Team Leadership Essays (Examples)

It was after this season that Phil Jackson left the Platoons of Albany and joined the Chicago Bulls as an Assistant Coach, and as it is generally said, the 'rest is history'. (Lakers Coach Phil Jackson signs with WMA and Original Entertainment)

In a nutshell, a leader can be seen as a person or an individual who is inevitably the most important person within the group or organization where he is working or associated with in any way. It is this very leader who is most often responsible for the successes and the failures of the group or the team, which is under him. However, it is sometimes said that success and failure also lies in the hands of the followers, and in nay sort of organization or group, it is in the hands of the follower that the leader's goals and dreams are generally carried out or executed. Chris…

References

DuPree, David. Phil Jackson, Zen and Now. USA TODAY. 6 June, 2002. Retrieved at  http://www.usatoday.com/sports/nba/02playoffs/2002-06-05-cover-jackson.htm . Accessed on 24 January, 2004

Empowerment: Developing Effective Followers. Retrieved From www.surcon.com/Surcon_Empowerment.doc+the+career+and+leadership+of+Phil+Jackson&hl=en"  http://www.surcon.com/Surcon_Empowerment.doc . Accessed on 24 January, 2004

Evaluate Performance Constantly. Retrieved From www.teamsthatwin.com/ftp/EVALUATE%2520PERFORMANCE%2520CONSTANTLY.pdf+how+was+Coach+Phil+Jackson+effective+in+enabling+players+to+reach+their+peak+performance+levels+&hl=en"  http://www.teamsthatwin.com/ftp/EVALUATE%20PERFORMANCE%20CONSTANTLY.pdf . Accessed on 24 January, 2004

Lakers Coach Phil Jackson signs with WMA and Original Entertainment. William Morris Agency, Press Releases. Retrieved at  http://www.wma.com/0/press/pressreleases/Phil_Jackson_Final.html . Accessed on 24 January, 2004

Leadership Style Book Review: Summary of Book

"Blessed are the flexible, for they shall not be broken," reads the quotation on the title page of 17 Essential Qualities of a Team Leader: Becoming the Kind of Person Every Team ants, by management guru John C. Maxwell. The word 'leadership' on its own often brings to mind rather stultifying and outdated modalities of leading by command, much like a general, or cliches about being true to one's values. Besides, few readers will be put in charge of a military unit, or hold the title of CEO -- but virtually every individual who participates in the business world will one day either lead or be part of a team designated to work on a particular product or target area of interest for the company.

To suit the needs of today's marketplace and corporate structure, thus John C. Maxwell offers a different concept…

Works Cited

Maxwell, John. (2002) 17 Essential Qualities of a Team Leader: Becoming the Kind of Person Every Team Wants. Atlanta, Georgia: Maxwell Motivation, Inc.

Leadership in an International Business

Changing oles of Managers & Teams

Leadership and Employees Behavior in International Business

With the change in the structure of enterprises from national to international, the organizations are forced to hire talent from cross-cultural background. Due to this, a complexity for an organization while handling their human capital increases. In order to combat this complexity, it is important that the individuals inducted show an acceptance to diversity and eagerness to work in a cross-cultural environment. Similarly, the individual needs of such employees should also be satisfied in order to motivate them and enhance the effectiveness of their performance.

Where the nature of human resources changes in an international business, so does the role and responsibility of managers. Manager in such environment are expected to play a role of a leader who knows how to motivate his team, celebrate difference, handle conflicts effectively and improves overall…

References

Griffin, Ricky & Pustay, Michael, 2004, International Business, 4th ed, Prentice Hall.

Kets De Vries, Manfred.F.R. 2005. Characteristics of effective leadership. Management Today, 20 (10), 14-16.

Kotter, John, 2003. Leading change. What leaders really do? Management Today, 19 (3), 4-7.

Northouse, Peter G. 2004, Leadership: Theory and practice. 3rd ed. California. SAGE Publications.

e. child care and health insurance). As, they can negotiate lower group rates for: the company and offer them as part of the total compensation package that everyone is receiving. (Northouse, 2010, pp. 89 -- 93)

Was urton a charismatic leader in the company at this time? Explain your answer.

Yes, urton was a charismatic leader. The reason why, is because he would utilize strategies that went above and beyond what traditional leaders were using to motivate employees. This is important, because his ability to use this technique helped him to be able to receive greater concessions out of employees in comparison with other carriers. At the same time, he was given greater amounts of flexibility in making adjustments to: the kinds tasks employees were able to do and their schedules. This gave urton the ability to adapt to changes that were taking place inside the industry. As, this allowed…

Bibliography

Butler, D. (2000). Business Planning. Oxford: Butterworth.

Harris, J. (2002). Organizational Behavior. Binghamton, NY: West Publishing Company

Nelson, D. (2007). Understanding Organizational Behavior. Mason, OH: Thomason

Northouse, P. (2010). Leadership. Thousand Oaks, CA: Sage Publishing.

Leadership ehavior for Effective Decision Making

Effective decision making in the competitive business environment is closely linked with leadership skills. Managing change in existing organizations can often be extremely difficult, as it requires changing the organizational culture, the very roots that bind its members. This paper analyses the characteristics of a successful leader, illustrated with a practical example. Contrary to popular understanding, there is no unique style of leadership for all situations and the leader needs to be flexible and change his approach depending on case to case basis. The analysis takes into account the various theories on leadership - behavioral, contingency and transformational and evaluates the response of the leader to various situations in a typical organization operating in a fiercely competitive environment.

From the analysis, it is observed that the leader exhibited varying leadership styles and behavior to address and resolve various issues. The leader is found to…

Bibliography

Bennis, W. (1994) 'Visionary Leadership', in W.Bennis, J.Parikh and R.Lessem (eds) - 'Beyond Leadership: Balancing Economics, Ethics and Ecology', Blackwell: Oxford, pp.32-34

Gardner, H. (2001) 'Leading Minds' (ed) Manrik, J - 'Writers on Leadership', London: Penguin, pp. 73-76

Hampden-Turner, C. (1994) 'Charting the Corporate Mind' in W.Bennis, J.Parikh and R.Lessem (eds) 'Beyond Leadership: Balancing Economics, Ethics and Ecology', Blackwell: Oxford, pp.110-114

Jacobson, R. (2000) 'Leading for a Change: How to master the Five Challenges faced by every leader', MA: Butterwoth-Heinmann, pp.135-138

Leadership

Course No -- Leadership

It had often been said earlier that leadership is an inherent quality in certain individuals, but there are also leaders who are made through management institutions, by organizations, through institutions like the armed forces and even through political relationships, etc. There are certain qualities that a leader must have or develop to be a leader and remain a leader and those are the subject matter of discussion now.

The situation in the world is changing and it has come to a position in the beginning of the twenty-first century, that certain characteristics are seen as requirements for being able to influence future changes. Some of them are the ability to bring together individuals as much as possible for them to take a collective action, demonstrate collaborative decision and inclusive decision making for the entire group, maintain a flexible and responsive reaction in reference to all…

REFERENCES

"Devolution in Practice: An Update" Retrieved from  http://www.wkkf.org/Pubs/Devolution/Pub3623.pdf  Accessed 10 September, 2005

"Leadership" Retrieved from http://www.productivesolutions.com.au/leadership.htm Accessed 10 September, 2005

Leboeuf, Maureen K. "Developing a Leadership Philosophy" Retrieved from http://www.au.af.mil/au/awc/awcgate/milreview/leboeuf.htm

Accessed 10 September, 2005

However, team performance can also be measured by the sense of mutual respect between team members, and the presence of healthy rather than destructive forms of conflict.

Part II: Implementation and Evaluation

1.

State the rationale for your selection of the competency. What is this the most important competency for your immediate self-development? Why?

To foster cooperation, there must be trust between team members. The team must trust that the leader is setting feasible goals, and the leader must trust the individual team members to achieve those goals. Trustworthiness and integrity, and being able to convey this sense of security to fellow team members on the part of the leader is critical, and it is not enough merely to be honest, one must convince others of one's honesty.

2. What were the results of your implementation? Were you successful? How do you know? What was the impact on others?

Although…

These leaders are aware of their emotions and the effects they have on others. Understanding one's emotions is the starting point for an effective self-management and management of others. In addition to this, an effective leader should be aware of its limitations, its strengths, and its capabilities. These competencies are in strong correlation with social competencies, which help leaders understand the behavior of their subordinates, their clients, and to better perceive relationships within the organization.

In order to effectively manage its employees, the leader must first be able to understand them. This is where EI intervenes. An effective leader should not only use its EI competence for managing people, but also for promoting EI among them and encouraging them to develop their Emotional Intelligence skills. Employees with developed EI skills develop better relationships with their colleagues, their bosses, or their subordinates, are more pleased with their jobs and the overall…

Reference List

Mayer, J.D. (1999). Emotional Intelligence Information. Retrieved October 16, 2007 at  http://www.unh.edu/emotional_intelligence/ei%20What%20is%20EI/ei%20definition.htm .

Emotional Intelligence (1998). Retrieved October 16, 2007 at  http://www.funderstanding.com/eq.cfm .

Rock, Michael (2006). The 90% Factor EQ (Emotional Intelligence) and the New Workplace. CanadaOne online. Retrieved October 17, 2007 at  http://www.canadaone.com/magazine/eq050198.html .

Childs, Roy (2004). Emotional Intelligence and Leadership. Team Technology. Retrieved October 17, 2004 at  http://www.teamtechnology.co.uk/emotional-intelligence.html .

Teams

Illustrate his unsuccessful tactics to inspire the team to greater heights.

The Autodesk, Inc. And KlingStubbins-Tocci case study highlights several examples of both effective and ineffective tactics of team leadership and motivation. The team underwent four presentations before figuring out the most effective means of motivating not just group members but also the potential client. Several of the early proposals for the atrium design failed because of unsuccessful leadership and group motivation tactics. A creative approach, initiated by Trey Klein of Autodesk, saved the architecture firm and landed them a lucrative and mutually beneficial contract. Bringing the owner or client to a "point of decision" is the ultimate goal of groups like Autodesk (Edmondson & ashid, 2011, p. 2).

In the "Integrated Project Delivery" phase, several successful tactics were used that reveal how unsuccessful the previous methods had been thus far. For example, previous projects were too far over…

References

Edomondson, A.C. & Rashid, F. (2011). Integrated project delivery at Autodesk. Harvard Business School. April 8, 2011.

Leadership and Conflicts

LADESHIP AND CONFLICTS

Teamwork has increasingly become a common aspect within the organizational setup. Organizations in varied sectors and industries are ever more reliant on teamwork in the achievement of their goals and objectives. Nonetheless, teamwork presents a breeding ground for conflict, in large part due to differences in background, views, beliefs, personalities, objectives, and priorities (Toegel & Barsoux, 2016). Indeed, if not properly handled, conflict within a team can considerably hamper team morale, motivation, collaboration and productivity. This section highlights a team conflict scenario, and discusses approaches for dealing with team conflict, clearly pointing out the role of leadership in managing team conflict.

One instance of team conflict I have experienced during my professional life relates to disrespect for team norms on the part of some team members. Every team often has rules that determine how members of the team behave and interact with one another…

References

Biech, E. (2007). Thriving through change: a leaders guide to change mastery. Alexandria, VA: ASTD Press.

Brewster, C., Sparrow, P., & Vernon, G. (2011). International Human Resource Management. 3rd edition. UK: CIPD.

Costanza, D., Badger, J., Fraser, R., Severt, J., & Gade, P. (2012). Generational differences in work-related attitudes: a meta-analysis. Journal of Business & Psychology, 27(4), 375-394.

Gratton, L., & Erickson, T. (2007, November). Eight ways to build collaborative teams. Harvard Business Review. Retrieved from: https://hbr.org/2007/11/eight-ways-to- build-collaborative-teams

Other elements that could lead to conflict include asynchronicity, the perceptions of what is appropriate for public and for private online spaces, and the limitations of reading and writing. These elements can lead to misunderstanding and to often needless conflict.

To avoid potential conflict arising from such misunderstandings, the authors suggest making "I" statements, which would allow the persons involved to understand the feelings behind the statements. Assumptions, as mentioned above, should be checked by questioning, and elements of active listening are also important. Finally, it is important to acknowledge perspectives other than one's own. It is also important to indicate an understanding that the perspective is one's own and not necessarily that of the others.

The authors also note that conflict will not always be avoided, but can be used as opportunities for learning and growth. When conflicts occur, the persons involved can learn about themselves and the reasons…

Mind Tools Ltd. (2008). Conflict Resolution.  http://www.mindtools.com/pages/article/newLDR_81.htm 

Moussou, Mihaela & White, Nancy (2004, May). Avoiding Online Misunderstandings. Full Circle Associates.  http://www.fullcirc.com/community/avoidingconflict.htm 

Sookman, Claire. (2007). Team Building: 3 Ways to effective team communication. The Sideroad.  http://www.sideroad.com/Team_Building/effective_communication.html

businesswire.com).

National Educational Technology / State Leadership: The State Educational Technology Directors Association (SETDA) has released its 7th annual National Educational Technology Trends Report and it indicates that technology is playing "an increasingly important role" in K-12 school improvement efforts. Leadership in technology training in schools is vital if the future needs of all students are to be met, according to an article in Yacht Charters Magazine (Marketwire, 2010). The article quotes Secretary of Education Arne Duncan: "Schools can't be throw-backs to the state of education fifty, twenty, even ten years ago."

Peabody Faculty Recognized for Research, Leadership: Several faculty members from Vanderbilt University's Peabody Research Institute have been selected as American Education Research Association Fellows due to the leadership they demonstrated in scientific and scholarly educational research initiatives (Vanderbilt University). Meanwhile Robert Rodosky, who is adjunct professor of Leadership Policy and Organizations at Vanderbilt, has won the 2010 Excellence…

Works Cited

Brown, Linnea. (2010). Kaplan University Launches New Online Programs, Including Two New

Master's Degrees. Business Wire. Retrieved April 20, 2010, from http://www.businesswire.com.

Court, Marian. (2007). Changing and/or Reinscribing Gendered Discourses of Team Leadership

In Education? Gender and Education, 19(5), 607-626.

Leadership and Culture: Successful Change Management

The Benefits of Secondary Education to an Organization

Secondary education enables the employees to utilize the theoretical knowledge they gained in the work environment. In addition to expanding the knowledge base of the employees, it also enhances their communication, problem solving, and decision making skills. The dynamic nature of the current business environment continues to increase competition among organizations of all types and sizes. Consequently, the job market has also become competitive, necessitating majority employees to rely on their education to secure their jobs.

More than 70% of my fellow colleagues are willing to make use of their education to maintain their positions and become eligible for future promotions. It benefits both the individual employees and the organization as a whole by increasing knowledge, improving employee satisfaction, and improving performance. The small percentage of fellow workers who are unwilling to utilize their education for…

References

Levy, P.F. (2001). When Good Teams Go Wrong. Harvard Business Review. Retrieved 21 June 2015 from  https://hbr.org/2001/03/when-good-teams-go-wrong/ar/1 

Parvis, L. (2013). Understanding Cultural Diversity in Today's Complex World. New York: Embrace Publications & Consulting, LLC.

Thompson, R. (2015). Lewin's Change Management Model: Understanding the Three Stages of Change. Mind Tools. Retrieved 20 June 2015 from  http://www.mindtools.com/pages/article/newPPM_94.htm

Teams, Diversity, Stakeholders, and Organizational Conflict

The role of leadership in managing conflict in interpersonal, team, and organizational contexts in times of change, with a particular focus on downsizing

The term leadership can be defined as the actions an individual takes when he or she directs the activities of a team or group. the behavioral aspects or actions taken by a leader to influence his team and to help the team cope with change are some of the most important aspects of leadership (Abdulaziz Al-Sawai, 2013). Whenever a leader announces change in a company, it is only natural for employees to hope that the outcomes would affect them advantageously. All staffs normally hope that the management or the supervisors will take into account their efforts and needs. Hence, trust between the employees and their leaders is one of the most crucial factors in influencing how employees will react in response…

References

Abdulaziz Al-Sawai. (2013). Leadership of Healthcare Professionals: Where Do We Stand? Oman Medical Journal, 285-287.

Frederick P. Morgeson, D. Scott Derue, & Elizabeth P. Karam. (2010). Leadership in Teams: A Functional Approach to Understanding Leadership Structures and Processes. Journal of Management, 5-39.

Helder Moura, & Jose Cardoso Teixeira. (2016, October 6). Managing Stakeholders Conflicts. Retrieved from Repositorium: http://repositorium.sdum.uminho.pt/bitstream/1822/17572/1/Managing%2520stakeholder's%2520Conflicts.pdf

Jacob Bercovitch. (n.d.). CONFLICT AND CONFLICT Management IN ORGANIZATIONS: A Framework for Analysis. Canterbury: University of Canterbury.

Teams

TM 423 This Module's Case develop a successful project team. The core case a description actual team development situation: Poole, C. (2003). Three-week project turnaround. etrieved http://c2./cgi/wiki-ThreeWeekProjectTurnaround http://www.

Project teams:

Why so many project teams fail, how to help them succeed 'Teamwork' is one of the most common buzzwords in corporate lingo today yet creating a fully functional team can be extremely hard work. The process of team development presents challenges at every step of the process and requires a differentiated approach amongst the leadership. Bruce Tuckman has called his model of team development: 'forming, storming, norming, and performing.' "Tuckman's model explains that as the team develops maturity and ability, relationships establish, and the leader changes leadership style. Beginning with a directing style, moving through coaching, then participating, finishing delegating and almost detached" (Chapman 2009). Over the course of team development, leaders must adjust their style to the needs…

References

Chapman, Alan. (2009). Bruce Tuckman forming-storming-norming-performing. Business Balls.

Retrieved from  http://www.businessballs.com/tuckmanformingstormingnormingperforming.htm 

Flynn, A., & Mangione, T. (2011). Five steps to a winning project team. Retrieved from  http://www.projectsmart.co.uk/five-steps-to-a-winning-project-team.html 

Six characteristic stages of team development: The project life cycle. (2011). The Project

Leadership 360 Complete eport, the first thing that stood out to me was the dramatic difference in how I perceive myself and how others perceive. I rated myself higher than the others rating me did on every single dimension. There was not one area where my perception of myself was lower than my raters' perceptions of me. In addition, my personal choice raters rated me more highly than my teammates did on every dimension but assertiveness, suggesting that I am not interacting in a teamwork setting in the same way that I might in other social contexts. It was, furthermore, disheartening to see that my teammates ranked me below average on every dimension but assertiveness. This indicates to me that I am not being realistic about how I interact with a group situation. I see myself as a more competent and more capable leader than I am actually being, which…

References

Leadership 360 Report. (2012). Retrieved November 16, 2012 from The Gabelli School of Business.

leadership and management. The writer defines the terms as well as discusses the three most important issues in leadership today. There were seven sources used to complete this paper.

Worldwide globalization has brought many positive things to the business world including better trade abilities, more communication devices, and additional consumers. The globalization of the business world has blended cultural and tradition beliefs with technological advances to produce a new world of business to be enjoyed and shared. This new way of doing business has brought about many changes at all levels. One of the most important levels of change is happening at the top of the chain, among leaders and managers. As the world continues to globalize and technology keeps opening new possibilities it will become more important for leaders to keep pace with the process.

DEFINING LEADESHIP

One of the most important things to do if one wants to…

References

Laver, Ross, Building a better boss: studies show that the personality of a chief executive can have a major impact on profits and productivity.(Column). Vol. 109, Maclean's, 09-30-1996, pp 41(1).

Klarsch, Bob, She's #1: Encouraging the Leader in Your Daughter., Contemporary Women's Issues Database, 01-01-1997, pp 4-5.

Isaac, Robert G; Zerbe, Wilfred J; Pitt, Douglas C, Leadership and motivation: The effective application of expectancy theory., Journal of Managerial Issues, 07-01-2001, pp 212.

Allred, Brent B.; Snow, Charles C.; Miles, Raymond E., Characteristics of managerial careers in the 21st century.(Special Issue: Careers in the 21st Century). Vol. 10, the Academy of Management Executive, 11-01-1996, pp 17(11).

leaderships and two different kinds of practices that leaders may practice with followers.

The three different kinds of leadership are the following:

Deliberative -- where the leader deliberately guides and leads his followers

Participative -- where leader and followers participate in making decisions

Charismatic -- where the leader wins his followers over by virtue of his personality and radical decision-making style

The two different kinds of behavior and attitude that the leader may actuate to followers and that are discussed in this essay are:

reward and punishment that result in desired behavior

Boundary setting -- where the leader imposes perimeters for followers in order to achieve certain results.

Using material appended from other settings the essay concludes by telling us how we may become more effective leaders.

ummary of key facts of the Chapters

Chapter Five

This chapter discusses directive leadership. In this paradigm, the leader is in a purely…

Sources

Bartunek JM. 1993. The multiple cognitions and conflicts associated with second order organizational change. In Social Psychology in Organizations: Advances in Theory and Research, ed. JK Murnighan, pp. 322. 49. Englewood Cliffs, NJ: Prentice Hall

Macy BA, Izumi H. 1993. Organizational change, design, and work innovation: a meta-analysis of 131 North American field studies.1961.1991. Res. Organ. Change Dev. 7:235.313

Crawford, Amy. "The Swamp Fox." Smithsonian.com. (http://www. smithsonianmag.com/history-archaeology/biography/fox.html)

Howell JP & Costley DL (2008) UNDERSTANDING BEHAVIORS FOR EFFECTIVE

Ferbrache, C. P. (2009). Virtual team leader emergence: A model to objectively measure leader emergence (Doctoral dissertation, California State University, Fresno).

This dissertation focuses on leader emergence in virtual teams. The author discusses the formal and informal processes of virtual team leadership development, aiming for the emergence of an objective model or means of creating reliable, effective virtual teams. Ultimately, this research addresses a gap in the literature related to leadership within the virtual team setting. Due to the unique characteristics and processes defining virtual teams, the same leadership theories and models that work for face-to-face teams may not be applicable to the virtual team. Although preliminary, this research is also instrumental in that the author provides a quantitative method to predict leader emergence, thereby improving the capacity of virtual teams to flourish. One of the main findings is that in virtual teams, leaders emerge through organic processes, linked possibly…

Leadeship Skills Impact Intenational Education

CHALLENGES OF INTERNATIONAL EDUCATION

Pactical Cicumstances of Intenational schools

THE IMPORTANCE OF LEADERSHIP IN EDUCATION

What is Effective Leadeship fo Today's Schools?

Challenges of Intecultual Communication

Challenges of Diffeing Cultual Values

Impotance of the Team

Leadeship Style

LEADERSHIP THEORIES

Cuent Leadeship Reseach

Tansfomational Leadeship

Skills-Authoity

Contingency Theoies

APPLYING LEADERSHIP IN AN INTERNATIONAL SETTING

Wagne's "Buy-in" vs. Owneship

Undestanding the Ugent Need fo Change

Reseach confims what teaches, students, paents and supeintendents have long known: the individual school is the key unit fo educational impovement, and within the school the pincipal has a stong influence upon the natue of the school, the conditions unde which students lean, and upon what and how much they lean. Despite this ageement about the cental ole of the pincipal, thee is little eseach concening the chaacteistics of pincipals associated with effective leadeship and with pupil accomplishment, and even less insight…

reference:

http://mason.gmu.edu/~lshafer/schoolsetting.html].

Allen, K.E., Bordas, J., Robinson Hickman, G., Matusek, L.R., & Whitmire, K.J. (1998). Leadership in the twenty-first century. Rethinking Leadership Working Papers. Academy of Leadership Press. http://www.academy.umd.edu/scholarship/casl/klspdocs/21stcen.html

Bennis, W.G. (1997). "The secrets of great groups." Leader to Leader, No.3. The Peter F. Drucker Foundation for Nonprofit Management. http://www.pfdf.org/leaderbooks/L2L/winter97/bennis.html

Crowther, F., Kaagan, S., et. al. (2002). Developing Teacher Leaders. Thousand Oaks: Corwin Press.

Specifically, feedback is a necessity for assessing the immediate needs of the team, for evaluating both individual and team performance, for enabling individuals to improve their performance, and for enabling teams to improve their joint performance and teamwork.

Where the sports analogy breaks down again is in the different level of immediacy that applies to feedback in the realm of sports and professional business. In sports, feedback loops exist on a momentary basis at the operational level, whereas in business functions, it is very rare to have such immediacy of feedback. However, other than the temporal difference, feedback loops provide many of the same essential functions in both realms. In general principle, teams without efficient feedback mechanisms are destined to remain at their current levels of performance and success. Conversely, teams that succeed do so partly by accurately evaluating past performance with the express purpose of implementing the changes necessary…

personal philosophy of leadership. Address what role you feel a health care leader should play, what leadership theory they should follow, and why leaders should follow that theory.

My personal philosophy of leadership is that leaders need to remain strong and focused, decisive and relatively uninfluenced by their own or others' emotions. In healthcare, it is particularly important to apply evidence-based practice and rational thought to decisions, rather than rely on charismatic leaders to become figureheads in an organization or healthcare team. Increasingly, healthcare leaders rely on collaborative work environments where leadership philosophies that are collaborative and democratic prove most successful (Chriem, et al., 2013). Collaborative work environments occasionally rely on having a formal leader, but increasingly we are encountering shared power situations in which there is no one clear leader and in which each person's contributions are recognized as equal. This is true in some, but not all, healthcare…

References

Chriem, S., et al. (2013). Leadership as boundary work in healthcare teams. Leadership 9(2): 201-228.

Rus, V. (1980). Positive and negative power. Organization Studies 1(1): 3-19.

Zheng, X. et al. (2016). Curvilinear relationships between role clarity and supervisor satisfaction. Journal of Managerial Psychology 31(1): 110-126.

Qualities as an Authentic Leader

Authentic Leadership Self-Assessment Questionnaire has helped me measure the component comprising Authentic Leadership (Northouse, 2016). Thus, under self-awareness questions, I was aware of my strengths, limitations, how I influence others and how they view me as a leader. Transparency is an essential tool for me that have enabled me to reinforce my high leadership levels of openness with others in the organization. Therefore, this has given them an opportunity to be forthcoming with their opinions, challenges, and ideas. This aspect has gone a long way in solving company problems and hence, many are the times that a leader and his team work in getting solutions to a situation as a team. In today's business world, ethics is being advocated for and therefore, my ethical or moral aspect as a leader showed high degrees because I have set high moral and ethical standards of conduct in…

References List:

Northouse, P. G. (2016). Leadership: Theory and Practice (7th Ed.). Thousand Oaks: CA: Sage Publications.

Nichols, T. W. & Erakovich, R. (2013). Authentic Leadership and Implicit Theory: A Normative Form of Leadership? Leadership & Organization Development Journal, 34(2), 182-195.

Leadership and Teams

Leadership theories

Even in the absence of any practical examples highlighting the relationship between leadership and resilience, authors have managed to fill in the gap by a number of well-thought theories. In this matter, Luthans and Avolio (2003: 256) and Sutcliffe and Vogus (2003) are all in the same boat. Luthans and Avolio (2003: 256) have explicitly linked leadership to resilience, stating that the essence of authentic leadership development is to enhance flexibility and resilience amongst employees. Along with this, they also highlighted the fact that the relationship of leadership and resilience has not received the attention and level of interest that it is worthy of. Similarly, Sutcliffe and Vogus (2003) have advocated the effect of leadership by stating that resilience improves the effectiveness of organization as a whole. They are also of the view that the link has been neglected by authors and if exploited more,…

References

Bass, B. 1990. Handbook of Leadership, 3rd Ed. New York, NY: Free Press.

Bass, B. 1998. Transformational Leadership: Industrial, Military, and Educational Impact. Mahwah, NJ: Erlbaum.

Bass, B., & Avolio, B. 2000. Multifactor Leadership Questionnaire: Sampler Set, 2nd Ed. Redwood City, CA: Mind Garden.

Luthans, F., & Avolio, B. (2003). Authentic leadership development. In K.S. Cameron, J.E. Dutton, & R.E. Quinn (Eds.), Positive Organizational Scholarship: Foundations of a New Discipline: 241-258. San Francisco, CA: Berrett-Koehler.

Leadership-Level Implementation of Strategic Plan

Good leadership is a key aspect of project management. Leading a project requires working with the manager and other staff drawn from the project's functional areas. It is not accurate to say that a leader only influences the subordinates under him. esponsibilities of a leader can go either vertically or horizontally. An effective leader will not only lead the subordinates under him or her, but also all the people involved in the project including those who are his seniors. A leadership model referred to as 3D model has been fronted by various players and promotes team leadership, self-leadership as well as teamwork that is leadership oriented. Effective leadership takes the ability to spot opportunities to improve a project and also execute on the project improvement. Besides the existing good personal traits, the style of leadership can be modeled through experience, training as well as dedication.…

References

Abou-Zeid, E.S. (2005). A culturally aware model of inter-organizational knowledge transfer. Knowledge management research & practice, 3(3), 146-155.

Ale Ebrahim, N., Ahmed, S., & Taha, Z. (2009). Virtual teams: a literature review. Australian Journal of Basic and Applied Sciences, 3(3), 2653-2669.

Bidgoli, H. (2013). MIS 3. Boston, Mass: Course Technology/Cengage Learning.

Caligiuri, P. (2006). Developing global leaders. Human Resource Management Review, 16(2), 219-228.

Leadership and Development Team

TEAM LEADESHIP AND DEVELOPMENT

It is with great leadership that great teams are established in organizations. Leaders, if not all, run many organizations. Leadership has become a great virtue in every activity involving human beings. A leader is perceived as a figure of direction, responsibility, accountability, and direction to an organization. Leadership has transformed today with the way in which management and human interactions happen between people. It is with equitable updated leadership that performance is achieved in management today. Thus, it is with leadership that an organization, together with as many segments as it can have, have managed to achieve the set targets and objectives within timeframes established (Lum, 2011). Team management and leadership are a multifaceted happening today. It is hard for workers to experience a situation where they are told everything they are supposed to do (Ferrell et al. 2013). Thus, the kind…

References

Drucker, P. (2004). The Effective Executive. Harper Business

Lussier, K. & Achua C. (2013). Leadership: Theory, Application, & Skill Development 5e. Southwestern Cengage Learning.

Duetsch, M., Coleman, P. T., Marcus, E. C. (2006). The Handbook of Conflict Resolution, 2nd Ed. "Theory and Practice," Jossey-Bass, New York.

Ferrell, O.C., Fraedrich, J., Ferrell, L., (2013). Business Ethics, Ethical Decision Making and Cases, Stamford, CT: Cengage Learning, 10th Edition

Leadership is a complex process involving the ability of an individual to inspire, motivate and redirect ways of thinking. It refers to the ability to bring out the best in oneself and others. In any set up, there must be rules and regulations to guide the relationships between people and activities. In a set up like an organization, there are goals and objectives that the organization aims to achieve. These objectives and targets rely on the ability of a leader to organize and direct activities towards their attainment. Leadership is the ability of one individual to stir the sentiments and behaviors of others towards the achievement of the set goals. The leader does this by transforming the goals to be a common goal to others.

Methods used by leaders to influence group members

Leaders can use power to get things done. How a leader uses these powers determines the success…

References

Gitlow, L.A. Being the boss: The importance of leadership and power. Washington D.C: Beard

book, 2004. Print.

Hellriegel, D & Slocum, W.J. Organizational behavior. Mason U.S.A: Cengage learning, 2009.

Print.

Leadership: Enhancing Lessons Experience

According to Johnson, & Giorgis (2002), Leadership is the process in which an individual influences actions of others towards common goals, Formulates policies, strategies, and influence people towards achievement of the same strategies. Over the past decades, various changes in the world have led to various definitions of leadership. The fall of the Soviet Union, globalization and various advances have changed the world we knew. A woman in leadership positions is a new phenomenon; various leadership trainings are available, and leadership as a skill is now an asset for professionals. For African Universities to ensure knowledge transfer and observing millennium development goals, a good leadership structure is essential. A leader has exception skills and acts outrageously to situations (Padam, 2009).

Scholars have advanced various theories on leadership. Leaders' Individual personal attributes beat explains the trait theory, when one looks closely at Mahatma Gandhi and Hitler it…

References

Johnson, N.J., & Giorgis, C. (2002). Leadership. The Reading Teacher, 56(3), 315-316. Retrieved from http:/ / proquest.com/docview/203276035

Padam, S. (2009). Leadership: Theory and practice. South Asian Journal of Management, 16(3), 136-137. Retrieved from http://.proquest.com/docview/222728386

Ilgen, D.R., Hollenbeck, J.R., Johnson, M., & Jundt, D. (2005). TEAMS IN ORGANIZATIONS: From input-process-output models to IMOI models. Annual Review of Psychology, 56, 517-543. Retrieved from  http://search.proquest.com/docview/205830055 

Hanson, K., & Leautier, F. (2011). Enhancing institutional leadership in african universities: Lessons from ACBS's interventions. World Journal of Entrepreneurship, Management and Sustainable Development, 7(2), 385-417. doi: http://dx.doi.org/10.1108/20425961201000040

Leadership

Technical, interpersonal, and conceptual skills

Interpersonal skills entail knowing how to interact with others. No employee desires to have a boss who is inconsiderate or rude or one who has poor human skills. All these could reduce productivity and employee morale. Managers with effective human skills tend to have subordinates who have positive attitudes and strong desires to increase productivity. Managers are always expected in any organization to have harmonious relationships with those below them like supervisors, peers, and subordinates (Yukl, 2012).

Conceptual skills refer to an individual's aptitude to formulate ideas. These skills include formulating abstractions, thinking creatively, understanding issues, solving problems, and analyzing complex situations. Within the business context, these skills are viewed as integral prerequisites for top executive positions. Conceptual skills differ from technical skills and interpersonal skills. The three types of skills assume vital roles for certain purposes and in certain situations. However, conceptual skills…

References

Phillips, D. T (1993). Lincoln on Leadership: Executive Strategies for Tough Times. Warner Books, Inc.

Yukl, G.A. (2012). Leadership in Organizations. 8th Ed. Boston, MA: Pearson Education

Team Organization

Models for team behavior within the organization

Teams have become an increasingly ubiquitous part of complex, modern organizations. One survey of 962 H leaders found that fifty-four percent of respondents spent up to 30% of their day in team settings (Blanchard 2012). No longer are individual employees solely appraised in terms of their individual usefulness: their ability to function as part of a team is essential. "Organizations are more networked, more flexible, and more dynamic than ever before. Outsourcing, globalization, and competitive pressures are forcing organizations to rely more on work teams comprised of not only of employees, as well as outside experts or counterparts from allied organizations" (Blanchard 2012). Teams may composed of a combination of external or internal employees and they are invariably diverse and multifaceted.

Although every team is different, certain genetic rubrics have been developed to assess how teams function, the most famous of…

References

Blanchard, K. (2013). Critical role of teams. Retrieved:

 http://www.kenblanchard.com/img/pub/pdf_critical_role_teams.pdf 

Chapman, Alan. (2009). Bruce Tuckman: Storming, norming, and performing. Retrieved:

 http://www.businessballs.com/tuckmanformingstormingnormingperforming.htm

Leadership

I have grown fond of Mr. Joe Scott because of his ability to inspire his followers to do more than they would have expected to do. He has the capability of engaging his staff's commitment in a context of shared values and vision. He is capable of aligning the interests of the organization and its members. Those who have worked closely with him attest to his ability to inspire and motivate those who are working directly under him. He is capable is inspiring change because he's idealized influence, individual consideration, intellectual stimulation, and inspiration. He can maximize mutual interest and restrain in the process of exercising his power. His leadership style broadens and elevates the interest of the follower (Mind Tools, 2013). This ends up generating awareness and motivation towards the purpose and mission of the organization. His leadership traits bring the group purpose above individual needs for the…

References List

Mind Tools (2013). Leadership Styles: Choosing the Right Style for the Situation. Retrieved from  http://www.mindtools.com/pages/article/newLDR_84.htm 

Murray, A. (2013). Leadership Styles.  http://guides.wsj.com/management/developing-a-leadership-style/how-to-develop-a-leadership-style/

Team and Tension

The major components of House's Path-Goal Theory are directive leaderships, supportive leadership, participative leadership, and achievement-oriented leadership. Each leadership style has its own unique attributes which correlate directly to an individual's personality traits. For instance, directive leaders tend to have a more authoritarian approach to leadership. They tend to establish working hierarchies of relationships and reporting structures. Directive leaders also tend to operate as a single leader with sole responsibility over a limited amount of resources. As such directive leaders are particularly effective in routine and repetitive environments that adhere to strict requirements. Manufacturing and retail management positions tend to be very effective positions for directive leaders. Directive leaders give subordinates instructions about their task, how it is to be performed, and the time frame in which it needs to be completed. There is often very little freedom in regards to how the task should be accomplished.…

Team members would then select which plan they felt would be most advantageous to their venture and vote accordingly, with the winning plan thus determining the group leader as the pre-selected plan leader. This would not entirely solve the factionalism problem, but the lack of vision and clear objectives currently affecting the group is the primary problem with the lack of leadership and is something that needs to be addressed; these are the problems that are preventing the group from moving forward in an effective and efficient way, and are the fundamental reasons behind the need for more defined and concrete leadership (Myatt, 2012). Once this leadership is established with a broader consensus about the direction the venture should be heading, those members of the team who disagree with the outcome will be more encouraged to renew their commitment to the team and maintain the right attitude in their efforts…

References

Boyle, J. (2011). Damaging Consequences From a Lack of Leadership. Accessed 12 December 2012.  http://bigthink.com/experts-corner/damaging-consequences-from-a-lack-of-leadership 

Myatt, M. (2012). Businesses don't fail -- leaders do. Accessed 12 December 2012.  http://www.forbes.com/sites/mikemyatt/2012/01/12/businesses-dont-fail-leaders-do/ 

Peshawaria, R. (2011). There is no such thing as bad leadership. Accessed 12 December 2012.  http://www.forbes.com/sites/rajeevpeshawaria/2011/08/19/there-is-no-such-thing-as-bad-leadership/

Teams

Analysis of Self-Managed Work Teams

The autonomy of work teams has increasingly become a necessity in many enterprises who rely on a depth of expertise, experience and wealth of knowledge that their knowledge-rich employees provide (Roper, Phillips, 2007). Given how complex, diverse and deep specific areas of expertise are in the core functional areas of any business, it isn't possible for a single manager or leader to have an expert-level command of all expertise. This makes the formation and successful functioning of a team even more critical, as a leader must create a culture of trust, openness and shared communication and collaboration. This is accentuated and made clear in the empirical studies of exceptional leadership of virtual teams across diverse cultural and geographic locations (Muthusamy, Wheeler, Simmons, 2005). The intent of this analysis is to critically evaluate the role of compensation programs for teams, the pros and cons of…

Bibliography

Adrian, N., & Snow, D. (2007). Quality tools, teamwork lead to a Boeing system redesign. Quality Progress, 40(11), 43-48

Leavy, B. (2012). Higher Ambition Leadership. Strategy & Leadership, 40(3), 5-11.

Muthusamy, S.K., Wheeler, J.V., & Simmons, B.L. (2005). Self-managing work teams: Enhancing organizational innovativeness. Organization Development Journal, 23(3), 53-66.

Power, J., & Waddell, D. (2004). The link between self-managed work teams and learning organisations using performance indicators. The Learning Organization, 11(2), 244-259.

Team Management

Creating a State-of-the-Art Microsoft Windows-Based Software Application

Through Leadership and Teamwork

Developing new enterprise software applications that are built on the Microsoft Windows operating system requires an intensive level of commitment, communication, collaboration and shared task ownership across all team members today. Every member of the group today has a unique role to play in creating the best possible enterprise software application running on the Microsoft Windows platform. In order for this ambitious project of creating a state-of-the-art enterprise application to succeed however, the team needs to concentrate on making each of their unique strengths deliver value daily to the fulfillment of this ambitious objective. This plan defines how to create greater levels of team motivation, satisfaction and performance, while also addressing the differences in attitudes, emotions, personalities and values. All of these factors taken together are a strong catalyst for the accomplishment of challenging, complex goals leading…

References

Ammeter, A.P., & Dukerich, J.M. (2002). Leadership, team building, and team member characteristics in high performance project teams. Engineering Management Journal, 14(4), 3-10.

De Meuse, K.,P., & Liebowitz, S.J. (1981). An empirical analysis of team-building research. Group & Organization Studies, 6(3), 357-357.

Ramsey, R.D., EdD. (2010). Are You Missing out on the power of Purpose? SuperVision, 71(10), 19-21.

Swanson, J.W. (1997). Building a successful team through collaboration. Nursing Management, 28(5), 71-3.

Team Analysis

This team has a number of problems including a strong lack of communication, and perhaps the communication skills necessary to overcome that absence. Additionally, the leadership of the group is relatively weak in character, at least as a leader for this particular team. The team may have the collective, and individual, knowledge and expertise to accomplish the task that has been set before them, however, using that knowledge and experience seems to be completely hindered by the team's lack of cohesion. Although there seems to be a consensus among the team as to which design would work best for the project, no one seems to want to take the lead in asserting what is obvious to the team members. That is where good leadership skills can come in handy.

Team Strengths

The team as a group has a world of experience; academic and professional in nature. Gary, the…

Team Motivation

Team Dynamics

The team on which the paper is based is a class discussion team that was formed in the curse of the semester to enable us accomplish the various tasks that would be assigned.

Stages of team development

Our group went through the various stages of development like any other groups with the challenges and the progress handled by the member of the group. The following is a summary of the stages that our group went through. Each stage was characterized by the indicated activities and conditions, with some of these characteristics crossing over to the next stage among a few people.

The group structure was a simple one since it is an academically focused group that was formed to meet the specific tasks before it within the semester and eventually disperse as indicated above. There was the group representative who acted as the link between the…

References

Ann Marie N. & Joyce S., (2009). Group Dynamics and Team Building. Retrieved December 20, 2013 from  http://www.wfh.org/2/docs/Publications/Hemo_Org_Resources/Monographs/HOD4_Group_Dynamics_2-edition.pdf 

Grant, R.W., & Finnocchio, L.J. (1995). Interdisciplinary Collaborative Teams in Primary Care:

A Model Curriculum and Resource Guide. San Francisco, CA: Pew Health Professions Commission.

Mind Tools (2013). Forming, Storming, Norming, and Performing: Helping New Teams Perform

Leadership and Management Training Guide:

Leadership and management are terms that have been used interchangeably as many people assume that they are similar despite of their fundamental differences. The main reason attributed to this trend is the fact that these concepts must go hand in hand because they are complementary and linked together. Actually, attempts to separate leadership and management always contribute to several problems more than it solves. However, much has been written regarding the importance and difference between leadership and management. The effectiveness of managers and leadership abilities in a management team basically depends on their understanding of the differences between the two.

Differences in Leadership and Management:

Effective leaders and managers have become necessary for the successful operation of teams, organizations, and groups. This is because of the similarities and differences that exist between leadership and management for effective functioning of each. Leadership is basically described as…

References:

Bacon, T.R. (2011, June 3). Five Deadly Leadership Power Drains. Retrieved May 6, 2012,

from  http://www.businessweek.com /managing/content/jun2011/ca2011062_954731.htm' target='_blank' REL='NOFOLLOW'>

Leadership

Defining an Ethical Leader

Jeffrey Immelt, General Electric

The nature of leadership is multifaceted and often requires the continual mastery of new skills, insights, intelligence and perspectives to stay effective over the long-term. Such is the nature of ethical leadership, which requires a steadfast focus on a core set of ethical principles and values that guide a leader's judgment, ensuring consistency over the long-term. These are also the fundamental aspects of any leader's long-term credibility as well, and their ability to transform their enterprises over the long-term as well (John, 2005). Ethical leaders often resonate with credibility and the willingness to also change quickly in response to the needs of their organizations, employees, stakeholders and customers.

The purpose of this analysis is to define what an ethical leader is, how managers can progress to being more ethical in their leadership style, and how Jeff Immelt, CEO of general Electric,…

References

Crainer, S. (2009). From Edison to Immelt: The GE Way. Business Strategy Review, 20(3), 18-22.

Gonzalez, T.F., & Guillen, M. (2002). Leadership ethical dimension: A requirement in TQM implementation. The TQM Magazine, 14(3), 150-164.

Heinze, E. (2010). The meta-ethics of law: Book one of Aristotle's Nicomachean Ethics. International Journal of Law in Context, 6(1), 23-44.

Immelt, J. (2010). Renewing American Leadership. Vital Speeches of the Day, 76(2), 53.

Leadership Research

Models of leadership and management

Comparison and contrast of leadership models

Application of leadership model: Case of Mark Zuckerberg

Table 1- Leadership Table

Leadership Research

Leadership in public and private sector businesses is important for the growth of these businesses. Of late, many researchers have thoroughly investigated the role leadership in promoting businesses. Researchers have also tried to explore the common characteristics of global business leaders that have led their businesses to successful heights. Different models of effective leadership in corporations have also been drafted. One major aspect of leaders being explored in their ability to inspire people surrounding them and use this inspiration to achieve results that could be achieved without having complete trust of followers. While followers might be hard to make for a leader, and yet harder to retain, few researchers have put forth consolidated models of inspirational leaders that effectively make and retain followers.…

Bibliography

Brio, M.M. (2013). Think like Zuck: How Leadership diversity Sparks Innovation. Forbes Magazine. Retrieved from: [ http://www.forbes.com/sites/meghanbiro/2013/01/27/think-like-zuck-how-leadership-diversity-sparks-innovation/ ]

Forbes. (2013). The World's Billionaires: Mark Zuckerberg. Forbes Magazine. Retrieved from: [ http://www.forbes.com/profile/mark-zuckerberg/ ]

Drucker, P.F. (2004). What makes an effective executive? Harvard Business Review, 58-63.

Goffee, R., & Jones, G. (2001). Why Should Anyone Be Led by You? IEEE Engineering Management Review, 29(1), 94-100.

Leadership Path Goal Theory

The Boy Scouts" using the "path- goal theory

Leadership theories

Path Goal Theory

Explain how the theory works and include an example

Explain the effect of power and influence that leaders have on followers in the organization

Are the followers receptive?

Would you recommend another strategy?

Transformational Leadership

Transactional Leadership

Evaluate the role of transformational and transformational leadership in the organization

Effectiveness of transformational and transactional leadership in the organization

Examples

Assess the traits and characteristics of an effective team leader within the organization

Explain how the leadership supports vision, mission, and strategy in the organization

If you were the leader in the organization, what would you change and why?

Conclusion

eferences

Introduction:

The leadership theories are different in their relevance and approach, however, the importance of effective leadership cannot be undermined in operations of a successful organization. The boy scouts and other military organizations also…

References:

Bolman, L.G., & Deal, T.E. (2011). Reframing organizations: Artistry, choice and leadership. USA: Jossey-Bass.

Samson, D., & Daft, R.L. (2009). Fundamentals of management. Australia: Cengage Learning.

Winkler, I. (2010). Contemporary leadership theories. USA: Springer.

Team Conflict Situation

Psychology

For the purpose of this paper, I am a leader of a team that is working together to complete a project of significance. Unfortunately, but not surprisingly, there is a conflict between members of my group. The conflict is escalating, which is problematic, as the deadline for the project is approaching and again, the project holds significance for us and the company for which we work. The nature of the conflict among the group members has to do with the high degree of task interdependence for this particular project. Something that is an unfortunate, regular occurrence in group projects is that some of the group members feel overworked and that they have become responsible for the majority of the work on the project. This is another aspect of the team conflict I must address as leader of this group. Besides myself, the team members are women…

References:

Behfar, K.J., Peterson, R.S., Mannix, E.A., & Trochim, W.M.K. (2008). The Critical Role of Conflict Resolution in Teams: A Close Look at the Links Between Conflict Type, Conflict Management Strategies, and Team Outcomes. Journal of Applied Psychology, 93(1), 170 -- 188.

Bradley, B.H., Klotz, A.C., Postlethwaite, B.E., & Brown, K.G. (2013). Ready to Rumble: How Team Personality Composition and Task Conflict Interact to Improve Performace. Journal of Applied Psychology, 98(2), 385 -- 392.

Somech, A., Desivilya, H.S., & Lidogoster, H. (2009). Team conflict management and team effectiveness: the effects of task interdependence and team identification. Journal of Organizational Behavior, 30, 359 -- 378.

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 changeable waters of modern business have grown along with businesses themselves, in both the degree to which leadership can affect operations and overall success as well as in the number of tasks and knowledge areas that leaders are supposed to be able to handle. Much of the diversification and increased scrutiny of leadership theories, processes, and practices can be attributed to the increased importance and complexity of leadership positions.

In something of an irony, however, the many different…

References

Demmer, W., Vickery, S., & Calantone, R. (2011). Engendering resilience in small- and medium-sized enterprises (SMEs): a case study of Demmer Corporation. International Journal of Production Research 49(18): 5395-413.

Gong, Y., Huang, J. & Farh, J. (2009). Employee learning orientation, transformational leadership, and employee creativity. Academy of Management Journal 52(4): 765-78.

Kotter, J. & Schlesinger, L. (2008). Choosing strategies for change. Harvard Business Review.

Kunze, F., Boehm, S. & Bruch, H. (2011). Age diversity, age discrimination climate and performance consequences -- a cross organizational stud. Journal of Organizational Behavior 32(2): 264-90.

Leadership is a process that helps in directing and mobilizing people. It has for the past 100 years been a subject of many studies. These studies have come up with theories of the nature and exercise of leadership. Some of these theories include trait theories of leadership, theories of emergent leadership, leadership style theories, psychodynamic theories, and the path goal theories among others. The second section of this paper focuses on evaluation of behavior of selected leaders. Leaders of different organizations exhibit specific behaviors that are in line with models and theories of leadership. Their behaviors can guide the behavior of individual followers, groups, or even teams. The analysis section touches on how leaders perceive their roles and what makes them develop as leaders. The summary wraps up all that the paper is about and what I have learnt.

Literature review

Management and leadership are interchangeably used in our everyday…

References

Avolio, B.J., Walumbwa, F.O. & Weber, T.J. (2009). Leadership: Current theories, research, and future directions. Annual Review of Psychology, 60, 421-429.

Bass, B. (2008). The Bass Handbook of Leadership: Theory, Research, and Application. New York: Free Press.

Bennis, W. & Nanus, B. (1997). Leaders: Strategies for Taking Change 2nd Edition. New York:

Collins Business Essentials.

Leadership

My organization is Miami-Dade Transit, for which I am a bus operator. The Transit system is an independent operating entity within the government of Miami-Dade County. Leadership of this company is typically appointed, and this was the case of the current Director, Ysela Llort. She was posted to the position at Transit in February 2012, after a career spanning many different units within the county, including Public Works, Aviation and Seaport, as well as an earlier role at Transit. Her background is diverse enough that she not only can effectively manage the transit system for one of the most highly-populated counties in the country but also that she can perform a role as liaison with the county, the government entity that funds and provides oversight for the Transit division. This paper will examine the leadership style of Ms. Llort, in the context of my experiences working there.

Leadership Style…

References

CBS (2010). Miami-Dade Commissioners livid over transit scandal. CBS News. Retrieved December 7, 2013 from  http://miami.cbslocal.com/2010/12/07/miami-dade-commissioners-livid-over-transit-scandal/ 

LeMay, N. (2008). Leadership can be learned, but how is it measured? U.S. Aid. Retrieved December 7, 2013 from http://www1.msh.org/Documents/OccasionalPapers/upload/How_Can_Leadership_Be_MeasuredOP.pdf

Miami-Dade (2013). Ysela Llort -- Director. Miami Dade County Retrieved December 7, 2013 from http://www.miamidade.gov/biographies/transit.asp

Miami Today. (2012). Ysela Llort puts transit on track to open airport link station while trying to restore federal faith in the systems controls Miami Today. Retrieved December 7, 2013 from  http://www.miamitodaynews.com/news/120308/story-profile.shtml

Leadership Choice: Designing Climates of Blame or esponsibility

In E. Grady Bogue's book The Leadership Choice: Designing Climates of Blame or esponsibility, the author addresses the impact that self-knowledge can have on a person's life and career. In other words, the way a person acts in his or her personal life is often directly related to the way a person acts in his or her professional life. The morals, opinions, and beliefs held by a person are not generally confined to one area of that individual's life. They are spread across all of the areas of life and designed to be used by that person in many different ways. When a leader has opinions and beliefs, those are generally included in that leader's personal and professional lives, and it may be very difficult to keep them separate. Most people would likely question why anyone would want or need to keep…

References

Antonakis, J., Cianciolo, A.T., & Sternberg, R.J. (2004). The nature of leadership. New York: Sage Publications, Inc.

Bogue, E.G. (2010). The leadership choice: Designing climates of blame or responsibility. New York: WestBow Press.

Frey, M., Kern, R., Snow, J., & Curlette, W. (2009). Lifestyle and transformational leadership style. Journal of Individual Psychology, 65(3), 212-240.

Leadership style of the CEO of Google Inc. using situational leadershi

Larry Page and Sergey Brin met at the Stanford University in 1995 and by 1996, they built first search initially called Backub, which used links to establish the importance of the individual web pages. They continued working on the search engine, and in 1998, they founded the now worldwide-established Google Inc. Company (Larson, 2010). The company packs a lot considering the young age of the company as it now serves billions of users and customers around the globe. The mission of Google Inc. is to organize the information of the entire world and make it useful and accessible universally. The headquarters of the company is in 1600 Amphitheatre Parkway, Mountain View CA 94043. The company boasts and enjoys a vast number of employees across the globe, with an established management team representing a team of the most experienced professionals…

References

Godin, S. (2009). Situational leadership by Kenneth Blanchard and Paul Hersey. Retrieved from  http://www.sayeconomy.com/situational-leadership-by-kenneth-blanchard-and-paul-hersey  / on May 15, 2011.

Nicholas Carlson, Google CEO Eric Schmidt: "We Don't Really Have A Five-Year Plan" (CLIP)|

May 20, 2009, 2:59 PM Read more:  http://www.businessinsider.com/google-ceo-eric-schmidt-we-dont-really-have-a-five-year-plan-clip-2009-5#ixzz2TwicO74K 

Larson, C. (2010). Interview: Googlopolis. Foreign Policy, (181), 152-152. Retrieved from  http://search.proquest.com/docview/748713622?accountid=35812

un Tzu informs that we cannot punish people until they feel loyalty to us: namely, until they consider themselves members of our group.

10. Keep them guessing

This quality may be pertinent only to leaders of a business / corporation. Her un Tzu advises keeping one's strategies and plans concealed from one's competitor so that one retains competitive advantage.

III. Conclusion

The Art of War, maintains un Tzu, is "a matter of life and death, a road either to safety or to ruin. Hence it is a subject of inquiry which can on no account be neglected." (pt. 2)

The same goes for the Art of Leadership. It is also "a subject of inquiry which can on no account be neglected" and its qualities need to be known and inculcated in order to have maximum success in the field.

'Leader' as term may be inchoate, but as many entrepreneurs have…

Sources

Bateman, T.S., & Snell, S. (2009). Management: Leading and Collaborating in a Competitive World, Eighth Edition. New York, NY: McGraw-Hill Companies, Inc.

Kotter JP. 1996. Leading Change. Boston, MA: Harv. Bus. School

Schein, E. (1985). Organizational culture and leadership. CA: Jossey-Bass.

Sun Tzu, (2001). The Art of War Wylie, TX: Pickard & Son, Publishers.