Leadership is a process that involves influence with a group of people toward the realization of goals. Most theories view leadership as grounded perspectives such as a process or relationship as a combination of traits or personality characteristics, or certain behaviors. No matter what field an organization operates within, there is something that every organization requires. They need leaders who are able to motivate workers, direct them to specific goals, and drive projects home to a successful outcome. Leadership theories have been developed to help everyone understand the specific decisions that leaders use to accomplish these tasks. In the past, leadership theories tended to look at the power and control a leader was able to wield. I will say on the front end that, in my opinion, leadership is a dynamic and complex process, and that much of what is written these days tends to over simplify this process.
I chose Transformational Theory, because this theory states that leadership is the process by which a person engages with others and is able to create a connection that results in increased motivation and morality in both followers and leaders. Base on my high level of charismatic leadership that espouses me with certain qualities, such as confidence, extroversion, and clearly stated values, I will be able to motivate followers be attentive to the needs and motives of others in an attempt to help them reach their maximum potential can be initiate, develop, and implement important changes in an organization. My goal here is to provide an overview that keeps things simple, without crossing into over simplification, and for the most part refraining from any critiquing of the various theories. It is important to set an assessment needed for a specific role and paint a picture for me of the organizational culture. By doing this I am able to be look for those qualities, skills, knowledge, to assure finding someone that is a good fit for the job and the culture. I also involve, through interviews and work simulations, an evaluation of a person’s work related skills and knowledge of the business .The emerging leadership theory that I chose is Contingency leadership: Using Fiedler’s contingency theory asserts that group performance is contingent on the leader’s psychological orientation and on three contextual variables such as group atmosphere, task structure, and leader’s power position. This leadership theory help me look at each situation and plans for the best outcomes to be achieved while also looking at the worst case scenario. (Wolinski , 2010).
Ages review of the literature on age and work shows a clear theoretical emphasis on negative predictions. The predominant theoretical models are older worker stereotypes social identity and relational demography age discrimination career timetables and prototype matching. Some studies examined the role of age perceptions rather than chronological age, including self-perceptions of age or perceived age relative to the work group or manager. An underlying theme in these studies is that age discrimination or at least unfair treatment is likely to occur for older workers. National origins and Cultural and national origin: Culture is broadly defined as characteristic ways of thinking, feeling and behaving shared among members of an identifiable group. While some elements of culture are visible and observable such as accent. Many studies focus on culture as the basis for racial and ethnic differences, but often without thorough conceptual development. Likewise, it is not always clear which sources of cultural effects may be influential e.g., race and ethnicity, region of the U.S., religion. Cultures no culture is monolithic. People’s cultural values and beliefs determine their communication style. Genders On a global scale, women face a few key challenges. Women are not advancing enough to leadership roles and contributing to influential decision-making roles. Women are not receiving an equal amount of education, and are not employed at equal rates as their male counterparts. Nevertheless, women still control majority of consumer spending. Educational backgrounds, or job types of your subordinates: Employees are educated at different levels within all types of company’s more women are educated at tertiary level.; therefore, this has a direct impact on several factors; such as, communication levels, an organization meeting or exceeding goals, and negative or positive co-worker interactions.
With no hands on experience I think how to adapt ways in communicating to different situations with different age group. As we communicate with people every day, but sometimes we do not adjust our communication style such as tone or words or the audience or situation. This can lead to confusion, hurt feelings, or misunderstandings. Learning how to adapt the way you communicate to different situations by considering the many factors that influence the effectiveness of your communication can be of great help to the organization. Communication needs to be audience-centered, meaning you adjust to their communication preferences. For example, if you are an introvert and prefer sending an email, but you are talking with an extrovert who prefers talking face-to-face, you need to let go of your own preferences and meet with them. Secondly, argument with a co-worker even though we may be right all of the time, when there are unresolved issues among co-workers, everyone suffers. Refusing to apologize after an argument only keeps the cycle of workplace tension going. Even if you are right, simply apologize. It is just as important to keep your boss happy as it is to be able to work well with your co-workers. Pride does not belong at work.
Throughout human history, some people have grown into, taken, or been given positions as leaders. He’s a Supportive leader for a small group of community people that expanded to a larger community. He shows concern for each and every one person in the community needs and emotions. As a supportive leader he do not provide unconditionally positive praise, instead, he also competently provide constructive criticism in order to challenge and enhance group members’ contributions. Being the supportive leader his model, such behaviors would likely be performed as part of established group norms, reducing the stress and frustration of the group, which helps create a positive climate and can help increase group members’ positive feelings about the task and other group members to enhance social cohesion. I have a bias toward trait, skills, and transformational theories. I am a psychologist and there is no doubt in my mind that people are born with certain qualities. But I am equally sure innate traits inevitably become fully interwoven with a person’s acquired knowledge and skills. And I lean toward transformational theory because of how it views the practice of leadership as, more than anything else, relational interaction.
Reference
Wolinski S., April 21, 2010. Leadership Theories. Retrieved from http://managementhelp.org/blogs/leadership/2010/04/21/leadership-theories/
Retrieved from http://2012books.lardbucket.org/books/a-primer-on-communication-studies/s14-leadership-roles-and-problem-s.html
Retrieved from https://www.utwente.nl/cw/theorieenoverzicht/Theory%20clusters/Organizational%20Communication/Contingency_Theories/
Retrieved from http://www.cpahq.org/cpahq/cpadocs/Genderdiffe.pdf
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