...Leadership Approach Paper Sharon Boahn LDR/531 May 13, 2013 Drew Stevens Ph.D Leadership Approach Paper Leaders aid a group in achieving a common goal. Leaders have new ideas and goals they introduce to the group and motivates the group to work on the new ideas and achieve the goal. Leaders also inspire the group to perform at their best and assist them in their performance. Leaders have leadership skills and approaches that help them to be successful. The trait leadership approach is based on the theory that leaders are born with the leadership characteristics that enable them to be great leaders, instead of being developed or taught into the leadership role. There are strengths and weaknesses in the trait approach concerning leadership. Strengths There were several characteristics founded to be very strong in the trait leadership approach. “This approach emphasizes attributes of leaders such as personality, motives, values, and skills” (Yukl, 2010). The personality of a leader has a large role in his or her success. The personality of a leader can be very valuable when interacting with individuals, the personality of a leader can set the mode within the workplace. A leader with a positive personality will create an encouraging atmosphere where goal accomplishment and motivation will be successful. There are strong abilities identified in the trait approach of leadership, such as continuous force to get the job complete, sharp perception, and influential power. The...
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...main approach applications in leadership of organization, including trait approach, situational & contingency approach and transformational approach. And this style of leadership is more inclined to believe that the qualities a person is born, not developed or the relationships develop followers. The concept is that humanity is born with certain personality traits, called “a born leader” (Fred, R). For example, like these well-known people, Catherine the Great, Mohandas Gandhi, Abraham Lincoln, Joan of Arc, Napoleon Bonaparte and Steve Jobs, the common ground is that they are born leaders, the people are willing to follow with them because of the charisma (Bass, 1990; Jago, 1982). Next, situational leadership was developed by Paul Hersey, a professor, and Ken Blanchard, a leadership expert in 1977, and this theory focuses on the action of the leader depends upon the situational and followers (Cynthia, M). Closely related to the situational approach is what has become know as the contingency approach. The contingency theory of leadership was presented by the Austrian psychologist Fred Edward in 1964. Compared to situational approach, the contingency approach while emphasizing the situation, but also emphasizes the leaders personality (Sirje, V, 2009). Last, in the past two decades, a new paradigm for understanding leadership has gained more academic attention called transformational leadership. This theory was developed by Bernard Bass (1997), and transformational leadership has...
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...Leadership Approach David Ruiz Pineyro LDR/531 Organizational Leadership February 7, 2013 Prof. Jose Rodrigo-Pons Leadership Approach On this paper I am going to explain briefly one of the major research approaches for studying leadership. Also included on this paper will be a summarized explanation of the strengths and weaknesses of the leadership approach selected along with an example in which this approach has been used in an organization. I would like to commence by mentioning that there is no particular stated definition for the word leadership. According to Yukl (2010) Leadership is such a broad subject than can range or vary from personality traits, behavior, influence, interaction, patterns, roles and relationships, and even the occupation of an administrative position (pg.2). Since leadership is so complex even though it has been studied for years researchers have not been able to come up with a particular definition for it. As Burns (1978) stated “Leadership is one of the most studied and less understood phenomena on Earth” (Bahreinian & Soltani, 2012, pg. 7). Therefore, different theories and approaches on this area of study have aroused over the years. But not all leadership approaches focus on the same assumptions. For example when we talk about the Trait Approach we emphasize on the particular attributes of leaders such as personality, motives, values, and skills. We have heard from time to time that anybody can be a manager but not everybody can...
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...MEMORANDUM TO: XXXXX XXXXX FROM: XXXXX XXXXXX DATE: March 23, 2015 SUBJECT: New Team Leadership CC: SUMMARY: In order to move forward into the new competitive segment of the market, our company is creating a new department. The new department consists of different teams, one of which has been assigned to me. We will need strict regulations, need for specialized knowledge and a leadership plan to assure the success of our team. The approach to lead this team will be a combination of leadership views. We will use the transactional view to motivate team members to work to meet our goals by recognizing productivity along the way, and we will use the transformational view to stimulate and inspire team members to achieve such goals with excellence. Our plan will allow focus on individual performances and at the same time, it will focus on productivity. The team assigned consists of experienced professionals, with a variety of personalities and backgrounds. It’s critical to have an approach to lead that optimizes the team productivity and performance. The implementation of this approach through a plan that considers the team members personalities, experience and backgrounds will assure that this team will be a strong contributor to this new department. TEAM LEADERSHIP AND EVALUATIONS As this team is launched it’s critical that each member has a clear understanding of the organization’s goals, purpose and vision for the entire company as well as the...
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...Behavioral Leadership Approach Hanane Kilaouy LDR/531 August 20, 2012 Bridget Peaco Behavioral Leadership Approach Management and leadership skills of employees inside any organization have a huge impact on its success. Yukl (2010) stated that most descriptions of leadership involve process of influencing people intentionally to lead, and build relationships in an organization (Yukl, 2010). Some leaders are born to become leaders and leadership is a natural skill that they own and do not have to build from scratch. However, in an organization most leaders need to reach some degree of work experience to become successful. This paper will emphasize the behavioral approach, including strengths, and weaknesses as well as an example of this leadership approach used in an organization. Behavior Approach is one of the major research approaches for studying leadership that begins back in the early 1950s after scientists start paying more attention to the behaviors of managers. Leaders are individuals who have characters, behaviors, and abilities to make others complete theirs tasks needed to accomplish the target goals for the company. The behavior approach focuses on the behavior of leaders and their method of accomplishing tasks. The main strength of the behavior leadership approach is that the leader usually carries certain skills and behaviors that fit the whole team and lead to working chemistry that leads to a success in an organization. In this method of leadership...
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...Research Approach LDR/531 As Yukl (2010) summarized in our assigned readings, most definitions of leadership in organizations refer to the process in which one person influences others in a group. In this paper I will be discussing the overview of the major research approaches and my selection of which I believe to be most effective. Research approaches Most leadership literature classify research approaches in to five major categories: the traits approach, the behavior approach, the power-influence approach, the situational approach and the integrative approach (Yukl, 2010). Following is a definition of each: • Trait approach- This approach tries to find physiological, demographic, personality, intellective, task related and social characteristics that identify leader emergence and effectiveness (Trait Theory of Leadership, 2011). • Power-influence approach- This approach attempts to measure effectiveness based on the different ways managers use power and influence to get things done (Leadership Styles , 2011). • Situational approach- This approach emphasizes on contextual factors that affect leadership behaviors (Yukl, 2010). • Integrative approach- Integration is the most commonly used today, which means to use more than one of the previously mentioned approaches (Yukl, 2010). Approach Selection After reviewing the major approaches to researching leadership I believe one style isn’t sufficient to properly...
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...Cc: Re: Leadership Approach for Success Thank you for the opportunity to lead a new team to execute the organization’s strategic plan. I will make every effort to lead the team to achieve its goals. To effectively manage the team and ensure everyone work cohesively, I need to understand his or her values, motivations, needs, and interests. To uncover the personality differences, my team and I have taken the personality assessment to get a better understanding of our personality type. My leadership approach will depend on the dynamics of personality types within the team. Learning more about my personality traits can help me understand my strengths and weaknesses, and how I can effectively interact with my team members. Learning about my team members' personalities can help me develop the ability to view situations from their perspectives and improve my management skills. The assessment shows that my personality type is an ESTJ. I am an extrovert who finds my energy by being around others. I am quite realistic, logical, decisive, and like to run a business in an organized manner. The first team member personality type is an ENTJ. She is also an extrovert. Her personality type appears to be argumentative, has some tolerance for incompetence, and often seen as a natural leader. The second team member personality type is an INTP. This personality type is socially cautious, likes problem solving, and highly conceptual. The first team member and I have similar personality types...
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...This essay will compare two articles that will conclude how personality and skills are essential in being a good leader. The premise for each article all had the same hypothesis in mind, with regard to effective leadership. The studies that will be compared will be “Personality traits, management styles & conflict management in a military unit” by Salimi, Karaminia, and Esmaeili (2011) and “The leadership skills strataplex: Leadership skill requirements across organizational levels” by Mumford, Campion, and Morgeson (2007). A comparison of the research questions, sample population, and limitations will be discussed. Salimi and colleagues (2011) investigated personality traits with regard to management styles. They wanted to find out if personality traits had any affect on a leader’s management style and conflict resolution. They found that extraversion and when conscientious leaders were more successful. Northouse (2010) in regards to personality traits gave perfect examples on how personality traits in fact can affect how leaders resolve issues and tribulations. Northouse (2010), stated how leaders are more tolerant for uncertainty, openness, and curiosity. When leaders are confident they are more inclined to be helpful in sudden situations that involve conflict. Mumford and colleagues (2007) addressed the skills needed by a leader to help perform their daily job functions within an organization. They suggest that cognitive, interpersonal, business, and strategic skills...
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...Abstract This paper will compare and contrast trait and situational approach leadership theories, the development of the theories and how effective each are in organizations. This paper will compare each approach, some of their research history and the challenges they faced in the past and the challenges they may or may not face in the future. The trait approach is the oldest theory that have been researched by numerous researchers. The situational approach consist of two elements that focus on leadership style and the development of subordinates. The strengths and weakness of each approach will also be compared and constrast. Contrast and Comparison: An examination of Trait and Situational Leadership Approaches There are over 200 definitions for leadership that have used since the 1900’s. The ability to impress the will of the leader, acts by persons which influence other persons in a shared direction, and do as the leader wishes are a few definitions that were used during the 1900’s (Northouse, 2013). Today, leadership is defined as a process that involves individuals or groups to reach a common goal (Northouse, 2013,). It’s motivating and persuading people to obtain a desired result through communication and influence. Leadership is also defined as a process that happens between a leader and a follower (Northouse, 2013). During the 20th century, researchers belived that there were natural born leaders who were born with the “trait” to lead. They believed...
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...830———Trait Approach to Leadership determining how an organization should allocate training resources. The organization–task–person model is less useful when it comes to reacting to a specific human performance problem, such as high turnover or poor sales. A thorough needs assessment relevant to this problem may prove inefficient; moreover, it would assume that some form of training is required to solve the problem. An alternative model has been offered to deal with these situations. It is a problem-solving process that begins with problem definition and then moves to root-cause identification Fleenor, John W. "TraitThis model isto and intervention design. Approach known as the Leadership." Encyclopedia of Industrial human performance intervention (HPI) process or and Organizational Psychology.(HPT). Although human performance technology 2006. relatively neglected in I/O psychology SAGE Publications. 16 Feb. 2011. research, this approach resonates with the consulting approach increasingly used by professionals in the human resource management and organizational development fields. —Kenneth G. Brown See also Job Analysis; Job Analysis Methods; Training; Trainability and Adaptability; Training Evaluation FURTHER READING leadership research. This approach focuses on the personal attributes (or traits) of leaders, such as physical and personality characteristics, competencies, and values. It views leadership solely from the perspective of the individual leader. Implicit in...
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...Team Leadership Memo Phil Jackson Theories of Leadership James Manktelow, (2015): In the 1930s, Kurt Lewin developed a framework based on a leader's behavior. He argued that there are three types of leaders: 1. Autocratic leaders make decisions without consulting their teams. This style of leadership is considered appropriate when decisions need to be made quickly, when there's no need for input, and when team agreement isn't necessary for a successful outcome. 2. Democratic leaders allow the team to provide input before making a decision, although the degree of input can vary from leader to leader. This style is important when team agreement matters, but it can be difficult to manage when there are lots of different perspectives and ideas. 3. Laissez-faire leaders don't interfere; they allow people within the team to make many of the decisions. This works well when the team is highly capable, is motivated, and doesn't need close supervision. However, this behavior can arise because the leader is lazy or distracted; and this is where this style of leadership can fail. Retrieved from http://mindtools.com Goals and Evaluation While working on putting this team together it was important for me to keep the organization’s goals in mind. There is an urgency because our company is trying to tap into a new market. There’s a feeling within our company that we’ve been missing out and it’s our time to see if we can have some gains of our own in a new area for our business...
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...Introduction Organization leadership requires strategies that produce results to benefit all stakeholders, even when leadership changes. Implementing new changes in organization leadership has potential success factors through processes, structures, ability to accept change and improved performance levels (Yukl, 2012). This associates with Joan Salmon new role as Invitation’s Inc. CEO for two months. It is a chance to prove her capabilities as a leader in an organization her father ran for years using the same leadership style. Consequently, Joan has bigger plans and changes she deems vital to enhance profitability of the company, beyond her father’s business culture and practices. Therefore, the essay entails a leadership plan considering roles Joan and her father play in Invitation’s Inc. Leadership role Leaders deal with various individuals with different backgrounds, skills and knowledge. In this regard, Joan and her father Garret possesses different leadership roles. Initially, Joan needs to establish her own style and involve others, yet she stills needs her father’s knowledge. However, involving others will not require her father’s autocratic role, but for her to adopt a participative role. In the two months trial period, he should allow Joan to transition her own participative style. This entails involving subordinates in decision making processes. In doing so, she needs to instill trust and confidence in all of her employees. The significance of adopting this role...
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...Behaving Intelligently - Leadership Traits and Characteristics By Kristina G. Ricketts, Community and Leadership Development Most individuals would consider these people to be some of the greatest leaders of all time. In the early 20th century, leadership traits were studied to determine what made certain people great leaders. Common thoughts of leadership back then suggested that leaders were born and not made. These perceptions originated out of an observation that many great leaders possessed something out of the ordinary—natural, inborn characteristics that allowed them to excel above the rest. This perception translated into limited opportunities for leadership among the common people, as they were not endowed with these “special” leadership characteristics. However, research did not end up supporting this hypothesis and came back disappointingly negative. Researchers compared leaders and followers and looked for obvious differences. Even after comparing aspects such as IQ, personality qualities and personal characteristics, no consistent trends were found. As mentioned above, effective leadership often relies upon certain traits held by the leader. So leadership effectiveness is based upon the working relationship between the leader and other group members. Individual Differences Framework (IDF) states that leadership can be defined relatively straightforwardly as influencing people towards a shared goal. Determining that effective leadership was about much more than...
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...in the Northouse text proved a timely resource in the topic of introducing and maintaining leadership development in the organization. According to Northouse (2010), the psychodynamic approach to leadership emphasizes the importance of the leader, and follower I might add, becoming aware of their personality types and their implications on work and relationships. One cannot improve what one does not work on. This takes intentional effort. Especially as the landscape of the organization and subsequently, leadership has changed in recent times. Macoby (2007) argues for the notion of social character as a way of looking at leadership in terms of the psychology of followers. He defines social character as "macro personality based on the emotional attitudes and values shared by people in a certain context." Maccoby (2007) contends that there has been a shift in the social character of our times which has resulted in movement away from an industrial economy to a knowledge-based one. Here, formal hierarchical organizations are giving way to networks, collaborations and more of a horizontal structure. Persons in organizations today no longer want to be mere followers but collaborators in a joint effort between leaders and "what were once followers" (Northouse). They favor continual improvement and creativity as opposed to stability. Given the mindset change and expectation as regards leadership and the organization, the only logical conclusion is to treat everyone in the organization...
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...Team Leadership MGT521 January 20, 2014 Team Leadership The team members assigned to this group are of multiple personality types. The types range from reserved, creative, and highly idealistic too skeptical, critical, independent, and stubborn. Based on the personality test the “E” category individuals are aware of the external areas that surround them, the individuals around them, and outward happenings. The “I” category individuals are aware of the internal areas that surround them like ideas and experiences. “S” category individuals use the five senses to relate to what is around them while “N” category individuals relate by viewing the correlation and the piecing together of facts. “T” category individuals tend to view the common-sense values of a decision or act while the “F” category individuals tend to contemplate what is significant to them and individuals around them. “J” category individuals tend to live in a deliberate, organized approach, they want to standardize and regulate life while “P” category individuals tend to be aware and are flexible, and impulsive in their approach. They pursue an experience and comprehend, rather than regulate ("Jungian Theory Explained", n.d.). In terms of urgency, and culture the team is made up of varying personalities and styles. The wide range of skills will assist the team in interlacing their personalities, listening skills, and levels of trust in order to work more efficiently, and effectively as a solid team unit. ...
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