Vision Of Leadership Philosophy Essay

Vision of Leadership Philosophy Essay
Vision of Leadership From research we see that there are many qualities that people value in
leaders. Some of these qualities include: having high standards, supportive, inquisitive, involved,
honest and having integrity. When I think about leadership I think of a person who is self–aware and
always striving for improvement. To be a good leader you need to know how your personal biases
may impact decision making in various situations. Bias or values can effect how you interact with
those you come in contact with on a daily basis. A good leader can set the tone for students, staff,
and parents by being consistent and clear in thoughts and in actions. The leader is the foundation of
the building.
Roles of Leadership Leaders face many ... Show more content on Helpwriting.net ...
In order for the principal to develop positive relationships within the community the school needs to
demonstrate, and promote the contributions provided. The school needs to adopt an "our children"
attitude with the community to share in the benefits for students (Epstein, 2009). Self–Awareness
and Leadership An effective leader needs to be genuine and true to the values he holds. If the leader
is not honest with those he interacts with, they will not trust him for long. Being clear about values
allows the leader to help establish a solid setting for the community to build upon. Strong leaders
demonstrate the following values: being trustworthy, caring, focused, flexible, direct,
knowledgeable, and approachable. By having a foundation that focuses on the importance of
education an instructional leader can focus on clarity and purpose. Through having this clarity of
focus, a leader is further prompted to be a lifelong learner (Robbins, 2009). To know your prejudices
and areas of concern, you will be able to focus on improving your weaknesses, and hopefully will
know when you may need someone else step in on certain matters. This awareness allows a leader to
maintain perspective and hopefully be open to change. If a leader gets stuck in a fixed set of
ideologies progress may lead to failure or stagnant progress. A willingness to grow and learn will
lead to growth and
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The Personality Of A Narcissistic Leader
NARCISSISM A narcissistic leader can be destructive to an organization, work team, or department
in result of their arrogance, sense of entitlement, need for power, and self–absorption. They possess
a charisma that draws people towards their vision. Then, gain a following in which they will pursue
with all that they can to get their desired results. They love to keep groupies around because they
love to have their egos stroked and they need constant validation to endorse their excessive need for
admiration (Arabi, 2014). The narcissist often abuse their power and use flattery in order to maintain
control of their victims.
Leadership
According to Robbins and Judge, narcissism make toxic leaders. Their self–admiration, over
competitive, and grandiose self– regard traits make them believe that they are very good leaders.
When in actuality, they are very far from it (Robbins & Judge, 2009,2007,2005,2003,2001). An
effective leader must be willing to communicate with their followers and share a mutual
accountability (Kahlib Fischer, 2012). Employee engagement is important in leading work teams.
The leader must know the mindset of the employee and be flexible to make changes to
accommodate them (Kahlib Fischer, 2012). While the narcissistic leader is only concerned with their
own goals, they must be somewhat charismatic, humble, and ambitious simultaneously in effort to
employ a hesed relationship. In other words, an effective leader should be a level 5 leader, which is
fiercely

Leadership As A Position Of Power
Leadership may be defined as a position of power held by an individual in a group, which provides
him with an opportunity to exercise interpersonal influence on a group of members for the direction
of their efforts toward a common goal. Leadership is also a position of power held by a group or
individual (Chand, n.d.). There are several styles of leadership that must be reflected upon before an
organizational manager can develop their own style.
Models of leadership have been developed to assist prospective and current leaders to develop skill
sets to lead groups of people through various decision–making situations. Task–oriented leadership
reflects behaviors focused on promoting efficient and effective task accomplishment (Walter, 2013).
The models of leadership include, Trait Model of Leadership, The Behavioral Approach,
Contingency Approaches, Influence (Power), and Transformational Leadership.
"The Blind Side"
Trait model of leadership identifies the specific personality traits that distinguish leaders from non–
leaders. They are based on the premise that leaders are 'born, not made '. ("ORG Module", n.d.). An
important aspect of the trait model is that we position leader behaviors as one possible mechanism
through which leader traits influence leadership effectiveness. The leader traits and behaviors have
independent effects on effectiveness, but we posit that behaviors can also serve as a key mediator in
the relationship between leader traits and effectiveness.

Essay on Contingency Theory of Leadership
Contingency Theory of Leadership The most popular and extensively researched situational theory
of leadership was first proposed by Fred Piedler during the 1960s. Fiedler's model claims that group
performance depends on the interaction of the leader style and the favorableness of the situation.
Fiedlers major contributions consist of(l) iden–tifying the leadership orientation of the leader and
developing a way to measure it, and (2) identifying three situational factors influencing leadership
and developing a method of measuring them Leader orientation. Fiedler's definition of the leader's
orientation emerged largely from earlier studies in which leaders were classified as either relation–
ship–oriented or task–oriented. ... Show more content on Helpwriting.net ...
A high LPC leader is more considerate, more human relations oriented, more participative, and more
sensitive to the feelings of others. Situational favorableness. Fiedler's model claims that whether a
high LPC leader or low LPC leader will be more effective depends upon the favorableness of the
situation. In some situations, a high LPC leader is most effective, while a unenthusiastic low LPC
leader is more effective in other situations. Fiedler claimed that the favorableness of the situation is
determined by three variables: (1) whether the relationships between the leader and the members are
good or poor. (2) whether the task is relatively structured or unstructured, and (3) whether the power
position of the leader is relatively strong or weak. In studies testing the model, Fiedler and his
colleagues developed instru–ments to measure each of these three situational variables." Of the three
situa–tional

Definition Of People Oriented Leadership Essay
Definition of People–Oriented Leadership The people oriented leader is type of leadership in which
leader focuses on effectiveness and efficiency, supports, trains and develops his personnel so that it
could satisfy himself and also interest is maintained in the job.it also energizes employees"() This
leadership is like democratic leadership because staff feels meaningful as they have rights to
participate in decision making process which makes job satisfactory levels rise of the employees.
The people oriented leader always encourages feedback and ideas of employees which creates good
atmosphere at work place as good understanding and enjoy some good fresh ideas for
improvement.as being people oriented leader have some more positive impacts staff is always loyal
and honest to the organization. This leaders knows how to accomplish the task in time in the
organization where they work.
History
Relations–oriented leadership came to light in the 1960s, when psychologist Fred Fiedler introduced
the contingency model in his book "The Theory of Leadership Effectiveness." Throughout his
career, Fiedler expanded on the concept of distinguishing leaders who are motivated by people,
projects or power. The contingency model divides leaders into three categories. Fiedler's work on
relations–oriented leadership continued throughout the 1970s, '80s and '90s. He developed the Least
Preferred Co–worker (LPC) model to help determine whether a given leader places a premium on
people or

The Contingency Theory Of The Theories Of Leadership
1.0 Introduction
The Oxford dictionary (n.d.) defines leadership as the action of leading a group of people or an
organization, or has the ability to do the same. Kruse (2013) after analyzing a number of definitions
has said that leadership is the process where a leader influencing his followers and maximizing their
efforts towards the achievement of a common goal.
Throughout history scholars and psychologists have attempted to build various theories of
leadership by identifying and defining unique characteristics of leaders and their various styles of
leadership. There are four such theories developed. Namely, Trait theories (What type of
characteristics makes a good leader), Behavioural theories (How would a good leader act or
behave?), ... Show more content on Helpwriting.net ...
The theory argues that when it comes to relationships between the leadership style and the
effectiveness in achieving a desired set of goals, the preferred leadership style which is used will
very according to the situation. (Vasu, Stewart, and Garson, 1998, p. 106).
Locke (1999) has also explained contingency theories of leadership were developed by traditional
theorists who commonly claimed that leadership theories must be situationally contingent. Which
means that one style of leadership cannot be used for each and every situation, they will be and have
to be different. Locke (1999) goes on to say that such situations may involve factors such as
volatility of the environment, the size of the organization, the level of power a leader is granted and
the complexity of the task or technology.
There are three leadership models based on contingency theories
2.1.1 The Hersey–Blanchard Situational Leadership

Ldr 531 Final Exam 30/30 Correct Answers
LDR 531 Final Exam 30/30 Correct Answers Follow Link Below To Get Tutorial
https://homeworklance.com/downloads/ldr–531–final–exam–3030–correct–answers/ Description: 1)
Which of the following is best defined as a consciously coordinated social unit, composed of two or
more people, which functions on a relatively continuous basis to achieve a common goal or set of
goals? 2) Over the past 2 decades, business schools have added required courses on organizational
design to many of their curricula. Why have they done this? 3) Robert Katz identified three essential
skills that managers must have to reach their goals. What are these skills? 4) __________ is a field
of study that investigates the effect that individuals, ... Show more content on Helpwriting.net ...
28) Power is 29) Leaders achieve goals, and power is 30) The most important aspect of power is
probably that it

The Theory Of Management And Management
Introduction Since its early days, management has been studied by various theorists and has
provided scholars with much to study and discuss. Early principles were developed and expounded
upon. Research and studies allowed the field to grow and evolve as improvements and new
discoveries were made. Theorists soon discovered the complexity of management and that there was
no single way to manage all people or circumstances. This observation led theorists to research
various methods to bring a level of flexibility into management.
One tactic management may use to provide the flexibility required for various situations is the
contingency approach. This is approach recognizes that organizations are different, thus they require
different management methods (Robbins & Coulter, 2007, p. 39). Fiedler's Contingency Model
states that a leader's character and situation are the two factors affecting performance (Greer &
Plunket, 2003; Mitchell, Biglan, Oncken & Fiedler, 1970). Each of these two factors has variables
involved such as task or relationship oriented as part of their character and how much the leader
feels accepted, whether a task is structured versus defined, and the level of power he or she has over
others as part of their situation (Greer & Plunket, 2003; Mitchell et al., 1970).
Findings
While the Contingency Model provides useful information for and about leaders it is not limited to
leadership. This approach can be applied to other situations or areas and be as

Leadership And Management Research : Management
Running Head: LEADERSHIP AND MANAGEMENT RESEARCH
Leadership and Management Research
By: Carlos Steward
Instructor: Dr. Tyron A. Woodard
MNGT 5670 Managerial Leadership
May 14, 2015 SectionI: Breadth
Management practices have definitely changed over the last hundred years. This is vastly due to a
result of amplified understanding of human and organizational behavior, the economic environment
and historical framework, and the modifications in generations over a period of time. There are three
eras of management and they are Classical, Humanistic, and Science and Knowledge. Management
is the function that coordinates the efforts of people to accomplish goals and objectives using
available resources efficiently and ... Show more content on Helpwriting.net ...
Frank and Lillian Gilbreth were a husband and wife team that contributed to the scientific era. It was
their goal to find a way to reduce the number of steps workers used to complete a task. Gilbreth
started a lifelong search of the "one best way" of performing any given task (George, 1968).
Henry L. Gantt suggested the "task–and–bonus" system. Gantt fixed the pay amount based on the
situations of the shop, and if the worker finished their jobs for that particular day, that worker was
paid a bonus. With that being said, if the worker did not finish his or her job within the designated
day, he or she was not punished for it but only paid the day 's wage. This occurrence convinced
Gantt that having concern for worker morale was one of the most significant elements of
management (George, 1968).
From the 1950s to the 1960s, organizations continued to grow and became more complex during
this timeframe. This is the beginning of the Science and Knowledge Era. The Human Resources
movement appeared and managers recognized how important people actually were when it came to
production and productivity. Goal setting, job performance evaluations as well as job descriptions
were important tools that came about during this time (Business Matters, 2015).
In the 1970s, the focus quickly changed from measuring function to resource allocation. Strategic
planning processes were created during this timeframe. SWOT Analysis and Growth Share Matrix
were tools that

Self-Assessment of Emotional Intelligence Essay
Emotional Intelligence
Emotional intelligence is an important characteristic in becoming a good leader. "Emotional
intelligence is the ability to manage oneself and one's relationships in mature and constructive ways"
(Kinicki & Kreitner, 2009, p.137).Being a good leader entails more than just being smart; leaders
need to be able to connect to their employees emotionally and empathetically. Organizations today
not only look for leaders with the skills, but leaders that can emotionally connect to employees to
obtain the organization's goal. "Leaders have always played a primordial emotional role. No doubt
humankind's original leaders–whether tribal chieftains or shamanesses–earned their place in large
part because their leadership was ... Show more content on Helpwriting.net ...
Emotional intelligence also entails me understanding strengths and weaknesses are when it comes to
dealing with individuals and becoming an effective leader. If I do not take the time to do this, I can
get trapped in trivial issues and forget what is important and eventually forget my emotional
intelligence. This can hurt my work relationships and I will no longer enjoy my job.
Effective social skills are another aspect of emotional intelligence that I must acquire. Obtaining
effective and efficient social skills will enable me to build long lasting relationships within my
personal and professional lives. Building strong relationships will lead to establishing trust. Trust is
one of the most significant aspects of emotional intelligence. When trust is absent, much time and
exertion is spent on issues that are unproductive. Productivity will also decline when an employee
does not feel he or she can trust his or her leader. In addition, when an employee does not trust his or
her leader, he or she will be less creative and will not want to express his or her ideas. "The greater a
leader's skill at transmitting emotions, the more forcefully the emotions will spread. Such
transmission does not depend on theatrics, of course, since people place close attention to a leader,
even subtle expressions of emotion can have great impact" (Goleman, et. al, 2002, para. 3). As

Tale of Two Coaches
Running Head: Tale of Two Coaches and Leadership
Tale of Two Coaches and Leadership
Randal J. Reutzel
Grand Canyon University: LDR – 600
October 27, 2011
Abstract
Coaching and leadership seem to be synonymous with each other, in that if you're a high caliber
coach you must be a great leader, how else would you have achieved your success. While coaching
in the NCAA division 1 basketball the goal is to win national championships, while also being a
mentor to your students. Bobby Knight is a great basketball legend at Indiana, with a past of
outrageous unacceptable behavior to the fans and to players, while also having one of the best
collegiate records of all time. Coach Krzyzewski was also a great coach, was mentored by coach ...
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(Bob Carter) Integrity is the ability of a leader to live and lead with some principles and take
responsibility for their actions. The ability to possess integrity should build confidence in your team.
Integrity is probably where the two coaches will separate their styles of leadership. Coach Knight
through the years did several things to damage that integrity, through his actions in Panama or ways
he degraded assistant coaches or lecturing teams with the use of props of soiled toilet paper. There
were many times where his actions did not represent the role which he was given and he made little
effort to change unless he was forced. Coach K built much of what he was on his integrity; he stuck
up for his players many times. Once his team was graded by the student paper, it was the fact that
the paper portrayed the players as instruments of entertainment and ego indulgence; this infuriated
the coach, which he later apologized. What Coach K stood for was a caring, communication and
trust within the team, and that was what he wanted for the whole student body, and why his fan base
was so strong. The last important trait style of leadership is the ability for a leader to seek out good
pleasant social relationships. The leader should be thought of as friendly, outgoing, courteous,
tactful and diplomatic. Coach Knight, I believe, started out his career with these traits as

Effective Communication In Crusade Research Paper
Effective Communication and Leadership in Crusade Evangelism Several working committees are
formed in each city that the Billy Graham Evangelistic Association (BGEA) has a crusade.
Throughout the crusade preparation process, correct leadership and communication are vital.
Problems arise when there is poor leadership and ineffective communication between all parties.
Leadership Counts
According to the Fiedler contingency model, effective group performance depends on the proper
match between the leader's style and the degree to which the situation gives control to the leader
(Robbins and Judge, 2009). In crusade evangelism, I feel that leaders should have a healthy balance
between being task oriented and relationship oriented. ... Show more content on Helpwriting.net ...
In crusade evangelism rumors can spread like gangrene and have a devastating effect. "Be of sober
spirit, be on the alert. Your adversary, the devil prowls around like a roaring lion, seeking someone
to devour" (1 Peter 5:8, NASB). I believe that satan can and does use rumors through grapevine
communication to cause damage to the church. According to Stretch, a characteristic of grapevine
communication is that it usually perceived by most employees as more believable and reliable than
formal communications (2009). Unfortunately I have seen the damage that rumors spread by
grapevine communication can have. According to Lyden, research suggests that grapevine
communication flows freely across such barriers as organizational divisions of responsibility (May –
Jun., 1969). In 2013 the BGEA was going to hold a crusade in Hiroshima, Japan. However, due to
rumors spread through grapevine communication within the committees preparing for the Festival,
the Festival was cancelled! From this experience it was clear to me how devastating the impact of
improper communications could be. It is clear that there are negative impacts in grapevine
communication; however, it should also be noted that grapevine communication could also serve to
create a sense of closeness and friendship among those who share the information (Robbins and
Judge,

Leadership And Management : Leadership
As we know that, leadership is nothing. But the influencing flowers. Leadership includes three
fundamental clusters of skills creating vision, garnering commitment to that vision, an managing
progress toward the realization of that vision. powerful and effective leaders plays very vital role to
reach the maximum production for any organization.
This is why, Organizational renowned scholars have been studying of this very significant topic of
leadership for literally hundreds of years. Because. It is very complex, not simple one.
According to Chester I Bernard in his book "Organization and Management" leadership is one kind
of quality of behavior which guides people to their tasks in organized effort. Another scholar Secker
Hudson in his book "Organization and Management", he defined, leadership is nothing but
influencing sub–ordinate works to achieve the organizational goal (maximum productivity).
Since, we know every leader must deal with three important tasks, people, task and environment.
Each task is different from another. This is why, the leaders have to different in different situations.
There are four by which a leader can influence sub–ordinate workers. These are the following. (i)
power influence (ii) Trait (iii) Behavior and (iv) Contingency and situational.
First of all is power influence:– Power means ability to do something. The term of power is not
related to authority. A man can apply power, in absence of authority also. Very renowned scholar

The Concepts Of Mental Models And The Fiedler Contingency...
Following the theme of job dissatisfaction from the prior two discussion board posts, this paper will
address again the same topic, this time integrating the concepts of Mental Models and the Fiedler
Contingency Model. This will be done through examining how these two concepts pertain to job
dissatisfaction, particularly what impact the presence or absence of these concepts has on the
satisfaction levels of employees in the workplace. Mental Models As a Marine, I can speak without
any lack of sincerity that we are an organization of Type – A personalities. As such, we find it
difficult to participate in a task without being somewhat OCD about its completion, both in regards
to the speed and quality of the results, with a particular emphasis on the speed factor. (Kroeger,
Thuesen & Rutledge. 2002) With this quality in mind, one might assume that any working group of
Marines would be so task oriented that we would care more about the completion of the mission,
rather than the shared economy of labor between individuals sharing that task. But even in a work
group like ours, there is still room for mental models of labor to impact the level of satisfaction
individual Marines have with their jobs. From my own experience as a leader, I can tell you that one
of the most frequent complaints from this group of type – A warriors, is that someone on their team
isn't doing their job. Mental models can be thought of as the world view

How Change Is Necessary For The Sake Of The Business
Rough Draft Submission
There comes a time in many organizations when change is necessary for the sake of the business.
Knowing the importance and implications of organizational change and admitting the fact that the
change is required for its success as well as understanding that sometimes that change involves the
replacement of a leader can play a key role in implementing these changes. When a business is not
meeting the required expectations it is important to do the research to find out exactly where the
inaccuracies are coming from and move forward from their with the transformation. To meet the
highly competitive shifting environment of business and trends, there is a continuous need for
organizations to change their business model ... Show more content on Helpwriting.net ...
Through the identifying of the situation, is where the leader will find their natural style (Fiedler,
Mahar, 1979).
The time for change has come to the Pemancar Company. Pemancar is an automotive part
production company that was established in the late 1970's and is located in Peninsular, Malaysia.
Through the years the company has been owned by several different state and federal government
agencies. In the mid 1980's the company was taken over by KL Corporation (KLCorp), this
corporation is one of Malaysia's leading conglomerates. Also since the KLCorp acquired Pemancar,
the company has made an agreement with a Japanese company that would ensure that Pemancar
would be equipped with the latest technology as well as the expertise of their production. The
Pemancar Company employs approximately 1700 employees between the seven different
departments; the employees carry the positions of operators, clerical staff, supervisors, and
management (Abdullah, 2012).
Pemancar is the largest plant in the northern part of Peninsular, Malaysia and has received
recognition for both the national and international levels including several quality and management
awards while under KLCorp. The plant operates twenty–four hours a day, seven days a week with
an average of 345 days a year. Even though it was a small business under KLCorp, it was still
considered as one of the best model plants with high profits. Between the liberalization of the
Malaysian

Analysis Of Douglas Mcgregor 's Theory X And Theory Y And...
This paper will focus on leadership styles Contingency Model, Douglas McGregor's Theory X, and
Theory Y and Robert Houses Leaderships based on traits and Path–Goal Leadership Theory. These
theories focus on the qualities distinguished between leaders and employees, while other leadership
theories looked at aspects like situations and skills. If you ask multiple people, their definition of
what a leader is you will get multiple answers. Leadership is an action, being able to collaborate
with others and surrounding yourself with people who have the mentality to do what is right.
Leadership often means that you will deal with uncertainty and will have to make decisions hoping
that other people will follow. A successful leader has a clear ... Show more content on
Helpwriting.net ...
You can be a leader in your place of employment, your community, church or in your family without
being an eminent person. As the oldest of eight children being a leader was the only option. As the
oldest leading the way for my younger siblings, I was well–organized and outspoken. Be an example
and a great role model there watching your every move is what I was told. Everything I learned
whether it was a lesson or a blessing, was passed down. I took being the oldest and a leader with me
throughout my lifetime. The first to graduate High School and the first to graduate College.
Therefore, encouraging a few of my siblings to do the same. Being a leader for my family
encouraged me to think for myself in all aspects of life and to make everyday a learning experience.
I did not have to be rich or considered a celebrity for my family to respect me or to look up to me.
The decisions I made as an individual being honest, educating myself and making good decisions
made them believe in me.
The first step to figuring out if leadership is a trait or a process is to determine the definition. A trait
can be a physical quality, mental quality or features an individual possess. The leadership process
can be learned. When researching leadership traits, you will learn who the leader is, you will find
that personality, demographics and socioeconomic factors can influence a leader's leadership style.
Psychologists took into consideration the characteristics that

Leadership And The Effects Of Globalization
Leadership and the Effects of Globalization
Abdullah Aldahhan
HSA 5150
There are several changing trends in the world today that will effect leadership and management.
These trends revolve on the issue of globalization and the ever–expanding world. In a sense, the
world is becoming smaller as it expands because of the advance in technology and the increasing
uniformity in business and the inter–connecting economies of the world. Terry Hogan (2013)
mentions that in the very short period of 100 years, from the year 1950 to 2050, the population of
the world will more than triple. It will increase from approximately 2.5 billion to over 9 billion
people. "Along with the shifting locus of the world's population has become a watershed change in
the balance of global GDP" (Hogan 2013). This great and dramatic boom in the world's population
is leading to the unprecedented growth of cities in developing countries and emerging business
markets. This growth and shift population locale from rural to urban environments has a major
impact on all aspects of leadership in all the world's markets, including healthcare.
Charles Ray (2010) describes the effect of globalization on leadership by focusing on two main
aspects of leadership: leadership and personnel management. Ray believes that globalization greatly
complicates the planning process. "Establishing a clear vision in a closed market is a matter of
understanding the environment and customers, and for a company that

Leadership Styles During The Workplace
Different leadership styles result in various results in the workplace. The Fiedler contingency model
postulates a leader's style is static; however, God can transform anyone's heart and thus their
leadership style. Additionally, the grapevine can be an important tool for employers. As long as each
individual chooses to use gossip for honorable purposes, God will bless the workplace.
ORIGINAL POST 3
Forum Post 3–Original Post
Approaches to Leadership
There are many different ways in which individuals lead. Whether implicit or by choice, the style
and the way it is applied can lead to success or failure in the workplace. My boss and I approach
leadership in completely different ways. While my boss leans toward only a transactional style,
specifically Laissez–faire, or management by exception, I prefer a combination of transactional and
translational styles. According to Robbins and Judge (2012), "Laissez–faire is the most passive and
therefore least effective of leader behaviors (Robbins & Judge, 2012, p. 382)." Additionally,
management by exception is somewhat better, however it remains one of the weakest leadership
styles. Leaders using this style fail to be engaged with the employees unless and until there is an
issue requiring their

Leadership Discussion Questions Essay
Chapter Questions
Leadership
11/9/2013
Chapter 5: Page 158: Question 7.
7. Consider fear and love as potential motivators. Which is the best source of motivation for college
students? For members of a new product development team? For top executives at a media
conglomerate? Why?
Fear can be a powerful motivator, but many of today's leaders are learning that an environment that
reflex care and respect for people is much more effective than one which people are fearful. Fear
doesn't inspire our teams, it doesn't build trust, and it doesn't encourage people to follow. On the
contrary it achieves the exact opposite. I feel that love is a better solution to try and influence
college ... Show more content on Helpwriting.net ...
If most adults are at a conventional level of morale development, this will potentially weaken their
moral leadership because as a conventional level leaders are people who learn to conform to the
expectations of good behavior defined by their colleagues and family members if their system is ok
to put money over their employees they will go with it because that's what they were taught and that
holds Leaders back from a conventional level to a moral leader, to be a moral leader you must be at
a post conventional level of leadership, meaning they follow universal principles of right and wrong
a leader at this level is a visionary, empowering and committed to others.
Chapter 7: Page 218: Question 1.
1. Discuss the role of the follower. Why do you think so little emphasis is given to followers?
Followers help leaders manifest their vision. Successful followers (supporters or team members)
come in a wide variety of personal characteristics. There are people who may be good followers
who do not make good leaders or even want to be leaders, but there are no good leaders who are not
good followers. A good leader was once a follower. Without followers there is no leadership in any
organization. Leaders can develop effective followers as followers develop effective leaders. The
performance of followers and leaders of an organization are variables that depend on one another.
Both roles are proactive together they can

Leadership As A Position Of Power
Leadership may be defined as a position of power held by an individual in a group, which provides
him with an opportunity to exercise interpersonal influence on a group of members for the direction
of their efforts toward a common goal. Leadership is also a position of power held by a group or
individual (Chand, n.d.). There are several styles of leadership that must be reflected upon before an
organizational manager can develop their own style.
Models of leadership have been developed to assist prospective and current leaders to develop skill
sets to lead groups of people through various decision–making situations. Task–oriented leadership
reflects behaviors focused on promoting efficient and effective task accomplishment (Walter, ...
Show more content on Helpwriting.net ...
"The Blind Side," is an example of leadership based on the trait model and behavioral approach.
During the movie clip, Coach Cotton is having issues with one of the players during football
practice. Michael is having a hard time as an offensive lineman. He was a homeless and traumatized
boy that Leigh Anne Tuohy picked up off the street and moved in with her family. Coach Cotton is
using The Behavioral Approach of leadership. He is using examples of the task–oriented leader
concerned with focusing his behavior on the organizational structure, operating procedures, and
keeping control of his team. Task–oriented leaders are still concerned with their staff motivation;
however, it 's not his main concern when first developing a team (Behavioral Theories, 2010).
Michael is having a hard time blocking the defensive player and the coach 's task–oriented behavior
approach continuously is not effective in this case.
Leigh Anne notices how Michael is missing the mark and interrupts the football practice by pulling
Michael aside and explaining the concept of his offensive lineman position and his responsibility of
that position. She displays a high level of effort, confidence, honesty, and creativity aligned with the
trait model of leadership. She uses her family as an example in relation to Michael 's responsibility
to the team. Her natural instinct to understand the basic concept of the problem and to break it down
in order for his understanding resulted during

Leadership Analysis : The Everest Simulation Essay
1 Introduction
Leadership failure is rarely discussed, and yet often represents the greatest potential risk to an
organization or group in an unfamiliar situation. For the Everest Simulation, I held the role of team
leader, in which I was required to achieve goals relating to a combined ascent and maintaining team
safety. At completion, 13 of 20 individual goals, and 65% of overall team goals were accomplished.
The lower rate of success was due to several ethical and leadership related failures, resulting in a
team member being evacuated on the final ascent. Although the simulation could have been more
successful, the team dynamics witnessed were enlightening as to what constitutes effective
leadership and ethical decision making in a high–intensity situation.
2 Leadership
2.1 Description of Problem
In considering potential leadership issues throughout the simulation, it is apparent that there was
some inflexibility in shaping leadership style contingent to the situation. This was illustrated within
the simulation, where as the leader, there was an initial focus on a task–oriented leadership style to
ensure that team–members goals were properly considered. However, as the simulation progressed,
and it became apparent that some group members were reluctant to contribute, I failed to implement
a more relationship–oriented leadership strategy, creating an environment where members felt they
could not contribute. It is apparent that an inability to contingently shape leadership

Organizational Changes That Effected The Group
I recently experienced a transition in my department during which my operational expectations
included working with my colleagues in a more team oriented approach.
Prior to the transition each individual in the department had an assigned business unit and provided
human resource guidance to their assigned areas. Although we all have the knowledge and skills to
accomplish that task, we were often completing it in different ways, which resulted in varied
responses and outcomes. We did have scheduled meetings do discuss any organizational changes
that effected the group. We would also discuss any unique scenarios to get feedback from the other
members that may have experienced similar situations. Our interactions were that of a work group,
we did not participate in any projects or objectives that required a joint effort. (Robbins, S.P., Judge,
T.A., 2009). This approach was ineffective for the organization as it had the potential to cause
confusion and inequities in some instances.
I had a change in leadership in my department. The new director began to pull our work group into
frequent meetings to discuss strategic initiatives and large–scale issues and allowed up to work
collectively to find solutions, we had become a work team (Robbins, S.P., Judge, T.A., 2009). This
new approach did come with its own set of barriers. My team experienced the five stages of group
development including forming, storming, norming, performing and the fifth step

Key Concept Exercise: Contingency Vs. Situational Theory
Week 3 – Key Concept Exercise
Contingency versus situational theory
"Leaders can influence the behavior of their followers through the use of different styles, or
approaches, to managing others" (Keskes, 2013).
Situational Approach
Situational leadership approach suggests that leaders should adapt their behavior to particular
situations. Leadership effectiveness depends on properly diagnosing the employee development
level, evaluating the situation and demonstrating the suitable leadership style in a particular
situation. "Effective leaders are those, who can recognize what employees need and then adapt their
owe style to meet those needs." (Northouse, 2013).
Leadership style in situational leadership approach consists of directive (task) ... Show more content
on Helpwriting.net ...
The situation is relatively favorable: good leader–member relations, high structure, and mediocre
position power. According to the model, low and middle LPC leadership style is preferable to my
situation. I scored a high LPC (87) on the LPC scale. I found that there is a mismatch in my
leadership style and the situation where I work as an assigned leader. It is arguable whether I am an
effective leader or not, but this theory can only advise me to change the situation and not a
leadership style, as my relationship motivation is my personality and it cannot be changed. "It is not
entirely clear why leaders with high LPC scores are effective in moderately favorable situations or
why leaders with low LPC scores are effective in both very favorable and very unfavorable
situations." (Northouse,

John Maxwell's Theory Of Leadership
"Leaders become great, not because of their power, but because of their ability to empower others."
John Maxwell. Not everyone is equipped to be a leader. Great leaders have the ability to establish a
set direction and principles to guide their companies in an efficient way. It is believed that certain
people possess traits that make them good leaders and researcher focus in personality, social,
physical, or intellectual qualities that would identify them as leaders from the rest of the people. A
few ideas have been developed over the years in the effort of define leadership. One of this is the
Fiedler contingency model and Hersey and Blanchard's Situation Theory. One of the situations that
comes to mind is the story found in the Bible about Joshua when he was selected to spy the land of
Canaan, and return to report on what was found, the land flowed with milk and honey. While others
may only see problems before it true leaders can see possibilities and endure the opposition until
they see an open door.
If we focus on the idea that people can poses different personality and characteristics can be linked
to successful leadership across various situation this would be defined as the trait theory of
leadership. Some researcher believe that the ability to lead was something that a person was born
with and not something that could be developed or learn. Many people still believe that leaders just
have an intuition that makes them good at making decision and developing

Analysis Of The Fiedler Contingency Theory On Leadership
Question 1:
As a leader, the Fiedler contingency theory could be used to manage employees by placing the most
suitable leader with his or her given style for the specific situation. Fiedler believed that leaders
were incapable of changing their style of leadership to adapt to the situation. So instead, it is
suggested that the situation or rather the leader replaced to match the specific situation. To optimize
the favorability of a leadership situation, three components must first be taken into account: leader–
member relations, task structure and positional power of the leader. The optimal leader–member
relations have a good relationship between themselves (the leaders) and the followers. A good task
structure possesses standard procedures which are in place to complete the tasks. And finally, the
strong positional power refers to a leader having authority to evaluate performance and administer
rewards or punishments. In contrast, the Hersey and Blanchard's situational theory on leadership
relied on leaders were capable of being flexible with their range of skills to adapt their behavior to
the maturity of their followers. It is comprised of three components: the amount of task–related
behaviors a leader displays, the amount of relationship–related behaviors a leader displays, and the
level of maturity of the followers to perform a specific task. The first and second components are
similar to that of the leader–member relations and task structure from the Fiedler contingency
model. Whereas, the maturity of the employees given the specific tasks can vary depending on the
individual follower. Someone with a high maturity indicates self–confidence and the ability to
perform the task, and low maturity indicates a lack of ability and self–confidence. Therefore, leaders
should assess each of their employees for their varying levels of self–confidence and ability to
perform the task. Then they can tailor their response to the individual employee depending on the
four levels of maturity that they display: guide, direct, delegate and support.
Question 2: As a leader, what form of power would you attempt to use on a consistent basis to
manage your employees and why would you choose this form of power? As a leader, I

Project Director For Healthy Development Services
Claudia Gastelum is the Project Director for Healthy Development Services (HDS) in San Diego
County. HDS is a department of the Family Health Centers of San Deigo (FHCSD). People once
believed that babies were born with completely developed brains (nature), but enough research has
proven this to be wrong, when in fact a child's environment effects his/her developmental (nurture)
(ecs.org). HDS is funded by First 5 San Diego, so it works under the same mission and goals in a
close partnership. First 5's mission is in, "promoting the vital importance of the first five years of life
to the well–being of children, families and society," and their goal is, "that all children ages 0 to 5
are healthy, are loved and nurtured, and enter school as active learners," (first5sandiego,org). HDS
provides free developmental check–ups for children from birth through 5 years of age, and connects
children and familist to needed services. This organization ensures parents and other caregivers
receive the help they need to keep their children healthy, because healthy children learn better
(ecs.org). As one could probably tell in able to achieve this goal, there needs to be a strong leader
that can work with the community to get families and children what they need, and Claudia has
become the strong leader the program needed to achieve success. She became a leader in this
position because she had experience in the field. Claudia started working for HDS as a Regional
Service Manager

Leadership In Apollo 13
The film, "Apollo 13", directed by Ron Howard, demonstrates leadership throughout many aspects.
From the main character and astronaut Jim Lovell taking control of a life–threatening situation, to
mission control helping the crew remain calm and collected, the entire movie represented how
important it is to show these characteristics when trying to achieve success. In order to reach said
goals, one must demonstrate charisma, creativity, and appropriate communication with others, and
must be confident in doing so. Without these traits, others may not trust or respect them as much,
therefore, making it harder to become a successful leader.
A leader is defined as a someone who "inspires followers to go beyond their own–self–interests for
the good ... Show more content on Helpwriting.net ...
As if being an astronaut wasn't enough, he was finally going to fulfill one of his dreams–to walk on
the moon. From the moment he stepped on the spaceship, he was beaming with joy, and
automatically assumed a leadership role, as he was one of the veteran astronauts on board. With his
knowledge and power, Jim dealt with any situation with calmness and thought. After leaving Earth
and entering space, the crew makes a few adjustments, one of which happens to be them stirring the
oxygen tanks. A large bang was heard, and as the astronauts look out the window, they see a part of
their ship blown up. Once the explosion happened, panic set in, as their oxygen aboard the ship was
slowly diminishing, and their lives were becoming endangered. Thankfully, on board was a natural
leader. Jim carefully listened to the instructions that were given by mission control, and with their
knowledge combined with his own, they were able to get the ship back in working order, all while
keeping himself, and the crew calm. This was not easy to do, however, Jim made it seem easy. With
these skills, Apollo 13 was able to make it back to earth safely, after being stranded in space for 7
days. This occurrence was truly a miracle, and was all because of the hero, Jim

Organizational Behavior Final Essay
1. Power and Influence
Read this case: "Nab's Rogue Trader" (page 312).
1A. Power
The sources of contingency of power model applies to the situation described in case study 10.2 in
McShane & Von Glinow (2010) book through legitimate and coercive sources of power and
visibility and discretion contingencies of power. Whether power is used in an ethical (good) or
unethical (bad) way power is still power. Power is defined by McShane & Von Glinow as "capacity
of a person, team, or organization to influence others" (2010, pg. 290).
This ability to influence people is shown by Luke Duffy in the case study through mainly coercive
power but also legitimate power. Duffy's power was derived from legitimate power because of the
position he held ... Show more content on Helpwriting.net ...
This example of how Duffy uses his influence tactics is a great example of the "dark side" of
organizational politics. His tactics were selfish and self–serving. At the end of the day Duffy's tactics
were allowing him to continue on with illegal and unethical behaviors, ultimately costing the
organization over 350 million dollars over the course of one year and putting him and several others
in jail. 2. Leadership
Read this case: "Profitel Inc" (page 370). The behavioral perspective sets the stage for understanding
transformational leadership. It also sets the stage for understanding the contingency Path–Goal
Theory of leadership.
2A. Leadership Perspective
The best perspective of leadership style that explains the scenario in McShane and Von Glinow
(2010) is Fiedler's contingency model. According to the contingency perspective of leadership the
most appropriate style of leadership will always depend on the situation at hand and no one
leadership style will work in every situation. Leaders must have a high level of emotional
intelligence to be able to foresee the situation and change his or her style of leadership to best work
for the situation (McShane & Von Glinow, 2010). This scenario is an example of a leader being
unable to adapt to the situation and forced his leadership style unto an organization resulting in
failure.
In this scenario the telephone company, Profitel, was looking for a new CEO to help battle emerging
threats in a couple new markets.

Leadership Theory : High Performance Working
Table of Contents
Introduction 2
Leadership theory 2
High performance working 3
Leadership to facilitate HPW culture 4
Capacity and demand 4
Queuing and Capacity Management 5
Conclusion 5
References 6
Introduction
"Leadership is a process by whereby an individual influence a group of individuals to achieve a
common goal" (Northouse, 2007, p3). Leaders influence other people to accomplish a goal or
objective and directs the organization in a way that makes it more coherent and cohesive. All these
process are carried out by the leaders by using their leadership skills and knowledge which is called
process leadership. While leadership can be learned, the knowledge and skills processed by them
can be influenced by their attributes: such as values, beliefs, ethics and character. The process of
leadership is directly contributed by knowledge and skills, while other attributes help the leader to
develop certain characteristics that make them unique. Nursing management is seen as different
profession with its own skills and special training. The person has to be able to handle everyday
management as behavior is being integrated in the situation, the manager should be aware of the
task in hand, system and their leadership profile. The greatest potential for success arise when
managers combine all these in their leadership (LaMonica 1990).
In the given scenario, we are setting up an Eye Care Centre in Uganda to help the people with eye
problems. The main objective

Comparing Two Leadership Theories Essay
There are different leadership theories developed throughout the history. Most popular ones are trait
theories, behavioral theories, contingency theories, and leader–member exchange (LMX) theory.
The author of the post will briefly discuss two theories, Fiedler contingency theory and Leader–
Member Exchange (LMX), and compare and contrast their strengths and weakness.
Fiedler' model is considered the first highly visible theory to present the contingency approach. It
stated that effective groups depend on a proper match between a leader's style of interacting with
subordinates and the degree to which the situation gives control and influence to the leader (Fiedler,
1967). Fiedler argued that the leadership style could be indentified by ... Show more content on
Helpwriting.net ...
The role of the follower and the quality of the relationship itself are informally negotiated between
followers and their leaders over time (Gils, Quaquebeke, & Knippenberg, 2009). Based on the LMX
theory, leaders build a special relationship with an inner circle, or "in–group", of followers, who
often get high levels of responsibility and access to resources. The in–group members work harder
and are more committed to task objectives. They are also expected to be totally committed and loyal
to their leader. Conversely, other followers fall in the "out–group" and are given low levels of choice
or influence. Aggression, sarcasm and a self–centered view are qualities seen in the out–group. The
quality of the LMX relationship varies and is better when the challenge of the job is extremely high
or extremely low (Graen et al., 1982).
Both Fiedler' model and LMX theory have strength and weakness. Fiedler' model emphasizes the
importance of both situation and leader's characteristics in determining leader effectiveness. It
stimulates a great deal of research and inspires the formulation of alternative contingency theory. On
the weak side, the Fiedler model sometimes fails to reflect the personality traits that it intends to
reflect. It has also gained criticism because of its implications on replacing the leader as the only
way to solve the mismatch between leader orientation and unfavorable situation. The method of
measuring

Essay on Organizational Behavior
Organizational Behavior
This essay answers the following three questions:
1) Compare Mr. Meyerson's leadership style versus Mr. Perot's based on the Michigan and Ohio
state behavioral theories of leadership.
2) Utilizing Fiedler's Contingency Theory of leadership, explain how either Meyerson's or Perot's
style might be most appropriate based on specific characteristics of the situation at Perot Systems.
3) Evaluate the situation at Perot Systems from the point of view of the discussion on New
Leadership.
Employee centered supervisors are those who place strong emphasis on their concerned
with getting the work done. Sometimes, the more general terms human relations oriented
and task oriented are used to describe these ... Show more content on Helpwriting.net ...
Mayerson's objective was clear. We still tell people we'll give them
everything we can in the way of financial rewards. In fact, the people who run the
company own more than 60 percent of the company. So if we go public someday,
we'll still make a lot of our people very rich. Meyerson's other major concern was
how EDS had treated customers. He described negotiations as intense, with EDS
desire to win every penny possible from the customer. Not just to win but to
dominate. At Perot Systems, Meyerson promoted a much closer working
relationship with customers and designed the reward system to reflect this
newfound cooperation. Perot Systems concentrates on particular industry groups

in order to provide enhanced expertise. Financial services, energy, travel and
transportation, health care, communication, manufacturing, and construction. Mr.
Perot does not use e–mail; he relies on face to face communication and internet
access were largely the domain of military overlords and university scientists, and
Perot Systems was doing mostly standard corporate work on central computers.
2)
Utilizing Fiedler's Contingency Theory of leadership, explain how either
Meyerson's or Perot's style might be most appropriate based on specific
characteristics of the situation at Perot Systems.
Fiedler considers situational
control the extent to which a leader can determine what his or her

Leadership Style Of A Leader Essay
Each individual possesses a certain capacity for leadership. Whether is is learned or innate,
communication skills are a key factor in how a leader is perceived and followed. An individual's
leadership style is comprised of several factors within the workplace environment and the
individuals that comprise it.Some theories debate whether leadership remains the same no matter the
circumstance, where others maintain that individuals might use others to gain leadership for noble
means. Regardless of the charisma or communication an individual uses in their leadership style,
each person should follow the example of Christ to become a respectable, caring, and honorable role
model of love and generosity.
Forum Post 3–Original Post
How Leaders Lead Almost every single day an individual has an opportunity to be a leader. Whether
it be leading a political party, an office project group, or simply leading by setting an example, all
leaders have their own approach and individual style. Not every form or style of leadership is
appropriate for every situation. How we choose to implement our leadership style and translate it to
the situation will dictate the effectiveness of our leadership.
ORIGINAL POST 2
Two of the main forms of leadership are near complete

Situational And Contingency Theories Of Leadership Training
Leadership is a subject that has gained substantial attention in pretty much every field. There have
been a number of studies done on leadership, which has resulted in a number of different theories.
Situational and Contingency are two theories that are most commonly used in leadership training.
Both fall under the contingency theory umbrella and are also commonly used interchangeable and
often consider as one theory. Situational and Contingency theory are identical but they are two very
different methods. This paper explains the concept of Situational and Contingency leadership
theories and compares and distinguishes the two theories.
Leadership
There are over 40,000 books/writings and over 10,000 research studies on leadership (Adair, 2011).
Even though there are a numerous amount of studies on the subject, there is still no real definition of
the word. In the past 60 years, as many as 65 different classification systems have been developed to
define the dimensions of leadership, (Northouse, 2013 p.4). The classifications have broken down
into 4 components: 1) Leadership is a process, 2) Leadership involves influence, 3) leadership
occurs in groups, and 4) leadership involves common goals.
Leadership is a process: means that it is not a trait or characteristic that resides in the leader, but
rather a transactional event that occurs between the leader and the followers. The process implies
that a leader affects and is affected by followers. It emphasizes that leadership

Examples Of Contingency Model Of Leadership
The first comprehensive contingency model for leadership was developed by Fred Fiedler. The
Fiedler contingency model proposed that effective group performance depended upon properly
matching the leader's style and the amount of control and influence in the situation. The model was
based on the premise that a certain leadership style would be most effective in different types of
situations. The keys were:
(1) To define those leadership styles and the different types of situations, and then
(2) Identify the appropriate combinations of style and situation.
Fiedler proposed that a key factor in leadership success was an individual's basic leadership style,
either task oriented or relationship oriented. To measure a leader's style, Fiedler developed the least–
preferred co–worker (LPC) questionnaire. This questionnaire contained 18 pairs of contrasting
adjectives–for example, pleasant–unpleasant, cold–warm, boring–interesting, or friendly–unfriendly.
Respondents were asked to think of all the co–workers they had ever had and to describe that one
person they least enjoyed ... Show more content on Helpwriting.net ...
Because Fiedler treated an individual's leadership style as fixed, there were only two ways to
improve leader effectiveness. First, you could bring in a new leader whose style better fit the
situation. For instance, if the group situation was highly unfavorable but was led by a relationship–
oriented leader, the group's performance could be improved by replacing that person with a task–
oriented leader. The second alternative was to change the situation to fit the leader. This could be
done by restructuring tasks; by increasing or decreasing the power that the leader had over factors
such as salary increases, promotions, and disciplinary actions; or by improving the leader–member
relations. Research testing the overall validity of Fiedler's model has shown considerable evidence
to support the

Leaders , Are They Born or Made?
Q 3. Organizational success depends ultimately on the qualities of its leaders. But are leaders born
successful or can they be trained? Use theories and evidences to support your discussion.
1.0 INTRODUCTION
Leadership is the competency and capability to influence and motivate people towards the fulfilment
of goals .Thereby, leadership within any organization, is most definitely a critical factor of
organizational efficacy.
Leaders also embody a vision for future, and a good leader possesses the quality to cope and evolve
with change.
The need of a leader in any given organizational setup, is imperative to the growth and future of the
organization. "Leadership is the ability of an individual to influence, motivate, and enable ... Show
more content on Helpwriting.net ...
|
| The crux of the model states that low and high LPC leaders are each effective if |
|placed in the right situation. |
2.3.2 Hersey and Blanchard's Model
This model of leadership requires the leader to identify the demands of the situation and then choose
and implement the appropriate leadership response. The theory also lays emphasis on the readiness
of the followers and their reaction to a specific task.
It also asserts that an effective leader assess the changing situations , and guages the readiness of the
followers to the same and implements necessary changes in the pattern of leadership , in order to
accommodate the change.
Fig 2.2
[pic]
Source: Killian
The above diagram illustrates the different patterns of leadership behaviour
Table 2.4 –Interpretation

S1– telling style– gives specific directions and closely supervises the followers.
S2–selling style– explains decisions and provides opportunity to clarify
S3–participating style– shares ideas openly and involve sin decision making.
S4–delegating style– provides little in terms of direction and support for

Leadership And Teams : Conformity
Leadership and Teams – Conformity
Conformity continues to be an expectation and need in many groups. The ability for a group to
resolve differences or come up with the required conclusion could require that one or more people in
the group need to conform with a premise that the majority considers. This paper will present
answers to the following questions. Does the desire to be accepted as a part of a group leave one
susceptible to conforming to the group's norms? Can a group exert pressure that's strong enough to
change a member's attitudes and behavior? How does one particular leadership model interact with
the most important performance outcomes with regard to teams? What can be used from this
analysis to assist in being a better manager? How would a leader who was following the tenets of
the leadership model interact with the members of his or her team in order to maximize the strengths
of work teams in general while mitigating the pitfalls of such teams? In my time in the military and
my lengthy time working in the medical and manufacturing industries, I have come to realize that a
cohesive team makes strong decisions and that these decisions are not always agreed upon 100% by
all participants. At the conclusion of this paper it will present information that answers the requested
questions and provide an opportunity to learn and become a better manager because of the
information.
Conformity
It seems that many people that construct teams are weary of

The 's Contingency Model Has Lost Its Relevancy I Today 's...
Gusmond, I agree with you that Fiedler's Contingency Model has lost its relevancy I today's work
environment. (Robbins, Judge, and Campbell, 2009). Fiedler believing that our natural leadership
style is fixed and the most effective way to handle situations is to change the leader (Fiedler, 1967)
would create a constant revolving–door at most businesses today, in my opinion. In lesson 6 –
Leadership, we read that "Fiedler proposed a model whereby leaders are classified in terms of
whether they were more task–oriented or relationship–oriented." With the study of organizational
behavior expanding, I would tend to think as a society we're much more relationship–oriented today
than ever before. The value placed highly by generational employees is probably more different than
it's ever been before as well.
If you're managing a group of young parents, the need for a work–home balance would be much
greater than if you were managing a group of older employees who didn't have lots of time
commitments and various directions to be pulled in when the work day was done. As an effective
leader, being cognizant and having the maturity to gauge what your group is saying, either directly
or indirectly, and being flexible enough to make the appropriate changes within your leadership
style would be paramount for success today. Otherwise you'd be looking for a new job more often
than you'd actually be leading. "For those who serve well as deacons gain a good standing for

Situational Leadership And Its Impact On The Workplace
Situational Leadership
The Situational Leadership Model recommends that there is no "one size fits all" methodology to
authority. Contingent upon the circumstance, changing levels of authority and administration are
fundamental. Nonetheless, leaders should first recognize their generally critical assignments or
needs. Second, leaders must consider the status level of their adherents by breaking down the
employee 's capacity and ability. Contingent upon the level of these variables, leaders must apply the
most proper initiative style to fit the given: Directing, coaching, supporting and delegating.
Situational leadership is important for numerous reasons. Leaders are good examples the impact on
the way of life, qualities, musings and ... Show more content on Helpwriting.net ...
To make an elite group that works successfully, the style that the pioneer would need to pick might
be one of a kind for every group. There are 3 theories of situational leadership that can apply to
different situations. House and Mitchell's Path– Goal Theory
He could allude to the Path–Goal Theory as an authority cooperation strategy, where the leader does
what she or he can to clear a way for gathering individuals to act. Depicting obviously finishes this
what can anyone do, obstructions, and remunerating the individuals who perform well. The levels in
power a leader may do these things will fluctuate as per the circumstances. The follower might be
more roused or competent, or the work to be done could be simple or troublesome. Authority styles
in this strategy can differ from being authoritarian to the leader being a member. House and Mitchell
say that these styles incorporate bolster, mandate, participative, and accomplishment introduction. A
leader encourages the group by engaging a gathering part 's self–regard and making the job
charming, or if nothing else tasteful. A leader essentially may guide the group to do the undertaking,
as Transactional Theory would have it. With a Contingency Theory approach, at some focuses, a
leader may take part in a participative administration style, where she or he takes recommendations
from the group on the most proficient method to do the work. House

Vision Of Leadership Philosophy Essay

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