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In my experience, a leader without motivation will necessarily be unable to inspire motivation in his or her employees, which in turn will lead to a lack of success in the long-term. In this way, the leader's attitude and qualities lead directly to the success or failure of the company, as leaders infuse the corporate culture with his or her attitude.
Another very important component of successful leadership is shared value. Leaders bring with them a certain set of values when they enter the position. These can be both personal and business values. The author notes that human beings are creatures of belief. All areas of life have some belief system at their roots. Religion, relationships, education, and business, for example all thrive when there is a central value system that governs them. In the same way as the components of motivation and confidence, the leader should also embody the basic values upon which the company is built.
One thing that struck me in particular was...
The Ku Klux Klan, for example, is an example of leadership that cares for its followers, but endorses prejudice and murder. Hitler is another prime example of such leadership. These examples are then used as evidence to support the need for leadership that is built on a set of values.
Institutions that are based upon a certain set of values then also function as representative of the communities within which they operate. This is one of the most important components of successful business. Communities provide a customer base, which will only grow if the community perceives the business establishment to reflect those values that are important within the community it serves. In general, I find myself agreeing with Gardner's views on leadership. Particularly I can identify with what the author says about effective leadership; it cannot function without a sense of value, motivation, and confidence.
The leadership style through which the organizational management integrates the staff members in the decision making process reveals two main benefits. First of all, it stimulates the motivation of the employees, who feel like important and valued organizational assets. This sense is increased by the managerial desire to pay attention to the opinions of the subalterns. Consequently, higher levels of employee satisfaction materialized in higher levels of employee performances, operational
Part 2. A. SLOT In order to reach a better self-evaluation, it is important to bear in mind which are my strengths and my limits, as well as the deriving threats and opportunities. Naturally, the future development can come only through the diminishing of the threats and the increase of the opportunities. As far as my strong points are concerned, I could start with the capacity to see the positive in every
Some students drop out of JROTC after one year or change their schedules within the first few weeks of the school year when they realize that the curriculum is both physically and mentally demanding in many ways. They are often unprepared for that and instead labor under the misguided impression that high school will be very easy for them, and that it should be easy. For the students that stay
Personal Reflection: Program Dispositions My experiences over this course forced me to fundamentally re-examine what is meant by student equity, the first, fundamental concept of all of the program dispositions. Before, I had a relatively narrow understanding of equity as being 'parity.' Now I understand that equity does not mean treating all students the same, but rather it means having the insight to perceive individual student's needs yet the ability to
personal ethical leadership profile describing your own MORAL COMPASS, which guides your behavior and actions and decision-making. Describe the fundamental ethical theories and concepts that inform your MORAL COMPASS. I am a manager in a United Health Care position. A manager in the public or not-for-profit sectors can be considered as a person with vision. A good manager is driven and is committed to achieving her goals and vision.
Personal Reflection Memo: Effective and Ineffective Group Performance Effective and Ineffective Group Performance: Personal Reflection Memo Groups are becoming increasingly prominent in schools and work settings. A group is termed effective if it is able to realize its intended goals within the stipulated time frame. I have worked in an effective, as well as an ineffective group before. This text presents the specific aspects that made the groups either effective or ineffective. Personal