Week 7 Leadership Paper

Proper management of institutions is the key to the success of such a firm. The kind of leadership being dispensed directly affects the motivation of employees and their productivity. The two most prominent kinds of leadership are transformational and transactional leadership. This article seeks to discuss the two kinds of leadership and eventually propose the most efficient kind of management.

Over the past twenty years, an abundant body of researches have been done to review transformational leadership and transactional leadership. Burn (1978) was the first person to introduce and conceptualize the concept of transformational leadership and transactional leadership. Bass (1985) based on Burn’s concept and deepen his notion with modifications, which stated that one of the best frameworks of leadership is transformational or transactional, but not opposing to each other. Followed by Bass and Avolio (1994), they provide the idea of these two leaderships and generalize them into the development of global economic world. Bass and Avolio (1997) also suggested that there was no need to view transformational and

The United States has had fifty-six presidential elections with forty-three men chosen for the position of President of the United States. The authors' present in their journal article that boldness and fearless dominance associated with psychopathy are valuable predictors of presidential job performance. Their article discusses how brave dominance, linked to low social and physical apprehensiveness, appear to associate with higher-rated presidential performance for leadership, persuasiveness, crisis management, and Congressional relationships. Their analysis drew on the personal assessments of 42 presidents, by 121 expert historians recruited by Rubenzer and Fashingbauer, including biographers, journalists, and scholars who are established

Throughout history, certain leaders were described as having exceptional qualities, such as charisma, that enabled them to motivate followers to achieve outstanding performances. Used wisely, it’s certainly a blessing; indulged, it can be a curse and therefore, these leaders can lead people ahead or astray. Famous leaders such as Stalin, Hitler, Mussolini, and Roosevelt all shared a similar quality, charisma, which helped them rise in power and become leaders for their countries. This rise in leadership is a cause of crisis situations, distress in people, and inspirational and charismatic leaders who give promising deliverances. At the time, many leaders were struggling to rebuild their nations and as a cause, many totalitarian dictators such

R. (2012). Fearless dominance and the U.S. presidency: Implications of psychopathic personality traits for successful and unsuccessful political leadership. Journal of Personality and Social Psyc

Due to recent changes in law I believe there is a visible shift to the adaptability culture, where Hospital A and other similar organizations are less focused on things like awards, or titles but are focusing more on the multitude of customer feedback. Many hospitals have started providing their patients with surveys that then directly relate back to changes that are implemented. At times the result of the surveys directly affected the amount and type of pay the organization could receive from government sources. This allows the organization to adapt to the needs of the external environment. This type of organization has in a small way always used the adaptability culture due to the fast response and high-risk decision making model that is the bases for the organization, however some organizations are failing to meet the changing expectations from patients and are therefore loosing profits and finding hard finical times.

Transformational leadership’s influence on job performance, job satisfaction, employee attitudes, and employee engagement has been studied and compared to the influence of transactional leadership on the same. This paper compares three studies by three different researchers. Wright and Pandey (2010), Emery and Barker (2007), and Hechanova and Cementina-Olpoc (2013) conducted empirical research to determine the degree of influence transformational leadership played in each of their sample populations. This

Dominance, confidence, and empowerment are a few aspects that we value most in a leader, but unfortunately forgiveness is often overlooked when it’s compared to dominate characteristics. In today’s societies, we view this trait as a sign of weakness because we believe that dominance and self-sufficiency are more of a powerful asset in being a leader than forgiveness. In fact, Susan Cain, the author of Quiet, stated that in today’s Western society we desire leaders that obtain the “Extrovert Ideal”. She defines it as the “omnipotent belief that the ideal self is gregarious, alpha, and comfortable in the spotlight.”[4] However in her argument The Power of Introverts, she outlines it as an issue in our society because we value this idea more than

nfeld, S. O., Waldman, I. D., Landfield, K., Watts, A. L., Rubenzer, S., & Faschingbauer, T. R. (2012). Fearless dominance and the U.S. presidency: Implications of psychopathic personality traits for successful and unsuccessful political leadership. Journal of Personality and Social Psychology, 103(3), 489-505. Retrieved from http://library.gcu.edu:2048/login?url=http://search.ebscohost.com.library.gcu.edu:2048/login.aspx?direct=true&db=pdh&AN=2012-19403-001&site=ehost-live&scope=site

Today I am going to discuss about certain political leaders from our current history and describe their behaviors with the purpose to analyze their mind frame. With the help of my sources, I want to hypothesize certain psychological disorders that these individuals may possess with factual evidence as to why I labeled them with each particular disorder. I am going to talk about former president Barak Obama, First Lady Michelle Obama, president-elect Donald Trump, and Melania Trump.

Leaders can chose to use transformational leadership and transactional leadership independently or a combination of both to achieve defined

Leaders are often described as being prepared with different approaches, a plan and the desire to direct their teams to accomplish future goals. Both leadership styles are needed for leading a successful organization. Transactional leaders provide different advantages through their capabilities of addressing small effective details quickly (De Oliveira Rodrigues & Ferreira, 2015). Transactional leaders also handle all details that come together to build a strong name, while keeping employees productive at all times (De Oliveira Rodrigues & Ferreira, 2015). Different management styles are best suited for different situations. Transformational leadership inspires leaders to advance each another to higher levels of motivation (Mathew & Gupta, 2015).

Within this thought process, a look into transformational and transactional leadership provides further clarification and understanding. When a business or industry faces a new direction, creativity and vision from a leader provide motivated followers with a leadership style that will promote exponential growth and change. “Transformational leaders can influence followers to change their priorities, set new goals...inspiring them to do their best…(432 ). Conversely when an industry needs needs to stimulate performance transactional leadership would be preferred to transformational leadership. Transactional leadership would stimulate “desired employee behaviors.” (Phillips 433). Transactional leadership provides tangible benefits and rewards to motivate followers to achieve desired outcomes. Transactional and transformational leadership can complement each other according to Phillip and Gulley ( ). Depending on what the desired outcomes are, to include what part of the overall process the project is at, effective leaders can shift from one to the other. It does come to mind that some of the most experienced leaders in our society, parents, are situational experts at combining transformational

Over the past twenty years, an abundant body of researches have been done to review transformational leadership and transactional leadership. Burn (1978) was the first person to introduce and conceptualize the concept of transformational leadership and transactional leadership. Bass (1985) based on Burn’s concept and deepened his notion with modifications, which stated that one of the best frameworks of leadership is transformational or transactional. Following Bass and Avolio (1994, p. 4) provided the idea of these two leaderships and generalized them into the development of global economic world. Bass and Avolio (1997) also suggested that there was no need to view transformational and transactional leadership as

While the transactional leadership can be seen as simple contract trade based on the interest of greed, which sometimes get confused with what we call the manager’s task. The transformational leadership seeks to satisfy high need of its subordinates, commit to aspiring human dimension to a process of stimulation and mutual development in which the selfish interests are transcended in favor of the common good.