One of the challenges facing nurses today is learning how to be an effective leader. Assessing and analyzing the style of leadership the nurse possesses is the first step in facing the challenge. The purpose of this paper is to analyze and understand the characteristics of my style of leadership from an assessment performed by Gallup Strength Finders and DiSC and compare the strengths I have in common with Eleanor Roosevelt.
Leadership is that process in which one person sets the purpose or direction for one or more other persons and gets them to move along together with him or her and with each other in that direction with competence and full commitment (Elliott, 2009). Leadership is supposed to guide people to attain a particular set vision. Motivation is fundamental in the process of leadership as if there is no motivation there will be laxity among the people involved. It is also a critical scenario for leadership to have followers; this will infer a relationship between leaders and followers (Frank, 2003).
Leadership In the changing business environment, leaders of all organisations may face unprecedented uncertainty, especially the technology advancement and changes among the employees. To survive and succeed, leaders should have some necessary attributes. Meanwhile, some changes for leadership skills have to be made to confront the challenges.
Organizational behavior can also be defined as the knowledge discovered about how people behave that are employed within
Leadership Styles LDR/531 Organizational Leadership Leadership Styles Leaders have a “the ability to influence a group toward the achievement of a vision or set of goals” (Robbins & Judge, 2007, p. 402). In the past leaders have been described by certain traits or characteristics. These traits can help an organization identify potential candidates who may be strong leaders. Later behavior approaches of leaders were identified that could be taught. In short, leaders could be made. Situations have an impact on which leader behaviors will be most effect at any given time. Several contingency theories have been formulated over the years to identify how situations influence leadership behavior. Each style has strengths and
The factors which influence my leadership styles and behaviours are: • Workload and Time Pressure • The feelings and body language of Individuals/Team • Requests/Requirements of my Manager • Customer Needs and Attitudes • Personal Situations – either my own or that of my colleagues Ultimately these factors would result in my behaviour being that of an affiliative and democratic style of leadership. It is also possible that a coaching style my also become apparent, where the factor is that of a personal situation.
Review and Discussion As the term indicates, organizational behavior describes how people interact in a workplace setting to achieve a common goal or purpose. In this regard, Kelly and Kelly (1998) emphasize that, "Organizational behavior is essentially concerned with what people do in organizations" (p. 4). Therefore, defining organizational behavior requires a consideration of how people actually behave in workplace settings at a given point in time as well as over time (Miner, 2002). As Kelly and Kelly point out, "A good working definition of organizational behavior is the systematic study of
According to Spector "behavior comes from both the individual and the organization context in which the individual work. Management needs to appreciate their employee and recognize them for their performance. Employees need to know they are appreciated and when they make a mistake management needs to communicate with them using a calm voice instead of a harsh voice. Management action and interaction with employees affects the organization changes.
There are several factors that will influence the choice of leadership styles and behaviours in workplace situations, some of the factors may develop
While the behavioral paradigm severed for the basis of a new leadership theory, meta-analytic studies revealed that the behaviors of leaders are important for predicting leadership effectiveness (Derue et. al, 2001). In contrast, Zaccaro (2007) stated that while a situation is important in explaining variance in leadership behavior, it might not be as important when differentiating between leaders and followers. The relative stability or malleability to a specific situation may differ over time and between different leadership traits (Zaccaro, 2007).
References Presentation: Lesson 2 – Individual Behavior in the Organization. (n.d.). Retrieved March 29, 2017, fromhttps://learn.liberty.edu/webapps/blackboard/content/listContent.jsp?course_id=_339117_1&content_id=_16408684_1
A Plan for Positive Influence on Team Behavior The success of a business is contingent on how efficiently the business operates; whereas, the efficiency of the business’s operations depends on the personalities and attitudes of its employees. The personalities and attitudes of an employee can be affected by a number of
How should leaders and managers address workplace issues based on specific styles of leadership? …………………………………………………………………………………….....3
For example, Schriesheim and Murphy (1976) reported that task-oriented leadership without personal attention to group members might have negative effects on satisfaction and even on performance. Theorists generally agree that the two behavioral dimensions have additive effects on outcomes and “high-high” leaders who concern for both tasks and relations were expected to be more effective, though the statement has received support from only a few studies (e.g. Misumi, 1985). Critique to the trait and behavioral approach The trait and behavioral approach are drawn from a personal construct perspective, which assumes that leadership occurs when a leader “express leadership” towards followers. The trait approach believes that leadership is mainly a personal attribute, better leadership results from developing the personal competencies of leaders (Day, 2000). The behavioral approach extends the perspective by focusing on what leaders do rather than simply telling who the leaders are. The significance of the two approaches should not be underestimated because they are intuitively appealing and, with a great deal of research validating the bases of these perspectives, the approaches provide an in-depth understanding of the leader components in the leadership process (Bass, 1985). There are obvious limits with the two approaches. For example, trait approach is criticized to not provide very
Motivation and Leadership are intrinsically linked in the fact that one allows an easement in the process of the other. Without the ability to use the mutual relationship of leadership to influence the motivators of followers, leaders stagnate and are limited by their own inability to accomplish all that must be for real change to occur. In less Rostonian terms (that is, based on Rost (1993)), without a motivated group of followers leaders are stranded and not achieving to a level of excellence. This paper will discuss some areas of importance for motivation in leadership as well as an application to leadership theory and a discussion on personal motivators.