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Assignment: Leadership Styles Graphic Organizer Essay

Assignment: Leadership Styles Graphic Organizer Essay

 

Servant Leadership Transformational Leadership Structural Leadership Participative Leadership Freedom-Thinking Leadership
Organizational, Team or Individual Change Servant leadership is the most effective type of leadership in health care. Research reveals that servant leadership enables change in an organization through focusing on the strength of a team (Hanse et al., 2016). By doing that, trust is established further enabling the team to serve the needs of patients. The development of trust also transforms individual members of a team, making them to focus on the delivery of quality services. Transformational leadership is important since it offers hope to the employees of an organization. This model taps into employees’ emotions through painting a rosy picture of the future. Individual employees are transformed through their ideals, hopes, and dreams (Allen et al., 2016). Change is thus brought by motivating employees through the management.

Organizational change is also achieved by the encouragement of productivity via communication and transparency. Structural leadership is a more rigid style of leadership. It allows the managers to put in place measures that will ensure every team member knows exactly what needs to be done. Indeed, it is transactional in nature wherein change is achieved through punishing or rewarding members of a team based on how they achieve goals (Harget et al., 2017). Thus, this model of leadership ensure that organizational change occurs through individual and collective efforts within the framework of established objectives. The participative leadership

Assignment Leadership Styles Graphic Organizer Essay

Assignment Leadership Styles Graphic Organizer Essay

model allows leaders to place employees at the forefront in decision-making. Using this style, a leader ensures that team members are treated with respect, understanding, and patience (Günzel-Jensen, Jain, & Kjeldsen, 2018). Consequently, a feeling of belonging, bonding, and organizational ownership will be fostered, which is important for individual and organizational change. Also, the leadership styles boosts the morale of a team as it enhances their arriving on consensus concerning goals and objectives. The freedom-thinking model is kind of a laissez-faire style wherein the employee are offered the freedom to perform tasks (Harget et al., 2017). By doing this, they will feel indebted to the leader, hence perform better. The adoption of this style makes members to develop entrepreneurial spirit with each one of them having a lucid goal. By doing so, organizational change occurs as employees’ adopt a more influential role and ownership of the organization during decision-making and task undertaking.

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Implementation of Each Model The implementation of this model needs to occur in a clear manner. After its adoption, a leader needs to practice the Golden Rule, which implies that they will have to treat their employees in a consummate manner (Hanse et al., 2016). Further, a leader needs to make certain that every employee is cognizant of their jobs and they possess all the necessary tools to undertake it. For the transformational leadership to be effective, a leader needs to utilize the future and the vision of the company to excite their team and commit them to a project.

A leader will both own their team and then involve themselves in a project in order to accomplish its goals (Allen et al., 2016). A transformational leader will thus need to lead by example by demonstrating excitement and commitment to his communication. In a structural model, a leader will start by clearly stipulating the objectives of a project and then clearly define the various roles. They then choose the members of the team, assign each member their role, and then manage the team with the anticipation of excellence (Alilyyani, Wong, & Cummings, 2018). During the project, a leader will be able to make quick decisions without consulting other people. The implementation of the participative model is founded on practicing the “friendship factor”. A leader makes their team members to feel that they care about them though ensuring that they are put first. By doing so, the members consequently feel that the leader has respect, patience and understanding for them, which inspires them to achieve the goals of a project. In this model, a leader offers team members the freedom to undertake their tasks. The moment a leader assigns a task, they try to offer autonomy by only commenting and helping when absolutely necessary. Indeed, a leaders’ role will be more authoritative as they will only have to direct their team towards a goal or vision. Nevertheless, during this model, the means of achieving the objectives are left to the team members.

Personal Beliefs I believe that in any project or organization, mutual relationship between team members and leaders is paramount. Servant leadership thus aligns with that belief in the sense that it allows a leader to see their job as a way of serving their team and company and vice-versa. The aspect of management personalization using this style also ensures that each member achieves peak performance, which I believe should be the objective of each leader. The primary objective of a leader should encompass transforming their team members. In order for this transformation to occur, a leader needs to have a hands-on approach that inspires hope in their team. Thus, transformational leadership achieves this by establishing long-term personal strengths. However, giving people a lot of freedom as advocated by transformational and servant leaderships may lead to underperformance and defiance (Coxen, Van der Vaart, & Stander, 2016). Thus, I believe that there ought to exist a clear structure and responsibilities outlined in order to ensure optimum output.

The structural leadership offers an avenue for doing the above when they accept total responsibility for their staff. One of the most fundamental aspects of performance is emotions. Ensuring that team members have the correct feelings ensures that they offer their best. Psychologically, feeling loved by one’s leader inspires them to perform maximally. Thus, participative leadership is consistent with my feeling about ensuring appropriate employee feelings. Shackling people instills some sense of fear in them, which may impact their performance negatively. However, offering them freedom allows members to become more innovative, which may improve performance. The existence of minimal supervision also motivates them to give their best as they become owners of a project.

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