Paul Levy Essay

The employee devotion to their charismatic leader served as the motivation to perform. “Unlike Weber’s other two types of authority, charismatic authority relies on personal devotion to the figure that possesses the qualities exalted by the followers” (Pellegrino, 2010, p. 65). A flat hierarchy became a part of the work culture, but the owner’s recent retirement created a void within the bakery and exposed a leadership deficit. “Charismatic authority is individually based, and when the charismatic leader leaves the organization, the authority or ability to influence leaves with him or her. Weber believed charismatic authority contributed to unstable organizations and disorderly transition of power from person to another” (Shockley-Zalabak, 2015, p. 76). The leadership void and lack of hierarchy began to erode employee commitment and

The charismatic leadership model is similar to the transformational style of leadership; they focus on treating the followers as a whole person that is a vital part of the organization. The leader will be proactive with problems and find solutions before the problems arise. They will assess the situation, identify the possible problems, analyze the environment for solutions, and verbalize the plan to the team members to produce an effect of on boarding. The leadership model is said to be effective based on the fact that the leader is building on self esteem and self worth issues from the

Through both Hingston’s writing and Levy’s writing we have discussed the matter of time. Both authors wrote on completely different subjects, but at the base of the piece was time. Time is always changing and no matter who, what, or where you are it affects you. And we need to change to keep up with these changing times.

leader, charismatic leader team members would show up to work all the time and would have little to no turnover rate. One downside of having a charismatic leader is that they can believe in themselves more than they believe in their team (www.mindtools.com). A charismatic leader might believe that she can do no wrong, while carrying great responsibilities. An effective leadership is the extent to which a leader continually and progressively leading and directing his/her followers to the agreed destination which is defined by the whole group (Bhati, Matilo, Shaikh, and Hashmi, 2012).

The Target CEO has is a charismatic leader that has accomplished great things. I agree with the article as it lays out where Target was prior to him taking the reigns as the CEO to where they are now. He has been able to make great strides in a short amount of time meaning he has been able to get his team on board with his vision early. The article shows that a charismatic leader can make changes that not only improve the companies bottom-line but improves the service to the customer as well. Charisma is more about the people being led than the leader as he or she has the attributes that people find easy to follow. The charismatic leader influence also goes outside the company itself to its stakeholders and other companies as well. It is

Charismatic authority is implemented by the bosses’ ability to release a control he/she has, by allowing a part of the employee’s personal life enter their work life. The boss is ruling by personality, e.g. he sees a need for his employees and although it may seem like a time consumer, it’s been proven in his office to release tension and change the atmosphere by allowing them to bring in their pets (or in the Nestle building as a whole) and participate in wellness activities once a

William Levy is a Cuban-American actor and former model who was born in august 29, 1980. His original name is William Levy Gutiérrez.

Due to his past success, one could presume Jeffers management approach would be inspirational, and his community profile renders him as an authentic and charismatic leader. In fact, he degraded employees, ignored other 's sentiments and notions, determined strategic decisions unaided, disregarded company policies, and discounted the need for work and life balance. As a result, Jeffers personified the negative characteristics of charismatic leaders, and he is the antithesis of the positive attributes. However, the public’s perception of Jeffers did not translate over to the team at Fortuga. In fact, he was distal to feedback and disregarded company policies these traits embody a charismatic leader (Spahr, 2016). If Jeffers were a charismatic leader, he would be an effective communicator, build trust, and influence those around him to become devout followers (Riggio, 2012). In this case, his employees perceived Jeffers as a

Bryman, A., 1993, ‘Charismatic leadership in business organisations: some neglected issues’, Leadership Quarterly, vol. 4, no. 3, pp. 289-304.

Particular traits and characteristics are what allow leaders to lead and inspire. For starters, charisma correlates with maturity. It is a measure of one’s maturity and character. It also coincides with humility. Charismatic leaders know exactly how to listen to employees concerns which in return encourages employee loyalty. With that brings the quality characteristic of inspiration. These leaders have the ability to inspire just about anyone. They also possess positivity, optimism, and passion for a cause and attract like-minded people to them easily. (Roberts, C., Demand Media) In addition, one of the most important skills charismatic leaders dominate in is communication. Charismatic leaders are known to have exceptional communication skills. They are both verbally persuasive yet are still able to connect to their followers on a deeper, more emotional level. They are able to persuade an appealing vision in return stimulates strong emotions. Because of their outstanding communication abilities the whole organization opts to follow these leaders passionately and leaves no room for opposition for the leader.

One specific instance of when he practiced resonant leadership was during a time when the organization was going through a time of restructuring and change. Quarterly earnings were out and unfortunately they were not meeting

Hazel Demarco’s case serves as an example of what many educational institutions experience under new leadership. Directors, and those vying for leadership positions, are often chosen based on their abilities to bring about change, challenge the status quo, and enhance student learning. In the Demarco case, Paul was selected by the Board and charged with cutting costs, revitalizing the system, and improving efficiency. Hazel, Supervisor of Educational Programs, was considered a long-term employee with over 24 years of experience within the organization. As noted in the scenario, Hazel was both curious and apprehensive about the direction Paul was heading and how his plan would impact Hazel and her colleagues. Her apprehension quickly turned to fear as she delved into the plan and identified significant flaws. Charged with forming a committee and beginning the implementation of the plan, Hazel and various staff members struggled as they were unable to build trust and confront conflict.

It is not uncommon to find many different types of leaders within an organization. There is one type of leader that will almost always stand out amongst the others and that is the charismatic leader. A charismatic leader “serves as a beacon to subordinates, provides clarity when the situation is unclear, resolves shortcomings and motivates change by articulating a strategic vision” (Babcock-Roberson, & Strickland, 2010, p. 314). How much an employee identifies with their job can all be dependent upon the type of leader they work for or with. I have seen good military leaders sometimes struggle with motivating their Sailors and instilling in

According to Choi (2006), reports that empowerment usually refers to delegating or sharing power with followers, but also to implement various managerial interventions that enable members to feel as sense of choice in initiating and regulating actions, and influencing strategy, administration, or operating outcomes at work. The concept is to influence individuals into believing ideas provided and suggested are their thoughts. I believe great leaders are experts at this idea (Choi, 2006, p. 338). Charismatic leaders who adequately represent the company activate social responsibility within their work environment. The research revealed a particular dynamic amongst charismatic leaders. The organizational structure is designed to have an individual with a charismatic leadership style in power. Within this culture, that position will create power and cohesion amongst the group. The author provides results from a motivational theory, research type. This outline depicts several aspects and characteristics of the key charismatic leader. The hypothesis supports the idea that a charismatic leader can organize and mobilize individual for the collective interest of the group. The leader has perceived a representation of the larger cooperation thus the different ideas and needs become the team 's needs. The study

Researchers have proposed several characteristics of leaders described as ‘charismatic’. The widely accepted characteristics of charismatic leaders are (Bryman et al., 2011, p. 90-91):