Leaders are often depicted as resolute, visionary, motivational, intent on reminding followers to get with the program or get off the team. And we 've all heard that it 's lonely at the top. No question that leaders may be called on to make difficult decisions and to demand compliance with those decisions. To fail to do so would, at times, be an unforgivable dereliction of duty. Servant-leadership, which may incorporate similar traits and approaches, operates from the perspective of leading for the best interest of the people or organization being led.
While accountability is not in the Army values, the spirit of accountability runs deep in the values. In particular “Duty: To fulfill your obligations.” One cannot uphold the Army values to the fullest without keeping a sense of accountability and maintaining the pillars on which it stands. As a leader, accountability is an essential function for both the leader, the leaders’ leaders, and the leaders’ subordinates. Without accountability and its pillars, a leader would need to supervise every action a soldier takes and constantly stay with their leaders to perform the actions needed for the leader to do his/ her job. If a leader must supervise either subordinates or superiors, it is taking attention away from other duties that must be performed.
If one can’t form relationships, they won’t be able to lead anyone. Consequently, relational leadership is another significant aspect of the philosophy of leadership I’ve developed throughout this course. Relational leadership is complicated, and it must deal with both the negative and positive aspects of relationships. Although relationships often depend on all people involved both giving and taking, it’s important as a leader to avoid relationships involving dependence. Relationships such as these can be dangerous if a person attempts to use a relationship to fill a gap within themselves.
For example, no matter the position you are in or the "status" in life, all men face tasks that they do not find comfort in performing. When people choose to perpetuate these tasks, considerably knowing that they are unrighteous and/or immoral, one lessons their own worth. Together as a whole, we must educate ourselves as a society to always be strong and choose to do the correct thing. You must treat individuals, animals, and the Earth with respect. You cannot let other individual 's perception and judgments regulate the values of
As a leader, this was wrong because a leader should be rational and able to understand what is the whole objectives that the team should complete (Bedell-Avers, Dzieweczynski, Hunter & Tate 2011). Hence, I learned that it is best to discuss with the team at the beginning what is the whole picture that team should have in mind rather than to be jumping to the conclusion that the given information is right or wrong. Moreover, from the first attempt, I learned that in a team development, a leader can use different leadership styles to direct the team to attain the goal because there were multiple situations that require various types to handle it. For example, I had experience that in the discussion, I should participate by providing inputs and suggestions but when making a decision I have to choose the final as in the simulation if the leader has made a decision before the members, it will become the final decision for the whole group. This was difficult for me as there was the pressure of making a mistake.
Morality is as a particular system of values and principles of conduct, especially one held by a specified person or society. Throughout the Novel “The Adventures of Huckleberry Finn” by Mark Twain, Huck faces many instances where he encounters moral conflict. Society shapes Huck's deformed moral conscience. His growth illustrates his independent personality and moral progress. Huck is put into numerous situations where he must decide within himself the right action to take however he falls under pressure of society and does what is best for him.
Because of this, managers must coerce, control, direct, and threaten workers in order to ensure performance (Hackman). In addition to this, Theory X management assumes that most people actually desire strict supervision as a means of insuring security. If workers are told what to do, they can have little doubt that they are performing as to be expected (Hackman). Additionally, this approach emphasizes task supervision with little or no concern for individual needs
Non-Violent communication model suits for the leader because violence contradicts with leadership principles. As a leader I listen, listen to words, listen to body language, trends and changes. Listening is the source for further analysis and decision; is input material for proper management and motivation. Non-Violent communication model teaches me as a leader to be critical to my own expectations, instead blaming others for being them a source of my anger. The model sees the root of anger in personal failed expectation rather than in wrong behavior of people in your organization.
Each individual must accept and work towards the institutions goal of care and custody of inmates, not holding to bad habits and workarounds of “seasoned” staff which create confusion and division among staff and administration, therefore causing chaos and confusion among staff and inmates. Likewise, Administration must be willing to “step forth when colleagues are out of line” (Bartollas, 2013). Although there are other areas which the needs of professionalism in corrections need to be addressed, these are the key factors in my opinion which if change is brought about, would address the issue of professionalism as a
No matter what their rank is, respect goes a long way. There needs to be mutual respect in order to work together. We do not need to like each other but there needs to be respect. Once I understand their problem, I can commit myself and reassure him that I will do everything I can so the problem is resolved as soon as the system allows me. Once the Soldier sees that you are genuinely trying to help them, trust will come into play and in the future, this Soldier will trust that I will do what I need to do in order to help him/her with the problem.