Secrets Of Connecting Leadership And Learning With Humor Chapter 1 Summary

transformational leaders can greatly impact the performance of a workforce by emulating the characteristics of charisma, scholarly attributes that created stimulation, and thoughtfulness for each individual. The products of transformational leaders that lead their organizations in this manner result in improved customer service and a more positive work environment.

In addition, Burns et al., (as cited by Lavoie-Tremblay, et al., 2015) defined a transformational leader as “a leader who can extend and elevate the interests of staff, who can facilitate the commitment of staff to the mission and values of the organization, and who can lead staff to rise above their personal interests” (p. 582). Further, Broome (2013) identified transformational leaders as “proactive and hold core beliefs about the potential for development of both individuals they work with and their organization” (p. 327). Samad et al.(2015), connecting transformational leadership to servant leadership and authentic leadership reported, “transformational leadership is also congruent with regards to fostering higher levels of motivation among the followers’ and leaders’ ability to visualize the unforeseen” (pp.

In times of uncertainty and failure I believe that a transformational leader would inspire performance and creative behaviors in their employees to meet the emerging needs of their organization. I believe that the transformational leader would have the ability to motivate his or her employees and inspire them to trust and be loyal employees. Additionally, I think that a transformational leader would continue to maintain daily operations and continue to stimulate their employees to perform with confidence to achieve the goal and meet the standards of the organization.

Leadership is a skill some are born with the other can learn. There are many styles of leadership. This paper will focus on three main styles of leadership including autocratic, democratic and laissez-faire. Transformational leadership is a type a leadership that is very difficult to teach and we will explore the great effects of this type of leadership. Wells and Wells (2010) explain several aspects of leadership that leaders should portray, no matter what style they use. These including :articulating a vision, explaining what is expected of himself or herself as leader as well as what is expected of staff members, providing guidance and mentoring, developing staff members by coaching them one on one, understanding the importance of teamwork,

Becoming a transformational leader can occur either because the leader has a model or mentor that is a transformational leader, because he/she is a born transformational leader, or through reflection. Senge (1990) wrote that “Learning through reflection is about finding the creative tension...between an understanding of current reality and a vision of desirable practice” (as cited in Johns, 2004, p. 24). In addition, Schuster (1994) noted that one who desires to become a transformational leader can cultivate certain qualities that are characteristic of such a leader: a stimulating vision for the organization, honesty, empathy, authenticity, the ability to defer self-interest to ensure that others are recognized, a holistic concern for the organization, the ability to share power with others, and the ability to develop others (as cited in Johns, 2004, p. 25). The transformational leader is also an effective communicator who persists during hard times and still has the courage to continue to move ahead even when fatigued and encountering difficulties (Schuster, 1994, as cited in Johns, 2004, p. 25).

Every country has their own culture and it is expressed through their own traditional factors such as language and education. When a culture attempts to dominate a different culture, individuals of minor culture could easily be isolated. In Brian Friel’s Translation, he shows a several issues that could be simultaneously occurred by colonialism.

Those that follow a transformational leadership framework believe that leaders possess many of the aforementioned qualities, but the focus is on one’s ability to inspire and empower others (Ross, Fitzpatrick, Click, Krouse, & Clavelle, 2014). These leaders literally ‘transform’ their followers by inspiring enthusiasm and performance towards a

There are many models of leadership that exist across a range of fields (e.g. social work, education, psychology, business, etc.). The ability to transform an organization successfully requires a different set of attitudes and skills. Transformational leadership is an approach where a leader utilizes inspiration, charisma, individualized attention, and intellectual stimulation with their employees (Iachini, Cross, & Freedman, 2015, p. 651). Transformational leadership helps to clarify organizational vision, inspires employees to attain objectives, empowers employees, encourages employees to take risks, and advocates the seeking of alternative solutions to challenges in the workplace (Transformational Leadership, 2015). It allows the leader to engage and motivate each follower identify with the organization’s values and goals.

The book The Heart of Change shows the practical side of the theories that are taught in the course textbook. It presents stories of successes and failures based in the application of concepts discussed in Organizational Behavior and Management and in class. Although we talked about several different concepts the ones that are evident in the examples in The Heart Of Change are the more progressive and individual centered approaches. The leadership characteristics that are important to successful change in an organization are those that are espoused in the transformational theory of management. It makes sense that ideals in line with the transformational management theory

Similar to “Cat in the Rain”, Ernest Hemingway sheds light on a young couple’s, the American and Jig, relationship in the short story,“Hills like White Elephant.” The story centers on a conversation between the couple, a conversation about a operation. Which the story never specifically mention the operation name however, it could be concluded that the operation is abortion. Differentiating from the earlier story, rather than exploring their relationship through character study, Hemingway explores the relationship through repetition, allusions, suspense and foreshadowing.

Leadership is a process of social influence, which maximizes the efforts of others, towards the achievement of a goal. The article “Leadership That Gets Results” by Daniel Goleman is an article that helps readers understand that there is not only one way of becoming a successful leader. Research indicates that leaders with best results do not rely on only one leadership style. Goleman, describes leaderships styles as array of clubs in a golf pro’s bag. Over the course of the game, the pro picks clubs based on the demands of the shot. Thinking is involved during the selection, but usually it is automatic. The pro is aware of the challenge ahead, quickly utilizes the right tool, and puts it to work. It has also been found that emotional intelligence

Leaders engage in performing at the workplace that are intended to influence their new employees and lower management dealings here the leadership is an interpersonal action that has to be studied broadly in the workplaces in this regard. Our study examines one of the most commonly studied leadership styles not for its significant impacts on employee social integration and psychological well being attitudes but instead for a minor advantage that it may have. (Avolio, Walumbwa, & Weber, 2009; Hiller, DeChurch, Murase &, Doty2011) It may make the leaders to use the humor more efficiently to motivate workforce by encouraging their commitment with their work.

Transformational leaders are able to inspire employees to work towards a common goal by changing their expectations, motivation and perception of why they are doing the work. Transformational leaders cultivate a commitment from their employees, which encourages them to put aside self-interest to work

These types of leaders, according to Avolio (1991) possess the characteristics of individual consideration, intellectual stimulation, inspirational motivation, and idealized influence. This paper will examine the outcomes that are a direct result of transformational leaders who exhibit these types of traits such as job satisfaction and organizational commitment, job stress, safety, supervisor satisfaction, team, performance, and general.

Mrs Mooney is successful in trapping Mr Doran into marriage because he is very concern with preserving his social appearance and allows it to influence his decision. Mr Doran only has two options, to “marry [Polly] or run away” (61). However, he cannot erase what has been done or run away from the effects of the affair, for “even his sense of honour told him that reparations must be made for such as sin” (62). In the end, we may infer Mr Doran agrees with Mrs Mooney to marry Polly, as after their meeting, Mrs Mooney calls out to Polly: “Polly! Polly! … Come down, dear. Mr Doran wants to speak to you” (64).