...Transformational Leadership on Follower Development and Performance: A Field Experiment Author(s): Taly Dvir, Dov Eden, Bruce J. Avolio, Boas Shamir Source: The Academy of Management Journal, Vol. 45, No. 4 (Aug., 2002), pp. 735-744 Published by: Academy of Management Stable URL: http://www.jstor.org/stable/3069307 . Accessed: 13/10/2011 04:47 Your use of the JSTOR archive indicates your acceptance of the Terms & Conditions of Use, available at . http://www.jstor.org/page/info/about/policies/terms.jsp JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact support@jstor.org. Academy of Management is collaborating with JSTOR to digitize, preserve and extend access to The Academy of Management Journal. http://www.jstor.org c Academy of Management Journal 2002, Vol. 45, No. 4, 735-744. IMPACT OF TRANSFORMATIONAL LEADERSHIP ON FOLLOWER DEVELOPMENT AND PERFORMANCE: A FIELD EXPERIMENT TALY DVIR DOV EDEN Tel Aviv University BRUCE J. AVOLIO University of Nebraska BOAS SHAMIR Hebrew University In a longitudinal, randomized field experiment, we tested the impact of transformational leadership, enhanced by training, on follower development and performance. Experimental group leaders received transformational leadership training...
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...Ethics The case study “Firebase Smith”, focuses on the Bravo Company Commander (myself) narrated in 2nd person, the high speed 1st platoon leader, 1LT. Urbanks, and my squared away go-to man 1SG Brown. This scenario takes place in Afghanistan on a twelve-month deployment with eight months remaining. The given information on myself in the case study (Bravo Company Commander) sheds light on my judgment, which reflects through my actions. This case study had several implications of conflicting ethical behavioral issues. Though I believe that the true ethical dilemmas stem from the commander’s faulty judgment; however, if not corrected, the saga to this case study could end in sexual harassment or sexual assault for the female specialist. To support this statement, I first acknowledged the company commander’s judgment, which is the root of this scenario. Early on in the scenario the case study mentions that I do not get much sleep at night and that I often have late night drinks of rum and coke with my 1SG. The key word in that sentence is often. Often refers to frequently; meaning I’m most likely drinking 3 to 4 times a week while still pulling eighteen hour shifts. Realistically, this gives me about 4 hours of sleep, given the fact that the scenario does not state how much alcohol is being consumed. Questions now come into play of whether I am capable of doing my duty? Have I ever been hung over and how many times? When things turn sour do I sneak a drink during the...
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... | | I. Introduction A. What is your paper about: This research project based is on leadership. It will mainly focus on Audie Murphy as a leader who had a significant role in the US military while serving in France and Belgium during World war 2. The main purpose of this study is to examine the leadership insights of Audie Murphy and how they are applicable in my own situation in college and later career. This paper will mainly focus on Audie Murphy’s life and leadership experiences, and then move to look at the characteristics and qualities that make a better leader. I will also examine my own leadership strengths and weaknesses and how they can be improved. I will conclude by bringing all the arguments together. II. Your Field of Study A. Why you chose this field of study: I have chosen this field of study because it helps me to develop an individual plan for employing leadership and individual accountability in college and career. B. Expected graduation completion is Oct. 2016. III. Who is the leader: The Leader is Audie Murphy. I have chosen Audie Murphy as a leader in my field because of his courageous leadership that has inspired members of the military until this day. Audie Murphy is a famous American soldier and well decorated for his combat during the World War II. He was awarded with the medals of Honor after his heroic acts...
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...Eric Hong [Email address] Eric Hong [Email address] Blackhearts Leadership Analysis By Eric Hong Blackhearts Leadership Analysis By Eric Hong Leadership, according to the Army doctrine, represents individuals’ ability to influence people by providing purpose, direction, and motivation while operating to accomplish the mission and improving the organization (“Leadership” FM 6-22). However, the varying characteristics of individuals that the Army attracts may instill this doctrine in many different ways, leading to different representations of leadership. Some individuals choose to lead their subordinate in a stern matter, only displaying matured emotions and a “tough-loving” attitude to guide them in the right direction. Others may choose to take the laid back approach, focusing on getting the approval of his subordinates and operating in favorable ways for others. There are strengths and weaknesses to the numerous styles of leaderships that is represented in the Army, but individuals should not mistake “different” with “poor” leadership styles as it may lead to severe consequences, especially in the nature of environment that the Army operates in. How can an individual identify poor leadership? Poor leadership comes in varying forms, but essentially it is the failure of an individual to recognize and understand his subordinates. When there is a detachment of understanding and emotions from the chain of command, Espirit de Corp, motivation, cohesiveness, all the values...
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...LEADERSHIP AND EXPECTATIONS: PYGMALION EFFECTS AND OTHER SELF-FULFILLING PROPHECIES IN ORGANIZATIONS Dov Eden Tel Aviv University The Pygmalion effect is a type of self-fulfilling prophecy (SFP) in which raising manager expectations regarding subordinate performance boosts subordinate performance. Managers who are led to expect more of their subordinates lead them to greater achievement. Programmatic research findings from field experiments are reviewed, and our present knowledge about the Pygmalion effect in the management of industrial, sales, and military organizations is summarized. A model is presented in which leadership is hypothesized to be the key mediator through which manager expectations influence motivation, effort, and performance. The subordinate self-efficacy, performance expectations, behaviors that comprise the Pygmalion Leadership Style are described. Besides creating the one-onone Pygmalion effect, additional ways for managers to assert their leadership by creating productive organizationwide SFP are suggested. An agenda for research on SFP applications is proposed. Expectations play an important role in determining leadership effectiveness. Scholars and practitioners have assumed for a long time that leaders who expect more get more (e.g., Likert, 1961, 1967; McGregor, 1960). Despite this general awareness, until recently there was little empirical research illuminating how and why leader expectation effects operate...
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...starting with the overview of disciplinary cases occurred in Army Operation in Section 1.1. Next, Section 1.2 is the research problem statement that will be guiding this research. Subsequently are Section 1.4 and 1.5 that discussed the research question and research objective of this study. Following is Section 1.6 where researcher came up with conceptual framework that is inline with the study. It is followed by the explanation of research methodology that will used to complete this study (Section 1-7) and in Section 1.8 describes what is the significant of this study for...
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...TA 600-BNCOC/05-002 THE ARMY TRAINING SYSTEM (TATS) COURSEWARE BNCOC SOLUTION TO PRACTICAL EXERCISES BASIC NONCOMMSSIONED COURSE PHASE I PREPARED BY UNITED STATES ARMY SERGEANTS MAJOR ACADEMY FORT BLISS, TEXAS 79918-8002 FOR THE ARMYY SCHOOL SYSTEM (TASS) INSTITUTIONS FIELDING DATE: OCT 04 THIS PAGE INTENTIONALLY LEFT BLANK BNCOC SOLUTION TO PRACTICAL EXERCISES PFN T321 T342 L327 L326 L330 L335 L328 L333 L336 L324 L338 L340 T323 W326 W332 T341 W323 W325 W321 W322 Table of Contents The Risk Management Process Cultural Awareness Considerations Enforce the Equal Opportunity Program Communicate Effectively in a Given Situation The Army Writing Style Develop Subordinate Leaders in a Unit Counsel Subordinates The Noncommissioned Officer Evaluation Reporting System Motivate Subordinates to Accomplish Unit Mission Ethical Behavior Apply the Ethical Decision-Making Method at Small Unit Level Develop a Cohesive Team Training Management at the Squad Level Intelligence and Electronic Warfare (IEW) Operations Establishment of a Check Point Casualty Evacuation Troop Leading Procedures Squad Tactical Operations Graphics and Overlays Plans, Orders, and Annexes THIS PAGE INTENTIONALLY LEFT BLANK U.S. ARMY SERGEANTS MAJOR ACADEMY (BNCOC) OCT 04 BNCOC SOLUTION TO PRACTICAL EXERCISES BNCOC BNCOC Stand Alone Common Core THIS PAGE INTENTIONALLY LEFT BLANK T321 PRACTICAL EXERCISE SHEET T321 Title Lesson Number/Title Introduction OCT 04 THE...
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...A Peaceful Evacuation BUS 518–Project Management Leadership Strayer University WinterQuarter of 2015 Introduction A peaceful evacuation of the Gaza strip was the primary focus of Israeli Prime Minister Sharon. In order to accomplish this mission the leadership of Lieutenant Colonel Yaron and Lieutenant Colonel Daniel were solicit by the Prime Minister Sharon. The leadership style of both Yaron and Daniels will be described and a comparison will be made to explain the pros and cons to their leadership styles. The use of Jung theory will help explain the interrelationship and how the personality and leadership styles might enhance or hinder their team performance in this case study.. The leadership style of Lieutenant Colonel Yaron I found the leadership style of Lieutenant Colonel Yaron would best be described as Participative Style. The traits of this style are: team member ideas are equal with the leader, everyone’s input is considered, leader is team facilitator who frequently accepts the team’s ideas over his/her own (http://www.leadership-with-you.com/leadership-traits.htm). Yaron displays this behavior during the process of assembling his battalion. Three leadership actions and behaviors for Yaron was first his involvement with the company commanders and platoon commander to identify individuals who were not suitable for the mission. Secondly, Yaron worked with his commanders focusing on the routine operations required to prepare the new battalions. Third, Yaron...
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...In the Writing Process the question was What were the steps you took when you completed this assignment? Adrian response was he completed the campbell’s articles graphic organizer. Looked at the book for Robinsons personal characteristics. Second question was Compare this assignment with other assignment? His response was in English class we take more notes to get ready for the essay. The given amount of time to write a timed write in english class is a whole hour. Usually most English essays are typed on a computer. In the Prompt Analysis the question was Had you analyzed prompts before starting this curriculum. Adrian’s response was I have many times in English and Social Studies classes. The next part of the question was how was the prompt analysis in ACR the same or different? His response was in previous assignment he looked at the question as a whole, but in this assignment he cared about each individual word in the prompt. The question was your experiences with college reading and writing is different than experiences in high school? His response is the main differences is the amount of length spent on one assignment and the amount of depth in the...
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...Prime Minister Ariel Sharon shocked the world when he announce that Israel will disengage from the Palestinians, a Disengagement Plan, primarily from the Gaza Strip. There were several protests that erupted due to this news, as well as a human chain that was created in protest to stop the disengagement. Once it was decided that the Israeli Defense Forces (IDF) would carry out the evacuation mission, the issue of how this move would occur arose. Major General Dan Harel, head of the Southern Command was in charge of the entire mission. Harel decided to have a roundtable that would decide how this mission was to be executed. Among those that were invited was Lieutenant Colonel Daniel, a chief psychologist of the Southern Command. Daniels leadership proved to be that of someone that is consultative. A consulting leader is one that is concerned about the support dimension, but there is still a high emphasis on the task itself (Kloppenborg, 96). This is demonstrated when Daniel was first given the position and the task. Daniel main focus was first the well-being of that of the people. He gathered the other IDK psychologists, listened to them and their problems, and they all identified how they were going to complete the mission. The importance of listening to the other phycologists was to determine the mental capacity of the evacuators. Daniel also did research on other large evacuations to see what measures were taken during those instances. His research concluded that there was not...
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...Leading Situations 110 Lesson 3: Decision Making and Problem Solving Unit 2: Leadership Theory and Application LESSON 3: DECISION MAKING AND PROBLEM SOLVING INTRODUCTION — PUTTING YOUR LEADERSHIP SKILLS IN PERSPECTIVE As we have indicated throughout your previous JROTC lessons, leadership is the process of influencing others by providing purpose, direction, and motivation while operating to accomplish the mission and improving the organization. Purpose gives subordinates a reason why they should do different things, sometimes under stressful circumstances. Direction shows what must be done. Through motivation, leaders give subordinates the will to do everything they are capable of doing to accomplish a mission. LEADERSHIP FRAMEWORK Recall the fundamentals of BE, KNOW, and DO. As you can clearly see, they are deeply embedded throughout the leadership framework illustrated below. The top of this framework shows the four categories of things that leaders must BE, KNOW, and DO. They are values, attributes, skills, and actions. The bottom lists the dimensions of leadership, grouped under these four categories. The dimensions consist of the seven values and 15 subcategories under attributes, skills, and actions. Leadership starts at the top, with the character of the leader, with your character. In order to lead others, you must first ensure your own house is in order. Leadership begins with what the leader must BE, the values and attributes that shape...
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...PERCEIVED VALUES: FACE TO FACE VS. VIRTUAL TRAINING MSA 600 Foundations of Research Methods in Administration Central Michigan University Submitted by: Gregory X. Brown Project Instructor: Dr. Marty Meloche Submission Date: 10 August 2015 Table of Contents Page Number List of Tables ii List of Figures ii Chapter 1 Problem Definition 3 Chapter 2 Literature Review 10 Chapter 3 Research Methodology 21 Chapter 4 Data Analysis Future Chapter 5 Summary, Conclusions, and Recommendations Future Definition of Terms Future References Pages 29 Appendix A Permission to Conduct Study Chapter 1: Problem Definition Background Over the last decade Soldiers in the Headquarters Company of the 710th Brigade Support Battalion, 10th Mountain Division (HHC, 710th BSB) have deployed several times throughout the Middle East in support of combat operations. The way that Soldiers have trained has changed over that time. Training has shifted from a hands-on platform to more virtual world. Since the mid-2000s, the Soldiers of HHC, 710th BSB, 3/10 MTN have been prepared to execute combat operations based on the training that has been spearheaded by the Non Commissioned Officers (NCOs). Army Directorate Publication 7-0 (ADP 7-0) is a manual that describes the appropriate way to conduct unit training. According to ADP 7-0 “unit training is the Army’s life- blood and the NCOs are the...
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...As a noncommissioned officer, you have duties, responsibilities and authority DUTY: A duty is something you must do by virtue of your position and is a legal or moral obligation. For example, it is the supply sergeant's duty to issue equipment and keep records of the unit's supplies. It is the first sergeant's duty to hold formations, instruct platoon sergeants and assist the commander in supervising unit operations. It is the duty of the squad/section/team leader to account for his soldiers and ensure that they receive necessary instructions and are properly trained to perform their jobs. A noncommissioned officer's duties are numerous and must be taken seriously. An NCO's duty includes taking care of soldiers, which is your priority. Corporals and sergeants do this by developing a genuine concern for their soldiers' well-being. Leaders must know and understand their soldiers well enough to train them as individuals and teams to operate proficiently. This will give them confidence in their ability to perform well under the difficult and demanding conditions of battle. Individual training is the principle duty and responsibility of NCOs. No one in the Army has more to do with training soldiers than NCOs. Well trained soldiers will likely succeed and survive on the battlefield. Well trained soldiers properly do the tasks their NCOs give them. A good leader executes the boss's decisions with energy and enthusiasm; looking at their leader, soldiers will believe the leader...
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...responsible for billion dollar budgets, war fighting, or peacekeeping missions. Transformational leadership can be a focus on this level due to the need to the complexity and nature of goal attainment from a diverse range of objectives. The very nature of war itself lends to the question of how organizational change takes place in the military organization and how military leaders create a shared...
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...ORGANIZATIONAl Development RESEARCH oKLAHOMA COUNTY sHERIFF’S oFFICE Karl Hartenstine Park University Internet Campus A course paper presented to the School for Arts and Sciences and Distance Learning in partial fulfillment of the requirements for the degree of Baccalaureate Organizational Development and Change Park University October, 2015 This paper or presentation is my own work. Any assistance I received in its preparation is acknowledged within the paper or presentation, in accordance with Park University academic honesty policies. If I used data, ideas, words, diagrams, pictures, or other information from any source, I have cited the sources fully and completely in a citation within the paper and also listed on the reference page. This includes sources which I have quoted or that I have paraphrased. Furthermore, I certify that this paper or presentation was prepared by me specifically for this class and has not been submitted, in whole or in part, to any other class in this University or elsewhere, or used for any purpose other than satisfying the requirements of this class, except that I am allowed to submit the paper or presentation to a professional publication, peer reviewed journal, or professional conference. This is not a draft, and is submitted for grading to satisfy in part the requirements for this course and the program(s) in which I am enrolled. In typing my name following the word 'Signature', I intend that this certification will have the...
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