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Key traits of transformational leaders
Strengths and weaknesses of a transformational leader
Key traits of transformational leaders
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DSS was designed to place administrative assistance in small western school districts in 1997. There were three founding members whose goal was to help school districts that had limited staff to deal with certain administrative issues such as labor agreements and procurement systems. The company has grown to remain a viable business it must expand its book of business. The company had focused its attention on increasing small school districts as potential clients. But know they want to develop products that would encompass both the small and large school district. As the company tried to expand their business they found that their corporate structure needed to change to better address the needs of its clients. With change sometimes brings …show more content…
The leadership styles present in the company is very important factor in order for the change to be successful. Chris Peterson exhibits the transformational leadership quality to tackle her new project. She is able to empower members on her cross functional team to collaborate and create a new product to launch to current and perspective clients. This type of leadership is effective as the group members were able to tackle challenging expectations considering the work environment and lack of support from other departments. DSS’s departments follow the team leadership structure. Each department vision is to work on their sole projects only. The department is committed to its work which tends to hinder other projects because of the lack of free flowing communication. The lack of communication between the teams shows poor leadership quality. The chief operating officer is ultimately the source of the lack of communication and direction. DSS Chief Operating Officer Meg Cooke has a laissez-faire leadership style. She gave Peterson authority to lead a project but provided no guidance or direction. She also was not responsive to the needs of the
... other hand, exploring new areas to distribute Zebra, the company might potentially run into a situation described by Rob Daumeyer from Cincinnati Business Courier. According to the article, when Madcap introduced its three types of beer, they ."..were caught short when they discovered Heidelberg Distributing Co. ordered 6000 cases as an introduction." (Daumeyer 1) They did not expect such popularity and could not effectively handle it.
State the title of the article, the name of the publication in which it appeared and the date of publication.
Connecting people to the success of the district is one matter, but asking them to support it financially is another. The district is growing in size and is in need of new facilities and internal academic structures to support the growth. As the district continues to grow she is challenged with ensuring that the schools continue to interact with each other and do not return to the independent silos they were when she arrived. Ms. Hall realizes that she is the internal and external face of the district. She takes that very seriously and therefore, tires to view challenges as opportunities and successes as building blocks and
In Tim Seibles' poem, The Case, he reviews the problematic situations of how white people are naturally born with an unfair privilege. Throughout the poem, he goes into detail about how colored people become uncomfortable when they realize that their skin color is different. Not only does it affect them in an everyday aspect, but also in emotional ways as well. He starts off with stating how white people are beautiful and continues on with how people enjoy their presence. Then he transitions into how people of color actually feel when they encounter a white person. After, he ends with the accusation of the white people in today's world that are still racist and hateful towards people of color.
From a psychological standpoint, Dellen Millard’s actions and personality are clearly not typical of the average human. Millard was extremely affluent, yet committed murder in order to steal a car he could have easily bought. ‘Why?’ is the question which psychologists would ask. Millard was raised wealthy, educated, and privileged; he was not abused as a child, nor was he denied affection or care. Unlike many psychopaths, sociopaths, and murderers, Millard did not seem to have a troubled or traumatic life at all. What experiences in Millard’s life could have given rise to his manipulative, thrill-seeking and criminal behaviour- as well as his apparent lack of conscience- in spite of his indulgent and ordinary upbringing? Psychology studies- and attempts to comprehend- human behaviour: the human mind, personality, and thinking. As such, psychologists would find interest in understanding the thoughts and motivation behind Millard’s cold-blooded actions. They might look towards his childhood for answers, and endeavour to discover the events in his past that shaped him to be the person he
The Dread Scott decision exacerbated the debate over slavery by declaring that blacks cannot be citizens and that Congress does not have the power to prohibit slavery in the territories, which further divided the North and the South. The decision also deeply affected politics, and was one of the causes of the Civil War.
Social Work is the study of people and how they interact with the systems in their environment and other people. Social Workers use theories, sets of ideas or concepts, of human behavior and apply them within their professional social work ethics to the problems facing clients in order to help them gain balance in the systems in their lives. Theories help to organize knowledge enabling social workers to help make sense of problems. There are many different theories. They have been grouped into broad categories called theoretical lenses (Rogers, A. 2013).
Jenny Peterson has a broad work history helping make a difference in people’s lives. Some jobs include: nursing, life line consulting, management, and training in hospitals. Peterson has also taken roles in family counselling focusing on drugs, violence and relationships; developing action plans to bring these issues to a solution. Peterson states in her cover letter that she is the perfect candidate for the counsellor position that was advertised online. Peterson is confident that she is qualified and shares expertise in the areas of the job description; Furthermore, telling us her achievements in depth and how she has been successful in her career.
Scott Peterson was an educated man from California Polytechnic State University where he graduated with a B.A. in Agricultural Business. He was married to his wife Laci Peterson who was also pregnant with their unborn son. In December of 2002 Laci Peterson went missing in the Modesto, California area where she shared a home with Scott. Once the investigation of Scott’s missing wife started authorities began to suspect Scott as a suspect in her disappearance. In April of 2003 a fetus and a female torso that was missing hands, feet, and a head were found on the shoreline of San Francisco Bay. The San Francisco Bay area was where Scott was boating the day of Laci’s disappearance. The body was later identified as Laci Peterson and the fetus as Laci and Scott’s unborn son. Scott was also arrested in the month of April shortly after the discovery of Laci and their son’s body and was later sentenced to the death penalty. Over the course of this paper I will cover the whole event of the disappearance of Laci Peterson, relating it to a sociological theory, the impact the event had on our society and how the media had influence over this national event.
Leaders: Strategies for Taking Charge is an organizational management book written by Warren Bennis and Burt Nanus for those who aim to become better leaders. The authors emphasize that having executive positions or being a manager does not automatically make one a leader. A leader is one who inspires his staff, help them find purpose in their work, and effectively implement their plans. They separate the book not quite into chapters on different topics, but rather by four strategies that they have determined are vital for any leader to take on. The strategies are effectively concluded as attention through vision, meaning through communication, trust through positioning, and the deployment of self. A prominent feature of Leaders is the various
“Leading Change: Why Transformation Efforts Fail” is an article written by John P. Kotter in the Harvard Business Review, which outlines eight critical factors to help leaders successfully transform a business. Since leading requires the ability to influence other people to reach a goal, the leadership needs to take steps to cope with a new, more challenging global market environment. Kotter emphasizes the mistakes corporations make when implementing change and why those efforts create failure; therefore, it is essential that leaders learn to apply change effectively in order for it to be beneficial in the long-term (Kotter).
Planning and leading the change: Vision leads to change. Unless there is adequate planning with clear delegation of task, change fails. According to Kotter’s 8-step change model, the leader needs to be aware and define the urgency of the change project and disseminate the urgency to recruit a team that is convenience of the need for the change. The vision of the change project needs to be clear to be understood making effective communication imperative. In any leadership there is always some kind of obstacle that is faced, there will be someone that will try to resist the change; it is the duty of the leader to find ways to check for barriers and remove the obstacle by empowering the team. It is always beneficial to have a short-term vision where the company can see the progress of the change as team build on to the long-term vision. And finally, it is imperative that the change in noticed by others in the day-to-day activity. A leader that plans in leading change will be successful if these steps are followed especially in a hospital setting where there is diverse group of people working towards a common
As John P. Kotter suggests in his article "Leading Change: Why Transformation Efforts Fail," not establishing a sense of urgency is a number one failure for leaders. Lacking a great enough sense of urgency, senior managers in Engineered Woods Division did not cooperate in moving the division from commodity to a specialty business and the efforts remained fruitless. This was a leadership issue that few members of senior team were motivated and passionate about the transition.
Erik Peterson faced a number of challenging situations with Jeff Hardy, a high level employee with CelluComm, the parent company of GMCT. At first we see an awkward relationship with Jeff Hardy whom Peterson had been assigned to work under by Ric Jenkins, partly due to the lack of concrete relationship guidelines between the two (Sami, 2013). Hardy had very little operational experience, and Peterson felt that he was unable to receive constructive guidance from Hardy. As a subordinate to Hardy, Peterson should have instead attempted to resolve this problem early on as it was a critical relationship within the GMCT Company. Consulting Hardy by letting him know of his concerns would have been a more efficient and respectful manner in handling the situation. This relationship building would also have been integral in facing the Peterson-Hardy communication issues with respect to the local municipalities and fire department. Operant Learning Theory (Johns & Saks, 2014, p.54) suggests that as a result of this negative consequence Peterson should be able to improve his interpersonal skills specifically with superiors within the organization moving forward. As a subordinate to Hardy, Peterson should have instead attempted to resolve this problem early on as it was a critical relationship within the GMCT Company.
Certainly, an army would not be able to battle in the war without a commander who in charges of the whole strategy. Correspondingly, any organisations cannot function without leaders. Leader is the most substantial element of successful organizations. Becoming outstanding leaders, leadership skill is vital in order to drive the organizations forward. Several leadership principles are extensively used these days. Burns (1978) identified two types of leadership comprise of transactional and transformational leadership. Hence, leaders should be capable to indicate which theory should be applied in accordance with organization’s culture and objectives. This essay aims to evaluate the resemblances and the differences between transactional and transformational leadership as well as the feasibility to utilize a mixture of them by giving the definitions and examples followed by the supporting researches and studies.