The Evolution of Leadership and Its Organizational Impact

The Evolution Of Leadership And Organizational Impact
Leadership History: The Evolution of Leadership and Organizational Impact
Keywords: Leader, leadership, organizational impact, organizational performance
Introduction
The common denominator, according to Stone and Patterson (2005), shared by biblical patriots, Greek heroes Egyptian rulers is leadership; regardless
of its influence, their lessons and philosophies continue to contribute to leadership today. This paper will present the definition of leadership that
provides a framework for exploring leadership theories in this paper, and the subsequent impact on individual and organizational performance, while
providing recommendations for future exploration of global expansion.
Leadership Definition Leadership is comprised of three components: (1) a bi–directional process during which a transaction occurs between the leader
and the follower; (2) influence, the affect the leader has on followers; and (3) it occurs in groups of individuals focused on achieving a common
objective or task (Northouse, 2013; Lussier & Achua, 2013). Therefore, a concise definition of leadership according to Northouse is, "a process
whereby an individual influences a group of individuals to achieve a common goal" (Northouse, 2013, p. 5). The differentiation between leadership and
management is the former establishes direction, aligns people, provides motivation and inspiration (Northouse, 2013). Influence, when coupled with
power provides a moving force. While permeating all aspects of human
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Organizational Leadership and Change Essay
Organizational Leadership and Change
Management and leadership are viewed as two different perspectives in the business environment. As described by Dr. Warren Bennis 'Managers are
people who do things right, while leaders are people who do the right thing', this means that managers do things by the set rules and follow company
policy, while leaders follow their own intuition, which may in turn be of more benefit to the company.
Reviewing this chapter as whole, I noticed that there is no fixed approach mentioned towards a leadership style, rather it suggests that range of different
leadership style must be adapted based on the situation. Furthermore, I found out that this chapter lacked some useful information which should have
been ... Show more content on Helpwriting.net ...
Certainly, there are several reasons why people don't like to undergo a change situation. Firstly, some people are more concerned about the implications
of change to themselves rather than thinking of the benefits it could bring for the company for example, I feel more comfortable working where there
is more interaction with customers rather than working inside the office. Secondly, it somewhat also depends on the individual's level of tolerance to
change; some people feel more secured and satisfied with current working environment. Furthermore, there might be inadequate information about the
benefits a change can bring in to them and the organization. Therefore employees are usually hesitant of undergoing a change situation. However,
chapter 6 of Organizational Change looks into how we can minimise resistance to change in an organization which is described as Kotter's theory.
Kotter suggested six strategies for overcoming resistance to change:
1: Increase urgency – motivate and inspire people to move, make objectives real and appealing for them. This is most important factor because without
creating an urgency, you cannot motivate your employees and the desired goal cannot be met.
2: Build the guiding team – building a group of dedicated supporters to create necessity and desire for

Leadership Styles May Affect Organizational Leadership
An effective leader influences followers in a manner to achieve desired goals. Different leadership styles may affect organizational leadership is a
stronger predictor of performance is influenced by a competitive and innovative culture. Organizational Culture is influenced by leadership style and
consequently, leadership style affects organizational performance. Nearly every business that people engage in requires some organizational leadership
to ensure that things go smoothly. Sometimes people clamor for that position while others shrink away from it because they are uncertain of their own
abilities. There are many different ways to approach leadership when you've been placed in charge.
The leader–Member exchange is one such theory to ... Show more content on Helpwriting.net ...
A leader is most effective when this communication has respect, and trust. There is one criticism of this theory based on fairness. Because of the
dynamics of in and out groups, all group members won't receive the same attention from the leader.
One of those ways is situational leadership, a theory first proposed by Paul Hersey and Ken Blanchard in the "Training and Development Journal" in
1969. They viewed traditional leadership as one side no longer fits every situation. Situational leadership his was designed to address the dilemma of
matching managers to proper job based on maturity and leadership skills. Blanchard and Hersey theorized that various situations called for different
types of leadership. In order to be successful, a leader has to be able to adapt to those different situations (Northouse, p.99). Situational leadership has
four leadership styles that help influence the subordinates. A leaders decisions are based on the ability and motivation of his or her subordinates,
ranging from highly motivated and hi skill to low motivation and low skill. The graph below demonstrates this.
None of the styles is considered to be optimal. In order for leaders to be effective, they must be able to adapt and be flexible depending on each
situation that arrises.
Situational leadership has several strengths and weaknesses.
Path Goal theory states that a good

Leadership And Culture Of The Field Of Organizational...
Leadership and Culture
Ethical Leadership According to research theories in the field of organizational leadership, "powerful leaders can have substantial impact on the lives
of followers and the fate of an organization" (Yukl, 2006, p.340). Nevertheless, Heifetz (1994) points out, "there is no ethically neutral ground for
theories of leadership, because they always involve values and implicit assumptions about proper forms of influence.
The complexity of issues surrounding ethical and unethical leadership influences, are determining by the criteria utilized by leaders among members.
Emphasized in theories of ethical leadership is behavior approaches of several identifying leaders: (1) servant leadership, (2) spiritual leadership, and
(3) authentic leadership. Servant Leadership
Several scholars argue about the fundamental concept of servant leadership. Blanchard & Hodges (2005), argue that leaders must first overcome their
ego's desire to be served and learn to focus on serving others. Leaders who are self–centered, and sell– focused, cannot promote effective leadership
with others. Hunter (2004), argues that leadership is a skill that is learned by first developing a character that is based on moral maturity and
commitment to doing the right thing. As stated by Yukl (2006, p.357), servant leadership theory explains why the primary concern of leaders should be
to nurture, develop, and protect followers. The direct link to servant leadership lies within the biblical

Leadership Theory And Organizational Culture
Abstract
The role of leadership has evolved over the years. Early leadership theories focused on the characteristics of the leader and have shifted to focus on the
leader's behavior, skills and style. Emerging leadership theories continued to shift focus to team leadership and subordinate motivation. Organizational
culture is exists in all organizations and influences the work environment. Researchers have studied leadership and organizational culture individually;
however there have been less focus on gaining an understanding of the relationship leadership and organizational culture.
In this paper, I will explore various leadership theories and relationship with organization culture. I will also reflect on the type of leadership style that
promotes a positive organizational culture.
Introduction
Leaders set the tone for the organization while Organizational culture sets the values that influence the work environment. There needs to be some
clarity on whether leadership influences organizational culture or does organizational culture influence leadership. In order to understand the
relationship between leadership and organizational culture, we must first define them.
Leadership defined
Leadership is a process whereby an individual influences a group of individuals to achieve a common goal. (Northouse, 2013). Leadership involves
establishing clear visions, communicating the vision to followers, and developing strategies to achieve those goals. Leaders are

Situational Leadership Theory And Organizational Leadership
Situational Leadership Theory and Organizational Leadership
Dwight D. Eisenhower said, "Leadership is the art of getting someone else to do something you want done because he wants to do it." Leadership is
the art of directing others in the pursuit of reaching a common goal or desired outcome. At the most essential level, a leader is a person who inspires,
encourages and directs others toward fixed goals. Great leaders are able to motivate their team through the coaching, establishment, and setting of
goals, providing and receiving feedback and by offering them ongoing support. Although leaders set the team's course, by using proper managerial
skills, they are able to effortlessly and efficiently direct their staff to their objective. ... Show more content on Helpwriting.net ...
7). Leaders may choose one or more of several leadership models to help them address the strategies they may need to help them make proper decisions.
Developed by Paul Hersey and Ken Blanchard, the situational leadership model, also known as the life cycle theory of leadership, dictates that there
is no lone best style of leadership, and that leadership should be tailored to the skills, abilities, and occupational maturity of the individual employee.
Based on this theory, the most effectual leaders are those that are capable of looking at a task or situation, take cues or other factors from it that may be
a factor in completing the job, and then adapt their style of leadership to fit the situation. The authors focus on three leadership models that address
contingency factors – situational leadership theory, contingency theory, and path–goal theory.
Situational leadership theory is just what it sounds like, leadership that changes depending on the current situation. Per Hersey and Blanchard (1977),
this behavior integrates a leader's supportive and directive behaviors. Hershey and Blanchard go on to suggest the following leadership styles that may
be adapted based on an employee's personality: directive (telling), coaching (selling), supportive (participative), and delegating (leader) styles of
leadership. Depending on the employee, a manager can adopt one of these styles.
For the unmotivated, unskilled employee, the

Situational Leadership Theory And Organizational Leadership
Situational Leadership Theory and Organizational Leadership
Why are some employees happier and more satisfied with their work environment than others? Why are some teams within the same organization more
productive than others? How can you get subordinates to trust your decisions, readily cooperate with others and follow your lead? The answer to these
questions boils down to one thing; effective leadership. For our purpose, effective leadership can be defined as the art of influencing individuals and
groups to accomplish the goals and objectives of the organization (Plunkett, Allan, and Attner, 2013). Effective leadership has a direct impact on the
motivation, or lack thereof, of employees and how they interact with others within the organization. Followers will also act in ways that reflect their
leaders example, whether it is positive or negative. It is obvious that the leadership culture within our organization is ineffective and employee
productivity and morale has slipped to unacceptable levels. Because of our current situation, the following information is presented to you, as
managers and supervisors, as a guide to help you become a more effective leader. There are many theories on how best to lead and motivate
employees, however, for our purposes, we will concentrate our study and efforts on the situational leadership theories.
Situational Leadership Theory and The Leadership Culture
One of the ways we can improve our leadership skills is through the study

The Organizational Leadership Of The University Of Charleston
There are many positions in life, personal, professional, spiritual, and so on that asks us to have a particular stance or belief. These positions will
change over time and are often quiet fluid in nature. The mission of the University of Charleston (University Of Charleston About Us, 2015) is to
educate and enrich students to conform their current and future lifestyles. The Organizational Leadership (OL) program I started in 2011 has revealed to
me the various complexities associated with change. My development in the organizational leadership curriculum has opened my eyes to areas that
have helped me relate to others. Introduction of the adult learner, the explanation of psychological, personality development, the study of different
types of leadership and their styles for certain positions. The organization and process to be successful in every environment are studied in the field
beginning with having a vision, to communication in an enterprise and cross–cultural boundaries with interventions to conform structure.
The impact from learning about interpersonal skills and leadership has engaged my citizenship at work and in my personal life as well. Leaders must
have a solid understanding of how their emotions and actions affect the people around them, especially with the many challenges and opportunities that
arise when working with others (Philips, 2012). The better a person relates and works with people the more successful he or she will be. The
characteristics

Organizational Culture And Leadership : An Organization
Favian Ramirez
MGT 105
Professor Call
Organizational Culture and Leadership Organizational culture and leadership both affect every day working lives, even if you notice it or not. There is
no single definition for organizational culture but the concept consists of socially developed rules of conduct that are shared by members of an
organization. Some researchers believe that many traits of an organization's culture are so vague and general that even the members of the organization
cannot accurately describe them. The reason for culture is to offer members with a sense of identity and to create a commitment to the beliefs and
values of an organization. An understanding of organizational culture is crucial to building effective organizations since an organization's culture affects
the entire organization. Organizational leadership is a management approach that works towards what is best for individuals and what is best for a
group as a whole. The attitude and a work ethic of a leader empowers an individual in any role to lead from any part of an organization. A leader 's
success in business depends upon understanding organizational culture. Organizational culture defines leadership and to understand one's leadership
you will have to understand one's culture. Cultures comes from three sources: beliefs, values and assumptions of founders; learning experience of
group members; and new beliefs brought in by new members/leaders. The first one is the most important. Leadership is

The Leadership Of The Organizational Leadership
The organizational leadership drivers have been historically and predominantly filled with male leaders. Determined factors, however fictitious, in
writing, as well as perceived by organizational Chief Executive Officers (CEOs), Chief Financial Officers (CFOs), shareholders, Owners, and
employees, female leaders were viewed through the stereotypical categories that included limitations. Moreover, gender discriminating society
professes the positions for men and women would not be compensated equally. Correlating differences in gender leadership is not as fictional as it may
appear. The discovery of a biochemical distinction between the genders may bring some credibility to the historical insights. While men do have
higher levels of testosterone and women have higher levels of oxytocin, men and women behaviors are directly affected in speaking up and in
connectedness (Moskowitz, 2015). Merit to these perceptions may be in question. Even though women have been exceedingly surpassing males in
scholastic academics, researchers persistently dispute the differences in leadership abilities and capabilities. The majority of investigators believe the
important differences in genders leadership are derived from the differences in power, status, and additional influences related to the gender over the
educational level. Mindful that gender discrimination has extensively occurred which resulted in men being linked to leadership traits; this has implied
men have greater

Personality And Organizational Leadership Tests
Each individual possesses his or her own unique set of skills and behaviors which influence interaction within an organization. Strengths,
weaknesses, priorities, and values all may come into play when defining how we do our jobs and what we seek to fulfill us in our careers.Through
the course of this paper, I will analyze the results of a number of personality and organizational leadership tests, and report how they apply to my
actions and viewpoints within the workplace. I describe my discovery that each day should be an opportunity to learn new aspects of ourselves and
grow to be the best for individuals and humble servants possible. Where I believe we are only human, imperfect and selfish, our ambitions should
always flourish to emulate the devotion and love that Christ holds for His people. With the perfect model before us, our guidelines to behavior within
an organization may be based in morality, fortitude, benevolence and strength. Very good Step 1: Self
–Assessment Using a number of self–assessment
tests I was engaged to gauge my opinions, preferences, emotions, and other criteria dealing with organizational behavior. Where some questions
seemed repetitive and blatantly negative, I was able to make a number of realizations regarding myself in an organizational framework. What follows
is my attempt to relay and stratify this knowledge of my personal discoveries from the self–assessment tests I completed. "Good introductory paragraph
What About Me?

Personal Leadership Philosophy Of Organizational Leadership
Personal Leadership Philosophy
Participating in the course Foundations of Organizational Leadership presented many opportunities to enhance and enrich my perspective on
leadership as well as develop my own unique leadership philosophy. By observing the theories, models and cases presented in Northouse, Kouzes and
Posner textbooks, I was able to learn through the experience of others what a true leader should represent. While considering the strengths and
weaknesses of each theory, I am able to implement a leadership style with an effective approach tailored to many different types of learners. In
addition, witnessing both the triumphs and failures of various businesses and leadership styles, helped me confirm my personal stance and aspirations
towards becoming a leader. By implementing what I have learned from the course and textbooks, I will address in this paper what specific leadership
theories, styles and models have contributed to forming my own leadership philosophy. In addition, I will also define the values, qualities, strengths and
weaknesses and ethical considerations that pertain to my stance on leadership. By integrating a faith based approach as the foundation of my leadership
style, I hope to implement my new philosophy into my current and future career path.
Leadership Defined
First we must understand and define what leadership is in order to grasp the concepts that contribute to forming leadership styles and philosophies.
Leadership is a combination of

Organizational Culture And Leadership Effectiveness
The military has always thrived on leadership; it has been the core of this organization and the foundation that sustains it. Studies on organizational
culture and leadership effectiveness have continued to gain popularity in recent years. Wong (2003) stated that long before leadership became a topic
of discussion in the corporate, academic, or even public realm, militaries have been enamored by leadership. Leadership in the military has always
been held in high regard. A leader is anyone who by virtue of assumed role or assigned responsibility inspires and influences people to accomplish
organizational goals Yet, in recent years, an ever increasing style of leadership has emerged; toxic leadership. With military officials gaining negative
attention, the Armed Forces determined that there needed to be an army–wide removal of toxic leaders and implementation of training that focuses on
a new leadership style; effective leadership.
Toxic leadership is defined as a leader who is destructive or harmful in nature, and has only concern for personal interest. Toxic leadership is an ever
increasing issue that has affected the U.S. Armed Forces as well as many institutions of higher education and other organizations. . Toxic leadership
may be considered a form of oppression since it entails unjust treatment, cruelty (to an extent), and mental pressure or distress. In order to capture the
complexity of toxic leadership focus should be placed on personality traits such as narcissism

Organizational Leadership Essay
As technology accelerates the speed of change, shortens product life cycles, and increases competition, companies have struggled to keep pace, remain
relevant, and develop sustainable competitive advantages. As a result, companies have come to the conclusion that maximizing the contributions of
their human capital must be a critical component of their strategy to acquire and sustain a competitive advantage in today's global marketplace (Lyte,
2016). Therefore, in an effort to increase employee engagement and maximize employee contributions to the organization group projects, virtual teams,
self directed learning, and employee autonomy has become more prevalent and a handful of innovative and daring companies have elected to dismantle
the... Show more content on Helpwriting.net ...
Moreover, these organizations experience 60% fewer product defects and workplace accidents and their heath care expenditures are 50% lower than
organizations with a disengaged employee base (Seppala & Cameron, 2015). Subsequently, companies with an engaged employee base produce an
earnings per share 147% higher than their competitors (Sorenson, 2013). As a result, the Gallup organizations has concluded, "the impact of the
manager is one of the most robust insights Gallup has ever discovered" and "are among the most important drivers of long–term organizational
success" (Rigoni & Nelson, 2016).
Nevertheless, locating or developing leaders that can elicit and sustain high levels of engagement from employees is challenging to say the least and
the impact of failing to select or develop effective leaders can have catastrophic impacts to an organization. As a result, given this challenge, along with
the complex and rapidly changing nature of the global marketplace, some cutting edge business leaders have surmised the traditional hierarchical
organizational leadership structure can no longer sufficiently engage employees in a manner that enables organizations to keep pace with the speed of
change. Consequently, several prominent organizations, such as, Zappos, Morning Star, and W.L. Gore, have elected to deconstruct the traditional
leadership hierarchy, eliminate leadership positions,

Organizational Culture And Leadership Of A Team
Every working individual adhere to vison or a cognitive norm of Organizational culture and holds some positive or a negative opinion about their
leader. The organizational culture and role of a leader in a team go hand in hand to accomplish the goal of the organization and extract the potential of
every employee in that organization. Therefore, it is essential for an organization of any size to have a positive organizational culture and select team
leaders that can lead its employees. In a general sense of a corporate organization, a team–leader is the person to whom everyone in your team reports
to and takes guidelines on how to perform their job. The achievement of the goal of any organization depends on the effectiveness of role that
particular leader plays, how he manages his team and most essentially how the leader influences their member to achieve the goals of the
company. However, a leader can come in any walk of life, be it in a NGO who is working towards preservation of environment, elected official in
political circle, or a quarterback who can choreograph the team to victory. And a sign of great team leadership, is the role the leader plays by
envisioning out of the box solutions and influencing great results from his team. Time and again, research into the effectiveness of role of leadership
has proved that leaders are and essential factor in the dynamics of company and play a critical role in the success and fortunes of any organization.
Take the current

Direct Leadership Vs Organizational Leadership Essay
Direct Leadership versus Organizational Leadership Independent of the Army and country you serve, leadership is always an important subject. There
are many civilian books and military manuals talking about leadership. The United States Army divides the subject leadership in three levels. These
levels are Direct Leadership, Organizational Leadership, and Strategic Leadership. In this paper, the focus will be only about the first two levels.
According with you rank, you will work more in one of these levels. Because of that, most part of time there is not much interaction between
higher–level leaders and lower level leaders. Despite the limited interaction between higher level leaders like Brigade commanders with the lower
level leader like company commander it's not affect a satisfactory mission accomplishment. Every single soldier has a role in the Army. Hierarchy is
the Army's capstone. These way lower level commanders like company commanders, platoon commander, platoon sergeants are in charge to develop
the Direct Leadership. Direct Leaders use the face–to–face contact with those under their orders. They are responsible for develop the basic skills in...
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They are in charge to develop another kind of leadership named Organizational Leadership. It consists of maintain critical skill, resourcing, and
predicting second and 3rd order effects. It means that that different of direct leaders they do not need to concern about little details like if a soldier
knows how to clean his rifle. Instead of this, they need a comprehensive vision of the all events. They must work to provide the conditions that a
soldier receive a good rifle. To teach him how to use it is not their role. Consequently is more removed from the day–to–day actions. They pass their
intents to the staff whose using the chain of command will do this information arrive at the "end of

Organizational Behavior, Leadership, And Leadership
In any organization, it's extremely important for the people in leadership roles to possess a strong leadership role. According to the text
Organizational Behavior, "leadership is the process of developing ideas and a vision, living by values that support those ideas and that vision, and
influencing others to embrace them in their own behaviors, and making hard decisions about humans and other resources" (Hellriegel & Slocum,
2011). Regardless of what type of leader an individual is, their main goal is to lead an organization's employees to the desired goal. Each leader is
different, and may approach how they get employees to achieve the organization's goals in a number of different manners. Three extremely popular
leadership styles that are found in organizations around the globe are Transactional, Transformational, and Authentic leadership. "Transactional
leadership focuses on results, conforms to the existing structure of an organization and measures success according to that organization's system of
rewards and penalties" (online.stu.edu). In an organization a transactional leader will attempt to improve employee performance by motivating their
employees to achieve goals through reward based performance. So an employee who is performing at a high level will be rewarded, while the
employee exhibiting poor performance will be punished accordingly. There are both benefits and drawbacks to a leader using the transactional
leadership style. One of the most

Leadership and Organizational Behavior
"Never doubt that a small group of thoughtful committed people can change the world. Indeed. It is the only thing that ever has."
Margaret Mead
In the past 25 years, the concept of organizational culture has gained wide recognition as a way to understand human systems.
The culture of a group can now be defined as: A pattern of shared basic assumptions that the group learned as it solved its problems of external
adaptation and internal integration, that has worked well enough to be considered valid and therefore, to be taught to new members as the correct way
to perceive, think, and feel in relation to those problems. В№ (Schein 373–374)
Introduction
During more than 4 years I was working for 3 different non–profit organizations in ... Show more content on Helpwriting.net ...
The most important outcome of entire company operation is scientific publications and statistical reports. Thus, the quality of data collection and
statistical analysis is essential. In order to achieve the excellence, employees require to be innovative, good team players and detail oriented.
Following the OCI classification, I tend to categorize the CDBMP as "A Learning organizationВ… the organization that emphasizes improvement and
system–wide approach to quality" ВІ. In addition, in terms of Organizational Level this company can be classified as an Inter–unit coordination type of
organization.
Overall, I agree with the result of OCI test. I remember John Harrison 's (the director of CBDMP) famous saying was В‘Family is the first priority and
work is the second '.
I gave this example as an illustration of the CBDMP humanistic propensity.
According to OCI, in organizations with constructive style people encourage to work toward the satisfaction of whole company as well as each
employee 's needs. This statement fits well into CBDMP culture: the company was always very supportive to all employees in their professional
development and training. I personally had about six company paid trainings.
It was interesting to compare the CBDMP profile to the "Typical Ideal Culture Profile", offered by OCI. (Figure 5) It looks like my company is highly
over scored in the Affiliative and Competitive parts. In the contrary, in the Achievement and Perfectionistic styles it

The Leadership Theory Of Organizational Needs
As previously mentioned, it is important that organizational needs are met by ensuring that leaders have the right skills, while also having a foundation
of a specific leadership theory to drive the daily functions of the organization. As important as these aspects are, it is even more important that leaders
take the time to evaluate their leadership style and philosophy to ensure that they remain effective and efficient in their work. Fisher (2009) notes that
it is important to recognize the type of leadership that is most effective with staff, so that it can be applied accordingly. By taking the time to
self–evaluate, it will allow for self–reflection on one's own philosophies and the ability to grow as a leader in their areas of weakness and enhance the
areas that are the strongest. As a social work leader working within the nonprofit public management side of a HSO, it is important that I take the time
to self–evaluate myself and the philosophies that I adhere to in my daily work. As a Quality Improvement Manager, there are several philosophies
that I follow to ensure that my actions and behaviors are trustworthy, genuine, and supportive in nature. As a social worker, I abide and follow the
values and philosophies of the National Association of Social Workers. I ensure that my daily tasks are done in an ethical manner to guarantee that the
primary goal of enhancing an individual's well–being is met (NASW, 2008). Next, I have always kept an open–door policy with all

Gonzaga Organizational Leadership
Leadership is not synonymous with management. This statement is what brought me to the Gonzaga Organizational Leadership program and is
considered the heart of my statement of purpose for acceptance into this program. I am a nine–year Staff Sergeant in the U.S. Army. I am proud of my
time on active duty, but have often felt that I have not done my job as a leader correctly.
The Army is the best and worst places to learn and employ leadership! A 19–year–old, fresh out of high school can gain leadership experience over the
course of his or her career in the Army. This is an opportunity that very few can say in the civilian world. Yet, many young Soldiers fail or are not
providing the proper leadership to influence their lives and the lives

Organizational Leadership Analysis
The most communicated organizational need in the global business environment is organizational leadership. Today, more than nine hundred
universities and colleges exist to train, teach, and educate those who wish to become leaders in the specific topics of organizational leadership.
Moreover, publications that inform benchmarks, best practices, and basic leadership concepts are becoming must read material in the global
organization. Even though leadership may be defined in many different ways, the substance of the definition is similar. Leadership has been said to be
a trait, an ability, skill, behavior, and relationship (Leadership & New Leadership Styles, 2016). No matter what leadership is to the individual,
leadership is needed and ... Show more content on Helpwriting.net ...
Additionally, leadership traits may be altered by success when internalized by men and women in moving an organization toward success. In any event,
leadership traits may be categorized into the most common, and likable leadership titles. These titles include: (1) Spiritual; (2) Servant; (3)
Transformational; (4) Authentic; and (5) Transactional. Depending upon the organization, the culture, and the organizational environment, the
leadership style needed or desired to move the business to success is a critical decision. Organizations that lack leadership or lack the appropriate
motivational leadership tools will have difficulties in the global competition. Recognizing the lack of leadership abilities may prevent organizational
failure, unwanted staff turnover, organizational conflicts, reduced productivity, and undesirable legal encounters.
Discussion
Using two distinctly different approaches in quantifiable research, one may compare and contrast qualitative and quantitative leadership styles. By
means of two measured studies, the one most distinguish and one least advantageous leadership style may be determined. These studies may also be
used to predict the most productive leadership style for organizational growth. Additionally, determine which leadership styles may be ruled out, or not
used, due to lacking leadership traits. What ever the outcome, this study begins with the quantitative leadership styles.
Quantitative

Organizational Management, Leadership, And Leadership
Introduction The group submission for this week is a summary of five topics from Resilient Leaders that relate to Organizational Management and
Leadership. The narrative concludes with three scriptures that group four feels sum up the responsibilities of a leader.
Five Topics The five topics that group four chose from Resilient Leaders that relate to OrganizationalManagement and Leadership are selfless service,
integrity, leading by example, vision, and traits of wise leadership.
Selfless Service. Dees (2013) stated, "resilient leadership is selfless service over time from a platform of character and competence." Selfless service
(servant leadership) is an important concept to Organization Management and Leadership. Selfless service is the foundation of servant leadership.
Selfless service is one of the most important traits of a good leader. For an organization to thrive, it is important for a leader to serve their followers
and place their needs before his needs. Servant leadership has a profound impact on employee empowerment by fostering an environment of empathy,
awareness, healing, listening, stewardship and community awareness (Murari & Gupta, 2012). A selfless service leader can have mediating effects on
both public service motivation and corporate social responsibility that assist the organization from both a community and goal attainment perspective
(Tuan, 2016). Selfless service is "serving others without regard for self" (Dees, 2013). Naturally,

The Importance Of Intelligence And Organizational Leadership
Introduction
Cybercriminals have been increasingly engaging in online attacks exploiting organization's vulnerabilities and deficiencies (Bhattacharya, 2011).
Among the organizational factors that are necessary to combat cybercrime and other problems related to information security, leadership is one of the
most important (Bhattacharya, 2011; Kwon, et al., 2013). Indeed, not only does effective leadership enable the organization to appropriately defend
itself against, and respond to, cybercrime through the appropriate use of information security strategies, an excellent leader also ensures regulatory
compliance and the development of an effective monitoring plan to reduce information security risks (Kwon, et al., 2013). At the other end of the
spectrum, ineffective leadership leads to passive or reactive measures against cybercrime that, in turn, can place the organization at risk of information
security related damage and losses (Gupta and Hammond, 2005).
This mini proposal presents a body of research that will make a contribution to emotional intelligence and organizational leadership in the information
security age. It presents the steps taken to select the participants, how the data will be analyzed into themes. The mini proposal will also present
methods, techniques and the tasks are used to capture the data. It also discusses a series of studies that provide an empirical evaluation of particular
cybercrime events, and uses the experimental results to begin

Organizational Leadership Course Analysis
The Organizational course at Concordia University–Portland successfully helps individuals internalize the concepts related to organizational
development while guiding one make ethical and moral decisions as a leader. Through completion of this course, one will come to the realization
that being a successful leader occurs through acquisition of certain traits. Individuals that are not fully equipped to successfully lead cannot expect to
lead effectively. Fullan (2011) lists the seven qualities of change leaders in his book as; someone who actively participates, is resolute, who
motivates, collaborates, a learner, uses data correctly, and keeps it simple. All those qualities are important in being an effective leader, however
possessing all of those qualities requires one to be a leader who practices different leadership styles. As a rising leader it is ones' duty to make sure that
their team feels supported by them. "The effective change leader actively participates as a learner in helping the organization improve." (Fullan, 2011)
... Show more content on Helpwriting.net ...
Leading by example is a quality of successful and effective leaders. To ensure that one's team flourishes in all aspects one must be willing to be an
exemplar model. Ensuring that a team knows that their participation, views and opinions are important is a way to keep morale high. Fullan (2011)
establishes that leaders should continuously elicit the ideas of outside sources to improve situations.
A leader must be aware that their leadership decisions will affect those who they meet and lead daily. When an individual makes decisions that can
ultimately affect me and/or the people around them one should attempt to ethically rationalize their decisions. It takes a group of individuals to share
their notions with me so that I can assist in bringing those ideas to

Leadership Models And Organizational Culture
Leadership Models & Organizational Culture
Cornelius Cash
Grand Canyon University
LDR804–Leading across Cultures
September 7, 2016
Ethical Leadership Models
Leaders that demonstrate a commitment to behaving in an ethical manner are viewed as trustworthy and subordinates gravitate toward them. Ethical
leaders have a foundational belief in honesty and trustworthiness and disseminating these principles throughout the organization. This paper will
present ethical leadership models as tools for merging diverse cultures into the existing organizational culture. An overview of which leadership
models, styles, and traits are most commonly accepted as ethical across the greatest array of social cultures will be discussed. The paper will
culminate with a selection of a particular leadership model as a tool for shaping organizational culture and the rationale for selecting that model.
Authentic leadership Leaders who demonstrate authenticity when leading multinational organizations are called authentic leaders (Johansson, Miller
& Hamrin, 2014). Their central premise is to build relationships with subordinates of diverse cultures. Valuing subordinate input and building trust on
ethical principles is the foundation upon which the organization is built. Authentic leadership promotes tolerance and objectivity in building trust and
transparency that bridge the levels of management. Subordinates are allowed to take ownership of their work assignments with enthusiasm knowing

Leadership And Organizational Behavior : An Organization
Leadership and organizational behavior are essential in any organization. In order to achieve goals and high performance, the two must work hand in
hand. There are many types of leadership theories following different characteristics in order to create an effective organization. First, the most
important item to address is the function of leadership. The next aspect is how organizational behavior relates to leadership. Last, is determining which
theory has the characteristics to be particularly effective in both.
According to Investopedia, organizational behavior is the study of the way people interact within groups (2010). Taking what is called the system
approach, or interpreting people organization relationships in terms of the ... Show more content on Helpwriting.net ...
An effective work environment is the sixth key to leadership. Getting things done from people, but also keeping in mind the human relations is leading
instead of managing. Keeping personal contact with the people, listening to their problems, and helping them solve problems are how to effectively
treat the employees. Last, coordination with the people to ensure the work goals are accomplished as well as personal goals. Synchronizing all the
humanitarian and logistics goals should be the primary motive of the leader (MSG, 2015).
With the aforementioned characteristics in mind, the theories and styles of management and leadership are an art to get employees to work together and
perform the organizations goals. Leadership plays an important role to make the subordinates work as a single unit. The five major types of
management styles are autocratic, paternalistic, democratic, laissez–faire, and management by walking around (MSG, 2015). Autocratic style is not
taking into consideration the ideas of others. The subordinates do not have a say in what they do and rely on their bosses to make decisions and tell
them what to do. The bosses create policies based on their decisions without regard to the subordinate's suggestions. Typically in an autocratic style, the
employees lack motivation. Paternalistic style differs from autocratic in that the leaders place more consideration on the wellbeing of the people, not
just the organization.

Organizational Leadership : Leadership And Leadership
Conceptualizing Leadership
Leadership is different in the eyes of each and every individual. What one person considers great leadership may be viewed by another as too
demanding. Ultimately, time, place, situation, and people involved are considered some of the view variables for which type of leadership will be most
effective. Through taking the Gallup Strengths Finder survey, I have been able to cement some of my top strengths and see how they come into play
in my daily life. Learning about strengths and leadership has helped give me answers for why some people act or speak the way they do.
When I took the Conceptualizing Leadership Questionnaire, I found that my scores were all very close together–indicating that I have emphasis in
many of the different types of leadership. I have found that the type of leadership I choose to practice at any given time largely depends on the
situation and the group setting I am in. The emphasis that I received the lowest score on in the questionnaire was trait emphasis. My opinions
scored low on questions such as "people become great leaders because of their traits", "some people are born to be leaders", and "a person needs to
have certain traits to be an effective leader". Although I do partially agree with the idea that some people are born with the traits that hinder good
leadership, I do not agree that only these natural born leaders are effective. There are many different aspects, actions, and types of leadership and the
definition

Organizational Governance And Leadership ( Mgmt20131 )
Organizational governance and leadership (MGMT20131)
Name of the student: Muda Bhargav Kumar
Student ID: s0283016
The following paper is mostly focused on the self–assessment of my organizational governance and leadership ability in keeping with development of
integrated budget and planning system. The entire assessment includes the reflective practice of the leadership skills, research skills, analysis ability as
well as problem solving skills in the practical context. The assessment paper greatly presents an opportunity to review the leadership topics. It reflects
an experience in the leadership context at the time of working at DSS Consultancy. Moreover, the experience is properly analyzed for the
identification of various challenges as well as the competency of the existing ideas. It also evaluates my emotional intelligence with the help of a useful
questionnaire. Also, it also recommends the ways to strengthen the emotional intelligence. It also successfully discusses critique, use along with various
aspects of emotional intelligence. Furthermore, it also compares the leadership experience with the literature. It discusses the probable influence of
literature on my leadership style.
Evaluation of the leadership experience:
I have been assigned to lead the Southwest Region team for developing the integrated budget and planning system for the DSS consulting. At that time,
I have experienced a very impressive experience regarding leading a diverse

Organizational Behavior, Leadership, and Management
Introduction Leadership and management are two different concepts. Management is involved with the operational oversight of employees,
departments, or processes, while leadership is involved with leading the company through organizational changes that are intended to enable the
company to meet its objectives. Leaders are expected to carry themselves in a positive manner to motivate and influence the rest of the organization
positively, because they act as an example to the rest of the employees in the organization. Since leadership is mainly influenced by the behavior,
different leaders apply different strategies to ensure that the objectives of the company have been fully met (Sheahan, 2006). This paper analyzes the
leadership theories and the methods and tools given situations while selecting the appropriate behavior of different leaders in resolving some problems
in the organization. There are a number of theories that can be employed by the leaders in different organization. The first theory is the direct
leadership theory; this is a type of leadership where leaders are mainly concerned with the productivity, the outcomes, and efficiency. The leaders use
the action–and–outcome approach to get the goal achieved. The leader is less concerned in the aspect of creating a rapport between the employees.
This theory can work best organization which is global, since the employees do not directly relate with their leader. The second leadership theory is the
supportive

The Influence of Leadership on Organizational Culture
THE INFLUENCE OF LEADERSHIP ON ORGANIZATIONAL CULTURE
Leadership is a matter of intelligence, trustworthiness, humaneness, courage, and discipline . . . Reliance on intelligence alone results in rebelliousness.
Exercise of humaneness alone results in weakness. Fixation on trust results in folly. Dependence on the strength of courage results in violence.
Excessive discipline and sternness in command result in cruelty. When one has all five virtues together, each appropriate to its function, and then one
can be a leader. – Sun Tzu
1Leadership is and has been described as the "process of social influence in which one person can enlist the aid and support of others in the
accomplishment of a common task"[1]. A definition more... Show more content on Helpwriting.net ...
Furthermore, leaders who plan to implement knowledge management initiatives need to assess the stage of their organizational growth as different
types of cultural transformation mechanisms should deployed in accordance to the different stages of organizational growth.
7.Viitala agreed with Schein's contention on the significant roles played by leadership on the knowledge–supportive organizational culture. She asserted
that leaders are "creators of organizational climate...who make interventions to the community of work are safe and supportive in order to facilitate
learning". She further proposed the term knowledge leadership as the most suitable leadership in knowledge management implementation. Knowledge
leadership is a participative leadership that create climate to promote learning, support learning process at individual and group level and inspires
employees toward continual development. The most important principle is that the knowledge leaders must "lead by example" [7]. Riebera and Sitar
(2003) did not propose any new breed of leadership for the knowledge management but highlighted the imperative roles of leadership in implementation
of knowledge–supportive culture.
8.A research worth highlighting is done by Politis (2001) on the relationship of different types of leaderships to knowledge management. Finding of his
research showed that leadership styles that involve human

Leadership and Organizational Behavior
Leadership and Organizational Behavior Course Project
Ronette C Rudder–Carter – 10415 SW 85th CT, Ocala, FL 34481 Rbb589@hotmail.com / (347) 564–0074
GM591 ON Leadership and Organizational Behavior
Professor Robert Salitore 4/17/11
DaCosta Mannings Inc, is one of a retail environment and I am the customer service manager for the entire operation which has five locations
throughout the island.
I have chosen this organization because when I was hired, they did not have a formal plan in place to enhance and effectively run a customer service
department. Throughout the years they have had tremendous issues with the customer service at the various locations and it had resulted in downward
sales ... Show more content on Helpwriting.net ...
Additionally, a crisis not only brings a great deal of attention, it also generates a great deal of emotional involvement on the part of those associated
with the organization, particularly if the crisis threatens the organization's survival. This increases the potential for either reinforcing the existing
culture, or leading to a change in the culture. Such a crisis can provide an opportunity for a leader to influence the organization's culture in either a
positive or a negative way.
How can the communication aspect between employer and employee be improved?
Communication is what the employees need from their employers. Employees look for organizations where communication and process are transparent.
[1]The model below shows the flow of communication in a systematic format.
[pic]
As defined by the above representational model, there are 3 categories of employees:
A: Who will leave their current employer in 3 years of their employment?
B: Who have a probability of leaving their current employer in next 3 years?
C: Who will stay with their current employer in the next 3 years?

Category A: These are the employees who lack communication with their employers.
Category C: These are the employees who have proper, well–structured communication with their employers.
Communication is also the way to win the employees trust in the organization. Employees trust the employers who are friendly and open to them. This

Organizational Change And Leadership Processes
Organizations are constantly changing; be it through new members, new rules, or new leaders. It is an inevitable part of organizational life. The book
defines the change of organizations through organizational life cycles. Simply put, organization life cycles look at how organizations change through
time due to the internal and external situations that influence the change. When a change occurs within an organization, new rules, leadership styles, and
communication needs to be adopted in order to cope with the change. This paper will explain the concepts of organizational change and leadership
processes by applying it to my own personal experience of being a member and president of UC Santa Barbara's Khmer Student Association, a
student–run cultural club.
The Khmer Student Association, or KSA, is a Southeast Asian–focused cultural organization that focuses on spreading awareness of Cambodian
culture on campus through weekly meetings discussing current events and history related to Cambodia and social events that include game and movie
nights, retreats, and potlucks for members to feel more comfortable. After joining KSA during my first year of college, I transitioned from being a
member, to becoming treasurer, and now president. I have witnessed change in leadership, membership, and dynamics within the club for three years.
During my first year of being a member, the leadership style was carefree and enthusiastic. The co–presidents focused on maintaining new members

Leadership and Organizational Culture Essay
House et al. (2007) discovers that leadership and Organisational culture are closely linked together as leaders influence the culture of their
organisations. Researches talk about a range of leadership definitions but it is not easy to define. (E.g. Western, 2008; Yukl, 2010). However, Cohen
(2009) critically analyses definitions from Dracker (1996), Eisenhower (1969), Northouse (2004) and finally summarised the definition of leadership
constitutes five elements. First of all, ask question to set direction, which means effective leaders need to listen to followers' voice respectfully and
then share the common goals and ideas with them. In addition, leaders need to seek insights and allocate resources optimally; act ethically; allow their
... Show more content on Helpwriting.net ...
Initially, the big five traits contains Surgency, Conscientiousness, Agreeableness, Adjustment and Intellectance. With regard to conscientiousness, it
involves dependability (loyalty) and need for achievement. According to Kellaway (2010), she indicates that Lord Sugar asks his employees for
absolute loyalty. After the interview with him, she turned to his Personal assistant (PA) who commentedAlan Sugar as a polite man instead of bullying
in public views. Then Kellaway supposed she was probably afraid to say so and this may be the only reason why she could still work for him.
Another interview (with BBC Journalist), Alan Sugar acknowledged himself as "got a strong work ethic and dislike people who work him for nothing"
which freshly shows his tough requirements of achievement–oriented. The implication of these traits is positively encourage his followers to make
their efforts to do the right thing in their positions but it will also make them feel a sense of pressure due to they had no chance to show efforts but
results (E.g. in "The Apprentice", candidates will be sentenced by the final achievements rather than what they did during the project). In addition, the
final 14 candidates of "The apprentice" were elected from massive rigorous selection procedures; therefore, apparently, Alan sugar as a boss must have
the same traits as these candidates. For example, one

The Importance Of Organizational Leadership
Throughout the CSU–Global Master's of Science in Organizational Leadership (MSOL) program of study, several aspects of leadership have been
presented as a source of information to better understand leadership functions, practices, challenges, decision–making, and effective communication in
the workplace (CSU–Global, 2017). Organizational leaders should look beyond standard leadership practices and be prepared to address and manage
organizational problems and assess employees' behavior in a multicultural workplace environment (Schein, 2010). This capstone paper will briefly
address leadership skills learned, practiced, and the approach to further develop current individual leadership qualities, to be an effective organizational
leader moving forward.
Leadership Learned
Effective leadership entails exercising the appropriate leadership style and understanding an organization's strategy, people, and the environment. In
today's competitive environment, leaders not only have to understand business and the organizational strategy, they should also know how to
strategically manage people. Effective leaders are cognizant of their leadership strengths and weaknesses, and promote leader–team information
exchange to better understand team members' strengths and weaknesses. An assessment of the team's capabilities, can have a direct impact on the
organization's overall performance (Kunnanatt, 2016). Nonetheless, it has become clear that there is no one size fit all leadership

Organizational Leadership Paper
Organizational Leadership
Description of Organizational Leadership
Organizational leadership is a twofold management style that works towards what is best for employees/ people and what is greatest for the company
or group as a whole at the same time. It is also a mind–set and a work ethic that empowers an individual in any role to lead from the top, middle, or
bottom of an organization (Technologies, 2017).
Key Factors During my research for this paper I learned that there are five key Factors of organizational leadership which are, Worldview, Strength,
communication, ethics and leadership. Worldview is a complex image created from the different ways which people view the world. It is not focused
on identity, political stance, or religious viewpoints, although it does include these (Technologies, 2017). This compiles everything a person thinks
about the world, joining together the real and the indefinable. Worldview can be described by attitudes, opinions, beliefs, and ideas that influence
people. Additionally, organizational leadership requires an understanding of the combined worldview of the organization, which consists of the many
various and sometimes conflicting worldviews of the people within that organization (Technologies, 2017). A great leader is someone who can see the
strength in others and themselves and use those strengths to their advantage, and at the same time work around weaknesses. Strength can be defined as
consistent, near perfect performance in an activity. A person should perform an activity at approximately a 95% rate of... Show more content on
Helpwriting.net ...
Studies have shown that there are six traits that correspond to leadership: intelligence, adjustment, extraversion, conscientiousness, openness to new
experiences and self–efficacy.(*) According to this theory, people that display these traits become leaders in whatever situation they are

The Organizational Structure And Leadership Styles
When working for an organization, there are many variables that will determine how successful the company is. There are also many variables that
can play in the downfall of an organization. The organizational structure and leadership styles are vital to the success of any company. The background
of a leaders values and culture, as well as the culture within an organization, will determine the success of the company itself. It will also determine the
type of interaction and quality of work produced by the employees. Management plays a vital role in determining if the organization will be successful
and prosper. Managers are not only decision makers, but also exercise considerable influence through formal and informal communication, role
modeling, and other powerful means (Nahavandi, Denhardt, Denhardt & Arittiguteta, 2015). There are different leadership styles to consider when
placing a person in a position of leadership. Toxic leadership is a management issue that affects the organizational culture and employees job
satisfaction. This type of toxic leadership exists everywhere, in both the military and civilian sectors of the world. The cultural mindset of these types
of leaders has a lot to do with not being able to attain their self–awareness. This essay will explain the characteristics of a toxic leader, how toxic
leadership is detrimental to the organization, and ways to overcome a toxic leader.
Characteristics of Toxic Leadership Having a position of

Emotional Intelligence And Organizational Leadership
Emotional Intelligence and Organizational Leadership
Various authors have been debating the issue of emotional intelligence and organizational leadership. However, the existing discourse on the matter has
been hampered in terms of limited theoretical applications. Moreover, many analysts have failed to propose effective relationships among constructs,
thus failing to offer any meaningful relationship between emotional intelligence and organizational leadership. Nevertheless, many authors offer a
candid evaluation of the issue in terms of discussing empirical data although few of them create a relationship between organizational leadership and
emotional intelligence. By considering the work of Dabke (2014) for instance, the author is ... Show more content on Helpwriting.net ...
This assertion makes his studies inconsistent. By recommending further study in the analysis of emotional intelligence, the author contracts his
empirical result. The results indicated that participants believe that organizational leaders can use emotional intelligence for recruiting staff. Lack of
theories in this work also makes it deficient. Al Noor's work gives a detailed discussion of leadership styles in relationship to emotional intelligence.
The author decided to consider gender differences in the way leaders manage their organizations. By discussing transactional and leadership styles
about emotional intelligence, this work can illustrate how female leaders score higher when it comes to emotional mentoring (Noor, 2011). The
author's work gives a more meaningful discussion of the relationship between emotional intelligence and organizational leadership. Moreover, he
presents a better theoretical basis for his ideas. He uses contingency theory as well as situational ethics in his analysis. The author is quite consistent in
his analysis and avoids overdependence on empirical data even as he forms his opinion on the issue. Most of the works in this analysis focused on
discussing research findings. The decision of the author to combine empirical research and scholarly review distinguishes his work from others that
discuss the relationship between emotional intelligence and organizational leadership.
The discussion of Zheng, et al. (2015) is broad–based

Questions On Organizational Culture And Leadership
Schein, E (1992). Organizational Culture and Leadership. 2nd ed., San Francisco, CA: Jossey–Bass Edgar Schein outlines those characteristics in
better understanding and assessing the culture and climate of an organization. A lot energy and emphasis is focused on the identification and
application of an organization's guiding principles. Schein suggests that our guiding values and principles are important, but it is in the organizations
structure, culture, action that describes the true character of an organization. He spends time focusing on artifacts, indicators of an organizations true
culture, values and beliefs. When someone better understands an organization, they know that observation is a key to find out their true make up.
This will also lead to finding about some of the reinforcing and extinguishing characteristics of the organization. His book is very applicable when
attempting to better understand the true make up of an organization like the Mississippi Army National Guard. He uses key values that describe the
organization and its makeup. His article is considered valid and reliable. Arthur, J. (2010) Of Good Character Exploration of Virtues and Values in
3–25 Year Olds. Charlottesville, VA: Imprint Academic, Philosophy Documentation Center The focus of the author is to explore the values of
educating leaders in two specific ways. The first way is to provide research results in the area of moral and character value traits. The second way
attempts to

Tactical Leadership vs Organizational Leadership Essay
Tactical Leadership vs Organizational Leadership
Walter Trotter
United States Army Sergeant Major Academy
Class 63
SGM Stephens/MS Walker
August 19, 2012
Tactical Leadership VS Organizational Leadership
There are certain things that you need to know as a leader, I will explain some of the differences facts and opinions about tactical leadership verse
organization leadership. Leadership is not just a word or act that is use only in the military, every organization in the world has some type of leadership
structure from the small business to the biggest cooperation leadership plays an important roles. I will discuss some of the similarities between the
tactical and organizational leadership as it relates to the Army. When we think... Show more content on Helpwriting.net ...
As an effective leader one has to be especially close to their subordinates in order to provide them with the necessary purpose, direction and motivation
to complete their assigned task. The tactical level is usually found at the company or platoon level, this leader is always looking to accomplish the
short term goals in support of the long term mission. Tactical leaders must know how to solve problems quickly and without hesitation, they have more
direct influence over soldiers because they are in the trenches with them. At this stage the leader has to council, correct and led their soldiers through
the direct approach of leadership.
Organization leadership This leadership style is where the leader actually has to plan and synchronize training in order that the small units are able to
produce the tactical into the operational action. At the organization level a leader is not in a traditional leadership position when they are directly in
charge of soldiers. Leaders in this style are the one whom establish section that develop plans and create orders. When a result is achieved at this level
the entire team is responsibility for the outcome. Organizational leaders make decision that affect the long term goal and helps plan the short term
mission for their subordinate units. The tactical and organization leadership styles have some very different level

The Evolution of Leadership and Its Organizational Impact

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