Authentic Leadership Name Institution Tutor Date Authentic Leadership Introduction Authentic leadership refers to commitment to truth and transparency. Authentic leaders uphold morality and ethics in an organization and act according to their inner conviction…
The second article deals with increased performance due to trust given by subordinates to their leaders. Individuals with disability are excluded from social participation. Authentic leaders require strategies that involve these individuals in social contributions. This is discussed in the third article. The last article deals with strategic orientations for coping with organizational change. Different leaders have different goal oriented inclinations, which affect sustainability of change in an organization. From Avolio Bruce (2009) Most researchers concentrate on what a leader does, what they have done in the past, and how they have performed as a measure of quality leadership. Constituents of genuine leadership require a frontier of both the practice and science of leadership. In the current world, organizations are competing for leadership talent. Governments and businesses are concerned with developing leadership that will promote a sustainable world. The world is faced with finite resources, which calls for more attention for management and leadership qualities. The current leadership interventions aim at enhancing the self awareness of leaders. In the previous regimes of leadership, charismatic leaders could use symbols, images, and rhetoric to perform above ordinary levels (Avolio and Gibbons, 1988). These leaders sacrificed everything to show their followers their commitment to achieving their vision. According to Burns (1978) such leaders were inspiring, morally uplifting, and focused on converting followers into leaders. They transformed several of their followers into leaders. However, not all charismatic leaders are morally uplifting. Some leaders like Joseph Stalin advantaged on group by destroying others. They eliminated other people inclined towards leadership. Transformational leadership is characteristic on the leader throughout their life span (Avolio and Luthans, 2006). These leaders are inspiring and visionary. Positive outcomes in the organization and within an individual emanate from transformational leadership (Judge and Piccolo, 2004). According to Kegan (1994) leaders guided by self interest make it difficult to invest time to develop their followers into leaders. Their moral perspective is typically stuck at determining their personal gaining from transforming others into leaders. They dislike changes in the leadership positions and cannot judge the overall best course to pursue in transforming others. An authentic leader is self-aware, moral centered, transparent, and fair in decision making (George, 2003). As individuals advance in experience and wisdom, they shift from individual performers to morally uplifting and focus on transforming followers. Some of these leaders display transformational qualities but lack the moral basis to become transformational. Such leaders are seen to be very successful but leave their organizations in ruins. This is as a result of lack of transformational nature in these leaders and self motivated gains. Leadership is more made than born. In an incremental perspective, development is more elastic and modifiable within the life course. However, those who believe that leaders are born have an entity view. They consider personality and leadership as fixed entities at certain points in the life stream. Developing leadership is therefore difficult in people who think certain things are fixed. Transformational leadership should exist in strategic levels in an organization. Cascading effects are witnessed ...
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Proposal for a Descriptive Type of Research
Working Title; The Role of Motivation in Project Management
The interest on this subject stems from personal observation on current trends in the construction industry. Notably, there has been a remarkable shift of motivation factors as the global society dips more into realms of modernity and modern lifestyles.
This study will begin with the statement that consumers are always eager to try out the new products being introduced in the market especially on watching or listening to advertisements. Leaders affect the general organisational performance either positively and negatively. This is attributed to the fact that they are the ones whom in most cases set up the general guidelines that determine the conduct of their subjects.
The paper commences with an introduction of the leader. The highlight of the paper is the leadership development plan formulated based on the self-assessment. Findings of the reflective self-assessment revealed that the researcher has an introverted intuition in decision making, a predominantly above average leadership skills, and a leadership style characterized by high credibility, strategic networking, innovative thinking and achieving targets.
Leadership: Its Definition and Styles 15 1.1.1. Styles of Leadership 18 The Clusters 18 “I Leadership” 18 “I-You Leadership” 19 “WE Leadership” 20 1.2. Leadership in Higher Education 23 1.2.1. The Leadership and Faculty Development: The Connection 25 1.2.2.
In the past, leadership was viewed as a position needing intelligence and astuteness in strategic planning and decision-making. An educated person who is trained to lead should be strong and not easily affected by emotions. One measure of a good leader was getting things done no matter what.
It is important that participants of the study understand the intent of the research study and the guidelines of the study as a voluntary participant for this will help enforce ethical practices. Flory and Emmanuel (2004) indicated valid informed consent reduces the chance for unethical research.
Marie Aurell and all the people who provided us with guidance and support for this thesis. ABSTRACT Leadership always remained untapped topic and different attributes of leadership have been discussed in many studies by different researchers. Culture plays an important role in the application of leadership style in the organization.
The results from the data analysis confirmed the leadership style adopted. Leaders behaviours perceived by employees is considered positive. The research also revealed that the Company opportunities for women towards progress in the organisation are welcomed. Balancing work and family life continues to provide hindrance towards women career advancement.
Leadership traits entail personal characteristics that make an individual to be effective in his or her leadership process. According to the research that has been conducted by various scholars, successful leaders are different from other people based on the personal aspects that positively contribute to the success.
7 Pages(1750 words)Dissertation
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