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The third, and perhaps most important component in successful leadership, as gained from my findings with my leadership candidate, includes a desire to help others or to advance an organization. According to Bowman and Garten (2006), "Leadership exists as part of a duality. Leaders forge and sustain relationships with followers. Exceptional leaders not only view themselves as life-size but are equally adept at enabling self-knowledge in others" (pg. 1). Without such a vision someone identified as a leader might be more accurately called a workplace bully. Twale and Deluca (2005), in their discussion of workplace bullying, with a special focus on academia, note that bullies tend to be "power hungry" (pg. 6). Competitive, willing to challenge others, and posing "persistent threats to others' personal or professional status," the authors also agree that bullies in the workplace "undermine colleagues work" (Twale and Deluca, 2005, pg. 6). At first it may be easy to confuse a workplace bully with a leader because both have the ability to get the views across. Like leaders, bullies are often in the limelight, and Twale and Deluca (2005) note that bullying is often difficult to pinpoint within an organization because it can be masked by typical workplace activities. However, the workplace bully does not have the desire to advance the organization or...
In the academic realm, the workplace bully seeks only to build a name of him or herself; he or she generally does not care about teaching students or advancing research for the good of scholarship of humankind. For this reason, it is important that a leader not only have the ability to make sound decisions and influence, but also a desire to help others and progress the organization. This is the case with my leadership candidate. Impossible to mistake as a workplace bully, my candidate for leadership has the ability to remain humble despite his considerable influence, in addition to speaking without arrogance. Genuinely concerned with the fate of the organization, this leader always attempts to gain the viewpoints of many before making an influential decision, asking colleagues to favor him with their input. In addition, this leader shows a tolerance and fervor for diverse opinions, and weighs them in his actions. Through his peaceful and collaborative manner, he encourages colleagues to work together to solve a problem that affects all.
Thus, it is not through the forceful actions of the workplace bully that one manages to affect change, but instead through the ability to make change, influence others, and genuinely care for the fate of an organization. Matching the models purported by both Twale ad Deluca (2005) and Bowman…
Leadership SME Leadership Strategy from the Top Down: Lessons from the Boardroom in Small and Medium Enterprises Leadership and management theories and strategies have proliferated at a rapid rate in the twentieth and twenty-first centuries, as organizations have grown larger and more complex and have faced pressures of a much faster pace of business. The demands made on leaders of business organizations and the need for strong leadership in navigating the ever-more
Leadership Styles -- Mentor Observations Primary Form of Leadership My mentor's leadership style is mostly democratic or participative. This form of leadership is particularly effective in a clinical setting as it encourages teamwork, collaboration and use of the collective experiences of multiple skilled staff members. This leadership style may also be described as democratic, where the leader encourages participation and input from other staff members and followers. Participative leadership enables multiple members of
Leadership for Organizations Leadership The success of organizations and individuals' careers are influenced by the role of leaders. Nowadays firms seek leadership skills in individuals for all sorts of careers while recruiting. Chief Executive Officers (CEOs) believe that it has become critically important to nurture leadership approach at all levels of the organization (Lussier, Achua, 2009, p. 4). The topic of leadership has been gaining tremendous attention of academic world and media (Bass,
Hence, a more corporate attitude is being embraced by pro-vice-chancellors, but the salient question in this article is this: will a university be better off with corporate-style, bureaucratic leadership, or with leadership that pursues academic excellence and a pure mission of educating students? Wang, Yong, and Poutziouris, Panikkos. (2010). Leadership Styles, Management Systems and Growth: Empirical Evidence from UK Owner-Managed SMEs. Journal of Enterprising Culture, 18(3), 331-354. Doi: 10.1142/So21849581000604. What these authors
The self-organization concept refers to the identity, vision, mission, and values of the organization. An organization's identity includes current interpretations of its history, present decisions and activities, and its sense of its future. It is the identity that provides the capacity for evolution and self-organization. To hold the organization together for an identity, the free-flow of information is considered important. Only when information belongs to everyone in the organization, people begin
Leadership Self-Analysis Amber Leadership has been one of the most studied, researched and theorize topic which has been evaluated, discussed and described by many theorists and scholars. Whereas the truth is that it's no theoretical phenomenon or rocket science. We all act as leader in different situations. Also, we all have different leadership styles and tactics of handling situations. Furthermore, as a leader, we are required to show different leadership skills as