1. Define 3 types of leadership models (see page 463 in your text book or you may venture out and use other leadership models as well).

Leadership is unique in that it is a discipline that can adapted for a given situation or circumstance. Generally speaking, a One-Size-Fits-All approach to leadership does not work well within a given organization or business. It is these diversity of leadership styles that allows different individuals to find motivation and encouragement in varying ways. This is becoming much more important due to globalization and a much more diverse workforce. Here, different cultures, personalities, values and beliefs can influence a given individuals leadership style. Generally speaking, western nations are much more autocratic in their styles of leadership with clear delineation of roles and responsibilities. In other countries is the eastern nations, they are much more collectivistic in nature and often looks to promote the group and avoid individuality. Each of these elements work well with different leadership styles and technique. Being aware of these models and when to apply them is an essential component of leadership in a globalized world (Bellman, 2020).

To begin, the first leadership model that is quickly gaining high adoption rates is that of Servant Leadership. This model is unique in that the goal of the leader is to properly serve the interests of his followers and subordinates. This form of leadership style is heavily adopted in the technology sector as intellectual capital is highly value and sought after. Here, leaders look to serve the needs of his employees instead of commanding them as is customary in traditional leadership settings. Servant leadership looks to provide the encouragement , information, resources and capital necessary to inspire others. This in turn, empowers employees to leverage their skills set in the manner that takes full advantage of their passion and talents. As noted above, technology firms heavily utilize this model to help employees create new products, new processes, and improve efficiencies. The leaders role is to simply provide guidance as to the necessary resources for success within the work environment. This is particularly empowering as employees now have much more freedom to initiate their own ideas with the confines of the servant leaders structure.

The transformational leadership model is also another emerging element within the business community. Here, a compelling vision is the primary factor that the leader leverages to inspire and persuade others. Unfortunately, this leadership model is difficult to use as many roles and companies cannot articulate a compelling value proposition for followers. Jobs and tasks that are routine in nature, for example, do not lend themselves well to transformational leadership. However, companies...…antiquated due to the rapid rise of technology firms throughout the world. This model is the most efficient as the objectives, task, and evaluation is clearly stated.

Finally, the servant leadership model, within the nursing profession, has the most potential out of all three models. Here, the healthcare profession is defined by servitude to others. As a result this model would seemingly lend itself well to the nursing profession. However, leaders must be aware of the demands imposed by them to maintain costs and service clients promptly. Due to overwhelming job demands and stress, it is difficult of leaders to use the principles espoused in the servant leadership model.

4. Discuss personal experiences outside of the course by sharing new perspectives and incorporating your own thoughts and ideas backed up by evidence from peer reviewed journal articles.

From my personal experience in working with COVID-19 in the medical profession, servant leadership and transformational leadership are difficult to achieve with consistency. Instead leadership typically defaults to the more familiar autocratic model of leadership. Here, directions and strategic direction is given to followers. The followers then enact the plans described by the leader. There is very little innovation. Likewise most motivation comes intrinsically for the workers themselves and is rarely supplemented by leadership. This, from my perspective is attributable to high stress levels, increasing performance demands, low staffing…