The transformational leader strategizes a plan that emphasizes collective identities. To accomplish the vision the leader will build confidence and optimism, while citing core values and ideals. The leader focuses on how best to communicate that the change desired is good for all and that the followers support is crucial to success. Roueche, Baker III and Rose, (2014) propose that a leader with passion can accomplish an immense amount of achievements, if they can inject energy into their followers. The leader would need to focus on the development of a plan that allows followers to view the future and create excitement.
Therefore, charismatic leaders should avoid this double edge sword by making sure not to take their skills for granted. Another aspect related to charismatic leadership that could be considered a double edged sword is that several organizations can become obsessed with the charismatic leader. In this regard, the charismatic leader takes away the spotlight and attention from the rest of the individuals within the organization. Thus, accountability is then diminished, when the focus is shifted to the personal characteristics of the leader. Not only does the attributes of a charismatic leader leads to success, but the very same attributes can become negative which is then the double edged sword.
The motivation that Hamilton got was very big and helpful to him. The position that Hamilton was in was very good to support other ideas of his. He was a founding father in the United states (Williams p.1 ). Another advantage was that Washington appointed him secretary of the Treasury of the New Nations. It’s not just the position, its the people that helped him and supported
Usually, charismatic leaders not only inspire their followers but also their opponents as well. Charismatic leaders use their body language as well in their speeches because nonverbal language is one of the most important parts of charisma. Shamir et al. argue that charismatic leaders usually refer to history to give meaning to their actions and set goals for their followers. Moreover, they give examples from the lives and actions of former charismatic leaders to rationalize their own actions.
But the family was soon dealt another sad blow. After working tirelessly to make ends meet, his mother became ill and died in 1768 at the age of 38.” In other words, Hamilton had to work tirelessly from an early age, with no mother or father to provide for him. With this, Hamilton inspires and amazes many by going from poverty, to prosperity. Similarly, this inspiration is evidence of Hamilton’s great leadership because this ability to live such a rewarding life is the ideal and the goal of many Americans today. Indeed, Hamilton proves his influence and leadership again, through his immigration to America.
1. Transformational leadership helps leaders to encourage their followers to perform above and beyond their duties and converting vision into reality by achieving high levels of performance. Transformational leader’s changes and transforms people and have ability to set high goals for the followers an (scott.williams). Charismatic leadership is characterized by the use of personal abilities and talents that have a deep effect on followers. The charismatic leaders rely heavily on referent power, and their unique and powerful gifts generate great influence with followers.
Transactional leaders encourage their team to achieve targets according to prewritten plans while transformational leaders Inspires people to do the unexpected and go beyond themselves to solves problems, regardless of plans (Babou, 2008). There is no right or wrong way of leadership styles. Many organizations are different in their own way. Some may require stricter rules and then you have some companies where they move more fluid and have room for improvising. It’s also depends on the chain of command and the employees to determine the appropriate leadership style.
The research was based on the questionnaire, which was sent out to the current employees of the hotel, who shared their opinion on general manager and his functioning in the company. That provided me with the information, what leadership style and techniques he used and what effects it had on the employees´ satisfaction and motivation. Consequently, I compared his behavior with Hilton´s leadership principals to determine, if he followed the specified rules and kept Hilton´s values formed by the brand Hilton itself. This comparison allows me to determine the right working processes in his functioning and on the contrary, identify what he should change for the future improvement. This investigation made it possible to suggest the solution proposal and formulate the conclusion, which should identify the better methods of leading the working team in the selected company of DoubleTree by Hilton in
2.1 Gender gap in the hotel sector A study conducted by Brownell (1995), who studied the masculinity & femininity dissimilarity in the personality and career development among hotel managers, found that female workers are characterized by the strength of mind, desire, positive attitude, interpersonal skills and hard work which contributed to the career advancement of women. Women labour force is important in the hospitality industry (Doherty, 1997) and, even though women used to find it difficult to be in a managerial position, evidence now show that the trend is changing rapidly. In many service industries, it was noted that management is becoming more ‘feminine’, meaning to say that the qualities which used to be associated with women, such
Responsibility - A leader should posses a sense of responsibility towards organizational objectives to get maximum capabilities out of employees. Self-confidence - Confidence in oneself is important to earn the confidence of the employees. A leader must be dependable and able to handle situations with complete willpower. Humanist - A leader must be sensitive towards employees’ personal situations and treat them with care and attention. Empathy - The capacity to understand the problems and grievances of employees and the view of the needs and aspirations of the employees that would assist in improving and strengthening human relations and personal contacts with the employees.