...successful organization is defined by a strong leader. Regardless of the type, size, or financial performance, the foundation of the organization still lies in the hands of a leader. The success or failure of an organization is often linked to the leadership style and ability of the leader. There is no “one size fits all” leadership style and it is essential that each leader develop his or her own style to successfully lead the organization. There has also been a link found between the personality of an individual and their leadership capabilities as it relates to the overall leadership style of the formal or informal leader. “Leadership style is the manner and approach of providing direction, implementing plans, and motivating people.” (Clark, 2013) In order to provide direction and implement plans, the four decision making styles that have been identified are autocratic, consultative, group, and delegated. These four styles have been derived from the Vroom and Yetton Model. Leaders of an organization are not limited to those individuals who hold a managerial or official title or those who are highest on the hierarchy of an organization. “While too often we can find powerful people who do not hold genuine positions of authority, we frequently find people who are in a position of authority, but are powerless to influence the behavior of others.” (Goncalves, 2013) Formal leaders are those who have been given or have earned their place at the top of the organization such as...
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...Leaders and Leadership in Organizations: Understanding the Dynamics Leaders and Leadership in Organizations: Understanding the Dynamics The subject of leaders has been greatly researched through out history. In this time of economic turmoil, it is vital for an organization to evaluate their leaders and leadership styles in order to be successful. Leadership styles vary, as well as what kind of leaders exist and the behaviors they participate in. It is necessary to examine each theory to conclude what is the most effective in an organizational structure. Exerting an incorrect Leadership Development Plan that does not correlate with the organizational culture will result in failure. In order to assist in evaluating an organizations leaders and leadership we will address the following concepts: 1. What is leadership and who are the leaders of an organization? 2. What are the types of leadership theories, styles and behaviors? 3. What elements affect leaderships? 4. How do leaders and leadership impact organizations? In reviewing these four focuses, it will become clear in understanding the dynamics of leaders and leadership in organizations. What is Leadership and Who Are the Leaders of an Organization? Although there are different styles of leaders, the concept of leadership is fundamentally the same. The leadership notion is best described by Etzioni (1965, p. 690-691) in Organizations -Structures, Processes, and Outcomes as: “the ability, based on...
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...Does the leadership of an organization have an effect on the employees and the organization? Abstract Leadership is a critical component in the success of any organization. Over the years, research has been conducted to identify specific aspects of organizational culture that favor particular styles of the leadership in the organization. There has been research done on the definition of leadership. In this study, I will touch on both the definition of leadership, and the importance of the relationship between specific types of organizational cultures and leadership styles. In this study, I found that transformational and transactional leadership styles are the ones that are commonly used in organizations. The leadership of an organization plays a very important role of the organization. Leadership is one of main areas of study today in professional training. There are a number of books, articles, and research papers written on how we define leadership in the public sector, as well as how it affects the organization. Some leaders are born into the role, such as royalty, where there have been some notable successes and failures. Other leaders become leaders simply because other people choose to follow them. Researchers have been studying the definition of leadership for many years with different results but most agree that leaders have a perceived influence on the organization. Sauer (2011) Most individuals who read these articles are interested...
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...Leadership Styles and Theories LDR 531 October 31, 2011 Leadership Styles and Theories Changing market conditions, reducing product demand, and less trade barriers among nations forcing organizations to rethink business strategies in terms of new acquisitions, restructuring, change in funding methods and mergers. Successful organizations regularly review the change in market conditions and social-political environments and build core competencies to mitigate the risk of competition and reducing product demand. Staffing competent individual at correct position is a critical task for building core competence and leadership in the organization. Leaders help in visualize innovating methods of production and facilitate changes in the organization to empower employees and organization fight competition and adopting new market conditions. The leadership role is critical at every level of the organization structure and understanding best suiting leadership style for the organization and using the right one for the situation makes the difference between success and the failure of the organization. Researchers are reviewing many leadership theories and styles to provide understanding on how organizations can use this concept for the success of the organization. Researchers developed Behavioral theories, contingency theories, trait theories, and power influence theories to gain understanding on the concept of leadership. Leaders...
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...Four Models of Leadership Lisa S. Patrick University of Phoenix Four Leadership Models There are theories that suggest characteristics, behaviors and relationships that inspire and create effective leaders and followers within organizations. The Trait Leadership Model, Behavior Leadership Model, Situational Leadership Model, and Charismatic Leadership Model provide assumptions built on theories from approaches that incorporate characteristics, leader behaviors, outcomes affected by situations and how leader relationships inspire change in an organization. Differences and similarities exist among these approaches and may address some of the contemporary leadership and challenges in organizations. Trait Leadership Model The Trait Model examined specific traits researchers believed were associated with leadership and focused on the innate characteristics that make good leaders. This body of research included theories that “leaders were born and not made” (Clawson, 2006, p. 379) in the “Great Man” Theory of Leadership. Kouzes (2003) believes that to view a few men and woman as innate greatness is wrong and that heroes do exists in organizations. Other Theorists like Stogdill’s Leadership Traits, Maccobys Leader, and John Gardner’s Leaders noted characteristics believed to make great leaders. Stogdill believed leaders were strong, task-oriented, confident, handled stress, and accepted responsibility for actions were qualities of a good leader (Clawson, 2006; Clemers...
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...Leadership Theories The leadership of saints, dictators, tyrants, and revolutionists serve as the building blocks for modern leadership. General humanity starts teaching the ideals of leadership to children at a young age through fairy tales and parenting. Early in life it is seen that someone will lead and another will follow. Stogdill (1948) published this thought by stating that leadership is a relationship between people in a social situation. As leaders assume there role, they are put into categories by how they lead. Leaders are defined by their traits, such as the charismatic leader. According to Antonakis, Fenley, and Lietchti (2012) a charismatic leader is able “to persuade others, use powerful and reasoned rhetoric, establish personal and moral credibility, rouse followers emotions and passions” (p. 127). Martin Luther King Jr. used rhetorical questioning within his speeches asking the audience “When will you be satisfied?” demonstrating that the oppressed can never be content. The charismatic leaders mission is based on their own self interests and values. The participant of the relationship must have an unwavering acceptance, affection, obedience, and emotional involvement of the mission that the leader has. Whether working in politics, religion, or business, charismatic leaders earn the loyalty of their followers. Moreman and Sandberg (2011) discuss that a followers of a charismatic leader may be loyal to the leader but not to...
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...The Social Change Model and Servant Leadership Theory: Comparisons and Contrasts Introduction Leadership is essential for all successful organizations. However, the form of leadership that is practiced by various leaders is vital in determining how the activities of the organization are managed. There are many different forms of leadership practiced in differing environments. Servant leadership and social change models are some of the most common leadership theories used in pursuit of organizational success. This paper will describe in detail the servant leadership and social change models and contrast their methods of leadership. Also I will seek to explain how they could be applied in the leadership role of any given organization. Servant leadership Robert K. Greenleaf introduced the concept of Servant Leadership in his book “Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness”. In the description of servant leadership, Greenleaf describes servant leadership as: a natural feeling where the leader feels that they should serve the people first (Greenleaf, 2002) . Greenleaf describes a servant leader as a leader who puts the needs of his or her people first before other personal needs associated with the role. A servant leader will strive to ensure that they prioritize other people’s needs first and ensure that their welfare is paramount. According to Greenleaf, The difference manifests itself in the care taken by the servant-first to make...
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...and Leadership Muhammad Salman Saleem 2015 CONTENTS Acknowledgement: 1 Research Methodology: 3 Task number 01 5 1.1 5 Link between strategic management and leadership is following: 5 1.2 6 Management and leadership styles impact on the strategic management: 6 For instance there are different leadership styles useful in different situations which are following; 6 1.3 7 Evaluation of leadership styles used in different situations: 7 Task number 02 8 2.1 8 Impacts of management and leadership theories on organization strategy: 8 2.2 9 Creating the leadership strategy that will support the organization structure: 9 Task number 03 11 3.1 11 Methods to review the leadership styles: 11 3.2 12 Plan for the development of future situations requiring leadership: 12 Task number 04 13 4.1 13 Plan the development of leadership skills for a specific requirement: 13 4.2 14 Methods use to plan the development of the leadership skills and their usefulness for the organization: 14 References: 15 1.1: LINK BETWEEN STRATEGIC MANAGEMENT AND LEADERSHIP IS FOLLOWING: Leadership is a skill which will involve motivating people towards the achievement of goals through a proper and positive way. This will involve to influence and inspire people and follow their leader so that they will act in his directions. (investopedia, n.d.). While Strategic management is concern with making, implementing and evaluating different decisions regarding the organization which...
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...Unit 5012 Being a Leader Introduction: Being a leader is bliss in its true sense as it helps a person to set goals or targets in their lives and then prepare an organized plan of action in order to accomplish all these goals. Leadership is the capability of efficient execution of various tasks by driving each member of the team to give his/her best and channelize his/her potential and co-ordinates the entire team to work collectively in order to accomplish greater organizational goals. Learning outcome 1) Understand the organisation’s ethical and value-based approach to leadership 1.1) Evaluate the impact of the organization’s culture and values on leadership Organisational culture is a total of the organisation’s past and current assumptions, experiences, philosophy and values that hold it together. These are expressed in its self-image, inner workings, interactions with the outside world, and future expectations. It is the way the organization conducts its business, communicates and exchange information. The ideal organisational culture depends on the strategy of the company and kinds of competitive forces its businesses are dealing with. Values are building blocks of culture. They motivate behavior and emotional responses. They support the process in which people approach their work, make choices and decisions and deal with each other. Deal and Kennedy’s cultural model helps us understand rites and rituals in corporate culture. Deal and Kennedy’s cultural...
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...TRANSACTIONAL LEADERSHIP LDR550Z-Leadership and Team Development-Fall 2011 Abstract This research paper addresses various aspects of transformational and transactional leadership styles. It mainly presents a comparative overview of these leadership styles. Further, it talks about an example of each transformational and transactional leadership in real-world. This leads to mentioning various applications that each leadership style finds in today’s business. Analysis of strengths and weaknesses or potential growth areas of both leadership styles is mentioned to help in better understanding of the subject. At last, the paper concludes with some discusses if knowing one’s leadership style and leadership style of your leader is important or not. Introduction In today’s volatile economy, the business is rapidly changing and getting more competitive with each passing day. Therefore, in order to survive in this market, the organizations need to continuously come out with innovative solutions. In these situations, transformational leaders play a vital role by encouraging creativity from their followers and maximizing their performance and productivity. On the other hand, transactional leaders are needed to maintain the stability and achieve goals on a regular basis. In order to analyze or compare these two styles of leadership, a brief introduction to both the styles is needed. Transformational Leader According to Bernard Bass, “Transformational leadership is a form of...
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...Position Understanding leadership styles is an excellent way for one to understand an effective way to lead others in an organization. Leadership styles have long been an interesting subject for those involved in organizational behavior because it allows people to understand the motivation behind decisions made in an organizational hierarchy. According to Yukl, (2010), “Most definitions of leadership reflect the assumption that it involves a process whereby intentional influence is exerted over other people to guide, structure, and facilitate activities and relationships in a group or organization” (p. 3). Leadership styles can vary based on the individual. Some people are task-oriented, which means one focuses more on getting the job done. Others are person-oriented, which means one focuses more on the emotional element of people than getting the task completed. The ideal person, especially in management and as a leader, is one who is both task and people-oriented; this person cares about how others emotions are as well as how the job is completed. In this paper, the strength and weaknesses of this author’s leadership style will be assessed as well as a brief comparison and contrasting of leadership style will be examined. The author’s personal leadership style will be looked at in an organizational setting and what position would be perfect for the author in an organizational setting will be discussed. Strengths and weaknesses of people-oriented leadership style The style the...
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...copyright protection under the Act. Do not remove this notice. 13 11I11"11"1~"IIIII"III"~I""IIII~""II"11111 004113733 Metaphors of LeaderShip: An Overview ROBERT DUBIN I am not an expert on leadership. However, some knowledge of organizations and organizational behavior is claimed. It is from this perspective that I will engage in an over-view, not a re-view of the contents of this volume. One way to interpret an overview is to think of it as looking overliterally as looking beyond. It is in this sense that this overview is prepared. Initial Observations Two initial observations have struck me. 1) Leadership must ~urely mean followership. 12) Leadership is interestingto us because it occurs within organizations. Of clearly secondary importance for students of organizations is leadership expressed in informal groups, in natural groups, and in temporary groups. Yet, in this volume these simple points seem to slide by unnoticed and ignored to the peril of clarity in presenting and interpreting results. Another observation: 3) The ease with which the concept of leadership is treated as a synonym for management and supervision. This is amazing. My knowledge of org~nizational behavior has .led me to the conclusion that effective organizations can be managed and supervised and not led, while some ineffective organizations can be led into their difficulties without the benefit of management and supervision. Moses's...
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...A STUDY OF THE EFFECTIVENESS OF A DIVERSE WORKFORCE WITHIN NONPROFIT ORGANIZATIONS SERVING OLDER ADULTS: AN ANALYSIS OF THE IMPACT OF LEADERSHIP STYLES AND ORGANIZATIONAL CULTURE by Valdes J. Snipes Bennett A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Doctor of Philosophy Capella University June 2006 UMI Number: 3226208 Copyright 2006 by Snipes-Bennett, Valdes J. All rights reserved. UMI Microform 3226208 Copyright 2006 by ProQuest Information and Learning Company. All rights reserved. This microform edition is protected against unauthorized copying under Title 17, United States Code. ProQuest Information and Learning Company 300 North Zeeb Road P.O. Box 1346 Ann Arbor, MI 48106-1346 © Valdes J. Snipes Bennett, 2006 Abstract It has been theorized that the leadership style (LS) of a leader/manager in nonprofit organizations is important to effectively motivate employees to work together in achieving goals. The purpose of this study is to determine if there is a relationship between leadership styles, organizational culture (OC), and organizational effectiveness outcomes (OEO). The relationship study applies data collection and scoring procedures developed by Bass and Avolio. The correlation between independent variables of transformational, transactional and passive/avoidant leadership styles and the dependent variables of transformational and transactional OC, and OEO variables of effectiveness...
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...Compare and Contrast of Select Leadership Models Leadership comes in different forms and in different aspects of life from private business to government entities (Wren, 1995, p. 5). The models of leadership used are dependent upon the individual attributes of the leaders, for example traits, values, self-identity, skills, and competencies (Yukl, 2013, p. 136). A close look at select leadership models and how they compare and contrast with each other provides insight into the types of leadership that might be employed within organizations as they face various leadership issues and challenges. In this paper, we will review four leadership models: charismatic, servant, situational, and transformational. A separate discussion describing similarities and differences between the models as they apply. As similarities and differences are identified, we will discuss how contemporary leadership issues and challenges are addressed within the scope of each leadership model. Leadership Models Charismatic Leadership A charismatic leader has three key dimensions that Weber (1968) identified as concepts of charisma that include vision or mission, extraordinary or exceptional qualities, and recognition (as cited in Avolio and Yammarino, 2013, p. 167). Transformational leadership closely resembles charismatic leadership as both are vision related and empowering; however the main difference deals with the expectations set by the leader. Charismatic leaders typically set unrealistic expectations...
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...Developing a Culture of Leadership Development Preamble Leadership has been defined as “the process of influencing people by providing purpose, direction, and motivation while operating to accomplish the mission and improve the organization” (Sewell, 2009, p. 93). Arguably, it is this type of effective leadership that is the requirement of every high functioning organization. In order for an organization to achieve high levels of leadership success, an organization must foster and sustain the correct environment, provide the correct tools and supports, and ultimately ensure that culture supports the development of future leaders from within. It is the focus of this paper to provide an overview of the valuable elements and techniques supporting cultural development that will lead to effective leadership development for any high functioning organization. The Leadership Environment In developing a culture for leadership development, an organization must understand its inner workings, specifically the existing culture of the organization. “A culture can be defined as the norms, practices, history and values of an organization — in other words: ‘how things are done around here.’” (Osak, 2014, p. 1) These subtle nuances will help to share the thoughts, values and behaviours of organizations employees. Values “Values are what support the vision, shape the culture and reflect what the company values. They are the essence of the company’s identity – the principles...
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