...WITH AND LEADING People ASSIGNMENT BRIEF The aim of this unit is to develop the skills and knowledge needed for working with and leading others, through understanding the importance of recruiting the right people for the job. So what is this thing of working with others to create something new? To create something which none of us could create on our own? To create something which is often more than the sum of the parts? Surely that’s what organizations do. But somehow I do not see many advertisements for leader of function, general leader, senior leader, corporate leader, leading director, chief executive leader, shop floor leader, finance leader. I do see advertisements for head of function, general manager, senior manager, corporate executive, managing director, chief executive officer, shop floor supervisor, and finance manager. Is it purely semantics? Just words, or is there a meaning behind the words? I think that there is meaning. And I think that there is a different meaning to leader and manager. And that there is a need for different types of leadership in different types of change. This means that there are actually fewer common threads in this chapter. So unlike other chapters, this assignment will separately address the different ways of leading the four main types of change. The aim of this unit is to develop the skills and knowledge needed for working with and leading others, through understanding the importance of recruiting the right people for the...
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...socialism, most people do not like to be over-controlled and over- managed. They tend to have higher free will and thinking, work and etc. Leaders will have different leadership styles to manage and lead their employees which are identified by the path–goal theory of leadership. This is why the attitude and the behavior of a leader will influence his/her subordinates on achieving their goals and objectives. Leadership is mostly defined as a process of leading or influencing a group of people or an organization to achieve their goals. According to Yukl, ‘it is obvious that a person can be a leader without becoming a manager, and a person can be a manager without leading’. In my opinion, a leader has long-term of view which inspires and motivates his/her subordinates and work together to achieve their vision, mission, goals and objectives. And, a manager is a problem solver of the status quo which focuses on productivity and efficiency. Hence, they are different from each other. Path-goal theory is related to leadership. It is a specific theory which is based on leadership styles or behaviour. Path-goal theory states on how leaders achieve high level of performance, influence own and their employees satisfaction and performance to achieve the performance and organisation’s goal. This is by clearing and clarifying the path, increasing the number of rewards that is available for them. Additionally, a leader can also change and regulate his/her leadership style of behaviour to...
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...Leadership and Management. .’’ The need for leaders has always been important, and it has never been more urgent. The constant, accelerating, unpredictable change in today’s competitive environment demands more and better leadership. People at all organizational levels and in all sectors want to be inspired. (Blank, Warren 2001) In order to discuss leadership and management we must first recognize that they are in fact the two are different but linked. In essence it could be said that the managers role is to plan, while the leader inspires. The manager organizes while the leader motivates staff including the manager. “There is (has and probably always will be) a debate about the differences and overlaps of leadership and management. Current opinion is that they are different concepts but they overlap considerably.” (Adair, John; Thomas, Neil (Editor). p 118.) In his book “On Becoming a Leader,” Warren Bennis listed what he considered to be the differences between the two: Manager Leader Administer Innovates Maintains Develops Focuses on structures and systems Focuses on people Relies on control Relies and inspires trust Asks how and when Asks what and why Imitates Originates Accepts the status quo Challenges the status quo Does things right Does the right thing As we have seen the development of leadership and management over time it could be argued that in the past the two did not go hand in hand, In the past the manager of a factory may not...
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...PERSONAL LEADERSHIP STYLE 2 Who am I now as a leader? The conclusion that I have come to is that I have many leadership styles. I love this quote, “The best leaders are clear. They continually light the way, and in the process, let each person know that what they do makes a difference.” (Source Unknown, www.quotelady.com/subjects/leadership.html). I have embraced this quote as the way I would like others to view me as a leader. One of the strongest points I have is my heart for serving others. Robert Greenleaf, in his essay, The Servant Leader (1970), says, "It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. The difference manifests itself in the care taken by the servant--first to make sure that other people's highest priority needs are being served." Servant leadership means sincerely caring about the welfare and development of the people that follow them. I would not be in the Human Service profession if I was not a Servant Leader. This is one of God’s gifts that He has bestowed upon me. I try to make it always about the other person and try to help them reach their goals and be successful. People who are successful as leaders know where they are going and they have a clearly defined objective that they have a passion to achieve. I feel that God has given me the objective and I will and am doing everything in my power to achieve the end goal. Leadership is not something you can demand,...
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...leader then Alfonzo because of their differences in personalities and leadership style. Cmdr. Alfonzo had characteristics of a traditional leader compared to Abrashoff who was a contemporary leader. Cmdr. Alfonzo lost his credibility with his people or team as a leader because he played the “expert” role and liked to lay down rules, for example he always wanted to know which soda was been served. If a command was not carried out to his specification he would punish his people and rap remand them in front of their peers instead of doing it privately. Abrashoff was a more caring leader because he articulated and rallied his troops around a vision and a set of values and his team caught this vision and bought into their leader. Abrashoff saw conflicts as an opportunity for synergy and enriched decision making processes. 1. a) Is there a difference between a successful and effective leader? A basic responsibility of a good Leader in any work organization is to get the work done with and through his people. The success of managers or leaders is measured by the output or productivity of the group they lead. A successful leader may not be an effective leader. As it may be that the person working under a leader does the job for the leader only because of his/her position/power. Thus he may be successful as he is able to get the work done by his/her group but he may not be an effective leader. Success has to do with how the individual or the group behaves. Effectiveness describes...
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...Fiedler's Contingency Theory of Leadership is regarded by many as the first situational theory of leadership. He broke with the behavioral theorists of leadership and hypothesized that their is no one right way for a leaders to behave in all situations. He went on to state that situations could be classified as most, moderately and least favorable to leadership based on three dimensions -- leader-member relations, task structure and position power. Fiedler's Theory of Leadership is more complex than the behavioral theories of leadership. He said in took a pretzel shaped hypothesis to explain a pretzel shaped world. One of the contributions of his theory of leadership was the idea that not one form of leadership is appropriate for all situations. He continued to view most people as having a predisposition to be either task or relationship-oriented as a primary style of leadership. In addition, he recognized that people had a secondary style of leadership which they could use in low stress situations. For task-oriented leaders, their secondary style was relationship-oriented. For relationship-oriented, the secondary style is to look for new challenges. To understand the situation, Fiedler said that the following three factors had to be considered: Leader-member relations - Degree to which a leader is accepted and supported by the group members. Task structure - Extent to which the task is structured and defined, with clear goals and procedures. Position power - The ability...
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...The Personal Leadership Strategy | An important part of ongoing leadership development is the immediate application and practice of newly learned skills. In addition to discussing some of the major issues in Organizational Leadership, during this course you were introduced to a variety of leadership skills and techniques that will better enable you to inspire high performance in others. Research suggests that you will significantly increase the likelihood of your accomplishing your goals, vision, and plans if you write them down. Research further suggests that the longer you wait to apply and practice what you have learned; the less likely you will be to successfully transfer these skills into real-world applications. As you fill out the form, take time to reflect now on the information and questions provided in this document. At minimum, identify four things you will do within the next 10 days to reinforce or apply what you’ve learned. Consider your development needs in relation to your organization, cause, or movement’s needs, or another situation you are currently in. Relating them to real-world learning will ensure that the skills get practiced now. As you progress through the next terms of classes you should use this as a guide for developing strategies so that you will continue your journey in becoming an effective leader. Personal Leadership Plan | Name: Lauren Hajek Date: 12/4/15 Development Area | Specific Action(s) | Target Dates | Resources...
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...Determining My Perfect Position If my company is expanding and I was provided the opportunity to choose the position that best suits me it would be crucial to understand what type of leader I am. Doing so would allow me to determine what role I should take that I would be most successful in and would beneficial to the company. Leadership is defined in terms of behaviors, traits, influence, interaction patterns, role relationships, and occupation of an administrative position (Yuki, 2006). To best predict the type of leader I am it would be most beneficial to compare my assessment results to a transactional and transformational type of leader. Once this is done it will be easier to determine which type of leader aligns with my style of leadership. Transformational and Transactional leader Transformational Leader The theories of both a transformational and transactional leadership were both influenced strongly by the ideas of James McGregor Burns, who wrote a highly popular book on political leadership (Yuki, 2006). Although Bass performed more empirical research with Burns ideas of how leaders appeal to followers (Yuki, 2006). Followers of a transformational leader have trust, loyalty, admiration, and respect for his or her leader. Motivating the followers to do more than they are expected to do (Sahaya, 2012). According to Bass, the leader transforms and motivates the follower by doing three important things: 1. Inducing them to transcend their own self-interest...
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...Task Two: Leadership Practices analysis Task Two: Leadership Practices analysis C200 Managing Organizations and Leading People C200 Managing Organizations and Leading People Table of Contents Section A1 | Leadership Style and Practices | | A1 A1a | Seven Habits Profile Seven Habits Profile and Reflection | | Section A2 | Evaluation of Leadership Practices | | A2a A2b A2c A2d | Leadership Strengths Leadership Weaknesses Theory Based Changes to Maximize Success SMART Goals | | Section B | Works Cited | | B1 | Reference Page | | February 5th 2016 Managing Organizations and Leading People TASK TWO: LEADERSHIPAND PRACTICES ANALYSIS A1. Leadership Style and Practices – Seven Habits Profile A1a. Seven Habits Profile Reflection In this paper I will reflect on my own leadership practices, starting with the results of my Seven Habits profile. Upon first viewing the results of the seven habits profile, the lowest scores caught my attention first. I saw that section 5, putting things first, was the lowest score at 10 points. I agree with the the seven habits profile, this is my biggest weakness when evaluated on the seven habits criteria. I can admit that sometimes I get lost in my work and forget about the things that really matter and the bigger picture. An article in People Management says that people who follow this habit well “recognize that not doing everything is okay. Evaluate...
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...Brandon-Brown Leadership Paper There are several approaches, or styles, to leadership that are supported by various theories. Some leaders have a specific style, whereas others implement values or feelings from several leadership theories. Successful leaders can be honest regarding their own character and not have to presume drastically unusual roles when in a leadership position. A person's characteristics, traits, and actions normally do not have to be altered when assuming a leadership position This does not mean that talented leaders do not alter their leadership authority and approach, particularly when changes are needed. Ones leadership style should be rooted in their own set of values and behaviors as well as what they become skilled at from leadership training. Many religious leaders who are committed to social justice are strong on policy and procedure but weak on performance, heavy on doctrine but light on demeanor, big on assurance but little on actions, tall on principle but short on practice. Martin Luther King Jr. was not so limited. As a leader in the civil rights struggle, King was more than just the most prominent and articulate. His leadership characteristics, traits, and actions during his campaign for peace and justice is what prompted me to think of him as a leader. King was a leader who liked to include people when making decisions, a leading characteristic of the participative leadership style. He expected and encouraged people to...
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...Becoming an effective leader Workbook Contents |ILM Unit specification |Page 3 | |Leadership versus management |Page 5 | |Action centred leadership |Page 6 | |Mintzberg on the role of the manager |Page 8 | |Situational leadership questionnaire |Page 10 | |Six leadership styles |Page 18 | |Overview of authentic leadership |Page 24 | |Developing leaders |Page 25 | |How managers are judged |Page 28 | |Competencies: the pros and cons |Page 30 | ILM UNIT SPECIFICATION |Title: ...
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...Leading like Madiba: Leadership Lessons from Nelson Mandela Posted on August 17, 2011 by Martin Kalungu-Banda The world is in dire need of great leaders, ones who inspire people not through words but by serving them. The cutting edge in leadership discourse is the old fashioned idea of leadership through service. The whole human race, we could say, desperately needs these servant-leaders who really attend to others and are beacons of hope in our search for a world society where justice, fairness, care for the weaker members of our communities, and love flourish. The call for leaders who genuinely serve their people is obvious in social and political communities. We can see it equally in the economic sphere, in business organisations or corporations. The high turnover of staff in many work places suggests that people are looking for what Lance Secretan, a Canadian guru on leadership, calls ‘soul space’[1] – an environment where they will not simply be cogs in the wheel of production but can live full and happy lives. In my book, Leading Like Madiba: Leadership Lessons from Nelson Mandela[2], published in March 2006, I have attempted to present through stories the type of leadership that will take our world a higher ground.[3] What is so extraordinary about Mr Mandela’s style and practice of leadership is that it crosses the boundaries of culture, gender, race, religion and age. Madiba (as he is fondly referred to in his home country) has done so in a society that was once...
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...Leadership Style William O’Neill LDR/531 November 16, 2013 William James Smith Leadership Style Leadership style depends on your character. In what way do you motivate people to become efficacious. There are many methods that could be used as long as it makes individuals feel truthfully be concerned for. Cutting-edge business, transformational leadership is frequently the greatest leadership style to use. Though, no one elegance of leadership convulsions all circumstances, so it helps to have a thoughtful of other styles. Leadership philosophy is just as valid in the civilian world as it is on the battlefield, and it is even more appropriate than general nonmilitary thinking on the focus. We also leadership is the ability to guide or lead. Every so often times the person in charge and leaders are called a leadership team in a business because they are anticipated to guide the other personnel. It is importance that if you cannot lead somebody or group of individual if you cannot lead yourself. Effective leadership of personality depends on a high grade of self-awareness originated on introspection and honesty. As persons advance in their professions they are uncovered to new tasks and the opportunity to make conclusions with the advantage of wisdom expanded over time. Nevertheless, this wisdom must be refined. It lies inside all of us but only exteriors when it is required. Not only do we as persons face new trials as we advance but civilization throws challenges...
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...Overview of the Chapter Leadership is a key ingredient in effective management. When leaders are effective, their subordinates are highly motivated, committed, and high performing. When leaders are ineffective, chances are good that their subordinates do not perform to the level of their capabilities, lack motivation, and may be dissatisfied. This chapter describes what leadership is and examines major leadership models and theories that have been developed by various researchers. It also describes how managers engaging in transformational leadership can have a dramatic impact upon their organization and discusses the impact of gender on leadership. Learning Objectives 1. Describe what leadership is, when leaders are effective and ineffective, and the sources of power that enable managers to be effective leaders. 1. Identify the traits that show the strongest relationship to leadership, the behaviors leaders engage in, and the limitations of the trait and behavior models of leadership. 2. Explain how contingency models of leadership enhance our understanding of effective leadership and management in organization. 3. Describe what transformational leadership is, and explain how managers can engage in it. 4. Characterize the relationship between gender and leadership. MANAGEMENT SNAPSHOT: EFFECTIVE LEADERSHIP STYLES FOR TOUGH TIMES: LESSONS FROM HOWARD SCHULTZ, RICHARD SCHULZE, DAVID FARR, AND LOU GERSTNER Each of these persons is a current or former chairman...
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...title, and not leadership. Leadership can be defined as the process by which an individual exerts influence over other people by inspiring, motivating, and directing their activities to help contribute towards the effectiveness and success of the organization (Yukl, 2006, p. 21). Additionally, a leader is interpreted as someone who sets direction in an effort to influence people to follow that direction while possessing certain characteristics and traits. To be an effective leader, a manager must influence his associates in a positive way to reach the goals of the organization. They are numerous theories about leadership, or about carrying out the role of a leader. These theories both behavioral theories and trait theories as well as contingency theories such as the Leader Membership Exchange Theory, transformational leadership, path-goal theory, and Hershey & Blanchard situational leadership theory and how they influence leadership success. Trait theories are theories that consider personal qualities and characteristics that differentiate leaders from non leaders. In contrast, behavioral theories of leadership imply that individuals can be trained to be leaders. In recent times traits have been organized around the “Big Five Personality Framework” that is, extraversion, agreeableness, conscientiousness, emotional stability, openness to experience. Extraversion out of all the other personalities is mostly found in individuals who indicate effective leadership. A core component...
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