The Psychodynamic approach uses what are known as archetypes, or categorical groups of behaviors in individuals, effectively- definitive dominant leadership behaviors; creating models leadership styles, and the most effective organizations have a wide range of these models that work well together (Northouse, 2016). Kets de Vries (2006b) designed the Leadership Archetype Questionnaire to allow individuals to identify their dominant leadership behaviors and identify what steps should be taken to create a well-rounded team
I personally believe and follow that one should show atmost care to his or her team members. Make them know that you count on them and you want the best for them. A good leader does never acts like a boss. I work relentlessly on self-development. I know that the most portable skills are not the technology or the product we make; it is our seniors, peers and people’s self, their brains and their emotions.
Leadership Theories. Trait theories presume that most of the bodily, social and personal characteristics which require for the management are inherent (Yasin, 2011, p.32). The Great man theorieshave a huge similarity which anticipate that the capacity for management is innate, that super leaders are born now, not made. Those theories regularly constitute leaders as courageous, organized and destined to rise to management when wanted (Bolden, Marturano, & Dennison,2003).As per Kirkpatick& Locke (1991),though the traits are essential aspect to be a successful leader, aperson does not become a leader by high caliber of the possession of some combination of traits, confirmingto facilitate, no traits were universally associated with effective leadership but many other factors do manipulate. By having the same opinion,Amanchukwu, Stanley &Ololube (2015) stated that as in the behavioural theories, great leaders are made, not born.
This essay’s goal is to capture the most important aspects of leadership that is relevant to this author’s journey through this educational process on organizational leadership. This voyage reflects on leadership characteristics associated with learned experiences. The CSU-Global Master of Science in Organizational Leadership (MSOL) course is instrumental in developing the ability to analyze, evaluate, develop, demonstrate, and assess leadership skills. It builds upon skills learned throughout the course of personal experience while giving in-depth knowledge and awareness of current leadership theories that also includes emerging theories that students can add to a leadership toolbag. This author has keyed in on such tools as self-assessment,
The second questionnaire is addressed to leaders, where is divided into sections, where the first section explores leader’s values, second part represents the demographic data, and the final section is the formal aspects of the organizational functioning, such as structure, strategy, and policy. The two questionnaires addressed to measure the non-formal and formal aspect of organizational functioning are measured on four dimensions - decision-making and behavior; people versus task orientation; innovativeness and risk-taking; and open versus closed systems. The four dimensions were developed through literature review and synthesis of dimensions previously pointed by other authors as important, such as Hofstede (1998), O’Reilly et al. (1991) Jaivisarn (2010), Singh (2007), Nazir (2005), Su et al. (2009), Padma and Nair (2009, and Denison and Mistra
Example will be given by using a context of literature. Also, appropriate theoretical frameworks of skills and competences will be used to assess my potential to lead or mentor others. A. Review the relevant literature on leadership and mentoring Leadership Most of the organisations require leadership. Therefore,
al., 20165; Guluta & Rusu, 20166), we may predict that the number of definitions will be increased. Rost (1991) 7 identified the leadership as the capability to direct the followers towards the defined purposes, while Ke & Wei (2007) 8 defines as the integrity of the needed capability, knowledge and equipment, and Burns (1978) 9 defines as the ability to resolve interpersonal and organizational problems. Thus, the leadership may be defined as the process of influence between a leader and those who are followers, toward the attainment of some goal. In this process, the leader is the one who can lead others' acts in accordance with his / her wishes and who can make influence the activities of the people (Cook et. al., 1997) 10.
Behavioral approaches to leadership were the first implication of the research of leadership. The main idea of these approaches is that leaders have a certain type of behavior and decision making process despite of the specific of situation. Later on, the contingency approaches to leadership such as Fiedler’s Contingency Theory, Situational Leadership, Path-Goal Theory of Leadership and Vroom and Yetton’s Normative Decision Model were developed. The most contemporary approaches to leadership are as follows: Transformational Leadership, Leader-Member Exchange (LMX) Theory, Servant Leadership and Authentic Leadership. Anyway, all leaders despite of their preferences with regards to behavioral approaches to leadership could be described through the concept of big five personality traits called OCEAN which means openness, conscientiousness, extraversion, agreeableness and neuroticism.