...Week Five: The Strategy Process, Organizational Behavior, and Leadership in Organizations Shavonne Herriot July 2, 2012 Barry Foster PhD The company that I work for, Memorial Sloan Kettering Cancer Center is going through expansion and restructuring. Because of this I was given the opportunity to determine the position that best suits me. They are allowing me to define my role within the company so that I will most benefit the company and be most successful. This is going to be an exceptional experience for me. This will allow me utilize the skills that I have learned through my schooling to benefit the company. Instead of choosing one leadership model to follow, I believe it would be most beneficial to combine two different ones. The leadership models I decided to use were the Affiliative Leadership Model and the Coaching Leadership Model. By definition “the affiliative leader was one of six leadership types documented. The affiliative leader promotes harmony among followers, and helps to solve conflict. By making sure followers feel connected to each other, this leader is adept at building teams” ("Money-Zine", 2004-2012). Affiliative leaders revolve around people. They pride themselves in their ability to keep their employees happy and create a harmonious working environment. They build strong emotional bonds with their employees and foster loyalty. People work at their best when they are satisfied. If they are in an environment that fosters great relationships...
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...opportunity based on my leadership abilities to define the position that best suits my qualifications and that will most benefit the company as we undergo expansion and restructuring. Based on the basic personality assessment I scored high on being goal and task-oriented. This means that I am very responsible, reliable, and achievement oriented. The task-oriented leadership style includes aspects of task management and leadership. This style includes coordinating work activities, paying attention to details, monitoring progress of assignments. The leadership style suggests that I take responsibility for decisions and setting strategic goals to perform my assigned tasks. In addition to being goal oriented, I am also very cautious. The cautious styles’ strengths include an eye for detail and accuracy, dependability, persistence, follow-through, and organization. The cautious styles behavior indicates that I like to gather all the facts before I begin to offer my opinion. People with a cautious behavioral style are comfortable when others communicate logical messages. They tend to carefully listen to others so they can sort the trivial messages from those with substance. They tend to be methodical and systematic. The cautious leader usually has high expectations of themselves and others, which can make them over-critical; however their tendency is toward perfectionism. This could be seen as a weakness; however since the goal is organization accuracy, process correctness...
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...Leaders and Leadership in Organizations Abstract The success of an organization is dependent upon the leadership. Leadership is essential in providing vision, direction, and motivation. The purpose of this paper is to identify the importance of leadership in organizations by exploring leadership theories, styles, traits, and behaviors of effective leaders as well as challenges organizations face in developing and identifying effective leadership. Importance of Leadership Ultimately, the success and failure of an organization is dependent upon leadership. Although there are a number of factors impacting the performance of organizations, the quality of leadership remains at the key focal point. Effective leadership casts vision, provides direction, and influences organizational behavior, good or bad. Leadership academic studies agree leaders possess common qualities and attributes. Leadership styles may differ, but qualities and attributes remain consistent. The role of a leader is critical to the evolving dynamics of an organizational structure. Organizations are more aware of the role leadership has in their organization and are seeking leaders with the style, qualities and attributes needed (Yukl & Lepsinger 2008). An organizations understanding of leadership is often limited to assessing a leader’s ability to motivate others to go beyond what is expected, benefiting from subordinates full potential efforts. Influencing the group of an organization is a much...
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...Behavioral Leadership Approach Hanane Kilaouy LDR/531 August 20, 2012 Bridget Peaco Behavioral Leadership Approach Management and leadership skills of employees inside any organization have a huge impact on its success. Yukl (2010) stated that most descriptions of leadership involve process of influencing people intentionally to lead, and build relationships in an organization (Yukl, 2010). Some leaders are born to become leaders and leadership is a natural skill that they own and do not have to build from scratch. However, in an organization most leaders need to reach some degree of work experience to become successful. This paper will emphasize the behavioral approach, including strengths, and weaknesses as well as an example of this leadership approach used in an organization. Behavior Approach is one of the major research approaches for studying leadership that begins back in the early 1950s after scientists start paying more attention to the behaviors of managers. Leaders are individuals who have characters, behaviors, and abilities to make others complete theirs tasks needed to accomplish the target goals for the company. The behavior approach focuses on the behavior of leaders and their method of accomplishing tasks. The main strength of the behavior leadership approach is that the leader usually carries certain skills and behaviors that fit the whole team and lead to working chemistry that leads to a success in an organization. In this method of leadership...
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...Leadership in Organizations Ashley Rivers LDR 531 November 17, 2011 Dr. Rickie Baldwin Leadership in Organizations Many organizations are created from the thoughts, motivation, and determination of a leader. A leader is an individual who has the traits, abilities, and behavior to influence followers and accomplish task objectives. These leadership skills can help an organization achieve the strategic goals and objectives of the organization. The term leadership is defined as “the process of influencing others to understand and agree about what needs to be done and how to do it, and the process of facilitating individual and collective efforts to accomplish shared objectives” (Yukl, 2010, p. 8). Many researchers have focused on the concept of leadership. Some researchers “define leadership according to their individual perspectives and the aspects of the phenomenon of most interest to them” (id. at p. 2). Research has also distinguished the different views of leadership, and other forms of leadership. The other forms of leadership include direct and indirect leadership. This paper will review the views of leadership, the other forms of leadership, and the behavior approach of leadership. The strengths and weaknesses of the behavior approach will also be discussed. Many researchers have argued whether leadership should be viewed as a “specialized role or as a shared influence” (id. at p. 3) process. Leadership as a specialized role focuses on the relationship...
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...TRANSFORMATIONAL AND CHARISMATIC LEADERSHIP THEORIES Gary Yukl* State University of New York at Albany Theories of transformational and charismatic leadership provide important insights about the nature of effective leadership. However, most of the theories have conceptual weaknesses that reduce their capacity to explain effective leadership. The conceptual weaknesses are identified here and refinements are suggested. The issue of compatibility between transformational and charismatic leadership is also discussed. Finally, some methodological problems involving construct validation and theory testing are identified, and suggestions for future research are provided. INTRODUCTION In the 1970s, behavioral theories of leadership effectiveness were dominant. Examples include path-goal theory (House & Mitchell, 1974), LMX theory (Graen & Cashman, 1975), and normative decision theory (Vroom & Yetton, 1973). Since the late 1980s, theories of transformational and charismatic leadership have been ascendant. Versions of transformational leadership have been proposed by several theorists, including Bass (1985, 1996); Bennis and Nanus (1985), Burns (1978), Sashkin (1988), and Tichy and Devanna (1986, 1990). Building on the ideas of Weber (1947), refined versions of charismatic leadership have been proposed by several theorists, including Conger (1989), Conger and Kanungo (1987, 1998), House (1977), and Shamir, House, and Arthur (1993). Unlike the “traditional” leadership theories, which emphasized...
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...Four Models of Leadership Lisa S. Patrick University of Phoenix Four Leadership Models There are theories that suggest characteristics, behaviors and relationships that inspire and create effective leaders and followers within organizations. The Trait Leadership Model, Behavior Leadership Model, Situational Leadership Model, and Charismatic Leadership Model provide assumptions built on theories from approaches that incorporate characteristics, leader behaviors, outcomes affected by situations and how leader relationships inspire change in an organization. Differences and similarities exist among these approaches and may address some of the contemporary leadership and challenges in organizations. Trait Leadership Model The Trait Model examined specific traits researchers believed were associated with leadership and focused on the innate characteristics that make good leaders. This body of research included theories that “leaders were born and not made” (Clawson, 2006, p. 379) in the “Great Man” Theory of Leadership. Kouzes (2003) believes that to view a few men and woman as innate greatness is wrong and that heroes do exists in organizations. Other Theorists like Stogdill’s Leadership Traits, Maccobys Leader, and John Gardner’s Leaders noted characteristics believed to make great leaders. Stogdill believed leaders were strong, task-oriented, confident, handled stress, and accepted responsibility for actions were qualities of a good leader (Clawson, 2006; Clemers...
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...Introduction of the relationship between leadership and ethics. First, leadership is a process that is not specifically a function of the person in charge. Leadership is a function of individual wills and individual needs, and the result of the dynamics of collective will organized to meet those various needs. Second, leadership is a process of adaption and of evolution; it is a process of dynamic exchange and the interchanges of value. Leadership is deviation from convention. Third, leadership is a process of energy, not structure. In this way, leadership is different from management-managers pursue stability, while leadership is all about change (Barker 2001, p.491). In organizational terms, as in life in general, ethics are beliefs about what is right or wrong, they provide a basis for judging the appropriateness of behavior and they guide people in their dealings with other individuals, groups and organizations, managers are witnessing to those right and wrongs. (Khar, Praveen & Aggarwal,2011; Hansen, 2011). As Wines (2008, p.484) commented: ‘At bedrock, those who profess ethics believe that human beings are autonomous moral actors capable of making meaningful choices’. 6Approaches to ethics tend to fall into one of two philosophical camps: the consequentialist (teleological) and the non-consequentialist (deontological) (Pettit2003; Harper et al, 1996). Consequentialists argue that ethical values are meaningless unless they are actively promoted. For consequentialists...
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...| | | Direct and indirect effects of transformational leadership on innovative behavior | | | | | | Table of Contents Abstract 3 Introduction 4 Theoretical framework 8 Leadership and innovative behavior 8 Transformational leadership and innovative behavior 9 The mediating role of affective commitment between transformational leadership and innovative behavior 11 The mediating role of innovative climate between transformational leadership and innovative behavior 15 The moderating role of affective commitment between transformational leadership and employees’ innovative behavior 18 The moderating role of innovative climate between transformational leadership and employees’ innovative behavior 19 Methods 20 Participants and Procedure 20 Measures 22 Data analysis 24 Results 25 Descriptive statistics and scales 25 Correlation analysis 26 Testing hypothesis 27 Discussion 29 Limitations and recommendations 33 Directions for future research 35 Practical implications 36 References 37 Appendix 42 Tables……………………………………………………………………………………………………………………………………………42 Figures. 45 Company report 46 Abstract This study aims at investigating how transformational leaders directly and indirectly (via affective commitment to the organization, the career, the leader, and the team and innovative climate) affect employees’ innovative behavior. The hypotheses are tested by applying quantitative analyses to data collected from 39 employees of a...
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...Does the leadership of an organization have an effect on the employees and the organization? Abstract Leadership is a critical component in the success of any organization. Over the years, research has been conducted to identify specific aspects of organizational culture that favor particular styles of the leadership in the organization. There has been research done on the definition of leadership. In this study, I will touch on both the definition of leadership, and the importance of the relationship between specific types of organizational cultures and leadership styles. In this study, I found that transformational and transactional leadership styles are the ones that are commonly used in organizations. The leadership of an organization plays a very important role of the organization. Leadership is one of main areas of study today in professional training. There are a number of books, articles, and research papers written on how we define leadership in the public sector, as well as how it affects the organization. Some leaders are born into the role, such as royalty, where there have been some notable successes and failures. Other leaders become leaders simply because other people choose to follow them. Researchers have been studying the definition of leadership for many years with different results but most agree that leaders have a perceived influence on the organization. Sauer (2011) Most individuals who read these articles are interested...
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...Week One Leadership Approaches LDR 531 February 17, 2013 Dr. Pat Abstract Leadership can have several definitions. Researchers can take many different approaches to studying leadership and leadership styles. Indicators can be examined to determine the effectiveness of leaders and potential leaders. It can be argued that leaders are not “born”; they are trained and taught skill sets that develop their leadership style. Leadership approaches are classified into the following five approaches: the trait approach, the behavior approach, the power-influence approach, the situational approach, and the integrative approach. I believe the behavior approach may be a better suited approach for companies like the one I worked at for eight years. Table of Contents Introduction 4 Research 4 Behavioral Approach 4 Workplace 5 Pros and Cons.................................................................................................................................6 Conclusion......................................................................................................................................6 Reference........................................................................................................................................8 Week One Leadership can be defined many ways. One way to define it is; Leadership is “the behavior of an individual . . . directing the activities of a group toward a shared goal.” (Hemphill &...
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...Organizational Behavior – Leadership BUS 318 Organizational Behavior (BWD1421A) Organizational Behavior – Leadership Organizational behavior (OB) is the study of human behavior in organizations. It is an academic discipline devoted to understanding individuals and group behavior, interpersonal processes and organizational dynamics (Schermerhorn, Osborn, Hunt, & Uhl-Bien 2012). OB is also devoted to explaining and ultimately improving the attitudes and behaviors of individuals and groups in an organization (McGraw-Hill n.d.). Leadership is an important role in an organization and in this paper I will discuss the different styles of leadership and how they affect the overall organization. “Inspired leadership has always played a vital role in the development and sustained productivity of any successful organization. But as many managers are discovering, effective leadership does not often come naturally to them. The technical and business skills they have carefully honed are simply not transferable to many situations calling for interpersonal and leadership abilities” (Dr. Strauss 2014). It is very important to have effective leadership in order to have a successful organization. Leaders are people who influence and create change. Others follow leaders because they see the value of their ideas and suggestions and choose to align with them. Leaders will succeed when other follow them because they want to not because they have to (Schermerhorn...
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...know the managerial skills in an efficient manner to guide people in achieving the goal. An individual with good set of skills, work efficiency and organizational values can be considered as a manager but not as a leader. Whereas a leader on the other hand apart from having these traits helps his fellow members to achieve these traits as well. A leader can actually arise from anywhere by creatively transforming his skills and abilities. A good leader is a person who doesn’t bosses around people, instead he should be recognized as one among them. He should be supportive to share the successes that the team achieves as well as to take responsibility for their failures. Leadership is the art of getting someone else to do something you want done because he wants to do it Dwight D Eisenhower Leadership Leadership is about creating, controlling and making use of our own energy and also energy of people in...
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...The Role of Leadership in Shaping Organizational Culture Laurita M Jones, MBA, MSA Walden University The Role of Leadership in Shaping Organizational Culture Leaders have a profound impact on their organization and how well their teams perform. Thus, organizational leadership plays an influential role in shaping culture and culture in return forms administration. As a leadership perception, corporate culture has been acknowledged as one of the various elements that leaders can utilize to enhance a dynamic business. The process of establishing the cultural foundation of a company begins with the appointed leadership of organizations. They do so by enforcing their assumptions and expectations of organizational culture onto their followers. High-level superiors are the major sources for communicating norms and core values in organizations. Therefore, it is imperative that leaders convey the organization leadership and cultural principles to their followers for utilizing their leadership powers to support and preserve an organizational culture that is ethical and healthy. With the attentiveness to culture in today’s business entities, and its resilient influence on the behavior of subordinates, leaders in company’s can produce a culture that supports high moral and ethical behavior. The subsequent analysis of leadership and organizational culture will attempt to discuss several mechanisms of leadership, and the role leadership plays in shaping the culture of an organization...
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...RUNNING HEADER: LEADERSHIP Week 7 Analytical Paper Abstract The purpose of this paper is to capture the different characteristics of Leadership, and how this apply to a real case scenario. The case scenario was briefly explained, and an analysis was performed to cover how the case fits in the theoretical framework covered this week. The organization had a transformation due to a change of the immediate leadership, and the team members and leadership performance drastically improved. The new leadership positively motivated, encouraged, guided and played the leadership roles with their team members with an improvement on people’s morale and performance. Introduction Leadership is crucial to build and preserve an environment that lead to a high standard and enables subordinates to an outstanding performance and maximize their contribution to accomplish the organization’s mission and goals. Leaders have to create an environment where their people can feel free in sharing their ideas and knowledge with the rest of the team, allowing them to come up with the best products for the organization and team advantage. Empowerment motivates the individual experience and skills that are suppress due to their superior’s insecurity (Colquitt, Lepine & Wesson, 2013). Leaders have the tendency to visualize what they want and transpire that vision into achievable goals by establishing plan with their team and by obtaining their commitment...
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