Study "Leadership / Mentoring" Essays 276-330

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Leadership Behaviors Follower Outcomes Essay

… 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).


Adamson, L. (2010). John Sperling, Apollo Group. Industry News. Retrieved from

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

… 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

… 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… [read more]

Evidence-Based Practice and Transformational Leadership Capstone Project

… 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

… 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

… 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… [read more]

Human Resources Leadership the Importance Essay

… 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

… 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… [read more]

Ethical Leadership Course it Compares Term Paper

… 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.


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.


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

… 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… [read more]

Org Behavior Leadership Analysis the Factors Research Paper

… ¶ … 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

… 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.


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

… 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… [read more]

Leadership Factors Reaction Paper

… 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

… 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,… [read more]

Leadership Lessons Learned From Herb Kelleher Research Paper

… 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… [read more]

Leadership Styles and Power Bases Movie Review

… 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

… ¶ … 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

… ¶ … 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

… 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

… ¶ … 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

… 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

… 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.


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

… 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

… 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.


Governor's Information: Louisiana Governor Kathleen Babineaux Blanco. (2004). National Governor's Association. Retrieved from 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

Roig-Franzia, M. & Hsu, S. (2005) Many evacuated, but thousands still waiting. The Washington Post. Retrieved from 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

Schneider, M. (2002). A stakeholder model of organizational leadership. Organization Science, 13(2), Retrieved from

Sarros, J.C., & Cooper, B.K. (2006). Building character: a leadership essential. Journal of Business and Pychology, 21(1), Retrieved from

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 [read more]

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

… ¶ … 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

… 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… [read more]

Leadership Potential and Values Essay

… ¶ … 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

… ¶ … 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… [read more]

Leadership as it Is Expressed Essay

… ¶ … 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… [read more]

Leadership Analysis the Necessity Essay

… 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… [read more]

Leadership Would You Recommend Abrashoff Use Assessment

… ¶ … 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

… 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… [read more]

About How Alex Sander Uses His Leadership Skills Case Study

… ¶ … 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… [read more]

Leadership Theory Has Undergone Significant Evolution Essay

… 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 --… [read more]

Leadership Plan Personal Leadership Development Term Paper

… 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… [read more]

Facilitative Leadership Providing Leadership Without Taking Control Essay

… 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… [read more]

Leadership Models Assessment Essay

… ¶ … 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… [read more]

Leadership in the 21st Century: Compromise Essay

… 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… [read more]

Contrarian's Guide to Leadership in the Book Essay

… 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… [read more]

Theory Construct of on Leadership Book Report

… 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… [read more]

Twelve O'Clock High - Leadership Creative Writing

… 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… [read more]

Jim Collins Level 5 Leadership Term Paper

… ¶ … 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… [read more]

Ethics and Leadership Recent Waves of Corporate Essay

… 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… [read more]

Cost Leadership Strategy Professional Writing

… ¶ … 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]

Theoretical Understanding of Leadership and Managerial Work Reaction Paper

… Theoretical Understanding of Leadership and Managerial Work

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


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


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

Leadership in Simplistic Terms Essay

… Leadership

In simplistic terms, there are two main styles of leadership -- transactional and transformational. Each of these leadership styles has benefits and drawbacks, meaning that the appropriateness of the style will be dependent on the situation of the company… [read more]

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

… Leadership Movie

Organizational Leadership According to 12 Angry Men

Organizational theory and academic business discourse examine, amongst a host of other key organizational principles, the formal idea that leadership is an essential part of effective management, or, for that matter,… [read more]

Transformational Leadership and Change Management in Healthcare Essay

… Leadership is said to be effective if it helps a company or entity to achieve its goals and realize outcomes that are consistent with the majority. Overall, the qualities necessary to make leadership effective even in a hospital setting has… [read more]

Primal Leadership Text Book Review

… Primal Leadership Text

Six types of leadership: Precis of Primal Leadership

In their management primer Primal Leadership, the authors Daniel Goleman, Richard Boyatzis and Annie McKee identify six different leadership styles that they believe characterize the way authority functions within a variety of organizations, and the appropriate role of management during different stages of an organization's history.

The visionary leader

This leader is most effective when setting a long-term mission and purpose for an organization. A visionary leader inspires respect with his or her great charisma, but is most effective when marshalling the support of individuals who really believe in his or her vision already. An example of a visionary leader might be the executive of Whole Foods, leading an organic, green revolution: many people already believe in the goals of sustainability being put into action when joining such a politically-motivated group. This leader is not focused on solving technical problems, but upon creating something truly new in the organizational landscape and is often the organization's founder during its early years.

The coaching leader

The coaching leader is people-focused, and urges individuals to meet personal goals in the service of the organization. Because of a coach's individualistic focus, a coaching leadership style very one-on-one in its approach, and fairly short-term in focus. Improving specific business areas, such as customer service at Comcast, are well-suited to this style. This style requires a certain amount of 'buy-in' from workers, and is useful in bolstering organizational morale in a cohesive organization that simply needs some fine tuning.

The affiliative leader

The affiliative leader focuses on creating harmony and ties between workers. Affiliative leadership can be a useful approach when an organization has just undergone a dramatic, wrenching change, such as being the focus of a lawsuit or a new merger. Affiliative leaders use trust-building and bridge-building to create a community. This type of style is not conducive to growth and expansion, but affiliative approaches are necessary at times, such… [read more]

Managerial Leadership Essay

… Managerial Leadership:

The process of social influence in which someone can procure the aid and support of others in the achievement of a common task is leadership. Leadership definitions that are more inclusive of followers also exist. For instance, leadership… [read more]

Leading and Influencing Others Transformational vs. Charismatic Leadership Research Paper

… Transformational vs. Charismatic Leadership


Leading and Influencing Others:

Transformational vs. Charismatic Leadership

This paper discusses the qualities of great leaders, and examine specifically the characteristics of transformational leaders and charismatic leaders. There are various leadership styles, which may be… [read more]

Personal Leadership Beliefs: Overview Leadership: Current Knowledge Assessment

… ¶ … Personal leadership beliefs: Overview

Leadership: current knowledge

Teamwork is an essential aspect of optimizing organizational performance. According to the Keirsey Temperament test, I have an intuitive ability to facilitate teamwork and create a team atmosphere that can optimize… [read more]

Leadership in Organizations Essay

… Leadership

There are several types of variables in Yukl's multiple linkage model of leadership. These are managerial behaviors, intervening variables, criterion variables and situational variables. There are six intervening variables -- subordinate effort, role clarity and task skills, organization of… [read more]

Leadership the Word 'Leadership' Means Different Things Essay

… Leadership

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

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

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

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

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