As leaders, in order to be successful you must make a conscious effort and take the time to set clear goals for subordinates. To maintain a strong and focused path towards set goals, establishing core values and a clear vision will help facilitate the process and ensure objectives are completed. Leading is much more than simply giving directions, it’s a process that includes collaborative efforts in creating those directions to achieve the goals set forth in the vision and to improve the organization. Goal setting is a process; leaders must first fully understand and buy into the vision for the future of the organization. When leaders believe and trust in the direction the company is heading, their employees will as well, this allows them to create a goal path that people will want to follow. The creation of goals can be complicated at times, as mentioned by Clark it is important to keep a couple simple suggestions in mind, “goals should be realistic and attainable, should improve the organization, as many as possible should be involved in the goal-setting process, and the process...
 The purpose of this paper is to identify and contrast the different styles of leadership exhibited by two characters found in the 1949 movie Twelve O’Clock High starring Gregory Peck as General Savage, Army Air Forces general. Based on a true story, Twelve O’Clock High is a inspirational account of the highly dangerous precision daylight bombing missions carried out by US Army Air Force’s 918th Bomber Group in England during the last part of World War II. In the beginning of the movie the squadron is commanded by general Davenport. It is very clear that General Davenport’s main concern is the wellbeing of his men. He obviously had developed close interpersonal relationships. The men of the squadron were completely devoted towards Davenport and they trusted any decision that he would make. General Davenport’s affection for his men comes to interfere with his ability to lead them. The squadron suffers heavy losses to planes and heavier losses to soldiers. One instance that clearly demonstrates Davenport’s incapability to uphold his responsibilities as the leader is when he jeopardizes the well being of the entire squadron by ignoring protocol and flying out of formation in the attempt to save one plane. When it becomes apparent to Davenport’s superiors that his emotional feelings have become an obstacle to his effectively leading the squadron they relieve him. General Savage who is ordered to take over the underachieving bomber group experiencing heavy losses because of poor technique and lack of focus. Savage takes a kind of tough love approach, holding his men to the highest standards. Savage makes the point that the ultimate objection of the squadron is to successfully complete the assigned missions. Throughout the movie Savage constantly makes it absolutely clear to the squadron that no one individual’s wellbeing will be placed ahead of the entire team and the success of the team. Initially the changing of the preceding General dispirits the squadron. They felt that General Savage was uncompassionate considering the men as nothing more then numbers that were dispensable at his convenience. After several missions that were marked by a remarkable turnaround in success the man eventually come...
I first encountered the significance of leadership in the tenth grade. Berry College the largest campus in the U.S. was in search of school ambassadors to serve part in a seminar known as HOBY. To get chosen you had to write an essay describing your leadership roles, and at that moment I thought that I did not have any. I literally did not know what it meant to be a leader. I had to brainstorm till I remembered going through one of the most difficult times of my life. The lack of understanding the English language became one of my biggest obstacles, and even caused me to repeat a chapter of my life. However, I did not cease; I continued to fight and strove to help others who were susceptible of following my steps. I used my story as an example, and hoped that it would make a difference in someone else’s life.
Leadership is the defining factor of a successful organization today. With the large number of companies in the world, there are just as many leadership styles. Understanding the different leadership styles is vital to the development of a management team as well as the organization. Matching the leadership style with the type needed for the organization in that point in time will impact the company in a positive manor. We can see examples of that in large corporations that will experience a shift in management when the level of production falls under a certain benchmark. The Blake Mouton Managerial Grid consists of five different leadership styles. The different styles outline the behaviours, traits, attitudes and focuses of the various leadership styles. The five styles are; Country Club, Impoverished, Middle of the Road, Team Leader, Produce or Perish leader. The model outlines how emphasizing on a particular area such as production could have negative repercussions onto another such as people. The grid is based on the idea that when the concern for both production and people are high, employee engagement and production will rise as well.
Leadership. The action of directing a group of people defines the meaning of leadership. However, with such leadership comes an adventure and a journey worth traveling. In The Hobbit, written by J.R.R. Tolkien, an adventure exists demanding the need for a leader. This leader must guide and direct the people to find the treasure at the mountain. Obstacles and threats stand in the way requiring the need for strong leadership qualities. A leader possess the qualities of courage, humility, and service that exemplify the necessities in order to direct a group of people. Bilbo, Thorin, and Bard each demonstrate qualities needed in a leader.
Leadership is one of the main areas of study nowadays. A number of books, articles, and research papers are written on this discipline and we receive much information about this. Leadership is a relationship between leaders and followers, and building this relationship requires an appreciation for the personal values of those who would be willing to give their ener¬gy and talents to accomplish shared objectives. Transformational leadership and leader-member exchange are popular theories in the leadership arena. Various researchers and writers have established the validity of these concepts. A number of writers emphasize the role of fairness in the relation between a leader and a follower. In this essay I will try to compare and contrast two theories in relation to their capacity to develop differing qualities of supervisor-subordinate relationship. First we view main aspects of LMX and transformational leadership models and then discuss them in relation to their capacity to develop differing qualities of supervisor-subordinate relationships.
In this section of the paper, I will discuss current relevant literary articles that are related to ineffective leader skills, effective leadership skills, and inadequate communication skills. These scholarly references will show how others are dealing with the issues of ineffective leadership skill. It will also illustrate what can be done to improve poor leadership behavior. By reviewing these references, I will be able to help my organization become more successful.
The set goals should also be those that are favourable to the workers, as well as the management team as a whole. This is to ensure that they can be met easily without much difficulties involved.
Setting goals requires understanding where one is, where one wants to be, and a course on how to get there. As stated in the text, when drafting goals, they should be “realistic and attainable,” “improve the organization,” everyone should have a voice in the “goal-setting process,” and “a program should be developed to achieve each goal.” (Clark, 1997) While listing lofty goals may make one feel good, if said goal has no quantitative way form of measurement, and cannot be realistically attained, the goal will never be reached. Unrealistic and immeasurable goals will not produce results. Instead, one will become mired down...
The most important reasons for having goals are goals guide and direct behaviors of individuals and groups, provide challenges and indicators for assessing the individual and whole groups. Goals define the basis for the organizational design and serve an organizing function. Goal reflects what management and employees find important. Goal setting is the process of developing, negotiating and establishing targets that challenge the individual. Individuals and Organizations strive to achieve their goals, thereby if goals are set up correct, their performance should increase. Ed Locke developed a sophisticated model in their “theory of goal setting and task performance”, also known as “Goal Setting Theory” developed and published in 1968. The basic idea is that a goal serves as a motivator because it allows people to compare their current performance with that required to achieve the goal. To the extend they believe they will miss the goal, they feel dissatisfied and strive to improve their performance to meet it.
When considering the term management, there has always been a common miss conception that this automatically makes an individual a leader. Leadership is only a single element of the management role. Many times managers are more comfortable utilizing a particular leadership style. While this may work well the majority of the time, certain employees or situations may require a different approach. Good leadership requires that the individual recognize the need for change to motivate their employees to accomplish the task at hand or to reach common goals. Understanding the importance of leadership is essential. However, the key element to focus on is what steps can be taken to improve one’s leadership capabilities. For many individuals this may be a difficult question to answer and may only be possible through self-assessment and reflection.
First, the vision of the company must be clear to you. In turn, leaders are able to clearly communicate it to others. The second step, the goals, captures active participation from the team to establish the framework of the vision. Objectives provide the clarity, and are the definable measurement towards the end result – the real strategy. Tasks are tangible. They are the means to ...
A leader must know what their goals are and be prepared to take the appropriate steps to achieve them. Great leadership has the capacity to make the vision a reality. Having a vision is more than an image of the future. It is also a tool used to inspire and motivate people. It makes people believe that change can occur and that anything is possible. Even if it the vision is farfetched and outlandish, it stills creates a solid foundation for possible success and growth. Gostick and Elton (2012) believe that effective managers manifest their commitment to mission and values in everything they do- their actions, their dreams, their example, and certainly their speech
Goal setting is having an aimed objective to be accomplished in specified time. According to Principles of Management, goal setting theory is the power that practically motivates. For example, 1000 blue-collar workers were used in a study in order to show strong evidence about which arrangement best improved performance. Based on this study of goal setting, there was a result of 10% and 25% or more from much research evidence that smart goals are highly helpful and should be timely and realistic.
As a leader it is important to have a vision and a goal, but it is even more crucial to have followers who trust in your vision and goals. Trust is developed by displaying positive energy and attitude. Having a goal and a vision helps an organization move into the future. Without a goal or a vision an organization is going nowhere. It is bound to fail. The six steps of goal setting are vision, goals, objective, tasks, timeliness, and follow-up. Creating a mental picture of how the organization will look like in the future is the vision. When an organization has a vision, it is looking for change, growth, and improvement for the future. This vision of the future is challenging the present processes at an organization. This challenge is the first step in the process of great leadership. Leadership starts with a vision. Even Thomas Edison had a vision, a theory that gave us the light bulb. When setting goals, it is important to make sure that they are realistic, attainable, improving the organization, and having as many people involved as possible. Goal difficulty, goal spe...
These goals need to be “SMART”. SMART goals is a term George Doran used in an article he posted called “There’s a S.M.A.R.T. Way to Write Management’s Goals and Objectives. This acronym stands for Specific, Measurable, Aggressive, Realistic, Time-Bound (Doran, 35-36). If a manager gives an employee a task, but it does not meet the “SMART” requirements, there is a strong chance the employee will not be able to reach that goal in an efficient way. The manager needs to make sure the goal is specific. If the goal is not clearly stated, or if the goal is misunderstood by the employee, then it may not be accomplished. The goal must also be measurable. There needs to be a way for the employee to show progress with the task at hand, it is tough to complete a task if there isn’t a tangible way to know if the goal is being completed. The goal needs to be attainable for the individual. The employee should have the right resources and knowledge to get the task done. This correlates with the realistic aspect of SMART goals. If the task given is not realistic, the employee may become frustrated when they cannot possibly reach the goal. Lastly, the manager should assign the employee a time-frame to complete the task, this will motivate the employee to complete the task at the highest level of efficiency