Many Argue That The Single Largest Variable In Organization

Many Argue That The Single Largest Variable In Organizational Success

Explain how this leader has influenced you and why you think he or she is effective. Analyze what characteristics or qualities this person possesses that affected you most. Rate this leader by using a leadership scorecard. This can be a developed scorecard, or one you develop yourself. If you use a developed scorecard, please be sure to cite the sources of the scorecard. Once you have identified your scorecard, rate your leader. You decide what scores to include (for example, scale of 1–5, 5 being the highest) but be sure to assess the leader holistically across the critical leadership competencies you feel are most important (for example, visioning, empowering, strategy development and communication). Critique this individual’s skills against what you have learned about leadership so far in this course.

Consider the following: How well does he/she meet the practices covered in your required readings? How well has he/she adapted to the challenges facing leaders today? If you could recommend changes to his/her leadership approach, philosophy, and style, what would you suggest? Why? Using the assigned readings, the Argosy University online library resources, and the Internet including general organizational sources like the Wall Street Journal , BusinessWeek , or Harvard Business Review , build a leadership profile of the leader you selected.

Include information from personal experiences as well as general postings on the selected leader from Internet sources such as blogs. Be sure to include 2–3 additional resources not already included in the required readings in support of your leadership profile. Write a 3–5-page paper in Word format. Apply APA standards to citation of sources. Use the following file naming convention: LastnameFirstInitial_M2_A2.doc.

Paper For Above instruction

The significance of leadership as the primary determinant of organizational success has been widely debated and supported across scholarly and practical domains. Among various leaders, one individual who profoundly influenced my personal and professional development is Nelson Mandela, whose leadership qualities exemplify resilience, integrity, and visionary thinking. His leadership not only facilitated the end of apartheid in South Africa but also paved the way for a more inclusive and empathetic society, significantly impacting my understanding of effective leadership.

Nelson Mandela’s influence on me stems from his unwavering commitment to justice, reconciliation, and societal change. His leadership demonstrated an ability to withstand immense adversity while maintaining integrity and a focus on long-term societal transformation. Mandela’s leadership was characterized by qualities such as humility, resilience, and strategic vision, which I find particularly inspiring and effective.

The characteristics that affected me most include his resilience in facing incarceration for 27 years, his capacity for forgiveness during post-apartheid reconciliation, and his strategic vision for a united South Africa. Mandela’s humility—evident in his willingness to listen and collaborate—enabled him to gain the trust of diverse stakeholders, fostering reconciliation and peace. His resilience underscored his capacity to endure hardships without sacrificing his moral compass, inspiring me to persist through challenges with integrity.

To evaluate Mandela’s leadership, I employed the transformational leadership scorecard developed by Bass (1985), which assesses dimensions such as idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Using a 5-point scale, Mandela scores highly across all categories, particularly in idealized influence (5), embodying a role model whose actions and ethics inspire others, and inspirational motivation (5), motivating others toward a shared vision of equity and reconciliation. He also demonstrates high levels of intellectual stimulation (4), encouraging critical thinking and new approaches to societal problems, and individualized consideration (4), showing empathy and concern for individual stakeholders.

Mandela’s leadership aligns well with current practices emphasized in the required readings. His ability to adapt to complex socio-political landscapes and address contemporary challenges such as social inequality and racial division reflect advanced leadership skills. However, some critiques suggest that his approach might benefit from more emphasis on strategic innovation and leveraging modern communication channels. A potential recommendation involves embracing technological tools for wider national engagement and communication, enhancing transparency and collaboration.

From a scholarly perspective, Mandela exemplifies transformational leadership, which emphasizes inspiring followers through a compelling vision, fostering mutual respect, and encouraging shared goals (Bass & Avolio, 1994). His leadership aligns with the emphasis on emotional intelligence, resilience, and moral integrity, as outlined in Goleman’s (1998) work on emotional intelligence and leadership effectiveness.

In conclusion, Nelson Mandela’s leadership demonstrates qualities that are essential for effective leadership in today’s complex world. His resilience, vision, humility, and ability to foster reconciliation exemplify the core competencies outlined in contemporary leadership frameworks. While his approach is highly effective, integrating modern communication strategies could further enhance his impact. Overall, Mandela’s leadership continues to serve as a powerful model for aspiring leaders worldwide.

References

• Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.
• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Goleman, D. (1998). Working with emotional intelligence. Bantam Books.
• Northouse, P. G. (2018). Leadership: Theory and practice. Sage publications.
• Yukl, G. (2012). Leadership in organizations. Pearson Education.
• Harvard Business Review. (2009). The limits of transformational leadership. Harvard Business Publishing.
• South African Government. (1994). Nelson Mandela’s speech on reconciliation. Retrieved from https://www.gov.za
• McCleskey, J. A. (2014). Situational, transformational, and transactional leadership theories. Journal of Business Studies Quarterly, 5(4), 01-12.
• Robinson, S. P., & Judge, T. A. (2019). Organizational behavior. Pearson.
• Harvard Business Review. (2017). Leadership in complex organizations. Harvard Business Publishing.