Please answer #1 Discussion and Reply to #2 Discussions for Quentin and Heather.
#1-What style of leadership is the most effective in leading an organization? Is it important to be well-liked, or are results all that matter? Cite examples that support your conclusions. Respond to the observations of at least two of your peers for this post.
Among the diverse styles of leadership, transformational leadership would be the most effective in leading an organization. However, I do believe that transactional leadership works in a collaborative effort with transformational leadership. Baack says “Transformational leadership engenders trust, seeks to develop leadership in others, and exhibits self-sacrifice…In contrast, transactional leadership concentrates on clarifying employee roles and providing job instructions” (Baack, 2017, p. 8.5). Transformational leadership focuses on motivation, influence, and encouragement to others. It drives the employee to perform better and not only suggests a change in certain improvements but rather a change in the whole person, hence, transformational. A good leader knows how to be a good follower. A good leader will know who has the potential to be the next leader in any given situation and they will do all they can to promote and push those individuals to various challenges and such. It is important among leaders that they minimize the frustration of an employee because they will feel better apt to perform their jobs. This will aid in a leader been well liked or even respected, however, that is not the governing principle. Any leader wants results yet there must be a balance between personal feelings about a person and meeting the goals of the organization. “Transformational leaders urge subordinates to put in additional endeavors and to go past what the subordinates are relied upon to do” (Gyanchandani, 2017, 38). We all know that if a leader is likened to a taskmaster, and not even concerned about their employees’ welfare, that employee will not be as productive as others. But on the other hand, when the employee sees the leader attempting to be a catalyst for them, they will do more because it is for their future ultimately.
Baack, D. (2017). Organizational behavior (2nd ed.). [Electronic version].
Retrieved from https://ashford.content.edu
Gyanchandani, R. (2017). The Effect of Transformational Leadership Style on
Team Performance in IT Sector. IUP Journal of Soft Skills, 11(3), 29-44.
Leading an organization takes a lot of skill and patience helps too. Working directly with people may involve a lot of different issues that people don’t necessarily think about. When a person thinks about their boss, a normal thought would be, “they tell me what to do, and I do it.” This is true. However, there is a lot more that goes into the equation.
A leadership style that I would prefer would be Transformational Leadership. A person that believes and acts in the transformational style is:
Firm, yet understanding
Allows choices, yet provides guidance
Encourages learning, yet is there to provide direction
Trusting, yet checks on progress
Excited about their job, yet remain focused
Positive overall, yet remains calm and collected
A person that exhibits transformational leadership skills keeps control over their area, however still allows enough room for people to grow. A leader can allow his/her people to try things their own way, yet retain enough control so that it doesn’t get out of hand. A leader practicing in this sense does not come to irrational decisions or simply ignore the task altogether. A person acting in a leadership role that follows this leadership style will expect the workers to get their work done, but will also allow room for the worker to explore on how to get it done better or faster. There may be some hiccups here and there, but a transformational leader takes it all in stride. According to our text, “A leader’s behavior is shaped by environmental and subordinate contingency factors. Effective leaders clear the path for employees to accomplish their goals´(Baack, 2017, sec 8.4). There will be some errors, but that is how some people learn. Mistakes may lead to improvements and also may strengthen the team. If a group has to all work together to get something done, it is better if they find out how to do it the best way that works for them. As long as the result is the same, it should not matter how the group arrived at the finish line. A transformational leader will encourage people to step out of their comfort zone in order to make improvements and feel as if they are achieving success in their job. Does a leader need to be liked? Not necessarily. Employees do not need to have a warm and fuzzy feeling about their boss. However, they should feel respect for him/her. Results don’t tell the full story. If a person stands over another and says they need to have this done before the end of the day or they will be fired, the leader most likely will not be well-liked. If an organization has a leadership team that is disrespectful and does not respect the employees, then chances are the employees will eventually leave. A successful leadership team works with his/her people to get the job done; they don’t demand it will get done or else.
Ref: Baack, D. (2017). Organizational behavior (2nd ed.). [Electronic version]. Retrieved from https://ashford.content.edu
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