Hypothesis
Essays

The likeability of a manager will determine how effective they are on transactionally-oriented tasks while also being a very accurate predicator of hwo effective they will be in more transformational roles in an organization. The intent of this analysis is to define likeability from a leadership standpoint, illustrating how this aspect of a leader's personality must be authentic, transparent in approach and genuine in how a leader earns and keeps the trust of subordinates, peers and superiors. A likeable person is by definition one that is known for their friendliness or the ability to create an ongoing dialogue that includes a significant level of self-disclosure and ability to communicate with accuracy, clarity and honesty (George, 1995). A likeable leader is one that has the ability to combine friendliness, relevance of communication to others, empathy or the capacity to feel what others are also feeling ands enunciate those emotions, all unified by a very strong level of authenticity, integrity and realness (Gabriel, Griffiths, 2002). All of these factors together define a likeable person, and add in the willingness of a leader to self-sacrifice, create and stay consistent with roles in an organization that capitalize on the unique strengths of an associate, and a strong foundation of transformational leadership begins to emerge. One of the key findings of this study is that to the extent a manager has the ability to create and sustain a high level of trust with subordinates is the extent to which they are able to also sustain transformational leadership in a team. While leaders have varying levels and depths of skills that contribute to their ability to be transformational in the scope of their work, those with demonstrated high levels of emotional intelligence (EI) combined with the four foundational aspects of transformational leadership skills consistently have a higher level of likeability than their more transaction-oriented counterparts (Gabriel, Griffiths, 2002). In evaluating if likeability leads to greater leadership performance, a model of proposed Likeability and Organizational Transformation has been created and is presented in this analysis. The existing body of research indicates that likeability is one of the foundational elements of effective transformational leadership, yet it does not exist in isolation. The accumulated research completed for this study indicates that likeability of a leader is highly correlated to their level of EI. The dimensions of EI have a direct, predictive effect on how likeable and effective a leader will be. Another finding from this analysis is that likeability by itself does not guarantee a leader will be effective; it is only their ability to translate EI-based skills in conjunction with a very strong foundation of transformational skills that they are able to accomplish challenging goals and propel an organization to fulfill its shared vision. This study also concludes that likeability is also not essential for success either, as the many examples from leaders and CEOs renowned for being very difficult to work with who have propelled their organizations to leadership positions in their industries. Larry Ellison of Oracle, known for being exceptionally demanding and for creating a culture of mistrust and intense internal competition is not likeable according to the dimensions of the research completed for this study. He is however exceptionally effective in driving his organization to attain its vision and mission. What this study has found is that when the triad factors of Emotional Intelligence (EI), trust and transformational leadership are combined, leaders increase the propensity of being liked. These three factors combined provide leaders with a solid foundation of being effective in their roles as well. Likeability does not assure results however. Figure 1, Analysis of Key Factors of Likeability, shows how these three factors must be balanced and in proportion to each other in a leader's management style to be effective. Deficiencies in EI for example could lead to a very collegial work environment yet the leader would not know how and when to define tasks and key strategies to accomplish objectives over time. All three must be balanced in order for a catalyst of continued progress to be formed and stabilized within an organization.

Motivation in the Workplace: New Perspectives

Organ transplant is an area of medical treatment that has the capacity to save lives, but there is a significant set of challenges which prevent transplant from being employed as early and often as desired.

World Civilization from 1500 AD to Present

This paper is about diagnosis of a famous person. Vincent Van Gogh was a Dutch artist born in 1853 in a village of Netherlands. His life history indicates that he suffered from episodes of critical mental derangement and disability, separated by intervals of sanity and creativity. Vincent had an extremely unconventional personality with frequent unstable moods and character swings. After appropriate psychoanalysis, Bipolar Disorder has been diagnosed for his mental health through the DSM IV TR criteria and suitable treatment options have been proposed.

Cousteau's decision to waive the material error may seem, in the context of the subsequent SEC litigation release, to have been an error on the part of the auditor. Indeed, the responsibility of the auditor is to detect…

Studies have shown time and again that patient satisfaction is associated with quality of care perceptions. In addition, national accrediting agencies such as the Joint Commission on the Accreditation of Healthcare…

Structural family approach mainly operates by considering problems within the family structure, it emphasizes on dealing with the individual symptom through examination of the whole family interaction pattern. while,In the strategic family theory, there are two important models, these are; Haley and Madanes blend of structural and strategic model and the other one is the Mental Research Institute's brief/communication model. The strategic family theories are used under the guidelines that families tend to organize themselves according to a particular sequence of interaction, a pattern that is by definition repetitive. The theories believe that the problems generally arise from a poor or unsuccessful adjustment at a critical point in the family's life cycle because these changes have been under or over emphasized

Charting the Course: Planning for Life after College

The research topic will be to study the relationship of Chinese listed state- owned companies before and after the stock reform program. The program was meant to gradually and orderly unlocked and free up "legal person" shares which were non-transferable so that the shares would become freely tradeable on the stock market. In addition, the study will conduct a comparison of the performance of these state-owned companies with respect to market performance by their peers.