Leadership As A Social Influence Process

In the preface of Followership, the author Tom Atchison, states the reason there has to be a dynamic followership and Leadership role it 's not that there 's a lack of effective leadership in healthcare, it’s that the current, worsening, issues are the moral and the staffing shortages of followers which result in a toxic work environment and the challenges on how followers overcome that while being a productive team.

Leadership is not just a ten letter words. It is a concept to define various elements required to have some sort of authority while performing any nature of tasks. The basic element for good leadership are knowledge, imagination, determination, integrity, ability etc. with a situation or circumstances at any of the construction site, I will elaborate a clear picture of practises actually mandatory by a supervisor. Considerable factors in this exercise will be the status and life style of the work force.

In order to better understand the ideals of leadership, I met with two respected and admired school leaders: the Assistant Principal/Dean of Curriculum, and the Athletic Director. I chose these two school leaders because I wanted to gain an understanding of leadership from two diverse perspectives. I am thankful for the opportunity to hear from two different types of leaders, who ultimately share a lot of the same visions for my school and for leadership in general.

Men leaders are often praised and rewarded when success comes their way, whereas women see success as coming with a cost (Luscombe, 2013). Data has shown that “success and likability are positively correlated for men and negatively correlated for women”, but this realization has led her to be a more powerful and thoughtful leader in her role (Luscombe, 2013). It explains why her female employees will negotiate hard for their clients, but not themselves, and why women are less eager to boast their accomplishments or go for higher leadership positions (Luscombe, 2013). Changing this way of thinking connects to what we have learned about leadership in class, specifically the fifth element of what leaders do best: encourage the heart (Management, 2017). If women feel appreciated, and like their ideas matter in the workplace, they are more likely to stay and succeed. Women are twice as likely to believe that their gender will make it harder to advance (Sandberg, 2015). Therefore, knowing this correlation between success and popularity as a manager completely changes the review on employees, especially women. Additionally, visions in companies fail when it becomes outdated (Management, 2017). It is becoming increasingly normal and essential for women to play a large role in the leadership of companies, and the gender bias is

Women can become change agents in their organizations by stepping out of their comfort zones and becoming champions with a set of proven strategies to overcome barriers to Human Resource, structural, political, and symbolic contexts. Disabling negative responses to change such as anxiety, confusion, invisibility, and lack of purpose to the positive actions of engagement, empowerment, support, and training are a few areas to improve employees’ viewpoint toward any modification. Always, the transformational leadership style demonstrated by female leaders uses an enhanced mechanism to enact change as it relies on communication, collaboration, and cooperation. (Bolman & Deal, 2003).

After reading chapter 11, Leadership and Influence Processes, I have come to the opinion that leaders are not born, they are created. Some leaders have been created or developed as a result of necessity to get involve in a “call for action” to serve something they may felt to be the “greater good.” While others have been developed by acquiring knowledge and education mostly to satisfy their personal goals to increase their earning capabilities and or to supply themselves and their families with better lives.

Leadership Influences and Definition of Leadership – Without our people, we would have empty offices, useless aircraft, and vessels tied to piers. Without leadership, we would have people without purpose – people with no direction or mission to perform. Up until I was at my third unit, had nearly ten years in the Coast Guard, and had been a First Class Boatswain’s Mate for almost six years, I cannot recall being subject to any positive leadership experiences. The units and operational community that I served in for my first two tours were comprised of members with a very self-centered mentality. It always seemed as though the senior members were trying to bring others down in hopes of making themselves look better, and junior members were forced to fight for table scraps like wild dogs. I was raised in this environment, from E2 to E6, where policy was not referenced, and things were done a certain way “Because that’s how they have been done in the past”. We usually did things for one of two reasons: because we had no choice or for personal benefit. Those at the unit with positional power did not look out for their people; they were too worried about their own agendas. We followed them because we had to, not because we wanted to. Leadership is the art of gathering followers, giving them a purpose, and developing them into someone that others will in turn want to follow. I did not begin to witness this phenomenon until it was nearly too late. My first taste was during my tour

The hypothesis of this paper must be defended from both sides of the argument in order to be properly investigated. Anyone has the potential to be a leader, be that male or female. Leaders are not born to one gender or the other specifically. A leader develops an identity through relational and social processes and comes to see oneself through these processes. This would apply to either a woman or a man. If one receives positive validation for one’s self-view as a leader, it bolsters self-confidence and increases one’s motivation to lead (Chan & Drasgow, 2001; Kark & van Dijk, 2007). As one’s leadership opportunities and capacity to advance in leadership grows, the likelihood of advancement and endorsement within an organization grows as well. The recognition and respect gained by these experiences, further fuels the search for new opportunities, growth, and so on. These qualities and opportunities are available to either gender. Contrary to this, if one fails to receive validation for leadership attempts diminishes, so does self-confidence and the motivation to seek out other opportunities or to experiment, and take on new leadership roles (Day et al., 2009) thus weakening one’s

This paper was prepared for MGT 210, Applied Management Concepts, taught by Dr. Charlene Glenn.

Albion, M. J., & Gagliardi, R. E. (2007). A study of transformational leadership, organizational change and job satisfaction. Retrieved from http://eprints.usq.edu.au/3098/1/Albion_Gagliardi.pdf

In a leaderless self-sufficient workgroup setting, if individuals have a high inspiration to lead others and effectively participate in administrative practices. These inspirations and practices would recognize them from other gathering individuals, driving them to be perceived as leaders of their gatherings. Subsequently, motivation to lead is an imperative determinant of the initiative rise in self-sufficient work groups. A developing number of associations have embraced self-sufficient work groups as a result of their viability in encouraging competition (Oh, 2012).

According to Huber (2010), leadership is “the process of influencing people to accomplish goals” (p. 4). Management is then defined as the process of coordinating and integrating resources by planning, directing, and organizing. Huber (2010) then goes on to explain that effective leadership is a blend of both leadership and management principles and techniques. It is important for nurses in management positions to demonstrate effective leadership qualities. This includes having good interpersonal skills, conflict resolution skills as well as having a vision for your facility. One such leader is Susan Hilton, a manager at a private for-profit Skilled Nursing and Rehabilitation Unit.

Women still have challenges in the work force and still are not looked at in the same eye

Furthermore, Eagly and Carli (2003) also conclude that female leader were more transformational and applied contingent reward behaviours which is one of transactional leadership component. Conversely, male leaders were more likely to involve two other aspects of transactional leadership which are active management by exception (waiting for a follower’s mistake to corrected it) and passive management by exception (waiting for issues to become severe before solving it). Men also show a relatively high interest in laissez-faire leadership. That different categorization of leadership style became popular by Burns in 1978 and then Bass in 1985. Transformational leadership “intellectually stimulate” and “inspire” their

Gender and leadership? Leadership and gender? A journey through the landscape of theories start off by giving a statistical summary of percentages of women in higher echelon position in the workforce. With this information in the intro, the article quickly highlights the limited representation of women in exclusive positions in Fortune 500 companies. Next, the paper examines multiple theories why this problem exists in the workforce. The four theories examined are biology and sex; gender role; causal factors; and attitudinal drivers (Appelbaum et al, 2003, p. 44).