Leadership Essay - 275 Words

Leadership (Essay Sample) Content: Student name:Professor name:Course title:16th October 2014Transformational leaders are leaders who show energy, enthusiasm and passion. They are leaders focused on the success of the company and their followers too. According to Langston University (2013) they are involved and concerned about a process. It is a leadership that earns trust, respect and admiration from followers. The leadership to be such acceptable and admirable is based on the following components. They first component is intellectual stimulation. These leaders stimulate employees to utilize their intellectual knowledge and creativity. Growing employees and their profession will involve much of giving them space and tasks to put the knowledge into task and exercise their creativity. The leadership that offers such kind of knowledge is called transformation. According to Langston University (2003), intellectual stimulation applied in transformational leadership is the degree, to which a leader challeng es assumptions, engages in risk taking and even involve followers in decision making. It continues to explain that for these kinds of leaders learning is of importance and unforeseen occurrences are opportunities.Transformational leadership also possesses a component called inspiration motivation. This is basically the motivation given to followers through copying the leader and direct motivation on them. Motivation can happen in a variety of ways. It can be done by clearly defining the vision of the organization, challenging followers by setting high standards for their excellence, communicating optimism about the achievability of the company goals and defining the situations at hand (Langston University, 2013).The third component is the Idealized influence. This is basically that the leader becomes an idol for followers and hence naturally influenced their followers. Transformational leaders are trusted, and liked. They become role models for their followers. Through the behavior of transformational leadership which is very ethical, respectful and targeted towards making goals happen without compromising anybodyà ¢Ã¢â€š ¬s work or victimizing their employees, they become roles models to be copied (Langston University, 2013).Transformational leaders also posses what is called Individualized consideration. This is a component that enables individual followers to reach their leaders. Their approachability is coupled with direct support and encouragement. This makes each employee count and increase the recognition of each employee to the employer. Keeping lines of communication open to the leader and approachability are the factors that increase individual consideration. According to Langston University (2003), individualized consideration includes the extent to which a leader attends to a followerà ¢Ã¢â€š ¬s needs and gives advice, mentorship or coaching. This is the support that some employees could be requiring to go forward hence transformational leadersh ip is that supportive.The leadership can then all be summarized to mean a kind of leadership in which leaders are committed to both the work and leading. Leaders of this kind respect and work to develop their followersà ¢Ã¢â€š ¬ professions. They believe in the lead by example where they do what they want their employees to do. Hence they develop a type of leadership that a leader does a lot and builds up an image of what the others should do. The result is the employer gets envied and idolized making followers to follow him.I studied the behavior of a manager with regard to how he handled delegating duties to his junior. I had an opportunity to observe a manager in a company that dealt with transport of cereal for biscuits companies. The manager was in charge of doing tests to verify the safety of the cereals for human consumption. He was a self-contained manager who took tasks serious and always aimed at delivering the best. In many instances he chose to do the work alone wit h maximum involvement of his juniors.The character of this manager did not allow him to easily delegate work. This is not because he was not willing to delegate but because he could manage to do all the work. He did not try to be a perfectionist but did the right thing and sacrificed his personal time to do work in the right manner. He promoted culture of cooperation and team work. He also challenged his juniors on their roles and set stands for them and made sure they had a chance to show their capabilities in their different roles. Though, the junior employees had the chance to do the several tasks in their roles they never had a chance for more challenging tasks to do bigger roles that were supposed to be done by the manager. Hence, the manager had a problem with delegation with regard to having overly control of his work. He therefore could only delegate not because he wanted to do it for a favor, or in exchange for a something and not even for evaluation. He could only delegate as a chance to the younger employees to exercise and promote their capabilities to handle bigger jobs along their lines of profession.I observed him in a particular delegation. He was first of all in control of his work and around. He however decided to give two employees junior to oversee cereal testing of several trucks and determining some trends in the toxicity levels and come up with recommendations. He however explained the work carefully and offered encouragement of seeking for help when they got lost. The manager was to oversee something else. He, as I observed did not take keen interest on what they were doing but remained alert to offer any assistance pertaining to their progress. However he did not intrude and only waited for the end results. The nature of the delegation as I observed was that, he was not compelled by circumstances to give the duties. He was not under a tight schedule and did not need any assistance. However, he likes to help, to show how things should b e done and get copied. That was his way of doing things initially. Hence delegating the duties was just giving a good chance to the employees to developed their career and exercise what they know. When they were done, he corrected them on few things and neither rewarded them nor had anything negative on them. He however recorded their achievement and offered to repeat doing that occasionally. Fortunately the juniors were able to oversee the testing of the cereal and record the data which they came up with several trends of the toxicity as they occurred in certain climates and geographical regions.Due to the circumstances under which the delegation of duty was done, the manager was just giving his employees higher stands for achievement. He was setting goals higher, engaging their creativity and giving them a chance to shine. He was promising creativity, independence and excellence for the company.Applying the principles of a transformational leader, we find that, a transformational leader is one who leads by example. He is set to deliver the right thing regardless of the means. They are leaders who enhance motivation, morality, and performance through a variety of means. It places importance in a leader acting out what the followers need to do and respecting the followers in making them deliver in their roles (Slavich and Zimbardo, 2012, P12). The basic principles of transformational leadership include leadership that facilitates acquisition and master of key concepts in the work (Slavich and Zimbardo, 2012, P13). These factors can be observed in the leader under study as he engages in delegating work with an aim of equipping the employees to take on the duties and be familiar with them. The other principle of transformational leadership is to enhance strategies and skills for learning and discovery (Slavich and Zimbardo, 2012, P15). The chance was offered in a manner that gave the followers freedom to exercise whatever strategies they had in mind to deliv er. Transformational leaders enhance skills and discovery by giving followers enough space to do things in the best way possible. This is one core means of transformation.The last principle of transformational leadership is to promote positive learning and related attitudes, values and beliefs (Slavich and Zimbardo, 2012, P16). When the manager delegated the work, he took the least interest in what they were doing and how they were doing it. He though stayed alert and offered assistance when they needed. The behavior of delegating and then taking least concern of what junior employee was doing was meant to cultivate the freedom that will boost their self esteem and attitude to the work. The will believe they are capable of handling the work and do it while motivated.The manager is very effective with the transformational leadership. This is because applying the principles of the theory of leadership he was able to motivate employees to produce good work. It created a good environm ent in which followers knew what they were working for. The manager became idolized with his commitment towards achieving goals. This made the junior employees to take the delegated duties jovially. They with freedom, motivation and creativity were able to define observed trends in toxicity of cereals and relate them to certain geographical features and climate. This was a major achievement for the company, the employees and the manager.The companyà ¢Ã¢â€š ¬s major aim is to have competent employees who can deliver at work. Hence the kind of leadership promoted that by training and enabling them to exercise their own knowledge. Leadership also has a responsibility of growing professions of their employees ethically in the long run. This can be possible through continuously building the profile of its employees. The manager was also able to build a team that can work independently without supervision, and able to deliver good results. The kind of leadership wa...

Big South Conference - Learn About the 10 Members

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The Role Of Employee Worker With The Blake Family

As a masters level intern at the Department of Children and Families, there are opportunities to assist clients as a professional social worker. During this time, I have been assigned the role of ongoing worker with the Blake family. We have begun to develop a relationship and I have taken an active role to ensure the children are properly cared for and the family has the necessary services that are available to them. This is the first time working with a family in this role and has been a learning experience. The Department of Children and Families exists to ensure the safety of children, from abuse and neglect, while aiming to strengthen families across the Commonwealth of Massachusetts (http://www.mass.gov/eohhs/gov/departments/dcf/).†¦show more content†¦There are tasks that are to be done at the office such as written dictation, written assessments, supervision and other client related tasks. The ongoing worker also spends a large amount of time traveling to the homes of consumers or other geographic locations that may be relevant to the client systems life. These locations include schools, hospitals, the courthouse and many other settings. This position, of ongoing worker, finds the social worker frequently out of the office. The setting of DCF and the role of the ongoing worker provide ample opportunity to learn and utilize different social work skills. The consumer that I have been assigned to work with is the Blake family. This family consists of the father John, aged 32 and his wife Sherry, aged 30. John has recently received temporary custody of his three children. A previous relationship with a woman named Alison has given John the three children. John and Alison’s former relationship is also the reason for DCF involvement. The children are named John Jr., Jessica, and Jefferson. They are age seven, six, and one. Sherry also has a child from a past marriage. Sherry’s daughter is named Beth and is nine years old. The six of th em currently live together in a three bedroom apartment in central Massachusetts. An attached genogram, figure 1, and ecomap, figure two, help understand this family unit. The household is Caucasian and are a working class. John and Sherry are both working full time.

Staff Development Presentation On Cerebral Palsy - 1534 Words

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Summary of leaders and followers Free Essays

Summary of â€Å"how to cultivate effective follower† April Wang English Composition I Professor Hampton October 25th, 2012 cultivate effective followers† 2 Summary of â€Å"How to In the article â€Å"How to cultivate effective followers†, the writer Christopher Lorenz identifies that followers who could not follow a parade in the past is playing a remarkable role during recent years, that is to say, since the followers are taken into fully account nowadays, they are becoming more efficient and play a key role in the many. However, the author also stressed that he was not going to have a debate with anyone who had great passion for leadership. According to the author, followers are divided into five types in this article: sheep, yes people, alienated followers, survivors, effective followers. We will write a custom essay sample on Summary of leaders and followers or any similar topic only for you Order Now In that case, some recommendations are also given to help foster efficient followers. Truly, most of the time, we do not act as a leader but a follower. Viewing that issue, Kelly, who is an industrial administration in Pittsburgh at Carnegie-Mellon University, did a research about it. Basically, it is separated in to five different sorts according to followers’ various qualities in Kelly’s study. First, sheep only do, if any, what the leaders let them do. They do not have their own opinions and depend on their leaders all the time. Yes people, obviously, are also a group of people who concern nothing but the tasks are given. Only when the leader is â€Å"blind†, this type of followers may be popular. Alienated followers are cynics–they hold their own ideas which are always the opposite of their leaders and never drop them. Survivors depend on their traders’ tempers. Their motto is â€Å"does anything that can please leaders†. Effective followers, who are probably only imaginations, are the most ideal ones. They 3 are not afraid of taking risks, for they claim that they have equal duties for their organizations. Hence, Kelly provided some strategies to us to develop more effective followers. First, the most important thing is to create a common value which can help them work toward a same goal. For example, give customers best services and make them feel at home. Second, aim for making independent and decisive followers. For instance, leaders can allow followers to speak out, which mean they can discuss strategy plans together. Third, leaders should be willing to share powers to others. At the same time, followers will have much more opportunities to make decisions. This is a beneficial way to get everyone involved. Generally speaking, followers should be paid more attention not only by leaders but also by our whole community. When talking about this, I strongly agree with him. Here are my reasons. First, evidently, in a company, only leaders can achieve nothing. Leaders and lowers hold each other tightly toward a common destination is a best way. Thus, the author evidences us some ways, which are studied by Robert E. Kelly, to make efficient followers. I also learnt it in my leadership class. An efficacious company needs appropriate followers to work with leaders actively to overcome obstacles. If the company is a manufacturer, it needs people to do a single thing day and night. Then, sheep followers are popular. Second, as we can see, in this article, Kelly (1989, Para 3) said, â€Å"What distinguishes effective followers from leaders is not intelligent, ability or any other qualities, but the role they play’. Definitely, everyone should 4 have the opportunity to take control, make decisions and give advice. They can choose someone who has a specialization on the task to help achieve the goal effectively, someone need not to be a leader, someone who are brave and responsible enough to take actions and changes. Last but not least, the time of being identified as a follower is much longer than being a leader; hence, everyone has the necessary to learn how to be both popular leaders and efficient followers. When I was a freshman, I Join the student association as a leader in one of the student groups. At the same time, I also had a leader in the whole association. I should learn how to be benign to my followers, how to get along well with my colleagues, and how to be credible to my leaders. To achieve the author’s goal, he does use some available writing styles, but not everything is so perfect. Logos is the most extraordinary style in this article. At first, he used two clear lists to introduce us the different kinds of followers and the ways to achieve effective followers. Second, his langue is terse and perspicuous. For example, â€Å"sheep are passive and uncritical, lacking in initiative and responsibility’. Only one sentence can tell the main characters of sheep. There are also some drawbacks. First and foremost, I think there should be some examples, when talking about different types of followers. It would more clearly. Moreover, from the whole essay, the author used too much Kelly’s words. It would be better to add more opinions about himself. To sum up, I forcefully believe that followers are also taking a big issue. For one thing, no matter how little the company we stayed is, followers should be regarded as 5 equal as leaders. For another, it is strongly suggested that more attention should be taken on followers, since we are more likely a follower rather than a leader in a company. In addition, here is a virtual advice. If a leader is not willing to share power with his followers, it is hard to build ideal followers-?effective followers. 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The Eclipse free essay sample

I’m pretty sure I was listening to Modest Mouse when it happened. I had brought my iPod to the rooftop with me because I thought I would be bored, watching an eclipse. A lunar one, even. In the dark. But while I was gawking up at the stars, the only music I needed was my own mind’s wonder; my thoughts electrified with clarity. I could see everything then, in that drawn breath of the universe that shook me, hard. I pulled off my headphones, and the silence was beyond imagination. It was then that I realized I could finally hear myself think. In that tiny instant, I understood so clearly how much greater life was than my tiny earthbound thoughts, my dusty mental string of to-do lists and vague intentions, the little dot that was my life spiraling up and being lost in the immensity and clarity of the universe. We will write a custom essay sample on The Eclipse or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The silence of that moment was louder than my music could ever be—it sung not to my ears but to my mind, my soul, my life. I believe in the instantaneous. I did before then and I do even more now. That night, I found the moment that I had stayed up all night for, and in some way, that I had stayed up all my life for. It is not the only moment that I have been swept away by, and I hope it will not be the last. Most of my life is variation on the routine that has grown so familiar to me over the years, and I accept that; I welcome it. But even as I go through the motions of living, making the pattern that my life will be, I will always be on the lookout, watching for another moment. It is my promise to myself that no matter how large or how crucial my life feels at that moment, I will always remember to stop and dismiss the necessary, the practical, the straightforward thoughts. I will pause once in a while, listening for that earsplitting silence. When I hear it, I will once more smile, and think troubling, useless, silly, clever, probing thoughts that echo back in my mind, and the growing pattern and mo del of my life will fade away in the light of another moment of pure thought and feeling, tied to nothing, meaning everything. I like everyday life; truly I do. I look forward to college and watching game shows and drinking iced tea and writing and making my bed and physics and handshakes and tea parties and just living. I enjoy the tangled frenzy of life, the idea of weeks and years compressing into a solid identity that I live by, but I will always hold my instants closest to my heart as I go through the years. I believe in moments, and I know that nothing is ever practical enough to stop me from sneaking out to watch the lights go out. Nothing can stop me from feeling and reveling in the very moment that change arrives. I love my life, but I live it for the moments.