...Researcher extend previous research and theory to examine how ethical cognitions and behaviors to a web of direct and indirect influences of ethical leadership and unit-level norms, standards, and sanctions pertaining to ethical behavior transmitted across multiple levels of an organizational hierarchy in this study. The researcher develop and test a model linking ethical leadership with unit ethical culture, both across and within organizational levels, examining how both leadership and culture relate to ethical cognitions and behaviors of lower-level followers. They develop a multilevel model in which ethical leadership, which is seen as a leader's use of social influence to promote ethical conduct. They developed a multilevel model to guide a study of the effects of ethical leadership and shared understandings about ethical conduct (ethical culture) on lower-level followers' ethical cognitions and behavior. This study was commissioned by the U.S. Army, which asked us to evaluate the ethical conduct, cognitions, attitudes, and well-being of soldiers during their combat deployment in Iraq in May 2009. The surveys were designed by the authors and were administered through the Inspector General (IG; the Army's official investigative office) and chaplains. They studied leaders and followers from the lowest three managerial levels in the U.S. Army: the typically nine-person squad (lowest level), the three- to four squad platoon (middle level), and the three- to four platoon company...
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...A Definition of Leadership A traditional definition of leadership: Leadership is an interpersonal influence directed toward the achievement of a goal or goals. Three important parts of this definition are the terms interpersonal, influence, and goal. · Interpersonal means between persons. Thus, a leader has more than one person (group) to lead. · Influence is the power to affect others. · Goal is the end one strives to attain. Basically, this traditional definition of leadership says that a leader influences more than one person toward a goal. The definition of leadership used in this course follows. LEADERSHIP is a dynamic relationship based on mutual influence and common purpose between leaders and collaborators in which both are moved to higher levels of motivation and moral development as they affect real, intended change. (Kevin Freiberg and Jackie Freiberg, NUTS! Southwest Airlines' Crazy Recipe for Business and Personal Success, Bard Press, 1996, p. 298) Three important parts of this definition are the terms relationship, mutual, and collaborators. Relationship is the connection between people. Mutual means shared in common. Collaborators cooperate or work together. This definition of leadership says that the leader is influenced by the collaborators while they work together to achieve an important goal. Leadership versus Management A leader can be a manager, but a manager is not necessarily a leader. The leader of the work group may emerge informally as the...
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...Leadership Questions * The purpose of this paper is to discuss my personal views of leadership, the difference between leadership and management, and last but not least, the characteristics of an effective leader. My personal view of leadership is that someone, who was born with certain leadership traits such as intelligence, self-confidence, and ambition, helps people to work together to achieving common goals. In my opinion, leadership could be an inherited trait and also a developed skill. Several leadership skills can be learned and acquired by long time practice. Some of the practices which make a good leader are taking leadership training courses, improving communication skills, learning to effectively delegate to followers, and willing to accept and manage changes. * The main difference between leadership and management is Managers do things right, while leaders do the right thing. Leaders and managers are two distinct types of people, who are responsible for running many companies and organizations. A manager is an individual employed by an organization who is responsible and accountable for efficiently accomplishing the goals of the organization. Management position requires utilization of leadership skills in accomplishing the employer’s or organization’s goals. The main responsibilities of managers are coordinating, resources, staffing, supervising, and evaluating outcomes. A good manager needs good interpersonal skills as well as good leadership...
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...Task 1: ORGANIZATION AND LEADERSHIP ANALYSIS Assessment Code: C200/BIP Task1 Student Name: xxxx Student ID: xxxxx Date: October 30th 2014 Student Mentor Name: xxxx Task 1: ORGANIZATION AND LEADERSHIP ANALYSIS 0 Organization Overview 2 Organization Description 3 Leadership Practices 4 Relationship between Leadership and Organizational Culture 7 SWOT Analysis 8 Organizational Strength 8 Organizational Weaknesses 9 Organizational Opportunities 10 Organizational Threats 10 Leadership Evaluation 11 Leadership Strengths 11 Leadership Weaknesses 13 Recommendations for Leadership Development 14 Organization Overview Organizational overview provides a framework of the organization. It would ideally be a catalogue all necessary information that would help an external party to assess the organizational fit in a better way and understand whether he/she is in total sync with the organizational goals and the other beneficiaries. The organizational overview addresses the following: * The mission and the history * The stakeholders * The goals and the programs * The budget * The outcomes and the achievements * The sponsors or the funders. I have chosen Salesforce.com as the organization for my analysis and believe that the description provided would help in giving a better understanding of the organization for any third party considering a position with the organization. This organization was developed about fifteen years ago with...
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...Biblical Integration: Servant Leadership Group 3 BUSI 502 – Servant Leadership Liberty University 2014 Abstract Biblical Integration: Servant Leadership Servant leadership teaches that there must be a balance between serving and leading; a focus on putting the needs of others first (Spears, 1996). The philosophy enriches the lives of not only individuals, but builds better organizations by making it a priority to serve others. The greater contributions of quality service exemplify the determination to create an exceptional institution (Greenleaf, 2009). Providing service to communities is one of the primary focuses of a servant leader, which will develop and enhance more self-growth in their communities. Servant leadership is an act of service, and the embrace of feedback as a source of useful information on how to better serve people (Blanchard & Hodges, 2003). Greenleaf’s revolutionary view on the new topic of servant leadership offered a shift from the traditional role of leadership (Duby, 2009). Part 1: Greenleaf’s Theories Robert K. Greenleaf popularized the term servant leadership, in his 1970 essay, The Servant Leader (Spears, 1996). According to Duby (2009), Greenleaf envisioned servant leaders as being driven and motivated to serve first with the end result being an empowered, serving society. Greenleaf introduced the term ‘servant leadership’ and proposed that great leaders are first servants to others (Spears, 1996; Dierendonck, 2011). Greenleaf...
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...Voluntourism – The Ethical Challenges of Good Intentions Professor Andreas Koestler Practical Leadership in Development Aid Management Marina Bittencourt Vasconcelos Magro October 2015 A mindful, personal investigation into Leadership, Development and Cooperation. 3 2 1 Over the past few years a new form of tourism has become increasingly popular, and evolved into a true international trend, Voluntourism. While there is no single accepted definition of what constitutes volunteer tourism or, more recently coined as, voluntourism, generally it involves volunteering in an organized way to undertake holidays that may involve aiding or alleviating the material poverty of some groups in society, the restoration of certain environments or research into aspects of local underprivileged communities. Having volunteered since the age of nine, participating in over 30 local initiatives throughout my life, being currently board member of an NGO and consultant for two others, as well as having worked as a field volunteer and project manager in Cambodia for six months, has given me the paramount opportunity to dive into one of the biggest selfnurturing industries of incessant conceited behaviour. The pitch is simple, and frighteningly attractive. Instead of another skiing trip to the Alps or setting off to the Bahamas, why not a life-changing volunteer experience in a foreign, exotic country. The idea oozes with glamour and...
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...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 is reciprocal not formed from power...
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...Organizing Your Writing Sekou Konate Walden University Abstract Scholars discussed the issues of leadership, ethics, power and decision making. A review of the literature related to those topics to clearly make management moving and adapted to the context of organizational change by stating the theme to link the topic as a block. Title of the Paper in Full Goes Here Many authors described the change in their scholar works. This literature discussed the ethical, leadership, power and decision making regarding the organizational change. The purpose of my essay will be to demonstrate my ability to organize these different point of view in literature, synthesize different categories and then formulate the common themes among these articles The proposed solution for these different authors converged to make a pertinent social change regarding the leadership, the ethics, power, and the decision making in organizations. Those four topics related to management will be developed in different viewpoints in the same order as enumerated above. Leadership The author described the reflective change in individuals leading a societal project. Smith laid out a framework for leader undergoing an organization change. The author described the executive and management behavior regarding the implementation of principals to become a leader. According to Smith (2001), one of the main causes of successful organization’s failure is the lack of reflection. The author went on to suggest...
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...Case Study: Municipality of Kawayan, Biliran: Transforming Traditional Politics Case Study: MUNICIPALITY OF KAWAYAN, BILIRAN: TRANSFORMING TRADITIONAL POLITICS The case assigned for our analysis was about the leadership story of Mayor Rodolfo J. Espina, Mayor of the Municipality of Kawayan, a fifth-class municipality in the Province of Biliran in Region VIII. 4. Internal Factor Evaluation In analyzing the leadership style of Mayor Rodolfo J. Espina, we come across several significant strengths and weaknesses inherent in the individual (as case-study subject). Strengths: Experience / Family Background Undoubtedly, Mayor Espina’s performance as local executive of the Municipality of Kawayan was greatly affected by his family’s political background. Born into a politically-oriented clan, Espina was exposed very early to the affairs of his father; he had early exposure as well in political campaigning and visiting his father’s constituents. This early exposure made him comfortable with people, honed his interpersonal skills, and perhaps even made him generally likable. This would eventually prove helpful in his political career. Mayor Espina also had experience as farm manager – this developed his skills in general administrative tasks, people management, and basic human relations. His experience abroad also strengthened his personal will and character. Personality Mayor Espina’s orientation toward people was clearly among his major strengths. Through his personality...
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...this statement? Justify your answer using leadership theories and relevant examples. ‘The most dangerous leadership myth is that leaders are born – that there is a genetic factor to leadership. This myth asserts that people simply either have certain charismatic qualities or not. That’s nonsense; in fact, the opposite is true. Leaders are made rather than born.’ – Warren G. Bennis (Farlow, n.d.). Leadership is about changing minds and moving organisations forward (Leadership Theories and Styles, 2009). The art of leadership, however focused on a specific goal or vision, is also about the individuals that are being led; learning, advancing and prospering (Farlow, n.d.). Education, mentoring and experience are how leaders are made, they are not born with any genetic capacity to lead. When it comes to leadership, competencies determine what a person can do. Commitment determines what they want to do, and character determines what they will do (Crossan et al., 2012). The theoretical framework surrounding leadership is based upon power of an individual over a collective, moving toward a defined goal or common purpose. It entails planning, organising and controlling to build enthusiasm and maintain momentum (Schermerhorn 361). “The ability of a superior to influence the behavior of subordinates and persuade them to follow a particular course of action.” (Barnard 1968). Barnard has identified superiority in his definition of leadership which translates to authority and power....
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...Behavioral Theory : Leadership Approach Stephen Vowels LDR/531 January 9, 2012 Tom Griffin, DBA Leadership Approach–Behavior Theory The behavior approach began in the 1950s and focused on the day-to-day actions of the manager, rather than focusing on the leader’s personal characteristics. Over the last 60 years, many studies have researched how effective leaders differ in behavior from ineffective leaders. A questionnaire titled the leader behavior description questionnaire (LBDQ) was developed and measured two basic aspects of leadership: task orientation and relationship orientation. “Early users of the LBDQ believed that the two dimensions were separate and distinct, dividing each into a high and low section which created four quadrants or four leadership styles” (Oyinlade, 2006, Volume 19, Issue 1). According to early users of the LBDQ, an effective leader scored high on both task and relationship orientation. In the industrial era of the 1960s a further development of a similar grid by Blake and Mouton in 1964 measured a person’s leadership style by his or her concern for production (task orientation) on a nine-point scale and concern for people (relationship orientation) on another nine-point scale. This is placed on two axis and split into four quadrants. The belief again was that an effective leader would score high on both production and people concerns. Many variations of this type of measurement tool have the same criticism in that they...
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...The Teachers of Promise study (2005-2011) is a longitudinal study of 57 promising new primary and secondary teachers from their third to seventh years of teaching. The research aimed to uncover the factors that sustained and developed the commitment of a group of highly “promising” teachers over time — from their initial teacher education programmes, throughout their induction period and the following six years of teaching. Teachers shared their perspectives on the factors that helped them make a good start (or otherwise) in their careers and assisted them to build their teaching expertise and that of their colleagues. We chose to focus on this period because: •provisionally registered teachers have been, and are currently the focus of other studies •this is the period when teachers typically make critical decisions about their careers such as whether to stay in teaching, to advance up the career ladder, or to continue with professional learning; and •research demonstrates that teachers play a critical role in students' enjoyment and engagement in school, and their success as learners, so it matters how well teachers are prepared, mentored and supported as early career teachers. Participants were interviewed in 2005, 2006 and 2011, and surveys were undertaken in the same years. The surveys from 2006 onwards included versions for those who had left teaching or who were teaching overseas. We asked them to reflect on: • the reasons they decided to become teachers • their...
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...Future of Ethically Effective Leadership Chaudhary Imran Sarwar Received: 13 August 2011 / Accepted: 10 March 2012 / Published online: 29 March 2012 Ó Springer Science+Business Media B.V. 2012 Abstract This research focuses on (a) introducing and exploring ethically effective leadership, (b) introducing and testing theory on triad of typical–maximal–ideal ethically effective leadership performances, (b) theorizing and empirically testing that each of typical–maximal–ideal ethically effective leadership performance is different from each others, in other words exploring mean differences between each pair of typical–maximal–ideal effective leadership performances, (c) introducing, theorizing, and testing mechanism to quantify respondents’ intrinsic desire and inherent potential to enhance their ethically effective leadership performances, (d) exploring precedents of each of typical–maximal–ideal ethically effective leadership performances, and finally (e) exploring bases and feasi- bility of virtual, robotic, and mixed reality ethically effective leadership that may or may not be same as con- ventional ethically effective leadership. This paper explores global leadership aspect of ethically effective leadership performance at three data collection levels (via typical, maximal, and ideal effective leadership C. I. Sarwar (&) Mixed Reality University, 20, A-I, Township, Lahore 54000, Pakistan e-mail: effectiveleadership.imran@gmail.com C. I. Sarwar Chaudhary Building, Golden...
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...Situational Leadership Research on leadership is a subject that has been approached in many different ways. Theories on leadership can be classified according to the type of variable that is emphasized the most. Three types of variables relevant to these theories include (1) characteristics of leaders, (2) characteristics of followers, and (3) characteristics of the situation (Yuri, G., 2010). In the textbook Leadership in Organizations, Yuri, G. classifies these theories into the following five approaches: (1) the trait approach, (2) the behavior approach, (3) the power-influence approach, (4) the situational approach, and (5) the integrative approach. This paper briefly discusses the situational approach of studying leadership. Method Description Situational Leadership Theory (SLT) evolved from the Life Cycle of Leadership Theory developed by Hersey and Blanchard (1969). Hersey and Blanchard’s theory has four major situational variables: (1) task behavior, (2) relationship behavior, (3) follower (or subordinate) maturity, and (4) effectiveness (Johansen, B. P., 1990). Task behavior refers to the extent leaders are likely to organize and explain what activities each of the subordinates is to perform and when, where, and how tasks are to be accomplished (Johansen, B. P., 1990). Relationship behavior is defined as the extent to which leaders are likely to maintain personal relationships between themselves and members of their team and provide socio-emotional support...
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...Contents Leadership Models 1 Lincoln on Leadership and Civil War Leadership 1 Personal Traits 3 Ethics 4 Learnings from Tim Irwin and Tony Dungy 6 Personal Leadership Development 7 Leadership Models 1. We have studied several leadership models. a. Upon which model(s) are you building your personal leadership foundation? I have found useful parts of several different leadership models. Principle Centered Leadership fits best in my leadership style. The aspects of Principle Centered Leadership that I find most important is that values and convictions is the driving force in my leadership. I especially connected with the values and traits exhibited by Lincoln in the Lincoln on Leadership book by Phillips. b. In what ways will that model(s) help you increase your leadership effectiveness. Leading by principles gives us consistency and flexibility in our decisions. Our principles guide us but allows us to make decisions based on our standards rather than based on rules. Fewer rules allow others more flexibility and empowers them to make good decisions for that particular situation. This will help me to be more effective by empowering others to be more effective. Lincoln on Leadership and Civil War Leadership 2. Lincoln on Leadership and Civil War Leadership Case Examples a) What do these quotes imply to you and me? i. “The life of Abraham Lincoln, especially his presidency, demonstrated that he possessed all of the great leadership qualities...
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