From the supplementary reading that Professor Belasen suggested, “Leadership Styles: Feared or Loved?” it is evident that the disadvantages of utilizing fear in the workplace greatly outweigh the advantages. One of the advantages of leaders instilling fear in their employees is gaining a level of respect. However, it seems as though such a level of respect will dissipate once the fear does as it is not built upon a foundation of mutual respect. Additionally, leaders who employ fear tactics prevent their employees from pursuing innovative thinking and instead deter them from taking initiative. In an atmosphere of fear, the primary concern is how to avoid mistakes instead of making bold plans that inevitably carry risks. Consequently, simultaneously
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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).
Which leadership style is best for certain situations? There are many different types of leadership styles that are best for certain situations or special circumstances. There are leaders that are visionaries, some who command and coach, others that set high standards for those whom they are in charge of, and still more who focus on democratic ways of doing things along with team work. The question leaders and ordinary people must ask is this: if a situation comes down to it, when you must rely on a leader; what is the best style, and how will their decisions affect those they are in charge of?
Types of leadership styles from management can make or break an organization. On the other hand the behavior of employees can make or break an organization. The challenge lying in this is employees potentially will show reluctance in terms of achieving the organization objectives. These issues can be overcome by using an appropriate leadership style. A particular leadership style could help to resolve problems of employees in terms of the working culture and the issues faced by the employees in the organization. The paper will analyze the concept of leadership, within Smith and Falmouth.
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).
Group leadership refers to the processes of leading, influencing and motivating members of a group to become highly competent in achieving the goals or objectives of the group (Aritz and Robyn 73). Though the adoption and implementation of a relevant and effective leadership style, group leaders become effective in driving change through work groups and facilitating the achievement of organizational goals. Leaders play a wide range of roles in leading groups, such as motivating members, coordinating group activities, influencing positive behaviors among members and motivating productivity and innovation (Tabernero et al. 1393). The following sections presents a detailed analysis and discussion of the role of leadership style in group work and the most important leadership roles in work groups. The paper uses evidence to support the argument that group leaders must adopt effective leadership styles so that they can be successful in facilitating group activities and ensuring that members of the group actively contribute towards the achievement of shared goals (Thompson 23).
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).
A great leader is defined as one who has the ability to use all different styles of leadership styles intermittently depending on the circumstances. There is no one style of leading that can be used as a cure all for every circumstance. There are many different ways of being a leader, as well as many different varieties of leaders. There isn’t necessarily a right and a wrong style of leading. However, there are circumstances that may benefit more from a specific style of leadership. When it comes to law enforcement in general, leadership could have both negative and positive impacts on employees that you work with daily. Officers that have been bestowed with the responsibility to train others have clearly demonstrated an above average ability to do the job, each one in their own way and with their style. There are many different styles of leadership, some of which I have decided to discuss. These styles include bureaucratic, participative, autocratic, diplomatic, and free rain style of leadership.
This paper discusses different type of leadership styles. Servant leadership is a leadership that was discovered by Robert K. Greenleaf. Greenleaf founds some key tools on how individuals can serve and be leaders at the same time while being effective. Many organization use this theory in their organizations rather it’s for- profit or non- profit. It will be explored on how organizations use this theory and how it works for them as well as what leadership style is used for my particular organization and how successful that style is compared to the servant leadership style.
An effective leader influences their employees in a desired manner to achieve goals and objectives. Different leadership styles can affect an organization’s effectiveness and performance. The objective of this paper is to analyze the review of literature on various leadership styles over the past years and how effective and ineffective different leadership styles are in the workplace.
Today's leaders are complex professionals, with multiple skill sets, who aim to integrate all of the organizational resources in an efficient manner in which the company becomes able to attain its pre-established objectives. Nowadays, a clear distinction is made between the leader and the manager within an institution, in the meaning that the manager is a more practical individual, focused on practical aspects, such as resource allocation, deadlines, costs and so on. The leader however, is more concentrated on the less tangible side of management, namely the motivation of the people. The modern day leader then is focused on motivating the people, driving them, inspiring them and stimulating them to increase their performances and support the company in the attainment of its overall objectives.
Understanding the different styles of leadership is only the first step. Next, it has to be better understood how those leadership styles interact with and affect potential management positions. There are several types of management styles available for organizations to implement, and there is no specific right or wrong answer as to which one works best. Using different styles either individually or together can bring both positive and negative results to a group and organization. In fact, there really is no widely agreed, definitive list to use to approach the subject. However, the best list that could be found through extensive research lead to the five types listed below. These types are Affiliative, Participative, Commanding, Coaching,
Successful leaders typically have the same characteristics; they are dependable, competent, loyal, supportive and they set the example for everyone to see. I think every successful leader follows this philosophy whether they realize it or not. I have worked for several leaders throughout my 21 plus year career and I have seen all different types of leadership styles. I have learned something from every leader I have worked for, whether they were a great leader who I wanted to emulate later on in my career, or the leader that I swore I would never be like. We learn from everyone that we work for, good or bad.
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.
Each of the leadership styles described in this week’s reading demonstrated unique qualities that would be beneficial when dealing with specific situations and social groups. Below, I outlined the three significant differences I observed in the text, and gave examples of how the differences connected to my own professional life.
People have always asked if there is any style of leadership that is most effective. Nevertheless, numerous theories and models have been created to show that there is no style of leadership that is the best. Rather, styles of leadership need to adjust depending on the variables such as the leader, the situation, the subordinate, the task, the environment and other factors. Paul Hersey, Kenneth H. Blanchard, and Dewey E. Johnson noted that if the leader’s style of behavior is appropriate or matches the situation it is considered effective. If it is not appropriate to a given situation, it is deemed ineffective. The difference between the effective and ineffective styles is often not the actual behavior of the leader, but the appropriateness of that behavior to the environment in which it is used. In reality, the third dimension is the environment.