Organization and management final assignment -3
section-A
Ans-1)
1)unfreezing-moving out of his job and concentrating on the new job of the restaurant
2)changing-a change in the management with a delegation of work that lieas to a lot of new idea and new innovative in the production.
3)refreezing –the situation that is being fruzed and to produce with the restaurant supplying its own product in the restaurant.n
Ans-2
1) identifying the deliberate person
We should identify
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2)This is poor when higher thinking skills level is needed to utilize .in this creativity is very less as its objective and goals cannot be definied only with set of process.
3)This also limits its follower that wishes to engage with higher level of professional .motivating is not effective this type of level these follower is much motivated in unique individual way.
(ii)The three advantages of transformational leadership style are –
1)Lower employee and customer turnover cost-The ability of manager to retain customers and employees is one of the most important advantages of transformational leadership style. The transformational pioneer completely connects with individuals and looks to fulfill their needs right alongside the association 's requirements.in an article on transformational leadership Richard cox says that The workers are more inclined to feel a corporate fit and stay with the organization when they answer to a transformational pioneer.a smaller amount of return means less hiring and less preparation an a huge cutback for the
...selbein and Cohen, “organizations that take the time to teach leadership are far ahead of the competition. By becoming familiar with the transformational leadership approach and combining the four I's, managers can become effective leaders in the business world.” (1999, p. 263). Transformational leadership can be applied in one-on-one or group situations. Using this approach, the manager (leader) and the associates (followers) are “transformed” to enhance job performance and help the organization be more productive and successful. All of these leaders have the attributes mentioned here. History will decide the greater impact they had on society as it is being written every day. Therefore, the qualities of transformational leadership make the essence of transformational management and the key to successful management of transformational organizational changes.
The concept of transformational leadership relies on appropriate leadership approaches for mission success. AFDD 1-1 describes three leadership competencies: person, people/team, organization Effective leaders (tactical level) need to build face-to-face and interpersonal relationships that directly influence behavior and values. Effective leaders (operational level) need to build team dynamics for small groups and squadrons. Effective leaders (strategic level) need to build strategy and provide direction in a broad spectrum.
In Leadership Theory, Application & Skill Development, transformational leadership is defined as “seeking to change the status quo by articulating to followers the problems in the current system and presenting a compelling vision of what a new organization could be” (Lussier & Achua, 2013, p.331). This theory, in combination with the exercise regimen, CrossFit, is the focus of the book Transformational Leadership and High-Intensity Interval Training by Carol R. Himelhoch, PhD. Himelhoch illustrates a correlation between a leader’s ability to tap into the transformational leadership style and their consistent participation in intense workout sessions. A transformational leadership style benefits from High-Intensity Interval Training (HIIT) via challenging the participant, which imparts a sense of achievement when they complete a demanding Workout of the Day (WOD). HIIT encourages the individual to push themselves and take risks, not only during the workout, but also in their leadership roles at work.
Leadership style is a behavioral model that leaders use it to interact with followers. Leadership is a combination of providing direction, making decision, motivating sub-workers and achieving goals (Fertman & Liden 1999). Furthermore, Chemers (2007) asserted that leadership is the executive of organizational intelligence in which leadership effectiveness is linked to organizational performance. In addition, Obiwuru et al (2011) stated that the leadership styles are predictor to leadership effectiveness whereby leadership style in an organization is one of the factors that play significant role in enhancing or retarding the interest and commitment of the individuals in the organization. In this paper, we will concentrate on three leadership
What is leadership? “Leaders are people who do the right thing; managers are people who do things right”. The meaning of leadership can bring to a variety of images. For example:
Pertaining to my future career I would want to become a transformational leader by empowering the interdisciplinary team as well as patient’s to meet their goals. Essential behaviours and attributes that a transformational leader should include the four principles charisma or ideal influences, inspirational motivation, intellectual stimulation and individual consideration (Ruggieri, 2015; Judge & Piccolo, 2004). Speaking to the four principles of transformational leadership charisma or ideal influences that I could display to identify myself to the team as a leader could include taking a stand and promoting new ideas to the group while also acknowledging followers needs at an emotional level (Judge & Piccolo, 2004). Charismatic leaders want
There are many leadership theories that play an important role in the every day workforce. Some of the theories are successful in producing a strong and productive leader, while others lack the qualities required for the job. Out of the multitude of available theories out there, I feel that the Transformational Leadership Theory is the one that stands out as being the most successful. This theory is far from coercive and instead focuses on making a satisfied team that collaborates to form a productive work environment. An environment like this, ran by a top-notch leader, is needed for success.
Transformational leadership, as detailed in Course 15, is a concept centered molding Airman around you, from subordinates, to peers and benefiting all of those in the chain of command even those above you. One specific tenet of Transformational leadership that I find inspiring and critically important to a developing leader is Inspirational Motivation, or Charming.
In the history of our world, we have seen so much change, our civilization has always been on the process of changing, on the process of getting better. All these movements whether good or bad were all involved with great leadership. From the start of the Christian movement, we saw Jesus who was able to inspire fishermen to one-day die for their faith in Him; Rosa Park’s action was able to inspire the whole country to take action against racial segregation; Gandhi’s civil disobedient movement was able to force the United Kingdom to grant India their independence. All of them had many things in common, they were all willing to be radical in their own time, Jesus preached a very different message, Rosa Park ignored the social norm and fought
According to Yoder-Wise (2015), a leader can be defined as, “an individual who works with others to develop a clear vision of the preferred future and to make that vision happen” (p 35). As employees, we often have our own ideal of a good leader, which may be influenced by experiences and perception of workplace norms. While one’s opinion of an effective leader may vary, there are several recognized leadership theories. The following will focus on the transformational leadership approach.
There are also some pros and cons of transformational leadership. Some of the pros are that it is a theory that is researched extensively. It is a theory of leadership that the general public can understand; you don’t have to be an I &O Psychologist or a human resource director to understand the principle of the theory. Some of the cons associated with transformational theory are that it can be difficult to measure the parameters. The four factors discussed earlier overlap in some regards and it can be hard to distinguish them from one another. Some think of the theory as a trait and not a behavior. If an organization is well established and set in their ways, meaning not a lot of change in the organization; then transformational theory may not work very well.
Transformational leadership theory conceptualized in the late 1970’s, proposed that leaders could motivate followers through shared vision and mutual interest to uplift the entire organization to a higher morality (Burns, 1978). Morality was defined as leaders and followers working together to fulfill organizational goals and achieve higher performances within a context of change and innovation. Leaders would surpass their own self-interest, in order to, foresee, foster, and indoctrinate a new organizational vision to their followers. Bass operationalized Burns’ seminal work into a leadership model to better indentify transformational leadership characteristics. The model emphasized four dimensions such as idealized influence, inspirational motivation, intellectual stimulation and individualized consideration in order to achieve success.
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.
factors: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Bass & Avolio, 2000). The idealized influence aspect aims to develop a shared vision and improve relationships with followers (Canty, 2005); while individualized consideration concentrates on identifying employees’ individual needs and
Transformational leaders are needed to transform low performing organizations to acceptable to high performance. At other times, the leader is expected to move an organization from a crisis. In order to accomplish these tasks, the leader must overhaul the organization culture or subculture. This task is accomplished by nine ways of transforming others: 1. Raise others awareness. The leader makes others aware of the rewards and how to achieve them, i.e. pride in the job or financial incentives. 2. Help others look beyond self-interest. The transformational leader helps others to look at the “big picture” by describing an entire scenario, i.e. if we hire more employees to do x, we will have to make cuts in other areas. 3. Help people find self-fulfillment. The leader helps others not to focus on minor satisfactions, i.e. getting a job done before the deadline ...