the very act of asking for input can be a morale-booster, especially when dealing with the typical personality profile of an individual who chooses to enlist in the military.

Question…… [read more]


Globalization and Leadership Essay

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Globalization and Leadership

The Phenomenon of Globalization

Globalization can be defined as the unfolding resolution of the contradiction between ever expanding capital and its national political and social formations. Up to the 1970s, the expansion of capital was always as national capital, capital with particular territorial and historical roots and character. Afterwards, capital began to expand more than ever as… [read more]


About How Alex Sander Uses His Leadership Skills Case Study

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¶ … Alex Sander uses his Leadership Skills

Alex Sander has strengths and weakness as much as any other human being. In the context of his career and the workplace, we have three sets of evidence to consider regarding his role about how he has acquitted himself in the workplace. These sources are:

The conversations with the neighbor,

His own statements

The 360 degree analysis made at the company and some other patterns noticed by the colleagues and superiors.

Based on these it is possible to see how Alex uses his strengths and how his weakness can be converted to a strength if he so wished. The principal question is his role and the behavior with his colleagues at workplace.

In order to put the actions, attitudes and workplace behavior of Alex in the proper perspective it is necessary to consider the proper definition of leadership and the traits that psychology advises to look for in a leader. Then it also becomes necessary to examine the work of Alex in such a way that his pressure at work and his commitment and what he undergoes can be analyzed in that perspective. Finally the strengths and how he used it and the weakness which he has to overcome can be seen. According to psychologists and sociologists the greatest driving force for a person to perform is the person's life dream. Thus the basic identity a person sees for himself or herself largely drives that person and develops characteristics suited to the perception. (Day; Zaccaro; Halpin, 2004)

The development of leadership qualities can be demonstrated in managing a team. And authors like Williams (1998) have identified "core' leadership thus defining a leader as the 'inward' leader, or 'outward' leader', 'exemplar', 'eccentric' and so on." A leader thus can be a motivator, organizer and someone who makes a team to accomplish goals. But the way this is achieved varies from person to person, hence the many type of leaders being defined. The importance lies in managing and motivating the team and in accomplishing the necessities for the assumed role. Looking at the career of Alex, it is easy to point out that he has initiative and enterprising spirit. He wants either to become an important player in a corporate entity or create his own enterprise. The greatest and most important asset in his character is this enterprising ability and mindset. The second important asset is the ability to define the work and create and assign job roles that are suited to each player of the team. This also seems to be an added asset and the focus with which the team is managed as a 'no-nonsense-boss' is an added asset. These characteristics are shown from the dialogues Alex has with the neighbor and his colleagues at the office.

General Analysis:

On the superficial analysis some traits that stand out have been examined. The abilities of Alex can be charted from the reports in the assessment given by the report and the following analysis… [read more]


Leadership Theory Has Undergone Significant Evolution Essay

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Leadership theory has undergone significant evolution in the past hundred years. Taylor and Fayol provided basic descriptions of leadership function in for-profit enterprises. The leadership they described was perhaps more in line with what we today understand as management -- scientific control, planning and command -- but it provided a starting point. As leadership study has become more refined, it… [read more]


Leadership Plan Personal Leadership Development Term Paper

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Leadership Plan

Personal Leadership Development Plan

Personal Development and Theoretical Underpinnings

Throughout the self-reflection and investigation that has taken place during this course, I have developed an increasing awareness of my particular leadership strengths, weaknesses, and styles such that I am able to more concretely and with greater certainty outline a plan for the development of my own leadership potential. The fact that my preferred types of power being expert knowledge and referent power, and with a strong disinclination for coercion, combined with my strong team building skills and my ability to compromise and collaborate as a means of resolving conflicts, fits much of the theoretical criteria for transformational leadership (Bass & Riggio 2006). My personal leadership development plan is to adjust my attitudes and behaviors to more closely match those of the transformational leader as defined in literature, in order to be able to more effectively lead my organization.

Transformational leadership theory is a relatively recent development in managerial style and the study of leadership, but already has a proven track record of success in many organizations (Bass & Riggio 2006). Especially effective in times of change and transition, transformational leadership by definition inspires the other members of the organization, creating a sense of common purpose and communal value and thus making for a more efficient organization with a happier and more productive workforce (Bass & Riggio 2006; Hiebert & Klatt 2001). This ability to inspire is perhaps the most essential aspect of transformational leadership, and is one that I plan to develop as fully as is possible.

Developing into a transformational leader will not, of course, be a simple or easy task. Though I have several qualities that will serve as major strengths in this development, most especially my ability to foster collaboration in the face of conflict and a leadership through expertise, there are also some definite weaknesses in my leadership style and general approach that would preclude my development into a true transformational leader, and recognizing and detailing these weaknesses must form the first part of my development plan (Bass & Riggio 2006; London 2002). Maintaining an ongoing awareness of these weaknesses through the various steps of leadership development will help to ensure that this development takes place in a focused manner, actively and consciously addressing specific issues in leadership style and attitude (London 2002).

A large part of being a transformational leader is making sure that communication takes place with a great deal of efficiency within the organization, and especially in smaller organizations such as that in which I hold a leadership role facilitating ongoing education and information sharing must be a major part of the leadership task (Bass & Riggio 2006). Establishing the proper skills and attitudes for fostering such a communicative and educational environment will also be a major feature of my leadership development plan (Bush 2003). Again, the identification of specific skills and an ongoing awareness of these needed skills throughout the phases of development will keep the plan and my progress… [read more]


Facilitative Leadership Providing Leadership Without Taking Control Essay

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Facilitative Leadership

Providing leadership without taking control is the essence of effective facilitative leadership, and this often requires leaders to change how they think as much as how they manage (Brome, 2006). A facilitative leader is one that is more centered on subordinates, less on traditional lines of authority and the need to exercise formal power in all situations, and… [read more]


Leadership Models Assessment Essay

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¶ … Leadership Models

Assessment of Four Leadership Models

The industrial age, transactional, transformational and situational leadership models emerged from the unique needs of organizations to optimize their workforces to the tasks needed to accomplish strategic goals. Each of these leadership approaches or theories also reflect a given mindset and prevailing belief in how best to manage human productivity to… [read more]


Leadership in the 21st Century: Compromise Essay

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Leadership in the 21st Century:

Compromise and conciliation in the presidency of Barack Obama

Barack Obama became the first African-American president of the United States in 2008, an accomplishment that few believed could have transpired only a few years before his meteoric political rise. Since his inauguration, 'no drama Obama' (as he is known) has drawn fire from the left… [read more]


Contrarian's Guide to Leadership in the Book Essay

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Contrarian's Guide To Leadership

In the book, the Contrarian's Guide to Leadership by Dr. Steven B. Sample takes on an ambitious aim: to explain how leadership is both contextual, driven by emotional intelligence and also a learned skill that can be honed over time. This is an ambitious vision for any book, traversing the foundational aspects of leadership using a… [read more]


Theory Construct of on Leadership Book Report

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Theory/Construct of on Leadership by John W. Gardner

In John W. Gardner's (1990) book on Leadership, he addresses the question of why the leadership that is available today is not better than it is. In other words, he asks the question that many people wonder - why isn't the leadership that's available today better, and what can be done to… [read more]


Twelve O'Clock High - Leadership Creative Writing

Creative Writing  |  5 pages (1,827 words)
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Twelve O'Clock High - Leadership

Over the last ten years the world has been facing a lack of leadership in many areas. Part of the reason for this is: many people will talk about how important it is to set the example. Yet, when you look at their leadership style and attributes, it is clear that they are saying one… [read more]


Jim Collins Level 5 Leadership Term Paper

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¶ … Jim Collins

Level 5 Leadership: Which is harder to cultivate within yourself: humility or will?

Personal humility and professional will are both excellent characters in a leader. In fact Jim Collins (2001) in his book Good to Great reported that these qualities are paramount in becoming a level 5 leader. Many would argue that these are characteristics that… [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]


Cost Leadership Strategy Research Paper

Research Paper  |  2 pages (500 words)
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¶ … Leadership Strategy

While all businesses strive to attain profitability, there are those market and industry factors that force organizations and businesses into cost leadership strategies. The intent of this analysis is to explain which businesses are best attuned to this type of business model. Typically organizations with a very broad scope and where the differentiating element of their strategies is value excel with a cost leadership strategy (Voola, O'Cass, 2010).

Products and Services Businesses That Excel with Cost Leadership Strategies

Products that often rely on rapid product lifecycles where price has become one of the primary differentiators do the best when relying on Dr. Michael Porter's low price leadership strategy. This is because of the scope of their product strategy, which is often very broad, and the unique value proposition of high tech products which is often quite fast relative to substitute products. Manufacturers who rely on low price and cost leadership often look to create incentives for their channel partners to further accelerate the velocity of sales -- as often low cost leadership strategies rely on inventory turns and current ratio performance to attain their financial objectives.

Where cost leadership strategies have their greatest effect is when the unique value proposition of an organization is reflected in the alignment of their value chains to the cost savings passed on to customers. This is specifically the strategy at Wal-Mart, where the Low price Everyday (LPED) strategy is predicated and supported by extensive investments in supply chain optimization, value…… [read more]