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Benefits and disadvantages of authentic leadership
Reflection on authentic leadership
Reflection on transformational leadership style
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Personal Profile
Yi- Feng Yang (2016) and Ganos and Galla (2013) state that to lead others you should know yourself very well and what leadership skill you attain. Change of leadership helps to bring up leadership trust and change commitment. Leadership models and styles are defined as trust, admiration, loyalty, respect and integrity. Originality and value in a leader show different opportunities of styles such as engaging, goal-oriented and involvement. To be precise, these leadership styles demonstrate good characteristics of a leader displaying good leadership skills. Yi- Feng Yang (2016) state that these skills are very important in the workplace environment. Leadership trusts are viewed as a social bond to the employees to have faith
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Bass (1990) states that transformational leadership is identified by different patterns of behavior. Firstly , transformational leadership delivers the charisma to be a leader in order to gain respect and trust. Secondly, the characteristics of a leader show efforts to change a purpose of the transformation process and to effectively communicate. Finally, transformational leadership proposes that leaders treat employees individually to show them attention and provide them coaching and advice to show that you care about your employees. However, Wang and Howell (2010) claim that transformational leadership is in every individual.This means an individual can develop their potential to enhance their abilities and skills to improve and overcome any weaknesses. In relation to group work transformational leadership helps to grow common values and beliefs, and to inspire group members to reach their group goals. In this type of situation, leaders treat equally towards members and to make them feel comfortable. However, on occasions problems occur during team work which puts a leader into a situation to overcome the condition. For example, if one of my team members has no belief in me to lead the group, my attitude towards the group and the member will change as they have shown a lack of confidence and interest in teamwork. According to Novicevic, Harvey, Buckley, Brown & Evans (2006) explains that authentic leadership is when a leader shows their individual responsibility in what they were responsible for in their organization. Novicevic, Harvey, Buckley, Brown & Evans (2006) discusses a particular style of leadership which is the matrix of executive leadership. This style of leadership occurs when a leader has lost confidence in them self. The
It is my belief that transformational leadership improves organizational effectiveness, and, therefore, should be used in every organization. As my goal is to move up the management chart, I trust this theory and concept will enable me to be a more effective leader. The transformational leadership style is one of the widely used approaches today. Organizations believe that transformational leaders influence performance. In order for me to influence my follower’s to increase team performance, I must build that trust. Meaning, I must become that effective transformational leader in which my followers have trust in me. These learnings will be applied in my workplace. After the readings, I now understand how crucial trust is in transformational leadership. In the workplace, my focus will be on building cognitive trust among team members so that they will put more efforts into performing the given task. Having trust in the team leader and trust amongst team members has a positive effect on team performance. If I want the vision to be fulfilled, it’s imperative that I encourage my employees to work together. As the article mentions, trust is an important factor that mediates the effect of the transformational leadership on group outcomes. Applying the learnings of this article will enhance my leadership skills as well as improving organizational
In the history of our world, we have seen so much change, our civilization has always been on the process of changing, on the process of getting better. All these movements whether good or bad were all involved with great leadership. From the start of the Christian movement, we saw Jesus who was able to inspire fishermen to one-day die for their faith in Him; Rosa Park’s action was able to inspire the whole country to take action against racial segregation; Gandhi’s civil disobedient movement was able to force the United Kingdom to grant India their independence. All of them had many things in common, they were all willing to be radical in their own time, Jesus preached a very different message, Rosa Park ignored the social norm and fought
I will handle my team being a transformational leader. To build a strong and effective team I will actively encourage creativity among the followers and provide them new opportunities to learn. I will also openly communicate with my followers so that they can feel free to share ideas and I will also recognize their unique contributions. I will align the individual goals with the organizational goals and motivate them toward achievement of these goals thus the organization could progress toward success. I have learnt number of new ideas, concepts and theories regarding leadership in this class that has helped me to analyze what leadership qualities I have currently and what other leadership qualities are required to become a successful leader.
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 leadership is one of the most popular leadership styles. According to Kendrick (2011), “Transformational leadership involves four factors: 1. idealized influence, 2. inspirational motivation, 3. intellectual stimulation, and 4. individual consideration.” These four factors make transformational leadership have an impact on followers. The goal of transformational leadership is to cause a positive change in individuals, help motivate them, and develop a leader within each individual.
The skills and knowledge required to motivate staff nurses were the topics of a study authored by Henderson, Schoonbeek, and Auditore (2013). The authors described the lack of team unity and poor communication found among the staff at a local acute care facility which ultimately lead to poor job satisfaction and less than optimal patient care (Henderson et al., 2013). To change the status quo Henderson et al (2013) focused on using transformational leadership skills such as identifying a common vision, empowering and inspiring the team to own the decision making process and evaluating the efforts and progress made to engage and motivate the staff. In the end, the authors suggested that staff work practices can be modified and improved when leaders model the preferred behaviors.
Transformational leadership is similar to servant leadership in that the leader is focused on the follower and motivating them to reach their full potential. The transformational leader seeks to empower and encourage followers to help the organization be successful by making personal connections with the followers (Duke, 2015, p.44-45). Transformational leadership is focused more on the follower as an individual than the immediate results for the organization. The goal of a transformational leader is to instill values in them so they become transformational leaders and positively impact those around them. Burns, the founder of the transformational leadership theory stated, “Transformational leadership was moral leadership, because such leaders
Transformational leadership is based on self-interest, inspirational, and motivation that it is used to communicate with others. This type of leadership focus on a long term vision for the company, and it creates the values of the firm. Usually employees in the firm are influence by the company leader’s beliefs and values. On the other hand, transformational leaders use power to manipulate others and transformational leaders tend to focus on self-interest on the decision making process. Transactional leadership is more like a supervision performance where the leader ensure that employees are working correctly, and employees are meeting the expectations of the company. Transactional leaders control the employees rather than influencing moral
Transformational Leadership Transformational leadership is an old term first used in 1973 and is considered as an important approach to leadership to study. Transformational leadership raises transactional leadership to the next level. Transformational and transactional leadership styles are common types of leadership, which are being practiced, and focused on the exchange between leaders and followers. However, transformational leadership is more focused towards engaging with others, creating connections, motivating subordinates to achieve their goals. There are four major factors of transformational leadership according to the Full Range of Leadership Model.
Transformational leadership is a style of leadership where the leader collaborates with employees to identify the needed change, creating a vision to guide the change through inspiration, and executing the change in tandem with committed members of the group. Transformational leadership has three basic functions. First, transformational leaders sincerely serve the needs of others, empower them and inspire followers to achieve great success. Secondly, they charismatically lead, set a vision, instill trust, confidence and pride in working with them. Finally, with the intellectual stimulation they offer followers of the same caliber as the leader. Therefore, the school becomes less bureaucratic and it functions as its own transforming agent. Instead
to inspire others one must be able to listen and help each other find the inspiration in themselves.
It’s important to first identify that while previous articles have identified transformational leadership as a dynamic and dyadic approach to leadership, it was James MacGregor Burns work Leadership written in 1978 that enabled this leadership approach to “transform” the study of leadership (Northouse, 2010, p. 172). Peter Northouse in Leadership Theory and Practice defined transformational leadership as “a process that changes and transforms people. It is concerned with emotions, values, ethics, standards, and long-term goals. It includes assessing followers’ motives, satisfying their needs, and treating them as full human beings. Transformational leadership involves an exceptional form of influence that moves followers to accomplish more
“Transformational leadership refers to a leadership style in which the leader encourages his or her subordinates to achieve higher and higher levels of performance for the sake of the organization.” (Flynn, 2015) After years of research Transformational Leadership has been broken into four categories, Idealized Influence, Inspirational Motivation, Intellectual Stimulation, and Individualized Consideration.
Transformational leadership seeks to motivate and inspire workers through, choosing to influence rather than direct others. Being a role model for followers in order to inspire them and raise their confidence in the project; challenging followers to take greater ownership for their work, and understanding the strengths and weakness of followers, allowing the leader to align followers with tasks that enhance their performance. Transformational leaders work well in organizations where change is needed. Transformational leaders are not the right fit for new organizations where no structure exists. They have integrity and high emotional intelligence.
However, among the overrepresented minorities are non-Hispanic White populations accounting for nearly 71% in STEM jobs and 15% of STEM Asian workers (George et al., 2001; Landivar, 2013, pp. 13-14; Mwenda, 2010, p. 5). As regards underrepresented females in STEM, they refer to “African American, Hispanic, and Native American women because they are represented in STEM occupations and in academia at lower percentages than the entire population” (Towns, 2010, p. 6). Without demographic diversity, equal access to career options in STEM suffers from a lack of diverse perspectives due its impact on global competitiveness in the U. S. and problem solving capacities within communities (Metcalf, 2010, p. 4; Mwenda, 2010, p. 1). The major disparities