Essays On Leadership Styles

(1)Evaluate the strengths and weaknesses of your leadership style. My leadership style is problem solver; this leadership style offers me the opportunity to utilize the knowledge and experience of my followers. I believe that I am more of this leadership style because I tend to accept input from group members when making decisions and solving problems. I do this because I feel that everyone in the group have something tangible to contribute to the group, and sometimes they might have access to key information that can help in my decision making. I take the information and put them together to use in reaching a decision, because I know that I will have the final say as the leader of the group. I believe that the group is put together...show more content...

In situations where roles are vague or time is limited, this leadership style can lead to communication failures and uncompleted projects. Sometimes the group members may not have the necessary expertise to make quality contributions to the decision–making process.

(2) Compare your leadership style to that of two of your team members. In comparing my leadership style to that of two of my team members, I chose to compare Robert Boyd whose leadership style is delegating – this is a leadership style where the leader leaves his or her colleagues to get on with their work, and Robert Kafka, whose leadership style is director –"an extreme form of transactional leadership, where a leader exerts high levels of power over his or her employees or team members. People within the team are given the opportunities for making suggestions, even if these could be in the team's or organization's interest." (Leadership Styles: Understanding & Using the right one for your situation)

Comparing Robert Kafka's Director Leadership style, I found out that his leadership style has some similarities and differences with my leadership style as a problem solver. In director style, we both share goal setting and identification of problems with our employees, but the director comes up with solution while the problem solver develops a plan to solve problems and consults with employees. As problem solver Get

This report is attempting to delve into the systemic differences autocratic, democratic and laissez–faire styles of leadership has on an individual, class, department or institution. As a nursing student, I believe it is important to understand the distinct differences inherent to each style as well as the benefits and disadvantages associated with the various styles of leadership.

From my studies and observations an autocratic leader is less likely to use the opinions or suggestions of others; in fact they could be a working dictator. They are very hands on and believe their way is the only way. Autocratic leaders are normally inflexible. Working with or for this type of person could make for a very long day. (Lewin & Lippitt, 1938)...show more content...

In class or when I visit any hospital it is easy to spot the various leadership styles all you need to do is take a moment and observe the floor. Autocratic leaders are normally focused and many are micro managers for the lack of a better term(Lewin & Lippitt, 1938). We were told by the medical team at Cincinnati that my mother was brain dead and that as soon as she was taken off of life support she would transition quickly. The doctor was hurried, blunt and to the point when he addressed the family. I am convinced that he was and is an autocratic leader. This man seemed to look right through us to his next case. Autocratic leaders are take control focused and they get the job done under stressful situations (Lewin & Lippitt, 1938).

We were all in such poor sprits hearing the bad news about my mother. It was refreshing when a very positive nurse began to explain my mother's situation after the doctor left the room. I notice that although she was our attending nurse she was also in charge of the floor. Even though she would be assisting us she would from time to time assist her subordinates. She would use words and phrases such as how can "We..." (G. Pearson, personal communication, DATE). The democratic leader welcomes the opinions and suggestions of their subordinates. (Lewin & Lippitt, 1938)

G. Pearson, the RSN nurse also worked at the Hamilton Get more content

The leadership styles of the United States Presidents can make them effective or it can limit their effectiveness. The effectiveness of the President has direct effect on the American people. Presidents Dwight Eisenhower and John Kennedy were two leaders that had major influences in the mid–20th century. Both men played a key role in the United States involvement in Vietnam. The experiences, styles of leading, and characteristics of both President's Dwight Eisenhower and John F. Kennedy intensified the level of involvement the United States had in the Vietnam experience. Even though the leadership styles may have differed, the two leaders refused to let communism spread (Moss, 2010). Presidents Eisenhower and Kennedy's leadership...show more content...

President Eisenhower gave the command to intervene in southern Vietnam and replace the French (Moss, 2010). This was to maintain a non–Communist state thereby halting the potential spread of Communism. President Kennedy was interested in multiple perspectives on policy; he listened to different sources on conflicting views and planned for debates prior to decision making (Preston, 2001). Kennedy wanted political rest and peace in Vietnam but knew that without US involvement, the fighting and attacks on Vietnam would increase. Because of this, the United States became more heavily involved which meant more military forces and money being spent. Kennedy had made decisions to violate the provisions of the Geneva agreements of 1954, thereby increasing the U.S. military significantly in Vietnam. "Kennedy was not trying to win in Vietnam: he was doing only enough not to lose" (Moss, 2010). This sense of leadership by Kennedy was devised to protect the U.S. by only having a limited partnership with the Vietnam government. For President Kennedy, as a Director, he kept active involvement in policy process and needed assurance that his own thoughts and ideas would dominate the end result. However, as the Navigator, he trusted his advisory team and kept an open advisory system "characterized by a mixed formal–informal advice network" (Preston, 2001). With the dual leadership style the President called for

Leadership Styles

For many years, people have wondered what makes a good leader. Is it the environment that they are born into or are they made into good leader, who knows. I believe that we cannot give a clear definition of what makes a leader. According to (Kinicki & Kreitner, 2009, p. 346) leadership is defined as "a social influence process in which the leader seeks the voluntary participation of subordinates in an effort to reach organizational goals. So what is my leadership style?

I believe that I have several leadership styles. One of my leadership styles is Servant–Leadership. Servant–Leadership is defined as focuses on increased service to others rather than to oneself (Kinicki & Kreitner, 2009, p. 365–66). I stated this...show more content...

I also feel that I am a motivational leader. Many of my clients see their lives as meaningless however, as bring a product of the same environment I share my story with them to show them that we are not all that difference. For example, one of my clients came into to the office to see me not because she did it on her own but because she is in jeopardy of losing her housing if she is not working at least 15 hours a week. Well as I spoke to her, she informed me that she is 27 with three children and has never worked. She did not feel that she needed to work because she has been living off the system for so long. As I talked to her more, I realize that she just did not have any positive people in her live. I begin to tell her my story of how I was a teen mom but I had a goal in my head to do something with my life. After talking to me for about an hour and half I got her to good back to school and seek part–time employment. Some people just need to hear that "yes you can", I believe in you", or just anything positive. Finally, I believe that I am a directive Leader. I give my clients motivation but I am direct on what it is that I need from them. I inform my client's day one that this is a working partnership and in order for this to work, I will do my part however; they have to pull their own weight. For example, I have a client that I have been working with

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Essay on Leadership Styles

Leadership Evaluation and Philosophy: An Appraisal of Angela Merkel's Leadership during the Euro Crisis and My Leadership Philosophy

Kelly Bullard BSN RN Grand Canyon University: MGT 605 October 8, 2014 This dissertation will discuss Angela Merkel's Leadership style and ethics during the Euro crisis. It will also compare Angela Merkel's leadership style to servant leadership style. It will also describe how servant leadership may or may not change the outcomes of the Euro crisis. In the closure of the dissertation, I will discuss my own leadership philosophy. Angela Merkel Angela Merkel is the Chancellor of Germany. Last fall, she was elected to her third term as chancellor of Germany, making her one of the only two...show more content...

Initially Merkel was against giving bailouts. Thus with the Greco–European crisis being the forefront, Merkel pushed for greater private–sector investors to absorb some of the rescue burden. She saw to it that European Union bureaucrats went to Athens where they quietly insisted on simple but important things like shortened vacations for the civil servants, higher taxes on swimming pools and lower expenditures on public housing (Applebaum, 2013). In consideration of these reforms, Angela Merkel stated at political rally in Germany "It's not just about getting any further into debt in countries such as Greece, Spain and Portugal, people should not be allowed to receive pension before their German counterparts. We all have to put in some effort. This is important, we cannot have the same currency, yet some have an abundance of holiday leave and others have very little."The German Chancellor continues "We cannot stand by these countries and allow them to act the way they have up until now. Germany will help, but only if these countries demonstrate they are putting in the necessary effort"(Asymptotix, 2011). Merkel made multiple attempts with banks and governments to reform policies to prevent taxpayers from absorbing the burden of paying bailouts to the indebted countries. Unfortunately, her efforts failed, and European taxpayers suffered the burden of rescuing the Euro (Engelen, 2011). Merkel stated "the reforms that Get more content

1.Introduction

1.1

Background

21st–century organizations are different, and the pace of change is even faster. This has given rise to new ideas about where leaders need to put their energies. Perhaps this means less vision and more connectivity (Esther and Mike 2004). Today, organizations are in a continuous process of transformation. Change became the norm of organizations not an exception. If organization is traveling on the rout of success then its possible destinations are change management, adoption of new technologies and phenomenon (Joachim and Ralf 2008). Today the key challenges are advancements in technology, pace of competition, globalization, cost control and increasing efficiency regarding customers' expectations. This ...show more content...

The reason is rapid changes in the technology. If any organization is not compatible with the changes it will be very difficult to survive. It is established fact that e–commerce is the demand of the time and in near future that ignores this fact will be in loss even out of the competition. Now organizations are taking e–commerce as competitive advantage. Here question arises who is most responsible person to deal with this challenge? Simply the answer is leaders of organizations who give the direction and manage whole scenarios. So there is need to find what difference between leaders is who adopts changes and who don't. It will help to find reasons which make the difference. I found gape in literature on this topic.

1.3 Purpose of Study

In today's business environment the most challenging task is to be a effective leader. In this era social and business structures are changing rapidly. Last two decade's most popular issue and phenomena is e–commerce. The way leaders react with technological changes is the purpose of this study. This study finds the association betweenleadership styles and e–commerce adoption.

The primary purpose of this study is to find correlation between leadership style and e–commerce adoption, which specifically emphasis on Private Sector of Pakistan.

Research Question:

What is the association between leadership styles and e–commerce adoption?

To answer this question

Collaborative Leadership Essays

Collaborative Leadership Leadership can take many different forms, depending on the person and the situation in which it is needed. Collaborative leadership is a leadership style in which a leader brings together a large group of people, with a variety of backgrounds, to make a productive decision and act upon it. According to Chrislip and Larson (1994):

...they are the ones who have the credibility to get the right people together to create visions, solve problems, and reach agreements about implementable actions. They are not the leaders who tell us what to do. Instead, they are the ones who help us work together constructively. (p. xx)

This paper is intended to explain where collaborative leadership is used, what characteristics it...show more content...

The discussion is an open–process, meaning that the decision making is done amongst the group members, not just the leader. Unlike an authoritative leader, the leader of this group allows the members to be a part of his or her final say. By doing this, it helps to keep everyone on the same page and moving forward in the same direction. Most every community organization functions best when collaborative leadership is in place, but with any leadership style, there are advantages and disadvantages of using it. One of the first advantages of using collaborative leadership is the buy–in among members of the group. When a leader makes use of collaboration, it gives the members a sense of ownership and value, which in turn builds commitment to the organization. With this loyalty, the leader can then assume a greater willingness from the members to be involved in the implementation of their final plan. Another advantage of using this leadership style is the high levels of trust building within the group. Being that this is an open process, members are encouraged to speak and think freely without judgment from other members or the leader. In the words of Chrislip and Larson (1994):

"It is a shift in the practice of democracy from hostility to civility, from advocacy to engagement, from confrontation to conversation, from debate to dialogue, and from separation to community." (p. 4)

When members feel that their voices are heard, it can also help to Get

"Traditional methods and styles of leadership must change to meet the changing environment "(Sims, 2002, p.242). Sims (2002) argues that organizations can ensure success by developing individuals in leadership positions as leaders and managers. There is a perception that leadership is a level above management. McConnell (2006) states that there are differences between leading and managing. In short, "people obey managers because they must or they expect to; people follow leaders because they want to" (McConnell, 2006, p.147).Therefore, leadership can be defined as "the act of influencing others to work toward a goal" (Bauer & Erdogen, 2009, p.285) and can be considered "more art than science" (McConnell, 2006, p.147). In health...show more content...

Ismail et al. (2010) refer to consultative leadership and participative leadership as humanistic– based leadership styles. Participative leadership is often described as "bottom–up or 'we' (all of us together) management" (McConnell, 2006, p.149). McConnell (2006) describes such leaders as people oriented, and the participative leadership style has subsets, such as the consultative and delegative modes. Regarding the consultative mode, Bauer and Erdogen (2009) and McConnell (2006) state that participative leaders involve employees in the decision– making process. Although participative leaders trust their employees in decision– making, Sims (2002) states that participative leaders retain the authority to take action whenever necessary. In the delegative mode, participative leaders share responsibilities and tasks with employees, clearly communicating with their employees. Participative leadership and consultative leadership are quite similar. Ismail et al.(2010) state that consultative leaders tend to always request employees' opinions and ideas in establishing goals and task assignments. They believe that the participative and consultative styles would motivate employees and their commitment to their organization, which leads to higher job satisfaction. Madlock (2008) also believes that leadership styles such as participative leadership and consultative leadership that promote Get more content

Participative Leadership Style In providing leadership guidance to employees with the purpose to motive and influence employees, I would use the Participative Leadership Style. The Participative Leadership style addresses the improvements for increasing the productivity of employees as well as providing satisfactory to the employees. A leader can certainly appreciate the Participative Leadership Style because it is orientated to empower the employees by encouraging participation in the decisions process that directly affects the employees. As a manger if I utilize this style I will have the benefits of building trust with the employees, being able to have open communication with the employees and promoting job ...show more content...

Manger should always remember that the goal of the participative leader ship style is to enhance the employees' quality of their work life.

Strategies of Participative Leadership According to the research and reading of (Kristi M. Branch, 2002) " Lawler (1993:174–177) emphasized the strategic benefits of participative management, could be made rapid and flexibly when power is moved to the lowest possible level, and that workers are empowered and motivated by changes. Overhead costs can be greatly reduced, increasing the organization's competitive advantage."

Strategies and techniques t hat I would use in my leadership style of Participative Management would be as followed.

1. I would make employees aware of company economics status through information sharing.

2. I would develop opportunities for employees to train and raise their skill levels.

3. I would allow employees to utilize the skills that they have to enhance the changes in the organization.

4. I would allow employees to make decision on schedule and budgets that concerns them as a group.

5. As a leader, I would put in place an appraisal and Rewards system to the performance and ideals.

6. I would implement power–sharing strategies, through survey feedbacks, or committees that enable employees to apply their knowledge The Participative Management style strategies and tactics

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