Essay On Leadership Styles

Bill Gates Leadership Style Essay
Introduction
Leadership style is designed according to a pioneer 's behaviors, which is enveloped under
behaviorist theory. Inside of this class, distinctive examples of leadership behavior are watched and
classified as leadership styles. Practicing managers have a tendency to be the most keen on looking
into this specific theory in light of the fact that with it leaders can modify their style taking into
account the convictions, values, inclinations and society of the association they work for. Leadership
can also be conceived as a process where one or more persons influence a group of person to move
in a certain direction. The word leadership has been used in various aspects of human endeavor such
as politics, business, academics and social works. Messick and Krammer(2004) debated about the
degree to which the individual exhibits leadership traits depends not only on his characteristics and
personal abilities but also on the characteristics of the situation and environment in which he finds
himself. Bill Gates was born in 1955, had a love of computers and began programming mainframe
computers when he was 13 years old. The text below will consist of an analysis of the leadership
style of bill gates according to an existing leadership style theory.
Bill Gates Bill Gates developed his own version of the BASIC programming language while
attending Harvard University. He started Microsoft as a partnership with his childhood friend Paul
Allen. Microsoft became an
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Leadership Styles in Professional Nursing Essay
Introduction In healthcare it is very important to have strong leaders, especially in the nursing
profession. A nurse leader typically uses several styles of leadership depending on the situation
presented; this is known as situational leadership. It is important that the professional nurse choose
the right style of leadership for any given situation to ensure their employees are performing at their
highest potential. Depending on which leadership style a nurse leader uses, it can affect staff
retention and the morale of the employees as well as nurse job satisfaction (Azaare & Gross, 2011.)
"Nursing leaders have the responsibility to create and maintain a work environment which not only
promotes positive patient outcomes but also...show more content...
One mistake that new nurse leaders make is that they believe that the only way to get things
accomplished, is to be direct and autocratic (Kerfoot, 2008.) The new leader's fear of failing can
influence them to take on the autocratic role to try and earn respect from their employees. However,
this is not considered to be very effective among staff. When the professional nurse takes on the
autocratic leadership trait and uses it on a daily basis, employees feel micromanaged. When a
manager micromanages their employees they take the risk of lowering morale, and losing good
workers (North, 2011.) Nurses have a lot of autonomy in their profession. They work independently
and take responsibility for their actions. When they become micromanaged by their nurse leader, it
takes away that autonomy and creates a work environment that is very low in morale, and can hurt
the relationship between manager and employee. Often managers are experiencing a substantial
amount of stress from the administration concerning budgets, deadlines, and high performance
issues, but this does not justify micromanaging employees (North, 2011.) It is important to give your
staff some independence; this lets them know you trust their judgment (North, 2011.) A nurse leader
may also change their leadership style depending on if they are dealing with an inexperienced new
graduate nurse, or an experienced veteran nurse.
Another leadership style that is common among nurse leaders is the democratic

Leadership can be defined as the ability to lead a group of people successfully in an organization.
Hall, et al (2008) have mentioned that an effective leader has to be visionary, motivating and
responsible in order to successfully run a business organization. In business the two key leadership
styles, which are widely used in today's corporate world are autocratic leadership and democratic
leadership (Johnson, n.d.). Autocratic leadership may be explained as "a leadership style where the
manager sets objectives, allocates tasks and insists on obedience" (Hall, et al 2008 p.g 401).
Conversely, democratic leadership encourages "participation in decision making" (Hall, et al 2008
p.g 402). Whilst many people would consider autocratic...show more content...
"The leader must be able to explain ideas clearly to employees and understand any feedback they
receive (Hall, et al 2008 p.g 402). Though rate of production with a democratic style of leadership
might be slower than in an autocratic due to low supervision, it could be disputed that workers can
work more freely as there is less stress to perform.
A further aspect of leadership, which can also be believed to have a direct link with communication,
is decision–making. Both leadership styles are similar in the way that ideas need to be stored
before making a business decision. In an autocratic work place "decisions are made independently
with little or no input from the rest of the group" (Riley, 2012 n.p.). However, in a democratic
society "employees have greater involvement in decision making" (Riley, 2012 n.p.). Both these
types of leadership have their benefits and disadvantages with respect to decision–making. In his
research on different types of leadership, Joseph, (n.d.) stated that autocratic leadership style could
be effective in a business environment as decisions can be made quickly without consulting with
workers. According to Cherry, (n.d.) this type of leadership would be advantageous in situations
such as the military where decisions need to be taken quickly. Though quick decision–making can be
beneficial, it could be argued that it can lead to a demotivated workforce. Employees' motivation
decreases

Essay about Participative Leadership Style
Participative Leadership Style In providing leadership guidance to employees with the purpose to
motive and influence employees, I would use the Participative Leadership Style. The Participative
Leadership style addresses the improvements for increasing the productivity of employees as well
as providing satisfactory to the employees. A leader can certainly appreciate the Participative
Leadership Style because it is orientated to empower the employees by encouraging participation in
the decisions process that directly affects the employees. As a manger if I utilize this style I will
have the benefits of building trust with the employees, being able to have open communication with
the employees and promoting job...show more content...
Manger should always remember that the goal of the participative leader ship style is to enhance the
employees' quality of their work life.
Strategies of Participative Leadership According to the research and reading of (Kristi M. Branch,
2002) " Lawler (1993:174–177) emphasized the strategic benefits of participative management, could
be made rapid and flexibly when power is moved to the lowest possible level, and that workers are
empowered and motivated by changes. Overhead costs can be greatly reduced, increasing the
organization's competitive advantage." Strategies and techniques t hat I would use in my leadership
style of Participative Management would be as followed.
1. I would make employees aware of company economics status through information sharing.
2. I would develop opportunities for employees to train and raise their skill levels.
3. I would allow employees to utilize the skills that they have to enhance the changes in the
organization.
4. I would allow employees to make decision on schedule and budgets that concerns them as a group.
5. As a leader, I would put in place an appraisal and Rewards system to the performance and ideals.
6. I would implement power–sharing strategies, through survey feedbacks, or committees that enable
employees to apply their knowledge The Participative Management style strategies and tactics

The Theory Of Leadership Styles Essay
The success of a leader depends on the type of leadership style that he or she uses in a situation.
We can use the metaphor of leaders as farmers. The type of equipment that the farmer uses take to
farm the land and the way that he or she uses the equipment will determine how productive the
effort will be. If the farmer takes an axe to plough the land instead of a plough, well, the result will
be a disaster. That said, there is a time and place for all leadership styles (Rhea Blanken). In the
following paragraphs, we will explain the eight common leadership styles, when to use them, the
impact that each has on an individual, the management, and the organization.
According to Rhea Blanken of the Center for Association Leadership, there are eight common
leadership styles. They are; Charismatic, Innovative, Command and Control, Laissez–Faire, Pace
Setter, Servant, Situational, Transformational
Types of Leadership
Characteristics
When to use them
Impact on Individual
Impact on Management
Impact on Organization
Charismatic
(example, Oprah Winfrey)
Influences others through personality. Very energetic. May seem to believe more in self than in team.
To expand an organization's position in the market place.
To create publicity. To spur others to action. To inspire others.
Individual (such as employees) may feel lost if leader leaves.
Management's success is seen as directly connected to leader's presence.
Organization is usually in the limelight due to the strong personality of

Essay about different types of leadership styles
3. Among the different types of leadership styles, which style would be suitable to a democratic
country like India to become superpower in business? Justify your answer. LEADERSHIP
"The only definition of a leader is someone who has followers." To gain followers requires
influence but doesn't exclude the lack of integrity in achieving this. Indeed, it can be argued that
several of the world's greatest leaders have lacked integrity and have adopted values that would not
be shared by many people today. (Peter Drucker)
Leadership is focused much more on the individual capability of the leader: "Leadership is a function
of knowing yourself, having a vision that is well communicated, building trust among colleagues,
and taking...show more content...
HLL has taken much initiative to meet the challenges in the environment.
* Ashvin Dani, Vice– Chairman and Managing Director, Asian paints is a prochanger and
innovator. According to him,"anyone who refuses to change and meet emerging challenges will be
wiped out." His vision is to become a major player in several emerging economies globally,
consolidating APL's position as a strong multinational company. He believes that continuous
improvement is the need of time. For him there is always a scope for strengthening the core areas
of business. He wants to come out with new products and services with faster pace to keep costs
down.
* K.K. Kamath is the man responsible for making ICICI what it is today a top financial institution
and a brand 8S ubiquitous and powerful.as perhaps any in independent India.
He is a man with clear vision He believes in speed
His ambition is to make ICICI a global financial powerhouse.
He is also an avid reader and an intrepid traveler, besides being a keen observer, always ready to
learn.
* R. K. Krishna Kumar, the CEO of India Hotels, is a man of crisis. His peers describe him as a
strong, focused and articulate professional and also one who knows how "to disagree agreeably"
and he believes in fostering team spirit and building commitment through leadership by example. His
vision for

Essay about Leadership Style
1.Introduction
1.1 Background
21st–century organizations are different, and the pace of change is even faster. This has given rise to
new ideas about where leaders need to put their energies. Perhaps this means less vision and more
connectivity (Esther and Mike 2004). Today, organizations are in a continuous process of
transformation. Change became the norm of organizations not an exception. If organization is
traveling on the rout of success then its possible destinations are change management, adoption of
new technologies and phenomenon (Joachim and Ralf 2008). Today the key challenges are
advancements in technology, pace of competition, globalization, cost control and increasing
efficiency regarding customers' expectations. This...show more content...
The reason is rapid changes in the technology. If any organization is not compatible with the
changes it will be very difficult to survive. It is established fact that e–commerce is the demand of
the time and in near future that ignores this fact will be in loss even out of the competition. Now
organizations are taking e–commerce as competitive advantage. Here question arises who is most
responsible person to deal with this challenge? Simply the answer is leaders of organizations who
give the direction and manage whole scenarios. So there is need to find what difference between
leaders is who adopts changes and who don't. It will help to find reasons which make the difference.
I found gape in literature on this topic.
1.3 Purpose of Study
In today's business environment the most challenging task is to be a effective leader. In this era
social and business structures are changing rapidly. Last two decade's most popular issue and
phenomena is e–commerce. The way leaders react with technological changes is the purpose of this
study. This study finds the association betweenleadership styles and e–commerce adoption.
The primary purpose of this study is to find correlation between leadership style and e–commerce
adoption, which specifically emphasis on Private Sector of Pakistan.
Research Question:
What is the association between leadership styles and e–commerce adoption?
To answer this question

Leadership Style Analysis Examples
During the following year, I will be facing major changes in my life, and clearly what is expected
from me is discipline and hard work so I will be able to achieve my goals. Based on my
"Leadership Style Analysis Paper" I realized that sometimes I am extremely relaxed, carefree, and
unable to stay focused on formal studies so I knew I had to change. In the future, I don't want to be
recognize by those "attributes". I want to be known for being efficient, proactive, thorough,
committed, trusting and determined and my desired identity is defined in three two–word phrases:
1. efficiently proactive, 2. thoroughly committed and 3. trustingly determined. At the end, my
leadership brand statement end up as follow: "I want to be known for being efficiently

Reflection Paper On Leadership Style
This paper is a reflection of my leadership style. In order to understand my leadership style, I need
to understand the origins of leadership concept. This paper will take you back in history. We will
discuss different leadership theories. Then we will conclude with a reflection of my own leadership
style.
History of Leadership
The search for the characteristics or traits of a leader has been going on for centuries. Three main
theoretical frameworks have dominated leadership research at different points in time. According to
Nahavandi (2012) leadership studies can be divided into three general era or approaches: the trait era
(1800 to Mid–1940s), the behavioral era (Mid–1940s to early1950s), and the contingency era (1960s
to present). In...show more content...
Behavioral Approach
Because the trait approach did not yield the expected results, researchers turned into behaviors
rather than traits as a source of leadership effectiveness (Nahavandi, 2012). Unlike the trait
approach, behavioral approach does not seek for traits that individuals are born with. This
approach focuses on what the leader does and how they act. It draws a correlation between specific
behaviors and leadership effectiveness. There are two different dimensions of leadership behavior:
task and relationship behaviors. The task aspect of the leader's behavior focuses on job
accomplishment or goal achievement. Leader behaviors here would demonstrate concerns regarding
production, the exercise of directive leadership, efforts to initiate structure and supervision or
oversight. The people focus or relationship behavior would be demonstrated by concern for people,
offering supportive leadership, focusing on the feelings of individuals, their comfort, showing
appropriate appreciation and making efforts to reduce stress.
Theory X, Theory Y, and LMX Theory of motivation and management. Douglas McGregor in his
book, The Human Side of Enterprise published in 1960 examined behaviors of individuals at work.
He developed two contrasting set of theories about individuals behaviors at work. These two theories
he calls

Leadership Style And Personal Strengths Essay
Using Leadership Style and Personal Strengths to Succeed in a Doctoral Program
Leadership is an important outcome of the doctor of nursing practice (DNP) program (Zaccagnini &
White, 2014). Measurement tools are available that identify leadership style (Clark, 2010) and
personal talents, called Signature Themes (Gallup, Inc., 2010). When leadership style and personal
strengths are identified, they can be maximized to achieve success (Clark, 2010; Gallup, Inc.,
2010). This paper provides both a framework about the importance of leadership in the DNP
curriculum and several examples of how I will use my leadership style and Signature Themes to
succeed in the DNP program.
Leadership in DNP Program Curricula
Prior to the development of the DNP degree, several practice–focused doctoral programs existed in
the United States; however, they did not have uniform curricular standards (American Association of
Colleges of Nursing [AACN], 2004). An AACN task force (2004) studied the programs and
recommended they be consolidated into one practice doctorate, called the DNP. The AACN task
force found that leadership preparation was a common curricular thread in each practice doctoral
program (AACN, 2004). In 2006, the AACN published The Essentials of Doctoral Education for
Advanced Nursing Practice to establish guidelines for DNP curriculum development. The emphasis
on leadership

Essay on Leadership Styles
This report is attempting to delve into the systemic differences autocratic, democratic and
laissez–faire styles of leadership has on an individual, class, department or institution. As a nursing
student, I believe it is important to understand the distinct differences inherent to each style as well
as the benefits and disadvantages associated with the various styles of leadership.
From my studies and observations an autocratic leader is less likely to use the opinions or
suggestions of others; in fact they could be a working dictator. They are very hands on and
believe their way is the only way. Autocratic leaders are normally inflexible. Working with or for this
type of person could make for a very long day. (Lewin & Lippitt, 1938)...show more content...
In class or when I visit any hospital it is easy to spot the various leadership styles all you need to
do is take a moment and observe the floor. Autocratic leaders are normally focused and many are
micro managers for the lack of a better term(Lewin & Lippitt, 1938). We were told by the medical
team at Cincinnati that my mother was brain dead and that as soon as she was taken off of life
support she would transition quickly. The doctor was hurried, blunt and to the point when he
addressed the family. I am convinced that he was and is an autocratic leader. This man seemed to
look right through us to his next case. Autocratic leaders are take control focused and they get the
job done under stressful situations (Lewin & Lippitt, 1938).
We were all in such poor sprits hearing the bad news about my mother. It was refreshing when a
very positive nurse began to explain my mother's situation after the doctor left the room. I notice
that although she was our attending nurse she was also in charge of the floor. Even though she
would be assisting us she would from time to time assist her subordinates. She would use words and
phrases such as how can "We..." (G. Pearson, personal communication, DATE). The democratic
leader welcomes the opinions and suggestions of their subordinates. (Lewin & Lippitt, 1938)
G. Pearson, the RSN nurse also worked at the Hamilton

Leadership Evaluation and Philosophy: An Appraisal of Angela Merkel's Leadership during the
Euro Crisis and My Leadership Philosophy Kelly Bullard BSN RN Grand Canyon University:
MGT 605 October 8, 2014 This dissertation will discuss Angela Merkel's Leadership style and
ethics during the Euro crisis. It will also compare Angela Merkel's leadership style to servant
leadership style. It will also describe how servant leadership may or may not change the outcomes
of the Euro crisis. In the closure of the dissertation, I will discuss my own leadership philosophy.
Angela Merkel Angela Merkel is the Chancellor of Germany. Last fall, she was elected to her third
term as chancellor of Germany, making her one of the only two...show more content...
Initially Merkel was against giving bailouts. Thus with the Greco–European crisis being the
forefront, Merkel pushed for greater private–sector investors to absorb some of the rescue burden.
She saw to it that European Union bureaucrats went to Athens where they quietly insisted on simple
but important things like shortened vacations for the civil servants, higher taxes on swimming pools
and lower expenditures on public housing (Applebaum, 2013). In consideration of these reforms,
Angela Merkel stated at political rally in Germany "It's not just about getting any further into debt in
countries such as Greece, Spain and Portugal, people should not be allowed to receive pension
before their German counterparts. We all have to put in some effort. This is important, we cannot
have the same currency, yet some have an abundance of holiday leave and others have very
little."The German Chancellor continues "We cannot stand by these countries and allow them to act
the way they have up until now. Germany will help, but only if these countries demonstrate they are
putting in the necessary effort"(Asymptotix, 2011). Merkel made multiple attempts with banks and
governments to reform policies to prevent taxpayers from absorbing the burden of paying bailouts to
the indebted countries. Unfortunately, her efforts failed, and European taxpayers suffered the
burden of rescuing the Euro (Engelen, 2011). Merkel stated "the reforms that

"Traditional methods and styles of leadership must change to meet the changing environment
"(Sims, 2002, p.242). Sims (2002) argues that organizations can ensure success by developing
individuals in leadership positions as leaders and managers. There is a perception that leadership is
a level above management. McConnell (2006) states that there are differences between leading and
managing. In short, "people obey managers because they must or they expect to; people follow
leaders because they want to" (McConnell, 2006, p.147).Therefore, leadership can be defined as "the
act of influencing others to work toward a goal" (Bauer & Erdogen, 2009, p.285) and can be
considered "more art than science" (McConnell, 2006, p.147). In health...show more content...
Ismail et al. (2010) refer to consultative leadership and participative leadership as humanistic– based
leadership styles. Participative leadership is often described as "bottom–up or 'we' (all of us
together) management" (McConnell, 2006, p.149). McConnell (2006) describes such leaders as
people oriented, and the participative leadership style has subsets, such as the consultative and
delegative modes. Regarding the consultative mode, Bauer and Erdogen (2009) and McConnell
(2006) state that participative leaders involve employees in the decision– making process. Although
participative leaders trust their employees in decision– making, Sims (2002) states that participative
leaders retain the authority to take action whenever necessary. In the delegative mode, participative
leaders share responsibilities and tasks with employees, clearly communicating with their employees.
Participative leadership and consultative leadership are quite similar. Ismail et al.(2010) state that
consultative leaders tend to always request employees' opinions and ideas in establishing goals and
task assignments. They believe that the participative and consultative styles would motivate
employees and their commitment to their organization, which leads to higher job satisfaction.
Madlock (2008) also believes that leadership styles such as participative leadership and consultative
leadership that promote

Reflection On Leadership Styles
Reflecting on my one specific leadership style is difficult because my leadership style can change
depending upon the particular employee I am leading, the situations I am faced with and what I am
trying to accomplish. Being second–in–command of a small police agency with only twenty–two
sworn officers, as well as six non–sworn employees, they all have small differences from one
another. These differences vary widely from generational, skill sets, needs, wants and personal
motivations. One style may work well with one employee get them to complete a specific task,
while that same style may cause another employee to resist or shut down. I believe one
characteristic of a strong leader is the ability to recognize and appreciate the differences between my
subordinates, then lead them based upon the style that they will best respond to in order to succeed.
In saying this, I believe the style I most closely align with and follow would be transformational
leadership. In researcher Bernard M. Bass' Bass's Transformational Leadership Theory, he states:
"Transformational leadership can be defined based on the impact that it has on followers.
Transformational leaders are those who stimulate and inspire followers to both achieve
extraordinary outcomes and in the process, develop their own leadership capacity.
Transformational leaders help followers grow and develop into leaders by responding to individual
followers' needs by empowering them and by aligning the objectives and goals of the individual
followers, the leader, the group, and the larger organization." (Bass, Riggio, 2008)
I believe I adhere to transformational leadership because I am always trying to motivate and inspire
those under my command by maintaining a positive attitude towards their job, our agency and the
citizens we serve. In these difficult times of policing, this is not always an easy task, but I feel that
if I maintain and exhibit this positive attitude, those I lead will follow my example, benefiting our
agency and community. Additionally, I continually try to emphasize teamwork and ask for input
from employees on projects, so that they feel they are contributing to our agency. I also challenge
employees with tasks to build

Collaborative Leadership Essays
Collaborative Leadership Leadership can take many different forms, depending on the person and
the situation in which it is needed. Collaborative leadership is a leadership style in which a leader
brings together a large group of people, with a variety of backgrounds, to make a productive
decision and act upon it. According to Chrislip and Larson (1994):
...they are the ones who have the credibility to get the right people together to create visions, solve
problems, and reach agreements about implementable actions. They are not the leaders who tell us
what to do. Instead, they are the ones who help us work together constructively. (p. xx)
This paper is intended to explain where collaborative leadership is used, what characteristics it
...show more content...
The discussion is an open–process, meaning that the decision making is done amongst the group
members, not just the leader. Unlike an authoritative leader, the leader of this group allows the
members to be a part of his or her final say. By doing this, it helps to keep everyone on the same
page and moving forward in the same direction. Most every community organization functions best
when collaborative leadership is in place, but with any leadership style, there are advantages and
disadvantages of using it. One of the first advantages of using collaborative leadership is the buy–in
among members of the group. When a leader makes use of collaboration, it gives the members a
sense of ownership and value, which in turn builds commitment to the organization. With this
loyalty, the leader can then assume a greater willingness from the members to be involved in the
implementation of their final plan. Another advantage of using this leadership style is the high
levels of trust building within the group. Being that this is an open process, members are
encouraged to speak and think freely without judgment from other members or the leader. In the
words of Chrislip and Larson (1994):
"It is a shift in the practice of democracy from hostility to civility, from advocacy to engagement,
from confrontation to conversation, from debate to dialogue, and from separation to community." (p.
4)
When members feel that their voices are heard, it can also help to

The article of Leadership That Gets Results provides the six leadership styles for individuals to
understand how leadership styles influence on an organization's climate. Furthermore, the six
leadership styles are consisted of the emotional intelligence: self–awareness, self–management, social
awareness, and social skill. Therefore, these three concepts, such as the six leadership styles, the
elements of emotional intelligence, and an organization's climate, will influence each other because
the research found that individuals with different emotional intelligence competencies will have
distinct leadership styles. Subsequently, with the distinct leadership styles, leaders will utilize their
own leadership styles to lead their group, team, division, or corporation. Thus, it will bring about a
unique impact on an organization's climate and in turn, on its financial performance (Goleman,
2000, p.79). Moreover, leaders with their own emotional intelligence competencies might own one or
more leadership styles. There are six leadership styles, such as the coercive style, the authoritative
style, the affiliative style, the democratic style, the pacesetting style, and the coaching style. These
leadership styles have a major impact on organization's climate. The following paragraph will be
discussing how three concepts, such as the six leadership styles, the elements of emotional
intelligence, and an organization's climate, will influence each other. Daniel Goleman strongly

The Leadership Style Of Leadership Styles
1.Introduction
It is suggested that leadership is a kind of ability or activity which a leader could straight affect and
guide their followers to achieve certain objectives in the specific situation (John Calvin
Maxwell,2011). The shifting internal elements and increasing external competitions have posed
growing demanding to managers' leadership approaches. However, managers are provided with
various personalities or perspectives, accordingly, managers are not accomplishing their aims by
using similar styles. The leadership style, according to Newstrom and Davis (1993), is the ways
and approaches of offering targets, fulfilling plans as well as inspiring subordinates. Based on the
types of individuals the leader works with and various personality traits hold by the leader, the
leadership style differs. There are several leadership styles suggested by different researchers such as
autocratic, democratic, laissez–fair, transactional and transformational. Some of leadership styles are
no longer suit for current marketplaces especially for those organizations which want to attract talent
person from all over the world and exploit global markets. Therefore, this essay aims to focus on
transactional and transformational styles, then take Baidu and Google as examples to make a
comparison and contrast between these two styles as well as illustrate which one may generate
better outcomes than another.
2.Literature review
Max Weber (1947) stated that there are three types of

Three Types of Leadership Styles Essay
QUESTION 1 (500–550 words each)
There are three types of leadership styles. The first style of leadership style is Autocratic Style.
According to Awan (2010, page 253–266) autocratic leaders make independent decisions 'to
complete a singular objectives' and to rule over other team members. The second style is Democratic
Style. This style of leadership encourages and allows team members to have an input based on
anything to work related, but the team leader will always make the final decision (Robbins 2011,
page 297–299). And the third leadership style is Laissez–Faire Style. According to Van (2004, page
1–13) a Laissez–Faire Style leader does not have any control over the members of the group,
allowing the group totally free to decide...show more content...
Expert Power was found to be the main source of power used, as through out the two–hour meeting
Terrill had with the engineers, Terrill allowed the engineers to state any issues they had about the
way they work. The engineers stated the reason why they were not producing was because they
spent most of their time writing reports for the top manager, which does not take the time to read
the reports. From the input Terrill received from the engineers, Terrill was then able to make a
final decision based on the feedback received. Terrill's final decision was to, instead of sending the
day's reports to the headquarters, send them straight to his office. This is where Terrill used
Legitimate Power as another primary source of power.
Referent
Legitimate Power was used when Terrill told the engineers to, instead of sending the day's reports
straight to the headquarters, to send them straight to his office. This was to prove if what the
engineers were saying, about the day's report not being read, was true. And it was true, headquarters
did not ask for the reports until the end of the month.
522
QUESTION 2 (500–550 words each)
According to Robbins (2011, page 303) the Hersey–Blanchard Theory was created in order to focus
on leader effectiveness and followers' readiness. Allowing leaders to change their leadership style,
based on the maturity of the personnel they are leading, and the task (Thompson 2009, page

Strength Finder
PERSONAL LEADERSHIP STYLE
Strengths Finder 2.0
Using the Strength Finders 2.0 Assessment, I was able to identify my personal strengths, which
would identify my personal leadership skills. My strength assessment results where Harmony,
Consistency, Empathy, Achiever, and Belief. This paper will identify each strength, how they relate
to my leadership style and approach to leadership.
The first strength identified is Harmony. Harmony is defined in the freedictionary.com as an
agreement in a feeling or opinion (Dictionary, 2009). In Strength Finder 2.0 Harmony is describes
as you look for areas of agreement, there is little to be gained by conflict and friction, so you seek to
hold them at a minimum (Rath, Strengths Finders 2.0,...show more content...
Consistency should be a big factor in nursing leadership, people should be evaluated on their
work not by how they talk up to the boss. Another important factor of Consistency in the areas of
leadership is when employees know what is expected of them they are able to be more productive.
Consistency is a big strength in my leadership skills, I look at the work people do and how they
treat others, then in how the suck up or show off.
The third strength listed by Strengths Finder 2.0 is Empathy. Empathy is defined by
thefreedictionary.com as the identification with and understanding of another's feelings, and
motives (Dictionary, 2009). Strengths Finder 2.0 describes Empathy: you can sense the emotions
of those around you, you feel what they are feeling, you don't necessarily agree with their
perspective, and you don't feel pity for the person's perspective (Rath, Strengths Finder 2.0, 2007).
Empathy is a good strength to have it makes you as an individual to be more open to what others
are feeling, but with this their feelings can't be a cause of conflict within the workplace.
Empathy can be a good leadership skill to have especially in nursing being aware to what
employees are feeling especially through a difficult time can help in how you approach the
individual. For my personal leadership skills Empathy has helped me to identify when someone was
having a difficult time and to help guide

The leadership styles of the United States Presidents can make them effective or it can limit their
effectiveness. The effectiveness of the President has direct effect on the American people. Presidents
Dwight Eisenhower and John Kennedy were two leaders that had major influences in the mid–20th
century. Both men played a key role in the United States involvement in Vietnam. The experiences,
styles of leading, and characteristics of both President's Dwight Eisenhower and John F. Kennedy
intensified the level of involvement the United States had in the Vietnam experience. Even though
the leadership styles may have differed, the two leaders refused to let communism spread (Moss,
2010). Presidents Eisenhower and Kennedy's leadership...show more content...
President Eisenhower gave the command to intervene in southern Vietnam and replace the French
(Moss, 2010). This was to maintain a non–Communist state thereby halting the potential spread of
Communism. President Kennedy was interested in multiple perspectives on policy; he listened to
different sources on conflicting views and planned for debates prior to decision making (Preston,
2001). Kennedy wanted political rest and peace in Vietnam but knew that without US involvement,
the fighting and attacks on Vietnam would increase. Because of this, the United States became
more heavily involved which meant more military forces and money being spent. Kennedy had
made decisions to violate the provisions of the Geneva agreements of 1954, thereby increasing the
U.S. military significantly in Vietnam. "Kennedy was not trying to win in Vietnam: he was doing
only enough not to lose" (Moss, 2010). This sense of leadership by Kennedy was devised to protect
the U.S. by only having a limited partnership with the Vietnam government. For President Kennedy,
as a Director, he kept active involvement in policy process and needed assurance that his own
thoughts and ideas would dominate the end result. However, as the Navigator, he trusted his
advisory team and kept an open advisory system "characterized by a mixed formal–informal advice
network" (Preston, 2001). With the dual leadership style the President called for

Essay On Leadership Styles

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Essay On Leadership Styles