As Captain Towns makes his way to find James Liddle, he comes across the book The Happy Isles of Ocenia that was blown out of their plane during the crash landing. The book is an auto-biographical story about a man who tries to get lost in a journey in hopes of self –discovery and it is not a coincidence that the director put that book in the shot. The groups of stranded passengers are lost in the desert and are on a voyage of self-discovery to see how long and how far they can go in order to survive.
When Towns and Liddle meet they discuss both of their perceptions about rebuilding the plane and keeping hope alive within the group. Liddle says to Captain to Towns that most people need at least one of these three things in order to survive: “someone to love, something to hope for, and something to do.” Liddle pleads with Captain Towns that if he no longer believes in hope than he (and the rest of the group) should focus on something to do, like rebuilding their plane.
The first need for survival is someone or something to love. My perspective on this need for survival and how it relates to leadership is when a leader prioritizes relationships with their employees and colleagues. According to the text, Fiedler’s Contingency Theory asserts that “leaders are either task oriented or relationship oriented” depending upon the leaders primary need for gratification (Nelson & Quick, 2013). Relationship oriented leaders feel the need to develop “comfortable interpersonal relationships” (Nelson & Quick, 2013).
The authors, Nelson and Quick describe that relationship oriented leader’s do well in situations of intermediate favorableness by determining the “degree of fit between the leader and the situation” (Nelson & Quick, 2013). Relations...
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...ram, I have also learned that it takes a combination of leadership styles and taking scenarios case by case to perform as an effective leader. My preferences would be a combination of transformational and transactional leadership. Since I work in processing, the transactional part of my leadership will have to be there, but I would strive to add leading with integrity, a shared vision, and being humble among staff members. I hold myself accountable just as I would with other team members. I understand that this approach will not always work, because situations will change and call for different types of leadership, but for the most part a combination of transactional and transformational leadership would be the most effective in the majority of situations at work.
References
Nelson, D. & Quick, J. (2013). ORGB3 (Student Ed). Mason, OH: South-Western Publishers.
Visionary leadership qualities help their project teams understand the true objectives and goals, as well as, how their contributions are important to achieve these goals (Preston, Moon, Simon, & Kossi, 2015). This very statement makes the visionary leadership style my number one go to style and my most beloved way of leading. To take a vision and to be able to correctly motivate and inspire your team with each individual contribution to get a job done and to further your project to the next level is amazing to me. Visionary will be the style I strive to work toward as a future leader. My number two style would be the Democratic style, mainly because Democratic leaders bring individuals together in order for everyone to give their thoughts, ask questions, and be involved in the entire project and its processes (Preston, et al, 2015). Getting teammates involved in all aspects of the project gives them a sense of
I believe to be a successful leader it is important to not just focus on one particular style, but to incorporate many. If you take a few high points from each style and learn to mesh them together you should have a better understanding of leadership as a whole. This class has taught me that being a leader is a lot more challenging than people may think. Leaders have to wear many different hats in many different situations. To become an effective leader you have to work at it. It may come easy to some, but to others it is a skill that is shaped and molded over time. Different experiences and situations help mold leaders into who they become. I hope to use the different styles we have learned about to mold me into an effective leader in today’s society.
In a firm, management and leadership are important and needed. Leadership and management are similar. Actually, leadership and management are totally different. The leadership would influence the firm. The leader would have difference leadership styles to lead the subordinate.
Hersey, P. & Blanchard, K. (n.d.) Situational Leadership. In Wren, J.T. (Ed.). (1995). The Leader’s Companion (pp. 207-211). New York: Simon & Schuster.
In the contingency theory of leadership, the success of the leader is a function of various contingencies in the form of subordinates, task, and group variables. Fred Fielder advanced the first theory using the contingency theory of effectiveness. The main idea of the theory is that leadership effectiveness in terms of group performance depends on the proper match between the leader’s style effectiveness and the degree to which the situation gives the leader control. Fiedler created the least preferred co-worker (LPC) questionnaire to identify the style by measuring whether a person is task or relationship oriented. Where an individual with a favorable description, would have a high LPC score, suggesting a r...
It takes a long time to become an effective and respected leader but can evaporate very quickly with one misstep. It needs to be nurtured and cultivated every day. My personal leadership style is to observe and correct. As a junior member, one of my Chief told me, “I don’t care how long it takes you to do a job as long as you do it right the first time because if it is wrong you will be the one fixing it.” That resonated with me because it allowed me to take risks and learn from my mistakes making me a better technician. I firmly believe one of the best learning tools is failure. His statement let me know it was all right to fail but if you do you will be learning from it. Identifying weaknesses within my leadership abilities and striving to correct them will result in being consistently looked upon a leader within our
In organizations aspiring for growth and continual improvement, relationships are more intricate and alternatives more numerous than the either/or imposition implied by the notion of leaders and followers. Practically no one leads all of the time. Leaders also work as followers; all in all, “everyone uses a portion of their day following and another portion leading” (Galie and Bopst, 2006, p. 11).
The form of leadership I identify with is being a transformational leader. The transformational leadership is characterized by the ability to bring about significant change in both followers and the organization. Transformational leaders have the ability to lead changes in an organization's vision, strategy, and culture as well as promote innovation in products and technologies (). In the four dimensions, the first phase is structure frame.
Hersey and Blanchard’s Situational Leadership Theory (SLT) asserts that a leader’s effectiveness is dependent upon the readiness, or ability and willingness, of the leader’s followers to complete a task. This leadership style is an amalgamation of task-oriented and relationship-oriented characteristics that are employed depending upon the situation and the followers involved. According to the SLT, as followers increase in readiness the leader’s style is to adapt accordingly (Kinicki & Kreitner, 2009).
I believe that defining a leader by one set of traits can be challenging, if not impossible. That is mostly likely that when you research leadership traits you come across various opinions; among them is Baker (2001) who believes that when leaders are defined they should be defined based on the traits associated with three systems. These systems (Baker, 2001) include the classical system, the equilibrium system, and the transforming system. Each of the systems (Baker 2001) has traits associated with them, for the exception of the transforming system.
There are a few different types of well known leadership styles, authoritarian, delegative, and democratic. To assess my leadership style I used two online tests to help me determine my style. I felt the results were accurate and I fall into a democratic style/participative style. If I am leading I prefer to include the group and get their feedback on solving issues. However, I still make the final decision after listening to the thoughts of the group on a particular topic. This is considered to be a positive style of leadership that is inspiring to the group involved. The leaders decision making tends to be more accurate due to the input of other experts. (Cite)
In the contingency leadership theories both the task and the follower’s characteristics are used to determine which behavior is better suited for effective leadership. Within the contingency approach are several factors to consider: the quality of relationships, tasks and activities to be performed, perceptions of the leader based on history, the motivation of both the leader and the follower, and personal characteristics influencing the situation (Leadership Theories and Studies, 2009). The first contingency leadership theories studies were conducted by Fred Fiedler, a leadership researcher and the earliest pioneer in the field of contingency leadership, who focused on how situational variables interact with leader personality and behavior (Contingency Approach to Management, 2009); from these studies he developed the contingency leadership model. The contingency leadership model is used to determine whether a person’s leadership style is task– or relationship-oriented, and if the situation (leader-member relationships, task structure and position power) matches the leader’s style to maximize performance (Lussier & Achua, 2010). Fielder discovered that leadership effectiveness was dependent on the factors of the leader–follower relationship, task structure, and leader position.
Three primary leadership styles are participative, delegative and authoritarian. I have more of the leader ship style or participative. I Love for everyone to put some effort into every group work project of life project I have. I’m not the type of person to leave someone out. Participative is
In conclusion, transactional and transformational leadership can be merged or used individually depending on various circumstances. However, they are partially correlated. In order to make the best use and get the desirable results out of these principles, leaders should attain a deep understanding of each theory as they are dissimilar in conducting. Moreover, an appropriate balance should be considered if leaders aim to integrate them together. In my point of view, either stand alone or combination usage would benefit to any organizations if the application of leaders was taken in proper situations.
Fiedler’s theory is a trait-based, leader-match theory, meaning that leader selection depends on that person’s compatibility to the situation (Kelly 200). The Vertical Dyad Linkage Theory model is based on the belief that “leaders and followers mutually influence each other’s behavior, and focuses on the dynamic interchange between leader and follower dyads” (Kelly 202). The Vroom-Yetton Contingency Theory is a behavior theory that mainly focuses on improving the effectiveness of leaders by encouraging their examination of situational characteristics (Kelly