A leadership essay is any essay that focuses on the topic of leadership. These essays can take a number of different formats and are often heavily-dependent on their prompts. For example, you may be asked to write about various theories of leadership, with servant leadership being an especially popular topic. You may also be asked to describe your experience with a leader that you admire and explain what you admired about his or her leadership skills. However, the most frequent type of leadership essay is probably one that asks you describe a time that you acted as a leader.
Leadership, Team Building & Communication
Leadership theories continue to evolve as the complexity, nature and scope of organizations shift from command-and-control structures to more agile frameworks for managing change. The pace of disruptive innovation is accelerating, forcing reliance on the latest theories of leadership to keep organizations competitive in rapidly changing markets. The intent of this analysis is to evaluate the traditional, contemporary and emerging leadership theories and interpersonal forms of power. Unifying these factors by defining the profile of the ideal leader is also completed in this analysis, highlighting the most effective leadership characteristics and patterns in their specific roles. An organization has been selected, Cisco Systems, to evaluate these theories against. In addition, organizational stressors are also discussed in addition to strategies to managing them so an organization can still attain optimal performance. The five conflict management styles are also discussed in addition to potential barriers to communication, with recommendations on how to overcome them.
Analysis of Traditional, Contemporary and Emerging Leadership Theories
Traditional leadership theories stressed the concept of the "great man" or leader who was given the role based on behavioral traits and their ability to create and sustain teams' progress towards goals. These "great man" theories also relied on external observation of traits; there was little advanced screening of personality traits or the innate perceptions of highly effective leaders (Fitzgerald, Schutte, 2010). Traditional leadership theories progressed rapidly beyond only the observable traits of a leader and seeing them as innate to the belief that leadership could be mastered as a skill (Buffinton, Jablokow, Martin, 2002). This shift in leadership theories marked the transition of this field from traditional to contemporary research. With contemporary theories, leadership is seen as a skill that can be taught (Purvanova, Bono, 2009). The research of Dr. Max Weber on the traits of charismatic leaders and the contingency theories of Dr. Fred Fielder (Maslanka, 2004) are the foundation of contemporary theories of leadership. These foundational concepts set the foundation for the rapidly emerging leadership theories that are in use today. The inclusion of Emotional Intelligence (EI) and charismatic leadership into a common…… [Read More]
Leadership is the process of directing the behavior of others toward the achievement of some general objectives. Effective leadership is very important for molding a group of people into a team, shaping them into a force that serves as a sustainable business benefit. Effective leaders have an inspirational vision. Forethought and change expectation is their hallmark. Leaders know how to make people function in a joint fashion, and how to inspire them to excel their performance. Leaders also know how to balance the individual team member's quest with the goal of producing synergy, a result that exceeds the sum of individual contributions. Leaders necessitate that their team members sacrifice the quest for personal best in concert with the team (Kotelnikov, n.d.).
Relationship between personality and leadership and team success
The amalgamation of leadership style and personality type appears to meld into a psychological mixture that produces the ethos of a leader. Leaders are not just recognized by their leadership styles, but also by their personalities, their consciousness of themselves and others, and their appreciation of diversity, flexibility, and paradox. The personality characteristics of the leader are not insignificant, but those which are necessary differ significantly depending on the circumstances. Thus, it may indeed, make a difference in establishing personality type in order to determine the correct job match between a worker and their colleagues (Marsiglia, 2005).
Leadership is regularly defined in terms of transactional and transformational magnitudes. The example of transactional-transformational leadership has universal applicability across all continents and cultures. In terms of universality, transformational leadership tends to be more effectual and satisfying than conditional rewarding; contingent rewarding is more successful and satisfying than managing by exception, and managing by exception is more successful and satisfying than other types of leadership (Marsiglia, 2005).
Leader efficiency is dependent on the leadership problem-situation, team-dynamics, organization culture, and strategy. As a result, the leader must use a multiple level of leadership skills in order to be effective. There are five categories that may be used to appraise leader effectiveness:
1. Actual performance of the organization unit or team
2. Ratings by peers, subordinates, and superiors
3. Results of interviews, simulations, or assessment centers
5. Perceptions of people…… [Read More]
The role of leadership in business organizations
Many leadership theories have been applied, in different organizations, to help in attainment of the objectives of the organization. Leadership theories are many, but the most common include the trait theory, which assumes that different people inherit the qualities and also traits of leadership and later suit for the position of leadership. The characteristics related to the trait theory are behavioral and personality characteristics. There is also the contingency theory, commonly known as the modern theory, which explains that leadership changes with the environment and its situation. A style of leadership could be successful in a certain situation, but very unsuccessful in another. No leadership style is, therefore, convenient in all situations. What determines success is the leadership style, the qualities of the followers and the prevailing situation. The other fundamental theory of leadership is the behavioral/functional theory, which believes that all the great leaders are molded and that no person is born a leader. The behavior of the leaders is what determines leadership, and not just the leadership traits or any characteristics one holds (Cherry, 2012).
Difference between leadership and management
While management focuses of the end results and the procedure of getting things implemented, leadership focuses of the influencing of the followers through interaction with them. Managers will most of the time direct people using the formal authoritative positions, but leaders will influence the followers even in the absence of the formalities. Managers coordinate the workers towards the common goal of the organization contrary to leaders who creates excitement in the followers, and provides solutions that will influence a certain group or follower towards the objectives.
The leadership theory of Zeus Motor Industry (ZMI)
Zeus Motor Industry is a Corporation in the Eastern Africa region, which specializes in the manufacture and sale of spares for motor vehicles. Due to the nature of the market and operation of the organization, the leadership of the organization is based on the contingency approach, which is the most commonly used approach in the modern times. After the realization that there is no possibility for a permanent theory to be used universally and suit in all situations, researchers…… [Read More]
Leadership and Organizations: Bill Gates and Steve Jobs
The theories of leadership date way back to when dynasties existed and people were led by kings. The leader took control and made decisions whenever disputes arose. The question of leadership qualities may not have been all that important then, but people still considered some to be better leaders than others. It would be prudent to begin by giving the fundamentals of the terms that are most crucial to this discussion; leadership and management. The two are commonly used synonymously, but they indeed are different. Although all leaders are managers, not all managers are leaders. The end of management marks the beginning of leadership, because whereas management is "concerned with stability and the best way to get the job done," leadership places more emphasis on change and innovation (Lussier and Achua, 2009, p.17). This text explores the theories and the differences and similarities between Bill Gates and Steve Jobs' leadership styles and approaches.
The earliest theories mainly focused on the unique qualities that leaders were thought to possess, and were aimed at finding a leadership style that would be applicable to all situations. The modern theories, however, incorporate additional factors such as level of skill and situational aspects (Lussier, 2009).
Trait theories were the earliest theories of leadership. They largely focused on a person's individual qualities (Lussier, n.d., p.20). They postulated that people led because they possessed inborn leadership traits such as aggressiveness, self-reliance, and intelligence.
The behavioral theories focused more "on what the leader actually did on the job" (Lussier, n.d., p.19). They attempted to depict the behavioral differences between ineffective and effective leaders.
The Contingency Theories
These assert that the style of leadership chosen is based on the situation, the followers, and the leader himself. These theories, therefore, emphasize "the importance of situational factors, including the nature of the work performed, the external environment, and the characteristics of followers" (Lussier, n.d., p.20).
Essentially, trait and behavioral theories are referred to as the universal leadership theories, as they attempted to identify a universal leadership style. People, however, on realizing that…… [Read More]
DEAR CUSTOMER: YOU SAID THAT YOU DON'T WANT AN INTRODUCTION BECAUSE YOU HAVE ALREADY WRITTEN ABOUT LEADERSHIP IN GENERAL AND THIS ORDER IS ONLY PART OF AN ESSAY.
Trait Theory and Application
The "Trait Theory" of leadership has developed most during the past 3 decades and is concerned with amassing the core personality characteristics of known leaders -- both effective and ineffective -- to predict potential for successful leadership. Trait Theory currently recognizes more than 100 identified physiological, demographic, personality, intellectual, task-related and social characteristics. The most generally recognized characteristics include: the drive for achievement; intense motivation to lead; honesty; integrity; self-confidence; higher-than-average cognitive ability; business knowledge; emotional maturity; charisma, creativity and flexibility. Trait Theory has been supported by considerable research and is advantageous in that it offers detailed and clearly-defined qualities for leadership assessment on all organizational levels. Unfortunately, the theory also has drawbacks: in some respects, those traits are quite subjectively interpreted; it cannot predict future behavior; it fails to account for development of personality and skills; it fails to address ways in which negative traits can be changed; experts disagree on the importance assigned to each trait; it sometimes leads to the mistaken conclusion that leaders are born, not made, though leadership development is clearly a combination of Nature/Nurture - inborn traits/skills and their development (Heffner Media Group, Inc., 2003; Management Study Guide.com, 2012).
Whether or not it receives due credit, Trait Theory is widely used by individuals attempting to "move up" within large organizations and by large organizations attempting to find their potential leaders. For example, a Blue Cross or "WellPoint" job description posted January 26, 2012 for "Senior Project Manager" contains a laundry list of leadership traits: "expert facilitation skills; expert relationship management & communication skills; highly detail-oriented; highly organized; ability to make sense of ambiguous situations; ability to take ownership and make an immediate impact" (WellPoint, Inc., 2012). In response, the applicant is supposed to measure his/her own traits to see how closely they match the job description characteristics. From experience, a job interview for a management position at WellPoint includes such ham-handed questions as "Can you take ownership and make an immediate impact?" At that point, the applicant is expected to essentially say, "Yes, I…… [Read More]
Leadership is defined as the procedures that individuals use as authority over others to achieve an objective. The action also provides direction in a manner that makes an organization more coherent and cohesive.
This approach refers to three skills including human, technical, and conceptual, which form the fundamental personal skills required in leadership. Technical skills involve proficiency in and knowledge about some defined activities or work. It includes analytical ability, competence in a specialized area and the ability to use required techniques and tools. The skills play an integral role in the production of the intended products and services. Human skills are related to the ability to work with things and other people. These are commonly referred to as people skills that allow leaders to work effectively with peers, subordinates, and superiors. A leader who has expertise in interacting with others will determine the successful completion of tasks. Conceptual skills refer to the ability to give strategic direction, motivate followers, and create a vision to pursue the goals of an organization.
Team management can be defined as the processes, techniques and tools used to organize and coordinate a team of individuals working towards a shared goal.
Situational Leadership is the fundamental concept that there is no single best style of leadership. According to this theory, the successive leaders must adapt their leadership style to maturity and leadership must be task-relevant of the group or individual.
Least preferred co-worker (LPC) scale refers to a tool used to measure a person's leadership orientation. This scale requires that a leader think of all the persons they have worked with and then describe the individual, with whom they worked least well with, using a scale of bipolar objective rating from 1 to 8. A high PLC score indicates that a leader owns human relations orientation while the reverse indicates the leader has task orientation.…… [Read More]
Introduction to Award Program
Any discussion of employee incentive programs will make use of many different terms, most of which will mean different things to different people. In order to ensure the discussion has apples-to-apples clarity, this paper begins with a basic lexicon.
Employee incentives are a form of payment that is tied to the performance of employees. The incentive payment can be either intangible or tangible, and with or without an actual cash value. Because they are non-discretionary, incentive payments can be given at any time when the performance of an employee warrants it. This inclusive category includes awards, bonuses, recognition, and rewards.
The categorical term award covers a lot of territory, and commonly includes monetary incentives, plaques and trophies, prizes and contest payouts, public recognition and commendation, and travel bonuses. A reward is generally given to an individual when a pre-determined goal has been met. Bonuses are typically distributed to a group of employees when a team, department, or business enterprise does well on fiscal returns, sales, and the like. Recognition takes place after-the-fact or on the occasion of some milestone anniversary. Employee recognitions are typically a public display of appreciation that may include tangible items and/or intangibles, such as a formal thank you letter or email, an extra day off with pay, or cash for coming up with a winning suggestion for an improvement.
Target Industry and Company. The award program is designed for the high tech industry -- and specifically for a software development enterprise. A leader in this type of company is likely to be responsible for full cycle development of a software product, and would head up a team of software engineers. The leader will be capable of working as a member of a horizontal team of peer leaders from departments across the enterprise, such as marketing, compliance and legal, client accounts, and sales. Encouraging and rewarding technology innovation is a primary focus of this award, but the emphasis is not on product creation (Avolio, & Yammarino, 2013). It is about the vision and execution that opens the way to new technology development, and the corresponding pursuit of novel ways to bring products to launch (Avolio, & Yammarino, 2013).
Rating Criteria and Application
General Attributes…… [Read More]
Leadership Theories and Approaches
According to Kurt Lewin, all leaders fall into three basic categories: autocratic, participative, and democratic. I would describe my current supervisor as basically autocratic in her demeanor, although in a moderately benevolent way. I work as a respiratory therapist in a hospital. My supervisor must ensure that patients are seen in a timely fashion, and that all medical personnel comply with basic safety regulations. She oversees scheduling of the various personnel who work on the ward, and is in charge of dealing with any conflicts that might ensue between employees and also between employees and patients.
My supervisor tries to be fair, but her 'word is law.' This is partially because she is dealing with the potential for serious complaints, if hospital dictates are not followed. It is essential that patients are treated in a respectful manner. Also, there are certain protocols that must be followed to ensure that patients remain in good health. The need to check vital signs is not something that is open for debate or can be decided democratically. Additionally, because of the high levels of stress amongst workers that can occur, tension can sometimes be evident. There must be a fair and objective authority who can stand outside of workplace bickering.
One reason that my supervisor may have adopted an authoritarian style is the relative youth and inexperience of many of the workers on the ward. She feels that to ensure that things 'get done,' she cannot get involved in too much debate and discussion. However, being insufficiently participative can also result in problems. For example, one common source of conflict in an understaffed hospital is scheduling. Certain schedules are, for understandable reasons, more desirable than others (such as day vs. night shifts, and having to work on weekends and holidays). There is always a question of how scheduling should be determined -- for example, should seniority be given priority over the fact that a worker has had to labor at more unpleasant shifts recently than other workers, or the fact that she has young children? Workers may also have good ideas about how to make the day more manageable, such as scheduling more frequent break periods for people on long shifts, or how to deal with younger and less assured employees. When a supervisor adopts a dictatorial style, the potential benefits…… [Read More]
Leadership in Telecommuting Teams
Leading a Changing World In paper, exploring emerging topic challenge leadership changing world work. Choose a specific topic Module 12.4 Landy Conte (2013). Provide overview topic, including: - Why chose topic - Why topic important study leadership, field I/O psychology, career; - And a review research articles focusing topic.
Telecommuting is increasingly becoming a concern for teams in organizations around the world. Many organizations have virtual teams because they are cheaper for the company and allow the employees to work in locations where they are comfortable. However, leading team members in a telecommuting environment is a challenge for leaders because it is difficult for them to handle team members who are in different locations, and sometimes even different time zones. Without employees having assigned workspaces or a common office where they can meet, it becomes difficult to schedule meetings. Basic leadership activities such as solving issues for organizations are also much more difficult in telecommuting teams. To manage telecommuting employees, leaders must be proactive in their communication and communication must be bi-directional Caillier, 2014.
With employees being a distance away, it becomes difficult for the leader to maintain significant control over their employees and to manage employee performance in the right way.
Why the topic is important to the study of leadership
As the numbers of organizations that use teleworkers continue to increase, and as the number of teleworkers in these organizations also increase, it is a challenge for leaders who have to find innovative ways to increase the productivity and efficiency of employees. For organizations which use sales trends to gauge employee performance, it is also extremely difficult for them to build stronger or better sales trends by motivating employees and training them effectively Raghuram, Tuertscher, & Garud, 2010()
Other issues that these leaders face in managing teleworkers is that they have to find ways to reduce labor costs, which…… [Read More]
By integrating aspects of transformational leadership into his leadership, Alonso would have inspired his crew to follow him while also becoming leaders by themselves. However, this could have only been made possible if his thoughts, feelings, and actions were consistent. As a leader of change Alfonso should have shown some element of connection to himself, the world, and the people around him and be grounded in reality. He ought to have come up with a vision and communicate it with passion and purpose (Covey, 2007). He should have paid personal attention to the crew members in a way that engages them and generates trust and commitment. He should have genuinely cared about the crew members, what they wanted, and how he could serve them instead of admonishing them in public. As a transformational leader, Alfonso ought to have been curious, open to new ideas, and learn constantly. In this way he could have received constant feedback from the officers and get to know if something was wrong.
As a commander of Trident submarine Alfonso should have developed and shared an inspiring vision of the organization's future. His conduct should have been geared towards bringing out the best in individual crew members. He should have also shown genuine concern and respect for others by upholding the navy's adage of praising in public and penalizing in private. As a commander he should have continuously invested in his own development and that of the crew members (Covey, 2007). The Trident commander should have also developed a culture of collaboration rather that of command and control where change is welcome as an opportunity as opposed to a threat. Alfonso should have also recognized that leadership needs to be demonstrated at times by all the crew members on board the submarine as this stands to build genuine trust between leaders and followers. He ought to have paid much attention to matters pertaining to terminal values like integrity and fairness for the greater good of the organization and the society at large (Covey,…… [Read More]
Sir Richard Branson
Branson Leadership Style in Terms of Leadership Models
The for Framework Approach
The Three-Stage Model of Effective Leadership
Effectiveness of Branson's Leadership Style in U.S. today 7
Leadership Styles Making Branson a More Effective Leader
Development of a Global Team
Applying Branson's Leadership Qualities at Work
This paper is designed to analyze the importance of good leadership. How good and effective leaders are made and how effective leadership can lead to the establishment of global team for the successful accomplishment of tasks. It describes the effective leadership style of Branson in terms of the effective leadership model. It describes which leadership styles can make Branson's leadership style more effective. How Branson can develop and lead a global team for a major project and how one can apply Branson's effective leadership style at work.
Effectiveness leadership is one of the key elements in the success of a group or company and anyone can be a good leader by following strong leadership strategies.
Thomas Gordon states about leadership that in order to gain the acceptance and trust of the team members it is important for the leader to learn some good leadership manners and tactics.
Good leaders have the following common qualities:
Listen openly to others.
Give clear directions
Offer and accept construction suggestions.
Help members to identify and solve problems.
Encourage members to exchange ideas
Appreciate other's work
Create a productive atmosphere
Following these leadership qualities, one can establish a strong foundation that enables to build a team of loyal and committed employees.
To further elaborate the concept of effectiveness leadership, the effective leadership style of Sir Richard Branson, can be discussed, who is considered as one of the most successful leader and businessman of his time due to his effective leadership qualities.
Sir Richard Branson
Sir Richard Branson is the founder and chairman of the London-based Virgin Group Ltd., and has turned his business into a multibillion-dollar company and one of the world's most recognizable brands. The Virgin Group runs different lines of business such as retail stores, air travels, financial services, books, music and telecommunication. The Virgin Group consists of approximately 200 countries that operate in numerous countries. (Slocum, 2011)
Branson…… [Read More]
This boss was lazy. Simply put, where Uncle Gail was prepared not only to do his job but to make sure everybody else was doing theirs as well, this boss at Hardee's was unwilling to even do his own job, much less help anybody else.
The entire crew hated him for that. Many newcomers were there for their first-ever job, and some were new to the country. Most of us had problems at some point during our work there, usually at the beginning, but this boss had no time for any of us, except to criticize when we did something wrong. Nobody ever improved, and quite frankly the restaurant was floundering as a result. When the manager cannot inspire people, cannot direct them to do the things that need to be done, and is unwilling to help make the people around him better, to me that is poor leadership. I hope to never work for another leader like that.
My experiences with leadership good and bad highlight why I feel that good leadership is essential in emergency service. Consider the outcomes that the organization is trying to achieve. If Hardee's has lousy leadership, the service is slow and the food is lousy. People might get upset, but there is still little risk of any real harm coming to anybody. Uncle Gail knew that if there were problems with the construction, either the company was going to spend too much money on the building or there would be flaws in the building. Failure to get it right the first time is simply not an option in that industry, and situations like that demand good leadership.
In emergency service, there is no room for failure. People's lives depend on all components of the organization coming together to deliver their service as quickly and perfectly as possible. This requires a great leader to perform all the essential leadership functions. The people need to be fully trained and able to do their jobs. They need to be ready and enthusiastic. The equipment must be in place and there not be any problems that inhibit the professionals from doing their job.
In addition, when I compare the good and bad leadership scenarios, the work ethic of the people I worked with was very different. The construction…… [Read More]
How effective leaders design their behaviors is important, because it essentially rubs off onto the group they are inspiring. This can be conducted through using motivation as a way to mold the behavior of the group to the most optimal level (House & Aditya 1997). Yet, there are a number of potential limitations within this theoretical structure as well. Mainly, under behavior theories of leadership, if a leader, or manager, does not behave well, they will prove an ineffective leader. Moreover, the research shows that a number of behavior theories popular today fail to explicitly "specify the boundary conditions" for invoking particular "behavior manifestations" (House & Aditya 1997 p 416). This shows that there is limited research and evidence to illustrate how leaders can utilize behavioral theories to successfully invoke the very exact type of behavior they are looking for from within the group. Finally, behavioral theories are often also "plagued by limitations of measurement" since behavior can be such an abstract concept to study and define in very specific circumstances (House & Aditya 1997 p 420). Thus, there are limitations within the context of modern behavioral theories regarding leadership.
In addition to behavioral theories as prominent assumptions of leadership, the research also highlights contingency theory as having a major impact on the contemporary discourse on leadership. Contingency theory is much different than the assumptions of behavior theories when working from within a leadership perspective (House & Aditya 1997). Essentially, contingency theories define each situation as specifically unique, and therefore invoke certain behaviors or characteristics in order to create effective leadership. The main contribution of contingency theory within the study of leadership is that it gave a multi-faceted approach to leadership that allowed for more specific control elements to be used based on the uniqueness of each and every situation.
It is clear that leadership and management do not always go hand in hand. What makes a good leader is not inherent in what constitutes being a manager. Moreover, there are a number of very different theories that help illustrate how to lead effectively in a modern context. Many of these theories have strong foundations which can be used in practical implementations, but often are hard to define because of their abstract connotations. Leadership is an abstract concept, and one which does need more attention in the contemporary discourse.… [Read More]
A leadership philosophy can be described as the way we perceive ourselves as leaders. Not only our actions are guided by this philosophy but it also alters our behaviors and moulds our thoughts. Both internal and external forces are responsible for influencing our individual philosophies. By changing one's philosophy regarding leadership, one can definitely change himself/herself as a leader. Leadership philosophies can change an individual once he/she starts to analyze and understand his/her personality and individual characteristics within the context of leading.
Intellectually, it is imperative for this generation to understand the role and function of leadership as leading is that skill which is considered as most necessary in this contemporary era. The simple reason behind acquiring this understanding and skill is that leaders, without no doubt, play a major role in helping people shape their lives. Leaders not only define business and the subsequent practices for its development but also delineate the teams, groups and communities. . Leaders determine a society's character and responsibilities and are the administrators of governmental policies. To cut a long story short, it is the behavior of the leaders that sets the course to be followed by others in every aspect of life (Fairholm 1998, xiii).
No tricks, complex theories and philosophies are required by the leadership to perform excellently. A great leader could be present in the most traditional output-oriented groups or even in a badly run organization (Fairholm 1998, 26). The only characteristic that makes him/her different than others is his/her leadership philosophy that mainly emphasizes on "values summarized in a vision of what the group and its members are and can become" (Fairholm 1998, 47). This leadership philosophy encompasses values including personal freedom, reverence of life, impartiality, harmony and contentment. Great leaders tap these vitalizing principles and standards and it is only then that they become able to lead (Fairholm 1998, 47).
Leadership Philosophy -- Why is it Important?
Philosophy can be simply defined as the coherent "investigation of the truths and principles of being, knowledge or conduct" (Leboeuf 1999). Philosophy is, thus, the realization of an incorporated and all-inclusive view of life that is of fundamental value to the…… [Read More]
This analysis will consider deferent leadership development systems at a structured organization such as McDonalds as well as an organization that operates in more of a creative space such as Facebook. The definitions of leadership in such organizations differ significantly and require different approaches. Facebook is looking for more out-of-the-box innovators while McDonald's is seeking leaders that can fulfill needed roles with the structures that they have already designed. The different requirements within these organizations produce an interesting dichotomy in perceptions of leadership development that can be studied to provide insights about leadership in general.
Career Development at McDonald's combines a focus on personal growth and development with talent management objectives in order to help employees to perform at their very best -- while experiencing personal career satisfaction. McDonald's has a well-developed leadership development program in place. McDonald's defines leadership development as (McDonald's, N.d.):
As the world changes and new business challenges arise, we need leaders who can inspire and guide McDonald's to new heights. Our future success requires leadership not just in management roles, but at all levels of the organization. We expect every employee to live McDonald's Values and demonstrate leadership, no matter what your level or position.
Career Development refers to all activities that we undertake as individuals and as an organization that contribute to learning, growth, competency building and/or movement from job to job.
The general definition that McDonald's gives for leadership development is well designed and seemingly tailored to their specific organization. However, much of the definition is somewhat vague. But since the organization is so large this is undoubtedly by necessity. The company promotes career development that is grounded in talent management and encompasses: career planning, Individual Development plans, career maps, succession planning, learning activities, etc. The process is defined in steps for the individual as well. The career development process includes (McDonald's, N.d.):
Know your options
Create your plan
Learn and develop
McDonald's leadership model is rather static and the model has specific leadership functions that it tries to fill. The organization is a fairly structure organization in general and leaders in this organization will serve as problem solvers rather than redesigning a significant amount of operations.
Figure 1 - Facebook…… [Read More]
Leadership Values of a Mentor
Leaders are born and made in the characters and values they own in the course of managing, planning, controlling, and directing their subjects. The values and principles of these vital leaders of the social order offer the necessary supervision to the development of the nation or community they manage. The traits of a leader are critical in developing his or her values within the management period. These valuable traits play a tremendous role in the lives of the subjects who look upon the guidance and leadership of their leaders. The perception of attacking the future life changes when such traits undergo implementation in the lives of those who are subject to the authority. Leaders such as Obama, Clinton, Biden, and McCain are extraordinary individuals depending on the character traits that help define their leadership tactics. Their leadership qualities are closely related to the traits of the current institution leaders. When these traits and values are put in to practice while facing the future notion, notable change is achievable in the existence of humanity. When an individual applies the traits of the famous and influential leaders in their daily activities, they view the authority as mentor.
Appraise a leader's traits and leadership values that made an impact in your life (noncombat oriented).
Dean of students goes down as one of the greatest leaders I have come across. His reign boasts plentiful leadership traits that made an enormous impact in my life as a member of the contemporary world and the institution. The first leadership trait of Dean of Student is hard working. This trait influences all students and other staff members to strive to reach their life goals and objectives. According to the theory of Dean of Students, heroes attain their prestigious role and position through hard work rather hereditary factors. In order to succeed in life, one has to struggle and strive through the prevailing obstacles and challenges. This hard work results in to better living conditions of the individuals within the society through economic growth and development (Love, 2010). The leadership trait that Dean of Student implements in the institution in the name of…… [Read More]
Leadership, Business and Rhetoric (Perception of Leadership Styles and Trust across Cultures and Gender)
I agree with most of the author's findings especially those that relate to gender, culture, trust and likelihood of voting influenced the outcome of the Democratic Party primaries in 2008. This was prominently displayed from the numerical display of predictable voting patterns in some states and these states had predominant cultures and races that made it possible to foretell or predict how they will vote and/or whom they will vote despite the policies of the party, the basic consideration would be the candidate himself. However, I have some reservations about some of the writer's pronouncement and assertions that attention should be placed back upon transactional leadership which was initially criticized for being less effective than transformational leadership in the modern (Quader, 2011). Transactional leadership is experienced when there is element of exchange, or aspect of reward and punishment in whichever form. Because of the unique challenges that leaders face in carrying out their mandate there is no single leadership theory that can be applied in all circumstances. A challenge at hand should be critically looked at and a remedy contingent with the situation instituted (Mind Tools, 2013). Tis them implies that employing the reward-punishment leadership style as suggested by the writer is not universally applicable and would instead be dictatorial rather than effective in leadership. That Obama is honest, forward looking, and inspiring while Hillary Clinton competence can be subject to protracted debate. However, the author's position that Obama is a competent planner and a skilled organizer is accurate and seen in his leadership of the nation during his first and current term. This can be attested to by the fact that he built a 700 person organization that enhanced his fund raising efforts during Democratic primary election campaigns (Quader, 2011). I agree with the author and his position that traits competency, honesty, measured leadership among other traits cannot be used to justify whether Obama or…… [Read More]
Leadership of David Petraeus
The Leadership and Legacy of General David Petraeus
David Howell Petraeus, born November 7, 1952, is a former American military and public official. He served as Director of the Central Intelligence Agency (CIA) from September 6, 2011, until his resignation on November 9, 2012. Prior to his assuming the directorship of the CIA, Petraeus was a four-star general serving over 37 years in the United States Army. His last assignments in the Army were as commander of the International Security Assistance Force (ISAF) and Commander, U.S. Forces Afghanistan (USFOR-A). His other command assignments include serving as the 10th Commander, U.S. Central Command (USCENTCOM), and as Commanding General, Multi-National Force-Iraq (MNF-I). As commander of MNF-I, Petraeus oversaw all coalition forces in Iraq.
Petraeus has a B.S. degree from the United States Military Academy, from which he graduated in 1974 as a distinguished cadet in the top 5% of his class. He also was the General George C. Marshall Award winner as the top graduate of the U.S. Army Command and General Staff College class of 1983. He subsequently earned an M.P.A. In 1985 and a Ph.D. degree in International Relations in 1987 from the Woodrow Wilson School of Public and International Affairs at Princeton University. He later served as Assistant Professor of International Relations at the United States Military Academy and also completed a fellowship at Georgetown University.
On June 30, 2011, Petraeus was unanimously confirmed as the next Director of the CIA by the U.S. Senate 94-0. Petraeus relinquished command of U.S. And NATO forces in Afghanistan on July 18, 2011, and retired from the U.S. Army on August 31, 2011. On November 9, 2012, General Petraeus resigned from his position as Director of the CIA, citing an extramarital affair that was reportedly discovered in the…… [Read More]
Leadership Style and Traits
Leadership Styles and Traits
Captain D. Michael Abrashoff was one of the graduates from U.S. Naval Academy and he was also an assistant of military as a former secretary of defense. Though in 2001 he left his profession of navy and turned to a founder of grassroots leadership. (Barr, Frumi, 2002)
After leaving that, he wrote a book on his management styles that he followed up throughout in his entire profession. This research paper is all about leadership styles and traits followed by Captain Michael Abrashoff during his naval services and the principles he used in changing the direction of ship and motivation of sailors.
At the time when he took a charge over the ship, it was like a business that has all the related equipments and machineries but only the productivity is lacking so in order to get that productivity he took some initiatives and actions and get the achievements of which he proud of like turning the troubled ship and team into efficiently working team and best damn ship. However, in the end he has got the slogan of "it's your ship" and recognized as a role model for the naval efficiency. As an author in his book he shares all his secrets towards the success and how he becomes a benchmark for all.
It's your ship by captain D. Michael Abrashoff is a story that emphasizes on his leadership skills completing the journey from the Navy's underperforming war vessels to one of the best damn ship. The story is all about the captain and USS Benfold which was considered as the advanced and updated ship having all the machines used in fighting while sailing in high sea shores, but the morale of the crew deeply low and also the performance scores were much lower than the expectations of the Navy.
From the first day, the captain tried to keep the competence level and morale level well above his new crew. He also enhanced and upgraded the lifestyle on vessel by…… [Read More]
Principal theories of leadership and motivation
Leadership might be described as: the affect that specific people (leaders) apply on the target accomplishment of other individuals (employees) within an organizational framework. An early on unit upon Board Governance explains in a restricted approach, the influences of leaders on overall performance. Researchers explained that leaders come with a capability to find out how various elements of the circumstance match with each other as well as affect one another. They look for alliances, possibilities, and deal with objectives within a positive manner. They've a constructive impact on other individuals, which draws in assistance from individuals who have comparable demands for achievement. Their self-belief produces a higher level of confidence in other people's skills; consequently, focus is positioned on power as well as flexibility (Johns, 1996; Rosenbach and Taylor, 2006).
In case one accepts these claims, then leadership features two unique elements: i) the person who exerts control, as well as ii) individuals who happen to be the targets of the control. Effective leadership is dependent, to a sizable degree, around the atmosphere and scenario where these characteristics are present. There happen to be additional problems that should additionally be recognized. There happen to be two kinds of leaders: emergent leaders - individuals who earn leadership opportunities via their experience, abilities, and skills to guide other individuals, or individual acceptability from the team; as well as designated leaders - individuals who tend to be offered power to exert control via appointment (Johns, 1996; Robbins and Judge, 2007).
Motivation may be described as "the degree where consistent energy is guided in the direction of a target." Individuals might be inspired by elements within the external atmosphere like pay out, guidance, advantages, as well as job incentives. This really is known as extrinsic motivation. They might even be motivated from the…… [Read More]