Case Study : David Ingle Thodey

There are many components to being a leader; a strong leader has to be able to clearly communicate, to intensely inspire others to collaborate in bringing the vision to fruition. James MacGregor Burns a leadership expert introduced the transformational leadership concept he suggested that “the transforming leader as one with the ability to create visions and employ charismatic behaviors, they are purposeful and seek to understand the motivation and needs of their followers (Crowell, 2016). Not only does a transformational leader have the ability to empower and motivate others “transformational leadership emphasizes the importance of interpersonal relationships, and the goal is to generate employee’s commitment to the vision or ideal rather than to themselves” (Sullivan & Decker, 2009). According to Smith, (2011) the ultimate goal of transformational leadership is the leader and the follower to discover meaning and purpose in relation to their work, in addition to growth and maturity. There are four I's of transformational leadership " individualized influence, inspirational motivation, individualized consideration, and intellectual stimulation" (Riggio, 2014). The transformational leader causes changes in both the system and the individual. Creating positive and valuable changes in the followers with the result creating followers who will

Leadership can be defined as the process of identifying a goal, motivating others, and make them to achieve the mutually goals (Giltinane, 2013). According to Humphreys (2002), successful leaders do this by applying their leadership knowledge and skills. A good leadership is not only good at management, but also use different leadership styles in different situations. A successful corporation must has a good leader who have the flexible ability which can provide a suitable leadership to make the company successful. Furthermore, there have no perfect leadership styles in the world. Different leader have different leadership styles which also have the different strengths and weaknesses (Ali & Waqar, 2013). Leaders need to consider

To maximize the benefits of one’s leadership style, they should apply the four quadrants from the Competing Values Framework simultaneously to ensure maximum effectiveness. These four quadrants are labeled create, collaborate, compete and control. Effective managers have the ability to play multiple leadership roles especially when utilizing this strategic tool to develop supervision and management

Participating in the course Foundations of Organizational Leadership presented many opportunities to enhance and enrich my perspective on leadership as well as develop my own unique leadership philosophy. By observing the theories, models and cases presented in Northouse, Kouzes and Posner textbooks, I was able to learn through the experience of others what a true leader should represent. While considering the strengths and weaknesses of each theory, I am able to implement a leadership style with an effective approach tailored to many different types of learners. In addition, witnessing both the triumphs and failures of various businesses and leadership styles, helped me confirm my personal stance and aspirations towards becoming a leader. By implementing what I have learned from the course and textbooks, I will address in this paper what specific leadership theories, styles and models have contributed to forming my own leadership philosophy. In addition, I will also define the values, qualities, strengths and weaknesses and ethical considerations that pertain to my stance on leadership. By integrating a faith based approach as the foundation of my leadership style, I hope to implement my new philosophy into my current and future career path.

Would you be able to help Mr Cliff Thomason with some legal questions or would you advise me who should I contact to?

This worker met Ms. January Hollins in the children hospital. Privacy practices and Tennessen notices were reviewed and signed. The interview was recorded.

Venkat R., K. (2002). Transformational Leadership and Value System Congruence. International Journal Of Value-Based Management, 15(1), 19.

Center for Medical Progress’s David Daleiden appeared on CNN's New Day for an on-camera interview with Chris Cuomo. Even the most sympathetic of pro-lifers know the role Daleiden and his organizational have played in the current Right-wing attacks on Planned Parenthood. Common consideration is, Deleiden and the Center for Medical Progress did to fair well at the end of the interview.

According to organisational behaviour by McShane, leadership is defined as influencing, motivating and enabling others to contribute towards the effectiveness and success of the organisation of which they are members (page 382, McShane).Becoming an effective leader depends on the leader’s leadership style. Successful leaders have vision and charisma, also the leader should have an ongoing personality, talkative, careful and self-disciplined. The leader must also have self-concept

The research topic for this paper focuses on three subject areas from Chapter 4 of the text book, “Organizational Management and Leadership, A Christian Perspective”, that seemed most important (Satterlee, 2009). First, vision is an important leadership characteristic because it establishes purpose and sets the path to the future for the entire organization. Second, servant leadership is an important model for leadership as it results in a collaborative culture where all levels of employees are likely to work together to achieve goals. Finally, change leadership is important as change is inevitable and the longevity of an organization can be determined by how effectively change is managed.

Authentic leaders create healthy enterprises for the long term and almost without exception, emerging leaders have solid values and a sense of purpose. We are looking to make a difference, to contribute to a worthwhile cause through our work and to find a reasonable balance between our work and home lives. In addition, to work where we trust the leaders and share a common set of values is essential to the chemistry involved in organizational leadership. “We have different gifts, according to the grace given us. If a man’s gift is prophesying, let him use it in proportion to his faith. If it is serving, let him serve; if it is teaching, let him teach; if it is encouraging, let him encourage; if it is contributing to the needs of others, let him give generously; if it is leadership, let him govern diligently; if it is showing mercy, let him do it cheerfully” (Romans 12:6-8, 1984, NIV).

The modern leadership theories (hereafter, theories) recognise the importance of followers in the leadership process. These theories view leadership as an interaction between leaders and follower. They focus on the relationship between a leader and follower and view this relationship as the core to the success of any organisation. Kirsty’s leadership may be seen as reflective of all the path-goal theory, leader-member exchange theory (hereafter, LMX theory) and the transformational leadership theory (hereafter, TLT). In this report a discussion will be provided of the ways in which Kirsty’s leadership may be seen as reflective of all these theories and approaches to leadership. A critical analysis of the strengths and weaknesses of Kirsty’s leadership for the Sandwich Company’s (hereafter, company) will also be provided to highlight how these factors could interplay in the company’s continued success. The success of the company illustrates that Kirsty effectively uses the guidance provided by each theory to inform her leadership practice. However, the company’s internal and external environment is starting to change. Therefore, the potential weakness inherent in the theories associated with her leadership style could come to surface which may delimit the company’s continued success.

Success in our leading corporations are scrutinized, and closely evaluated as to the form of leadership style and the impact of its mission and/or vision statement. Many leadership models focus on the needs of the organization, such as production, competition, technology and management. The organizations mission statement broadly defines its vision and establishes the structure for values and principles to guide employees. In addition, the objectives in the mission statement are the means to achieve the organization’s goal, (Basu, nd.). In this essay, I will compare the company’s’ mission statements of TDIndustries and IKEA, examining and exploring the statements impact on the culture of each organization. Whereby, assessing the leadership principles expressed in each of the mission statements focusing on the organization’s reputation, treatment of employees and the its alignment to the objectives stated. Thereupon, identifying the principals of servant leadership’s alignment in TDIndustries assertion to being a servant leadership company.

Further characteristics of transformational leadership include concern for others, relationship building, communication, innovation, and other positive rapport building, leadership characteristics and values. Relationship building, communication strategies, and innovation have significant meaning for SAHC leadership who has the responsibility to form partnerships and coalitions to advance goals with workers. A leadership style that complements the values and principles of the individual leader and supports the culture of the organization, candid cognizance and comprehension of their own principles and philosophies, self-assured, and dependable signifies effective leadership (Avolio & Gardner, 2005; Gardner, et al., 2005; Smith et al., 2010). Effective leaders display competency, trustworthiness, performance abilities, and ability to motivate employees to adopt these same characteristics (Zubair & Kama, 2015).

Value leadership: are the motivations and needs of the organisation’s leaders and other personnel that influence organizational activities, decisions and employees behavior and attitudes.