What impact does this leadership style have on the organization’s overall image?

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What impact does this leadership style have on the organization’s overall image?

What impact does this leadership style have on the organization’s overall image?
The earliest research on leadership styles was conducted by Kurt Lewin (1939) and his students who identified three basic styles: autocratic, democratic, and laissezfaire.The autocratic style is directive, assertive, aggressive, and controlling in relationships. Leaders with an autocratic style use strict policies and procedures to controlthe work environment. Followers have little power and are unable to challenge authority. The leader with a democratic style is open-minded, interactive, egalitarian,collaborative, and focuses on policies and procedures less than the autocratic leader. Followers are a part of the decision making process at all levels. The leader with alaissez-faire style uses a hands-off approach, gives followers a significant amount of autonomy to complete tasks, determine goals, make decisions, and focuses onpolicies and procedures less than the democratic leader. The laissez-faire style can be “risky” and can create chaos for followers due to a lack of supervision.Classic Leadership StylesA general in the military may have an autocratic style of leading, a dean of a college may have a democratic style of leading, and a retail manager may have a laissezfairestyle of leading. Over the years, there have been many debates over leadership styles and what the optimum leadership style is.Please begin by reading:Cherry, K. (2014).Lewin’s Leadership Styles Three Major Styles of Leadership. Retrieved July 15, 2014, fromhttp://psychology.about.com/od/leadership/a/leadstyles.htm(http://psychology.about.com/od/leadership/a/leadstyles.htm)Leadership Toolbox. (2008). Leadership styles: Democratic leadership style. Retrieved July 15, 2014, fromhttp://www.leadership-toolbox.com/democratic-leadershipstyle.html(http://www.leadership-toolbox.com/democratic-leadership-style.html)Leadership Toolbox. (2008). Leadership styles: Autocratic leadership. Retrieved July 15, 2014, fromhttp://www.leadership-toolbox.com/autocratic-leadership.html(http://www.leadership-toolbox.com/autocratic-leadership.html)United Nations Public Administration Network.(2010). Leadership styles. Retrieved July 15, 2014,fromhttp://unpan1.un.org/intradoc/groups/public/documents/unssc/unpan024704.pdf (http://unpan1.un.org/intradoc/groups/public/documents/unssc/unpan024704.pdf)Case AssignmentAfter doing some research, please prepare a 3-4 page paper (not including the cover and reference pages) in which you:Choose a company from Fortune Magazine’s “Top 100 Companies to Work For 2014” (http://fortune.com/best-companies/google-1/ (http://fortune.com/bestcompanies/google-1/)).Select your company from the top 10 on the list.Research the company, then answer the following questions.Who is the leader (CEO) of the organization?Which of the classical leadership styles exemplifies this leader?What is the added value of this leadership style?What impact does this leadership style have on the organization’s overall image?What impact does leadership style have on training and development of employees?Contrast this leadership style with United Airlines, named the worst company in America to work for by glassdoor.com.Based on your experiences and research, what kind of leadership style is needed to promote efficiency in an organization? What contingencies affect thisoutcome? Justify your response. Ask a Question (https://www.hometaskguru.com/question/post)Search Home (https://www.hometaskguru.com/) / Main Subjects (https://www.hometaskguru.com/browse/main)/ Health Care (https://www.hometaskguru.com/browse/subject/19/Health-Care)/ General Health Care (https://www.hometaskguru.com/browse/subcategory/253/General-Health-Care) / Question on General Health CareQUESTIONInappropriate content? Let us know. (https://www.hometaskguru.com/home/report/q/106473)Trident LED402 Module 1 to 4 Case and SLPAsked by sharpieDated: 29th Feb’16 12:12 PMBounty offered: $125.00Search for existing questions and tutorials…Chat live with anagent now!Tutor Support – Online10/9/2017 Trident LED402 Module 1 to 4 Case and SLP – SKU 106473https://www.hometaskguru.com/question/view/106473/Trident-LED402-Module-1-to-4-Case-and-SLP 2/11Assignment Expectations1. Make sure that you use your own language (rather than copying sentences from the article).2. Your paper will be graded based on the following criteria: Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and Application.3. Use 12-point type size (Times New Roman), double-spacing, and one-inch margins. Add a cover page and a references list.Cite your sources: APA Style – Trident requires all PhD work to be in APA form. We also encourage all other students to comply with guidelines for proper citation ofreferences. You may use the tutorial found on the following link (press “view the tutorial”):The Basics of APA Style (http://www.apastyle.org/learn/tutorials/basicstutorial.aspx?apaSessionKey=4532A4A4911C1E8D5E885C141739A382)Module 1 – SLPClassical Leadership Training and DevelopmentAristotle’s Ethos, Logos, and PathosMany centuries ago,Greek philosopher Aristotlewrote about the importance of ethos, logos, and pathos. These broad constructs can be used when influencing followers.Projecting a positive ethos (image) is significant for leaders when influencing followers because followers seek leaders who they can relate to. For example, a leader witha positive ethos may be ethical, trustworthy, or credible. Utilizing logos (logic) is important for a leader who is in charge of making conceptual decisions. Leaders whopossess high levels of logos are respected and valued by their followers. It should be mentioned that depending too much on logos and not enough on ethos can bedetrimental for a leader. Pathos is the ability to use one’s emotions to influence and connect with followers.A case in point of the power in ethos, logos, and pathos: Consider the different approaches between Ronald Reagan and Jimmy Carter when they ran against oneanother in their final debate on October 28, 1980. Carter came across as cold and impersonal. To every question he was asked, Carter responded with facts and figures(logos). Those who watched this revolutionary debate realized that they could connect (ethos and pathos) with Ronald Reagan, and as a result, were more inclined tovote for him. Ronald Reagan was elected President of the United States of America in 1980.Please read Martin Luther King’s letter from Birmingham Jail at:http://www.bu.edu/irsd/Ec326_2004/material_2004/Letter%20from%20Birmingham%20Jail.htm(http://www.bu.edu/irsd/Ec326_2004/material_2004/Letter%20from%20Birmingham%20Jail.htm)Then, drawing on the material in the background readings and doing additional research please provide examples of how Martin Luther King used ethos, logos, andpathos in his powerful and highly influential letter from Birmingham Jail.SLP Assignment ExpectationsYour paper should be 3-4 pages, not including the cover sheet and reference page. You are expected to deal with these issues in an integrated fashion, rather thantreating them as a series of individual questions to be answered one by one and left at that.You will be particularly assessed on:Your completion of all the steps in the exercise.Your ability to synthesize information and present a concise and meaningful paper.The clarity and quality of your writing.1. Make sure that you use your own language (rather than copying sentences from the article).2. Your paper will be graded based on the following criteria: Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and Application.3. Use 12-point type size (Times New Roman), double-spacing, and one-inch margins. Add a cover page and a references list.4. Cite your sources: APA Style – Trident requires all PhD work to be in APA form. We also encourage all other students to comply with guidelines for proper citationof references. You may use the tutorial found on the following link (press “view the tutorial”):The Basics of APA Style (http://www.apastyle.org/learn/tutorials/basicstutorial.aspx?apaSessionKey=4532A4A4911C1E8D5E885C141739A382)Module 2 – CaseSituational Leadership Training and DevelopmentAssignment OverviewSituational LeadershipSituational leadership was originally developed by Paul Hersey and Kenneth Blanchard (1969). As the name implies, situational leadership requires adapting to situationsthat arise because the situational contingencies dictate your style for that moment. Situational leadership stresses that leadership is composed of both a directive andsupportive dimension, and each has to be applied appropriately in a given situation. Although many theories of leadership are descriptive in nature, the situationalapproach is prescriptive. Situational leadership tells you what you should and should not do in various contexts. The three core competencies of a situational leader are:diagnosis, flexibility, and partnering. An example of a situational leader is a football coach who is able to adapt to each game of the season by diagnosing the situation,being flexible, and partnering with his or her team.Please begin by reading:Arvidsson, M., Johansson, C. R., Ek, A., &Akselsson, R. (2007).Situational leadership in air traffic control. Journal of Air Transportation, 12(1), 67-97. Retrieved July 15,2014, from ProQuest (Document ID: 1303411551)http://proquest.umi.com/pqdweb?did=1303411551&sid=6&Fmt=4&clientId=29440&RQT=309&VName=PQD(http://proquest.umi.com/pqdweb?did=1303411551&sid=6&Fmt=4&clientId=29440&RQT=309&VName=PQD)Yeakey, G.W. (2002). Situational leadership.Military Review. Retrieved on May 21, 2014, fromhttp://www.au.af.mil/au/awc/awcgate/milreview/yeakey.htm(http://www.au.af.mil/au/awc/awcgate/milreview/yeakey.htm)Please watch:YouTube Video: Warren Bennis on Leadership Development retrieved fromhttp://www.youtube.com/watch?v=NFHaHquIW0g&feature=related(https://www.youtube.com/watch?v=NFHaHquIW0g&feature=related) on May 15, 2014.YouTube Video: Why You Should Invest in Leadership Development retrieved fromhttp://www.youtube.com/watch?v=a86N1BC27uI (https://www.youtube.com/watch?v=a86N1BC27uI) on May 15, 2014.Chat live with anagent now!Tutor Support – Online10/9/2017 Trident LED402 Module 1 to 4 Case and SLP – SKU 106473https://www.hometaskguru.com/question/view/106473/Trident-LED402-Module-1-to-4-Case-and-SLP 3/11YouTube Video: Ken Blanchard – Leadership Point of View retrieved fromhttp://www.youtube.com/watch?v=DZni2_j15PY&feature=fvwrel(https://www.youtube.com/watch?v=DZni2_j15PY&feature=fvwrel) on May 15, 2014.YouTube Video: Ken and Scott Blanchard retrieved fromhttp://www.youtube.com/watch?v=M1uyU3YSqes (https://www.youtube.com/watch?v=M1uyU3YSqes) on May15, 2014.Case AssignmentThis Case Assignment has two parts:Part A:After doing some research, please prepare a 2 -3 page paper (not including the cover and reference pages) in which you:Select a US leader who you consider to be an outstanding example of situational leadership. Conduct independent research on this individual and create a profileof this leader that addresses the following:Why does this leader exemplify situational leadership? Support your answer with specific examples.What added value did situational leadership bring to the organization/group this person was leading?Do you think situational leaders are born with natural skills or can individuals develop the skills needed to be an effective situational leader? Justify yourresponse.Discuss a time when you had to be a situational leader.Select a leader from outside of the US who you consider to be an outstanding example of situational leadership. Conduct independent research on this individualand create a profile of this leader that addresses the following:Why does this leader exemplify situational leadership? Support your answer with specific examples.What added value did situational leadership bring to the organization/group this person was leading?Do you think situational leaders are born with natural skills or can individuals develop the skills needed to be an effective situational leader? Justify yourresponse.Discuss a time when you had to be a situational leader.Part B:Complete the following Situational Leadership Questionnaire (below) and then discuss your results in a 1-2 page paper. More specifically, do you agree with yourresults, how can you use your results to become a more effective leader, and how can this questionnaire be used for training and development purposes for mostorganizations.Situational Leadership Styles QuestionnaireDirectionsAssume you are involved in each of the following twelve situations. Each situation has four alternative actions you might initiate.Read each item carefully.Think about what you would do in each circumstance.Circle the letter of the alternative action choice you think most closely describes what behavior you would use in the situation presented.Circle only one choice.Circle a choice for each of the twelve situations. Don’t skip any.Move through the items quickly and stick with the first choice you make on each item. Your first choice tends to be the most accurate one.Remember: Circle what you think you would do, not what you think you should do. The goal is to evaluate what behaviors you actually use – not to get right answers.If there is no alternative action that describes what you do in the situation, circle the item that most closely resembles what you would do.1. Your staff has not been responding to your friendly conversation and obvious concern for their welfare. Their performance is declining rapidly. You would:1. Emphasize the use of the standard procedures and the necessity for task accomplishment.2. Make yourself available for discussion but do not push your involvement.3. Talk to them and then set goal objectives.4. Intentionally do not intervene.2. The observable performance of your team is increasing. You have been making sure that all members are aware of their responsibilities and the standardsexpected. You would:1. Engage in friendly exchange but continue to make sure that all members are aware of their responsibilities and standards of performance.2. Take no definite action.3. Do what you can to make the team to feel important and involved.4. Emphasize the importance of deadlines and tasks.3. Members of your team are unable to solve a problem themselves. You have normally left them alone. Group performance and interpersonal relationships havebeen good. You would:1. Involve the team and together engage in problem solving.2. Let the team work it out.3. Act quickly and firmly to correct and redirect.4. Encourage the group to work on the problem and be supportive.4. You are considering a major change. Your staff has a fine record of accomplishment. They respect the need for change. You would:1. Allow team involvement in developing the change but not bee too directive.2. Announce changes and then implement them with close supervision.3. Allow the team to formulate its own direction.4. Incorporate team recommendations but direct the change yourself.5. The performance of your team has been dropping during the past few months. Staff have been unconcerned with meeting objectives. They have continuallyneeded reminding to do their tasks on time. Redefining roles and responsibilities has helped in the past. You would:1. Allow the team to formulate its own direction.2. Incorporate team recommendations but see that objectives are met.Chat live with anagent now!Tutor Support – Online10/9/2017 Trident LED402 Module 1 to 4 Case and SLP – SKU 106473https://www.hometaskguru.com/question/view/106473/Trident-LED402-Module-1-to-4-Case-and-SLP 4/113. Redefine roles and responsibilities and sure.4. Allow team involvement in determining roles and responsibilities but not be too directive.6. You have stepped into an efficient run situation. The previous manager ran a tight ship. You want to maintain a productive situation but would like to beginhumanizing the environment. You would:1. Do what you can to make the team feel important and involved.2. Emphasize the importance of deadlines and tasks.3. Intentionally not intervene.4. Get them involved in decision making but see that objectives are met.7. You are considering major changes in your organizational structure. Members of the team have made suggestions about needing change. The team has beenproductive and demonstrated flexibility in its day-to-day operations. You would:1. Define the change and supervise carefully.2. Participate within the team in developing change but allow members to organise implementation.3. Be willing to make changes as recommended but maintain control of implementation.4. Avoid confrontation, leave things alone.8. Team performance and interpersonal relationships are good. You feel somewhat insecure about the lack of direction of the team. You would:1. Leave the team alone.2. Discuss the situation with the team and then initiate necessary changes.3. Take steps to direct your staff towards working in a well defined manner.4. Be supportive in discussing the situation with the team but not too directive.9. You have been appointed to head up a task force that is far overdue in making requested recommendations for change. The group is not clear about its goals.Attendance at sessions has been poor and the meetings have turned into social gatherings. Potentially the group has the talent necessary to help. You would:1. Let the group work out its problems.2. Incorporate group recommendations but see the objectives are met.3. Redefine goals and supervise carefully.4. Allow group involvement in setting goals but not push your staff.10. Your staff, usually able to take responsibility, are not responding to your recent redefining of standards. You would:1. Allow team involvement in redefining standards but not take control.2. Redefine standards and supervise carefully.3. Avoid confrontation by not applying pressure, leave the situation alone.4. Incorporate team recommendations but see that new standards are met.11. You have been promoted to a new position. The previous manager was uninvolved in the affairs of the team and the team has adequately handled its tasks anddirection. Team inter-relationships are good. You would:1. Take steps to direct staff towards working in a well defined manner.2. Involve staff in decision making and reinforcing good contributions.3. Discuss past performance with the team and then examine the need for new practices.4. Continue to leave the team alone.12. Recent information indicates some internal difficulties among staff. The team have a remarkable record of accomplishment, members have effectively maintainedlong range goals and have worked in harmony for the past year. You are qualified for the task. You would:1. Try out your solution with them and examine the need for new practices.2. Allow team members to work it out themselves.3. Act quickly and firmly to correct and redirect.4. Participate in discussion of the problem whilst providing support for the team members.Directions for ScoringCircle the letter that you have chosen for each situation on the same line to the right. Your results will indicate if you prefer to: direct, coach, participate, or observe as asituational leader.Enter your totals on the bottom line.ALTERNATIVE ACTIONSSituations 1 2 3 41 A C B D2 D A C B3 C A D B4 B D A C5 C B D A6 B D A C7 A C B D8 C B D A9 C B D A10 B D A C11 A C B D12 C A D BTotal number of circlesLEADERSHIP STYLE DIRECTING COACHINGPARTICIPATINGOBSERVINGAssignment ExpectationsChat live with anagent now!Tutor Support – Online10/9/2017 Trident LED402 Module 1 to 4 Case and SLP – SKU 106473https://www.hometaskguru.com/question/view/106473/Trident-LED402-Module-1-to-4-Case-and-SLP 5/111. Make sure that you use your own language (rather than copying sentences from the article).2. Your paper will be graded based on the following criteria: Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and Application.3. Use 12-point type size (Times New Roman), double-spacing, and one-inch margins. Add a cover page and a references list.4. Cite your sources: APA Style – Trident requires all PhD work to be in APA form. We also encourage all other students to comply with guidelines for proper citationof references. You may use the tutorial found on the following link (press “view the tutorial”):The Basics of APA Style.(http://www.apastyle.org/learn/tutorials/basics-tutorial.aspx?apaSessionKey=4532A4A4911C1E8D5E885C141739A382)Module 2 – SLPSituational Leadership Training and DevelopmentThere are four “E” phases to the “Lifecycle of Leadership Development” process that leaders go through. The most basic phase is the “embryonic leader” phase whereleaders observe the leadership skills of others. The next phase is the “evolving leader” phase where leaders develop or “fine-tune” their natural propensity to influence,motivate, and empower followers. The next phase is the “effective leader” phase where leaders feel comfortable leading teams, making big decisions, and creating newopportunities. The final phase is the “enlightening leader” phase where seasoned leaders are able to influence or teach new leaders who are at the embryonic stage.This ongoing cycle produces leaders who are able to reach the enlightening phase and give back to others.Lifecycle of Leadership DevelopmentPlease decide where you fall into the lifecycle of leadership development model. Next, figure out what the next step(s) are for you to continuously develop yourleadership capabilities. Your paper should be 2-3 pages, not including the cover sheet and reference page.You will be particularly assessed on:Your completion of all the steps in the exercise.Your ability to synthesize information and present a concise and meaningful paper.The clarity and quality of your writing.SLP Assignment Expectations1. Make sure that you use your own language (rather than copying sentences from the article).2. Your paper will be graded based on the following criteria: Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and Application.3. Use 12-point type size (Times New Roman), double-spacing, and one-inch margins. Add a cover page and a references list.4. Cite your sources: APA Style – Trident requires all PhD work to be in APA form. We also encourage all other students to comply with guidelines for proper citationof references. You may use the tutorial found on the following link (press “view the tutorial”):The Basics of APA Style (http://www.apastyle.org/learn/tutorials/basicstutorial.aspx?apaSessionKey=4532A4A4911C1E8D5E885C141739A382)Module 3 – CaseServant Leadership Training and DevelopmentAssignment OverviewServant LeadershipServant leadership is a popular and unique leadership behavior that has proven to be effective for many leaders and followers. Robert Greenleaf (1970) first presentedthe term “servant leadership” in a 1970 essay, entitled “The Servant Leader” where he stated that servant leadership begins with the natural feeling that one wants toserve, to serve first. Then conscious choice brings one to aspire to lead. Many servant leaders believe that the overall objective of the organization or community can beaccomplished if followers are nurtured. Servant leadership emphasizes that leaders should be attentive to the concerns of their followers and empathize with them; theyshould take care of them and nurture them. A servant leader leads by pure example and equips followers by providing appropriate tools, equipment, and other resourcesso the followers can be successful in their completion of assigned tasks. Servant leaders do not rely on their power or authority, and instead rely on their innate abilities topromote equality, trust, respect, and collaboration. Mother Teresa’s humanitarian work in India is an example of servant leadership. She was awarded the Nobel PeacePrize in 1979. Researchers have come up with the following characteristics/constructs/factors describing what servant leadership entails:Spears’ 10 Characteristics of Servant Leaders (1996)Patterson’s 7 VirtuousConstructs of ServantLeadership (2003)Page & Wong’s 7 Factorsof Servant Leadership(2003)Commitment to Growth of PeopleEmpowermentEmpowering andDeveloping OthersEmpathy HumilityVulnerability/HumilityHealingStewardshipAgapao LoveServiceServing OthersChat live with anagent now!Tutor Support – Online10/9/2017 Trident LED402 Module 1 to 4 Case and SLP – SKU 106473https://www.hometaskguru.com/question/view/106473/Trident-LED402-Module-1-to-4-Case-and-SLP 6/11ListeningBuilding CommunityOpen, ParticipatoryLeadershipConceptualizationForesightVisionVisionary LeadershipAwareness AltruismCourageous Leadership(Integrity/Authenticity)PersuasionTrust Inspiring LeadershipPage, D., & Wong, T.P. (2003). Servant leadership: An opponent-process model and the revised servantleadership profile. Servant Leadership Roundtable. Regent University School of Leadership Studies, VirginiaBeach, VA.Patterson, K. A. (2003). Servant leadership: A theoretical model. Servant Leadership Roundtable. RegentUniversity School of Leadership Studies, Virginia Beach, VA.Spears, L. C. (1996). Reflections on Robert K. Greenleaf and servant leadership. Leadership &Organization Development Journal, 17, 33-35.Please begin by reading:Savage-Austin, A. R., & Honeycutt, A. (2011). Servant leadership: A phenomenological study of practices, experiences, organizational effectiveness, and barriers.Journal of Business & Economics Research, 9(1), 49-55. Retrieved May 14, 2014 from ProQuest. (Document ID: 2255739791)http://proquest.umi.com/pqdweb?did=2255739791&sid=7&Fmt=3&clientId=29440&RQT=309&VName=PQD (http://proquest.umi.com/pqdweb?did=2255739791&sid=7&Fmt=3&clientId=29440&RQT=309&VName=PQD)Please watch:YouTube video: Leadership: Servant Leadership. Retrieved on May 15, 2014 fromhttp://www.youtube.com/watch?v=BHIKRmEaC6Y (https://www.youtube.com/watch?v=BHIKRmEaC6Y)YouTube video: Servant Leadership Based on Robert Greenleaf’s Writings. Retrieved on May 15, 2014 fromhttp://www.youtube.com/watch?v=OHd7s2OzpVI&feature=related (https://www.youtube.com/watch?v=OHd7s2OzpVI&feature=related)Case AssignmentThis Case Assignment has two parts:Part A (2-4 pages):After doing some research, please prepare a paper (not including the cover and reference pages) in which you:Select a leader who you consider to be an outstanding example of a servant leader. Conduct independent research on this individual and create a profile of thisleader that addresses the following:What makes this person a servant leader? Support your answer with examples.Discuss the added value of a servant leader based upon your leader’s profile.What would an organization full of servant leaders be like? Justify your response.Do you think servant leaders are needed in all organizations? What are the significant contingencies that would lean in favor or against servant leadership?Part B (1-2 pages):After completing the first part of this assignment, please complete the servant leadership questionnaire below and then discuss your results. More specifically, do youagree with your results, how can you use your results to become a more effective leader, and how can this questionnaire be used for training and development purposes.1 2 3 4 5Strongly DisagreeDisagreeUndecidedAgreeStrongly AgreePlease indicate your level of agreement or disagreement with the following statements.1I have the ability to put myself in others’ shoes even when they are very different from me.2I encourage others to always do their best work.3I consistently meet or exceed what is expected of me.4I encourage others to provide me with constructive criticism of my performance so that I can improve.Chat live with anagent now!Tutor Support – Online10/9/2017 Trident LED402 Module 1 to 4 Case and SLP – SKU 106473https://www.hometaskguru.com/question/view/106473/Trident-LED402-Module-1-to-4-Case-and-SLP 7/115Good bosses make all employees feel important.6I try to communicate a welcoming attitude to everyone I meet.7I seek out interactions with people who are different from me so that I can learn more about other people.8Some people have little potential for personal growth.9I work to create an environment in which each person feels understood.10When working as part of a group, I value the contributions of every member.11I am always looking for new ways to serve others.12My first priority in life is to serve.13Serving others is the best way to further my own personal growth.14It is not worth my time and energy to try to help others overcome their weaknesses.15I gain great satisfaction in knowing I have helped others strive for excellence.16I am always looking for new ways to encourage others to take initiative.17I can easily see the positive potential in others.18I get immense pleasure from seeing others grow and develop.19I often find myself thinking about how I can help people further their goals.20I spend more time thinking about others’ needs than I do about my own needs.Directions for ScoringAfter completing the questionnaire, please add all of your scores so you have a total score. Your results will indicate where you range for servant leadership propensities:90-100 Very high range80-89 High range70-79 Moderately high range60-69 Moderately low range50-59 Low range40-49 Very low range39 or lower Need to research the benefits of servant leadershipAssignment Expectations1. Make sure that you use your own language (rather than copying sentences from the article).2. Your paper will be graded based on the following criteria: Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and Application.3. Use 12-point type size (Times New Roman), double-spacing, and one-inch margins. Add a cover page and a references list.4. Cite your sources: APA Style – Trident requires all PhD work to be in APA form. We also encourage all other students to comply with guidelines for proper citationof references. You may use the tutorial found on the following link (press “view the tutorial”):The Basics of APA Style (http://www.apastyle.org/learn/tutorials/basicstutorial.aspx?apaSessionKey=4532A4A4911C1E8D5E885C141739A382)Module 3 – SLPServant Leadership Training and DevelopmentLeadership and CommunicationChat live with anagent now!Tutor Support – Online10/9/2017 Trident LED402 Module 1 to 4 Case and SLP – SKU 106473https://www.hometaskguru.com/question/view/106473/Trident-LED402-Module-1-to-4-Case-and-SLP 8/11There is a high demand for leaders who are able to communicate effectively. An early Harvard Business School study on what it takes to achieve success and bepromoted in an organization emphasized the importance of communicating, making sound decisions, and getting things done with and through people. According toMaxwell (2010), “People cannot succeed in life without communicating effectively” (p. 2).Unfortunately, many leaders have overlooked this important concept and areunable to connect to others while communicating. In today’s global society, it is important for leaders to be able to connect with their followers because it creates anatmosphere of unity, equality, and transparency. A leader should know that he or she has connected with followers when he or she senses: extra effort (followers go theextra mile), unsolicited appreciation (followers say positive things), increased communication (followers express themselves more readily), enjoyable experiences(followers feel good about what they’re doing), emotional bondedness (followers display a connection on an emotional level), positive energy (followers “emotional”batteries are charged by being together), growing synergy (followers effectiveness is greater than the sum of contributions), unconditional love (followers are acceptingme without reservation). In order for organizations to continuously improve and innovate, leaders should master the art of connecting to others because of the short-termand long-term implications it will have on job performance, organizational commitment, and quality of work life.By connecting to others in the workforce, employees feel empowered and valued resulting in higher productivity and performance levels. Maxwell (2010) explains,“Connecting is the ability to identify with people and relate to them in a way that increases your influence on them” (p. 3). This strategy of connecting, appreciating, andvaluing others in the workforce can be a more useful intrinsic reward or incentive for enhancing productivity levels when compared to extrinsic cash incentives which hasbecome the norm in many organizations. Thus, by recognizing employees and humanizing the workforce, leaders are actually reinforcing the fact that connecting toothers equates to everyone being respected and valued.Leaders who are able communicate and connect to others are able to influence followers on a deeper and personal level. Maxwell (2010) states, “All greatcommunication has one thing in common: the speaker said something that people remembered long after the talk was finished” (p. 184). Furthermore, Maxwell (2010)prescribes the following advice, “If you already work at connecting with people, you can learn to become even better at it. And if you haven’t previously tried to connectwith others, you will be astounded by how it can change your life” (p. 17). Connecting to others should become an automatic skill for all people and leaders, alike.When connecting to followers, it is important to understand that a leader can connect to followers in different settings. A leader can connect with followers at threedifferent levels: one-on-one, in a group, and with an audience. When connecting one on one, it is important to “talk more about the other person and less about yourself”;when connecting in a group, “look for ways to compliment people in the group for their ideas and actions”; and finally, when connecting with an audience, “let yourlisteners know that you are excited to be with them (Maxwell, 2010, pp. 20-21).Each level of “connecting” requires different levels of energy. Maxwell (2010) states, “Connecting always requires energy. The larger the group, the more energy that’srequired to connect” (p. 93). Maxwell (2010) states that connecting and communicating effectively on an intellectual level requires knowing two things: “your subject andyourself” (p. 62). People have a short attention span which is why it is so important to use the connecting strategy; if the audience can relate to what is being said, theyare more likely to listen. Maxwell (2010) explains, “People can perceive a lot in seven seconds. They can decide that they do not want to hear anything a speaker has tosay, or they can be struck by how much they are attracted to someone” (p. 55). Effective communicators are also well dressed and groomed which relates to a leader’souter image. “If you’re well groomed and wearing the right clothing for your situation, then that’s a good start” (Maxwell, 2010, p. 55). Similarly, it is important for a greatcommunicator to be able to use facial expressions to convey specific messages. Maxwell (2010) explains how, “Great actors can tell an entire story without uttering aword, simply by using facial expressions (p. 56). Effective communicators are able to share experiences that others can relate to. For example, a leader trying to connectto his or her followers can explain how he or she has been in their shoes and more importantly, can relate to their experiences. This simple connecting factor of relating tothe experiences of others can help a leader promote higher standards, enhance morale, and advance performance levels within an organization. Maxwell (2010) states,“There’s no substitute for personal experience when we want to connect with people’s hearts” (p. 63). Connecting to people’s hearts is the most powerful medium forconnecting. Leaders who have an ethical image and who are trusted are able to influence more people. Maxwell (2010) states, “Trust plays the same role in allrelationships, and it always impacts communication. To be an effective connector over the long haul, you have to establish credibility by living what you communicate”and further states, “If you don’t, you undermine trust, people disconnect from you, and they stop listening (p. 231). As a matter of fact, “Effective communicators arecomfortable in their own skin. They’re confident because they know what they can and can’t do, and they gravitate to their communication sweet spot when they speak topeople” (Maxwell, 2010, p. 63). A prime example of an effective leader and communicator who was able to connect with millions of people was Martin Luther King Jr.Maxwell (2020) states, “Listen to Martin Luther King Jr. and you will be inspired by his words. Words are the currency of ideas and have the power to change the world”(p. 67). Great leaders are able to connect to others by continuously emphasizing key points. Maxwell (2010) offers the following advice,If you are communicating with others, whether you’re speaking to a child, leading a meeting, or giving a speech to a large audience, your goal should be to get to thepoint as soon as you have established a connection with people and to make as great an impact on others as you can with as few words as possible. Great leaders andspeakers do this consistently (p. 160).Leaders are also known to be unpredictable when they are communicating. “The more predictable listeners think you are, the lower the impact you make on them.Conversely, if you lower your predictability, you increase your impact” (Maxwell, 2010, p. 185). When communicating, it is also important to emphasize the importance oftiming, use of right words, leaving a lasting impression, and making the experience enjoyable. Maxwell (2010) explains, “Timing is often the difference between successand failure in an endeavor. Good communicators understand the importance of the right words” (p. 222); “All great communication has one thing in common: the speakersaid something that people remembered long after the talk was finished” (p. 184); and “Perhaps the most effective way to capture people’s interest and make theexperience enjoyable when you talk is to include stories” (p. 191).ReferenceMaxwell, J.C. (2010). Everyone communicates few connect: What the most effective people do differently. Nashville, TN: Thomas Nelson Publishing.You will write a 2-3 page paper explaining the implementation of a new organizational policy (e.g., no cell phones on the job or not being able to use the internet“Cyberloafing” while on the job) where you (a dedicated leader) communicate the benefits and implications of your policy. The goal is to be able to connect with andinfluence (e.g., ethos, logos, pathos) your followers/audience to embrace this organizational change.You will be particularly assessed on:Your completion of all the steps in the exercise.Your ability to synthesize information and present a concise and meaningful paper.The clarity and quality of your writing.SLP Assignment Expectations1. Make sure that you use your own language (rather than copying sentences from the article).2. Your paper will be graded based on the following criteria: Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and Application.3. Use 12-point type size (Times New Roman), double-spacing, and one-inch margins. Add a cover page and a references list.4. Cite your sources: APA Style – Trident requires all PhD work to be in APA form. We also encourage all other students to comply with guidelines for proper citationof references. You may use the tutorial found on the following link (press “view the tutorial”):The Basics of APA Style (http://www.apastyle.org/learn/tutorials/basicstutorial.aspx?apaSessionKey=4532A4A4911C1E8D5E885C141739A382)Chat live with anagent now!Tutor Support – Online10/9/2017 Trident LED402 Module 1 to 4 Case and SLP – SKU 106473https://www.hometaskguru.com/question/view/106473/Trident-LED402-Module-1-to-4-Case-and-SLP 9/11Module 4 – CaseTransformational/Transactional LeadershipAssignment OverviewTransformational LeadershipTransformational leadership is a dynamic leadership behavior that “inspires” followers and also “transforms” the way followers think. “Transformational leadership hasbeen widely researched from many perspectives, including a series of qualitative studies of prominent leaders and CEOs in large, well-known organizations” and “hasalso been the focal point for a large body of leadership research since its introduction in the 1970s” (Northouse, 2004, p. 183). Transformational leaders are able tocreate a clear vision for followers. Pounder (2008) explains transformational leadership outcomes when reframing an organization by stating, “the effect oftransformational leadership on subordinates centers on three leadership outcomes: (a) the ability of the leader to generate extra effort on the part of those being led, (b)subordinates’ perception of leader effectiveness, and (c) their satisfaction with the leader” (p. 2). Transformational leaders are known for empowering followers. As withany type of leadership, “Transformational leadership involves an exceptional form of influence that moves followers to accomplish more than what is usually expected ofthem. It is a process that often incorporates charismatic and visionary leadership” (Northouse, 2004, p. 169). An example of a transformational leader is MohandasGandhi who was nominated for the Nobel Peace Prize five times. Gandhi was able to influence his followers in India to “peacefully” reclaim their land from the British.This “transformation” from violent protests to non-violent protests had many positive implications and outcomes. A different transformational leader was President John F.Kennedy. On May 25, 1961, President John F. Kennedy announced before a special joint session of Congress the ambitious goal of sending an American safely to theMoon before the end of the decade. In 1969, this near-impossible goal was accomplished.Transactional LeadershipTransactional leadership is an “exchange” that occurs between a leader and a follower. For example, “politicians who win votes by promising no new taxes aredemonstrating transactional leadership” (Northouse, 2004, p. 170). Interestingly enough, James MacGregor Burns (1978) was one of the first researchers to discusstransactional and transformational leadership. From a pragmatic perspective, it can be conceptualized as a “business transaction” that occurs between two parties.Transactional leadership assumes that “followers agree about achieving the required goals and objectives in exchange for rewards or praise” (Farag et al., 2009, p. 27).Transactional leaders are successful because of their ability to entice and motivate followers. At times, followers need a reason to perform a task. “Transactionalleadership refers to the bulk of leadership models, which focus on the exchanges that occur between leaders and their followers” (Northouse, 2004, p. 170). An exampleof a transactional leader is Barack Obama (44th President of the United States) who promised to “extend the Bush tax cuts for lower incomes” in exchange for supportand votes during his campaign.Please begin by reading:Ismail, A., Mohamed, H. A., Sulaiman, A. Z., Mohamad, M. H., & Yusuf, M. H. (2011).An empirical study of the relationship between transformational leadership,empowerment and organizational commitment. Business and Economic Research Journal, 2(1), 89-108. Retrieved May 14, 2014 from ProQuest. (Document ID:2249003471)http://proquest.umi.com/pqdweb?did=2249003471&sid=15&Fmt=3&clientId=29440&RQT=309&VName=PQD (http://proquest.umi.com/pqdweb?did=2249003471&sid=15&Fmt=3&clientId=29440&RQT=309&VName=PQD)Ivey, G. W., & Kline, T. B. (2010).Transformational and active transactional leadership in the Canadian military. Leadership & Organization Development Journal, 31(3),246-262. Retrieved May 14, 2014 from ProQuest. (Document ID: 2017490041)http://proquest.umi.com/pqdweb?did=2017490041&sid=24&Fmt=3&clientId=29440&RQT=309&VName=PQD (http://proquest.umi.com/pqdweb?did=2017490041&sid=24&Fmt=3&clientId=29440&RQT=309&VName=PQD)Kaifi, B.A., &Mujtaba, B.G. (2010).Transformational leadership of Afghans and Americans. Journal of Service Science and Management, 3(1), 150-159. Retrieved May15, 2014 from ProQuest. (Document ID:2019762491)http://proquest.umi.com/pqdweb?did=2019762491&sid=1&Fmt=2&clientId=29440&RQT=309&VName=PQD(http://proquest.umi.com/pqdweb?did=2019762491&sid=1&Fmt=2&clientId=29440&RQT=309&VName=PQD)Please watch:YouTube Video: Reagan’s Transformational Leadership. Retrieved on May 15, 2014, fromhttp://www.youtube.com/watch?v=puB0Bnt5xfY&feature=related(https://www.youtube.com/watch?v=puB0Bnt5xfY&feature=related)Case AssignmentAfter doing some research, please prepare a paper (not including the cover and reference pages) in which you address parts A and B of this assignment:Part A (3-4 pages)Select two leaders from the US who you consider to be examples of transactional and transformational leadership. Conduct independent research on theseindividuals and create a profile that addresses the following:What makes one leader transactional and the other transformational?What added value does each bring to their organizations?What conditions and organizational contingencies influence whether a transactional or transformational leadership style would be most effective?Considering your answer above, compare the effectiveness of both leaders you profiled in their given environments. Was their leadership style appropriate?Part B (1-2 pages)Complete the following transformational leadership questionnaire and then discuss your results. More specifically, do you agree with your results, how can you useyour results to become a more effective leader, and how can this questionnaire be used for training and development purposes.The modified MLQ (Multifactor Leadership Questionnaire) Form 5X-Short measures your leadership capabilities based on different factors related to Transformationalleadership. To determine whether you are a transformational leader, circle one of the following options that best describe how you see yourself (or the person that isbeing evaluated) regarding each statement. For each statement, you can indicate the degree to which you (or the person being evaluated) engage (s) in the statedbehavior. A rating of 1 means Never and a rating of 5 means Always with the person demonstrating the specific behavior.Directions for ScoringAfter completing the questionnaire, please add all of your scores so you have a total score. Your results will indicate where you range for transformational leadershippropensities:Chat live with anagent now!Tutor Support – Online10/9/2017 Trident LED402 Module 1 to 4 Case and SLP – SKU 106473https://www.hometaskguru.com/question/view/106473/Trident-LED402-Module-1-to-4-Case-and-SLP 10/1145-50 Very high range40-44 High range35-39 Moderately high range30-34 Moderately low range25-29 Low range10-24 Very low rangeAssignment Expectations1. Make sure that you use your own language (rather than copying sentences from the article).2. Your paper will be graded based on the following criteria: Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and Application.3. Use 12-point type size (Times New Roman), double-spacing, and one-inch margins. Add a cover page and a references list.4. Cite your sources: APA Style – Trident requires all PhD work to be in APA form. We also encourage all other students to comply with guidelines for proper citationof references. You may use the tutorial found on the following link (press “view the tutorial”):The Basics of APA Style (http://www.apastyle.org/learn/tutorials/basicstutorial.aspx?apaSessionKey=4532A4A4911C1E8D5E885C141739A382)Your paper will be evaluated on the following points:Precision: Does the paper address the question(s) or task(s)?Clarity: Is the writing clear and the concepts articulated properly? Are paraphrasing and synthesis of concepts the primary means of response to the questions, orare excessive use of quotations how thoughts are conveyed? Are headings included in all papers greater than 2 pages?Breadth: Is the full breadth of the subject addressed?Depth: Does the paper address the topic in sufficient depth?Grammar, spelling and vocabulary: Is the paper written well? Is the grammar, spelling, and vocabulary suitable to graduate-level work?Referencing (citations and references): Does the paper use citations and quotation marks when appropriate?Critical thinking: Is the subject thought about critically (i.e., accurately, logically, relevantly, and precisely)?ReferencesFarag, A. A., McGuinness, S. T., & Anthony, M. K. (2009). Nurses’ perception of their manager’s leadership style and unit climate: Are there generational differences.Journal of Nursing Management, 26, 26-24.Northouse, P. G. (2004). Leadership: Theory and practice (3rd edition). Thousand Oaks, California: SAGE.Pounder, J. (2008). Transformational leadership: Practicing what we teach in the Management classroom. Journal of Education for Business, 84 (1), pp. 2-6.Module 4 – SLPTransformational/Transactional Leadership Training and DevelopmentStyle Approach: Tasks vs. RelationshipsThere are two important behaviors related to leadership style: task and relationship. Task behaviorsfacilitate goal accomplishment by helping group members achievetheir objectives (Northouse, 2004, p. 65). Relationship behaviors help “subordinates feel comfortable with themselves, with each other, and with the situation in whichthey find themselves” (Northouse, 2004, p. 65). Finding the optimum way to lead has been the optimum goal of many researchers at several universities.The Ohio State University StudiesIn the late 1940s, the leadership research program at “Ohio State” measured specific leadership behaviors. The researchers had subordinates complete questionnairesabout their leaders by using the Leader Behavior Description Questionnaire (LBDQ). Researchers found that subordinates’ responses on the questionnaire clusteredaround two underlying dimensions of leader behaviors: initiating structure and consideration. Initiating structure behaviors were essentially “task” behaviors focused ongetting work completed as efficiently as possible. On the other hand, consideration behaviors were essentially “relationship” behaviors focused on building friendships.Around the same time, researchers at the University of Michigan were also investigating leadership behavior.University of Michigan StudiesThe “Michigan studies” revealed two types of leadership behaviors: employee orientation and production orientation. Surprisingly, those studies revealed similar conceptsto initiating structure and consideration. Employee orientation describes the behaviors of leaders who approach followers or subordinates with a humanistic perspectiveor “relationship” orientation. On the other hand, production orientation describes the behaviors of leaders who focus on productivity and efficiency or “task” orientation.Northouse (2004) explains, “Unlike the Ohio State researchers, the Michigan researchers, in their initial studies, conceptualized employee and production orientations asopposite ends of a single continuum” and further explains, “that leaders who were oriented toward production were less oriented to employees, and those who wereemployee oriented were less production oriented” (p. 68). Since then, researchers have used this framework to better understand the behaviors of leaders from differentcultures. There are several key traits that contribute to a leader’s success.For this SLP, you will complete a short survey and then will analyze your results.Survey instructions: Take the following task vs. relationship leadership survey. After you have completed the survey, add up your scores for tables 1 and table 2 todetermine your dominant leadership style. To determine your dominant personal leadership style, circle one of the following options that best describe how you seeyourself (or the person that is being evaluated) regarding each statement. For each statement, you can indicate the degree to which you (or the person being evaluated)engage (s) in the stated behavior. A rating of 1 means Never and a rating of 5 means Always with the person demonstrating the specific behavior.TA =Task Orientation Scores: ___ B =Relationship Orientation Scores: ___45-50 Very high range40-44 High range35-39 Moderately high range30-34 Moderately low rangeChat live with anagent now!Tutor Support – Online10/9/2017 Trident LED402 Module 1 to 4 Case and SLP – SKU 106473https://www.hometaskguru.com/question/view/106473/Trident-LED402-Module-1-to-4-Case-and-SLP 11/1125-29 Low range10-24 Very low rangeAfter doing some research, please prepare a paper that addresses your results for the survey (more task oriented or relationship oriented) and how you plan on usingyour results to become a more influential leader. Also, discuss whether you think it is more beneficial for a leader to be focused on tasks or relationships in anorganization. Please provide examples to justify your response.Your paper should be short (2-3 pages, not including the cover sheet, references, and assessment sheet) and to the point. You are expected to deal with these issues inan integrated fashion, rather than treating them as a series of individual questions to be answered one by one and left at that.You will be particularly assessed on:Your completion of all the steps in the exercise.Your ability to synthesize information and present a concise and meaningful paper.The clarity and quality of your writing.SLP Assignment Expectations1. Make sure that you use your own language (rather than copying sentences from the article).2. Your paper will be graded based on the following criteria: Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and Application.3. Use 12-point type size (Times New Roman), double-spacing, and one-inch margins. Add a cover page and a references list.4. Cite your sources: APA Style – Trident requires all PhD work to be in APA form. We also encourage all other students to comply with guidelines for proper citationof references. You may use the tutorial found on the following link (press “view the tutorial”):The Basics of APA Style (http://www.apastyle.org/learn/tutorials/basicstutorial.aspx?apaSessionKey=4532A4A4911C1E8D5E885C141739A382)

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