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Describe the qualities/traits of a leader as per the trait leadership theory
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Describe the qualities/traits of a leader as per the trait leadership theory
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In the opening scene of the episode, Deangelo starts off his meeting with the employees by saying “big changes are coming and are coming fast and if you don’t like ‘em, this is called a door you can walk right through it. Alright, I’m not here to be your friend.” This shows his low consideration as the offices new boss. In contrary, he proceeds to tell Darryl that the company is sending him to business school at night on full ride and that Tony is getting a new office chair. This shows that he is high in initiation of structure. Deangelo is defining the role of the followers telling them what is going to happen, how it is going to happen, where it is going to happen, and when it is going to happen. Deangelo is quick to find out who would be
In the Chinese detective novel, Celebrated Cases of Judge Dee, a view into the Chinese judicial system during the Tang dynasty is provided. After reading the novel, one finds that the Chinese judicial system worked in similar but also in different ways compared to modern day judicial systems around the world. In order to notice this correlation, this paper will analyze the responsibilities and measurements the judge had to undergo in order to solve the crimes that occurred in his district. The judge or magistrate during the Tang dynasty had a lot of power, “this government official united in his person the functions of judge, jury, prosecutor and detective” (IX). Judges had full responsibility and authority over all phases of the life of the
The novel opens by introducing Paul’s father Geremio, his mother Annunziata, and Job. Geremio is a construction crew supervisor who struggles to improve his family’s condition, and even though he has been making progress, he still wonders how much more will be exacted from him. A religiously faithful man, he asks God for guidance: "Is it not possible to breathe God’s air without fear dominating the pall of unemployment? And the terror of production for Boss, Boss, and Job? To rebel is to lose all of the very little. To be obedient is to choke. O dear Lord, guide my path" (13). Geremio articulates the conflict he feels between Boss and Job, which rules his earthly life, and the struggle of his spirit. The pressures have not crushed his faith,...
In order to mold a group of people into a higher performing team, Kathryn had a challenging task ahead of her. Her plan to hold an offsite retreat with the leadership team was a fantastic idea. This was her first real action as the leader of DecisionTech, and it would soon prove to have a positive impact on the future of the company and the leadership team. Kathryn held firm to the agenda she designed for the retreat despite the team trying to give her suggestions on what they thought the agenda should be. When Martin sent Kathryn an email letting her know he and JR would be missing part of the retreat for a business
The goal of a manufacturing organization is to make money. Jonah poses this as a question: "What is the goal?" and Rogo actually struggles with it for a day or two, but any manager or executive that can't answer that question without hesitation should be fired without hesitation.
At age 26, David Platt was hired to be the pastor of The Church at Brook Hills. He became to be the youngest pastor of a megachurch in America. Platt’s education is comprised of three advanced degrees. He also holds a doctorate from New Orleans Baptist Theological Seminary. He is currently the president of the Southern Baptist Convention’s International Mission Board. Platt also recently founded a resource ministry called Radical.net.
Once he saw everyone around him getting bigger, those dreams were shattered. A new ambition was developed to conquer the corporate world. Nardelli earned a business degree and accepted a job at General Electric where he would thrive. His worked ethic was his biggest asset but it was not enough to be the next CEO. Luckily Nardelli was offered the CEO position at Home Depot. Nardelli's problems occurred when he dismissed the interpersonal relationship standard. The staff morale and customer service began to dismantle. Home Depot was a dictatorship at the time, it was his way or the highway. The lack of leadership was due to his arrogance, tone-deaf response to criticism, and the "get it right or get out" approach to the staff. The most important message to receive comes from Irvin, "Greatness does not result from competence only; it flows from an inspired work force that trusts the character of its
Toward the end of his book, Hunter shares a phrase with a similar intent of the four domains of Blanchard and Hodges. He writes: “Thoughts become actions, actions become habits, habits become our character, and our character becomes our destiny.” (Hunter, 1998, p. 167). With this quote in mind, Hunter affirms Blanchard and Hodges’s perspective of servant leadership. Both authors concur that by centering one’s life on the love of Jesus Christ, servant leadership will come naturally. When a leader puts their own selfish needs aside and places their trust in God, they will be empowered to spread Christ’s light to all those they meet. Leading in this way mirrors the way Jesus led because it calls for service as a way of
He also added that the driving for is the desire to acquire material possession (Greenleaf, R.K, 2016). However, the Bible passage clearly stated that the Holy Spirit is inspiration behind a person wanting to lead others (ESV, 2016). Furthermore, it is a divine calling with love been the propelling force that drive a person to be a leader. In addition, both Greenleaf and the Bible passage agreed that a servant leader must first of utmost be a servant and they must serve. They believed that a servant leader focus should be the growth and wellbeing of people and their highest priority is to accomplish for others so that people can perform to their maximum
I see this type of behavior on a regular basis in our company. The managers that allow their teams to follow are most times driven by ambition. They do well with the sole purpose of rising through the corporate ladder. They see followership as a necessity. However, he/she most times believe they can be effective if they accept the value of learning the role and not asserting it. In my opinion these are the managers to move up the ranks and are well liked by their employees. In essence, leaders that have followers and not workers are distain to be
Philosophy of Ministry: God's desires come first, I must always live my ministry God's way. I must live as a Christian (1 Corinthians 9:27) I must have a proper relationship of surrender to the Leader. In my personal life or in the Church I must understand that Christ is Head and Chief Shepherd (Ephesians 1:22, Hebrews 13:20). The “management” of Church is about relationships with God and Man, not just maintaining a social organization.
A Transformational leader would elevate the interests of their employees, they would generate awareness and acceptance of the goal for the group. (Bass, B. M. ,1991) An example of transformational leadership in a hypothetical situation would be if there was a monthly goal set for each individual on the team and the leader finished his goals first then went on to help the rest of the team, taking extra time to see every employee as an individual. Another situation would be if a team member had a death in the family and the leader would provide emotional support for the employee as well as rallying the rest of the team to console the team member. Napoleon declared that an army of rabbits commanded by a lion could do better than an army of lions commanded by a rabbit (Bass, B. M. ,1991). The world is full of transformational leaders but we need more. Transformational leadership can be learned, and it can and should be the subject of management training and development (Bass, B. M. ,1991). Next, we will look at Servant
It is important to remember that followers can also wield a considerable amount of power and influence, and that followers also use a variety of influence tactics to change the attitudes, values, beliefs,
This is where achievement oriented leadership comes into play. Achievement oriented leadership is a part of the path goal theory of leadership. This theory states, “…effective leaders clarify the paths (behaviors) that will lead to desired rewards (goals)” ((Griffin, Phillips, and Gully, 2016, p.421). The achievement oriented side of this theory means that Welch’s leadership qualities would involve setting difficult goals, expecting employees to have high performance levels, and showing confidence that his subordinate will put in the effort to reach those goals (Griffin, Phillips, and Gully, 2016). The core and secondary problem are results of this leadership method. Employees began to feel overworked, because they were trying to achieve these challenging goals, while still picking up the pieces of those that were let go due to the restructuring. It is great to set goals for a company, but do not make them unrealistic. Some of Welch’s ideas and goals were not realistic in a short time
Just as there can not be ‘too many cooks in the kitchen’ a company cannot run solely on leadership. Without followers, leaders would be unable to get the job done. But do companies understand the importance of their followers/workers and are they giving them the respect they deserve? Barbara Kellerman researched the campaign for Audi car company and their campaign slogan `Never Follow.` The ad ran successfully for five years until 2007 the slogan was finally abandoned. It was so successful because it “tapped into a fear rooted deep in the American psyche” (Kellerman, p3). Who wants to be second best? On the other hand, who wants to diminish their own followers? Kellerman noted that North American culture has the perception that “there is no glory in toeing the line” (p.5). Companies are learning that followers deserve a more positive reputation and that followers are an integral part of the team. Why is it then, that little research has been done on followers and followership?
The position that Paul needed to fill was difficult to perform and had a very high turnover rate. He thought that Rob was the perfect person to fill that billet. Rob accepted the position with the understanding that there was a potential for growth because the effort was in need of repair and that the Morgan Stanley had done very little business in Capital Markets. Paul implicitly promised Rob a promotion to managing director during recruitment. Rob never thought that he would have to tip-toe on egg shells when dealing with co-workers. The new president wanted people who could shake things up and Rob had been successful in bringing Morgan Stanley into this Market. However, it seemed that he has created some animosity among his peers. Morgan Stanley instituted a 360 degree performance evaluation system that allows an employee to be evaluated by superiors, subordinates, and peers. After Rob’s last performance evaluation, it seemed that he might be having trouble adjusting to the Morgan Stanley Culture. The evaluation was negative and indicated that Rob had significant problems working with people inside the firm.