Discuss the following:
Re:Re:5. Strategic Leadership and Future Leaders - Strategic Leadership and Future Leaders
Hi All,
Multidomestic competition exists when competition in each country market is localized and not closely connected to competition in other country markets.Global Competition exists when competitive conditions and prices are strongly linked across many different national markets.
What areas of this are strategic? What do you think it would take for the company to expand?
Regards,
Dr. Pogue
Transformational leadership is a process in which the leaders take actions to increase their follower's awareness of what was right and important. This process was associated with motivating followers to perform beyond expectation. This leadership style also encourages followers to look beyond self- interest, yet look in the direction for the good of the group or organization first. Leaders who practiced transformational leadership were more effective than those who displayed transactional or non- leadership behaviors, regardless of cultures, countries, and organizations.
Relational Leadership gives back to the community always learning, listening and receiving feedback. This is a process that attempts to put groups of employees together to promote change. Rational leadership styles encourage diversity in talent among employees as well as leadership effectiveness. Rational leadership builds up the talent within employees and engages in civil discourse. The overall mindset is that of empowerment and everyone makes a difference.
Spiritual leadership styles influence all people. Spiritual leadership style is consistant to what the leader believes would be God's agenda when applying ideas to the marketplace as well as the meeting place. The spiritual leader's task is to move people from where they are to where God wants them to be. This is the influence of a spiritual leader.
Transactional Leadership- is a form of leadership in which leaders use power to motivate followers. Followers are enticed to follower using rewards, framework, and performance appraisals. At first glance it may appear that leadership and power could be one in the same however, they are not the same. The power of transactional leaders comes from their formal authority, future promotions and responsibility in the organization. The only options for the followers are to adhere to the instructions of the leader. Transactional leader may have difficulty forming bonds with their followers. Instead, transactional leaders motivate followers by creating goals and promising rewards in the event the goals are met and followers enjoy job satisfaction.
Servant-Leadership-Originally the Servant leadership mind set came from a point of reference as being servant first. It was as if it was expected in a company with self-proclaimed servant leadership. The servant leadership style is one on community interest at heart. Cultivating mindsets to assist, problem-solve and strategize for the greater good of resolution.
Transactional-Leadership is the one that resonates best with your own leadership style and one that does not resonate to your own leadership style is Servant Leadership style. I believe in rewarding for performance and motivating employees. In my parenting and on the job, my leadership style, in my research and soul searching is defiantly transactional style. A leader may not always have any power or have very little power. Many have said: you don't have to be in the front to be a leader. Transactional leaders motivates and directing its followers through their own self-interest to motivate others. Perhaps, holding a certain carat in front of the follower's eye, so to speak. Now, being made aware of my leadership style, I conclude, even resolve to make some changes in my leadership style. I do not like all that comes with transactional leadership style. I would most prefer my employees and family to be more free thinkers and willing to be more creative and accountable for their own actions as a posed to my "do as I say" approach.
References:
Nahavandi , A. (2012). The art and science of leadership . (6th ed.). Pearson.
Smith, C. (2004). The leadership theory robert k. greenleaf. Servant Leadership , Retrieved from https://www.carolsmith.us/downloads/640greenleaf.pdf
Leadership Models
A leadership model allows one to understand why a leader acts in a certain way. When developing an organization, different
leadership models may appear more suitable than others.
Compare/Contrast Two Leadership Models
Servant Leadership Model
Servant Leadership was coined by Robert Greenleaf in an essay he wrote in the 1970's. A servant leader chooses to deviate away from the traditional form or style of leading their followers. Traditional leaders have a way of dominating their followers not to mention ordering them or telling them what they should do. A servant leader will in-turn empowers their followers, thus motivating them to perform their duties. The efforts of a servant leader will lead to the collective efforts of the subordinates which the results will lead to more than the amount of efforts of an individual. Characteristics of a servant leader can include but not be limited to being aware, being persuasive, and commitment to the community as well as the development of human resource, conceptualization, and empathy, listening and having foresight (Nayab, Edwards, 2011).
Transformational Leadership Model
Transformational leadership allows a leader to attend to the needs of their followers. The leader may act as a mentor as well as listens to the needs and concerns of the followers. The leader is viewed as supportive as well as one that is easy to communicate with, thus placing challenges upon the followers. The leader will take in the ideas and views of the followers. The leader will inspire the followers. The leader will have the respect and the trust of the followers. The leader will make the followers feel that they are a part of an organization that is on the winning side. Rather than inspire the followers through rewards or punishment, the leader through transformational leadership models will inspire the followers through their actions and their words. The assumption of the transformational leader is that an individual will often follow a person that inspires or motivates them. This model also reflects on the assumption that people with passion and vision s will be able to achieve anything. Finally, instilling enthusiasm and energy into followers is the best way to get them to do what needs to be done. ‘Transformational leadership theory is about leadership with values and meaning, and a purpose that transcends short-term goals and focuses on higher order needs" (Transformational leadership theory-Leadership with values, meaning and a higher purpose, 2013).
Impact on Leader-Followers Relationship within the Organization
The impact "Servant" and "Transformational" leadership models have on the culture of an organization can be associated with providing the employees with a framework that allows them to communicate in an effective manner. It also impacts the leaders as it allows them to include the subordinates into the vision of the organization. Both of these models allow the leader and employees to work together without the notion of the employees feeling they are not important to the organization. The impact also allows leaders to step back from the traditional style of leading eliminating the style of telling employees but incorporating leadership styles that allow for collective efforts.
This is similar to my leadership style in many ways. I like to involve my employees as well as listen and do away with "telling them what to do". I also can relate to these styles of leadership as I like to instill the ideas and views of my subordinates. I also like to empower my staff as well as influence them to be more than a number in an organization.
References:
Transformational leadership theory-Leadership with values, meaning and a higher purpose. (2013). Retrieved from Transformational leadership theory- Leadership that Inspires.......: www.strategies-for-managing-change.com/...
Nayab,N. and Edwards, Ginny. (2011, May 25). Servant Leadership Theory - Strengths and Weaknesses. Retrieved from Servant Leadership Theory - Strengths and Weaknesses: www.brighthub.com › ... › Home Office › Professional Development