Leadership, Ethics And Social Responsibility

Leaders are aiming to control and surveillance employees through sensible and thrifty intention (Bass, 1985). It simply requires an agreement between leaders and followers toward organization goal (Burns, 1978). In transformation leadership, leaders focus on changing followers’ moral sensibilities and potentially increasing their motivation beyond self-interest (Kezar & Eckel, 2008, p. 381). It needs more associated with outcome criteria than transactional leadership (Rowold & Rohmann, 2009, p. 42). Transformation leadership helps to build positive relationship among staff and raising their morale. In contrast, transactional leadership helps to build the fundamental structure of the organisation (Kezar & Eckel, 2008, p. 383).

These types of leaders, according to Avolio (1991) possess the characteristics of individual consideration, intellectual stimulation, inspirational motivation, and idealized influence. This paper will examine the outcomes that are a direct result of transformational leaders who exhibit these types of traits such as job satisfaction and organizational commitment, job stress, safety, supervisor satisfaction, team, performance, and general.

The Everest simulation used the dramatic context of a Mount Everest expedition as related to management concepts exploring the role of leadership, effective communication, and team work to achieve success. The simulation required students to work in cohesive teams consisting of five members, where each individual was assigned a specific role and a goal. The roles included the team leader, physician, environmentalist, photographer, and marathoner. Some goals were contradictory in order to assess how the team reacted to complex and sometimes conflicting situations. Before the actual simulation started, the group discussed the general approach and how to deal with

There are many models of leadership that exist across a range of fields (e.g. social work, education, psychology, business, etc.). The ability to transform an organization successfully requires a different set of attitudes and skills. Transformational leadership is an approach where a leader utilizes inspiration, charisma, individualized attention, and intellectual stimulation with their employees (Iachini, Cross, & Freedman, 2015, p. 651). Transformational leadership helps to clarify organizational vision, inspires employees to attain objectives, empowers employees, encourages employees to take risks, and advocates the seeking of alternative solutions to challenges in the workplace (Transformational Leadership, 2015). It allows the leader to engage and motivate each follower identify with the organization’s values and goals.

The three articles used for this comparison matrix looked at transformational leadership and how it affects those in relation to each study. The three articles were all written with a different purpose in mind, with all three correlating to the same hypothesis, “How does transformational leadership affect employees/individuals in different settings?” With similarities found in topic, it was also evident that there were several contrasting variables within each article. The three empirical articles that were utilized for this comparison were as follows: Transformational Leadership in

Transformational leadership’s influence on job performance, job satisfaction, employee attitudes, and employee engagement has been studied and compared to the influence of transactional leadership on the same. This paper compares three studies by three different researchers. Wright and Pandey (2010), Emery and Barker (2007), and Hechanova and Cementina-Olpoc (2013) conducted empirical research to determine the degree of influence transformational leadership played in each of their sample populations. This

These leaders are role models to their followers. A key ideal of transformational leadership is the readiness to test the position quo. Transformational leaders must have personality and self-confidence; with these characters it will help the leader to encourage the followers. Transformational leadership can encourage their followers in either a positive or negative way. This form of leadership can get muggy only because leaders attempt to try and change their follower’s thoughts. Additionally charisma can have a down side

The purpose of this paper is to reflect on my thoughts on how I can utilize certain methods that will help shape the vision of the organization. I will explain how ethics play a role in leadership and decision making. This week I encountered multiple dilemmas which affected my actions at work, home, and school; in this paper I will exploit those dilemmas and how they are considered weakness that I incorporated in my IDP. Using last week 's assignment to start an IDP, I came up with certain actions (part 3) to take to further advance myself as a leader. The reasoning behind these actions will show how proper ethical actions define a leader, and the influence it holds with the organization’s culture.

Transformational leadership theory applies four factors for leaders to influence employees to perform beyond their abilities. These factors describes leaders that promote leadership through idealized influence, inspirational motivation, intellectual stimulation, and individual consideration (Shresh & Rajini 2013).Transformational leaders are deem as the most effective leadership style because of their character strengths as a excellent role model who leads by example and manage people based on their strengths and weaknesses to optimizes the organization performance (Shresh, & Rajini, 2013). Transformational leaders are known to reward, encourage and mentor people based on performance through inspiration, creativity, and innovation to solve problems to exceed expectation of the organization (Smith,

Transformational leadership comprises four components: inspirational motivation, idealized influence, individualized consideration and intellectual stimulation. The transformational leadership style can create positive outcomes for followers, which is a positive reflection of their leadership style. The transformational leadership style also has its dark side. Schuh, Zhang, & Tian (2013) describes two types of transformational leadership style, the first type of transformational leadership focus on altruistic goals and common good and behavior characterized by high moral and ethical standards. The second type of transformational leadership style is self-centered, focuses on their own status, authority, power, and position at the expense of

I believe that as a part of the role and authority as an ethical leader in the community of faith, a pastor is called to be a guide, namely to provide information on current ethical issues of note in society, offer her view of how the gospel’s teaching and model of Christ intersect with these issues, and advocate that time and safe space be created in the congregation to discuss and debate these issues.

1. This chapter suggests that leadership has a moral dimension and that leaders have a responsibility to use their authority for the common good. Do you agree? Discuss

Plato once asked whether you would rather be "an unethical person with a good reputation or an ethical person with a reputation for injustice." Ethical leadership has long been a debate in regards to its importance and place in the universal business world.

Transformational leadership are classified into four components which are pointed out by Bass (1990, p. 28), ‘charisma, idealized influence, inspirational motivation, intellectual stimulation and individualized consideration’. Apart from these basic roles, charisma leadership, a collection of personal characteristics, has its own role of literature since it has similarity with transformational leadership and they are contribution to each other (Bertocci, 2009, p. 43; Judge & Piccolo, 2004, p. 755). Leaders’ behaviour reflects them being role models for their followers. Followers respect, admire and trust their leaders who have charismatic effect on their followers to an extremely high grade are willing to take risks

Ethical leadership is leadership that is involved in leading in a manner that respects the rights and dignity of others. As leaders are by nature in a position of social power, ethical leadership focuses on how leaders use their social power in the decisions they make, actions they engage in and ways they influence others. Leaders who are ethical demonstrate a level of integrity that is important for stimulating a sense of leader trustworthiness, which is important for followers to accept the vision of the leader.