Leadership Essay Examples Page 5
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Desire: The Key to Motivation
Leadership
Motivation
Work
All people have needs that they want satisfied so the search for that satisfaction/ desire Coccid be classed as motivation. It must also be noted that motivation can’t be directly observed. Instead, motivation can only be observed by looking at a person’s or team’s behavior. If they can be observed to have the desire to…
Describing Leadership Behavior
Leadership
A correct and appropriate description is given of two or more issues that will influence the choice of leadership styles or behaviors in workplace situations. However, the description may be limited and the links to workplace situations may not be clear. Criteria for passing this question include assessing one’s own leadership behaviors and potential within…
Self Assessment of Leadership Analysis
Leadership
My personality is good-natured. and my rule of pass oning with people is to be soft and to be a good hearer. Meanwhile. I am peculiarly good at promoting others and assisting others. I besides like to listen to other people’s point and experience. Based on these features about myself. I think I tend to…
In general men and women tend to use different leadership styles. Analysis
Leadership
Women
Introduction Leadership has been traditionally regarded as a solely male domain (Spector, 1996). However, it is quite apparent that the working female population has rapidly increased, and furthermore many females hold supervisory, managerial, and consequently leadership positions (Klenke1996). Robbins, Bergman, Stagg, and Coulter (2000, p.593) define leadership as “the ability to influence a group towards…
Servant Leadership – Researched Social Influence
Leadership
Servant leadership
Leadership is said to be one of the most widely researched social influence processes in the behavioral sciences probably because the success of all organizations depends on how effective and efficient their leaders are (Parris & Peachey, 2012). One of the most renowned and studied leadership theories is that of servant leadership. Robert Greenleaf is…
Research proposal: leadership & involvement of people & tqm
Leadership
People
This paper presents a guide that will be used in conducting the research later on. It describes the aims of which the research will be intended to attain, the question the research will answer, a brief description of the literature to be used and finally offers the timeline the research is expected to cover. Most…
Daewoo International Case
Leadership
Organization
Questions: Q1: What are the advantages and disadvantages of a hands-off, decentralized management approach? Ans: DEFINATION OF HANDS-OFF DECENTRALIZED MANAGEMENT APPROACH: A handsoff style of management means that the leader allows his employees to work independently. A decentralized management is one in which decision making is not confined to a few top executives but rather…
Leadership Ideology – Marginal Grid
Leadership
Leadership ideology is just not about martyred heroes who fought for their rights, nor does it require major events like people rally. The ideology of leadership is also the quiet street sweeper who does his job day in and day out. It is about an ordinary folk, trying to do his best and to lead…
Leadership and Organizational
Leadership
The two smart goals I have selected are to acquire leadership skills and enhance time management abilities. I have chosen these goals due to the absence of an assigned charge nurse in my small unit. As any of us can be designated as the charge nurse on any given day, it is essential for everyone…
A Change in Leadership Leading to a Change in Key Ideas
Leadership
Throughout the transformations one key element remained remarkably consistent as each successive leader promised drastic changes ND reforms from the predecessor and his regime; however, from 1945 to 1985 the legacy of Stalin’s oppressive and autocratic leadership style remained unchanged. The Soviet foreign policy of security remained during both the Khrushchev and Brethren eras; both…
information | What is Leadership?‘Leadership is about motivating people, contributing to an effort to do something extraordinary.’ Alan Keith, Genentech Effective leaders are those who can recognize both the strengths and weaknesses of their leadership. They adapt their current strategies either by adopting new ones and at the same time recognizing both the strengths and weaknesses of other people. They are the leaders who are distinguished for their good reflection and for their ‘meditation’. They are the ones who succeed in adapting their attitudes both in their geographical location and in their organizational level, they are the ones who best deal with the challenges they face. In addition, those leaders who consciously know their environment and apply the behaviors that the environment demands them are the ones most likely to succeed at both individual and organizational levels. Against society, leaders apply principles that are governed by justice, respect and service of mutual benefit beyond the implementation of the prefectures. To be successful, they not only act ethically but also encourage others to do the same. Intelligent leaders not only offer and apply practical ideas but also help others do the same. Intelligence is also the ability to manage change, which implies any innovation. In the big chapter ‘Human’, leaders create human relationships in order to share and achieve engagements, inspire common efforts, and improve communication among each other – in every form. The Leader and the CharismaIt just accepts the existence of the leader whose efficiency is due, to a large extent, to an excellent ability to inspire enthusiasm and dedication. accepts the existence of charismatic leaders within one bureaucratic structured organization. He believes the charismatic leader is the result of a particular sake (sanctity), heroism or extraordinary character (Eisenstadt, 1968). The phenomenon of the charismatic leader is characterized by an interaction between the features of that person called ‘charismatic’ and the needs, values, and beliefs of his ‘followers’. This interaction may in extreme case result in complete and unconditional acceptance and trust in the leader, dedication, submissiveness, a sense of completeness with the ‘co-operation’ on the leader’s mission (Conger & Kanungo, 1987). Types of Leadership Forced leadershipCoercive style of leadership implies very tough decisions. Examples of such decisions are job cuts, selling parts of the company, authoritarian behavior towards subordinates, etc. This compulsive-authoritarian behavior leads to:
Employees under the influence of such a leadership lose their sense of responsibility for their work, do not take initiatives, they become cocky and refuse to Self-confident character structure: They are energetic, extrovert and competitive. They are characterized by diligence, determination and vision. They are capable of devising shots, defining priorities, and working productively and comfortably with others. In exercising their role, they leave space to their subordinates and autonomy in the execution of their work. They demand from them, as by themselves, faith in the goals. they contribute on their own. The wage system is destroyed and the only motivation for work is money and not satisfaction from it. In this way, workers are alienated from their work. This type of leadership can only have short-term results and should therefore be applied with great care and only in exceptional circumstances, such as in emergency and/or emergency situations. It is appropriate when it is necessary to make rapid changes to the structure of a company in order to eliminate ‘sick’ habits and to awaken the organization of the company so that it can be saved. On the contrary, this type of leadership is not suitable for long-term implementation, as the reduced employee morale and lack of sensitivity will bring disastrous results. Self-confident character structure: They are energetic, extroverted and competitive. They are characterized by diligence, determination and vision. They are capable of devising shots, defining priorities, and working productively and comfortably with others. In exercising their role, they leave space to their subordinates and autonomy in the execution of their work. They demand from them, as by themselves, faith in the goals. Power typeThis type of leadership is one of the most effective and can be applied in all conditions – situations encountered in business, especially when they are problematic. The authoritative leader has the following characteristics: is a visionary, motivates workers, perceives the role of employees, Ensures the greatest possible commitment from employees to achieve the organization’s goals, sets out clear rules for all, and systematically inform employees of their performance in relation to their contribution to the achievement of the organization’s objectives, Has a very clear pay system, is relatively flexible, has the final say, but leaves enough room for the existing ones to express their opinion and make decisions, and gives room for innovation, experimentation and allows employees to take calculated risks. In any case, this type of leadership is appropriate for long-term results and not for the short term. integrity, ability and goodness (benevolence).
Conclusion and Democratic Style of LeadershipDemocratic style is one that has a lot of time looking for the consensus of the members of the working group. It spends a lot of time trying to ensure trust, respect, and commitment from its members. Many times, following these democratic processes, flexibility, accountability, high morale and realism are ensured by the people in the group. Despite the above positive results, several researchers argue that the democratic leadership type is not always successful, as its impact on the creation of a consensual climate is less than other types of leadership. The biggest drawback is that too much time is lost – which in many cases is valuable and critical – to re-examine ideas that are already known. Many times, and despite the loss of precious time, the result is that the consensus, trust, and commitment of team members will not be guaranteed, and in the end, processing ideas with these processes can lead to confusion and sense of lack of direction. |
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