The Hersey-Blanchard Situational Leadership Theory

Wk11Assgn2JLayman: Final Research Paper Walden University Ph.D. Public Policy and Administration   Introduction This paper serves as a reflection of the approaches, and theories reviewed as curriculum over the last 10 weeks as a student in the PPPA 8111: Leadership and Organizational Change graduate class at Walden University, and how each approach or theory relates to the author’s personal leadership style. The paper begins with a description of the author’s personal leadership style, in her own words, without reference to the materials in the curriculum. Next will be a determination of which approach or theory most resembles that of the author, which approach or theory covered in the texts that the author would most like to adopt, including

Teamwork Theory: Tuckman’s Stages of Group Development is suitable for this project because it recognizes the need of team’s creation and addresses the complexity related to forming groups. He suggests that the functionality of a team is

There is often conflict between group members in regards to their natural working styles. There may be power struggles as members of the group may challenge the authority or members may be trying to get themselves a role that would benefit them. This is the stage where many teams fail. Norming is the third stage. Members start to agree with each other.

In order to accomplish missions and tasks successfully, teams must be cohesive and unified, as well as meet and exceed the standard. In order to build teams, leaders must develop teams through three stages, formation, enrichment, and sustainment. The first stage, formation, is the stage in which the initial team is built and comes together for the first time. The second stage, enrichment, is the stage in which team members gradually grain trust in themselves, followed by their peers, followed by their leaders. The final stage, sustainment, is where teams are fully invested in their teams, and are proud of their group.

During the norming stage, cohesion is established, conflict is resolved and members have good understanding on each other’s roles in the group. Members develop a sense of belonging towards the group and the leader could emphasize on harmony and unity to ensure the wellbeing of the group. This is the stage where the members are finally ready to start working together as a team and strive towards achieving the desired goals. Next, the performing stage emphasizes on problem solving and the completion of the task at hand. Member are committed towards their goals and are able to tackle any issue in a mature ways.

Leading with Soul is both an inspiring book and a guide for becoming a better leader. The book alternates between telling the story of a leader who is striving to find meaning in his work, and regular interludes, which include summaries, reflective questions, and information regarding various spiritual philosophies. I was exposed to dimensions of leadership I had never previously considered. This paper will reflect upon how Leading with Soul helped me understand the spiritual nature of leadership, identify strategies for nurturing the spiritual side of my own leadership, expand my capacity for assisting others during challenging times, and increase my compassion while working with difficult others.

With an environment that is constantly changing, health and social care is challenged to move in a quick pace setting as the world continuous to grow in a more competitive custom. Therefore, effective leaders

When most people think of a leader, they picture the president of a club or an organization. However, it is my belief that a good leader is actually just a good person who leads by example, rather than any other authority. In this context, I satisfy the leadership requirement for the NHS. As I have mentioned before, I have always been ready to help others. Not only am I ready to help as an individual, I am also able to work well with a team.

True leadership requires one to be able to understand, inspire, motivate, and communicate with others. Good

This is the stage where the group members were not certain about their roles and responsibilities to perform duties and seek an advice and suggestions from the senior as they were confused, anxious and not sure of their part of the

Another thing about leadership is its an art. People can’t just become a leader, it’s inside of them just waiting for an opportunity to reveal itself. “Educators, health professionals, and parents all agree that as society grows more complex, young people are in greater need than ever for grounding in the basic values that determine character”(Hirschmann 12). This shows that the higher ups in

Note that there are similarities between listed quality traits that appear in multiple lists: desire to lead, physical

Nurses can have an impact on leadership in several different roles, but one is by influencing health

Leadership is one of the most important functions of management and plays central role in driving employees towards mission while achieving organizational goals (Maxwell, 2013). This paper studies one of the most influential leader in public health who have made great contributions in enabling better healthcare outcomes. In this regard, influential leader’s contributions to the healthcare community and its leadership style will be thoroughly evaluated. To determine how this influential leader become a great visionary, factors contributing to the leader’s success will be thoroughly evaluated. The paper also analyzes the influential leader’s circumstances / struggles and recommends alternative approaches, which could have been employed in order

Transactional Leadership Frequently referred to as a managerial approach to leadership, the transactional leadership style is centered on improving efficiencies within an organization or team (McShane & Von Glinow, 2015). Leaders practicing the transactional approach focus on the details of the step by step processes and workflows using a reward and punishment system to encourage workgroup production (Dartey-Baah, 2015). As errors and inconsistent results are part of the expected norm, transactional leaders succumb to the belief that employees require ongoing monitoring and supervision to ensure compliance with the expected work practices. When used with an experienced high performing staff, the constant supervision and punitive nature of the transactional leadership style can be counterproductive, causing a decrease in production and satisfaction among some groups. In contrast, when used with newly formed production units, the transactional style has been known to improve employee engagement and response (Breevaart et al., 2014).