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Leadership Failure Steven Clark was the administrator for a non-profit health care center between 2004 and 2014. Clark’s tenure was full of instability, abuse of power and overall failed leadership. He was uncompromising, ruthless and abusive earning him the nickname “killer.” The nickname “killer” was given to Clark by his employees due to the fact that he was constantly firing his employees and when he threatened to fire someone he would say “you’re going to get shot” referring to the fact that he was going to kill their job. Clark was known to fire at least one employee a week to keep his employees on their toes if they wanted to keep their job. He took the nickname in pride and even purchased a paintball gun to keep in his office to shot …show more content…
According to Fiedler a leader’s leadership style is a constant variable while the leader’s effectiveness changes with the situation as the situation changes. Based on Fielder’s contingency model Clark was a task-motivated leader. He was primarily motivated by the success and accomplishment of the assignments and undertakings of the organization. When he delegated assignments to his employees he expected his orders to be completed exactly as he requested without any deviation. As a task motivated leader, Clark tended to be extremely harsh in judgment when his employees failed on any part of a task or assignment. In addition Nahavandi (2015) indicates that task motivated leaders are also highly punitive which Clark demonstrated as well. Furthermore, Clark always made it very clear what his position was and the role he played in the organization. In his opinion his role and position as an administrator was to control and direct the organization anyway he deemed …show more content…
Trustworthiness, self-sacrifice and integrity are all elements of leadership and are all the more so in non-profit organizations. Clark exhibited on many occasions that he did not always ethically or morally run the organization. Leaders of non-profit organizations also “require considerable skills in motivating and inspiring their followers” (Nahavandi, 2015, p. 234). Clark essentially did the opposite. He instilled fear and dread into his employees. In order to be an effective leader in a non-profit organization the leader must empower their employees, use all accessible resources by utilizing the power of teams and participating in creatively solving problems which Clark did none (Nahavandi,
As Kerr is an educator and a professor in universities and not an economist, he examines his idea or creativity in the organization by making inquires starting from top management to the bottom in the organization and also to people who knew what the buyer or customer should be; then he would run it through his network in and outside GE to cross examination and double check or assessment (Davenport et al). Kerr’s successes effectively with the standing of ideas and creativity mainly rely on his continuing exploratory research with great creative thinking skills, expertise and motivation, and they also depend on his outstanding leadership and exceptional organizational culture of innovation in GE (Davenport et al, 2003).
Stephen King often called; “Master of Horror” is a well-known author for his horror stories, and science fiction novels. He had many influences on how has written his books. King has also faced many hardships within his life.
The situational leadership theory states that leaders use different styles and strategies depending on the situation. There are two models that support this theory. The Fiedler’s Contingency Model of Leadership Effectiveness states that an “effective leadership occurs only when there is an ideal match between the leader’s style and the group’s work situation” (pg
Yukl, G. (2012). Effective leadership behavior: What we know and what questions need more attention. Academy Of Management Perspectives, 26(4), 66-85. doi:10.5465/amp.2012.0088
I have been fortunate to work with several heads of departments within a couple years of graduating college. During this time, I have worked with quality leaders and not so great ones. The quality leaders were competent, skillful and endowed with people skills. These leaders gave me the opportunity to grow and a sense of purpose. After reading The Leadership Advantage by Warren Bennis, I was quickly reminded about a former superior of mine that lacked the understanding and knowledge of what qualities a leader should have. The company also did not entertain a culture that promotes employee satisfaction.
From serial killers to corrupt politicians, power never ceases to course through the veins of man. J. Edgar Hoover, for example, at first wanted to rid the streets of America of criminals and build up the law enforcement in in country. As time went on, he became more infatuated with power. He began to keep files on people as high as the president and his power began to eat him alive. He changed from the honorable duty driven young agent to a corrupted and self-centered old man. Hoover represents a history that many are ashamed to admit to, including “secret campaigns to spy on and discredit political enemies, anti-war activists, and civil rights leaders such as the Rev. Martin Luther King Jr.” (Goldman). Politics are a given when it comes to corrupt power, as many politicians and world leaders tend to become so absorbed in their newfound power that it consumes them and almost rewires their brains. However, many don’t think of how power corrupts people like serial killers. The case of Richard Ramirez from the 1980s is a relatively newer example when compared to extensive histories of other killers such as Ed Gein or John Wayne Gacy. While he didn 't have any power in the conventional way, his power came from murder. The rush one gets from taking the life of another living being almost seemed like a high to him. It gave him a lot of control over
The Trait Theory points out that there is a certain type of person making a good leader, with the decisive factor being: having or not having distinctive qualities of being a leader. Despite that, being an effective leader can still be a challenge. External and internal influences impact the effectiveness of the program and must be considered in order to succeed. Which leads us to the Behavioural Theory, thinking of what a good leader actually does. Kurt Lewin developed three leadership types, such as the autocratic leader who is a maker, someone who makes decisions without consultation with others.
The author called out for servant leadership for long-term success for all stakeholders. Similar to other professions leader needs to hone their abilities to be effective in their leadership role. To find a purpose in what you achieve besides money, power, and fame resonates with the True North. A leader should act in the best interests of the organization that would lead to a greater good. To have a balance between IQ and EQ will lead to leadership with the True North. Passion, compassion, empathy, and courage matters the heart decisions are important components of the True North. To develop as a worthy human being, a leader must become self aware, integrated human being, and comfortable being his/herself. In addition a leader with the True North moves from I to we, is humble, serve customers, empower people, and align personal values with organization’s mission. A leader with True North demonstrates a high degree of integrity and walks his/her talk. A leader with a True North is an integrated leader with fine balance between personal, family, work, and community life. On a similar note, a leader with True North aligns and nourishes their mind, body, and soul.
In my view, people employ certain traits that differentiate us from our neighbor next door, and leadership is no different. The test produced by the University of Kent in the United Kingdom (University of Kent, n.d.) has developed a process that I feel accurately defines what sort of leader you are based on 50 simple questions. I was not surprised by the results and found them to be quite accurate and expected. In this essay, I will explore why I feel the test is an accurate way to determine your leadership style due to my personal experience with
Another example of his bad leadership style is that his employees can’t obey him and the sure thing they can’t disagree with him. These two examples made him a leader that his employees will have difficulties to cope with him. Is difficult to work under such conditions. Some people can not be effective if they have to follow such rules in a company.
In the contingency leadership theories both the task and the follower’s characteristics are used to determine which behavior is better suited for effective leadership. Within the contingency approach are several factors to consider: the quality of relationships, tasks and activities to be performed, perceptions of the leader based on history, the motivation of both the leader and the follower, and personal characteristics influencing the situation (Leadership Theories and Studies, 2009). The first contingency leadership theories studies were conducted by Fred Fiedler, a leadership researcher and the earliest pioneer in the field of contingency leadership, who focused on how situational variables interact with leader personality and behavior (Contingency Approach to Management, 2009); from these studies he developed the contingency leadership model. The contingency leadership model is used to determine whether a person’s leadership style is task– or relationship-oriented, and if the situation (leader-member relationships, task structure and position power) matches the leader’s style to maximize performance (Lussier & Achua, 2010). Fielder discovered that leadership effectiveness was dependent on the factors of the leader–follower relationship, task structure, and leader position.
Our book defines effective leadership as a situation that occurs when a leader changes a follower’s behavior, resulting in both leader and follower feeling satisfied and effective (Landy and Conte 2016). The reason why I say this is because he came in with an agenda or a certain goal and he did it. Even though there was a lot of opposition at first, he prevailed forward. His ways may have seemed very radical, but he knew what his self-mission was, and he turned the teachers, students and even helped in the long run. For example, Samms was considered a typical child that didn’t want to do no better and just been getting by. But Joe made him hold himself accountable for his actions and showed him how they effect not only himself but others. Kaneesha Carter was consider a very smart student but came from typical low income single family. He helps her deal with her unemployed mother and when she’s gets pregnant, Mr. Clark is still by her side. With both situations he gives them hope and allows himself to be a positive figure to both. Let’s be honest they haven’t seen many strong educated African American male, so he represents to them
Fiedler’ model is considered the first highly visible theory to present the contingency approach. It stated that effective groups depend on a proper match between a leader’s style of interacting with subordinates and the degree to which the situation gives control and influence to the leader (Fiedler, 1967). Fiedler argued that the leadership style could be indentified by taking a Least Preferred Co-worker (LPC) questionnaire he designed. When evaluating a least enjoyed co-worker, a relationship oriented leader scores high in LPC, while a task oriented leader scores low. Fiedler identified three contingency or situational dimensions: leader-member relations, task structure, and position power. A leader will have more control if he has better leader-member relations, high structured job, and stronger position power. The task-oriented leaders perform best in situations of high and low control, while relationship-oriented leaders perform best in moderate control situations. Feedler views an individual’s leadership style as fixed. To assure leader effectiveness, either situation needs to change to fit the leader or the leader needs to be replaced to fit the situation. But in reality, a leader can not use a homogeneous style to treat all their followers in a similar fashion in their work unit (Robbins & Judge, 2011, p. 382).
Ethical leadership organizational ethics and socially responsibility are inseparable (Johnson). Leadership is not a inherited gift or family heritage; it is not a degree from an ivy league graduate school. Becoming a leader is an intentional process of growth that must be lived out experientially (Mullane). Ethical leaders demonstrate three distinctive characteristics, knowledge, action and character. Leaders have to have the ability to say “yes” or even “no” to a never ending series of challenges. A leader needs to be able to define their values, character and leadership style. When accepting the role of leadership you become encumbered by ethical issues and concerns. .
The leadership style that was possessed here was autocratic leadership. Autocratic leadership involves the leader making decisions and using power to control the situation and others Kelly, P.,