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Culture sensitive social work research
Essay on leadership style impact
Essay on leadership style impact
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The social work administrator’s personal leadership and style may influence a human services organization’s culture by addressing individual and social development and advancement in the communities they serve. When it comes organization culture it has two sides, one will quantify how profitability and will give the tools and assets to guarantee achievement. The organization spotlights on motivation and encouragement of the employees' emotional performance. From that point, the procedure must be "top-down" to be dominant. According to Tsai (2011) regardless; the human administration association must respond to the developing many-sided quality of the fair assortment inside a speedy changing worldwide condition. The objective of human administration …show more content…
When the interaction between the leadership and employees is right, the latter will make a more significant contribution to team communication and collaboration and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction. For example, the manager characteristics manners and conduct can affect the way they associate with their employees, but if administrators conventionally adjust their authority conduct to accomplish the mission of the association, this could influence shared regards and feelings to make a strong various leveled culture that creates and achieve a common goal. The culture within an organization is essential, playing a significant role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgment and acceptance of it can influence their work behavior and …show more content…
Instead, it is because they have for the most part perceived that satisfied clients and long-term connections are vital to building practical achievement and benefitting after some time. Numerous organizations utilize client relationship management, an information-driven business advertising process whereby organizations gather information on clients for more focused on and proficient showcasing and deals endeavors. Stakeholders don't have coordinate contact with their customers however the organization affects the organization treatment of
Encarta Dictionary within Microsoft Word defines leadership as,” the ability to guide, direct, or influence people.” Expanding upon that definition, my personal definition is influencing people to follow to achieve a goal, regardless of how unpleasant. Leadership is not something that happens overnight, it needs to be cultivated over time. During that process, it is necessary to identify delinquencies and make adjustments. Reviewing the feedback provided by my LPI/360 assessment, the three areas identified I need to improve on are, praising people for a job well done, actively listening to diverse points of view, and becoming more visible within the workplace.
A personal leadership philosophy provides a foundation for beliefs and behaviors and a means to mobilize others toward a common goal. The wellbeing, development and engagement of staff member are integral in mission accomplishment. Commanders must identify and address issues that their staff determine to be of importance to gain trust, motivate members and involve them in processes. An example of application is the actions of CAPT Lane, who identified a general staff concern that quickly became morale crushing is discussed to demonstrate how the importance of people can unite a command and truly propel a command forward.
Organizational culture is the system of shared beliefs and values that develops within an organization and guides the behavior of its members, while organizational structure is an expression of social and economic principles of hierarchy and specialization (Kinicki, 2015). Both the culture and the structure of an organization are important things for management to understand in order to successfully set and achieve an organization’s goals. Companies who excel in highly competitive fields can attribute their successful economic performance to a cohesive corporate culture that increases competitiveness and profitability. This culture is best utilized in an organization that has the necessary structure to allow its employees to coordinate their actions to achieve its goals.
The following information was gathered during an interview with Dr. Clayton Mork from the Crescent School District. Dr. Mork shared information about his leadership style and characteristics as an administrator. This discussion assisted me in the development of a personal theory-based model of school leadership.
Introduction Through identification and ongoing assessment of her leadership style and ability, this leader is able to develop and understand her own strengths and limitations in order to grow and develop into a more effective leader. The aim of this paper is to provide an overview of servant leadership, contingency, and path-goal styles of leadership to gain an understanding of current leadership models, identify this author’s style of leadership, and explore why leadership is important to organizations, society, and this author. A Personal Model of Leadership Servant leadership was a term that was first used by Keifner Greenleaf (1970) in his first essay, The Servant as Leader (as cited by Crippen, C., 2005). Greenleaf based his essay on his belief that a servant leader is a servant first, and explained that it would begin with the natural urge to serve and then the leader would make a conscious choice to become a leader, in doing so he makes the choice to ensure that others needs are met first (2005 ). As a servant leader develops he should always keep aware of those who he serves and strive to ensure that they are becoming healthier, wiser, freer, have an increase in autonomy, and become more like servants themselves (2005).
Leadership is the glue that binds any business together, identifying and understanding your type of leadership style can ultimately aid you in becoming a better leader in your professional career. A successful business cannot function without leadership therefore this is a crucial aspect of internal employee development for businesses striving to stay relevant in a crowded marketplace. In addition to recognizing your leadership style every leader needs to look to them and identify what type of personality they have. By becoming an informed business leader you will gain trust and respect of your team to guide them into the future and maximizing potential growth. Throughout this paper I will identify my leadership style and also personality type and how it has affected my personal career growth. Identifying these conclusions is extremely important in crafting company culture.
...l man who enables others to think and do in his way (role model) and his employees work him for unconditional loyalty (e.g. his PA), also, adopt a fair system of rewards and punishments; however, as a leader sometimes he just needs some transformational styles which respect and communicate with followers equally rather than forced them to shut up rudely. As for organizational culture, the article obtains further understanding that some factors attribute to detect cultures existed in an organisation, communication system, for example. As a result, it can be identified that his culture not only can be classified as power but task. Moreover, due to the changeable outside environment, compounded and flexible cultures seems to be a better way for an organisation’s sustainable development. Therefore, leadership is tightly related to organizational culture.
Culture can be defined as “A pattern of basic assumptions invented, discovered or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that has worked well enough to be considered valid, and therefore to be taught to the new members as the correct way to perceive, think and feel in relation to those problems”. Schein (1988). Organizational culture can be defined as a system of shared beliefs and values that develops within an organization and guides the behavior of its members. It includes routine behaviors, norms, dominant values, and feelings or climates. The purpose and function of this culture is to help foster internal integration, bring staff members from all levels of the organization closer together, and enhance their performance.
Leaders can have a powerful impact on the futures of many, and the way in which one approaches leadership is paramount to the type of impact one will have. Continual growth in the areas of knowledge I have and seek to acquire, as well as recognizing my leadership style and utilizing my personal strengths to the fullest, is vital to the successful implementation of my personal philosophy of leadership.
On projects I have taken the lead on, I have always valued input from other employees. This assumes the fact that the employee is competent in their area, and have a willingness to share ideas with management. I encourage active participation, and I am often surprised at some of the answers that have come out of collaborative meetings. When employees feel at ease to share their ideas, genuinely good things
Organisational culture can be defined as a total function of common beliefs, values, patterns of behaviour that held and shared by the member in an organisation. It is also a valuable resource which can improve competitiveness of a company and uses to distinguish the company (Barney 1986). From 1970's the study of organisational culture has become an important issue and closely studied in early 1980s. Since then organisational culture turned out as one of the most important factors which affects the overall performance of a company. It brought organisational culture to the performance of a company which has become a critical topic in management department. In addition to what organisational culture is, organisations need to aware and prepare changes of the expanding workforce from business growing. Companies are facing with maximizing benefits as well as profits while minimizing negative factors that comes from those changes. There is no only one answer for the issue, but some of guidelines are clear. Awareness of organisational culture, teamwork, individual performance, external environment adaptation, leadership, and measurement of organisational culture are key factors that lead a company performs better.
There have been many theories created to help explain and to give an in depth look into the world of organisational culture. Although these theories differ slightly, they all strive towards a common idea: to create a healthy and prosperous organisational culture. The impacts created by this idea provide many benefits such as: overall increase in the performance and consistency of employees, high morale, increase team working ability and creating a goal orientated team. The organisation itself will strive to develop a competitive edge created by innovated employees. Three of the theories will be discussed as they are the major theories used by societies and organisations: Hofstede, G.L.O.B.E, and Deal and Kennedy.
dedicated employees who do not mind putting in extra effort for additional work when required. The most important factor affecting work culture is the relationship with the immediate boss. No doubt rewards and incentives are important but a responsible manager realizes that many other factors also account for employee motivation such as job satisfaction, work environment including safety features, career support and opportunities for career growth, faith in company management and senior leadership, equitable pay package, peer relationship, suitability of the job as per the person’s skills and experience, etc. A responsible manager has to look beyond self-interest as a source of motivation so as to engage and retain employees while maintaining a good image of the company for all stakeholders and the business community. The manager also sets an example for the employees to follow. “Leaders’ power to influence may be particularly effective because leaders make decisions about the rewards and punishments that are imposed on employees, and followers learn vicariously by observing what happens to others(Trevino & Brown, 2004, pp. 72).” “Consequences inform observers about the benefits of modeled ethical behavior as well as about the negative effects of modeled inappropriate behavior (Trevino & Brown, 2004, pp.
Some people were born to be great leaders and some were born to be great learners. I ask myself this question, “How was I created?” Was I born a leader or was I molded to lead. As I explain my philosophy on how I want to lead, I will first dive into my past to recognize and pin point my creator. October 27th 2004 I raise my right hand in order to serve and protect the United State against all enemies, foreign and domestic. At this moment in my young personal leadership journey, I get my first glimpse of a leadership style, “shut up and listen.”
There are a few different types of well known leadership styles, authoritarian, delegative, and democratic. To assess my leadership style I used two online tests to help me determine my style. I felt the results were accurate and I fall into a democratic style/participative style. If I am leading I prefer to include the group and get their feedback on solving issues. However, I still make the final decision after listening to the thoughts of the group on a particular topic. This is considered to be a positive style of leadership that is inspiring to the group involved. The leaders decision making tends to be more accurate due to the input of other experts. (Cite)