Leadership Styles

When developing a template to assess which leadership styles are best suited to mitigate the effects of a decline in financial compensation, it is imperative to understand leadership theory. One of the first pioneers in leadership theory was Kurt Lewin. Kurt Lewin (1890–1947), was a prominent figure in psychology in his generation. He provided a solid foundation to the teachings of organizational development. In many circles he was known as the father of organizational development. He was best known for the development of field theory. Field theory was essential because it allowed business professionals to understand why undesirable behaviors was produced. It also taught how to bring about desirable behaviors. Field theory was developed in part because Lewin wanted to address organizational employee turnover.

According to Harold Koontz, “leadership is defined as an art or process of influencing people so that they strive willingly and enthusiastically towards attainment of group goals”.

A leadership philosophy helps to define and let others know what you expect, what things you value, and how you act as a leader. Different styles of leadership are needed for different situations. Every leader needs to know when and how to display a particular approach of leadership within a group. Leadership strategies define every leader’s personal leadership style. Three leadership styles of a counselor are the following: authoritarian style leaders, democratic style leaders, and laissez-faire style leaders.

Urban Meyer is the head coach for The Ohio State Buckeyes football team. He is 49 years old and was born in Toledo Ohio. He attended University of Cincinnati where he played football. Coach Meyer is married and has three children. Prior to coaching Ohio State he retired from coaching was working as a sports analyst for ESPN. Before retiring and working for ESPN, Coach Meyer was the head coach for the University of Florida. He led the Gators to two BCS championship wins and he held the highest percentages of wins for any active college football coach. (www.ohiostatebuckeyes.com).

All the theories speak about the same aspect of leader, that they can access the key follower and situational factors.

To successfully define, enter, and grow the new market segment, combination of team and transformational leadership approaches are highly recommended. This is a cultural shift from the leaders motivates followers by setting goals and promising a reward when those goals were reached; described by Robbins and Coulter (2012) as transactional leadership. Successful penetration of the new market requires a transformational leader with high degree of emotional intelligence, which includes self-awareness, self-regulation, motivation, empathy, and social skill (Goleman, 2004). Transformational leader assesses the resources’ personalities, cultural contexts, and organizational behaviors. Leader applies appropriate leadership

One of the most important tasks any business leader must undertake is a personal assessment. An honest inventory of skills, strengths and weaknesses of a business leader can give insight into those areas that need improvement as well as those that can be accepted and learned to work around. A personal inventory also give the business leader the power of information, which a business leader can then use to create situations that emphasize strengths for more consistently positive outcomes. As a business

Democratic leaders easily interact with others, encouraging their contribution and input and enthusiasm. The leader frames the problem but distributes decision-making responsibilities throughout the organization. Communication is multidirectional and highly interactive. (Bass & Avolio, 2014). The leadership style is open and allows ideas to move freely amongst the group and are discussed openly. This would be the exact characteristics that would emerged with my transformational leadership style. It is important for me to interact with others in a friendly yet professional manner. Allowing others to contribute their ideas and talents are important for long term success. As a leader I have to be confident in myself and my followers’ abilities, so encouraging their involvement is

Leadership and motivation styles vary from person to person, that is why it is essential for managers to know and understand their leadership style and how their particular leadership affects their workplace. Leadership is influenced by many things that is why it is so important to know how and why your leadership style is what it is. There are many contributors that come into play when a leadership style is developed within a person. During the course of the last eight weeks I have been taking a hard look at my own leadership style and what I can do to improve myself to better serve both my co-workers and subordinates. Upon being tasked to disburse the LPI forms to my managers, co-workers and subordinates I become somewhat distressed

The focus of this chapter is understanding theories of leadership and leadership styles. Van Wart (2008) provides a framework for discussing such theories. The framework asks: What performance goals tend to be achieved with what leader styles, under what conditions? Additionally, for each theory the following aspects are briefly discussed: what is the background of the theory and what have researches tried to explain? Which contingency factors does the theory emphasize? Which style or styles does the theory emphasize? What type of performance goals does the theory emphasize? What are the strengths and weakness of the theory or approach? (Van Wart, 2008). Throughout this chapter Van Wart (2008) identifies nine overall styles that have been recommended

Chapter 2 talks about Leadership traits and how non-universal it is due to cultural differences but, there are exceptions to the traits. We can see this by analyzing The Big Five Model of Personality that goes in depth of surgency which includes dominance, extraversion, and high energy with determination. Agreeableness which includes traits of sociability and emotional intelligence, adjustment includes traits of emotional stability and self-confidence, conscientiousness includes traits of dependability and integrity, and openness to experience which includes traits of flexibility, intelligence, and internal locus of control (pg37). In chapter 7 we see an association with the three follower influencing characteristics (pg258-259) for example

What is leadership? Merriam-Webster Online Dictionary defines leadership as “the power or ability to lead other people”. Although this is simply put, it is also correct. But leadership is much more than the ability to lead. The ability is one piece of the puzzle. Other pieces to consider in leadership are education, attributes, and style, just to name a few. In this assignment, I will focus on leadership style. Specifically, I will discuss my style according to the assessment developed by The University of Kent in the UK.

Organizations large and small have different leadership styles within. Some of them are very laidback and others follow company manuals to the “T”. The purpose of leadership is to create and promote change, and that people involved in leadership are not just the subject of change but also the driving force behind it (DeGrosky, 2012). A leader must understand the goals and objectives of a company and do everything in their power to accomplish them. An effective way to accomplish this is leading by example. Leaders encourage, motivate, coach, and most importantly, they walk the talk. Unfortunately, organizations have leaders who do not share the same commitment as others. These leadership styles can be daggers to some companies that will eventually lead to trouble if not properly managed. Not all companies are equal but they all share commonalities when it comes to leadership. As a leader in our organization, I witness unfair practices from our directors. For the purpose of this assignment, I will refer to our organization as Mentors, Inc. When I speak of unfair practices, some of our directors are there simply to collect a paycheck and often forget the essential tasks that come with their title. When trying to understand leadership and motivation, it is important to understand why people work. Some people work only for the money (Reis & Geller, 2010, p. 4).

A participative leader is defined as a style of leadership where decisions are made by involving those affected by the resolutions in the decision-making process. Participatory leaders attempt to add a sense of democracy to modern management styles which is commonly hierarchal in most organizations. This leadership style allows the leader to be an essential part of the team and assist the team with problem-solving. Participatory

Leadership is a concept most people feel informed enough to discuss, but that few are truly educated sufficiently to comment on. Therefore, it is instructive to consider the leadership styles of people with very different approaches both to better understand the diversity underlying leadership, as well as to appreciate the effective and less effective strategies that underlie different leadership outcomes. For that reason, this essay will consider the styles of two leaders who are less visible in this highly contentious presidential election season: Jill Stein (the Green Party nominee) and Gary Johnson, the Libertarian candidate. The leadership styles of both are very different, yet they are aligned in the sense that both are outsider candidates struggling to gain momentum from a disaffected electorate. This essay begins with a theoretical discussion of leadership more generally and then turns to the two leaders as case studies, comparing and contrasting them and drawing conclusions about how they both work within the same public sphere and for putatively similar ends (i.e., gaining votes).