....................................... 1 Background and Purpose of the Study...................................................................... 3 Statement of the Problem .......................................................................................... 6 Significance of the Study ........................................................................................... 7 Limitations ................................................................................................................ 8 Background of the Field Setting ............................................................................. 10 Definition of Terms ................................................................................................. 12 Summary ................................................................................................................. 13 Chapter 2......................................................................................................................... 14 REVIEW OF LITERATURE AND HYPOTHESES................................................. 14 Historical Perspective – Emotion and Intelligence ................................................ 14 Does Emotional Intelligence Exist?.................................................................... 17 Emotion and Human Resource Development...
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...Review: 3 Personal view of the scholarly literature 5 Personal experience with topic area 6 Why this research is important to an operational leader 7 Summary 8 References 9 Transformational leadership in IT industry Introduction Over the past few decades, changes have been happening at a very fast rate. These changes are seen in every minute thing around us. Significant changes have taken place in the way the companies’ work which has in turn affected the life of people. The changes in the working of an organization have been brought due to the technological advancement, and the availability of better and more efficient processes and techniques leading to better utilization of resources and higher productivity. One of the industries that have seen constant growth is the IT industry. The dot com bubble from 1991-2000 brought significant changes and led the growth of the IT industry. Today IT industry employees the maximum number of people and is one of the fastest growing sectors, but is still highly affected when the economy goes slow and has to slack a large number of its employees during recession. Thus only acquiring advanced technology and process is not enough. The innovation of such processes and their implementation throughout the organization depends on the top management of the organization. The way a leader thinks, decides the strategy and manages the resources define to a great extent the future of the organization. There have been many cases where a...
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...Discuss the reasons behind the current enthusiasm for transformational leadership and comment upon the adequacy of the theory Introduction On the threshold of the 21st century, organizational strategy highlights the importance of the effective utilization of knowledge and human resources (Ying, Ken and Ting, 2012). To compete in such circumstances with the rapid diffusion of information, organizations must improve employees’ professional skills and knowledge to maintain their competitive advantage to some degree. In this case, understanding the effectiveness of leadership is crucial. The evolution of leadership theories have generally transited from a stage that focused on personal features to the next, which is more dependent on the interaction between leaders and subordinates. Recently, leadership research has accentuated the effectiveness of transactional and transformational leadership (Tyssen, Wald and Heidenreich, 2014). Compared with transactional leadership, some scholars have argued that transformational leadership could result in a higher level of work engagement in a dynamic environment (Brief and Weiss, 2002). However, although transformational leaders could bring positive affect on employers’ behavior in several aspects and could also instigate a collaborative work environment, it is possible for employers to become over-reliant on them. In addition, it is undeniable that cultural values will have a pervasive influence on different aspects of management and...
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...leadership models that support innovation, Democratic/Participative and Transformational. The discovery and delivery skills brought forth by the authors of The Innovator’s DNA will follow the discussion on leadership models. Lastly the writer’s strengths and weaknesses of being innovative will be analyzed. Innovation Supported Leadership Models Each leadership model has a different approach. The leadership models that this researcher found to be the most in-line with innovation are Demographic/Participative Leaders and Transformational Leaders. Democratic/Participative Democratic leaders are also known as participative leaders. Both descriptions fit this model. This type of leader requires participation from a team of players with the ultimate decision on the leader. This leader asks for input and then will study the ideas to make the final decision. By using the team’s input the players feel more satisfied and valuable, as well as a sense of ownership (Loiseau, 2015). The reaction to change is more positive by the team players. The players feel this way because they were consulted and contributed in the initial decision making process (Loiseau, 2015). There is a drawback to this leadership model. It is more difficult to include the team when decisions need to be made right now (Loiseau, 2015). Transformational leaders do not seem to have this issue. Transformational Leaders The concept of Transformational Leadership was introduced in by James McGregor Burns, leadership...
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...Supervisor-Subordinate Relationships Both transformational leadership and leader-member exchange leadership theories have been an issue of discussion for many scholars. The majority of authors agree that transformational leaders ‘have qualitatively different and quantitatively greater effects on their followers than the effects of exchange leaders’ (Gupta & Krishnan 2004, p.7). This essay builds on the existing literature about these two theories and will try to draw a parallel between LMX and transformational leadership, i.e. it will reveal the different and similar qualities of supervisor-subordinate relationships. Specifically, the essay focuses on the mechanism that each style of leadership uses in developing these relationships. That will actually help to find out some differences and similarities. This paper initially revisits the main aspects of transformational leadership and LMX leadership theories and then discusses them in relation to their capacity to develop differing qualities of supervisor-subordinate relationships. In ‘Leader-Member Exchange, Transformational Leadership, and Value System’ Krishnan (2005) noted that according to Burns, ‘the result of transforming leadership is a relationship of mutual stimulation and elevation that converts followers into leaders and convert leaders into moral agent’, which means that both leaders and team members offer one another. In this case, leaders serve their followers, create conditions for their further development...
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...Transformational leadership The summary below entails transformational leadership. Callow, N., Smith, M. J., Hardy, L., Arthur, C. A., & Hardy, J. (2009). Measurement of Transformational Leadership and its Relationship with Team Cohesion and Performance Level. Journal of Applied Sport Psychology. Transformational leadership embraces a concept of building of relationships with followers based on emotional, personal, and inspirational exchanges, with the aim of developing followers to their fullest potential. Transformational leadership behaviors result in higher levels of individual, group, and organizational performance beyond that accounted for by transactional behaviors (Bass et al., 2003). In contrast, Burn’s theory states that transactional leadership includes exchange process between followers and leaders with followers being the recipients of direct rewards for their work. Although transformational leadership is theorized to have its most important effects on team processes and outcomes (e.g.,Dvir et al., 2002), little research has been conducted in this area. Indeed, in sport, although coach leadership has been shown to predict task and social cohesion (Jowett&Chaundy, 2004), research investigating transformational leadership has yet to take group dynamic variables such as cohesion into account. With reference to cohesion, Hardy, Shariff, Munnoch, and Allsopp (2004) established fostering acceptance of group goals to be the only leadership behavior...
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...Deconstruction of Leadership Assumptions Deconstruction of Leadership Assumptions – A Personal Perspective Leaders are the influential driving force that compels people to abandon self-interests and work toward a common purpose for the betterment of all (Yukl, 2006). Individuals who hold leadership positions are held to higher ethical standards; more importantly, interpersonal and intrapersonal intelligence are seen as necessary skill sets to be effective leaders (Jossey-Bass, 2003, p. 253). This paper is divided into four sections. The first section discusses the writer’s personal leadership style assumptions. The second section deconstructs the writer’s leadership assumptions derived from historical experiences. In the third section, the author will present a revision of these assumptions and give details how the modifications will enhance her interpersonal intelligence and intrapersonal intelligence when interacting on a professional, scholarly, and personal level. The final section is a personal perspective summary of the author’s leadership assumption and deconstruction. Leadership Style Assumptions Assumptions are thoughts unconsciously developed use to simplify one’s rationale for understanding and accepting what one perceives to be true (Ruggiero, 2004, p. 94-95). As early as age six, Wanda remembers being chosen and given the responsibility to decide which games the neighborhood kids would play. Even today, as a Special Emphasis Program Manager, Wanda’s role still...
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...of many in the workforce. Moreover, this occurred just at the moment when corporations were demanding ever-greater performance and commitment from employees. Valencia, Spain (More) For companies, the challenge became a question of how to orchestrate transformational change while simultaneously building employee morale and commitment, a seemingly contradictory endeavour. In the view of Conger, these events had a direct impact on the study of leadership. It turned attention to the senior leaders in the belief that they possessed the power and resources to effectively implement significant organisational change. In the late 1970’s an approach to studies of leadership emerged which engaged a number of researchers in the USA and expanded to investigate the extent to which a new theory of leadership behaviour, based first on studies of politicians, could be applied internationally, was more valid in circumstances of crisis, applied to people at different levels and was true for both public and private organisations. Transformational Leadership Theory emerged from considerations by James McGregor Burns [3] of the histories of various political leaders. Burns identified two types of leadership style, transformational and transactional...
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...healthcare quality management, as most of the available theories were developed outside of healthcare setting. This paper aims to present an evaluation and a review of published scholarly articles discussing three styles of leadership and their association with quality management initiatives. The three leadership styles chosen for this evaluation are: Transformational leadership, servant leadership, and situational leadership. The paper will also describe my current leadership style, then compare it to the transformational model, and finally outline the changes I need to implement in order to incorporate its key characteristics into my own style. Research Summaries In the first article titled “Knowledge Management as a Mediator for the Efficacy of Transformational Leadership and Quality Management Initiatives in U.S. Health Care” (2009) Gowen, Henagan, and McFadden examined the transformational leadership and quality management initiatives, since the existing literature has neglected the relationship among these two. They surveyed over 350 U.S hospitals across the country and obtained data revealing that transformational leadership did actually improve quality management and knowledge management. Furthermore, the...
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...HS 3001 LEADERSHIP AND CHANGE Critically analyse the effectiveness of leadership in the NHS Summary This essay will discuss and critically analyse the effectiveness of leadership role of senior nurses in the NHS. The essay will examine the definition of leadership, different theories of leaderships and how it can be implicated to nursing practice including changes that should be made to make nursing leaders more effective in NHS health care settings. Leadership is an important topic that is highly looked at in NHS. Policy makers approves that nurses have a leadership responsibility in clinical and managerial aspects of things in health care settings. Introduction There are so many different definition of leadership. According to Alimo-metcalfe and Lawler (2001) which stated ‘there is no single, robust definition of leadership available within UK organisations today’. Also according to Huber (2006) ‘leader use their power to bring teams together, spark innovation, create positive communication and drive forward toward group goals’ However, the most common definition that is used is by Northouse (2004), This defined leadership as ‘a process whereby an individual influences a group of individual to achieve a common goal’. This definition confines the fundamental nature of leadership but at the same time it has acknowledged that due to wild ranges of leadership perspective, there will be many definitions of what leadership means depending on the importance of personal...
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...Executive Summary The wave of globalization is everywhere and the food retail industry is not spared. Hypermarkets such as Tesco and Carrefour have long been in existence and is rapidly making its presence felt in further expansion plans in the Asia Pacific region. Started in North and America and Europe, hypermarkets became the dominant retail grocery today. Consumers’ expectations for ease in grocery shopping, together with the increased of car ownership made shopping in big supermarkets a trend to last for a long time to come. With higher income and change in lifestyles, coupled with an increasing middle income group – it has opened a whole new market for the retail chain industry. Due to the saturated local market, hypermarkets are bent on expansion in finding new markets internationally. Even though governments have opened up their economies to foreign players, there are rules and regulations imposed on new players in order to protect their own local retail industries. Global retail industry has come a long way since commencement. Worldwide retail sales is now valued at $USD7 trillion (Source: Deloitte :2003). Invention of bar-coding system enables stores to manage tens of thousands of items and also assisted in ‘Just-In-Time’ store replenishment system. This report would explain the emerging markets to be tapped, and the different opportunities and threats faced by the entrants; various rules and regulations imposed by the local government in which hypermarkets...
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...leader is to come up with a solution to address the problem. Plan of Action Each organization continues to find ways to improve patient care and decrease interruption, so patient flow management often has come under inspection. There are many articles regarding management of patient flow in patient admission and discharges. Often times organizations improve the patient flow by redesigning the processes system-wide that creates the flow problem. (Kirkbride, Floyd, Tate, & Wendler, 2012). The nurses I work with would understand the condition admitting many patients on our floor. As a transformational leader, motivating the floor nurses would be easy as they would understand the need for mobile nurses. Before addressing the idea with the clinical...
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...(2011) says, “As leaders, managers build commitments to a common vision, encourage activities that support goals, and influence others to do their best work on the organization’s behalf” (p. 18). In addition, throughout profile of the management foundation (PMF) score, it shows that how far a manager has reached the managerial skills and competencies. For example, if a person reaches 10 in PMF, that person can become a successful manager. However, if the PMF score of a person is around 5, that person still has room to improve to some managerial skills and develop management foundations. Lussier and Achua (2012) say that the transactional leadership process involves an exchange of valued benefits, based on the values and motivations of both leaders and followers, while transformational leadership motivates followers by appealing to higher ideals and moral values. The “TT” leadership style assessment shows that person refers to transactional leadership more than transformational leadership. Moreover, the other assessments in appendix shows that person has some strong skills related to management and leadership such as yielding tendency, avoiding tendency, problem-solving tendency, Time Management, and Organizational Design Preference. In contrast, the weaknesses of that person are forcing tendency, compromising tendency, and decision-making skills. The final point is that the “academic culture” is the best fit for that person in organization. The assessment result summary This paragraph...
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...Table of contents 1.0 Executive Summary 3 2.0 Introduction 3 3.0 Discussion 3 3.1 Strategic leadership 4 3.2 Transformational leadership 4 3.3 Transactional leadership 5 4.0 Issues 5 4.0.1 Corporate vision and mission 5 4.0.2 Cultural diversity 6 4.0.3 Nurturing and delegation 6 4.0.4 Teamwork 6 5.0 Impacts 7 5.0.1 Unity of working teams 7 5.0.2 Setting organizational tone, strategy and right culture 8 5.0.3 Improved individual employee personal performance 8 6. 0 Conclusion 9 REFERENCES..................................................................................................... 10 1.0 Executive summary The hospitality industry has had great evolution over ages especially so in the aspect of leadership and management. It is one of the most dynamic industries across the globe in the modern day context with so much differentiation of products and embracing varying leadership styles in order to cope with the ever-increasing pressure in competition. It is in this understanding that this paper intends to critically analyze the leadership style upheld by the Hilton global hotel with special attention to the leadership of the serving CEO, Christopher J Nassetta. 2.0 Introduction Leadership is the art of imparting influence to people and making them willingly cooperate towards realizing an organizations purpose. In our analysis, Christopher, the CEO to Hilton Hotels exhibits great aspects of a leader and practices a range of leadership styles....
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...Application Paper Completed by XXXXX In Partial Requirement for the Completion of HCX XXX California State University XXXX XXXX Dr. XXXXX 1. The Situation/Challenge: Organizational leadership challenges occur at various levels within health care settings. The model and behavior of a leader is detrimental to the overall team effort and that of one’s ability as a manager to effectively motivate, inspire, and empower staff. Employee motivation and empowerment is a critical asset to one’s dedication and commitment to an organization and it is necessary that leaders act upon critical factors of contemporary leadership theories and approaches to enhance the working experience in conjunction to management of health care personnel. a. Who, What, Where, When Why: Within UCLA health system’s ambulatory specialties, there are various leaders and appointed managers who work with different teams of diverse personnel who are under a lot of stress as a result of high work load and departmental demand. Working in health care is a stressor in its own. There are various responsibilities and duties placed upon staff and the possibility of job dissatisfaction and burnout are very high. Unfortunately, not always is the best leadership approach enforced when addressing departmental concerns or issues with staff. It is important that health care managers consider and enforce the most effective leadership approach based on situational occurrences and factors such as one’s...
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