An authentic leader must be prepared to listen and be aware of each students’ ‘story’ before responding so that appropriate and effective actions can be undertaken to educate and restore the leader-follower relationship and to set an example for the student of what justice truly looks like in action and to hold an ethical standard of relationship building. The ethical use of justice is also important in leader-follower relationships when considering leading educators and the teaching staff they work with. In discussing ethical and moral behaviour of a transformational leader, Banerji and Krishnan (2000) posed the questions “is it ethical to pay a bribe to obtain a business contract? Is it ethical to ask someone to take up a job you know will …show more content…
not be good for his/her career path?” (p.405). Considering these questions, one could also ask is the behaviour just, or would the leader be acting justly? An authentic leader may be faced with such quandaries, especially when the organisational goals may benefit from a decision that may be at the detriment of the employee. However, an authentic educational leader will build trust with their teaching staff through being open and honest about their motivation to lead and the direction they are taking. In doing so, they will act justly towards the needs of the staff and nurture their growth so that each staff member feels they are receiving equally to that they are giving to the direction and goals of the educational community. In acting justly, the educational leader will also be humble within their role and demonstrate the capacity not only to listen to others, but to learn from them realising that the relational and humanistic endeavour of education is a learning process that works in various ways; from leader-follower exchanges, follower-leader exchanges, as well as follower-follower exchanges. The second ethical intention set out in Micah 6:8 is to love mercy. To do justly can sometimes be cold and confronting, while mercy balances this with showing compassion and forgiveness for wrongdoing. An authentic educational leader, while acting justly towards students whom have done wrong, also demonstrates the capacity to show compassion and forgive any transgressions, knowing this illustration was given by God through Jesus Christ. For example: “Jesus had compassion on them [two blind men], and touched their eyes: and immediately their eyes received sight” (Matthew 20:34). As educational leaders, we are called upon to not only demonstrate mercy with our behaviours and interactions with students and staff, we are required to also educate them to also demonstrate these moral attributes to others. The final ethical intention set out in Micah 6:8 is to walk humbly with God. The concept of humility for the authentic educational leader is important to consider with every interaction with staff and students. Matthew 20:27-28 states “and whoever wishes to be first among you shall be your slave; just as the Son of Man did not come to be served, but to serve, and to give His life a ransom for many”. This verse clearly articulates the necessity of leaders to see their role as servant to those who follow and in doing so, place the needs of their followers before their own desires. To show humility is not to diminish oneself or the importance of the role as a leader, rather it is to uphold others in high regard and to give over praise and recognition of successes to the followers. At times also, the authentic leader will be required to take responsibility for failures on behalf of the group or individuals as a means to protect and nurture confidence in their leadership. This does not mean that the followers are absolved of any responsibility, on the contrary, the authentic leader will use their sense of justice and mercy to nurture growth within the group to better perform, improve and learn from their shortcomings. As it can be seen, the ethical values of justice, mercy, and humility are important concepts that guide the authentic leader’s relational exchanges with students and teachers alike that will build cooperative and cohesive groups. Further to this is the importance of these concepts in guiding the decision making processes that govern rules and policies involving such areas as student behaviour management, provision of learning support, staff employment conditions, student enrolment requirements, appropriate and acceptable use of technology, bullying and harassment guidelines, pastoral care and staff and student health and wellbeing. In light of the above discussion on the necessity for just, merciful and humble ethical intentions in all processes of authentic educational leadership, we can now address the functional implementation of these values in creating change through authentic decision making practices.
It is through a practical educational experience that occurred as this paper was being written, that Robert Terry’s “Action Wheel for Authentic Decision making” will be explored and critiqued on its effectiveness in fulfilling the non-negotiable values of justice, mercy and humility as the overarching goal of educational leadership. Robert Terry in his book “Authentic Leadership: Courage in Action” proposes a model for authentic decision making using what he terms as the “seven generic features of human action” (Kindle Location 1357). This model, or ‘action wheel’, outlines a process whereby six features of action generation are considered for the seventh feature of the fulfilment of authentic decision making; meaning, mission, power, structure, resources, and existence. It is through the interplay of these features in identifying, framing and understanding a dilemma that the educational leader can then utilise this model to develop just methods in addressing such quandaries. From this point forward, an explicit example within an educational context will be examined to explore this model, its features, and its effectiveness to create authentic change that delivers on the values of justness, mercy, and
humility.
Throughout the years of being a student at Council Rock, I have come to the realization of what a true leader is. A leader is not someone that just plans events, collects money, or shows up to meetings. Rather, this is someone that has a true connection with their peers, and has unmatched passion for what they do. With this, I can confidently say that since seventh grade, as a young adult, I have been shaped into an individual that fits these traits. Since that time, I have been involved in student government,
As a leader candidate, I can understand the challenges and multiplicity of complications that administrators must face each day. However, I will not accept any remote possibility that the students must be affected by some flaws of the school organization. We all as leaders, must be strategic with people, time, and money to guide our students towards an academic success.
According to Dr. Karlene Kerfoot, “research tells us that the leadership traits of the person in charge work either as a magnet to attract, retain, and inspire or as a force that repels” (Kerfoot 2006, p. 25) and in support of this statement she makes reference to the fact that many persons go to work for a specific company with enthusiasm and eagerness and ultimately leave disappointed because of the management. “People are generally hungry for personalized leadership that speaks to their hearts”, says Dr.Kerfoot and this type of leadership motivates them to accomplish task and complete projects they deem difficult or impossible (Kerfoot 2006, p. 25)
A leadership theory is a clarification of some features of leadership; theories have practical importance as they are being used for better understanding, anticipating, and controlling successful leadership. Hence, the main principle of any theory is to inform practice(Lussier and Achua 2009). Leadership theories could be classified into eight main categories: Great man, trait, behavioral, contingency, Situational, Participative, Relationship , management (Cherry 2010).
Leadership is strength. Though it is strength, what makes a leader? Is a leader someone who is in front of the line in the game ‘follow the leader’? Technically yes because that is their name in the game, but this essay isn’t about a game. It is about reality. Is a leader made up of a variety of skills, talents, morals, and values? Or perhaps a leader is someone who tells people what to do? Or maybe a leader is someone who can make a difference? To an extent, a leader is built up of all of those possibilities. A leader is someone with a variety of skills, talents, morals and values, and someone who knows how to make a difference, and someone who can guide people into doing what needs to happen. Leadership can’t just be broken up
Leaders in the school have hard decisions to help make on a daily basis. They need to evaluate their decisions to make sure they are ethical and effective. Administrators need to listen to all sides of a situation and evaluate all options before they make a decision. This process is difficult because administrators need to make sure that all parties involved are satisfied with the decision that was formed.
The assignment for week four is to assess and review results from the Authentic Leadership Self Assessment Questionnaire. The ALQ was created to provide a means to assess the parameters of authentic leadership and to allow for opinion on the behaviors that encompass Authentic Leadership Style (Northouse, 2013). Basically, the questionnaire and the model allows and individual to understand how followers or people perceive leadership authenticity.
Leaders, an individual that people look up to for direction, inspiration, and guidance in life. Passion, influential, reliability, a vision, etc. These traits along with many more, are the things that make leaders great and successful. Everyone has different personality traits that make us capable of being leaders in this world and I learned that throughout this course. Everyone is different, whether good or bad, ethical or unethical, everyone has a leadership style all their own. “If your actions inspire others to dream more, learn more, do more and become more, you are a leader (John Quincy Adams).”
...1). Leadership and Ethics. In Working Through Ethics in Education and Leadership (pp. 9-20). SensePublishers.
Leadership is not defined by position. Leadership is an extraordinary responsibility given only to those willing to exude selflessness, decisiveness, and wisdom. CSM William R. Hambrick, Jr is an accomplished leader that embodies the values, attributes, and competencies that I aspire to convey to my subordinates. The impact that CSM Hambrick has had on my career and leadership philosophy is immeasurable. His far-reaching legacy is one of confidence, sound judgment, and empathy.
Leadership can be shown through any person in any type of situation. In a classroom discussion, on the playing field, or in public a sign of a leader is evident. A person is born a leader. Certain humans know what to do when the time calls for it. Many people in positions can be entitled a leader such as basketball players. Even a famous movie star can be given this title. These people are not true leaders. True leaders are the belaboring teachers and the intellectual speakers. These are the people who show that leadership is an action, not a position.
There are many different ideas about what it means to be a good leader and what the leadership means. In a simple explanation, leadership is a technique that an individual influence a group of people to achieve a common goal. A good leader can be a supervisor, manager or a business owner. Leaders are people who have expertise in achieving goals, no matter what their job titles are. Leadership is about coping with change. In a modern age we live, especially in the twentieth century, “more companies are looking for people with great leadership skills” because they can solve problems (2015, P. 13). In my idea a good leader has a vision and motivation to a team so that they can work together toward achieving
Authentic Leadership is defined as “a pattern that draws upon and promotes both positive psychological capacities and a positive ethical climate, to foster greater self-awareness, an internalized moral perspective, balanced processing of information, and relational transparency on the part of leaders working with followers, fostering positive self-development” (Walumba, Avolio, Gardner, & Peterson 2008, 94). An authentic leader is someone who is very self-aware, has a clear moral center, is transparent, and is fair or balanced decision maker (Avolio 2009, 727). Authentic is defined as “of disputed origin and not a copy; genuine” Authentic leaders are coaches and mentors, inspiring others and empowering their teammates to lead through the most important tasks without a great deal of supervision. However, at times they have to make tough decisions to go against the group to stay true to their values. Being authentic ultimately means being true to yourself, open to others and being honest (Connell n.d.).
This study aims to determine the impact of leadership styles on job satisfaction and job commitment. Leadership is an art of influencing thoughts and activities of followers for the achievement of established goals and standards. A good leader influences the followers in such a way that they put more effort for the accomplishment of organizational goals and objectives. The impact of transactional and transformational leadership styles on job satisfaction and job commitment of education sector of Pakistan is observed. The result of study has shown that both leadership styles have effect on job satisfaction and job commitment. Transactional and transformational leadership styles play a vital role in every organization with respect to job satisfaction and commitment. The study indicates that transactional and transformational leadership style intensifies job satisfaction and commitment. But in Pakistan context transformational leadership style has more influence on job satisfaction and job commitment. Employees would like to work with transformational leader as they know the leader is a source of motivation, inspiration and build confidence. Transformational leader inspires their follower because employees feel trust, loyalty, appreciation and respect. Employees put more energy and effort for the betterment of the organization. They work beyond the established standards by meeting all the organizational goals and objective. Transformational leader arouses the awareness in the employees and change the perspective of employees. Transformational leader build a sense of achievement and growth. Here are some recommendations on the behalf of my study for the leaders of education sector for the enhancement of job satisfaction...
Leadership, without doubt, is a significantly important function of management. It helps to aggrandize efficiency and to fulfil an organization’s goals. Leadership is the ability of a manager to induce the subordinates to work with confidence, determination, courage and zeal. It is also defined as ability to influence a group towards the realization of a goal. Leaders should have the capability of developing future visions, and to drive the organizational members to want to attain the visions. This paper states my points in which I duly believe, justifies the importance of an outstanding leader in any organization.