After Completing The Reading, This Week We Reflect On A Few ✓ Solved

After Completing The Reading This Week We Reflect On A Few Key Concep

After completing the reading this week, we reflect on a few key concepts this week: Discuss and identify leader traits and attributes that are most beneficial in implementing the best decisions in an organization. Explain the differences in charismatic and transformational leadership and how both leadership styles impact organizational effectiveness. Please note how these leadership styles affect implementing new innovative technologies. Review table 8.1 in the reading this week, note the work characteristics and the traditional versus high-performance focus, note which focus is best for strategic decisions and which is best for operational decisions. Please explain.

Please be sure to answer all the questions above in the initial post. Please ensure the initial post and two response posts are substantive. Substantive posts will do at least TWO of the following: Ask an interesting, thoughtful question pertaining to the topic Expand on the topic, by adding additional thoughtful information Answer a question posted by another student in detail Share an applicable personal experience Provide an outside source Make an argument At least one scholarly (peer-reviewed) resource should be used in the initial discussion thread. Please be sure to use information from your readings and other sources from the UC Library. Use APA references and in-text citations. Please be sure to engage by Wednesday at 11:59pm ET and then engage on two more days throughout the week (for a total of three days of engagement, before Sunday at 11:59pm, ET.

Sample Paper For Above instruction

Introduction

Effective leadership is pivotal in organizational success, influencing decision-making, innovation, and overall effectiveness. This paper discusses key leader traits and attributes beneficial for decision implementation, examines the differences between charismatic and transformational leadership styles, and analyzes their impacts on organizational effectiveness and technological innovation. Additionally, it reviews work characteristics and decision focus as depicted in table 8.1, highlighting their relevance for strategic and operational decisions.

Leader Traits and Attributes for Effective Decision-Making

Effective organizational decision-making requires leaders to possess specific traits and attributes that facilitate sound judgments and implementation. Traits such as emotional intelligence, decisiveness, integrity, adaptability, and strategic thinking are highly beneficial (Northouse, 2018). Emotional intelligence enables leaders to understand and manage their own emotions and those of others, fostering collaboration and conflict resolution. Decisiveness ensures prompt decision-making in dynamic environments, while integrity builds trust and credibility—crucial for buy-in and compliance from team members. Adaptability allows leaders to navigate change, which is essential in rapid technological or market shifts (Goleman, 2013).

Research suggests that leaders with high levels of strategic thinking and integrity are particularly effective in implementing decisions that align with organizational goals (Yukl & Mahsud, 2010). These traits help minimize resistance, facilitate stakeholder engagement, and ensure decisions are ethically sound and well-aligned with long-term objectives.

Differences Between Charismatic and Transformational Leadership

Charismatic and transformational leadership are both influential styles that significantly impact organizational effectiveness but differ in focus and mechanisms. Charismatic leaders derive influence largely from their personal charm, confidence, and compelling presence, inspiring followers through emotional appeal and individual appeal (House et al., 1991). They often motivate through their personality, creating strong emotional bonds and fostering loyalty.

Transformational leaders, on the other hand, focus on inspiring followers to transcend their self-interest for the good of the organization or a collective vision. They foster innovation, challenge assumptions, and develop followers' potential through intellectual stimulation and individualized consideration (Bass & Riggio, 2006). Transformational leadership emphasizes empowering followers and aligning their personal goals with organizational goals, often leading to higher engagement and commitment.

Both styles influence organizational effectiveness positively; charismatic leadership can rapidly energize teams and drive change during crises, whereas transformational leadership sustains long-term growth through development and innovation (Leithwood & Jantzi, 2000).

Impact of Leadership Styles on Innovating Technologies

Charismatic leaders often facilitate the adoption of innovative technologies by inspiring enthusiasm and rallying support for change initiatives. They create a vision that appeals emotionally to stakeholders, easing resistance and encouraging the pursuit of new technologies (Byrne, 2016). However, over-reliance on charisma might overlook the strategic planning necessary for complex technological implementations.

Transformational leaders promote innovation by fostering an environment conducive to creative thinking, learning, and experimentation. They encourage followers to question existing processes and explore new solutions, which accelerates technological advancement within organizations (Jung et al., 2003). Transformational leadership's emphasis on developing followers’ skills ensures that the organization not only adopts but effectively integrates new technologies.

Research indicates that organizations led by transformational leaders tend to be more adaptive and resilient to technological changes, leveraging innovation for competitive advantage (Sashkin & Sashkin, 2018). Therefore, both leadership styles can positively influence technological innovation, but their effectiveness depends on context and implementation.

Work Characteristics and Decision Focus Based on Table 8.1

Table 8.1 delineates work characteristics and differentiates traditional versus high-performance focus. Traditional focus emphasizes stability, routine procedures, and compliance, aligning more with operational decisions that require consistency and adherence to established standards (Daft, 2016). Conversely, high-performance focus prioritizes innovation, agility, and continuous improvement, which are essential for strategic decisions that involve long-term vision and organizational evolution.

For strategic decisions, a high-performance focus is ideal because it encourages flexibility, innovation, and risk-taking—traits vital for developing competitive advantage and adapting to environmental changes. Strategic decisions often involve direction-setting and resource allocation, necessitating a focus on future opportunities and organizational growth.

Operational decisions, however, benefit from a traditional focus that emphasizes efficiency, standardization, and control. These decisions are typically short-term and routine, demanding stability to ensure consistent quality and performance (Robinson & Judge, 2019).

Conclusion

Effective leadership combined with an understanding of decision-making frameworks significantly influences organizational success. Traits such as emotional intelligence and integrity are key for implementing decisions effectively. Charismatic and transformational leadership styles both positively impact organizational effectiveness and technological innovation, with each offering unique advantages suited to particular contexts. Recognizing work characteristics and decision focus—traditional versus high-performance—is essential for aligning decision-making approaches with organizational needs, especially when navigating strategic versus operational choices. Leaders must adapt their styles and focus depending on the organizational challenge, fostering a culture of innovation while maintaining effective operational functions.

References

Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Lawrence Erlbaum Associates.

Byrne, Z. S. (2016). The role of charismatic and transformational leadership on in- and outbound logistics information sharing and inter-organizational relationships. Journal of Business Logistics, 37(1), 16–31.

Daft, R. L. (2016). Organization theory and design (12th ed.). Cengage Learning.

Goleman, D. (2013). Emotional intelligence: Why it can matter more than IQ. Bantam.

House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. (1991). Culture, leadership, and organizations: The GLOBE study of 62 societies. Sage Publications.

Jung, D. I., Chow, C., & Wu, A. (2003). The role of transformational and transactional leadership in creating, sharing, and exploiting organizational knowledge. Leadership Quarterly, 14(4-5), 443–468.

Leithwood, K., & Jantzi, D. (2000). The effects of transformational leadership on organizational conditions and student engagement. Journal of Educational Administration, 38(2), 112–129.

Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). SAGE Publications.

Robinson, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). Pearson.

Sashkin, M., & Sashkin, M. G. (2018). The visionary leader: How to inspire positive change. Berrett-Koehler Publishers.

Yukl, G., & Mahsud, R. (2010). Why flexible and adaptive leadership is essential. Consulting Psychology Journal: Practice and Research, 62(4), 81–93.