What Case Represents Behavior Approach Of A Leader

Coaching leaders help employees by identifying their unique strengths and weaknesses. They encourage employees to establish long-term goals. Coaching style is used least often because many leaders don’t have time to teach people and help them grow. Studies have shown that leaders who have mastered four our more especially the authoritative, democratic, affiliative and coaching styles have the best climate and business performance. I believe in order to master the art of leadership we need to comprehensively understand human behavior and have the ability to adapt. Leadership styles can lead to different types of success, as mentioned in the article leadership will never be an exact science. But neither is it a complete mystery. I believe that the business environment is continually changing, all leaders have to respond. Leaders must know when to use the right style at the right time to gain success. Although not all skills are equally effective leaders could use multiple styles at one time to gain success. For example leaders could use the authoritative style to mobilize people towards a vision while at the same time creating bonds and harmony through the affiliative

A1. Leadership Style Upon conducting research, it is clear that the definition of “leadership” is not agreed upon. It is fluid, based upon many perceptions, situations, and surroundings. According to Robinson (2010), adopting a specific style of leadership is rather futile as it is, “contingent on the personal traits of the leader, the people being led, and the nature of the activity.” Tools are available to help guide potential leaders in determining a preferred style of leadership. For example, utilizing the “Leadership Self-Assessment

The leader behavior approach is the focus of what people do as a leader or leadership style rather than the characteristics leaders inherit as a leader. It is the assumption that the actions of a person opposed to their innate mental state. Because leaders can learn through teaching and observation; specific behaviors are the focus of a leader. An important study of this theory was conducted by the Ohio State University, and the purpose was to identify common leadership behaviors. The study and research uncovered that there are two linked groups of behavior.

The leader responsibility is to monitor the productivity levels and work to increase these numbers on a quarterly basis. In order to maintain or raise productivity levels the leader needed to connect with the employees and emphasis the importance of specific work objectives. Occasionally the leader would initialize special incentive programs to raise employee morale. The leader will “round” on each employee on a regular basis to hear any complaints or ideas to improve processes. Manager A not only connected with the employee but with the patients as well. Any consumer complaints are sent directly to the leader who then handles the complaint in a professional manner following organization protocol. This adds value to the organization through employee retention, profit savings, and consumer

According to Leithwood, Louis, Anderson and Wahlstrom (2004), style is an important and essential component to being a successful educational leader. The authors do warn however, that although style is important, we should be careful not to “mask the more important underlying themes common to successful leadership, regardless of the style

Demonstration of leadership style can be either formal or informal. A formal leader is one that is selected and given authority by the hospital management to make decisions and act (Kozier et al, 2010). They are in a position of leadership thus includes the charge nurse, resource nurse, and the manager. They create shared vision, build trusting relationship through communication and initiating transformation and democracy through role directing and being role defined (Ezziane, 2012). The informal leader includes all other nurses or health care workers that are not officially appointed to direct activities of others but plays an important role in influencing colleagues to achieve the group 's goals (Kozier et al, 2010). These leaders are followers as well as learners on the unit. It includes all health care workers. Informal leader 's role is implemented when RPN nurses seek help from the RN in hanging some medication due to their scope of practice. They fully engage others and collaborate with other RN nurses when needed. They call on RPN nurses and nursing students present on the unit to come and learn. Informal leaders are relational, issue- defined and situational (Ezziane, 2012). In my clinical setting, an informal role is more predominant than a formal role leadership. According to Ezziane, (2012) "informal leadership are more appropriate to provide high-quality services, promote creativity and innovation"

The Style theory focuses on what the leaders do to keep good relationships in the work environment. The positive behaviors that the leader present at the time of building relationships with others, will allow them to peruse effective relationships. At the same time, the style theory states that people have their own way of learning and it is better achieve in different ways.

By leading through example, the employees know precisely which direction he is going. He attempts to create an environment where every employee has the capacity to hit their highest potential. Andy persuades and encourages diligent work from the team to guarantee the goals of the Organisation are met and are effective. He utilises a delegate type of leadership at whenever he feels it is proper in the certain setting.

A wonderful contribution. This is a perfect illustration of a great leadership in the healthcare settings. It is wise to incorporate effective and authentic leadership in the same aptitude. One of the issues of healthcare settings today is the shortage of nurses which compiles the work load of the staff members and such issue generates poor leadership in my work environment. Effective and authentic leadership play an important role to achieve patient satisfactions and encourages staff members’ knowledge and skills. When staff members are given extra workload, the chances of patient dissatisfaction increases and when they workers lack support from the management, it increases medication errors, poor performance, and decrease staff

style leadership focuses on what those leaders do, not who they are. Style theory refers to three

Examples of the author’s leadership style are once everyone is on the same level; the leader organizes people into groups focusing on particular tasks. The leader oversees everyone and every committee. He or she has to make sure everyone is doing what should be done and takes advantage of everyone’s skills in order to get the job done. When a new problem arises he or she reacts quickly and efficiently to solve it. For example if a discussion arises among two of the committees dealing with a particular task, the leader determines what the problem is and solves it by having someone else accomplishing the task.

Organizations depend on the management and leadership skills of individuals in order to be successful. Leaders do not have to be managers but are equally important. Leaders are individuals who possess traits, behavior and abilities to influence others to accomplish tasks and other needed objectives for the company. Leadership is defined as “the ability of an individual to influence, motivate, and enable others to contribute toward the effectiveness and success of the organization. . . .” (House et al., 1999, pg. 184).

A leader is defined as a person with responsibility to influence one or more followers and directing them to achieve a set objective (Sethuraman, 2014). In order to achieve that set of objectives effortlessly, effectively, and efficiently, the most important and valued trait of a leader is an effective leadership styles. Effective leadership styles are required in every organization at every level to be successful. The success or failure of an organization depends on the quality of leadership particularly on the part of top management. An effective leadership style can be developed on the basis of understanding of the situations (Sethuraman, 2014). Top management should know which leadership style is needed based on the situation to be most effective to gain trust and respect from their employee. There is no single method of influencing the behavior of employees for every situation. The employee’s level of knowledge on the task and can determine which leadership style that will be most effective for the situation. Preparing leaders to lead

Everyone has had a boss or superior in his or her personal or professional life. My experience in my time at Comfort Dental has allowed me to explore and gain professional work experience. With this experience at Comfort Dental, I was able to witness superior and subordinate relationships with the dentists and their employees. In addition, I was able to have my own superior and subordinate relationship with my mentor Dr. Trino Nuno. In one of my previous reflections for this course, we were tasked with identifying an aspect the, we have witnessed at our internships and to reflect on it. I choose to reflect on superior-subordinate relationships because of a particular event I described in my reflection. Seeing that I am still interested in gaining further knowledge on superior-subordinate relationships, I have decided to focus this application paper on superior-subordinate relationships. I will first describe the event that made me want to dig deeper into superior-subordinate relationships. Next, with personal experience and research, I will convey insights into superior-subordinate relationships in the realm of healthcare. This insight will include medical care and dental care. I will also add ample information about traditions in healthcare that pertain to training new healthcare providers and its connection to superior-subordinate relationships. Lastly, I will convey some methods that are proven to increase staff morale and effectiveness in the

By using Hersey and Blanchard’s situational theory, Phillip Jordan’s leadership style would be selling style due to the fact he has high concern for both relationships and tasks. This means he focuses on the engagement of all his employees, and makes sure the customer is always satisfied. His tasks encourage positive attitude and personal support. After doing a good job with a good attitude he rewards them. Jan Whitall’s leadership style is a telling style, due to the fact that she gives direction, but does not really focus on the moral of the employees or customers. She is quick to fire employees if they do not follow the policy rules, and does not may any attention to customer service or employee atmosphere.