Write a response in 300 words. To my peers’ topic below. RESPOND TO THESE QUESTIONS 1. Though many leadership theories have been proposed and implemented in the last twenty years, have these theories really reshaped organizational behavior (OB) in such a way that employees are excited and ready to help the organization achieve its goals and objectives? 2. Are there newer theories beyond servant leadership, stewardship, or transformational leadership that might reframe employees and even OB? Were theories proposed more than twenty years ago perhaps too futuristic at the time? 3. Power and politics have often been touted as influencing, even shaping, organizational behavior. Discuss how leadership might be used (the style, approach, and essentials) so that power and coercion do not shape employee behavior negatively. 4. How can you reframe employees’ feelings about offshoring jobs to restore trust in leader/managers? · Respond to feedback on your posting and provide feedback to other students on their ideas. · Make sure your writing is clear, concise, and organized; demonstrates ethical scholarship in accurate representation and attribution of sources; and displays accurate spelling, grammar, and punctuation. Collins, L_M4_A1Twenty-First-Century Change Challenges      Implications and Servant Leadership and Transformational Leadership: Power/Coercion employees (followers).  The word follower will be used intermittently throughout this discussion because it is a familiar term in the religious circles. It means the same as employee.  The title Servant Leadership and Transformational Leadership has been promoted as the optimal paradigm for employees especially in various work environments.  Those leaders or managers who are given this title have in some ways utilized the power of the position to influence and reshape organizational behavior to maintain productivity. Sometimes this reshaping has reframed employee feelings about the organization and affects the level of trust in that organization. The title “transformational leader” or “servant leader” has been ascribed to some of the world’s best (worst) leaders: Jesus Christ, Gandhi, Genghis Khan, Mao, and even Hitler.  Interesting enough, the embattled social network guru Mark Zuckerberg has been called a transformational leader. What seems to bind the mentioned formidable and familiar individuals I mentioned above is their ability to inspire and mobilize followers (employees) by motivating them to transcend self-interest and achieve higher-order needs.  The global impact of the leadership theory and how it impacts employee or a follower’s response to organizational behavior is increasingly hard to escape.  Individuals can benefit from cross-cultural research on the topic for example, the Global Leadership and Organizational Behavior Effectiveness (GLOBE) research program studied implicit leadership theories in 62 cultures across the world.  Their findings discovered that attributes of tran.

1. Write a response in 300 words. To my peers’ topic below.
RESPOND TO THESE QUESTIONS
1. Though many leadership theories have been proposed and
implemented in the last twenty years, have these theories really
reshaped organizational behavior (OB) in such a way that
employees are excited and ready to help the organization
achieve its goals and objectives?
2. Are there newer theories beyond servant leadership,
stewardship, or transformational leadership that might reframe
employees and even OB? Were theories proposed more than
twenty years ago perhaps too futuristic at the time?
3. Power and politics have often been touted as influencing,
even shaping, organizational behavior. Discuss how leadership
might be used (the style, approach, and essentials) so that power
and coercion do not shape employee behavior negatively.
4. How can you reframe employees’ feelings about offshoring
jobs to restore trust in leader/managers?
· Respond to feedback on your posting and provide feedback to
other students on their ideas.
· Make sure your writing is clear, concise, and organized;
demonstrates ethical scholarship in accurate representation and
attribution of sources; and displays accurate spelling, grammar,
and punctuation.
Collins, L_M4_A1Twenty-First-Century Change Challenges
Implications and Servant Leadership and Transformational
Leadership: Power/Coercion employees (followers). The word
follower will be used intermittently throughout this discussion
because it is a familiar term in the religious circles. It means

2. the same as employee. The title Servant Leadership and
Transformational Leadership has been promoted as the optimal
paradigm for employees especially in various work
environments. Those leaders or managers who are given this
title have in some ways utilized the power of the position to
influence and reshape organizational behavior to maintain
productivity. Sometimes this reshaping has reframed employee
feelings about the organization and affects the level of trust in
that organization. The title “transformational leader” or
“servant leader” has been ascribed to some of the world’s best
(worst) leaders: Jesus Christ, Gandhi, Genghis Khan, Mao, and
even Hitler. Interesting enough, the embattled social network
guru Mark Zuckerberg has been called a transformational
leader. What seems to bind the mentioned formidable and
familiar individuals I mentioned above is their ability to inspire
and mobilize followers (employees) by motivating them to
transcend self-interest and achieve higher-order needs. The
global impact of the leadership theory and how it impacts
employee or a follower’s response to organizational behavior is
increasingly hard to escape. Individuals can benefit from cross-
cultural research on the topic for example, the Global
Leadership and Organizational Behavior Effectiveness
(GLOBE) research program studied implicit leadership theories
in 62 cultures across the world. Their findings discovered that
attributes of transformational leadership are universally
embraced across cultures (Den Hartog, et al. 1999). James
MacGregor Burns introduced transformational leadership
(Burns, 1978). Transformational Leadership appealed to
employees (followers) self-interest and was built on the
motivated mutual exchange of benefits (e.g. compensation).
Yet, Burns said that transformational leadership holds
“whatever the separate interest persons might hold, they are
presently or potentially united in the pursuit of “higher” goals,
the realization of which is tested by the achievement of
significant change that represents the collective or pooled
interest of leaders and followers (employee) (Burns, 1978, pp

3. 425-426). Although theoretical postulating and empirical
testing of transformational leadership theory and servant
leadership is relatively new, its behaviors and the assumptions
that go along are deeply embedded with societal thinking and
various cultures. The claims of transformational leaders to
activate self and motivate employees (followers) hold potential
I think in the global organizational structure. For sure, it does
in the military setting as we govern the affairs of military and
their families throughout the United States and at least 30
countries overseas where military affairs are warranted. When
employee (followers) become dissatisfied with an organization,
they develop negative behaviors that impede production and
profits. Innovation is an important aspect of growth, success
and organizational profitability. Innovation is one of the only
driving forces for organizational success. Leaders and
managers should commit to retention and strategic support of
employees (Agrawal, 2012). How an organization treats its
employees or followers is a factor that affects performance in
both an on-shore and off-shore job situation. Leaders and
managers with poor attitudes may cause a reduction in employee
performance and if the job is outsourced, the motivation for
productivity is even further negatively exacerbated. Retention
could become a problem for organizations when employees feel
disconnected and leave the job (Kwon, Chung, Roh, Chadwick
& Lawler, 2012).
Write a response in 300 words. To my peers’ topic below.
RESPOND TO THESE QUESTIONS
1. Though many leadership theories have been proposed and
implemented in the last twenty years, have these theories really
reshaped organizational behavior (OB) in such a way that
employees are excited and ready to help the organization
achieve its goals and objectives?

4. 2. Are there newer theories beyond servant leadership,
stewardship, or transformational leadership that might reframe
employees and even OB? Were theories proposed more than
twenty years ago perhaps too futuristic at the time?
3. Power and politics have often been touted as influencing,
even shaping, organizational behavior. Discuss how leadership
might be used (the style, approach, and essentials) so that power
and coercion do not shape employee behavior negatively.
4. How can you reframe employees’ feelings about offshoring
jobs to restore trust in leader/managers?
· Respond to feedback on your posting and provide feedback to
other students on their ideas.
· Make sure your writing is clear, concise, and organized;
demonstrates ethical scholarship in accurate representation and
attribution of sources; and displays accurate spelling, grammar,
and punctuation.
Caroline Bush DISCUSSION
Twenty-first Century Challenges
Individuals who work for an organization must understand
that the organizations can be political arenas. Depending on
who has the power in the organization depends how decisions
are made. Leaders of the organization must be able to influence
and motivate the people in the workforce and put aside any
preconceived ideas as to how politics plays in the decision-
making the process(Valie, 2006).
Politics is the ability to influence others. It is also the
dynamic use of power. Vailie (2006), stated that power is "the
potential to influence other and make things happen." (p9).
Baporikar(2008), stated that the focus of power is placed on the

5. attention between the differences of the individuals and the of
the goals of the organization. Power should have a positive
connotation, however, due to the politics within the
organization power is resented by some members of the group.
The creative actions of the organization and how it influences
change is a definite form of power. It is the leadership style of
the organization that will help influence change within the
group and helps the group understand the politics of the
organization.
Leadership style is one of the essential components for the
success of the organization. Uhl-Bien, Schermerhorn, &
Osborn, (2014), stated that leadership is the power of the
relationship that exists between the leaders and the followers.
It is also the power leaders have to bring about change to
others. Leadership style is transformational, and the leaders can
motivate others to be able to succeed an accomplish a
problematic task. The skills and capabilities the leaders have
made leadership possible(Uhl-Bien et al. (2014).
Chen, & Silverthornes(2005), stated that even though
leadership styles have a direct influence on departments, teams,
and organizations, leaders who want the best results must not
rely on a single leadership style. The leaders must investigate a
leadership style that best matches the readiness, the ability, and
the willingness of the group. It is this matching that allows for
the leaders to keep employees motivated and keep them from
have anxiety about any outsourcing.
Outsourcing allows the organization to focus on the
competencies of their business, gain access to different
capabilities, provide a competitive advantage and reduce
operating cost(Cox, & Pilbauer, 2017). Leaders must
understand that employees will be skeptical about outsourcing.
However, it through the leadership style that will allow the
leader to explain and motivate the employees for the success of
outsourcing.
In conclusion, It is the power of the organization, politics
and leadership style that allows the employees to understand the

6. benefits of outsourcing.