My Current Company For Three Years

Leadership can be defined as the process of identifying a goal, motivating others, and make them to achieve the mutually goals (Giltinane, 2013). According to Humphreys (2002), successful leaders do this by applying their leadership knowledge and skills. A good leadership is not only good at management, but also use different leadership styles in different situations. A successful corporation must has a good leader who have the flexible ability which can provide a suitable leadership to make the company successful. Furthermore, there have no perfect leadership styles in the world. Different leader have different leadership styles which also have the different strengths and weaknesses (Ali & Waqar, 2013). Leaders need to consider

There are many different types of leadership styles that are tailored to a firm's goals and resources and the leader must be able to determine which is best. Leadership can make or break an operation as is sets the operational structure and the amount of power each individual has. No matter what a manager must be able to effectively lead a team. They need to be able to motivate individuals and keep them on task so they may reach their goal within a timely manner. Without leadership an operation can fall to pieces if employees lack direction, are unaware of the goal, or lack the passion to execute their task properly.

We did not see this side of the business that she was always under and after that I started developing respect for her little by little. If someone were to ask me what I would possibly think of her, then my thoughts would be that given the current stress load from upper management, I myself would behave possibly the same way. I agree with the judgements that she gave us which in turn helped us out in the long run in the office. My overall feeling is

The democratic style of the organization’s leadership mirrors my personal leadership style. I am a true believer of inclusion constantly seeking out input of others during the decision making process. At the end, the final decision rests on the shoulders of the leader. Utilizing all three styles of leadership is essential which is dependent

With that in mind, leadership theory has identified four management styles--authoritarian, democratic, participatory, and laissez-faire. There is inherently nothing wrong with any of them; all have their place at any given time. But it's the communication aspect that is important when implementing any given method of leadership that makes an organization rise or fall, and determines if respect is retained or lost within the group. Stated another way, the problem does not lie in the styles themselves, but rather in the presentation.

Leadership is dynamic, charismatic and fragile all rolled up into one. There are many words that describe leadership and leadership is defined differently by all. As I sit and type this paper I realized the date, 28 Aug. On this date 10 years ago, I was thrust into a roll that would define my leadership style. Hurricane Katrina made land fall over the city of New Orleans (NOLA) on 28 Aug 2005, this storm created havoc and destruction never before seen in the United States. I was in charge of 12 Coast Guardsman and 3 Coast Guard Airboats in which we would crew. Upon arrival in NOLA we were joined up with the 82nd Airborne Division and assigned 12 Scouts from the 2/505 platoon. These men were on the heels of returning from battle overseas and had been home for less than 30 days. Again these soldiers were thrust into action, but now they had a completely different mission. Joining forces with the Coast Guard and conducting door to door urban search and rescue was now the priority. Over the next 27 days we all grew to trust and count on one another and from the deplorable conditions in which we all suffered it lead to my leadership philosophy.

In comparing my leadership style to that of two of my team members, I chose to compare Robert Boyd whose leadership style is delegating – this is a leadership style where the leader leaves his or her colleagues to get on with their work, and Robert Kafka, whose leadership style is director – “an extreme form of transactional leadership, where a leader exerts high levels of power over his or her employees or team members. People within the team are given the opportunities for making suggestions, even if these could be in the team’s or organization’s interest.” (Leadership Styles: Understanding & Using the right one for your situation)

Leadership can be defined as the ability to lead a group of people successfully in an organization. Hall, et al (2008) have mentioned that an effective leader has to be visionary, motivating and responsible in order to successfully run a business organization. In business the two key leadership styles, which are widely used in today’s corporate world are autocratic leadership and democratic leadership (Johnson, n.d.). Autocratic leadership may be explained as “a leadership style where the manager sets objectives, allocates tasks and insists on obedience” (Hall, et al 2008 p.g 401). Conversely, democratic leadership encourages “participation in decision making” (Hall, et al 2008 p.g 402). Whilst many people would consider autocratic

to one another, style leadership theory differs quite drastically. Instead of focusing on who the

In reflecting on my one specific leadership style is difficult because my leadership style sometimes changes depending upon the particular employee I am leading, the situations I am faced with and what I am trying to accomplish. Being the second in command of a small police agency with only twenty-two sworn officers, as well as six non-sworn employees, they all have small differences from one another. These employee differences vary widely from generational, skill sets, needs, wants and personal motivations. One particular leadership style may work well with one employee I am trying to get to complete a specific task while that leadership style may cause another employee to resist or shut down. I believe one of the true characteristics of a strong leader is the ability to recognize and appreciate the differences between my subordinates and then lead them based upon the style that they will best respond to in order to succeed.

Many leaders who start pursuing leadership development are often trying to improve upon their organisations autocratic leadership style.

Effective leadership is a key enabler as it provides the vision and the rationale for change. Different styles of leadership have been identified, for example coercive, directive, consultative and collaborative. These different styles may each be appropriate depending on the type and scale of change being undertaken. For example, when there is a large-scale organisation-wide change a directive style has been identified as most effective.

The impact of leadership style in the change process of an organization influences the performance; Leadership as stated by Martin, Liao and Campbell (2013) remains one of the most consequential contextual influencers of employee performance. Latson (2014) elucidated that some leaders may have the best intentions, but the impact will not be in alignment with the intension. But leadership trait is the ability to inspire, motivate and engage the followers to make the inspired vision happen beyond their normal capabilities (Mendez, Munoz & Munoz 2013). A change is the most frequent phenomenon of today's reality and a good understanding of how to manage the change process is very essential; Change is translation from one state into

On further analysis, I am going to apply Lewin’s behavioural theory of leadership to my experience of organisational change management. For example during an internship in UAB Transimeksa I worked in a transport department. Most of the work was done using computers. Whilst working there, the company had some major changes in their IT systems. Employees were warned about upcoming organisational changes still it was difficult to get used to new IT systems. Transport department was fully under the control of a general manager which I believe was more of a leader. Similarly, to Kotter’s (1990) thoughts on characteristics of a leader, our general manager was always seeking to align his subordinates to his vision. Furthermore, a general manager always tended to “involve individuals in decision-making and goal setting” (Lewin and Lippitt, 1938; Lewin et al. 1939) which made his style of leadership democratic. In the manner of researchers, democratic leadership is not only the most effective style but also “usually associated with greater levels of subordinate satisfaction” (Dawson and Andriopoulos, 2014). In contrast, I believe that democratic style of leadership in the

Although, one organization can have both leadership styles at one time, but there is a phenomenon difference between the traits and attributes of both leadership styles. Both styles are critically evaluated in respect to their strengths and