Business Leadership: What Do Followers Want From Their Leade

Business Leadership What Do Followers Want From Their Leaders And Wh

What do followers want from their leaders, and why is it important for a follower to view the leader realistically? Your response should be at least 200 words in length. All sources used must be referenced; paraphrased and quoted material must have accompanying citations. · What is courage, and why is whistle blowing an act of courage? Your response should be at least 200 words in length. All sources used must be referenced; paraphrased and quoted material must have accompanying citations. **Due Monday by Noon, 100% original non plagiarized work, as usual, APA formatting, 200 word minimum for each answer.

Paper For Above instruction

Following the behavioral and psychological dynamics of leadership, followers have specific expectations from their leaders that influence organizational effectiveness and personal job satisfaction. Primarily, followers seek trust, competence, clear communication, integrity, and support from their leaders. Trust is essential because it fosters an environment where followers feel secure and are willing to commit to their leader's vision. Competence assures followers that the leader has the requisite skills and knowledge to guide the organization effectively, which in turn engenders respect. Clear communication from leaders reduces uncertainty and helps align team objectives with organizational goals, facilitating smoother operations. Integrity remains a cornerstone, as followers desire honesty and ethical conduct from their leaders, which promotes allegiance and morale (Yukl, 2013). Furthermore, followers need support and recognition, as these elements motivation and reinforce positive behaviors. It is also crucial for followers to view their leaders realistically because idealizing leaders can lead to disillusionment when leaders fall short of expectations, undermining trust and credibility. Recognizing leaders' limitations helps maintain a healthy, pragmatic relationship, enabling followers to hold realistic expectations and provide constructive feedback (Avolio & Bass, 2004). Viewed objectively, leadership becomes a dynamic process grounded in mutual understanding and respect, essential for organizational success.

Courage, in the context of leadership, refers to the strength to face adversity, uncertainty, or ethical dilemmas despite potential risks. It involves standing up for principles and acting in accordance with one's values even when facing opposition or repercussions (Palmer & Johns, 2006). Whistleblowing exemplifies workplace courage because it entails exposing unethical, illegal, or harmful practices within an organization. Whistleblowers often confront significant personal and professional risks, such as retaliation, job loss, or social ostracism. Despite these dangers, whistleblowing is regarded as an act of moral courage because it prioritizes ethical responsibility and societal good over self-interest (Near & Miceli, 1985). It requires a steadfast commitment to integrity and the willingness to challenge authority or organizational culture when misconduct is detected. The act of whistleblowing not only safeguards public safety and organizational integrity but also promotes accountability within institutions. Therefore, whistleblowing exemplifies a form of courage that reflects personal integrity and ethical resilience in the face of adversity, demonstrating that moral conviction can serve as a powerful catalyst for organizational and societal change (Miceli & Near, 2002).

References

• Avolio, B. J., & Bass, B. M. (2004). Multifactor Leadership Questionnaire Manual. Mind Garden.
• Miceli, M. P., & Near, J. P. (2002). Blowing the whistle on organizational wrongdoing. Routledge.
• Near, J. P., & Miceli, M. P. (1985). Organizational dissidence: The case of whistle-blowing. Journal of Business Ethics, 4(1), 1-16.
• Palmer, P. J., & Johns, R. (2006). The courage to lead: Transforming leadership practices for personal and organizational integrity. Jossey-Bass.
• Yukl, G. (2013). Leadership in organizations (8th ed.). Pearson.