Leadership Styles Of The X Theory And The Y Theory

One idea key idea presented by Dr. Gregg Steinberg’s seminar on leadership involves the use of a success pyramid for defining a personal definition of success and steps to achieve that success (G. Steinberg, personal communication, August 13, 2016). The pyramid of success was made famous in large part due to UCLA coach John Wooden and consists of building blocks that lead to greatness or success (Fifer, 2006). Dr. Steinberg stated that the pyramid of success or greatness has been used successfully by numerous head coaches in various athletic fields and has also been adapted to use in the business field (G. Steinberg, personal communication, August 13, 2016). I found it very useful to physically put in writing my own values and personal feelings

Even John Wooden definition of success is refreshing and unique: Wooden states that success is a peace of mind which is a direct result of self- satisfaction knowing you made the effort to become the best of which you are capable. This paper will seek to describe Wooden’s Pyramid of Success and how it fits the business environment at my work place. Also, this paper will identify similarities and differences within the Pyramid of Success by comparing it to leadership styles of the X Theory and the Y Theory. Throughout the Pyramid of Success John Wooden identifies different rationales for each aspect, we will provide our understanding of all his aspects. Lastly, we will attempt to create a new pyramid of success and develop a step by step

There are many leadership styles and leadership philosophies that can be applied to the healthcare environment of which each have their unique advantages and disadvantages. The choice to follow one leadership model versus another or to integrate one or more models together lies in the individual preference of the leader. For people like me who hold strong spiritual beliefs, the spiritual philosophies of Mary Elizabeth O’Brien, Tim Porter-O’Grady, and Kathy Malloch provide a strong framework with which to guide one’s leadership practice. This paper will explore the similarities and differences between these author’s tenants and discuss the integration of their principles into a single leadership approach that positively influences the

A person's leadership style can be detected through a combination of his/her personality, knowledge and skills, and experience that is expressed in words and actions. Leadership is an obtained and growing process and people at all organizational levels need to continue developing and improving their knowledge and skills. There are various ways with which an individual can acquire knowledge about his/her personality and identify the existing and potential leadership style. Some of these ways include the use of the Enneagram instrument, the Blake Mouton Managerial Grid, and other articles regarding leadership.

This paper explores five published empirical articles and report results from research conducted on traits, skills, and characters relationships to leadership and followers. The paper discusses the common themes and conclusions addressed in all studies. The articles penned with the intention of examining the impact leadership style and leadership theory in areas such as individual identity, culture, and worldview. Mahdi, Mohd, and Almsafir (2014) argue there is a significantly strong relationship between the leadership behavior and organizational commitment. Also, the paper synthesizes pool of knowledge on the empirical impact of leadership behaviors on follower’s perceptions. Various aspects of these variables questioned in these articles provide an extensive and extended comprehensive understanding of the factors that affect groups and employees in societies.

In today's world, there are many different styles of leaderships. All of them are approaches used by individuals, which are based on their values, preferences and beliefs but also on organizational culture and norms which encourage some styles and discourage others. Leadership styles work most efficiently if they are adapted to the demands of the situation, the requirements of the involved people and the challenges facing the organization. There is a difference in ways leaders approach their employees. In the analysis of Coach Knight and of Coach Krzyszewski's leadership types, the authors sketch two successful leaders who were great achievers despite huge differences in their leadership styles. Couch Knight led through intimidation and discipline while Coach K. through positive reinforcement, trust and confidence.

Autocratic leaders make decisions without consulting their teams. This style of leadership is considered appropriate when decisions need to be made quickly, when there's no need for input, and when team agreement isn't necessary for a successful outcome.

There are various leadership styles that are employed in the process of ensuring that organizations perform at their best. One fact is that not a single leadership style qualifies to be used in all the organizations due to the diversity in the nature of organizations and what they deal in. each organization will adapt a given leadership style depending on the nature of the business they engage in as well as the leader they have.

As time goes on in the ever-changing world of business, bureaucratic practices are modernizing into “post-bureaucratic” strategies. Originally, the traditional bureaucratic practices used more of a standardized approach. Organizations were very centralized. Bureaucratic employees focused on the task at hand, while post-bureaucratic leaders had compassion and a vision for their work and employees. On that note, there are three classical theories of leadership that have developed with the changing time: trait theories, behavioral theories, and contingency theories. In this analysis, I will be describing the theories, as well as the advantages and disadvantages to each. It is also important to question how the post-bureaucratic leadership strategies have changed since the initial bureaucratic era. I have used work by Colbert, Judge, Choi, and Wang (2012) as well as House and Aditya (1997) to dig deeper into the demographic and psychological attributes of the trait theory. The research then transitions into the behavioral theory; I will support the three main behavioral leadership styles with the writings of Lewin, Lippitt, and White (1939); Bolden and Gosling (2006) also show examples of which countries practice the individual behavioral styles. Blake and Mouton (1964) play a role in describing the behavioral theory with a managerial grid demonstrating the growing concern for people and the production. Furthermore, Simpson, Clegg, and Pitsis (2014) introduce the benefits of a

There has been debate over what constitutes a leader so there is no wonder that the styles of leaders vary. Leaders must be able to motivate, mentor, coach and inspire others to reach organizational goals. Leadership style is the manner and approach of providing direction, implementing plans, and motivating people (Medina, 2011). All leaders of effective groups have four characteristics in common. First, they provide direction and meaning to the people they are leading and are responsible for keeping team members aware of important stated goals and objectives (Howard, 2005). Second, they generate trust by acting in an honest manner that creates an environment of trust (Howard, 2005). Third, they prefer action and risk taking and are

Definitively speaking, the phenomenon of leadership is based upon directing, influencing as well as motivating individuals for the purpose of implementing plans as well as running an organization. Leadership styles vary from person to person and is dependent upon the situations that the leader might be faced with (George, Sims, P. & Sims, D., 2007). Basically, the leadership styles have been categorized into six types (i.e. commanding, visionary, affiliative, democratic, pacesetting and coaching leadership styles). All these leadership styles indicate the different personalities of leaders who are visionary, yet influence people in a style that is identified by Paul Hersey, who proposes that leaders must constantly adjust their leading

This report will evaluate theories of leadership, leadership styles and other factors that impact on leadership.

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,

The first week’s topic was the history of leadership theories that explained the evolution of leadership theories in different periods of time. The leadership theories have ten theories. The first theory is the great man theory; a leader must born to be, cannot change and make, such as Napoleon, Alexander the Great, Abraham Lincoln. The second theory is the trait theory; leaders should have characteristics and personalities such as honesty, self-confidence, independent, optimism, responsibility and have interpersonal skills. They can improve, change and develop those characteristics and personalities to be better in the future. The third theory is the skill theory; a person who is a leader must have three skills, which are technical skills, conceptual skills and human skills. For the technical skill, a leader should have an experience and an expert to do and to perform tasks. The conceptual skills, a leader must have an ability to think critically and analytically (cognitive thinking). The last skills are human skills, a leader must have an ability to work with others. The next theory is the style theory that concentrates on what a leader does in organizations, not on a leader position. The leader styles have three styles; an autocratic, a democratic and a laissez faire leadership styles. For the autocratic leader style, a leader has a power to dictate employees, have a centralized authority, and limited employee participation. For the democratic leader style, a leader

In this essay, I would like to discuss the relevant theories about leadership styles and will explore the key theories and models critically. Also, I will examine the Chinese, Indian and Turkish cultures represented in my group. In order to describe these cultures, appropriate cross-cultural models will be followed. Next, I will identify the key differences in terms of management style between these cultures and how these differences might have affected the leadership in the team. Finally, I will talk about the experience of being managed in the team.