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Thesis on path goal theory of leadership
Philosophy of transformational leadership
A Critique Of Transformational Leadership Theory
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The article title “4 Leadership Lessons from the Golden State Warriors' Record-Breaking Start” represents how the path-goal theory was used by leadership for the accomplishments made by the 2015 NBA Champions, the Golden State Warriors. In Northouse (2013), it states that the path-goal theory is derived from expectancy theory, which suggests that subordinates will be motivated if they think they are capable of performing their work, if they believe their efforts will result in a certain outcome, and if they believe that the payoffs for doing their work are worthwhile. When coaching, the GSW interim coach Luke Walton makes sure they remember one thing, that culture is what has gotten them this far. He believed that when leading a team, define …show more content…
Within an organizational work unit, subordinates become part of the in-group or the out-group based on how well they work with the leader and how well the leader works with them (Northouse, 2013). This theory can also be applied to the coach’s leadership style of the Golden State Warriors. Team players such as the star players of the team may be a part of the in-group. These players expand their role responsibilities, due to how well they work with the coach. Players in the in-group receive more information, influence, confidence, and concern from their coaches than do out-group players (Northouse, …show more content…
Transformational leaders involves an exceptional form of influence that moves followers to accomplish more than what is usually expected of them. It is the process whereby a person engages with others and creates a connection that raises the level of motivation and morality in both the leader and the follower (Northouse, 2013). In an article titled “The Leadership Qualities That Made Angela Merkel 'Time' Magazine's Person of the Year”, it describes how Angela Merkel was a transformational leader. She was able to raise the hopes and demands of millions of people by reversing and rescuing Germany’s reputation from the past. She was known for her successful ability to lead from behind by enabling others to do the doing (Mochari,
Transformational leadership theory emphasizes on how a leader can acquire the ability to affect and motivate his followers to succeed beyond expectations. A transformational leader is one, whose vision for the future motivates and excites his followers. For this reason, a transformational leader is judged according to what he achieves as opposed to his character. Former U.S. President Jimmy Carter was the least charismatic leader of all the American presidents. However, his use of transformational leadership to develop his agenda and vision was unprecedented. Furthermore, a transformational leader is more likely to be effective in a chaotic environment. Carter was faced with a stagnant economy, double-digit inflation, and oil and gas shortages.
Many would find it hard to dispute that the Miami Heat is one of the most powerful teams today. They are national champions two years running now and well on their way one making the third championship happened. Three was the most talked about players in the NBA are a part of the Miami Heat, LeBron James, Dwayne Wade, and Chris Bosh. With such a powerhouse, one might consider how this franchise runs behind the scenes. This paper will discuss the Miami Heat and the types of people that make up the entire franchise and levels of commitment to run a strong franchise. Many people do not considered the commitment and motivation that the players and staff have when playing the game. It is not merely playing the game of basketball. This paper will discuss organizational commitment and its relation to the Miami Heat franchise.
In this model leaders “select” specific behaviors that are best for the needs of his goal. According to the author there are four behaviors in the path goal theory that a leader could follow. One is the directive leadership, where the leader informs the followers what is expected from them. Another is the supportive leadership, that is when the leader shows concern for the followers and have friendly interactions with them. Third is participative leadership, when the captain gets involved with his team to achieve the goal as a group. Finally, is the achievement leadership; occurs when the leader demand from the followers challenging goals so they perform their best. This is not useful in Lamatepec’s high school soccer team because the captain should contribute the same or even more to the team as his teammates and with this model that would not be
The Spurs are in a unique position in their market as they are the only professional team in San Antonio in the four major leagues (NBA, NFL, MLB and NHL). However, they also compete with some local professional teams like Stars, Scorpions and the Rampage. The Spurs Sports and Entertainment run the promotion and marketing team of the Spurs. They are very creative in their in house productions for the games and overall marketing of the team as evidenced by the recent gold medal winning team at the PromaxBDA Sports Media Marketing Awards. (1).
The Leadership Challenge by Kouzes and Posner (2007) is the result of twenty years of research on the factors that influence and create great leadership. Through studies and stories from leaders with various backgrounds throughout the world, the practices and characteristics that create great leadership are delineated. Leadership is viewed not as a group of inherent characteristics, but as learned behavior that anyone can achieve. The goal of Kouzes and Posner’s book is to inspire and educate leaders through transformational leadership. As such, leadership is about mobilizing others to become and do extraordinary things.
The leader is required to make all decisions and fully inform others of what is happening. This is alternatively known as “micro-management” as the leader is heavily involved and carefully supervises the group members. This is a pecking order or top-down approach where the subordinates or group members must do what exactly what they are told to do. The leader sets defined roles and tasks for the group members to complete. All communication is downstream, commencing with the leader. According to Hersey, the followers have a low skill set but a high level of commitment. This is often seen in sports with young athletes who are keen to participate but have a low skill level as they are new to the game. I did not have to use this leadership style during the tournament as I was lucky enough to have a team comprised of individuals of natural sporting ability, even though most people were not basketball
“Leaders instill respect for authority by having a caring attitude, by being direct, by communicating regularly and by being honest!” (Mike Krzyzewski). The book “Leading with the Heart,” is one about leadership, how you earn it, how you practice it, and how you are to use it to make your organization a successful one. Coach K talks about the importance of trust, communication, pride, and the commitment the leader of an organization must have to make his team. He goes on to state that “leadership is ongoing, adjustable, flexible and dynamic. Leaders must stay on their toes, being that anything can occur during the year. Krzyzewski also mentions the competitive fire the leader must bring day in and day out to keep his players, and or staff in
In this time of transition and uncertainty, research suggests that transformational leadership is highly effective (Straight, 2006). Leadership research has drifted from emphasis on the competence of leaders to “manage change” to the ability to “transform” organizations. Transformational leaders have attributes and behaviors needed to successfully motivate and empower employees. According to Bernard Bass (1990), transformational leadership occurs when a leader transforms, or changes, his or her followers in three important ways that together result in followers trusting the leader, performing behaviors that contribute to the achievement of organizational goals, and being motivated to perform at a high level. Transformational leaders can achieve greater performance by stimulating innovative ways of thinking and transforming follower’s beliefs and aspirations. Maxwell (Maxwell, 2007) articulates that most of the time, influence is more important than formal power or authority. I agree with him. Influence is very important in organizational and co...
Effects of Team Leadership, Team Commitment, Perceived Team Support, and Team Size. Journal Of Social Psychology, 144(3), 293-310.
Leaders will often separate in-group and out-group members based on similarities of the group member and the leader. Other characteristics that can play into it are age, gender, or even a member’s personality. A member can be granted in-group status if the leader thinks the member is competent and is going above and beyond to perform the job functions. As mentioned the two groups that members can fall into are in-group and out-group. In-group members are those that share similarities with the leader. Those similarities can be personality, work ethic, common interests, or even alma maters. In-group members often go above and beyond their job description and the leader does more for these members. In-group members will have their opinions and work ideas looked at in higher regard than out-group members. In-group members typically have higher job satisfaction within the group and are less likely to experience turnover. In-group members are often promoted within the organization f...
According to Yoder-Wise (2015), a leader can be defined as, “an individual who works with others to develop a clear vision of the preferred future and to make that vision happen” (p 35). As employees, we often have our own ideal of a good leader, which may be influenced by experiences and perception of workplace norms. While one’s opinion of an effective leader may vary, there are several recognized leadership theories. The following will focus on the transformational leadership approach.
Transformational leaders has been written about for thousands of years–being both praised (Christ and Buddha) and cursed (Attila the Hun and Genghis Khan). And transformational leaders are increasingly in demand when you want to:
Transformational leaders birth new transformational leaders. Followers themselves become transformational leaders and a journey of extra mile partnership started.
In this paper I will speak of my leadership experiences as well as how my particular leadership style will continue to enhance and shape my role in the culture of the organization which I serve. Over the course of this class we have learned the skillsets (hard vs soft) as well as characteristics traits which make a great leader. Through the assignments, interactions with discussions boards, and group projects I have been able to determine what leadership theory I am best associated with. As discussed in chapter fourteen, the theory which best fits my leadership style is The Path-Goal Leadership Model. According to our textbook Management: A Practical Introduction by Angela Kinicki and Brian Williams, Robert House created and redevised this
Transformational leaders are needed to transform low performing organizations to acceptable to high performance. At other times, the leader is expected to move an organization from a crisis. In order to accomplish these tasks, the leader must overhaul the organization culture or subculture. This task is accomplished by nine ways of transforming others: 1. Raise others awareness. The leader makes others aware of the rewards and how to achieve them, i.e. pride in the job or financial incentives. 2. Help others look beyond self-interest. The transformational leader helps others to look at the “big picture” by describing an entire scenario, i.e. if we hire more employees to do x, we will have to make cuts in other areas. 3. Help people find self-fulfillment. The leader helps others not to focus on minor satisfactions, i.e. getting a job done before the deadline ...