...Five Personality Leadership Dimensions August 15, 2015 Five Personality Leadership Dimensions Many of us were initially taught that leaders are born with a unique set of inherent traits and if you lack those traits at birth then your destiny is to be a follower. Later, we discovered within our job searches that multiple organizations require various styles of leadership. However, numerous corporations are utilizing “The Big Five Personality Traits” along with other supplements to determine which candidates would be the best fit for a specific job position. The Big Five Personality Traits consist of five key dimensions with characteristic behaviors measured along a continuum which is listed below (Smith, 2015 p.1): 1) Openness: measures your level of creativity and desire for knowledge or new experiences. 2) Conscientiousness: will measure your organizational skills, along with ability to make plans and follow them through. 3) Extraversion/Introversion: this dimension will measure sociability, outgoingness and your energy level within a crowd. 4) Agreeableness: this dimension looks at your level of empathy, friendliness and kindness toward other individuals. 5) Neuroticism: measures your levels of anxiety, irritability, temperament and emotional stability. Therefore, having an understanding of your personality traits prior to searching and accepting a leadership position would be highly beneficial and predictable of your happiness within an organization...
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...Followership Sonia D. Smith Palm Beach State College Abstract Followership is important in order for a corporation to be successful. While the leader of an organization is an important role, a leader has to have followers to lead. This paper will look at what followership is defined as. It will also explore some of the demands on the effective follower and why effective followers are a critical resource for a leader. Followership One of the most important roles in an organization is followership. However, followership would not exist without trust and leadership. A leader is defined as one who “influences relationships among leaders and followers and who intend real changes and outcomes that reflect their shared purposes” (Daft, 2008). The two positions are entwined. Followers can shape a leaders behavior just like a leader can develop good followers. These roles are proactive and can work together to achieve the vision of the organization. In a time, not too long ago, followership meant to do as you were told and be quiet about it. Followers kept their heads down and did their job and did not ask questions. Recently, an employer’s expectations has changed for followers, and leaders are asking more from their subordinates than before. Everyone is or has been a follower at some time in their life. Even leaders have to have a followership role. For example, a supervisor on a production line has followers reporting to him/her. They in turn have to report to their...
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...giving way to servant leadership. Servant leadership is coaching and helping employees to find the good in them. This type of leadership can help their employees to develop themselves and help the company to reach its goals. Gordon, R. D. (2002). Conceptualizing leadership with respect to its historical-contextual antecedents to power. Leadership Quarterly, 13(2), 151. Gordon discusses how dispersed leadership can be an effective way of managing people. However, the author mentions that some researchers misinterpret this concept. He gives examples from several different resources to maintain his objectivity on the topic. Handy, C. (1993). Balancing corporate power: A new federalist paper. McKinsey Quarterly, (3), 159-182. In this article, Handy states that companies are rethinking federalism. Separating employees into smaller groups can help companies balance the power in organizations. This way of thinking can give employees the opportunity to grow and be more effective. Pearce, C., & Manz, C. (2011). Leadership centrality and corporate social ir-responsibility (CSIR): The potential ameliorating effects of self and shared leadership on CSIR. Journal of Business Ethics, 102(4), 563-579. doi:10.1007/s10551-011-0828-7 This article discusses scandals connected to executive leaders in the corporate world. It offers suggestions about how shared and self-leadership can help to balance the power. Shared leadership helps to check and balance the overall leadership system. Vinod, S....
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...|ISLLC Standards and School Leadership: Who’s Leading This Band? | | | | |Paul Pitre | | |Auburn University | | | | | |Wade Smith | | |Louisiana State University | |The Interstate School Leaders Licensure Consortium’s (ISLLC) standards serve to define expected outcomes and activities for | |effective school leaders. As such, the standards provide a comprehensive overview of leadership in our nation’s schools and | |serve as important referents for measuring school improvement and effectiveness. This article examines the centrist perspective | |of the standards, where the principal is viewed as the leader, posits reasons why the centrist view of the principalship is | |offered, and argues that this centrist notion of...
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...Being a Strategic Leader Table of Contents 1. Impact of Organization’s Culture and Values on Strategic Leadership………………………………………………………………………………2 2. Legal, Regulatory and Ethical Requirements and Strategic Leadership………………………………………………………………………………2 3. Contemporary Social Concerns Impacting on Strategic Leadership………………………………………………………………………………2 1. Relationship between Strategic Management and Leadership……………………………………………………………………………..3 2. Leadership Style and Their Impact on Strategic Decisions………………………………………………………………………………..4 3. Need to Adopt Different Leadership Styles in Different Situations……………………………………………………………………………….9 1. Two Different Leadership Strategies: An Evaluation………………………………………………………………………………..9 2. Situational Variables and Changes in Leadership Strategies………………………………………………………………………………11 3. Leadership Strategies and Organizational Structures………………………………………………………………………………..12 Being a Strategic Leader 1. Impact of Organization’s Culture and Values on Strategic Leadership Strategic management has emerged as one of the most critical and valuable filed necessary for the survival of an organization. Recent studies and anecdotal evidences provide that almost every successful company around the globe is implementing the methods and process of strategic management and leadership. These methods enable the strategic leaders to pool and pull the assets of the organizations into particular directions and achieve the set objectives. In this way...
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...According to Bruce Avolio, “What we have clearly learned is that leaders who can balance transactional and transformational leadership across time, situations, and challenges are the most effective” (Avolio 2011, 49). “People have a greater sense of ownership at the highest levels in terms of identification and are willing to provide the extra effort needed to succeed” (Avolio 2011, 49). Yet, Rusty Ricketson wrote, “Those who embrace the followerfirst perspective are not dependent on titles or positions in order to gain a sense of identity and worth. They understand that good leaders are good followers” (Ricketson 2014, 197). Although Avolio supports Full Range Leadership and Ricketson support Following-Leaders there are both differences and similarities in each perspective. Ricketson wrote, “One of the unique aspects of being a Following-Leader is that those who embrace the followerfirst perspective only need be who they are within the organization and, by default, they become Following-Leaders” (Ricketson 2014, 199). In contrast, Avolio shared, “Yet, although transformational leadership across time, organizations, cultures, and individuals seem to be the most effective form of leadership, it is important to reemphasize that without the more positive forms of transactional leadership such as setting expectations and goals, as well as monitoring performance, leaders and those lead would be limited in their ability to succeed” (Avolio 2011, 49). When faithful followers...
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...| Organizations and Behavior | A Theoretical Perspective | Muhammad Ariful Islam 01-Aug-12 | Contents Introduction 3 1. Understanding of Different Approaches to Management and Leadership 3 1.1 Comparison of Effectiveness of different leadership styles in different organizations 3 1.1.1 Autocratic Leadership Style 3 1.1.2 Democratic or Participative Leadership Style 4 1.1.3 Free Rein Leadership Style 4 Table: 1 5 1. 2 The Best Suited Leadership Style in this Scenario 5 1. 3. How Organisational Theory Supports the Practice of Management 5 1.3.1 Classical Theory 5 1.3.2 Neoclassical Theory 6 1.3.3 Contemporary Theory 6 1.4. An Evaluation of Different Approaches to Management Used by Different Organizations 6 1.5. Organisations that Adopt Different Approaches of Management 8 2. Understanding of the Ways of Using Motivational Theories in Organisations 8 2.1 The Impact of Different Leadership Style on Motivation in the Periods of Organizational Change 8 2.2 An Effective Leadership Style Can Help to Achieve Organisational Objectives 8 2.3 Comparison of the Application of Different Motivational Theories within the Workplace 9 2.4 ‘Motivation can Increase Employee’s Performance’- A Justification with Argument 9 2.5 The Usefulness of a Motivation Theory for Managers 9 3. Understanding of the Mechanisms for Developing Effective Teamwork in Organisations 10 3.1 The Nature of Groups and Group Behaviour Within Organisations 10 ...
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...Strategic leadership – what does it mean? Defining strategic leadership has proven a difficult task, due to the complex nature of the term, and also vast amount of literature to date. Davies et al (2003:303) argues that a strategic leader “can see the future, bigger picture for organisation as well as understand the current contextual setting of the organisation”. However, Rowe (2001:81) describes strategic leadership “as the ability to influence others to voluntarily make day-to-day decisions that enhance long-term viability of the organisation while maintaining its short-term financial stability”. Consequently, strategic leadership was quantified as the “ability to anticipate, envision, maintain flexibility, think strategically” (Hitt et al. 2003, cited in Rowe 2001:83). In light of the above, strategic leadership can be seen as the direct influence on organisational processes that achieves performance outcomes. It requires both flexible, adaptive capabilities and the need to engage in managerial ethos; essential features according to Boal and Hooijberg (2001). The need for strategic leadership The global economy can be seen as a fluid entity, constantly changing and moving in different directions. With this comes uncertainty and the need for leaders to think strategically in today’s organisations. “Mobilising an organisation to adapt its behaviours in order to thrive in new business environments is critical” (Laurie 1997:124). This was an early opinion about leadership and organisational...
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...Organizational Change & Leadership from a Systems Perspective Joshua Dooley BSHS/425 Gina Harper In human service, the practitioners' goal is to grow the independence of the users of the service. They achieve their goal through education, civic engagement, social change and health promotion in all society levels. The human service practitioners also advocate human system's accessibility, integration, affectivity and efficiency (Agranoff, 2004). To achieve all this in the dream human service the best kind of leadership to is transactional leadership. Transactional leadership style begins with the principle that all members of the team agree that they will totally respect and obey their leader during work. In this leadership type, the transaction states that workers will be paid for their compliance and effort (Agranoff, 2004). With this on mind, the leader is given rights to reward or punish, depending on the job done. Under transactional leadership, members of the team are not given many opportunities to improve their job contentment. It is entirely on the leader to give them control of their salaries through introducing incentives. These incentives require them to offer quality job services which benefit the organization through quality and high production. In case the standards are still not met in transactional leadership, the leader can opt to use management by exception practice, where the team members are punished...
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...MT 140: Introduction to Management Unit 8 Assignment Integrity and Leadership are issues that Dalman is currently facing in Sandwich Blitz. New laws for the health codes have been put in place in one of their locations. Currently they do not meet the rules for the placement of the dumpster. The government zoning inspector is willing to turn a blind eye to violation in exchange for Sandwich Blitz to supply food for his company’s holiday parties. Dalman needs to use some integrity in this situation. After reading the Eight Steps in “Rethinking Integrity,” by Sherman, I believe there are definite integrity steps that Dalman should choose to follow here. Doing the right thing is the first of the eight steps of integrity that Sandwich Blitz should incorporate. Doing the right thing means having a clear understand of what is right and wrong. A good leader has good values. He leads his employees by example. In this situation Dalman needs to obey the rules. In the long run it won’t benefit him to violate this health code. The dumpster needs to be moved back the extra food that is required. These codes are set in place for a reason. In this case it is a health issue. Dalman wants his company to have a good reputation and also he wants his employees to follow the rules as well. One leads by example and in this case doing the right thing shows the employees they should not cut corners or violate laws set in place either. Dalman will need to take responsibility...
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...JTB_Journal of Technology and Business. October 2007 Ethical Leadership Makes the Right Decisions Magdy Hussein Faculty, Northwestern Polytechnic University ABSTRACT This paper defines business leadership, review different types of leadership and examine how leadership ethics add great values and weight when making a business decision. The ethical scandals that have occurred in the last ten years have shaken the image of Corporate America. Leadership is on the test when business operators make competitive, strategic and tactical decisions that affect both stockholders and stakeholders such as downsizing and outsourcing. Ethical and moral obligations toward both parties require more than leadership with management skills and influential charisma. It entails visionary wisdom that makes possible moral decisions in the best interest of everyone involved. Key words: Leadership, Managerial Leader, Charismatic Leader, Transformational Leader, Strategic Leadership, Ethical leadership, Stakeholders, Corporate Social Responsibility Ethical leadership combines ethical behavior and ethical decision-making and is required by both individuals and organizations. One major responsibility of a leader is to build a foundation of ethical organizational behavior through ethical decisions and to differentiate between leadership compliance with codes of ethics and leadership values of business ethics’ practice. There is a need to synthesize these differences and evaluate the degree to which...
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...Running head: CONSENSUAL RELATIONSHIP AGREEMENTS Consensual Relationship Agreements Case Study Argument for CRA The use of consensual relationship agreements (CRA) in my future workplace should be taken seriously. The last workplace I was in did not have a CRA policy in place. The only thing I knew they would do is make sure the couple did not work in the same department. This is, assuming their relationship was known. I believe it is important to have this policy. Hellriegel and Slocum (2011) point out some statistics regarding workplace romance: “According to a survey by Vault.com, an online career center, 47 percent of the 1,000 professionals surveyed had been involved in an office romance, and another 19 percent would consider it. Of those individuals who had a romance, 11 percent had dated their managers or another manager” (p. 65). CRAs help protect the company as well as the employees who are romantically involved, especially when one is a manager, and the other is a subordinate. Hellriegel and Slocum (2011) have four reasons they expect employees to sign a CRA. They believe it will: (1) decrease the risk of sexual harassment litigation; if the relationship ends, the employees may claim they were pressured into the relationship. The CRA states that their relationship is voluntary and consensual. (2) It will reduce other employees from speculating favoritism; the CRA plainly states they are not to show favoritism, especially when one of them is in a management...
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...APPLYING LEADERSHIP THEORIES APPLYING LEADERSHIP THEORIES APPLYING LEADERSHIP THEORIES IN THE SCHOOL SETTING Every organization has a leader who manages the institution with the end task of accomplishing the desired goals. The success of an organization depends on dynamic and effective leadership. Leadership, is influencing people to follow in the achievement of a common goal (Koontz and O’Donnell, 1959). Educational organization has been going through tremendous changes, reform and restructuring. With these changes, Leadership styles and management techniques have undergone changes to keep up with the needs of the global society (Razik and Swanson, 2010). It is still debated on which Leadership styles or theory is the best to achieve success, with an agreement that a combination of different theories based on situational need will be the best. This essay will depict how different leadership theories apply to my school setting as reflected from the leader’s behavior and actions. Applying Leadership Theories Leadership is a matter of how to be, not how to dot it (Hesselbein, 1994).Different theories have been put forward to explain the leadership behavior. They really are not theories but are descriptions of concepts, procedures, and actions (Hersey, Blanchard and Johnson, 2008) as exhibited by the leaders. As a matter of fact, leader at our school site exhibits different strategies and techniques that cannot be included under one particular theory...
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...[pic] Contents Introduction 2 2. Personal development from PALS 3 2.1 The futures of PALS and what I’ve learned 3 2.2 Benefit from visiting speakers programme and organizational visits 6 3. Professional development from PALS 7 3.1 Commercial awareness 8 3.2 Communication skills 8 3.3 Leadership 9 3.4 Foreign language 10 4. Help in the future 10 Conclusion 11 Reference 12 LEARNING LOG 13 Introduction In this text, I will retrospect to the period doing the assignment and reflect how I developed professionally and personally. The first chapter gives a review of the group assignment and presentation. We took DHL call centre as the development subject, and analyzed the importance of establishing a new call centre based on the theories about the reasons of building call centre. Based on existing literature about call centres, we summered up the advantages of call centres and examine the current status of DHL, thus our analysis gives a theoretical and practical ground of building DHL new call centre (Bruce et al, 2010). Latter analyzed the factors influencing the success of call centres so that we can adapt right strategy and avoid big failure (Chiara et al, 2006). The main concern is to promote service quality in all dimensions and by scientific means. In the second chapter, I draw a line between what I noticed and perceived from visiting and interviewing activities and what...
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...Leadership Traits Most Valued Across Sectors A Research Paper Patrick Jinks University of Richmond October, 2008 Introduction: Leadership is a topic as broad as education or health care. Books, articles, workshops, lectures, and keynote speeches abound – not only in the area of business, but across sectors that include government, civic, academic, and charitable organizations. Leadership topics are limitless, as evidenced by the vast expanse of information available in bookstores, libraries, blogs, and corporate leadership schools. For the purposes of this paper, the focus is on the highest-profile trends embraced by thought leaders in the leadership arena. Specifically, this work centers on the similarities – and differences – in the way the different major sectors view and define the important competencies of their leaders. Questions prompting this research include the following: 1. What are the most valued concepts delivered in training sessions to leaders of non-profits versus leaders in the military? 2. How do governmental nuances determine the areas in which leaders must excel? 3. Do leaders in different types of business view the concepts of leadership differently, or do the trends relate to the same basic tenets? 4. Is the area of ethics limited to Fortune 500 CEOs or non-profit directors? The following outlines the key principles that appear to be the most valued leadership concepts and the most significant concepts imparted to each sector’s...
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