Assignment 2: Leadership Style Copy And Paste This Li 059988

Assignment 2 Leadership Stylecopy And Paste This Link Into Your Web B

Assignment #2 Leadership Style Copy and paste this link into your web browser. Read the article and the various descriptions of leadership styles. Next, pick one of the leadership styles that makes the most sense to you. Which one describes a style of leadership you could see yourself utilizing? Once your have chosen your style, do a web search and learn some more about that particular style of leadership.

Who first developed it? What are its merits? Describe the style in your own words. Be sure to cite the resources you are using in your paper. Lastly, tell me why this style makes the most sense for you?

Why did you choose it? 12 TYPES OF LEADERSHIP STYLES (AND WHERE TO USE EACH) Your paper should be about 2 pages in length. Copy/paste the text into the submission box. Do not upload a file. I'm not a stickler for college format, but do spell check and watch your grammar.

Your paper should be roughly 2/3 content describing what you learned about the style and 1/3 why you choose that particular style as your focus. View Rubric Leadership Styles Rubric Leadership Styles RubricCriteriaRatingsPts This criterion is linked to a Learning Outcome BA 205 SLO 2 view longer description threshold: 3 3 ptsGood2 ptsSatisfactory1 ptsEmergent0 ptsN/A / 3 pts

Paper For Above instruction

Introduction

Leadership is an essential element in guiding organizations and individuals toward achieving shared goals. Various leadership styles exist, each with unique characteristics, advantages, and suitable contexts. This paper explores the transformational leadership style, delving into its origins, merits, and description in my own words. Additionally, I will discuss why this particular style resonates with me and how it aligns with my personal leadership approach.

Understanding Transformational Leadership

Transformational leadership was first developed by James MacGregor Burns in 1978. Burns introduced the concept to distinguish between transactional leadership, which is based on exchanges and rewards, and transformational leadership, which aims to inspire and uplift followers to exceed expectations (Burns, 1978). Bernard M. Bass later expanded on this theory, emphasizing the importance of vision, motivation, and individualized consideration in inspiring followers to achieve extraordinary outcomes (Bass & Riggio, 2006).

Transformational leadership focuses on creating a vision for change, motivating followers through inspiration, fostering innovation, and encouraging personal development. Leaders who adopt this style serve as role models, demonstrating integrity, enthusiasm, and a commitment to shared values. They communicate a compelling vision, foster an environment of trust, and empower followers to participate actively in organizational goals.

Merits of Transformational Leadership

The merits of transformational leadership are numerous. First, it has been linked to higher levels of employee motivation, satisfaction, and performance. By inspiring followers, transformational leaders foster a sense of purpose and commitment, which can lead to increased productivity and creativity (Avolio & Bass, 2004). Moreover, this leadership style is effective in driving change, particularly during times of organizational transformation, as it encourages innovation and adaptability (Bass & Avolio, 1994).

Additionally, transformational leaders promote personal growth among their followers by offering mentorship and individualized attention. This not only enhances follower development but also cultivates a loyal and cohesive team. The style’s emphasis on shared values and vision often results in a strong organizational culture aligned with the leader’s mission.

Description of the Style in My Own Words

Transformational leadership is about inspiring others to see beyond their immediate self-interests and work towards a collective vision. It involves motivating followers through enthusiasm, creating an environment where innovation is encouraged, and fostering trust by demonstrating integrity and genuine concern. Unlike transactional leadership, which relies on rewards and punishments, transformational leaders focus on empowering their team members, inspiring them to perform beyond expectations, and cultivating a sense of purpose.

In my view, transformational leadership requires empathy, strong communication skills, and a compelling vision. It entails leading by example, demonstrating dedication, and inspiring others through positive reinforcement and shared goals. This approach transforms the followers’ attitudes and behaviors, often leading to meaningful organizational change.

Why This Style Makes Sense for Me

Transformational leadership resonates with me because I believe in the power of inspiration and positive influence to motivate individuals effectively. I value collaboration, personal development, and fostering a shared vision—elements central to transformational leadership. I am naturally inclined to lead by example, demonstrating commitment and integrity, which I believe encourages others to do the same.

Furthermore, I am passionate about creating meaningful change and empowering others to reach their full potential. The transformational style aligns with my core values of growth, innovation, and ethical leadership. I see this style as an effective way to build trust, promote teamwork, and foster a motivating environment where everyone feels valued and inspired to contribute their best.

Conclusion

In conclusion, transformational leadership, developed by James Burns and later expanded by Bernard Bass, emphasizes inspiring followers through vision, motivation, and personal development. Its focus on fostering innovation, trust, and shared goals makes it a compelling leadership approach, especially in dynamic environments. For me, this style aligns closely with my values and personality, making it the most suitable leadership approach I aspire to implement to bring about positive organizational change and personal growth among team members.

References

• Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership (2nd ed.). Psychology Press.
• Burns, J. M. (1978). Leadership. Harper & Row.
• Avolio, B. J., & Bass, B. M. (2004). Multifactor Leadership Questionnaire Manual. Mind Garden.
• Bass, B. M., & Avolio, B. J. (1994). Improving Organizational Effectiveness through Transformational Leadership. Sage.
• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
• Antonakis, J., & House, R. J. (2014). Instrumental and ¡transformational leadership: A meta-analytic review of their relative effectiveness. Handbook of Leadership Theory and Practice, 171–193.
• Judge, T. A., & Piccolo, R. F. (2004). Transformational and Transactional Leadership: A Meta-Analytic Review of the Multilevel Literature. Journal of Applied Psychology, 89(5), 755–768.
• Yukl, G. (2012). Leadership in Organizations (8th ed.). Pearson Education.
• Robinson, S. P., & Judge, T. A. (2019). Organizational Behavior (18th ed.). Pearson.
• Antonakis, J., & Day, D. V. (2018). The Nature of Leadership (2nd ed.). Sage Publications.