The Leadership Theory And Transformational Theory

A leader must be able to move quickly from one agenda to another. A leader must be able to inspire a person or a group of people to want to do their best. A definition of leadership can be, “A relationship through which one person influences the behavior of other people” ( Mullins, p. 904 ). One of the biggest problems that a leader in any organization has to deal with is change. Leaders have to be versatile and willing to make tough decisions in today’s economic climate. We will analyze what it takes to be a successful leader and how to manage the people around you for the best results. Asking questions

As the newly appointed interim City Treasurer for the City of Norfolk, the rebuilding of the department would be a daunting but necessary task, which would entail: reclaiming of employee morale and the reestablishment of the public’s trust. The following outline provides proposals for the reorganization of the Office of the Treasurer; it also specifies intentions to further develop leadership, communication, accountability, transparency, and motivation. Altogether the organizational concepts will additionally demonstrate respect for the department’s organizational culture. Furthermore, as the interim City Treasurer, it would be necessary first to understand the outlined roles and duties of a City Treasurer. Furthermore, both formal and informal

Post by Day 3 your explanation of the strengths and weaknesses of the dyadic relationship in LMX Theory. Explain the impact these strengths and weaknesses might have on leadership. Compare LMX Theory to Transformational Leadership. Explain the relationship between the characteristics of LMX Theory and Transformational Leadership. Provide an example from your experience or one from the Learning Resources that supports your response.

Sullivan (2010) indicates that leaders empower, encourage, and support others in a shared effort to achieve goals or create change. Hence, as a early childhood educator our role has a great impact in achieving such goals. Indeed, a leader has desirable traits that inspires and motivates other to work towards a vision or goal. For the purpose of this paper, I will discuss my leadership style and explain how the style motivates and influences my environment and the importance to reflect on practice.

Transformational Leadership Theory as a Guide. My leadership philosophy closely mirrors the transformational approach to leadership. Like the transformational theory suggests, I believe that true leadership inspires the team to rise above its individual components in order to reach a shared goal (Huber, 2014). Some of the individual components are areas that I have personal strength in such as: desire to learn and ability to get the job done (Rath & Conchie, 2008). Additionally, some of the components are the ability to influence and connect with others; strengths that I do not possess (Rath & Conchie, 2008). Recognition of my own personal strengths and weaknesses led me to a democratic philosophy of leadership because I realized that one

Transformational Leadership, is grounded on building relationships and motivating staff members through a shared vision and mission. Transformational leaders naturally have charisma to communicate vision, confidence to act in a way that inspires others, staff respect and loyalty from letting the team know they are important, and are masters at helping people do things they weren’t sure they could do by giving encouragement and praise.

Several definitions of leadership have been established. Bringing these definitions together, a common description is advanced. As such, leadership can be acknowledged as the activity of leading a community of people or an organization. It involves four essential aspects. Foremost is devising a clear vision. In line with Avolio and Yammarino (2013)’s thoughts, this is to say that a leader is mandated with the responsibility of setting the direction of an organization. As such, leaders have to identify where they want their organizations to be in a certain period into the future. Secondly is the sharing of that vision with others to ensure that they follow it in a willing manner. A person serving in the leadership position has to ensure

****Granted, every quality associated with transactional and transformational leadership may not easily serve the needs of the ethical public-sector leader. For example, risk-taking and commitment are elements of transformational leadership; however, Dobell (1989) argues that there are systemic reasons as to why public-sector leaders tend to avoid risk and sustain the status quo, and also that the attempts by public officials to satisfy various groups may be perceived as a lack of commitment and inconsistency. Nonetheless, other qualities such as honesty, optimism, fairness, inner direction, and the motivation of followers can add to the ethical climate of public-sector organizations. Thus, a public-sector leader who focuses on specific aspects of both

Out of all the different leadership theories I learned about this semester I really feel that I best relate to transformational leadership and authentic leadership theories. During the development of my personal theory I found that these theories tended to list many similar traits, and values that aligned with my own. Additionally, both authentic and transformative theories place a significant amount of emphasis on the relationship between the leader and her/his followers. The success and influence of a leader comes not from herself but from her ability to create and invoke strong relationships with their followers. Given my character strengths of sociability, integrity, assertiveness, and my drive to connect to others on a deeper level, I value both the authentic and the transformative leadership theories.

Throughout the world today, there is a large problem with the abuse and “War on Drugs” when it comes to narcotics in the community. Operative Leaders throughout the world have been diligently working to help resolve this problem, while still caring for patients in a professional and pain free manner. With following a transformational leadership theory, effective leaders involved in this debate can develop a healthy and inspirational apparition of the future. They will motivate others to achieve this vision, they will manage its delivery, and they will build strong and successful solutions to provide a pain-controlled environment, with little or no abuse of pain medication.

This paper summarizes the article written by Cam Caldwell, Rolf D. Dixon, Larry A. Floyd, Joe Chaudoin, Johnathan Post, and Gaynor Cheokas regarding the need for a new type of leadership in today’s social work environment, defined as Transformative leadership. The article itself varies in the definition, however in a broad sense Transformative leadership is maintaining good moral standing and sound business ethics among employees and individuals inside and outside the workplace. However, in order to reach this theoretical level of business related moral and ethical leadership known as

A leader is someone who has the ability to influence followers that have the same determination and outcomes for change as they do. Not all leaders are famous people, or people in high positions of power. There are leaders all around us. They are just ones that possess leadership qualities that not all people have. This does not mean though that they are born leaders. This also doesn’t mean that all leaders are good leaders. They can also harm society, like Hitler. People build their leadership qualities through life experiences.

leadership, she was able to create the transformational leadership to serve the greater good by creating value and positive change in her followers which developed them to be leaders.

Most things in life revolve around some type of leadership. Joseph Rost defines leadership as “the ability to influence followers to achieve common goals through shared purposes” (Weiss, 2011). Your method of leadership can determine the trek to your personal goals or the goals of an organization. There are many different pieces to the leadership style puzzle, different traits, behaviors and theories. There are different styles of leading, some that take a harder stance like transactional leadership. Some are autocratic and some use coersion. There is one style that can accomplish success without the negative feelings or heavy-handedness. Through transformational leadership, you can successfully lead and attain your goals without ruling with an iron fist.

Leadership is defined differently according to one’s field and/or personal beliefs. According to Howard (2005) leadership is a form of “communication that involves coaching, motivating/inspiring, directing/guiding, and supporting/counseling others (pg.385).” Leadership leads to a production of outcomes for the goals that have been established in an organization (Howard,2005). In accordance Arnold, Connelly, Walsh, and Martin Ginis (2015) state that someone who is a leader influences tasks objectives and monitors the behaviors that help to complete these objectives. Howard (2005) states that leaders have four characteristics that include providing direction, creating trust and hope, and taking actions and risks. According to Tiuraniemi (2008) a leader should self-assess both their performance as well as their personality. Being self aware of what their team members think of them, allows a leader is able to do better at their job because they are able to change their behaviors or way or leading if they see fit (Tiuraniemi, 2008).