...| Young Public Leaders Are Usually Less Effective Because They Have So Little Experience | | | Kijafa Parker | PAD 515 – Leadership and Conflict ResolutionDr. Michael PopejoyWinter 2012 | 1/22/2012 | Abstract From the foundation of civilization to the formulation of nations and countries from military conquest or marital alliances; to revolutions and civil rights marches to peaceful protest and occupy movements, many leaders have been anointed, appointed, ascended to, declared or elected to positions of leadership. Whether wise or foolish, old or young, experienced or not, the innate tendency by people to judge the effectiveness of the leader and his ability to lead is either celebrated, questioned, tested, scrutinized and critiqued. In the current age of 24 hour news cycles, which often highlights the troubles of young leaders, there is an air of doubt and dismissal as to the ability of “Generation X and Y”, or those considered young to successfully lead, organize and have a following that is progressive enough to resolve problems. Tradition The basis for questioning the effectiveness of a young public leader can be attributed to physical traits such as appearance, height, weight as evidenced in 1 Samuel 9: 1 and 2 which states, “a Benjamite, a mighty man of power. And he had a son, whose name was Saul, a choice young man, and a goodly: and there was not among the children of Israel a goodlier person than he: from his shoulders and upward he was higher...
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...Which one’s leadership style you would you prefer by understanding your personality traits for being a successful leader in a present corporate world. According to my personality I think democratic style of leadership will be Successful in the present scenario of the corporate world. Democratic Leadership Style What is Democratic Leadership Style? The democratic leadership style is a very open and collegial style of running a team. Ideas move freely amongst the group and are discussed openly. Everyone is given a seat at the table, and discussion is relatively free-flowing. This style is needed in dynamic and rapidly changing environments where very little can be taken as a constant. In these fast moving organizations, every option for improvement has to be considered to keep the group from falling out of date. The democratic leadership style means facilitating the conversation, encouraging people to share their ideas, and then synthesizing all the available information into the best possible decision. The democratic leader must also be able to communicate that decision back to the group to bring unity the plan is chosen. When is it Used? When situations change frequently, democratic leadership offers a great deal of flexibility to adapt to better ways of doing things. Unfortunately, it is also somewhat slow to make a decision in this structure, so while it may embrace newer and better methods; it might not do so very quickly. Democratic leadership style can bring the...
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...regularity and predictability in dealing with group members. Leadership style is the relatively consistent pattern of behavior that characterizes a leader. The study of leadership 112113style is an extension of understanding leadership behaviors and attitudes. Most classifications of leadership style are based on the dimensions of consideration and initiating structure. Phrases such as “he’s a real command-and-control-type” and “she’s a consensus leader” have become commonplace. DuBrin, A. (2013). Leadership [VitalSouce bookshelf version]. Retrieved from http://online.vitalsource.com/books/9781133614197/id/ch4lev1sec5 Here we describe the participative leadership style, the autocratic leadership style, the Leadership Grid,™ the entrepreneurial leadership style, gender differences in leadership style, and choosing the best style. Chapter 5 continues the exploration of leadership styles by presenting several contingency leadership theories. Participative leaders share decision making with group members. Participative leadership encompasses so many behaviors that it can be divided into three subtypes: consultative, consensus, and democratic. The participative style encompasses the teamwork approach. Predominant behaviors of participative leaders include coaching team members, negotiating their demands, and collaborating with others. Often the team member who has the most relevant knowledge for the task at hand slips into a leadership role. Research indicates that poor-performing...
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...Situational Leadership Theory and Its Contributions to Effective Organizational Change In like manner to humans, organizations change and grow. For instance, the Management Team consulting business identified seven stages of change: New Venture, Expansion, Professionalization, Consolidation, Diversification, Institutionalization, and Decline (“Stages of,” n.d.). Successful transition happens only with appropriate infrastructure; this includes leadership. How does an organization ensure that it can move forward proactively and positively in the face of these organizational changes? In other words, what type of leadership will help an organization most effectively navigate these changes in whichever stage they find themselves? Two theories of leadership provide possibilities: Trait and Situational. However, situational leadership theory (SLT) is the better one for addressing changes and challenges in an organization, due to its focus on the relationship between leaders and employees. Ironically, trait leadership studies can provide valuable insight into the leader component in SLT. This paper begins with an exploration of the basic tenets of the two theories. From this foundation, it explores the importance of the leadership-employee relationship, advantages of SLT, limits/challenges of SLT, and recommendations on how best to utilize SLT for organizational change. Basic Tenets of the Two Theories Trait and Situational theories of leadership provide two different views into...
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...identify? The group meetings were disorganized and the team members did not have designated roles. The meetings typically consisted of a lot of brainstorming, but the team had trouble moving into the exploitation stage. Dana and Henry took on many different roles when they joined the team and the workload began to wear on them as the meetings progressed. There would be many different ideas and opinions voiced during meetings but the team was never able to reach consensus on any of these ideas or create an action plan. The team had difficulty reaching consensus because they did not take all team member opinions into consideration before making decisions. This was demonstrated by the fact that the MGI group did not consult the entire team before adding new members. The low productivity by the end of the case was caused by the lack of a structure during meetings and failure to create an agenda. In addition to the unstructured meetings, there was a lot of conflict within the team, most notably between Dana and Sasha. They had conflicting opinions and ways of working and this led to animosity between them. There were also some disagreements during team meetings. An underlying cause of the team conflict was the communication differences within the team. This was influenced by the different nationalities and backgrounds of the team members. The Russian team members tended to be very stubborn when it came to their opinions and the other team members found this style to be challenging...
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...would discuss the usefulness of the leadership tools learnt on the course and how they have applied to my Problem Based Learning (P.B.L.) Gibbs (1998) reflective model is to be used in this assignment. Evidence of reflective analysis and evaluation will be provided. Reflective practice is defined as an ability to reflect on experiences, to employ conceptual frameworks, and to relate these to similar and dissimilar contexts to inform and improve future practice, Gibbs (1989). Problem Based Learning (PBL) is one way of teaching and learning. It involves students working, in small groups, on some carefully written problems; according to (Glen and Wilkie 2000).According to Fogarty (1998) everyone in favour of the group brings valuable resources to a classroom. They suggest that most healthcare work is undertaken by small groups of staff and that we should all ‘learn how to learn’ from each other (Glen and Wilkie 2000). Stogdill (1950) is of the opinion that leadership may be considered as the process of influencing the activities of an organized group in its efforts toward goal setting and goal achievement. Of the same opinion is Bryman (1996) who states that leadership is viewed as a process of inducing others to behave in certain desired ways, the process of influence is seen as occurring in a group setting and the direction of influence is usually towards preconceived group goals. In the same vain Goodwin (2005) states that leadership is a dynamic process of pursuing a vision...
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...competence to fashion intelligent strategy and influence people to accomplish organizational goals. Emerging views over the past decade has made tremendous progress in uncovering some of the enduring mysteries associated with leadership (Avolio, Walumbwa & Weber, 2009). Understanding these different frameworks and their impact on leadership styles are examined in this paper as it relates to international business. Adaptive Structuration Theory E-leadership is a relatively new leadership paradigm bases on the Adaptive Structuration Theory defined as a social influence process mediated by Advanced Information Technology (AIT) to produce a change in attitudes, feelings, thinking, behavior, and/or performance with individuals, groups, and/or organizations (Avolio, Kahai & Dodge, 2000). As leader and follower dynamics continue to be changed by processes effected by the rapid growth in technology, increasing global reach and the emergence of new marketplaces, E-leaders should think carefully about three key categories of behaviors that are most likely to enhance a virtual team’s ability to function effectively: virtual collaborative skills, virtual socialization skills, and virtual communication (Avolio & Kahai, 2003). Significant adaptation on the part of the leadership can result in tight relationships among the globally dispersed stakeholders and efficient management of innovative challenges presented by the global economy. Behavioral Theory Founded on the framework developed...
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...I am working with Bharat Petroleum Corporation Limited which is involved in Oil Refining and Marketing Business. BPCL is also making inroads in exploration i.e. upward integration. Oil and Gas being one of the strategic sectors from development as well as defense point of view and hence been largely controlled by the Indian government. Prior to independence only Multinational like Burma Shell, Caltex etc. were operating in India. Due to strategic importance M/s Indian Oil Corporation (IOC) for Oil refining and Marketing and Oil and Natural Gas Corporation (ONGC) for Oil exploration were established by the Government. Later on in 1976, based on the experience in Indo China war, MNCs closed their operation and Bharat Petroleum Corporation (BPC) was formed by nationalization of Burma Shell and Hindustan Petroleum Corporation (HPC) by nationalization of Caltex Esso were established by the Government. In 1990s Government of India started inviting private sector in Oil Refining and Marketing and as a result Reliance Industries and Essar Oil limited established large capacities of Oil refining and started creating marketing network. Major products in Oil marketing are: * Motor spirit (Petrol), HSD (Diesel) & SKO * LPG * Aviation * Industrial Products * Lubricant In 1992, Government of India decontrolled lubricant business which gave entry to lot of international players to establish themselves in Indian market giving a tough competition to state players like...
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...2014 Q1. Understanding Human Behavior is critical to organizations. Benefits of self-evaluation/self- assessment as it relates to leaders today. Leadership is all about people. Effective leaders have strong ability to create a compelling vision and lead people to the achievements of goals. Irrespective of whether you are an experienced leader or new and feeling uneasy in a leadership role, one of the key knowledge one should possess is knowledge of self. Leaders are influential. This fact makes the understanding of how exactly the leader effects his followers a vital part for the leader’s and organization success. Knowing oneself is the first step to such understanding. Numerous studies on leadership attributes, be it personality traits, skills or knowledge provide us with a rich coverage of what makes a good leader. Leaders must be visionary, charismatic, curious, creative, competent, empathetic, courageous, have good communication skills and exhibit common sense (Lee Iacocca’s 9C’s), relentless in execution, intellectually and emotionally intelligent. There is hardly anyone that can get the highest scores in all the dimensions. That is where the self-awareness takes the prime part. Self-assessment and evaluation are the exercises that can increase leader’s self-awareness in different areas, from values and personal style to impact on others and own strengths and limitations. Let’s consider some of the areas for self-assessment and evaluation benefits for the leader...
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... and distinguish the differences. Synthesis requires one to combine two or more separate entities in order to form one. The journal articles had more in common than I thought at first glance. The first article was about fearless dominance. I didn’t have a lot of experience and/or knowledge about this topic, but after reading I was surprised at how interesting and powerful it was. The second article was about transactional and transformational leadership. These forms of leadership are opposite types of leadership that collective make up an amazing leader. The final article is about leadership identity and the importance of self-awareness in leadership. In my paper, I will give a brief overview of the three articles and discuss the similarities. Fearless dominance and the U.S. presidency: Implications of psychopathic personality traits for successful and unsuccessful political leadership. It has been said that fearless dominance has an association with strong rated presidential performance, leadership, persuasiveness, crisis management, congressional relations and allied variables. Fearless dominance appears as a characteristic frequently among presidents and has a correlation to job performance ratings. Also, psychopathic characteristics other than fearless dominance were common among the officials with poorer performance. Therefore, the boldness associated with fearless dominance is necessary for a successful presidency. Although psychopathic...
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...of individuals who seek to create a shared vision in which their followers are able to follow. Leadership incorporates several factors that include the capabilities of influencing, directing, and motivate others. Leadership takes more than just power and brawns, but instead focuses on the relationships that are able to be formed with their followers. Throughout this course, we have focused on the many ways many ordinary individuals could be capable of being leader. Leaders knowingly and unknowingly adopt leadership styles in which they use to carry out the responsibilities of doing the greater good for others. The purpose of this research is to view the leadership behaviors of a person that I admire, and caused for personal reflection. As well as look at the theoretical framework of leadership styles and behaviors that have help to craft the inherent leadership characteristics that I possess. Leadership Introduction The characteristics of leadership encompasses their abilities to direct, guide, and influence others. While there is not set definition, leadership define requires much thought. Leadership is viewed from the casting of a collective vision that others want to follow. Leaders are not born, even though many believe this old trope, but instead there are imperfect, which makes them all the more authentic. The capabilities of leadership can be found through anyone that has a desire to lead, inspire, and developed a relationship that...
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...Introduction to the Company Shell is one of the largest producers of oil and gas in the world. Royal Dutch Shell plc or commonly known as Shell is an Anglo-Dutch multinational company which has its headquarters based in Netherlands. The company was created by a merger between Royal Dutch Petroleum and a UK based firm called Shell Transport and Trading. As by 2014, Royal Dutch Shell has been measured as the fourth largest company of the world in terms of revenue. The company operates in five different sectors which include exploration and production, power, refining, marketing, chemicals and shipping. The company is sixty percent owned by Royal Dutch Petroleum and forty percent by Shell transport and trading. Is Shell Successful in its operations ? Shell is the leader amongst the group of companies in the sectors of energy and petrochemicals. The company operates in more than 145 countries and employing around 120,000 people. Shell is one of the largest oil and gas companies in terms of capturing the market share, production of oil and gas and operating cash flows (www.static.shell.com). For the last five years, Shell has gained the market share of 13 percent in the United States and around 23 percent in Mexico which is the fastest growing market in North America. Their downstream business have generated a cash flow of over 21 billion US dollars in the last five years. Shell has announced a dividend of 10.5 billion US dollar in 2011 and is aiming to improve the dividend which...
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...of this paper is to create a professional development plan by first identifying the characteristics of the team; as a group and individually based on the results of the individual assessments; while indicating the style of leadership I’d employ if I were to lead the team. Learning Team B members are: Anthea Adams, Janice French, Marjorie Hansen, Chris Samuels, Billie Williams, and I, Andrea Wilson. Individual results are detailed as follows: * Anthea – Predominantly a Cautious Style, with The Assessor substyle, whose primary goal motivator is excellent goal accomplishment, The Assessor uses an evaluative approach to people and tasks. * Janice – Also Cautious Style predominantly, with The Assessor substyle. * Marjorie – Predominantly Dominance style whose primary goal is dominance and independence; and The Adventuror substyle who’s more direct and tends to try to get things done quickly.. * Chris – Predominantly an Interactive Style, primary goal motivator is to win with flair and substyle of The Impressor who is also less open and less direct. * Billie has The Cautious Style predominantly that requires predictable results as a primary motivator; and the Perfector substyle who is less guarded and more indirect. * My predominant style is Steadiness with the Go getter substyle who is less open and less indirect than most steadiness styles with motivating primary goal is the desire for a steady flow of accomplishments. The characteristics of the team all...
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...of this paper is to create a professional development plan by first identifying the characteristics of the team; as a group and individually based on the results of the individual assessments; while indicating the style of leadership I’d employ if I were to lead the team. Learning Team B members are: Anthea Adams, Janice French, Marjorie Hansen, Chris Samuels, Billie Williams, and I, Andrea Wilson. Individual results are detailed as follows: * Anthea – Predominantly a Cautious Style, with The Assessor substyle, whose primary goal motivator is excellent goal accomplishment, The Assessor uses an evaluative approach to people and tasks. * Janice – Also Cautious Style predominantly, with The Assessor substyle. * Marjorie – Predominantly Dominance style whose primary goal is dominance and independence; and The Adventuror substyle who’s more direct and tends to try to get things done quickly.. * Chris – Predominantly an Interactive Style, primary goal motivator is to win with flair and substyle of The Impressor who is also less open and less direct. * Billie has The Cautious Style predominantly that requires predictable results as a primary motivator; and the Perfector substyle who is less guarded and more indirect. * My predominant style is Steadiness with the Go getter substyle who is less open and less indirect than most steadiness styles with motivating primary goal is the desire for a steady flow of accomplishments. The characteristics of the team all...
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...1. Which of the following is not a key part of the communication process? a. encoding b. agreeing c. channel d. feedback 2. Encoding can be defined as which of the following? a. anything that blocks, distorts, or changes in any way the message the sender intended to communicate b. a check on the success of the communication c. converting a thought, idea, or fact into a message composed of symbols, pictures, or words d. the encoded information 3. Translating the message back into something that can be understood by the receiver can be defined as which of the following within the communication process? a. encoding b. decoding c. channel d. feedback 4. If a manager tells an employee to join a telephone conference and the employee says, “I’ll be right there,” this is an example of which type of communication? a. one-way communication b. down-stream communication c. up-stream communication d. two-way communication 5. If a manager with a finance background sees a problem as finance-based, while a manager with a production background sees it as production-based, what type of communication barrier has occurred? a. misperception b. filtering c. selective perception d. information overload 6. When a message is not decoded by the receiver in the way the sender intended it, we define this type of communication barrier as __________________. a. filtering b. misperception c. selective perception d. information overload 7. Interruptions, the sound of engines...
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