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Process Leadership And Its Impact Leadership Essay For assignment help please contact at help@hndassignmenthelp.co.uk or hndassignmenthelp@gmail.com Leadership is a process by which a person influences others to achieve an objective and directs the organization in a way that makes it more cohesive and coherent. Leadership is a process whereby an individual influences a group of individuals to achieve a common goal. Leaders carry out this process by applying their leadership knowledge and skills are called Process Leadership. However, we know that we have traits that can influence our actions which are called Trait Leadership, in that it was once common to believe that leaders were born rather than made. Good leaders are made not born. If you have the desire and willpower, you can become an effective leader. Good leaders develop through a never ending process of self-study, education, training, and experience. To inspire your workers into higher levels of teamwork, there are certain things you must be, know, and, do. These do not come naturally, but are acquired through continual work and study. Good leaders are continually working and studying to improve their leadership skills they are not resting on their success. Factors of Leadership Leader: You must have an honest understanding of who you are, what you know, and what you can do. It is the followers, not the leader or someone else who determines if the leader is successful. If they do not trust or lack confidence in their leader, then they will be uninspired. To be successful you have to convince your followers, not yourself or your superiors, that you are worthy of being followed. Followers: Different people require different styles of leadership. For example, a new recruit requires more supervision than an experienced employee. A person who lacks motivation requires a different approach than one with a high degree of motivation. You must know your people. The fundamental starting point is having a good understanding of human nature, such as needs, emotions, and motivation. You must come to know your employees' be, know, and do attributes. Communication: You lead through two-way communication. Much of it is nonverbal. For instance, when you set the example that communicates to your people that you would not ask them to perform anything that you would not be willing to do. What and how you communicate either builds or harms the relationship between you and your employees. Situation: All situations are different. What you do in one situation will not always work in another. You must use your judgment to decide the best course of action and the leadership style needed for each situation. For example, you may need to confront an employee for inappropriate behavior, but if the confrontation is too late or too early, too harsh or too weak, then the results may prove ineffective. "(Also note that the situation normally has a greater effect on a leader's action than his or her traits. This is because while traits may have an impressive stability over a period of time, they have little consistency across situations (Mischel, 1968). This is why a number of leadership scholars think the Process Theory of Leadership is a more accurate than the Trait Theory of Leadership)." Various forces will affect these four factors. Examples of forces are your relationship with your seniors, the skill of your followers, the informal leaders within your organization, and how your organization is organized. "(Although your position as a manager, supervisor, lead, etc. gives you the authority to accomplish certain tasks and objectives in the organization (called Assigned Leadership), this power does not make you a leader, it simply makes you the boss (Rowe, 2007). Leadership differs in that it makes the followers want to achieve high goals (called Emergent Leadership), rather than simply bossing people around (Rowe, 2007). Thus you get Assigned Leadership by your position and you display Emergent Leadership by influencing people to do grat things.)" academically or referentially specific characteristics of such a group, as in "Evangelical Christians hold certain beliefs…", or "Jewish people commonly recognize Yom Kippur…". Be sensitive to the inferences people may read in to the words you choose. Many common expressions have roots in a less inclusive social climate, and only time and education can completely eliminate them (ex., if you are asking if a girl is taken, asking "Do you have a boyfriend?" would be politically incorrect, as it makes them exclusively heterosexual. Instead ask, "Are you seeing/dating anyone?"). By the same token, each cultural group has equal protection from offensive generalizations and slurs, not just a certain ethnic group or gender. Respect every individual's right to choose the language and words that best describe their race, class, sex, gender, sexual orientation, or physical ability. Don't get defensive if someone rejects language which dis-empowers, marginalizes, confines, or diminishes them. The ability to name is a daunting power; individuals should play a role in selecting words to describe themselves. Nosy Co-worker Some people are just too curious, beyond social norm. They are the people whom you want to just shout out it's really none of your business or why do you want to know. The problem is socially or career wise sometimes you can't really lose it verbally on the nosy person in question. Sometimes the nosy person has been boss, jeepers, beaver around, you can't catch a break. While most co-workers are just trying to make the time pass by or they really are interested in what you have to say, nosy people always go a step beyond. They make the hair on the back of your neck stand at attention. The reason you have always had that reaction, is why, yes, why, you want to know why you need to know so much about whatever the said subject is about me. Once you know your true motivation you will probably react either kindly or unkindly depending on the intent of the nosy person. The problem is that it is not always simple figuring out the why they are asking you stupid questions. The best way i have found to deal with any nosy people is to set them up with their weaknesses. Pick a subject that this person will go gaga over and make up a story. It can be creative to the max or just the opposite, boring enough to put a red bull addict to sleep. This way you can try to track what this person is doing with all that information they are getting from you. They may be a gossip, they may not have a life and they may just want to stalk you because they have no friends. Or it could be something completely out of the ordinary. But usually you will start to get some feedback from other folks if this person is spreading it around.
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