The Styles of Leadership and Your Organization

1. You must have 10 scholarly articles. Scholarly articles are peer reviewed and can be found via the APU/AMU library. You do not submit the annotated bibliography as part of the final paper. You do use properly formatted references for the reference page.

2. Follow the detailed outline that you submitted. Your detailed outline is to help you write the paper and to ensure all references are used. 

3. Make sure that your abstract is on a separate page immediately following the title page. The heading is Abstract not the title of the paper. Remember to update the abstract for any input from your instructor.
 

4. Utilize the APA Helps as necessary in the Resources area to help you present your research paper in APA format, which means that you need to write a Title Page, Abstract Page and References Page separate from the body of the text of the paper. Avoid unsupported statements whenever possible. In many cases, you will write a paragraph of text and insert a citation only once. When you use a direct quote, include the page number of the source, too. Some may ask why APA is so important. APA is the mode of communication of the written word in the business research field. It is the due diligence of graduate management students to excel at APA.

Runninghead: RESOURCES

7

Using Your Resources

Teneka Oliver

Organizational Behavior (MGMT601)

26 December 2017

Raducan, Radu & Raducan, Ramona (2014). Communication Styles of Leadership Tools: Procedia Social and Behavioral Science, 09/2014, volume 149

In this article the writers speak about the importance of communicating. It’s about how a leader or manager can influence a group of individuals to become more effective workers. They spoke about how an extroverted individual interact is considering to be opened to others and the world around them. As to how the introverted individual tend to be more antisocial. Also, mentioned in this article were “the four communication systems”, by Wesport, CT: Praeger which included authoritarian, authoritarian-exploiter, consultative and participative.

This article will support how communication plays a vital part in motivating employees. Also, demonstrates how a leader or manager can clearly state the task that will need to be completed. The use of this article will state the difference between the ages of 30 – 50 and show how experience so leaders or manager or when effectively communication.

Arnold, K. A., Connelly, C. E., Walsh, M. M., & Martin Ginis, K. A. (2015). Leadership styles, emotion regulation, and burnout. Journal of Occupational Health Psychology, 20(4), 481-490.

In this article it discussed how emotion regulation, burnout, transformational leadership and transactional leadership could affect some individual actions. Undo stress and burnouts from a work-related demand could possibly lead to one not being as proactive or productive. During this study the writers examined how leadership styles become affected. They documented on how leaders displayed emotions to meet their organizational goals.

This article will support how leadership styles can be affected by individual’s emotions. I will briefly discuss the difference between the four characteristics and how they influence a style and leadership and how it may affect the organization.

George , Bill, et al. “Discovering Your Authentic Leadership .” Harvard Business Review, Feb. 2007, www.hbr.org.

George and his colleagues want to introduce the new leadership which is the authentic leader that will allow more organizations to thrive. In this article we see that as you grow into a leader you have to find our values and principles as a person. My style of leadership has developed due to my self-awareness of what is right and wrong. Anyone who has been put into a leadership position goes through the, “Compass for our Journey,” which is addressed in the article and that is path we take to find ourselves as a leader. Also in this scholarly article the authors talk about how we need to understand the importance of empowering others and that is exactly what type of leadership I believe in.

This will be a main point in my paper to express that being a authentic and compassionate leader will allow a organization to prosper. Being a authentic leader is actually someone who is self-aware and genuine which is exactly leaders need to be. Not to say that they have to be genuine all the time but they have to accept ideas not reject them. With this article I will express what a leader should actually be and the adjective authentic will show up plenty because organizations should have this type of leader to grow.

Nurdan Özaralli

, (2003) “Effects of transformational leadership on empowerment and team effectiveness”, Leadership & Organization Development Journal, Vol. 24 Issue: 6, pp.335-344, https://doi.org/10.1108/01437730310494301

This article shows the importance of transformational leadership and how the effects allow a organization to have team effectiveness. The author surveys 152 employees and rates their superiors in their leadership abilities and how they felt empowered to do better. In the end they found that through change in leadership, performances and communications skills excelled. The author is stating through investigation that without team empowerment the workplace will not thrive and the team will not be effective. The leader has to understand that with a specific style of leadership and the way they express themselves to their workers can ultimately make the organization thrive or wither.

The reason I chose this article because it actually has evidence of how a change in leadership affected the workers and the organization. Even though transformational is used we still need to understand that when change is needed people should take action. This involves for a leader to step up and work with everyone and empower the community to prosper. This will be a part of my essay because without empowering our workers and inspiring them there would be no success and little change. Leaders should not be insulting but rather delegate and be able to work well with others.

Michael A. Germano, J.D., M.A., M.S. “Library Worklife:” Leadership Style and Organizational Impact – Library Worklife: June 2010, ala-apa.org/newsletter/2010/06/08/spotlight/.

In this article Germano expresses different type of leadership styles and how these styles impact an organization. Through relationships, influences, effectiveness, and most importantly leadership we see the difference in how organizations actually succeed(or not). All the leadership styles that he mentioned and explained have either a positive or negative response to the development of organization. He states that the personality of leaders also have a major effect on how well workers perform and whether they actually do their job correctly or not. Ultimately, we need to understand that being a leader will influence any group of individuals whether it be positive or negative.

This article is will allow me to use other leadership styles as antonyms for my definition of a leader in an organization. With these styles I will use this to allow my audience how the way leaders interact can affect the people around them. A leader’s results is based on what, how, and why they do what they do to get the job done. Selfish motives will not make the workers feel empowered and rather feel insecure. But with a selfless leader we can see results and see the workers feel as though their voice could be heard. All these points stated will be mentioned in my essay and allow me to express how I feel about my views on being a leader and the styles that I would use as a leader.

   

McCleskey, J (2014) Situational, Transformational, and Transactional Leadership and Leadership Development: journal of Business Studies Quarterly 2014, Volume 5, Number 4 

The article presents three type of leadership theories.  Situational leaders are focused on the task at hand or focuses on the relationship with their employees. The leaders that are relationship oriented concentrate more on the concerns of the employee, and minimizing emotional conflict. While task oriented leaders define the roles of employees, and establishes communication effectively. Transformational leaders mold their employees into what they see fit for their organization.  Transactional leaders allow employees to concentrate on the organizations objectives while minimizing work anxiety.  

This article supports my research paper because there are some leaders that generally focus on certain areas within their organization. Leaders tend to their team of employees to be a way. Some leaders may focus solely on the needs of their employees. While other leaders may run an organization with an iron fist. I will use this article to discuss how this could affect the productivity and motivation of your employees.

Fiaz, M., Su, Q., Ikram, A., & Saqib, A. (2017). Leadership Styles and Employees’ Motivation: Perspective from an Emerging Economy. The Journal of Developing Areas, 51(4), 143-156.

In this article it talks about what considered to be an appropriate form of leadership style. It is to in form us of the potential impact on how employees are inspired. This article explains how the three forms of leadership styles play a vital part. Democratic leadership style is geared on how more people interact within the group. While autocratic emphasizes on performance and not so much on the people. As laissez-leadership style it focuses on neither the people or the performance. The leader that uses this style tends to keep a low profile and will only use those who are loyal to getting the job done.

This article will be used to demonstrate how the different each leadership style is used in within my organizations to achieve a specific goal. Also, I will use examples in how these leadership styles affected or ineffective they were within the organizational. There are several different forms of leadership styles. How we chose to use them could possibly lead the organization to become successful or fail.

References

Raducan, Radu & Raducan, Ramona (2014). Communication Styles of Leadership Tools: Procedia Social and Behavioral Science, 09/2014, volume 149

Arnold, K. A., Connelly, C. E., Walsh, M. M., & Martin Ginis, K. A. (2015). Leadership styles, emotion regulation, and burnout. Journal of Occupational Health Psychology, 20(4), 481-490. doi:http://dx.doi.org.ezproxy2.apus.edu/10.1037/a0039045

George , Bill, et al. “Discovering Your Authentic Leadership .” Harvard Business Review, Feb. 2007, www.hbr.org.

Nurdan Özaralli, (2003) “Effects of transformational leadership on empowerment and team effectiveness”, Leadership & Organization Development Journal, Vol. 24 Issue: 6, pp.335-344, https://doi.org/10.1108/01437730310494301
Michael A. Germano, J.D., M.A., M.S. “Library Worklife:” Leadership Style and Organizational Impact – Library Worklife: June 2010, ala-apa.org/newsletter/2010/06/08/spotlight/.

McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly, 5(4), 117.

Fiaz, M., Su, Q., Ikram, A., & Saqib, A. (2017). LEADERSHIP STYLES AND EMPLOYEES’ MOTIVATION: PERSPECTIVE FROM AN EMERGING ECONOMY. The Journal of Developing Areas, 51(4), 143-156. Retrieved from https://search-proquest-com.ezproxy1.apus.edu/docview/1917823225?accountid=8289

Running head: STYLES OF LEADERSHIP

5

Styles of Leadership and Your Organization

Teneka Oliver

Organizational Behavior (MGMT601)

17 December 2017

General John J. Pershing once said, “A competent leader can get efficient service from poor troops, while on the contrary an incapable leader can demoralize the best of troops.”  As a leader, personal accountability is the standard. A quality many never seemed to care about.  Those that have been led define a leaders true competency. If they fail, it is because the leader has failed them.

In the military, competency is usually in the eye of the beholder; commonly referred to as leadership. Their assessment comes in the form of an appraisals, non-commission officer evaluation reports or officer evaluations that amasses everything accomplished in one year. Generally, throughout that year feedback is giving. All too often that is not the case. More times than not, individuals are left to write their own evaluation. There is no more daunting a task than having to rate your ability as a leader. The last thing an individual wants to do is place his or herself so high that others despise them, yet not under sell their own ability to lead others. 

This, coupled with organization goals, values and mission, has the potential for several pitfalls.  A true leader sees and seizes this as an opportunity. A chance too not only sharpen and hone their own leadership style, but perhaps try their hand at various others.  An organization, in its simplest definition, is a group of people with a particular purpose. The military is nothing more than a group of people with the simple purpose of neutralizing the enemy.  A task that the U.S. government exiles at. This task can not be carried out to its fullest without someone at the helm leading. 

It takes a skilled individual, with unique qualities and abilities to bring a group of people with various backgrounds from different walks of life together on accord.  One type of leadership style may work for one, where as it may not work for another.  Something to always consider; all the while keeping in line with the organizations mission statement, vision and goals.

There are organization that you will see how differently leaders will manage. Some leadership styles may be more aggressive, calm, and even nonchalant. There are several different forms of leadership styles that can help strengthen your organization or either weaken it. Some leaders are likely to use just one specific style to establish a solid foundation. However, to be a successful people will to understand their leadership style and how it can possibly impact on their organization.
The problem with some leaders is that they assume that leadership style is based off personality instead of using a strategy that will address that situation. The ideal is being able to identify your style and make any adjustments that will be most beneficial for the organization. There is a saying, “Leadership is not just some empty formulas but establishing deep service, integrity, passion, perseverance and equanimity.” (Amit Ray).

There has not been any quantitative research to demonstrate which leadership style provides positive results. Instead for each style they used an example of a famous or important person in history to describe that leadership style. The use of previous styles is determined by experience, and instinct, which is considering to be an effective way of understanding how these leadership styles work within an organization.
Research has also provided that most successful leaders show their strengths using emotional intelligence competencies. The hypothesis within the article states that majority of senior management uses a collection of the six leadership styles. They were stated clearly throughout this article. Currently, there were no issues that will affect this study.

There are many leadership styles that an individual can possess and not be limited to only one. In conclusion to be a successful leader one must be willing to learn and adapt to their surroundings. You will have to attain an effective and positive leadership skill that will give great results in accomplishing the mission. Building an organization based on neutral trust, respect, and sharing the same interest for the organizations vision and mission. It’s not about the personality, it’s about what will best address the situation at hand.

References

Goleman, Daniel: Leadership that gets results

Harvard Business Review

http://www.nonprofitjourney.org/uploads/8/4/4/9/8449980/_goleman-leadership-that-gets-results