Answer the 3 questions below and reply to each student.
Student Reply must be over 200 words.
Make sure all student replies you start it with Hello (Student Name),
Please upload each question in different word documents.
Prior to beginning work on this discussion, read Chapter 1 of The Leadership Experience.
The various leadership theories can be categorized into six basic approaches, many of which are applicable to leadership studies today. Chapter 1 explains great man theories, trait theories, behavior theories, contingency theories, influence theories, and relational theories. Select two different leadership theories, briefly explain them, and evaluate their theoretical approaches to leadership effectiveness in organizations.
Student Reply 1: Diana Squire
Management leadership theories abound to facilitate explanation of why some people abound as better leaders than others. The two significant theories, which are trait theory and behavioral theory and their theoretical approaches to leadership effectiveness in organizations.
According to Daft (2018), trait theories assert that people inherit specific significant characteristics, which position them as better leaders. Thus, great leaders depict traits such as self-confidence, extroversion, and courage. Currently, various personality tests abound, which enables to determine the essential characteristics of a person. Most research explored the determination of features suitable for specific jobs. For instance, salespersons perform best when they are extroverts, teachers succeed when they are conscientious, and a navy seal more likely to be employed if one is open to new experiences and confident.
The behavioral theory of leadership deviates from the assertions of the trait theory because it assumes that leadership potential can be studied. Bass & Riggio (2006) indicate that behavioral theory tries to link specific actions with specific situations and then associate indispensable behaviors with accomplishment. Thus, the theory assumes that a leader’s behavior contributes significantly to their performance. The theory further believes that different leadership behaviors stem as appropriate at different times. Best leaders arise as adaptable to change their behavioral style by the right style for each situation.
To explored trait and behavioral leadership theories and their associated effectiveness to leadership in organizations. The behavioral theory derives as the best as it goes above and beyond the trait theory in explaining how leaders best leaders conduct themselves in certain situations.
Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership. New York: Psychology Press.
Daft, R. L. (2018). The Leadership Experience. Boston MA: Cengage Learning.
Student Reply 2: Daniel Hullinger
There are numerous leadership theories that people have tried to attribute to the success of leadership and how it flourishes. Two of these kinds of theories are Influence theories and Relational theories. Influence theories base leadership in a leaders ability to inspire and instill a vision in others that is unrelated to the person’s title (Daft, 2018). It doesn’t matter what position someone holds in the company if they are unable to influence others to the common vision. Likewise, a great leader doesn’t need a grand title if they have influence.
Relational theories put the focus of leadership on the relationship between leaders and followers. Leadership isn’t about what the leader does in relation to their followers, but how they interact and influence each other (Daft, 2018). A leader shares the power and can be influenced by their followers just as they can influence others.
I believe that both of these kinds of leadership styles are effective in organizations today. In many ways, I feel they work in tandem. A good leader is someone that needs to influence. However, in organizations, hierarchy is often used that puts people in a position of leadership when they may or may not have the influential or interpersonal skills needed to really inspire and motivate others to the common goal. Because we tend to adhere to a hierarchy for authority, leadership may not be operating on all cylinders in performing its intended purpose. This is because influence and interpersonal skills are so critical and if we adhere to something else outside of these theories, the full effect of leadership is not realized. With that being said, there can be many leaders in the organization that possess these traits that move the organization forward. This can cause much good but limitations occur when those able to make decisions lack true leadership skill.
Daft, R. L. (2018). The Leadership Experience. Boston MA: Cengage Learning.
Student Reply 3: Andres Avila
The two leadership theories that I chose are the Trait Theory and Relational Theory.
Trait theory is the belief that leaders have specific traits that distinguished them from non-leaders. The theory believes that if those traits can be identified then leaders can be selected or people can be trained to have those qualities to ensure leadership success (Daft, 2018).
Early studies suggested that certain personality traits were indicators for an effective leader (Daft, 2018). Therefore, people were selected to lead based on whether they possessed leadership traits such as intelligence, honesty, self-confidence, and appearance (Daft, 2018). In 1948, R.M. Stogdill uncovered consistent traits that led to effective leadership, including intelligence, interpersonal skills, self-confidence, drive for responsibility, and personal integrity. He also discovered that, â€œthe importance of a particular trait was often relative to the situationâ€ (Daft, 2018, Ch. 2-1, Para. 3). This meant that possessing certain traits did not guarantee successful leadership for any situation or organization (Daft, 2018).
The Relational Theory focuses on the leader-follower relationship and how the two influence one another. Such as in transformational leadership and servant leadership. Transformational leaders brings about change in followers and the organization (Daft, 2018). Servant leaders work at building up followers, helping them grow and become leaders themselves by taking care of the people who take care of the mission.
This leadership theory approaches leadership effectiveness in organizations through interpersonal relationships between leaders and followers. The traditional sense of leadership through control and power has changed in response to a changing world. Leaders are expected to be more agile and focus on developing followers and the organization through influence and support.
Daft, R. L. (2018). The leadership experience (7th ed.). Retrieved from https://content.ashford.edu/
Prior to beginning work on this discussion, read the Daniel Goleman: The Truth About What Makes a Great Leader (Links to an external site.)Links to an external site. article.
Based on the content presented in the article, what key traits are mentioned that make the top 10% of executives yield better results? How important is a leaderâ€™s self-confidence? Why are capabilities like self-confidence, initiative, resiliency, empathy, communication, collaboration, and teamwork important to a leaderâ€™s success?
Student Reply 4:Michael Dawson
In the article, Daniel Goleman: The Truth About What Makes A Great Leader, by Dan Schawbel had interviewed internationally known psychologist, Daniel Goleman. Goleman also is a New York Times bestseller author, that frequently lectures to professional groups, business audiences, and to colleges. Regarding to leadership characteristics that yield better business results, Schawbel (2014) asked to Goleman (2014) and his response included capabilities of self-confidence, initiative, overcome adversities, maintain composure, empathy, communication, collaboration, teamwork; and superior capabilities in emotional intelligence. These traits were conducted and gathered through studies by companies evaluating their own executives and have proven that the top 10% of performers displayed them (Daniel Goleman Interview (Links to an external site.)Links to an external site.).
In our text, The Leadership Experience by Richard L. Daft, defines self-confidence as, assurance in one’s own judgments, decision making, ideas, and capabilities. Daft highlights self-confidence as not being arrogant and prideful but rather knowing and trusting in oneself. Self-confidence is related to self-efficacy, which refers to a person’s strong belief that he or she can successfully accomplish a specific task or outcome. It is also important a leader who has a positive self-image and displays certainty about his or her own ability to achieve an outcome fosters confidence among followers, gains respect and admiration, and creates motivation and commitment among followers for the mission at hand (Daft, 2018)
It is vital for a leader to demonstrate capabilities such as self-confidence, initiative, resiliency, empathy, communication, collaboration, and teamwork because these attributes are the foundation and framework of a successful leader. It is also important to understand that a leader should possess all these positive traits to be the most effective. If a leader shows opposite characteristics such as, diffidence, inertia, inelastic, merciless, conceal, dissociation, and noncooperation; it will be their undoing, as well as, those who follow.
Student Reply 5: Nancy Resmini
Prior to beginning work on this discussion, read the Daniel Goleman: The Truth About What Makes a Great Leader (Links to an external site.)Links to an external site. (Links to an external site.)Links to an external site. article.
Based on the content presented in the article, what key traits are mentioned that make the top 10% of executives yield better results? The key traits that make up the top 10% that executives have better results using are the following:
To display superior successfulness in emotional intelligence, rather than in the process of thinking
Capable in self-confidence and taking charge
Bouncing back from setbacks
Staying cool under stress
Powerful communication with the team
All of these make up the 10% that executives follow to help the team work together for better organization results (Schawbel, D. (2014, March 18).
How important is a leaderâ€™s self-confidence? I believe that if a leader does not have self-confidence in themselves, how do they expect people to follow them. Goleman tells us that a leader with self-confidence is aware of what he is doing and what others are doing as well around him (Goleman, D. (2018). Without the self-confidence to drive themselves to their goals, they will have any followers to drive along with them.
Why are capabilities like self-confidence, initiative, resiliency, empathy, communication, collaboration, and teamwork important to a leaderâ€™s success?
Without these capabilities the leader will not be successful at driving the team to achieve their goals, motivate them into working harder at the projects given to them. The leader needs to be able to communicate with his team and listen to them, understand where each person is coming from and what direction they need to be going into with the company.
Goleman, D. (2018). What Makes a Leader? In Military Leadership (pp. 39-52). Routledge.
Schawbel, D. (2014, March 18). Daniel Goleman: The truth about what makes a great leaderLinks to an external site. (Links to an external site.)Links to an external site.. Forbes. Retrieved from http://www.forbes.com/sites/danschawbel/2014/03/18…
Student Reply 6:Sarah Hainline
Key traits that were mentioned in the article that make the top 10% of executives yield better results are initiative, high levels of emotional intelligence, self-confidence, communication skills, and knowing how to work as a team (Schawbel, 2014). These capabilities are important to a leaderâ€™s success because they are all well-rounded skills that help with so many different aspects of a leaderâ€™s job. For example, being a store manager, I need to always be on the right track when it comes to hiring. If I lose one person, I need to hire one person to maintain my staffing. I have to have the initiative to start setting up interviews and getting people hired to fill those vacancies on the team. When Iâ€™m confident in my work, my employees will see that be inspired by it. When I donâ€™t let the little things get me down like not making sales last week, I am resilient and ensure my team that we will get it this week. When talking about emotional intelligence, just showing my team that they can talk to me about anything, even if itâ€™s personal life issues, they can come to me. When we have a new floor set and we are planning out how we are going to tackle the project, we collaborate and come together as a team and I ensure that everyone is given equal amounts of work. All these examples are how I put my leadership skills to work and hope that Iâ€™m inspiring my team at the same time. One of the biggest takeaways from the article that I got was Goleman was answering a question about whether all managers should be leaders or if all leaders are managers (Schawbel, 2014). Goleman replied with â€œI view anyone with a sphere of influence as a leaderâ€ (Schawbel, 2014). I think this is absolutely true and if you have any influence, it means you are capable, or you do show these top traits in your interactions and work.
Schawbel, D. (2014, March 18). Daniel Coleman: The truth about what makes a great leaderLinks to an external site. (Links to an external site.)Links to an external site.. Forbes. Retrieved from http://www.forbes.com/sites/danschawbel/2014/03/18… (Links to an external site.)Links to an external site.
Prior to beginning work on this assignment, read Chapter 2 of The Leadership Experience and the Daniel Goleman: The Truth About What Makes a Great Leader article.
In a three- to four-page APA-formatted paper, examine the concepts of leadership versus management. Using a minimum of three scholarly sources (not including the textbook), identify the main differences between leaders and managers.
In your paper,
- Analyze the key roles managers play in an organization.
- Analyze the key roles leaders play in an organization.
- Identify the personality traits that are important for a leader.
The Leadership Versus Management paper
- Must be three to four double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Centerâ€™s APA Style resource.
- Must include a separate title page with the following:
- Title of paper
- Studentâ€™s name
- Course name and number
- Instructorâ€™s name
- Date submitted
- For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013.
- Must utilize academic voice. See the Academic Voice resource for additional guidance.
- Must include an introduction and conclusion paragraph. Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper.
- Must use at least three scholarly sources in addition to the course text.
- The Scholarly, Peer-Reviewed, and Other Credible Sources table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.
- Must document any information used from sources in APA style as outlined in the Ashford Writing Centerâ€™s Citing Within Your Paper guide.
- Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. See the Formatting Your References List resource in the Ashford Writing Center for specifications.
Carefully review the Grading Rubric for the criteria that will be used to evaluate your assignment.