Organizational Leadership Versus Tactical Leadership Essay

Organizational Leadership versus Tactical Leadership Essay
Tactical Leadership versus Organizational Leadership SGM Carole Puskedra United States Army
Sergeants major Academy Class 40 SGM John Drawbond – Class 40 facilitator 13 Nov 2013
Abstract This paper on Leadership will compare the primary differences and characteristics between
the tactical leader and the organizational leader. I will provide you with the basics for development,
characteristics, and the fundamentals that help guide and influence each leader's style and how they
influence Soldiers to follow them. Leaders at all levels demonstrate their values, knowledge, skills,
and abilities in many different means and methods in ... Show more content on Helpwriting.net ...
An Army Leader is able and willing to act decisively, within the intent and purpose of his superior
leaders, and in the best interest of the organization. Army leaders recognize that organizations built
on mutual trust and confidence, successfully accomplish peacetime and wartime missions." (2006, P.
Viii). Balance molds a leader and in turn, an effective leader is a proactive person who works a
whole lot smarter. President George Bush (1997) states, "Leadership to me means duty, honor, and
country; It means character and it means listening from time to time." (Adrain, p. 35). Path to an
effective Leader Leadership goals should always contain methods of a continuous process of
learning through education, training, and individual experiences that help ensure that the message
will be communicated in a confident and competent manner when leading troops. Soldiers tend to
follow leaders that demonstrate and live the Army values, while displaying their confidence in every
decision that affects change. Leaders are not born as organizational or tactical leaders; but grown by
their genetic determinism, which is inside and the characteristics they work toward; that mold is
which type leader they will become. Not just anyone can lead; you must have the desire to lead, be
willing to make the commitment to being a leader, and prepare yourself properly, then you have the
desire to become a leader. (Fulton, 1995). Both organizational and tactical
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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

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 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 ...
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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

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

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 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 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

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
Organizational Management 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 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

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

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

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 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 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
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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

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
commented Alan 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 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

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

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

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 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

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?

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

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

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

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 ... Show more content on Helpwriting.net ...
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

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
1 Leadership 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

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

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

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 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

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

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

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

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

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

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

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. ¹ (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 organization the
organization that emphasizes improvement and system–wide approach to quality" ². 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 ‘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

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 Leadership Versus Tactical Leadership Essay

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