I Need A 100 Grade On This; My Professor Is Very Strict

I Need 100 Grade On This My Professor Is Very Strict So Follow Instr

Examine key concepts of leadership within an organization or social group, applying relevant leadership theories. Analyze the influence of power and influence on followers, evaluating their receptiveness and suggesting strategies if applicable. Assess the roles of transformational and transactional leadership, supported by examples, and evaluate the traits of effective team leaders. Discuss how leadership aligns with the organization’s vision, mission, and strategy. Finally, propose changes you would implement as a leader and justify these modifications. The paper must be eight double-spaced pages, formatted in APA style, including a title page, references, and at least three scholarly sources, with one from the Ashford Library. A clear introduction with a thesis, critical analysis throughout, and a conclusion reaffirming your thesis are essential.

Paper For Above instruction

Leadership is a vital component of organizational success, influencing both individuals and collective efforts towards shared objectives. Applying leadership theories to practical settings enables a deeper understanding of the mechanisms that drive effective leadership. In this paper, I examine leadership within my organization, applying Transformational Leadership theory to analyze the influence of leaders on followers, the effectiveness of different leadership styles, and the traits that characterize successful team leaders. Additionally, I explore how leadership supports the organization’s vision, mission, and strategic goals, and I propose potential improvements to leadership practices if I were in a leadership position. This comprehensive analysis aims to fulfill academic expectations and demonstrate a critical understanding of leadership concepts aligned with course requirements.

Application of Leadership Theory

Transformational Leadership (Burns, 1978) is a widely endorsed leadership theory that emphasizes inspiring and motivating followers to achieve extraordinary outcomes by elevating their values and beliefs. In my organization, a community-based social club, leaders frequently utilize transformational principles such as articulating a compelling vision, fostering enthusiasm, and promoting personal development. For instance, when organizing a community service project, leaders galvanized members by emphasizing shared values like community welfare and inclusivity, inspiring members to volunteer enthusiastically. This approach not only increased participation but also strengthened members’ emotional commitment to the organization’s goals, exemplifying transformational leadership’s capacity to foster intrinsic motivation and commitment.

Power and Influence in Leadership

Power and influence are central to leadership dynamics. Leaders who wield legitimate, expert, or referent power can sway followers’ attitudes and behaviors. In my organization, leaders often use referent and expert power—being respected and knowledgeable—to influence members effectively. Typically, followers are receptive, motivated by respect and trust. However, reliance solely on authority can lead to resistance if followers perceive coercion or manipulation. I would recommend adopting a more participative influence strategy—encouraging followers’ input and fostering shared ownership of decisions. This approach enhances trust and engagement, leading to higher motivation and better organizational outcomes. For example, involving members in planning activities ensures their voices are heard, increasing their receptiveness and commitment.

Transformational and Transactional Leadership

Transformational Leadership is characterized by inspiring followers to exceed expectations through vision and enthusiasm, while Transactional Leadership focuses on clear exchanges and rewards for performance (Bass, 1985). Within my organization, transformational leadership is evident in initiatives that motivate members through shared visions and personal growth opportunities. Conversely, transactional leadership is used during routine tasks, such as assigning roles and monitoring progress for specific projects. Both styles are effective when appropriately applied; transformational leadership fosters innovation and loyalty, while transactional focuses on operational efficiency. An example of effective integration is leaders setting challenging goals (transformational) but also establishing clear performance standards and rewards (transactional), thereby balancing motivation with accountability.

Traits and Characteristics of an Effective Team Leader

Successful team leaders in my organization exhibit traits such as strong communication skills, emotional intelligence, adaptability, and integrity. They demonstrate vision, inspire trust, and foster collaboration. An effective leader listens actively to team members’ concerns, providing feedback that enhances team cohesion. They are also adaptable, adjusting leadership approaches based on situational demands. For instance, during conflicts, effective leaders mediate objectively, maintaining respect and encouraging consensus. Their integrity and transparency build trust, essential for team unity. Such traits lead to higher morale, enhanced productivity, and sustainable performance within the team.

Leadership and Organizational Strategy

Leadership plays a critical role in supporting an organization’s vision, mission, and strategy. In my organization, leaders communicate the mission clearly, aligning activities with the overarching goal of community service and development. They create a shared vision that motivates members and guides strategic planning. For example, strategic initiatives such as fundraising campaigns or outreach programs are rooted in organizational values and are designed to achieve long-term impacts. Effective leaders ensure that strategic goals are translated into actionable plans, inspiring members to work cohesively towards these objectives, thus reinforcing organizational resilience and relevance.

Proposed Changes as a Leader

If I were the leader in my organization, I would emphasize the development of a more inclusive decision-making process. Encouraging participation from diverse members would foster innovation and commitment. I would also invest in leadership training, focusing on emotional intelligence and adaptive leadership skills, to equip members with tools necessary for dynamic environments. Implementing regular feedback mechanisms would improve communication and accountability. These changes are vital for cultivating a more engaged, motivated, and effective organization that can adapt to changing community needs and sustain long-term growth.

Conclusion

In conclusion, effective leadership is fundamental to organizational success. Applying Transformational Leadership enhances motivation and engagement; understanding power and influence dynamics facilitates better follower relationships; and combining transformational with transactional approaches optimizes performance. Traits of an effective leader—such as communication, integrity, and adaptability—are essential for leading successful teams. Supporting the organization’s mission through strategic leadership ensures alignment and sustainability. As a future leader, embracing inclusivity, ongoing development, and strategic communication will be crucial for fostering growth and impact. These insights not only fulfill academic standards but are vital for practical leadership success in any organizational context.

References

• Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.
• Burns, J. M. (1978). Leadership. Harper & Row.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
• Yukl, G. (2013). Leadership in organizations (8th ed.). Pearson.
• Antonakis, J., & Day, D. V. (2017). The nature of leadership (2nd ed.). Sage Publications.
• Avolio, B. J., & Bass, B. M. (2004). Multifactor Leadership Questionnaire Manual. Mind Garden.
• Judge, T. A., & Piccolo, R. F. (2004). Transformational and transactional leadership: A meta-analytic review. Journal of Applied Psychology, 89(5), 755–768.
• Hersey, P., & Blanchard, K. H. (2013). Management of organizational behavior: Utilizing human resources (10th ed.). Pearson.
• Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations (6th ed.). Jossey-Bass.
• Goleman, D. (1998). Working with emotional intelligence. Bantam Books.