help more explain

help more explain

Business Leadership

Personal Philosophy of Leadership personal philosophy paper is the place to synthesize your individual and collective knowledge as well as wisdom gleaned from the discussion forums and answer the question, "My philosophy of leadership is..." references 1-8 1.Nightingale's leadership qualities are consistent with key characteristics emphasized in leadership textbooks. First, Nightingale demonstrated wisdom through her innovative approach to nursing and healthcare reform, using her intellectual abilities to improve patient care. This resonates with the textbook's emphasis on critical thinking and analysis as essential leadership qualities. Second, Nightingale demonstrated confidence in challenging social norms and advocating for patient well-being, demonstrating characteristics recognized as critical in the leadership literature. Third, her determination to reform nursing practice despite social resistance is consistent with textbook recognition of determination as a key leadership characteristic. Nightingale's commitment to a clear mission to respect human dignity and serve those in need reflects a high level of integrity and underscores the textbook emphasis on ethical behavior in leadership. Finally, Nightingale's ability to mobilize others to achieve common goals, challenge authority, and build cohesive teams demonstrates strong social skills, consistent with the textbook's emphasis on the importance of effective communication and collaboration. 2.(Situational Approach)effective leadership depends on two key behaviors: support and guidance. David's coaching style of leadership, which means a high degree of directive behavior and supportive behavior. All in all, David was faced with the challenge of adapting his coaching style to suit the different needs of different groups of runners. While he communicates effectively with seasoned marathon finishers, novice, and seasoned runners present challenges that require a more adaptive and nuanced approach. Enhanced communication, active listening, and recognition of the expertise of experienced runners will help increase overall coaching effectiveness. 3.(Path-Goal Theory)Art's approach to leadership change is widely accepted as the best in the organization. However, it is important to note that workers often face monotony in their jobs, which can cause dissatisfaction and negatively impact productivity. Therefore, it is crucial to address their concerns proactively. This can be achieved by promoting autonomy within established procedures and finding ways to make the job more engaging, such as providing opportunities for creativity or problem-solving. Carol's leadership style was appropriate for her shift; however, recurring issues as workers rotated to other changes indicated a need for more standardized training and communication between shifts. it is critical to tailor your leadership approach to the specific challenges of each transition to improve Braco's overall effectiveness and employee satisfaction. By providing comprehensive support and tailored leadership, workers can feel more valued and better equipped to handle their responsibilities, ultimately resulting in a more productive and satisfied workforce. 4. (Transformational Leadership) Transformational leadership is a leadership style in which the leader works with followers to identify needed changes, creates a vision through inspiration to guide the change, and works with committed members of the team to execute the change. It is an integral part of the holistic leadership model. Transformational leaders inspire their followers to exceed expectations, transcend self-interest for the good of the team, and are able to have a profound and extraordinary impact on their followers. Transformational leadership motivates and motivates followers, whereas transactional leadership is more based on reinforcement and communication, Jesus can be described as a transformational leader. His leadership style is characterized by empathy, caring, and a strong vision that are hallmarks of transformational leadership. 5.(Authentic Leadership) Sally Helgesen is someone who places a high value on taking on leadership responsibilities. This was critical in her administration. In her view, assuming a leadership role demonstrates her unwavering commitment to the role and her capability to accept the challenges and responsibilities that come with it. From her perspective, taking on leadership responsibilities is closely connected to leader authenticity, since it shows the leader's willingness to take on the responsibilities that come with the role. This helps to build trust and confidence in the leader's ability to lead, which is critical to true leadership. 6.(Followership) The followers in the case had a range of positive characteristics that had a significant impact on their behavior. They were all highly skilled, possessing the technical abilities needed to succeed in their role. Additionally, they were tough, able to persevere through difficult conditions and challenges. They were fiercely determined, with a strong desire to succeed and to do their best for the team.But what set them apart was their good hearts. Each of them had come from humble origins or had experienced difficult times in their past. These challenges had instilled in them a sense of humility, which proved to be a critical factor in their success. They recognized that they needed to subsume their individual egos for the sake of the team, and this attitude allowed them to work together effectively.Ulbrickson's ability to recognize and combine all of these personalities was key to their success. He understood that finding the ideal makeup of team members was a complex process, requiring a deep understanding of their individual abilities and moral values. By blending all of these factors together, he was able to create a cohesive team that worked together seamlessly. 7.(Leadership Ethics)Teleological theories evaluate actions based on whether they achieve a certain goal or endpoint. Deontological theory focuses on whether actions are performed by duty. Transactional leaders operate on a reward and punishment system. They set clear goals and expectations for their team, and team members are rewarded for meeting these goals or punished for failing to meet them. This leadership style aligns more with a deontological perspective as it focuses on the actions (meeting goals) rather than the outcomes. Transformational leaders, on the other hand, inspire and motivate their teams to exceed their individual performance goals for the greater good of the team or organization. They focus on the big picture and often lead by example. This leadership style aligns more with a teleological perspective as it focuses on the outcomes (greater good of the team or organization) rather than individual actions. A transactional leader focuses on supervision, following organizational norms, and the performance of his or her group while a transformational leader focuses more on bringing change. 8.(Team Leadership)A lateral decision making structure consists of a decentralized structure in which departments work combined with each other to achieve a common objective, rather than operate as individual and different entities.This method is preferable to vertical decision making structure, when the departments are highly dependent on each other for taking most of there routine decisions.In this case the departments are not in a position to work as isolate units. It is not preferable, when the top management has a centralised structure and the departments have to work on individual basis. Pes