Disaster Response Leadership Research Evaluation Table

First published in 1987, The Leadership Challenge is a guide for becoming leader. The book received many awards and its above two million copies are internationally sold. The book teaches principles of leadership that apply whether the leader is running a sports team or a fortune 500 organization. The book includes stories and examples of many leaders from micro to macro level (Founders and Authors, 2013). The basic leadership principles can be adopted by anyone to challenge status quo and increase leader productivity multifold. The book tells about the flow and hierarchy of values too (Machedo, 2013). One can use the guide without an instructor to develop leadership traits.

It is believed leadership can be taught. There are many training facilities and different present organizations that offer leadership training for their employees. These training classes are directed by psychologists whom utilize self-report questionnaires to help one understand themselves which will then, in turn, help them learn to lead others. John Storey in Leadership in Organizations argues that “it is impossible to lead others without a deep understanding of oneself” (Storey, 2004, p.125). There are various theories in regards to leadership, but according to our textbook they can all be categorized into six theory approaches. The first one is

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

Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.

The purpose of this assignment is to develop leadership and crisis management skills by using a real-life case study example (Argosy Lecture Notes, 2013).

In “Wither the Emergency Manager,” Niel R. Britton comments on Drabek's “Human Responses to disaster: An Inventory of Sociological Findings.” Britton describes six positive and negative issues in emergency management as it is today. In this paper, we will discuss the implications on emergency management as a field and on the individual manager.

The article described the key attributes to successful crisis leadership. Muffet-Wilett and Kruse (2008) believed that leaders are responsible for ensuring that the business of an organization is protected even in times of disruption. Organizational crisis can present itself in many different shapes and forms. How upper management and leadership responds and guides the organization through those moments of instability is key to the organization surviving the crisis. Prewitt & Weil (2014) stated that crisis has its genesis in the values, beliefs, culture, or behavior of an organization, which become distinct with

The synonymous term of crisis management and leadership has been around for years. It is imperative for a leader to be proactive and read the signals of a looming crisis. A crisis can be defined in terms of an unexpected, unprecedented, and dramatic event that causes chaos and destruction in an organization (Prewitt & Weil, 2014). A leader’s response to crisis defines the character of the leader. According to Dees (2013), crises situations should be used as teachable moments for themselves and others. These situations accelerate improvements, learning, and trust. A proactive leader can diminish the potential dangers and set backs of a crisis and turn the situation into learning and development opportunity for the organization (Prewitt & Weil, 2014). According to Prewitt & Weil (2014), leaders that lead from the front, demonstrate courage, show commitment, and maintain perspective are essential strategies and tools that a leader must apply during times of

A leader is defined as a person with responsibility to influence one or more followers and directing them to achieve a set objective (Sethuraman, 2014). In order to achieve that set of objectives effortlessly, effectively, and efficiently, the most important and valued trait of a leader is an effective leadership styles. Effective leadership styles are required in every organization at every level to be successful. The success or failure of an organization depends on the quality of leadership particularly on the part of top management. An effective leadership style can be developed on the basis of understanding of the situations (Sethuraman, 2014). Top management should know which leadership style is needed based on the situation to be most effective to gain trust and respect from their employee. There is no single method of influencing the behavior of employees for every situation. The employee’s level of knowledge on the task and can determine which leadership style that will be most effective for the situation. Preparing leaders to lead

The art of leadership is multifaceted, with areas for continued opportunity and improvement. A strong and effective leader possess a well-rounded set of skills and characteristics that allow for the group being led to be powerful followers. This is essential in order to have both leader and followers focused on a purpose and vision. Regardless of the type of organization, leadership is a necessity in a professional practice. Depending on the type of leadership, the organization can flourish or flounder. If a strong and effective leader is in charge with a clear vision in place, the organization is more likely to excel. On the contrary, with ineffective leadership in place, it creates a sense of chaos, offering minimal

Leadership is something that can be taught (Northouse, 2015. There are some valuable theories, which will be discussed later in this paper, how a leader can develop into having a strong influence in any daily aspect of their lives. Also later in this paper it will be discussed the various styles of leaders that can affect the behaviors of the actions of each leader. Each leader can learn these attributes or some of them just have the natural capability of being a leader.

Leadership has been a topic that has been researched for a long time in many disciplines. Leadership as a personality focuses on the characteristics of an individual that gives them power to act as leaders. There is leadership as an attribution this approach views leadership as phenomenon that causes group of followers to have outcomes.(Wu et al, 2010, 90).Researchers have used the following approaches to study leadership; they are mainly trait, behavior, power influence, situation and integrative approaches. Trait approaches focuses on the characteristics, values, skill and personality of leaders. Behavior approaches is focused on the leaders behaviors, differentiating between the behavior of ineffective and effective leaders. Integrative approach combines all the approaches to have a holistic picture of the process, outcomes and determinants of leadership. The approach that this paper uses is situational approach that is not leader centered but more on the significance of the context as an influence of leadership. Leaders should be able to choose the leadership quality appropriate to a particular situation.

3. Explain the stages of a crisis and the requirements for appropriate crisis communication during each stage.

“An organizational crisis is a low-probability, high-impact event that threatens the viability of the organization and is characterized by ambiguity of cause, effect and means of resolution, as well as a belief that decisions must be made swiftly.” – Boin, A. (Ed.) (2008) “Crisis Management”, Vol 2, Sage

The past decade has been wrought with crises on both a domestic and international scale. It has been marked by a glut of organizational crises including natural disasters, technology disruption, and acts of terrorism, scandals, and financial mismanagement.