DUE IN 24 HOURS
ATTACHED
Leadership Factors
[WLO: 4] [CLO: 6]
Prior to beginning work on this assignment, read Chapters 8, 9, 10, and 16 in the?Leadership: Theory and Practice?course textbook. For this assignment, you will need to complete the Authentic Leadership Self-Assessment Questionnaire located in Chapter 9 of the course textbook.
Write a three- to four-page paper (not including the title and reference pages) about your leadership factors, according to the Authentic Leadership Self-Assessment Questionnaire in your textbook.
In your paper,
? Evaluate the scores you received on the Authentic Leadership Self-Assessment Questionnaire.
? Summarize your perception of the accuracy of these measures.
? Analyze the implications of the scores for your effectiveness as a leader.
? Cite specific examples that support your ideas of effective leadership.
The Leadership Factors paper
? Must be three to four double-spaced pages in length (not including title and references pages) and formatted according to?
APA Style
?(Links to an external site.)
?as outlined in the Writing Center?s?
APA Formatting for Microsoft Word
?(Links to an external site.)
?guide.
? Must include a separate title page with the following:
? Title of paper
? Student?s name
? Course name and number
? Instructor?s name
? Date submitted
? As the University of Arizona Global Campus updates to the new edition of the APA Style manual, you may want to take a look at?
APA Style Elements
?(Links to an external site.)
. Here is a?
Sample Title Page?(Links to an external site.)
?example following the new edition guidelines.
? Must utilize academic voice. See the?
Academic Voice
?(Links to an external site.)
?resource for additional guidance.
? Must include an introduction and conclusion paragraph. Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper.
? For assistance on writing?
Introductions & Conclusions
?(Links to an external site.)
?as well as?
Writing a Thesis Statement
?(Links to an external site.)
, refer to the Writing Center resources.
? Must use at least four scholarly, peer-reviewed, and/or credible sources in addition to the course text.
? The?
Scholarly, Peer-Reviewed, and Other Credible Sources
?(Links to an external site.)
?table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.
? To assist you in completing the research required for this assignment, view this?
Ashford University Library Quick ?n? Dirty
?(Links to an external site.)
?tutorial, which introduces the University of Arizona Global Campus Library and the research process, and provides some library search tips.
? Must document any information used from sources in APA Style as outlined in the Writing Center?s?
APA: Citing Within Your Paper
?(Links to an external site.)
?guide.
? Must include a separate references page that is formatted according to APA Style as outlined in the Writing Center. See the?
APA: Formatting Your References List
?(Links to an external site.)
?resource in the Writing Center for specifications.
Required Resource
Text
Northouse, P. G. (2022).?
Leadership theory and practice?
(9th ed.). SAGE.
? Chapter 8: Transformational Leadership
? Chapter 9: Authentic Leadership
? Chapter 10: Servant Leadership
? Chapter 16: Team Leadership
? The full-text version of this ebook is available through the RedShelf platform. This book is a comprehensive text about leadership theory and practices. Chapters 8, 9, 10, and 16 will provide information about different leadership styles and practices, and it will assist you in your Transformational Leadership Debate discussion forum and Team Leadership Scenario discussion forum this week. The chapters also provide information that will assist you in your Leadership Factors assignment this week.
?
Recommended Resources
Articles
Authenticity and effective leadership: Getting the focus right.?(Links to an external site.)
?(2006).?Strategic Direction, 22(7), 18. http://doi.org/10.1108/02580540610669044?
? The full-text version of this article is available through the ProQuest Central database in the University of Arizona Global Campus Library. It discusses the connection between authenticity and effective leadership. The article may be useful in your Transformational Leadership Debate discussion forum, Team Leadership Scenario discussion forum, and Leadership Factor assignment this week.
Hammett, P. (2008).?
The paradox of gifted leadership: Developing the generation of leaders.?(Links to an external site.)
?Industrial and Commercial Training, 40(1), 3-9. https://doi.org/10.1108/00197850810841585?
? The full-text version of this article is available through the ProQuest Central database in the University of Arizona Global Campus Library. It discusses how great leaders are not always equally gifted in developing others to become leaders in the organization, which is considered a paradox. This article may be useful in your Transformational Leadership Debate discussion forum, Team Leadership Scenario discussion forum, and Leadership Factor assignment this week.
Hobson, C. J., Strupeck, D., & Szostek, J. (2010).?
?A behavioral roles approach to assessing and improving the team leadership capabilities of managers.?(Links to an external site.)
?International Journal of Management, 27(1),?3-15.
? The full-text version of this article is available through the ProQuest Central database in the University of Arizona Global Campus Library. It discusses an approach to assessing and improving team leadership capabilities of managers, and it may be useful in your Team Leadership Scenario discussion this week.
Li, C.-K., & Hung, C.-C. (2009).?
The influence of transformational leadership on workplace relationships and job performance.?(Links to an external site.)
?Social Behavior and Personality, 37(8), 1129-1142. https://doi.org/10.2224/sbp.2009.37.8.1129?
? The full-text version of this article is available through the EBSCOhost?database in the University of Arizona Global Campus Library. It discusses the influence of transformational leadership on both relationships with followers in the workplace and their performance. The article may be useful in your Transformational Leadership Debate discussion forum and Leadership Factor assignment this week.
Week 4 Lecture
?
Hello everyone and welcome to Week 4!
We are now officially half way through the class!? We have a lot going on this week, but wow there is so much great material being covered. This week we have four leadership styles presented that are very interesting.
Chapter 12
Transformational Leadership:?What does this mean to each of you? Do you know anyone that you would consider a transformational leader?? Is this a style that you would consider your own leadership to fall under? There are several definitions out there on what a transformational leader would be.
According to Ozzaralli (2003), ?leaders who create a dynamic organizational vision that often necessitates a culture of values to reflect greater innovation? (p. 337).
According to Rouche (1989), another definition would be ?transformational leadership in terms of the ability of a leader to influence the values, attitudes, beliefs and behaviors or others by working with and through them in order to accomplish the organization?s mission and purpose? (Sasiadek, 2006, p. 37-38).
Lastly as determined by Byham and Cox (1994), ?transformational leadership behaviors are related positively to several important organizational outcomes, including perceived extra effort, organizational citizenship behaviors and job satisfaction? (Sasiadek, 2006, p. 39).
As you can see there are many definitions of transformational leadership. One of the basic elements here is that these are dynamic leaders that go beyond just leading, but actually share their values and beliefs and help others to be a part of something great that will lead to the outcome desired.? Who can you think of that would be a transformational leader? Some that come to mind are Oprah Winfrey, President Ronald Reagan and Bill Gates.
Below is a video on a Transformational Leader.? As you watch this, see if you can identify the elements that set Oprah apart from the other leadership styles discussed in our readings this week.
Oprah Winfrey- A Transformational Leader?(Links to an external site.)
Servant Leadership:?Can anyone be a servant leadership? Do you have to be in a leadership role to be a servant leader?? This is a leader that gives everything they have to serve the greater good. Who can you think of that fit this type of leadership style? How about Jesus Christ, Harriet Tubman and Abraham Lincoln.
According to Ramsey (2003) and Sasiadek (2006), there are ten ways to accomplish servant leadership. They are as follows:
1. Get to know every employee as a unique human being. Know their names, something about their families, their lives, their interests and what makes them individual.
2. Manage, while walking around, to see what needs to be done in order for employees to have higher productivity. This is not to catch them doing something wrong, but more or less a reinforce.
3. Practice open management; keep employees fully informed. Tell the truth and nothing but the truth.
4. Model productive behavior. Lead by influence.
5. Make empowerment more than a clich?. Delegate real decision making authority.
6. To be a teacher, mentor, coach and cheerleader.
7. Buffer employees from undue pressure, distractions, or interruptions.
8. Give employees many choices and second chances.
9. Provide growth opportunities for all employees.
10. Become a prospector for resource. Find a way to get whatever your work needs to succeed (Sasiadek, 2006, p. 36).
Below are two videos that will also help illustrate servant leadership. The first one is a really interesting one that many will be able to relate to. See what you think and if you are able to connect the first one on the list above to this video.
Tony Robbins: Being a Powerful Leader = Being a Powerful Servant?(Links to an external site.)
Authentic Leadership Profile – Gandhi?(Links to an external site.)
Authentic Leadership: Authentic leadership is one that is very interesting and yet very confusing. There are several areas between the servant leadership that cross over into authentic leadership. For example; one of the videos below describes Gandhi as an authentic leader, yet his style of leadership was certainly that of a servant leader. So how can we distinguish the difference between the two? According to Nayab (2010), ?the major difference between servant leadership and authentic leadership lies in approach, application and style? (para. 1).
The core principle of servant leadership is to give priority to the interest of others. The primary duty of the leader is to serve others by fulfilling their needs, aspirations, and desires. Authentic leadership, on the other hand, does not encourage the leader to be too responsive to the desires of others. Going overboard to meet the desires of each individual creates problems such as:
? Organizational goals suffering due to competing interests
? Danger of deviating from course of action
? Leader not making difficult decisions due to fear of offending (Nayab, 2010, para. 12).
A great article that discusses the difference between servant leadership and authentic leadership can be found below:
Servant Leadership vs. Authentic Leadership: What are the Differences??(Links to an external site.)
Authentic Leadership Video?(Links to an external site.)
Team Leadership:?Our final chapter this week focuses on team leadership. According to our textbook, team leadership is the driving force of team effectiveness (Northouse, 2018). Please take a few minutes to review the Hill?s Model for Team Leadership illustration in the required text.
Below is an interesting article on team leadership that really adds to the value of this chapter.
6 Ways Successful Teams are Built to Last?(Links to an external site.)
Below are two more videos on Team Leadership.
Team Leadership?(Links to an external site.)
Forbes School of Business Faculty
References:
Akbarzadeh, K. [Kemran Akbarzadeh] (2012, January 25).?
Authentic leadership video?
?(Links to an external site.)
[Video file]. Retrieved from http://youtu.be/RRIkPcI8v7A
Byham, W., & Cox, J. (1994). Heroz: Empower yourself, your coworkers, your company. New York: Random House
Callibrain (2013, February 5).?
Video review for the five dysfunctions of a team: a leadership fable by Patrick Lencioni
?(Links to an external site.)
?[Video file]. Retrieved from http://youtu.be/509V7Z9OUQA
Jennerz41 (2011, February 5).?
Oprah Winfrey- a transformational leader
?(Links to an external site.)
?[Video file]. Retrieved from http://youtu.be/9zDMoj7D3b8
Nayab, N. (2010, June 8).?
Servant leadership vs. authentic leadership: What are the differences??(Links to an external site.)
?Retrieved from http://www.brighthub.com/office/home/articles/73574.aspx
Nikkijlow (2010, February 6).?
Authentic leadership profile ? Gandhi
?(Links to an external site.)
?[Video file]. Retrieved from http://youtu.be/HChw11UUJEQ
Ozzaralli, N. (2003). Effects of transformational leadership on empowerment and effectiveness.?Leadership and Organizational Development Journal, 24(5/6), 335-344.
Robbins, Tony [Tony Robbins] (2013, January 28).?
Tony Robbins: Being a powerful leader = Being a powerful servant
?(Links to an external site.)
?[Video file]. Retrieved from http://youtu.be/-MOxMSAg5O0
Sasiadek, S. (2006). Individual influence factors that impact employee empowerment: A multicase study. Ann Arbor, MI. Retrieved from the ProQuest database.
tmsvideosonline (2012).?
Team leadership
?(Links to an external site.)
?[Video file]. Retrieved from http://youtu.be/A3s4aCAane4
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?Transformational Leadership Debate [WLOs: 1, 2] [CLOs: 3, 4] |
Guided Response:?Respond to at least two other peers? posts regarding items you found to be compelling and enlightening. Remember to include active scholarship in these two replies to substantiate your points and to properly cite your sources. Please refer to?
APA: Citing Within Your Paper
?(Links to an external site.)
?by the Writing Center for information on citing sources. Your grade will reflect both the quality of your initial post and the depth of your responses. Refer to the Discussion Forum Grading Rubric under the Settings icon in your classroom for guidance on how your discussion will be evaluated.
KELLIE?S POST:
According to Bass, transformational leadership implies that the leaders use words and behaviors to make employees understand the importance and benefit of their work. Transformational leaders foster a working environment of trust and collaboration to inspire employee excitement for success and motivation (Zhao et al., 2021). In this approach, leaders are not micro-managers. They promote employee innovation and creativity, along with the autonomy to make decisions. This lets employees change the culture and the company into an innovative place where ideas are valued. Transformational leaders should showcase their own creativity, acting as role models for subordinates to inspire and motivate them.
Bass?s four factors associated with transformational leadership are idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Idealized influence illustrates leaders who are role models to their followers and have high moral standards. Inspirational motivation is a method where leaders motivate employees through encouragement to gain commitment around the organizational vision. Intellectual stimulation encourages creativity and innovation and looks to employees to challenge both their own and organizational beliefs. Individual consideration is when leaders listen and support the needs of their followers (Northouse, 2022). Two factors I have observed in my career are inspirational motivation and individual consideration. One of the senior leaders I work under employs a high level of inspirational motivation by recognizing wins, providing positive affirmations to the team during stressful times, and reinforcing the importance of the work her team does and how it supports the organizational objectives. I act with a strong level of individual consideration. I constantly tell my team that people are number one and without them, I would not be here. One thing I do weekly is check in on all 12 of my employees. Whether I swing by an employee’s desk, give them a quick call, or message them on Slack, I always like to check in on a personal level to see if there is anything they need or any support I can lend. We often get so caught up in the day-to-day grind, I believe it is important to understand how people are feeling.
Transactional leaders set goals, the team accomplishes them, and workers are rewarded for their completion of work. It is a basic approach that can inspire certain people; however, it does not allow for innovation. This approach keeps employees working but does not do much to empower employees to become leaders. Transformational leaders work to motivate their team by engaging in the critical thinking skills of their team and looking to satisfy the needs of their employees (Dennison, 2021). This approach allows for creativity and innovation and is not rigid like the transactional approach. In the first example, I provided where the senior leader acts with a high level of motivation the leader acts transformational. If she were to lead from a transactional perspective, the leader may not be as supportive or encouraging. She may have simply provided instructions and checked for completion when the deadline came. If I were to lead with a transactional versus transformational approach in the example where I consistently check in on my team, then I would not check in as often, and monitor whether the team’s work is completed successfully or not. I would not be as proactive from a motivation and support perspective.
References
Dennison, K. (2021, May 27).?Why traditional leadership styles may become irrelevant with the rise of the coaching leadership style. Forbes. https://www.forbes.com/sites/karadennison/2021/05/27/why-traditional-leadership-styles-may-become-irrelevant-with-the-rise-of-the-coaching-leadership-style/?sh=102e6ecd7e9e
Northouse, P. G. (2022).?
Leadership theory and practice?
(9th ed.). SAGE.
Zhao, N., Fan, D., & Chen, Y. (2021). Understanding the impact of transformational leadership on project success: A meta-analysis perspective.?Computational Intelligence & Neuroscience, 1?12. https://doi.org/10.1155/2021/7517791
BRUCE?S POST:
Identify and explain four of Bass?s factors associated with transformational leadership.
Followers and leaders are linked together.? A “leaders as people who tap the motives of followers in order to better reach the goals of leaders and followers ” ( Northouse, 2022 ). Transactional leadership is more of leaders and followers having a transaction between the two.? Transformational is more of a leader and follower linked to transform each other and inspire, motivate, and morale values to improve both the leader and the follower.? Bass model explains the four factors that is connected to transformational leader. Those factors are idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration.? Idealized influence is where followers are supportive and prideful of their leader. Idealized influence is also known as charisma. This leader is respected and followers place this leader on a higher standard. Inspirational motivation is where leaders motivate followers and place high expectation of the followers to be dedicated and committed to the organization or leaders vision.? Intellectual Stimulation is where leaders bring out the best in followers by challenging them to be innovated, creative and think outside the box.? Individualized consideration is where the leader communication skills and listening skills hears what the followers are communicating. A culture or work environment that the leader supports the followers ?and provides coaching, guidance, mentoring to the followers.? ?All these factors are part? of and essential to transformational leadership. ” Transformational leadership results in performance that goes well beyond what is expected ” ( Northouse, 2022 ).?
Give examples from your own experiences or observations that illustrate the use of two of these factors.
I have worked with a team that has had idealized consideration. We had a united support effort form executive leadership and was given much guidance, training, education by executive team to support our vision and goals. The executive team made sure we had what we needed, supported our projects and ensure we were successful. ?Another example would be inspirational motivation from my direct report and CEO. He had high expectations given to me yet supported my actions needed to meet those high expectations. The return was myself being highly motivated and driven to meet and go beyond the expectations set by my CEO. I was driven from the confidence he had in me.??
Debate the expectations of transactional and transformational leaders.
There are many leaders and many styles of which leaders can lead. Transactional leadership brings order, discipline and a strict way of doing things.? A leadership structure that is authoritarian management. Transformational brings inspirational and motivation style of leadership to the followers. One is more style of getting things done. While transformational is more how am I going to motivate the followers to get the job done and meet the same goal of transactional leadership, it keeps followers inspired and motivated.?
Take a transactional or transformational leader?s stance and how they would address a given situation differently using your examples.?
Transformation leader stance on my motivational leader would continue to motivate myself and followers. The CEO may also blend in more transformational factors like intellectual stimulation. CEO also would bring out the best of myself and other followers while keeping us highly engaged and motivated.?
?
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References 😕
Northouse, P. G. (2022).?
Leadership theory and practice?
(9th ed.). SAGE.
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?Team Leadership Scenario [WLO: 3] [CLOs: 2, 3] |
Guided Response:?Respond to at least two other peers? posts regarding items you found to be compelling and enlightening. Remember to include active scholarship in these two replies to substantiate your points and to properly cite your sources. Please refer to?
APA: Citing Within Your Paper
?(Links to an external site.)
?by the Writing Center for information on citing sources. Your grade will reflect both the quality of your initial post and the depth of your responses. Refer to the Discussion Forum Grading Rubric under the Settings icon in your classroom for guidance on how your discussion will be evaluated.
ANSAR?S POST:
Leadership within teams plays a vital role in the success of an organization; however, the ideas of team leadership are quite different from leadership within the organizational vertical structure. The Hill Model for Team Leadership is based on the functional leadership claim that the leader?s job is to monitor the team and then take whatever action is necessary to ensure team effectiveness (Northouse, 2022).
Effective team leadership facilitates team success and helps teams avoid failure (Salas, et. al, 2007). So, it can then be assumed that ineffective team leadership is the very thing that leads teams to fail. Teams need to focus on task to be either less competitive or fail. The most typical examples I have seen are with cars and mobile phones. Each year you see new model of cars or phones. This is because leaders foresee the future and plan accordingly. So, if you a leader and your peers are releasing new products each year and you are stack with one or same product that came out about a decade ago, what do you think will happen to your company.
I was once a part of a team project where the manager was very reliable, honest, respectful and valued. I have to conclude that because of these reasons, we had been successful. Everyone, including myself, came the realization that we had to put in our best for the team to succeeded. I heard of situations where followers felt that when a group achieved its targets it was the leader who took the credit in the view of the administrative board.
I presume that irrespective of the leadership style one chooses for their team, task or objective achievement should be the prime objective. Efficient organizations are not ones with the greatest resource or massive capital, but those with strong leadership frameworks. You could have all the capital, the best business plans and all the tools you need, but if you don’t have the right leadership to carry out your plans, you can’t achieve your goals. That is why leadership positions are so essential.
Reference:
Northouse, P. G. (2022).?
Leadership theory and practice?
(9th ed.). SAGE.
Salas, E., Stagl, K. C., Burke, C. S., & Goodwin, G. F. (2007). Fostering team effectiveness in organizations: Toward an integrative theoretical framework.
CANDACE?S POST:
Hi Class,
Describe the role of leadership within teams.
Team leadership is different from leadership within the organizational. Team leadership is process oriented (Northouse, 2022).
What is the primary reason why teams fail?
Effective leadership places focus on processes are the most critical factor in team success. Leaders can reduce the effectiveness of their team by being unwilling to address poor performance. Also, leaders with too many priorities and overestimate the positive aspects of team performance leads to failure (Northouse, 2022). ?Absents of organizational support leads to team failure.
What can be done to ensure team success?
Clear norms of conduct, team accountability, allow feedback within teams, resources available to teams, organizational support, mentorship from leaders, leadership consistency, commitment to goals. A leader that provides a vision and helps keep the team focused on short-term and long-term goals are some additional reasons team succeed. All of these are items that ensure team success.
Give a personal scenario from your own experience for team success.
We have a team leader that holds all of us accountable for our actions. He creates reports that track our daily process and links those small wins to the big picture wins that get our department over the finish line on time. He has helped motivate us to get tough dealerships complete our performance surveys that has a positive reflection on our team!
Candace
Reference
Northouse, P. G. (2022).?
Leadership theory and practice?
(9th ed.). SAGE.
OVERALL FEEDBACK
Your paper on case study one has been properly constructed and the reader can identify the introduction, the body, and the conclusion. The paragraphs were properly sequenced and ideas logically arranged but need to use proper headings. The paper showed some critical analysis and demonstrated that you have good ideas/ insights to share. The content determined the leadership approach used in the case together with the analysis of its effectiveness. Likewise, examples supporting the position were identified and discussion on how the leader could be more effective was presented. Lastly, the paper followed correct grammar and proper APA formatting.
Thank you for submitting the case study 2 assignment on time. The paper has been properly constructed with paragraphs properly sequenced and ideas logically arranged but need to use proper headings. The content determined the leadership approach used in the case together with the analysis of its effectiveness. The paper also followed correct grammar and APA format.
Thank you for submitting the case study three assignment on time. The paper has been properly constructed with paragraphs properly sequenced and ideas logically arranged but need to use proper headings. The content determined the leadership approach used in the case together with the analysis of its effectiveness. Likewise, examples supporting the position were identified and discussion on how the leader could be more effective was presented. The paper also followed correct grammar and APA format.
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