Leadership : The Staff Sergeant 's Leadership Dilemma

From the time I was a little boy I was always taught to never lie and to always do my best. I learned at a very young age that you possess virtues and personal attributes that make you who you are. Fast forward 15 years and now I am a Sergeant of Marines in the United States Marine Corps. Leading and mentoring young men in their earlier adulthood. My influence on these Marines can change them for the rest of their life. As a sergeant you must possess integrity, dependability and courage to be a successful leader of Marines. Tell the truth all the time no one bats an eye, tell one lie and your reputation is in question for a lifetime.

Be" Know" Do: Leadership The Army Way was written by Frances Hesselbein and introduced by Gen. Eric Shinseki. Hesselbein was awarded the Presidential Medal of Freedom in 1998 by President Clinton serving as the CEO of Girl Scouts of America. Mrs. Hesselbein served as the Class of 1951 Chair for the Study of Leadership at the United States Military Academy at West Point, in the Department of Behavioral Sciences and Leadership. She is the first woman, and the first non-graduate to serve in this chair. Lastly she is editor-in-chief of the award-winning quarterly journal Leader to Leader and is the coeditor of twenty-seven books in twenty- nine languages. Eric Shinseki is a retired U.S Army general who served as the seventh U.S Secretary of Veterans

Please make a copy of your work. If you have submitted your assignment electronically also make a backup copy.

1.1 Describe the factors that will influence the choice of leadership styles or behaviours in workplace situations (24 marks)

When approaching an organization with a new idea or concept it is vital to go in with all your data and facts organized and concise. One of the first things they want to know when they are considering revising or upgrading a leadership development plan is proof that a new plan would work. Therefore, the plan must have proof that is reliable, relatable and valid before introducing the plan. Always remember to treat others as you would want to be treated (Luke, 6: 31, KJV). This literature review paper will give provide proof to the Mississippi Army National Guard (MSARNG) that the new leadership development plan that is being proposed is credible.

The United States Marine Corps has fourteen leadership traits. One of those traits is ‘Integrity.’ I look at integrity as ‘doing the right thing when no one is watching.’ However, the Oxford Dictionary defines integrity as, “The quality of being honest and having strong moral principles. The state of being whole and undivided. The state of being whole and undivided. Internal consistency or lack of corruption in electronic data.” Integrity is vital to any leader because the people that they are leading is depending on them to lead them in the right direction. “Most ministers want to be persons of integrity, persons whose professional lives uphold the highest ethical ideals,” state Trull and Carter. Integrity is the glue that keeps all the other parts of leadership intact.

Officers can make better decisions through continuous learning and training to enhance skills. Though officers hold high command, they must be able to

The United States Army is a thriving military force that has safeguarded America’s homeland for over 241 years and continues the fight for everlasting freedom. The Army’s success lies in its ability to adapt but most importantly the Army’s triumph lies within Soldiers who are groomed into leaders. In my opinion, leaders are expected to uphold the standards and become a source of motivation that followers gravitate towards. The dictionary definition of leadership is simply the action of leading a group of people but everybody has their own method in doing so. In this short paper, I will provide my leadership philosophy and establish my standpoint as an Army leader.

Operational leaders down to the platoon and squad level have recently faced increasingly complex missions in uncertain operational environments. Accordingly, Army doctrine has shifted to officially recognize mission command, which enables leaders at the lowest level feasiblt to “exercise disciplined initiative” in the accomplishment of a larger mission (ADP 6-), 2012, p. 2). Mission command is broken down into six tenants: undertand, visualize, describe, direct, lead, and assess (Mission Command 2011, 3-5). During the battle of Fallujah, LtGen Natonski understood the intent two levels up, visualizing courses of actions for both allies and the enemy and leading his organization into combat while directing his officers and soldiers to meet

Managing a group is simply a matter of holding a position of authority and executing inherent duties of that role; however, being a true leader requires a special blend of personal knowledge and traits used to shape those under your charge for the better. Great leaders not only strive to shape their element into a better version of itself, but also attempt to improve the larger organizational structure at every level. The purpose of this paper is to review an influential military leader to identify key traits and achievements of the individual, and how they coalesce to create a true legacy leader. The intent behind this examination is to articulate how this leader impacted the United State (US) military as well as my own personal growth

The operationally focused portion of the job displays aspects of the classical theory of job design

Get ready to go! Have you ever wondered why Soldier’s are motivated to react to those words? Three elements may seem easy to overcome and provide the foundation for proper leadership in all environments; but not all elements are controlled and have the ability to be controlled at the leader’s level. Combat leadership and Garrison leadership seem far apart by comparison, but share three basic elements that tie them together.

Employee perceptions is their outlook on their current responsibility and their level of performance or motivation. A job enrichment principle is applied in this case with

A job analysis defines the jobs in question, specifies what employee behaviors are necessary to perform them, and lastly it develops a hypothesis about the personal characteristics necessary to perform those work behaviors (Cascio & Aguinis, 2011). A job analysis helps individuals especially at the corporate level analyze jobs within their company to see if adjustments need to be made to accommodate needs. A job analysis serves various needs within the organization. The job analysis will analyze organizational design, human resource management, work and equipment design, as well as research purposes, and vocational guidance (Cascio & Aguinis, 2011). A

Role perception is important as being able to match a person’s abilities with the job requirements will help to increase their work performance and well-being. Role perception represents how well an individual understands the jobs assigned to them. These can range from role clarity to role ambiguity. When employees have clear role perceptions, it means that they understand the consequences of their actions and what that they are held accountable for. Furthermore, employees should understand which of their task should be prioritized and how they should perform each task. Role clarity is also about understanding the procedures for accomplishing each tasks in a certain way. It is important to understand role perception because they represent how well employees know where to direct their effort. Employees with role clarity perform work more efficiently, while those with role ambiguity waste time and energy by performing poorly or doing the wrong things. The last factor in the MARS model is situational factors. Situational factors refers to the conditions that employees have no control over which might affect their behavior or performance. Situational factors also refer to environmental circumstances that guide employee behavior.