Four of my core values that I believe can inform a good leader are Respect, Honesty, Reliability, and Positivity. When a leader respects his workers/employees/team he or she shows them that they are valued and when they recognize that, respect becomes mutual which then leads to productive and engaged employees. In my opinion, is the second core value I believe can inform a good leader. Without honesty a leader can’t lead with integrity. When you are an honest leader you earn trust from those you are leading, and when you are trusted work can get done more efficiently and effectively.
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.
It is more about risk and challenging the organization. It is all about change and innovation. Managers may not know everything about their organization and market hence the emerging of employees’ ideas to achieve organizational goals. It’s important that ideas come from periphery and bottom of the organization to promote diversity. A major downfall of the idea lens is adaptive tension.
What are the outcomes of each?The difference in transactional leadership and transformation leadership is that transactional is traditional in nature while transformational is ethical in nature. Transactional leaderships have their own goals and vision while their subordinates follow them. Transformational leadership creates shared vision with their subordinates. Transformational leaders are most likely to approach others to discuss and solve problems and transactional leadership will wait until they are approached first. 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).
Machiavelli’s critical view leads him to suggest that a ruler should balance being cruel with being hated in order to maintain power. However, I believe that Machiavelli 's advice over simplifies reality and may create a powerful ruler but not necessarily a good ruler. Machiavelli’s first suggests that a powerful ruler cannot be a good
The main purpose of affiliative leader is to keep employees happy, and he values their emotions and happiness more than completing tasks and reaching goals. This kind of leader build strong emotional relations between employees and manages by using these relations. He also relies on loyalty very much. The main benefit of this leadership style is significant increasing in communications. When employees are friends to each other they communicate much better, help each other and share ideas easily.
Now days good leaders seem to be few and far between in our political atmosphere. Those in power who are not fit to lead tend to be overzealous in their planning, lie about their previous actions, or disregard the needs of their people. Their inability to be capable leaders is mainly due to the lack of a character trait which is imperative in successful leadership: humility. Humility is required in traits such as being slow to anger, displaying patience, and being teachable by others. Each of these attributes stems from being humble, in lowering one’s ego below that of their followers, and is compulsory in a strong leader.
He interprets transformational leadership as a process where “leaders and their followers raise one another to higher levels of morality and motivation”. Bernard M.Bass later developed the concept of transformational leadership in much more details. According his 1985 book, “Leadership and Performance beyond Expectation”, this kind of leader is a model of integrity and fairness, set clear goals and vision, has high expectations, motivates others, provides assistance and recognition, stirs the emotion of followers, get followers to look beyond their self-interest and influence followers to reach for the improbable. Transformational leadership is often argued to be one of the most essential ideas in business leadership. Bernard M.Bass' ideas have distilled into a process that can use to become a transformational leader.
Simmon Case Study The Great Game of Life (GGOL) refers to an efficient change program whose main objective is to assist people to grow for them to make better life choices. The module’s aim is to teach the employees on the means of attaining their full potential both on an individual level and collectively as a team (Goncalves, 2006). The procedure is important for any organization since it encourages team building exercises and coordination within the work environment in tackling problems. It also allows the workers to participate in fun activities and at the same time learn a thing or two about running an enterprise effectively. Simmons should implement the Great Game of Life (GGOL) program because it results in a lot of benefits that
In a corporation, a team can only achieve a goal or is able to set short-term goals to achieve bigger objectives, if all the team members are being cooperative and are helping each other in a wise manner. Helping each other in work not only helps the people, but it also helps the corporation to do better and achieve more profit. 184.108.40.206 Pride & interest in work The pride that an individual feels is basically related to the fact he is enjoying his work at the organisation and is proud to be part of it. The interest in work usually comes up when the work, the individual is doing is what makes him happy and he finds it interesting to do. Basically, people who take those work as a job in which they have an interest in, they are bound to enjoy the work even more and feel pride in working that organisation.
Bad leadership affects the aptitude of the company in retaining employees and depresses their optimism, incentive, and throughput. Understanding the personalities of weak leaders can assist an individual to avoid leadership drawbacks and reinforce the leadership aptitudes. However, poor leadership is caused by trying to control teams through policies, orders, goals, rules, reports, and forcing employees to work, generate, and supply what organization contemplates being suitable services and products. (Dave Logan, 2008) Inability to organize details was one factor which should be improved in my company: good leader calls for the ability to hold and master details. For instance, in my organization, a leader is ever too busy carrying out a task that can be required of him in his capacity as a leader.