Leadership Is The Leader, And One Where A Leader Inspired Me

This paper will first discuss briefly what ethics are and provide the definition for an ethical issue. An ethical leadership issue is identified and explained for this author’s practice area. We will then identify and discuss key strategies for leadership that are pertinent to the ethical issue. Next, empirical evidence which supports the strategies discussed will be analyzed. Then, the impact and importance of the strategies will be stated. The final step will be to provide a conclusion to the reader that summarizes the content and strategies.

Leadership goes beyond management, for some, leadership is instinctual and pours over into your personal life. This paper will discuss a leader I admire in my personal life, and analyze their leadership style. I will discuss how that leader has influenced my leadership style, as well as how things like environment and the economy affect my leadership approach.

Being a leader is not considered a job or position. Becoming a leader is not a talent, job or position. Although, leadership can be rewarding and difficult at the same time. In today’s society, “the kind of leadership necessary to move social movements forward is very different from the type of leadership required in a military setting, especially on the battlefield. A more sharpened focus on leadership processes versus individual leader traits and behaviors deepens our understanding of the complexities and interactive nature of leadership” (Komives, Lucas and McMahon 2013, 46). My goal is to understand how to face the complexities in life as a leader to communities, universities, organizations, the workplace and the world. As a leader,

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.

A leader takes diligent time in considering the ability to adhere to other people’s interests and presents their followers with a positive mindset. This summer, I accepted an invitation to participate in the Dale Carnegie Young Adult Leadership Program. Attendees of this program learned several skills that can be applied to future experiences, especially on how to become an effective leader. Everyday, the attendees acted as leaders by accomplishing various tasks that forced them to reach out of their comfort zones. We acted as leaders by leading group

Caldwell, C., Dixon, R., Floyd, L., Chaudoin, J., Post, J., & Cheokas, G. (2012). Transformative Leadership: Achieving Unparalleled Excellence. Journal Of Business Ethics, 109(2), 175-187. Retrieved from:

Discuss the outcome of the leadership style in terms of the follower’s perspective, satisfaction, and organizational effectiveness.

Northouse, P. G. (2013). Leadership: Theory and practice (6th ed.). Thousand Oaks, CA: SAGE Publications, Inc.

The aim of this article is to explore different leadership styles and the way they influence their work outcome.

It was Thursday, August 25, at eight in the morning when I walked into my second leadership class ever. The first class was just reviewing the syllabus so to me this was the real “first class”. We discussed The Leader’s Companion by Gardner and how there is currently a cry for leadership. I heard that there was a need for leaders at all levels and that can be achieved by studying leadership. After hearing that I understood there was a problem, I wanted to be the adequate leader the world needed and I first needed to gain a good understand the information learned in class. Throughout this semester I have learned a lot about myself, group interactions, and my leadership identity, which all come together to enhance my understanding and appreciation of leadership itself.

Empathy was also noted to be an important aspect, without it the leaders would not be able to demonstrate consideration to the individuals(Harms, 2010). Other important attributes to a transformational leader includes showing self-confidence, emotional intelligence theses are all correlated with being a strong and successful leader (Harms, 2010; Hutchinson, 2013). Some important effects of transformational leadership is increased commitment to the organisation, improved staff health with lower numbers of staff with anxiety, stress and emotional exhaustion. Within the work environment reports of better role clarity and less conflict and uncertainty were evident as well as an increased productivity rate(Cummings, 2010). Transformational leadership works on the assumption that the workers become more motivated when they are encouraged to engage with their own governance and work environment, it works throughout the ranks but especially on lower ranked employees due to the shared government that transformational leaders are empowering them to do(Donogue,

2011) because transformational leaders focus on the common good and long-term interests of the organization (e.g. Schuh et al. 2013). However, recently there has been an interest in investigating the negative effects of transformational leadership, known as pseudo –transformational leadership. Pseudo transformational leadership refers to leaders who violate the basic ethical requirement for transformational leadership. Therefore, in comparison to subordinates of authentic transformational leaders, the subordinate of pseudo – transformational exhibit negative attitudes and behaviors such as overdependence on, unconditional loyalty to, and fear of their supervisors, which may discourage them from proactively working toward the company’s long-term interests (e.g. Schuh et al.

Aubrey Malphurs, in his book Being Leaders, posited a transformational leadership that values gifted leaders, advocates high moral standards, sees the importance of an organization’s mission and vision, encourages people not only to think for themselves but also to think creatively, listens to people, and gives attention to and mentors followers. Leadership is regarded as the art of motivating and empowering others to pursue goals that are fulfilling to leaders and beneficial to the organization or community to which they belong. Bruce Avolio asserts that transformational leadership causes leaders to raise the level of identification, moral maturity, and perspective of those they lead. Over time, they develop their followers into leaders. They broaden and enlarge the interests of those they lead. Their shadows are much deeper and longer in terms of their effects on others, and by and large they are very positive shadows over time.

Career satisfaction depends on individual find is his work roles adequate for his career characteristics, establish the adequate occupation, working in a good environment and situation, and those can help individual growth and exploratory experiences, to consider congenial and appropriate. (Brown, D. ,2002). For this, if the individual performs well on career, they will get acceptance form others and get satisfaction.

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.