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Effective communication in the work setting
Effective communication in the work setting
Effective communication in the work setting
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Leadership is a process that involves influencing the followers to achieve the goals of an organization or a team. When a leader just commands without the goodwill of leadership, it is like a vacuum filled with mistrust and arrogance resulting in negative accomplishment. According to Frandsen (2013), five types of leadership styles may help in the health care system: servant leadership, transformational leadership, democratic leadership, authoritarian leadership, and laissez-faire leadership.
Servant leadership which started having the name in the 70's is a type of leadership that has a heart. A servant leader not only thinks but attends to all the needs of every member of the team. A servant leader sets everything by example for the followers
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A transformational leader is someone who transforms the group. The transformation leader knows exactly how to motivate the followers to achieve success. The transformational leader uses their willpowers to persuade the team to do things and has mastered the art of convincing people and encouraging the staff to cooperate and promote teamwork. A transformational leader is someone who inspires, motivates followers to high levels of performances, and, in the process, may help develop their leadership potential. Praise and encouragement are merely the tools of a transformational leader in gaining the trust and confidence of the …show more content…
The name implies that the authoritarian leader does not communicate with the subordinates openly and is very strict in any dealings with the team. The authoritarian leader controls and commands the group and does not seek any input or suggestions from the staff. The autocratic leader considers themselves as the "learned," the only one with full knowledge and responsibility to all the important details of the system and does not divulge anything to the staff. Autocratic leadership typically uses punishments and negative reinforcement instead of correcting the appropriate approach for a faulty
What is a servant leader? A servant leader is a individual that wants to serve first and is selfless. “The servant-leader is servant first. It begins with the natural feeling that one wants to serve, to serve first.” (Keith) A servant leader can be anyone in a group setting from a work place, education, religion and cultures. Jesus was a servant leader. He was selfless he died on the cross for our sins. He was selfless and while here on earth was always helping people and teaching the way of the lord.
Servant leadership is a designation coined by Robert Greenleaf in 1970 in an essay entitled The Servant as Leader. In this essay, he describes the servant leader and a servant first contrary to one who is a leader first. The difference is the servant chooses to put others needs before his own while the leader first may later become a servant from the promptings of a sense of right and wrong or simply because they are coerced in that direction (Greenleaf, 1991).
Transformational leaders exhibit personal and professional qualities that other want to emulate and follow. These leaders advance the mission in combative environments. Transformational leaders propel the growth of the team through communication. Finally, transformational leaders leave a legacy that instills pride, moral, and determination for future success.
Transformational leadership is defined as a “process whereby a person engages with others and creates a connection that raises
Servant leadership is defined as a philosophy that one carry outs to supplement the lives of others and shape organizations to become better. In order to become a servant leader, you have to first become a servant. One must be want to serve first. There’s a difference between servant leadership and an authentic leadership style. The impression of servant leadership can be traced back to have started two thousand years
The main concern of the leader is the job to be done. In order to be sure, he creates specific programs and directives. He is very close to autocratic style.
Servant Leadership, found in Chapter Ten of the text Leadership: Theory and Practice, is a paradoxical approach to leadership. It begins with the innate desire to serve first, and then lead through servant hood. Servant Leadership, originating in the early 1970s, is similar to the skills and styles approach, focusing on leadership from the leader’s viewpoint and his behavior under the leadership. Under this style of leadership, the leaders are considerate of the followers needs, empathizing with and having compassion for the followers. A servant leader feels a social responsibility to the less privileged and is concerned with inequality among the followers. Through servant leadership, a servant leader will attempt to correct these social injustices and by enabling and empowering the followers while helping the followers in developing valuable personal skills. Servant leaders are ethical, projecting strong moral behavior towards the followers, taking leadership paths that serve the greater good of an organization, the community and even society as a whole.
Servant leadership consists of leaders helping their followers become leaders themselves. The use personal skills such as empathy, compassion and listening to help their followers succeed. It is not necessarily the most popular form of leadership but, it has been proven successful b those leaders who implement it in their work practices. Servant leaders typically have a strong bond with their team. They are the base and the foundation of their teams.
De Pree (2004) argues against exclusive leadership as he believes it leads to “selfishness,” entropy, power hoarding, and legalistic thinking within an organization, which in turn produces a perpetual cycle of employee turnover as there is no team mentality to keep all the parts (e.g., People) together (p. 1-148). (p. 1-148). While this type of leadership is great at promoting organizational efficiency, it comes up short in promoting a team oriented environment and instead emphasizes a bureaucratic hierarchy that is resistant to change where the needs of senior management take top priority. In contrast, De Pree (2004) argues favorably for authentic-participative servant leadership claiming that it emphasizes “being abandoned to the strengths
Before reading about characteristics of servant leadership, I tried thinking about what I already knew about this type of leadership. Some of the thoughts I had were: leaders put others before themselves and leaders go beyond their responsibilities to help others. When I read Chapter 7 from The Special Education Teacher as a Servant Leader, I found that I was correct but did not have the full answer.
Greenleaf “The servant-leader is servant first… It begins with the natural feeling that one wants to serve, to serve first.” Servant leaders put the needs of the employee first, they do not focus on themselves. A priority is put on meeting the needs of employees rather than one’s self. An example of such leadership in a hypothetical environment would be if a leader helped all team members first instead of himself. A servant leader would be a good listener, must be able to set a vison for employees and trust them. Although servant leadership is unorthodox as it’s difficult to use in an operation and apply in everyday situations. As Greenleaf (1977) stated “it is meant to be neither a scholarly treatise nor a how-to-do-it manual” (p.49). Servant leadership is very different from current views in organizations where often times they put the organizations profits before the individual. One can only hope this theory and model becomes more widely
Transformational leadership is one of the most popular leadership styles. According to Kendrick (2011), “Transformational leadership involves four factors: 1. idealized influence, 2. inspirational motivation, 3. intellectual stimulation, and 4. individual consideration.” These four factors make transformational leadership have an impact on followers. The goal of transformational leadership is to cause a positive change in individuals, help motivate them, and develop a leader within each individual.
Usually leaders display many different traits. I personally think that autocratic and free rein can be pretty much equally harmful for a good team work. It mainly depends on the business setting and the team needs whether a certain type would meet the organization’s needs. In the case of autocratic style, all decisions are made singlehandedly thus opening the door for many mistakes. Matters are viewed one-sided and many issues can be overlooked and misinterpreted. Such style seems to suppress the natural desire of many people for creativity and contribution to their work; it can feel very suffocating and making people believe that they cannot make a difference. The advantage of this style is displayed in crisis when the decisions must be made fast and enacted immediately (Amanchukwu, Stanley, Ololube, 2015). In the case of free rein too much liberty is given to the employees and sometimes the work place might look like anarchy. There are many situations when the person that manages the business must step in and offer guidance while enforcing the rules and regulations, and when that doesn’t happen, the people might feel lost. If too much liberty is given many due dates might be missed; the organization might start looking very “disorganized” and even unprofessional. Such leadership style might be beneficial in businesses that require their team members to possess flexibility, creativity, or innovative
Transformational/Servant Leadership Theory The concept of transformational leadership is introduced by leadership expert James McGregor Burns in his 1978 book, “Leadership”. Transformational leadership was the first developed and validated theory to emphasize morals and values in leadership. This also has the potential to be used negatively by leaders that fake it. Research shows that in order to lead and do business in the modern era, leaders need to exemplify a new model of leadership.
Transformational leaders are building blocks for the job satisfaction and commitment. Transformational leaders develop extra mile partnership. Followers go extra mile for the leader and work beyond the expectations.