Leadership Styles and Motivation

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.

Leaderships are to focus on the goals of being a leader. An instrumental leader wants to ahead of all task seriously. So, she will give it to her top worker that she knows will succeed. Expressive leader is there to support you, they are there to make sure you have everything together emotionally. Also, a democratic leader is the leader to make sure everyone is all happy with the decisions to the point where it’s a vote to accommodate everyone. The laissez-faire leader is the same as the democratic but it’s not really a debate it’s just

Stacey Feiner once stated, “For those of you who really want to give critical thought to your unique leadership style and foster genuine followership, learn from what’s out there and weave it into something meaningful and authentic.” (Feiner, 2015) For the last two weeks, I have spent time self-analyzing and soul searching to identify the qualities I bring to a leadership role. Many of the core values important to me also align between the participative leadership style and laissez-faire leadership style. These values include working in a team environment, empowering others to make decisions and providing support for those decisions, keeping an open mind to new ideas/suggestions, and being involved with my team members on a daily basis. (Mooney, n.d.) As I learn ways to build on my strengths within these leadership styles, I also need to improve upon my weaknesses to become the well-rounded leader I want to be.

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

Leadership is defined as having the ability to allow others to follow willingly. In the clinical and organization decision-making process, the nursing leadership role can be described as challenging including life changing decisions for patients and team members in an interdisciplinary care setting. Furthermore, leaders should have a vision of what success should be like and how to accomplish the task at hand. Leaders should be able to communicate, perform, create and innovate to allow the vision or dream for the organization to come into existing. To be an effective leader, I feel I must be willing to commit to lifelong learning and building skills. Equally important, among the use of various evaluation tools, I have come to understand my leadership style and personality traits which will help me to become a more effective leader in my organization.

I will base my leadership styles and models off of my personality and the type of leader I aspire to be. The two leadership styles that I connect with the most are, Democratic leadership and Diplomatic leadership. “The democratic leadership style values the input of team members and peers, but the responsibility of making the final decision rests with the democratic leader. Democratic leadership boosts employee morale because employees make contributions to the decision-making process. It causes them to feel as if their opinions matter. When a company needs to make changes within the organization, the democratic leadership style helps employees accept changes easily because they play a role in the process. This style meets challenges when companies need to make a decision in a short period” (Johnson). The next leadership style is Diplomatic leadership. “Diplomats prize interpersonal harmony. They are the social glue and affiliative force that keeps groups together. Diplomats are kind, social, and giving, and typically build deep personal bonds with their employees. They’re often known for being able to resolve conflicts peacefully (and for avoiding conflicts in the first place). Diplomats work to avoid having people feel uncomfortable or anxious. Traditional measures of employee satisfaction are often very high for Diplomats”

Over the past two weeks, I am able to understand and realized that it is important for any leader, not to apply the same leadership style in every situation (Northouse, 2015). This is due to the fact that all followers under any leadership behavior, may have different competencies (skills) level, confidence (commitment) level, cultural background, and mind-sets that could affect their productivity, if it is not properly matched by their leader’s behavior. Leaders’ who continuously apply one dimensional leadership behavior, may not realize the costs that they have directly and/or indirectly incurred to the organization in terms of underperformance, absenteeism, low morale, and frequent staff turnover. The cost may be even more, if more technical staffs are affected as they can be a critical component of any organization.

This short paper examines effective leadership. Effective leadership may be outlined in many ways. Although exposed to several different leadership styles, I find that I respond best to a leader who believes in the works and theories of Confucius. According to McMahon, the Confucian leadership system believes that leadership is an emergent quality of the character that radiates and makes others want to follow, based on the respect and trust the leader generates (McMahon, 2010). I believe the new president at the law school in which I am employed, exemplifies and leads the institution under these same philosophies. Conscientiously or not, the new president works and follows the Confucian path of leadership.

Different leadership styles result in various results in the workplace. The Fiedler contingency model postulates a leader’s style is static; however, God can transform anyone’s heart and thus their leadership style. Additionally, the grapevine can be an important tool for employers. As long as each individual chooses to use gossip for honorable purposes, God will bless the workplace.

According to McPheat (2010), the main style of the leader is democratic. Democratic leader is who values the team’s ideas and looks for own input in decision-making. Furthermore, this style is tending to motivate members to do their best work (Cunningham, Salomone & Wiegus, 2015). However, even though democratic style values team’s ideas and decision making, leader will have to think about the decision for a long time that might be a disadvantage. The core beliefs and values is being a leader means taking full responsibilities of what the group is doing and in charge of the group. To be able to do this, the leader who is leading the group for the first time needs to learn effective way to become a great leader. As well as guiding them to produce creative ideas or new plans for the work to make it successful. Additionally, leader need to have aims and goals set to achieve during team work, try best to influence the group members, motivate members by assigning them to different variety tasks, instead of making them do same tasks that will make their motivation go down, show own skills to the members so leadership can be proved and gain more trust. However, a leader must overcome some barriers. First, cultural differences. As for this, leader must overcome cultural difference, as not all members are from same culture; it means that their acts of behaviours and opinions will differ and often will

To be a leader, you need a style. Not fancy clothes, a slick haircut, or a fast car, instead, a true leader’s style comes from within the individual. In individual’s style is something you are born with, something that is nurtured over time, something that is developed. True leadership is a process where an elected or appointed person is able to influence groups of people to achieve a common objective (Northouse, 2013). While some leaders find great success in leading a team towards a common goal, others are not quite as fortunate.

The purpose of this paper is to explore the relationship and correlation between a manager’s leadership style and their employees’ satisfaction and motivation as it relates to the material that we’ve covered in class. My supervisor at my co-op was not a manager of any sort, so for this paper I decided to interview my father, Phil. At first, he expressed a sense of reluctance to being interviewed because of his current dissatisfaction at work with his own manager, lack of confidence in his managerial skills, and overall burnout, or “a syndrome of emotional exhaustion, depersonalization, and a reduced sense of personal accomplishment, which can occur among individuals who work with people in some capacity.” (Maslach & Jackson, 1981). I know

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).

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.

leadership styles and its sub-scales have a significant role in job satisfaction. These results were consistencewith previous research results that doing in this field.