Public Leadership Styles Paper

In addition, Burns et al., (as cited by Lavoie-Tremblay, et al., 2015) defined a transformational leader as “a leader who can extend and elevate the interests of staff, who can facilitate the commitment of staff to the mission and values of the organization, and who can lead staff to rise above their personal interests” (p. 582). Further, Broome (2013) identified transformational leaders as “proactive and hold core beliefs about the potential for development of both individuals they work with and their organization” (p. 327). Samad et al.(2015), connecting transformational leadership to servant leadership and authentic leadership reported, “transformational leadership is also congruent with regards to fostering higher levels of motivation among the followers’ and leaders’ ability to visualize the unforeseen” (pp.

The researchers reviewed related educational peer-reviewed literature, as it pertained to their study. They reviewed literature topics related to transformational leadership, best practices of educational leadership, strategies for improved school culture, and leadership styles and its impact on teacher morale. The researchers identify in their review of the literature characteristics of “true” transformational leadership to include a leader’s ability to “lead by example and have the ability to articulate goals of the organization which

To summarize, a successful public leader can benefit from the reframing leadership through applying different frames. An integrated approach and a versatile management style will make a public leader

In this assignment I will be looking at the different styles of leadership and giving examples of when they may be used throughout the public services.

As is mentioned in the textbook, the concept of leadership it refers to "the process of transforming an organization from what they are to what a leader would have them become" (2016, 350). A leader is someone who has the ability to be followed by people, knows how to achieve a goal, and inspire others. In order for a leader to succeed and be able to contribute efficiently to a company, he or she must not only understand and use his skills, but also effectively take advantage of the strengths and abilities of the team to fulfill the vision and mission of the company. Like I mentioned above, a leader has the key role of communicate the organization's vision, mission, and strategic objectives; this can be only been achieving by his/her example.

As complex leaders, healthcare administrators need to develop competencies in initiating three fundamental activities that enable managing turbulence in a nonequilibrium environment:

Those that follow a transformational leadership framework believe that leaders possess many of the aforementioned qualities, but the focus is on one’s ability to inspire and empower others (Ross, Fitzpatrick, Click, Krouse, & Clavelle, 2014). These leaders literally ‘transform’ their followers by inspiring enthusiasm and performance towards a

There are many models of leadership that exist across a range of fields (e.g. social work, education, psychology, business, etc.). The ability to transform an organization successfully requires a different set of attitudes and skills. Transformational leadership is an approach where a leader utilizes inspiration, charisma, individualized attention, and intellectual stimulation with their employees (Iachini, Cross, & Freedman, 2015, p. 651). Transformational leadership helps to clarify organizational vision, inspires employees to attain objectives, empowers employees, encourages employees to take risks, and advocates the seeking of alternative solutions to challenges in the workplace (Transformational Leadership, 2015). It allows the leader to engage and motivate each follower identify with the organization’s values and goals.

A leader is the foundation of the organization, the individual who represents the values, purposes, and direction of the organization. A leader is one who creates connections between members of an organization for the purpose of promoting increased performance and quality results (Sullivan & Decker, 2009). Leaders motivate, console, and work with people, to keep them bonded and eager to move forward (Stanley, 2006, pp. 33). The leader is an individual who has his or her own personal goals and want to show everyone what he or she has to offer others. These traits are needed to inspire the employee and make him or

My leadership style assessed by the Kent tool is participative style of leadership. (University of Kent (n.d). Participative style of leadership is the type where the entire team works in collaboration. Each of the team members contributes their valuable ideas, but the final decision is made by the leader (University of Kent. (n.d). This is truly the leadership style that I love to exhibit. Participative leader always encourage inputs from the members to assist in decision making. For example, in a code blue situation, team leader directs the code, but each member has designated roles and communicates throughout the situation, aiming towards a single goal. Participative leadership builds consensus through participation. Individuals with different skills and knowledge working towards common summit will take them to a level of synergy where whole is definitely greater than sum of parts. (Koen, M.P.,&

The IS department is managed and led by Wayne, who has been in charge of all technology related needs for the company for over ten years. During my research and analysis of Wayne and his leadership practices, I have identified three leadership practices that he utilizes on a frequent basis. Wayne is an interactive leader, who is charismatic, and makes the right decisions when needed. Each of these styles of leadership that Wayne displays contributes to his overall success in the department.

Transformational Leadership can play a role in creating a successful team. It can also be the process that changes and transforms people dealing with emotions, values, ethics, and standards. Transformational Leadership is the process whereby a person engages others and creates a connection that raises the level of motivation and morality in both the leader and the follower (Northhouse , 186). This applies to a team because you always have to be able to connect and motivate others

Transformational leadership. Burns (1978) is recognized as one of the earliest theorist on transformational leadership, who introduced transformational leadership over 30 years ago. Transformational leaders are perceived as leaders who uplift their employee morale, subsequently uplifting the entire organizational. Transformational leaders are known by their capacity to inspire followers to forgo self-interests in achieving superior results for the organization (Clawson, 2006). Avolio and Yammarino (2002) shared Bass’s explanation of transformational leadership as leaders who act as agents of change that stimulate, and transform followers’ attitudes, beliefs, and motivate from lower to higher level of arousal.

A democratic leadership style is more likely to be successful over the long term because they share decision- making power with subordinates, participate in group activities, allowed the group to make decisions about an assignment, and try not to monopolize. This type of leadership brings about satisfying and productive employees (Shafritz/Russell/Borick, 2013).Democratic leaders seek peaceful changes and allow the foreseeable mistakes to be corrected.

Transformational leadership is a leadership style that promotes change as well as improves performance in the organization as a whole as well as on the individual employee level (Phaneuf, Boudrias, Rousseau, & Brunelle, 2016). James MacGregor Burns first introduced transformational leadership in his book titled Leadership that he authored in 1978. Burns defined transformational leadership as leadership that stems from one’s core unchanging values and beliefs. Burns believed that transformational leaders not only bring together their followers, but also positively influence their follower’s values and beliefs in a way that brings about positive change (Humphreys & Einstein, 2003).