Importance of Team Leadership Strategies Order Instructions: I need an essay in the following subject:
Explain how team leadership strategies may be effective when transformational leadership is needed. Based on the findings presented in the article that is attached, how may a team leadership model help to overcome some of the shortcomings associated with a single, charismatic, or transformational leader?
1) The answer must raise appropriate critical questions.
3) The answer must include examples from aviation experience or from relevant examples from real aviation companies.
4) Do include all your references, as per the Harvard Referencing System,
5) Please don’t use Wikipedia web site.
6) I need examples from peer-reviewed articles or researches.
Note: To prepare for this essay please read the required articles that are attached
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Importance of Team Leadership Strategies Sample Answer
According to Armstrong (2005), leadership is of important organizational success in any industry since it has a direct impact on the success or the failure on the operations of the industry. Most leaders have not been trained, educated, and prepared to deal with the complexity of organizational challenges that face man in the 21st century (Conger & Kanungo, 1998). Effective leadership is the capability to operate effectively in the global environment while being respectful to the people’s cultural diversity in all the undertakings. According to Masculli (2011), leaders of today are important people in the decision-making process. The quality of a leader can make or break an organization hence people should be very careful when searching for leaders in their organization
The more popular images that are associated with a leader is what enable him to be termed as a charismatic leader following that he has the characteristics of being self-confident and often extroverted in his day to day dealings (Brown et al, 1996). A charismatic leader will be more energetic in doing his job, a factor that will enable him to be more determined to ensure that his followers are on the right track of accomplishing their task at the right time. The ability of a leader to have charismatic qualities is really beneficial for an organization. Charismatic leaders are known to cater for the underlying needs of their followers and they persuade people so much for them to be encouraged in doing what is required (Duygulu & Ciraklar, 2008). The leaders have the capability of being able to earnest the energy of others by encouraging them to build self-confidence within, such that they can make it on their own. The leaders are well associated with the leadership in business, political and the religious organizations to handle leadership matters that are of benefit to all people. According to Story (2004), a leader with desirable qualities can greatly transform an organization from non-profit making entity to profit-making entity.
The charismatic leadership and the transformational leadership are similar because they both have the dimension of motivating people to work towards achieving the organizational goal. This type of leadership is well known in investigating the changes that may be manifested in different individuals and organizations which have newly been established as there is the need to interact to get work well done (McGuire, 2003). Transformational leadership is well known for the reciprocity which is evident among the leaders and the followers who have to work to get work well done for the organization success. Transformational leadership is a form of better understanding where the followers are in a better position of understanding what is required of them in their course of duty and how best they can be able to work together for the success of the organization. The leadership skill helps the workers to select the field that they are best in and the job that suits them comfortably without straining a lot (Story, 2004). Transformational leadership is the type of leadership that can be in a position to help the leaders develop and gain access to the personal characteristics, which in one way or another may be unique in the accomplishing of the objectives required of them. In this type of leadership, some of the most critical agreement is set along by the motivation of other people to do what is right at a higher level more than the originally indented. According to Armstrong (2005), there are four characters that are associated with the transformational kind of leadership and they entail the individualized considerations where leaders have to give personal interest to all the individual who are present for them to fell important and acknowledged for who they are (Taylor, 2010). This type of transformational leadership encourages intellectual stimulation, which comes with stimulating of creativity and helps others to start perceiving issues in a different way that is of more important to all the persons. According to Taylor (2010), transformational leadership encourages inspirational motivation whereby, optimism is highly increased and high expectations are being communicated as best as required for the good of the organization. This leadership communicates high expectations of the organization be it the old or even the new one that need to be put in consideration for the continued success of the organization (Tovey et al, 2010). The leadership is idealized influenced by its transformation, which in turn provides a sense of vision and purpose that is the key controller of the organization. Transactional characteristic are associated with the transformational type of leadership whereby, when combined together they form the best known leadership style (Story, 2004).
Evaluation of the transformational approach is a type of approach that is accompanied by limited type of data with the characteristic of leaders not being taught or spelt out clearly for all to understand. According to Story (2004), the team leaders of a given organization have the role of presenting the different interest of their teams through communicating them well to the right authority. The team leaders have the role of helping all the members in their group to ensure that they develop the right and the required skill for usage in their work. The team leaders should have the ability to facilitate all the processes that taking place in their groups and this is to be accompanied by the knowledge of the group processors (Masculli, 2011). The ability of the team to maintain its focus will be based on the ability of the team leaders and how they manage their group to grow and move ahead. All the interests of the team need to be communicated by the team leaders who have the mandate to ensure that the team is always moving forward always and be in a position to handle any challenges that may interfere with the success of the team. A consensus decision making point has to be reached well where all the persons present can support the decision brought forth by the leaders (Armstrong, 2005). In all cases the leaders is the one who is the team facilitator; since, he is in charge of coordinating all the work of the organization only that in decision making every one opinion is sought to help make a decision that will not interfere with the success of the organization. The outcome of the decision made will only interfere with the functioning of the organization therefore the leaders have to ensure that the followers make the right choice that will yield success to the organization or even the team (Brown et al, 1996).
Importance of Team Leadership Strategies Bibliography
Armstrong, R. 2005. ‘Requirements of a Self-Managed Team Leader’. Retrieved from http://www.leader-values.com/article.php?aid=722
Brown, W., Birnstihl, E., & Wheeler, D. 1996.‘Leading Without Authority’ An Examination of the Impact of Transformational Leadership Cooperative Extension Work Groups and Teams. Retrieved from http://www.joe.org/joe/1996october/a3.php
Conger, J.A., & Kanungo, R.N. 1998 .‘Charismatic Leadership’. Retrieved from http://changingminds.org/disciplines/leadership/styles/charismatic_leadership.htm
Duygulu, E.,& Ciraklar, N. 2008. ‘Team Effectiveness and Leadership Roles’. Retrieved from http://mpra.ub.uni-muenchen.de/7245/1/MPRA_paper_7245.pdf
Heifetz, R. Grashow A, Linsky M. 2009. The Practice of Adaptive Leadership. Boston, MA: Harvard Business Press
Masciulli, J. 2011. Global Public Leadership in a Technological Era. Bulletin of Science, Technology & Society; vol. 31, 2: pp. 71-80.
McGuire, J. 2003. Leadership Strategies for Culture Change. Developing Change Leadership as an Organizational Core Capability. A white paper presented in the Center for Creative Leadership –Conference Orlando, Florida
Story, J.S. 2004. A developmental Approach to Global Leadership. International Journal of Leadership Studies. Vol. 6. Iss. 3.
Taylor, S. 2010, Resourcing and Talent Management. London: Chartered Institute of Personnel and Development; 5 edition. Print
Tovey, M. D., Uren, M.-A., & Sheldon, N.E. 2010, Managing Performance Improvement. Pearson, Frenchs Forest
