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Is transactional or transformational leadership preferred
Leadership Theories & Approaches (i.e. Transformational Leadership)
Leadership Theories & Approaches (i.e. Transformational Leadership)
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Final Reflection There are many indispensable concepts in organizational behavior which provoke and challenge managers to self-reflect and broaden their management perspective. The three most significant concepts I learned in this course were: the importance of communication, why people resist change, and the need for transformational leadership. While all of the concepts learned in this course are useful, these three concepts are notable because I can relate to them personally. These items have both contributed to, as well as hindered my career success. The Importance of Communication Being a good communicator is one of the most essential skills a manager can possess both professionally and personally. In fact, organizations could not exist without some form of effective communication (McShane & Von Glinow, 2015, p. 254). The ability to share an idea by forming a thought in your mind, encoding that message, and transmitting the message via a chosen channel is only part of the process. For good communication to exist, the message needs to be heard. This happens when the receiver realizes a message is being sent through all the noise, decodes it, and understands it. A communication that is received and understood should generate an action. Feedback helps clarify the message between the sender and receiver (McShane & Von Glinow, 2015, pp. 255-256). Organizations rely on this tool to coordinate the work that needs to be accomplished. This facilitates the exchange of ideas and the transfer of knowledge between internal and external resources. In addition, it helps improve decision making. Finally, it is used to help persuade/change the behavior of others (McShane & Von Glinow, 2015, pp. 354-355). Early in my management career ... ... middle of paper ... ...(2012). Two Paradigms about Resistance to Change. Organization Development Journal, 31(3), 59-71. Retrieved June 19, 2014, from http://eds.a.ebscohost.com/eds/results?sid=9921a9b5-b8d8-44fb-b3dc-38ef3355abde%40sessionmgr4001&vid=2&hid=4208&bquery=resistance+AND+%22to%22+AND+organizational+AND+change&bdata=JmNsaTA9RlQmY2x2MD1ZJnR5cGU9MCZzaXRlPWVkcy1saXZl McShane, S. L., & Von Glinow, M. A. (2015). Organizational Behavior. New York: McGraw-Hill Education. Şahin, D. R., Çubuk, D., & Uslu, T. (2014). The Effect of Organizational Support, Transformational Leadership, Personnel Empowerment, Work Engagement, Performance and Demographical Variables on the Factors of Psychological Capital. EMAJ: Emerging Markets Journal, 3(3), pp. 1-17. doi:10.5195/emaj.2014.49 Senge, P. M. (1990). The Fifth Discipline: The Art and Practice of the Learning Organization. New York: Doubleday.