The Transformational Leadership theory states that this process is by which a person interacts with others and can create a solid relationship that results in a high percentage of trust, that will later result in an increase of motivation, both intrinsic and extrinsic, in both leaders and follower. Rules and regulations are flexible, guided by group norms. These attributes provide a sense of belonging for the followers as they can easily identify with the leader and its purpose. There are certain skills a leader must acquire to lead and delegate properly. Respect is one thing that must be displayed, just because one is a leader it does not mean they have all the power and authority over any individual. So, in my practice as a nurse I must respect
Hierarchy culture fits Techfite, because it controls the internal focus and production of the company. Hierarchy culture is based on corporate levels and structures. Hierarchy Culture can lead to a positive or negative outcome. Techfite and Endothon have different cultures inside their organizations. Considering Techfite, it has Hierarchy Culture which means; its more focused on customers and its outside gatherings. Consumer loyalty is the fundamental rationale of employees in this culture. Each employee in the organization is responsible to fulfill his or her customer’s needs and expectation for the company success. (Managementstudyguide.com).
is very critical to a company’s economy to the ongoing organizational effectiveness, sustainability and profitability. Management, with the help of the Human Services Department use strategic tools to achieve competitive advantages. The Human resource Department need to focus on of the company by integrating knowledge management, which will benefit the organizations future. (Society for Human Resource Management, pg. 24 – 26).
Transformational leadership style work towards high levels of communication from a management to meet goals. Leaders are meant to motivate employees and augment productivity and efficiency through communication and high visibility. This style of leadership really does need the involvement of management to meet goals. Leaders focus on the big picture within an organization and delegate smaller tasks to the team to accomplish goals. Transformational leadership proves to be efficient not only in business, but in all other sectors where it is used. In order to increase strength in the position of transformational leadership. In terms of business, Lou Gerstner, the present chairman and CEO of IBM is one of the best examples
Health care organizations such as hospitals that are always facing with issues such as satisfaction of beneficiaries and recipients of services, and the growing importance of effectiveness of services are constantly undergoing major changes. This makes the hospital staff consistently work in a changing environment which is necessary to continually adapt itself to the different demands, new technologies, government policies and other initiatives. The implementation of changes in health care organizations is often not successful, and faced with failures. Today, in general, research shows that between 30 to 60 percent and even 70 percent of all organizational change efforts in various organizations, have been unsuccessful and fail. According to
The trait theory of leadership was first discovered in mid 1800s. It is closely tied to the great man theory whereby leaders are thought to be born and only those who were born with correct traits and quality are suited to leadership (Lee, 2014). It is a line of research which examine which characteristics we should pursue to lead effectively. The most common traits to leaders are intelligence, determination, integrity, self-confidence and sociability. However, different study shows that there are other traits such as knowledge, responsibility, emotional control, courage and trustworthiness to be linked to effective leaders. Not only that, it is seen as a benchmark for what to be expected in a leader.
The second theory-based change that I could make is handling conflict with a smile. This is related to the service leadership theory because all leaders deal with conflict (Daft, 2014). I have to learn that conflict is nothing personal, it’s just business. Maybe a smile isn’t always appropriate, but stress isn’t worth it.
Intellectual Stimulation: it describes the ability of a leader who is able to increase followers’ efforts at innovation and creativity. It requires leaders’ openness in order to enable subordinates to approach problems in new ways, with no fear of criticism that increases followers’ self-efficacy.
Leaders have vision, encourage innovation, and positively influence those which they effect. As with any communication, the message can be lost if it lacks the proper conduit. Creating change within a company will take time, patience, reinforcement, and more reinforcement. Leading Change, by John P. Kotter, presents eight key factors to successfully implement and nurture change within organizations. Among these eight factors are also eight indicators for potential failure. No matter the leadership skill, consulting brilliance, or management experience, successful companies can wither into oblivion if they do not institute strategic changes and flawlessly execute those adaptations.
Leadership is an essential task in management (Weihrich, et al., 2008), as it is an important factor that contributes enormously to the over-all wellbeing of the organisations (Odumeru & Ifeanyi, 2013). As stated by Cox (2001), transactional and transformational are two important types of leadership. The differentiation amongst these two types of leadership was initially made by Downton (1973), as cited in (Barnett, et al., 2001), and introduced by Burns (1978) in his descriptive work on political leaders.
I think the Leader Member Exchange Theory (LMX) is different from the other theories we have discussed in EL700 such as trait approach, skill approach and style approach. These are all focusing on characteristic and behaviors of the person with the positional power. LMX is not the leadership that is predicted by the leader or by the subordinate. The LMX is focusing on interactions between leaders and followers and that effective leadership comes from a vertical relationship between the leader and the subordinate. These interactions can be high quality or low quality. Interactions between the leader and subordinate are described as the in-group and the out-group. If the leaders have good exchanges with followers, followers receive more confidence
CHEOL YOUNG, K., & WON-WOO, P. (2015). EMOTIONALLY EXHAUSTED EMPLOYEES ' AFFECTIVE COMMITMENT: TESTING MODERATING EFFECTS USING THREE-WAY INTERACTIONS. Social Behavior & Personality: An International Journal,43(10), 1699-1714. doi:10.2224/sbp.2015.43.10.1699
According to the movie “Facing the Giant”, Transformational leadership theory can be clearly seen in the coach, Taylor. At the very beginning of the movie, the team, Shiloh, had lost their main player, Darren, this made the team become panic, frightened and their football level start dropping. After that, Taylor started to change his mindset, he start believing in his religion, speaking to his God and changing his attitude on facing problem. After all, he start to influence his followers, all the members of the football team, by changing their values, beliefs and attitudes. He set a new philosophy for the whole football team which is playing football is just only for win but also to give all out in the game and enjoy the game. Taylor also did told the team that they should try hard, work hard and believe they can rather than throwing in the towel before facing a problem. Taylor also believing in the team leader, Brock and bringing him to do a dead crawl all around the football field for helping the whole team to get ahold for themselves which might
My experience in Change Management is very limited. The theoretical knowledge I have acquired during the first four weeks of this module has made me realize that transforming organizations is a difficult and complex task. I have read case studies mentioning the unique contribution of change leaders whose role is to talk to people’s hearts and minds. I have also understood how important is to reconcile conflicting interests and emergent tensions between top-down transformation initiatives and functional operations. Despite the widespread belief that managing change is tough, there is little agreement regarding the factors which influence change the most. Different case studies and research papers name different factors critical for change success.
What is leadership? There are many different version definition of leadership. According to M.L. Voon, M.C. Lo, K.S. Ngui and N.B. Ayob (2011) defined that leadership is a process influences between leaders and subordinates where a leader attempts to influences the behaviour of subordinates to achieve the organizational goals. Leadership has a stronger effect on attitude of employees toward their jobs. On the other hand, the role of leader in today’s organizations has changed and the success of any organization relies on the relationship styles practiced by leaders (Hina Saleem, 2015). Therefore, employees with high job satisfaction are likely to exert more effort in achieve common goal in organization.