Running head: STYLES OF LEADERSHIP 5 Styles of Leadership and Your Organization Teneka Oliver Organizational Behavior (MGMT601) 17 December 2017 General John J. Pershing once said, “A competent leader can get efficient service from poor troops, while on the contrary an incapable leader can demoralize the best of troops.”  As a leader, personal accountability is the standard. A quality many never seemed to care about.  Those that have been led define a leaders true competency. If they fail, it is because the leader has failed them. In the military, competency is usually in the eye of the beholder; commonly referred to as leadership. Their assessment comes in the form of an appraisals, non-commission officer evaluation reports or officer evaluations that amasses everything accomplished in one year. Generally, throughout that year feedback is giving. All too often that is not the case. More times than not, individuals are left to write their own evaluation. There is no more daunting a task than having to rate your ability as a leader. The last thing an individual wants to do is place his or herself so high that others despise them, yet not under sell their own ability to lead others.  This, coupled with organization goals, values and mission, has the potential for several pitfalls.  A true leader sees and seizes this as an opportunity. A chance too not only sharpen and hone their own leadership style, but perhaps try their hand at various others.  An organization, in its simplest definition, is a group of people with a particular purpose. The military is nothing more than a group of people with the simple purpose of neutralizing the enemy.  A task that the U.S. government exiles at. This task can not be carried out to its fullest without someone at the helm leading.  It takes a skilled individual, with unique qualities and abilities to bring a group of people with various backgrounds from different walks of life together on accord.  One type of leadership style may work for one, where as it may not work for another.  Something to always consider; all the while keeping in line with the organizations mission statement, vision and goals. There are organization that you will see how differently leaders will manage. Some leadership styles may be more aggressive, calm, and even nonchalant. There are several different forms of leadership styles that can help strengthen your organization or either weaken it. Some leaders are likely to use just one specific style to establish a solid foundation. However, to be a successful people will to understand their leadership style and how it can possibly impact on their organization. The problem with some leaders is that they assume that leadership style is based off personality instead of using a strategy that will address that situation. The ideal is being able to identify your style and make any adjustments that will be most beneficial for the organization. There is a saying, “Leadership is not just some ...

1. Running head: STYLES OF LEADERSHIP
5
Styles of Leadership and Your Organization
Teneka Oliver
Organizational Behavior (MGMT601)
17 December 2017
General John J. Pershing once said, “A competent leader can get
efficient service from poor troops, while on the contrary an
incapable leader can demoralize the best of troops.” As a
leader, personal accountability is the standard. A quality many
never seemed to care about. Those that have been led define a
leaders true competency. If they fail, it is because the leader has
failed them.
In the military, competency is usually in the eye of the
beholder; commonly referred to as leadership. Their assessment
comes in the form of an appraisals, non-commission officer
evaluation reports or officer evaluations that amasses
everything accomplished in one year. Generally, throughout that
year feedback is giving. All too often that is not the case. More
times than not, individuals are left to write their own
evaluation. There is no more daunting a task than having to rate
your ability as a leader. The last thing an individual wants to do
is place his or herself so high that others despise them, yet not
under sell their own ability to lead others.
This, coupled with organization goals, values and mission, has
the potential for several pitfalls. A true leader sees and seizes
this as an opportunity. A chance too not only sharpen and hone
their own leadership style, but perhaps try their hand at various

2. others. An organization, in its simplest definition, is a group of
people with a particular purpose. The military is nothing more
than a group of people with the simple purpose of neutralizing
the enemy. A task that the U.S. government exiles at. This task
can not be carried out to its fullest without someone at the helm
leading.
It takes a skilled individual, with unique qualities and abilities
to bring a group of people with various backgrounds from
different walks of life together on accord. One type of
leadership style may work for one, where as it may not work for
another. Something to always consider; all the while keeping in
line with the organizations mission statement, vision and goals.
There are organization that you will see how differently leaders
will manage. Some leadership styles may be more aggressive,
calm, and even nonchalant. There are several different forms of
leadership styles that can help strengthen your organization or
either weaken it. Some leaders are likely to use just one specific
style to establish a solid foundation. However, to be a
successful people will to understand their leadership style and
how it can possibly impact on their organization.
The problem with some leaders is that they assume that
leadership style is based off personality instead of using a
strategy that will address that situation. The ideal is being able
to identify your style and make any adjustments that will be
most beneficial for the organization. There is a saying,
“Leadership is not just some empty formulas but establishing
deep service, integrity, passion, perseverance and equanimity.”
(Amit Ray).
There has not been any quantitative research to demonstrate
which leadership style provides positive results. Instead for
each style they used an example of a famous or important
person in history to describe that leadership style. The use of
previous styles is determined by experience, and instinct, which
is considering to be an effective way of understanding how
these leadership styles work within an organization.
Research has also provided that most successful leaders

3. show their strengths using emotional intelligence competencies.
The hypothesis within the article states that majority of senior
management uses a collection of the six leadership styles. They
were stated clearly throughout this article. Currently, there were
no issues that will affect this study.
There are many leadership styles that an individual can possess
and not be limited to only one. In conclusion to be a successful
leader one must be willing to learn and adapt to their
surroundings. You will have to attain an effective and positive
leadership skill that will give great results in accomplishing the
mission. Building an organization based on neutral trust,
respect, and sharing the same interest for the organizations
vision and mission. It’s not about the personality, it’s about
what will best address the situation at hand.
References
Goleman, Daniel: Leadership that gets results
Harvard Business Review
http://www.nonprofitjourney.org/uploads/8/4/4/9/8449980/_gole
man-leadership-that-gets-results.pdf
Running head: RESOURCES 7
Using Your Resources
Teneka Oliver
Organizational Behavior (MGMT601)
26 December 2017

4. Raducan, Radu & Raducan, Ramona (2014). Communication
Styles of Leadership Tools: Procedia Social and Behavioral
Science, 09/2014, volume 149
In this article the writers speak about the importance of
communicating. It’s about how a leader or manager can
influence a group of individuals to become more effective
workers. They spoke about how an extroverted individual
interact is considering to be opened to others and the world
around them. As to how the introverted individual tend to be
more antisocial. Also, mentioned in this article were “the four
communication systems”, by Wesport, CT: Praeger which
included authoritarian, authoritarian-exploiter, consultative and
participative.
This article will support how communication plays a vital part
in motivating employees. Also, demonstrates how a leader or
manager can clearly state the task that will need to be
completed. The use of this article will state the difference
between the ages of 30 – 50 and show how experience so
leaders or manager or when effectively communication.

5. Arnold, K. A., Connelly, C. E., Walsh, M. M., & Martin Ginis,
K. A. (2015). Leadership styles, emotion regulation, and
burnout. Journal of Occupational Health Psychology, 20(4),
481-490.
In this article it discussed how emotion regulation, burnout,
transformational leadership and transactional leadership could
affect some individual actions. Undo stress and burnouts from a
work-related demand could possibly lead to one not being as
proactive or productive. During this study the writers examined
how leadership styles become affected. They documented on
how leaders displayed emotions to meet their organizational
goals.
This article will support how leadership styles can be affected
by individual’s emotions. I will briefly discuss the difference
between the four characteristics and how they influence a style
and leadership and how it may affect the organization.
George , Bill, et al. “Discovering Your Authentic Leadership .”
Harvard Business Review, Feb. 2007, www.hbr.org.
George and his colleagues want to introduce the new leadership
which is the authentic leader that will allow more organizations
to thrive. In this article we see that as you grow into a leader
you have to find our values and principles as a person. My style
of leadership has developed due to my self-awareness of what is
right and wrong. Anyone who has been put into a leadership
position goes through the, “Compass for our Journey,” which is
addressed in the article and that is path we take to find
ourselves as a leader. Also in this scholarly article the authors
talk about how we need to understand the importance of
empowering others and that is exactly what type of leadership I
believe in.
This will be a main point in my paper to express that being a
authentic and compassionate leader will allow a organization to
prosper. Being a authentic leader is actually someone who is
self-aware and genuine which is exactly leaders need to be. Not
to say that they have to be genuine all the time but they have to

6. accept ideas not reject them. With this article I will express
what a leader should actually be and the adjective authentic will
show up plenty because organizations should have this type of
leader to grow.
Nurdan Özaralli, (2003) "Effects of transformational leadership
on empowerment and team effectiveness", Leadership &
Organization Development Journal, Vol. 24 Issue: 6, pp.335-
344, https://doi.org/10.1108/01437730310494301
This article shows the importance of transformational leadership
and how the effects allow a organization to have team
effectiveness. The author surveys 152 employees and rates their
superiors in their leadership abilities and how they felt
empowered to do better. In the end they found that through
change in leadership, performances and communications skills
excelled. The author is stating through investigation that
without team empowerment the workplace will not thrive and
the team will not be effective. The leader has to understand that
with a specific style of leadership and the way they express
themselves to their workers can ultimately make the
organization thrive or wither.
The reason I chose this article because it actually has evidence
of how a change in leadership affected the workers and the
organization. Even though transformational is used we still need
to understand that when change is needed people should take
action. This involves for a leader to step up and work with
everyone and empower the community to prosper. This will be a
part of my essay because without empowering our workers and
inspiring them there would be no success and little change.
Leaders should not be insulting but rather delegate and be able
to work well with others.
Michael A. Germano, J.D., M.A., M.S. “Library Worklife:”
Leadership Style and Organizational Impact – Library Worklife:
June 2010, ala-apa.org/newsletter/2010/06/08/spotlight/.
In this article Germano expresses different type of leadership

7. styles and how these styles impact an organization. Through
relationships, influences, effectiveness, and most importantly
leadership we see the difference in how organizations actually
succeed(or not). All the leadership styles that he mentioned and
explained have either a positive or negative response to the
development of organization. He states that the personality of
leaders also have a major effect on how well workers perform
and whether they actually do their job correctly or not.
Ultimately, we need to understand that being a leader will
influence any group of individuals whether it be positive or
negative.
This article is will allow me to use other leadership styles as
antonyms for my definition of a leader in an organization. With
these styles I will use this to allow my audience how the way
leaders interact can affect the people around them. A leader's
results is based on what, how, and why they do what they do to
get the job done. Selfish motives will not make the workers feel
empowered and rather feel insecure. But with a selfless leader
we can see results and see the workers feel as though their voice
could be heard. All these points stated will be mentioned in my
essay and allow me to express how I feel about my views on
being a leader and the styles that I would use as a leader.
McCleskey, J (2014) Situational, Transformational, and
Transactional Leadership and Leadership Development: journal
of Business Studies Quarterly 2014, Volume 5, Number 4
The article presents three type of leadership theories.
Situational leaders are focused on the task at hand or focuses on
the relationship with their employees. The leaders that are
relationship oriented concentrate more on the concerns of the
employee, and minimizing emotional conflict. While task
oriented leaders define the roles of employees, and establishes
communication effectively. Transformational leaders mold their
employees into what they see fit for their organization.
Transactional leaders allow employees to concentrate on the
organizations objectives while minimizing work anxiety.

8. This article supports my research paper because there are some
leaders that generally focus on certain areas within their
organization. Leaders tend to their team of employees to be a
way. Some leaders may focus solely on the needs of their
employees. While other leaders may run an organization with an
iron fist. I will use this article to discuss how this could affect
the productivity and motivation of your employees.
Fiaz, M., Su, Q., Ikram, A., & Saqib, A. (2017). Leadership
Styles and Employees’ Motivation: Perspective from an
Emerging Economy. The Journal of Developing Areas, 51(4),
143-156.
In this article it talks about what considered to be an
appropriate form of leadership style. It is to in form us of the
potential impact on how employees are inspired. This article
explains how the three forms of leadership styles play a vital
part. Democratic leadership style is geared on how more people
interact within the group. While autocratic emphasizes on
performance and not so much on the people. As laissez-
leadership style it focuses on neither the people or the
performance. The leader that uses this style tends to keep a low
profile and will only use those who are loyal to getting the job
done.
This article will be used to demonstrate how the different each
leadership style is used in within my organizations to achieve a
specific goal. Also, I will use examples in how these leadership
styles affected or ineffective they were within the
organizational. There are several different forms of leadership
styles. How we chose to use them could possibly lead the
organization to become successful or fail.

9. References
Raducan, Radu & Raducan, Ramona (2014). Communication
Styles of Leadership Tools: Procedia Social and Behavioral
Science, 09/2014, volume 149
Arnold, K. A., Connelly, C. E., Walsh, M. M., & Martin Ginis,
K. A. (2015). Leadership styles, emotion regulation, and
burnout. Journal of Occupational Health Psychology, 20(4),
481-490.
doi:http://dx.doi.org.ezproxy2.apus.edu/10.1037/a0039045
George , Bill, et al. “Discovering Your Authentic Leadership .”
Harvard Business Review, Feb. 2007, www.hbr.org.
Nurdan Özaralli, (2003) "Effects of transformational leadership
on empowerment and team effectiveness", Leadership &
Organization Development Journal, Vol. 24 Issue: 6, pp.335-
344, https://doi.org/10.1108/01437730310494301
Michael A. Germano, J.D., M.A., M.S. “Library Worklife:”
Leadership Style and Organizational Impact – Library Worklife:
June 2010, ala-apa.org/newsletter/2010/06/08/spotlight/.
McCleskey, J. A. (2014). Situational, transformational, and
transactional leadership and leadership development. Journal of
Business Studies Quarterly, 5(4), 117.
Fiaz, M., Su, Q., Ikram, A., & Saqib, A. (2017). LEADERSHIP
STYLES AND EMPLOYEES’ MOTIVATION: PERSPECTIVE
FROM AN EMERGING ECONOMY. The Journal of Developing
Areas, 51(4), 143-156. Retrieved from https://search-proquest-
com.ezproxy1.apus.edu/docview/1917823225?accountid=8289