Big Brothers Big Sisters Of America Impact On Organizational Changes Essay

The Jake’s Pet Land case study is an example of leadership and follower situations, highlighting the key points of each role within an organization. This case is a study on how the leader-member exchange (LMX) impacts the outcomes of workplaces. According to Daft, LMX is individualized leader model that explores how the relationship between leader and follower develops over time and how the quality of the exchange relationship affects outcomes (Daft, 2015, p. 54). The LMX in many cases is the foundation an organization is built upon, because of this comes a great understanding between management and subordinates. There is a massive difference between being a manager and an effective leader, and throughout Jake’s Pet Land case study this notion is very evident.

Kouzes and Posner (2007) emphasize that leadership has a relational nature. Successful leadership is a function of how well people interact and positive relationships between leaders and their followers are important for getting things done (Truesdell, 2011).

Leadership is the elaboration of group inspiration. One person entrusted as leader can implore the aid, and support of supporters in the accomplishment of a common mission. According to Gurdjian, Halbeisen, and Lane “Becoming a more effective leader often requires changing behavior. But although most companies recognize that this also means adjusting underlying mind-sets, too often these organizations are reluctant to address the root causes of why leaders act the way they do” (Gurdjian, Halbeisen, and Lane, 2014) However, today abundant businesses engross importance on the improvement of leaders. Some of the ultimate leaders were formerly followers, such as in instructive businesses. One aspect as leaders many have to contemplate in striving

Every group, team, or organization has a leader. That leader has to have certain qualities to be well respected and followed by his or her following. Not only does the leader have qualities and responsibilities to maintain but also the group’s members. Both the leader and individuals in the group must have respect, fear, and honesty among each other to be a productive group.

The Reciprocal Approach to leadership can be described as a relational, shared process with an emphasis on follower participation in the leadership. (Komives,

Leaders foster collaboration and build trust by empowering others to take initiative and responsibility (Kouzes & Posner, 2012). Within this practice, leaders focus on building a bond with their constituents, sharing information, and enabling their team to make independent decisions to meet goals. The primary goal of this practice is building trust with constituents. In addition, communicating interdependence and fostering collaboration are critical to this practice. The role of an exemplary leader is to create a connected environment where people feel supported, competent and

To become a great influencer, a leader understands they must already have a relationship in place prior to a situation where influence is necessary. This can be referred to as “laying the groundwork”. Leaders should be setting themselves up for success every day by forming trusting relationships with colleagues, building credibility within and out of the organization, and by developing and nurturing their network. Great influential leaders do not wait until need something to begin connecting with others. In an informal survey taken by BlessingWhite, “three quarters of respondents said that they’d be more likely to do something for someone else if he/she had done something for them in the past.” (High, 2012). While it is important that the requests do not come across as tit-for-tat, making requests thoughtfully and selflessly is a great lesson for young leaders while growing in their understating of influential leadership.

In developing my leadership skills, I used my past experiences with the many leaders I’ve had and decided that I did not want to become that type of manager, or I wanted to adapt their leadership style as my own. The one lesson I’ve learned throughout my years of employment is that leaders bring their own biases into an organization. The Leader-Member Exchange (LMX) clearly identified the relationship

A leader-member exchange relationship is between leaders and followers and the influences involved. the theory states that leaders form high-quality social exchanges with some members and low-quality economic exchanges with others that do not extend beyond the employment contract. With a high-quality relationship, the follower displays higher performance, satisfaction, commitment, and organizational citizenship behavior.

According to the leader-member exchange theory the relationship between leader and the member develops over a period of time.

According to Uhl-Bein,Schermerhorn, & Osbourn (2014) describes two terms in the leadership process, leader member exchange and the social exchange. The leader member exchange term is a study of the bond between a person in a in a group such as a manager and between his teammates. This bond is important to study because it can determine if the group can be successful. For example, if the manager and his team have a great relationship, they would display trust, and develop a respect among each other creating an enriched relationship. An enriched relationship will result in better performance and commitment would be higher. A lack of bond in a relationship involves lack of respect and would lead to negative job attitudes. This will create a negative

Although Leader-member exchange (LMX) has its limitations, when applied to the role of the Student Centre Manager it is extremely useful. LMX is a relationship based theory of leadership based on the interactions between a supervisor and an employee. It recognizes the ability of high quality relationships to create job satisfaction, commitment and innovation. In the case of the Student Centre Manager, the role requires that staff are

Organizational transformation is inevitable with today’s job market. As a leader in an evolving business structure, leadership plays a significant role in business operations. A symbiotic relationship between management and subordinates exist within most organizational structures. Examining the connection must first establish a clear meaning of the term. Pringle and Starr (2006) proclaim that “management is the process of planning, organizing, influencing, and controlling to accomplish organizational goals through the coordinated use of human and material resources” (p. 3). An effective leader must have the ability to develop strategies for improving a business. Typically, one set goals and works toward successfully meeting those expectations. Furthermore, establishing a structure, which accommodates the body of the organization and consumers, is a beneficial approach toward an operative establishment. Also, persuasion is a unique method, which is valuable if appropriately used. Encouraging an individual to change their way of thinking is an easy task if the motive has a positive outcome. For example, promoting teamwork over an individualistic concept by placing emphasis on favorable results can inspire individuals to work collaboratively to meet a mutual objective. Lastly, regulation of a business setting is essential to eliminate pandemonium. Monitoring behaviors

Bridget H. Mueller and Jaesub Lee developed the Leader-Member Exchange/Leadership Scale in 2002. Unlike the average scale, this particular scale consists of seven questions at the end of the article. Each question measures leadership based on the topic of leader- member exchange in some shape or form. As far as reliability, Mueller and Lee explains, “subordinates’ LMXs with their superiors are tightly coupled with larger group and organizational contexts with respect to communication

Research on management and leadership in organizations over the past century shows there are still no clear definitions or answers about what counts as effective and successful leadership; the field remains varied and argued. Actual studies of leadership began in the early twentieth century. The research and studies on leadership have resulted in defining what characters, traits and attitudes are considered to be significant for leaders to possess. The early studies of leadership theories focused on the person and their behaviors, currently known as leadership trait theories and behavioral theories. It is important for organizational leaders and managers to understand what characteristics, traits and actions of an individual mark a great leader when forming a strong diverse workforce.