LEAD 9350 Book Analysis: Leadership

Imagine you are standing in a hall overlooking a large dance as the people below you wander in seemly random directions. That is until you look a little closer. In the beginning people will stay around the edges, wondering from group to group. But as more people began to fill the room a select few will brave the dance floor, until next thing you know everyone is there: crowding towards the middle, eyeing other's dance moves, only to later copy them. Examples like this give others a chance to see how people can be broken down into two categories: the sheep, who are the followers and those who later stepped onto the dance floor, and the shepherds, of who are the leaders, the ones who mindlessly entered the center of attention. Scenarios like

The topic of leadership continues to attract several theoretical arguments as the practice of leadership varies depending on a variety of factors (Loveridge, 2014). However, the contributions made by John Wooden in transforming leadership are impeccable, with his many years as a basketball coach earning him admiration and success in equal measure. John Wooden, therefore, explains how leaders can get the maximum potential out of their followers through enhancing the individual abilities and shaping the personal efforts in a manner that guarantees personal peak performances and subsequent improvement of team or organizational performance.

In our book, "Followers are subordinates who have less power, authority, and influence than do their superiors, and who therefore usually, but not invariably, fall into line."

Ethical leadership can be defined in different ways. And also the definitions may include internal personality of leadership, which are values, traits and behaviours. Furthermore, ethical leadership can describe the features of motives and behaviour (Yukl, 2010). Ethical leadership is the leaders who have the good behaviour and performance and the right morals. Moreover, ethical leaders manage and organize performance, morals, and points of view into the culture of companies (Freeman and Steward, 2006).

believe that I will bring to my leadership positions. The main gift that I will bring is my ability to listen to anyone. No matter what the problem is, big or small, I am always available to listen. I believe that being a good listener is a great quality. These retreats really force you to open up and talk about things that you really do not want to talk about. However, when you do finally get comfortable tot talk you are going to want a good listener there to support you. I like to think that even the smallest problems or stories I am always listening. With a good listener, you are always going to need a person who is good at giving advice. I know that if I am selected to be a retreat leader I will try my hardest to give good advice. With

1) Occurs when a "follower" receives the benefit of an expenditure made by a "leader" by imitating the leader's behavior.

Full Range Leadership Development (FRLD) and effective communication plays an essential role in employee satisfaction and is linked to productivity and the financial success of an organization. Dissatisfaction can result in people providing less attention to care in their job performance and eventually quitting. According to (Daft, 2012) “One secret for the success in organization is motivated and engaged employees” (p.451). Motivated employees are very important for the success of the project, unmotivated employees are unlikely to work hard or to be productive when compared to motivated employees. According to (DeRosa, 2010) “Treat people as you expect to be treated” (p.73). Example; we should provide monetary rewards, like gift cards or praising them for their efforts in front of their peers like in a huddle or in meetings.

In Chapter 10 and 11 explain more in depth on being a good leader and what it takes to accomplish the leadership skill. Being a leader you have able to recognize and contribution with the people working with or lead by leaving a thank you note, smile, and public praise. By making the contribution will allow a leader to be able showing that they care and express their pride with the accomplishment with their team. A good leader will always have confident and respect with the people working with allowing the employee know that you build a trust and believe in them. Another part of being a good leader able to give feedback and able to take risk with their team member. Be able to have the courage and believe in your team. You have to celebrate

The leadership strategies that promote positive results in a learning organization are based on the leader taking stock of his or her self-assessment, being responsive to team needs, self-perceptions, and understanding the organization's overall goal (“What Makes an Effective Leader, n.d).” Also, including learning device opportunities for group reflection, personal reflection, and team building (Conger, 1992; Lester, 2015). For example, per “What Makes an Effective Leader (n.d),” an effective leader periodically take stock of her personal strengths and weaknesses. She asks: What should I do to be effective? What am I good at?” “What are my shortcomings, and what do I dislike about my actions?” These questions augmented answers stating understanding

The essay “How to Be a Leader” by Michael Korda, published on January 5th, 1981 in Newsweek, illustrates what attributes make a good leader. People seek for a leader in desperate times, inflation, crisis’ or unemployment. Korda argues that we have a distinct image in our heads of what a leader should be like. An unforgettable trademark is one feature that is easy to remember, whether it be a big nose or a hat. Furthermore, people look for someone better than them, but they should not be too different than the majority.

– his target audience. Inside the higher man there are different instincts/drives that are forever battling making them a chaotic being. This results in suffering and possible self- destruction. To reach life-affirmation one must take hold of this chaos inside of them. Because that isn’t an easy thing to do, a person might give in to a “Herd Instinct”.

Mr. S has a combination of followers, ranging from highly active followers to passive. Mr S does little to understand the needs of his followers. This is an important omission, as without understanding and then meeting the needs of their followers, leaders are less able to influence their follower’s behaviour over the long term (Maslow 1954, cited in Hughes, Ginnett & Curphy 2015, p. 341)

leaders inducing followers to act for certain goals that represent the values and the motivations-

‘’Leadership consists not in degrees of technique but in traits of character; it requires moral

The Transformational Leadership approach is part of the new leadership paradigm which gives more attention to the charismatic and effective elements of leadership. The Transformation Leadership model has had a tremendous influence on the modern understanding of leadership (Schuh, Zhang, & Tian, 2013). It involves an exceptional form of influence and often incorporates charismatic and visionary leadership. Transformational leadership theory provides a broader view of leadership and places a strong emphasis on followers’ needs, values, and morals. The 1978 work of James McGregor Burns marked the emergence of this approach. He wrote of leaders as people who tapped the motives of followers to better reach the goals of leaders and followers. Burns distinguished between two types of leadership, transactional and transformational. Transactional leadership is very common and is based on a rewards for compliance approach. The transactional approach is task-oriented and can be effective when meeting deadlines. In contrast to transactional leadership, transformational leadership provides inspiration and motivation to invigorate others to pursue the vision of the team (Giltinane, 2013). In 1998 Bass coined the term, pseudo-transformational leadership to describe leaders who are