Leadership Culture : A Review Essay

According to the textbook, Introduction to Leadership: Concepts and Practice, there are over 100 definitions of the word “leadership”, and all of them are unique in their own way (Northouse, 2015, p.1). There are so many different aspects to leadership that is it nearly impossible to have one definition that covers every area. Each and every person that is a considered a leader has his or her own way of leading because every situation, whether it be work, a team, at home, etc., calls for different and distinctive ways of leading people. Northouse states that there are six main aspects of leadership; it’s a trait, ability, skill, behavior, relationship, and an influential process (Northouse, p. 3-6). Giving a clear answer as to what leadership is defined as is very difficult, but this paper will talk about my specific leadership skills and what leadership means to me.

As a professional leader, role models are an important source of inspiration and development. The ability to deliberately aim to improve as a leader is equally important. In the Army, the Leadership Requirements Model found in doctrine provides the framework necessary to make those deliberate improvements. This framework presents the opportunity to analyze our leadership role models using the Leadership Requirements Model and assess how that leader has contributed to the Army or the Non-Commissioned Officer (NCO) Corps. Additionally, it is important to apply the same analysis to how that role model has influenced our own leadership. Lastly, with these considerations in mind, leaders can project into the future and determine what kind of legacy they wish to leave. The purpose of this analysis is to explore these opportunities and the relationships between doctrinal leadership, a legacy leader, and my own leadership and legacy. My father, retired Chief Warrant Officer 2 (CW2) Nelson Stydinger, had a significant influence on the profession during his own service. He also represents my most important leadership influence throughout my career and his record informs the type of legacy I would like to leave as an Army leader.

With the rapid changes in a health care system around the world, healthcare organizations need to develop strategies that will help the organization to sustain with any difficulties that may arise. Healthcare systems expand their cultural leadership strategies in order to gain a thorough understanding of situations (Johnson, 2009) that will effectively improve their operations in community. Healthcare organizations use both the dynamic culture leadership (DCL) and the omnibus leadership as a model for implementation and a strategy for their success (Johnson, 2009).

There is no “one size fits all” when it comes to structure and culture within an organization since industries and situations can vary. Furthermore, if an organization wants to improve its effectiveness and performance, their organizational culture needs to be strong and provide a strategic competitive advantage when it comes to its beliefs, and values. Organizations can differentiate itself from one another by those that do not have structure and culture. It is important to know that employees in all organizations want to work in an environment of trust and respect where they

The belief of leadership is constantly changing, with many theories and frameworks available. Today’s organizations face ever-increasing change, which includes increased patient demands and work needs, which requires a more adaptive flexible leadership that is becoming increasingly important in the 21st century. Leadership theory and philosophy can be divided into several well-known styles. Within this paper, we will discuss the basis of autocratic, democratic, laissez faire, servant, charismatic, transformational, and situational styles of leadership within the nursing profession, then conclude the writer’s personal philosophies of leadership.

How important it is to understand a leaders worldview is vital. When we are a leader or employee of a business a huge aspect of business ethics is loyalty, if we are in sync of the vision, policies, and model of the business then in order to succeed in our contractual duties is to believe in the direction of the business and display it. Loyalty is really forming us as an living billboard of what business we are associated with. How can we know this to be true let us take an interpersonal survey of how many conversations we have with family, friends, and others that the content of the dialog without fail is threaded with questions about the business your associated with and the direction it is going.

Leaders that demonstrate a commitment to behaving in an ethical manner are viewed as trustworthy and subordinates gravitate toward them. Ethical leaders have a foundational belief in honesty and trustworthiness and disseminating these principles throughout the organization. This paper will present ethical leadership models as tools for merging diverse cultures into the existing organizational culture. An overview of which leadership models, styles, and traits are most commonly accepted as ethical across the greatest array of social cultures will be discussed. The paper will culminate with a selection of a particular leadership model as a tool for shaping organizational culture and the rationale for selecting that model.

My leadership philosophy is all about people, to elaborate on this principle I believe that Soldiers are the Army’s most precious assets as a fighting force. I believe that leadership is treating Soldiers with respect to influence them in order to achieve their full potential and strive to provide them with mentoring along the way.

Although trait and skill theories have ideas that can be intertwined and can be compared

Leadership is an important factor within a business environment and often plays a significant role in achievement of organisational success (Landis, Hill & Harvey 2014). However, leadership is an art, therefore there is no simple formula for effective leadership (Hughes, Ginnett & Curphy 2015, p.33) and a leader’s effectiveness can often only be understood in the context of the leader-follower-situation interaction model.

Chapter sixteen discusses various leadership theories which can implemented by leaders to achieve success. The choice of leadership theory differs from leader to leader as they possess different vision and way of managing. A theory isn 't always perfect in itself, it is the endless effort of the leaders which makes the theory a perfect one. Two approaches of leadership that I prefer are Situational Leadership Theory and Servant Leadership Theory. Among many theories I prefer these two because I tend to practice those principles most of the time and I assume these are theories that I truly tend to continue in a long run.

In today’s dynamic business environment leadership must understand the value and importance of their organizations’ culture. While it may never be formally defined, leadership must have a vision of their intended culture and a plan for creating and maintaining it. This vision will serve as the potter’s clay that determines everything from the dress code to the organizational structure. This paper examines two methods organizations can choose to create and maintain a healthy culture.

Over the years, scholars and management theorists have cultivated several leadership styles that they have encouraged people to apply and try to implement. However, most of these theories have shown various short comings. Typically, none of these styles has proven to work best in diverse situations. In the late 1960’s, the Situational Leadership Model was developed. In this paper, I will discuss the details about the situational leadership model. In detail, the paper begins with a defined introduction of what the situational leadership model is about and an interpretation of its origination. An outline of the model will follow after which a discussion about the benefits and drawbacks of this model will shortly follow.

1. Discuss the corporate culture at Southwest Airlines and how it leverages its culture to achieve a competitive advantage.

This paper is a critique of preceptor leadership methods. I will describe my current preceptor’s leadership style, giving an example of an observed valuable leadership strategy and why I found it to be successful. Shadowed by an example of an observed unsuccessful leadership strategy, how I responded, and a recommended strategy for the situation described. Ending with the type of leader I aspire to be in the future and my final thought regarding leadership.