Leadership As Stated By Northhouse ( 2010 )

StrengthsFinder 2.0, written by Tom Rath, was a book I chose for a purpose. Rath mentions that when we live within our shortcomings/ our weaknesses, we tend to live in this world unhappy and unmotivated (Rath, 2007). In this paper, I will discuss some background and major topics presented in his book. I will describe how his topics can be useful in nursing practice, as well as my own practice. I will end this paper with a look into how his book helped me to grow in my own soon-to-be leadership role.

The article was about leadership and motivation in the organization. How to measure organizational climate and the effect it has on the company. Organizational climate is the way a employee relates to there manager or leader. The relationship that the two share whether its good or bad and how it effects the labor of the employee. The environment that the organization operates in and how the employees adapt to it. Good leaders should focus on motivating their employees. High performance climate is measured by a employee doing what ever it takes to achieve there goals in the organization. Low performance climate is measured when employees are not achieving there goals and not always completing their daily task. The better the leadership is in an organization will tell show in the labor that is produce from its employee. Good leadership in a organization makes the work environment a better place for every one in the organization and will help produce good labor.

This is an introduction to the Servant Leadership Questionnnaire or SLQ, introduced in Chapter 10 of the textbook “Leadership: Theory and Practice” by Peter Northouse (Northouse, 2016). The questionnaires were designed, to evaluate leadership styles (Northouse, 2016). The following is a brief summary of the resulting scores of the questionnaire which are tallied in categories representing emotional healing, creating value for the community, conceptual skills, empowering, helping followers succeed, putting followers first, and behaving ethically. Next, a paragraph with a short assessment of the results. Finally, a brief analysis of the impact the ten characteristics of the Servant Leadership style might have on one’s personal leadership style.

“Leadership next” is an excellent book which has summarized most of the common challenges that we face in today’s ministry. I enjoy this book very much when I was reading it. Though there are many information and data in the book, yet I can relate very well to most of the issues that he has discussed, and I wish that my church elders and intern have the opportunity to read this book as well. One of the challenges we face in our church is the generation and culture diversity. I find it encouraging as Gibbs also sees that the coexistence of the multiple generations as a blessing not a curse.

Northhouse (2015p. 123) has identified three categories of leadership including “administration skills, interpersonal skills, and conceptual skills.” The ability to be an effective supervisor is dependent on one’s ability to utilize both the relational and interpersonal skills. The supervisor’s role in the Phoenix House is multidimensional and requires both managerial and leadership skills to be successful. The senior social worker manages the work of four social employees and two interns from the university and implements weekly staff meetings as the primary form of communication. Within these meetings, the concerns and procedures are being addressed, by the social worker.

This paper is a briefing document that proposes a logical philosophical, hypothetical cover on leadership, assessing the ways the theory and practice connected into a synergistic shape, by evaluating structures of leadership. I will endeavour to illuminate, by examination, the significance of thoughts and ideas around leadership; I will give an individual reflection towards the end of this paper on the collaborative effort and an individual personal

Organizational climate is the feeling of the overall organization. Glisson (2015) refers to leadership as meeting the need of its members play a huge role in the climate. The leadership behavior determines all staff and the culture of the organization. Also, the organizational climate plays a role in relationships among staff. If the leaders within the organization have discord than it will reflect in all staff (Hemmelgarn, 2006). Task oriented jobs play role in both retention and how one feel regarding the organization. If the climate of the organization is not designed to allow the DCW to be involved in the decision making process of patient care, it will decrease motivation, job satisfaction, and increase retention (Riggs & Rantz, 2001).

Rufus thank you for your post; it was enlightening to read. As you mentioned, Ricketson's one way to change church culture from power and control cultures to role and responsibility cultures, which is by consistently teaching a biblical organizational perspective, deem sound basically due to its approach. It is my belief that a Bible based approach always proves most beneficial. Thank you, for your added study and additional research that stated, the church and its leadership, as a whole must be under the auspices of Jesus Christ. In addition, I for one agree totally, in that Jesus Christ was the model leader for all. Also, I concur with your judgment that stated, in a church persons who are to follow the leadership of Christ, the Head of the church, performs biblical leadership, which enables leaders and others to discern the way the means of the Holy Spirit’s guidance.

Identify and explain a workplace leadership and management role familiar to you. Describe how the role aligns with leadership theory.

The most significant major leadership behavior in leading others is task motivated. Fred Fiedler uses the least-preferred coworker (LPG) scale to determine what motivates the leader. The task that comes easier to me is relationship-motivated (high LPC). This is the motivation that is a distraction from doing the task at hand. This naturally, would be the choice that is preferred because it presents opposition to meeting the company objectives. The high (LPC) has many reasons that relationship-motivated people find most appealing.

The truth from our book, The Truth About Leadership, that has stuck out to me the most is in Chapter 2 when it talks about credibility. I think this stuck out to me the most due to my relationships I've had in business. I've learned from my father (business owner for 20+ years) the best way to be in a position of leadership is honest and truthful. People can tell when they aren't being told the truth and when it seems like you're unsure of yourself or playing the part you are soon caught by your colleagues. Most importantly from this chapter I took away that leadership is for someone who aspires to lead and who can guide a group of followers.

Northouse (2012) suggests that authentic leadership’s roots originate with transformational leadership; “It was identified earlier in transformational leadership research but never fully articulated” (p. 253). With authentic leadership being one of the theories which most influenced me, I thought it important to talk about this theory and learn how authentic leadership sprouted from this earlier system. As stated by Northouse (2012), the transformational leadership theory originated in 1973 by Downton (p. 185). “As its name implies, transformational leadership is a process that changes and transforms people” (Northouse, 2012, p. 185). This style of leadership is similar to authentic leadership in that they both relate to creating connection with their followers. In addition, as remarked by Northouse (2012), “Transformational leadership is concerned with improving the performance of followers and developing followers to their fullest potential (Avolio, 1999;

(Democracy) The United States proud name is rooted on freedom. Even though voters can set trends it does not guarantee a great leaders will be produced on a consistent basis, as each leader is faced with different challenges and struggles during their term such as war, depression, foreign relations,

Over the years, a great deal of time, and research has been dedicate to the study of leadership. Even with extensive data on the topic, many still disagree on what leadership really means. Hence, leadership is a word that has many different meanings and different researched theories associated with it. On a basic level, leadership involves having and establishing a clear vision, sharing that vision with followers, respecting followers, and leading an organization with excellence while ensuring that everyone is part of the team. Leadership is also a method by which a leader uses his or her influence towards getting a group of followers to take ownership or buy into a vision.

The stresses that we as leaders encounter daily tend to become a problem across all organizations and the leaders of today find themselves facing many challenges such as coaxing people at all levels. For anyone that has led, you know the main part of leadership does not begin at the top, it stems from the middle level leaders. In the book “The360-degree Leader”, authored by John C. Maxwell, he outlines philosophies a leader can implement in an effort to increase significance and empower on all levels of the organization. A leader that follows the 360 model, leading up, leading across, and leading down should be able to apply its principles, in order to be successful. From my experiences, I feel that most supervisors have a feeling that because they are not as high on the management ladder, they are not in a spot to influence their manager, peers, and employees. Following the model allows leaders to use the three different philosophies described by Maxwell, to more effective and efficiently influence others and become an all-around 360-degree leader (Maxwell, 2005).