Many Argue That The Single Largest Variable In Organizations

Many Argue That The Single Largest Variable In Organizational Success

Many argue that the single largest variable in organizational success is leadership. Effective leadership can transform an organization and create a positive environment for all stakeholders. In this assignment, you will have the chance to evaluate a leader and identify what makes him/her effective. Consider all the leaders who have affected your life in some way. Think of people with whom you work—community leaders, a family member, or anyone who has had a direct impact on you.

Choose one leader you consider to be effective. This can be a leader you are personally aware of, or someone you don’t know, but have observed to be an effective leader. Write a paper addressing the following: 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 4-page paper in Word format (4-page count does NOT include cover/title page or reference page). Apply APA standards to citation of sources. By Wednesday, June 8, 2016, deliver your assignment.

Paper For Above instruction

Leadership remains a pivotal factor influencing organizational success, and selecting an effective leader to analyze offers valuable insights into leadership qualities and practices. The leader I have chosen to evaluate is Nelson Mandela, whose leadership profoundly impacted both South Africa and the world. His unique qualities and strategic approach exemplify effective leadership, making him an ideal subject for this analysis.

Nelson Mandela’s influence on me is deeply rooted in his unwavering commitment to justice, reconciliation, and resilience. His leadership exemplified moral integrity, vision, and humility, which inspired me to believe in the power of perseverance and ethical action. Mandela’s ability to transcend personal adversity and foster national unity demonstrates qualities that I strive to emulate in my own leadership endeavors.

Mandela’s effectiveness stemmed from several key characteristics. First, his unwavering integrity and moral courage allowed him to stand firm against oppression even at great personal cost. His vision for a democratic and inclusive South Africa galvanized others and provided a clear sense of purpose. Additionally, his exceptional communication skills facilitated dialogue and trust among diverse groups, essential in his efforts to dismantle apartheid peacefully. Lastly, his resilience under pressure, demonstrated through his years of imprisonment and continued activism, underscores his inner strength and dedication.

To objectively assess Mandela’s leadership, I employed the transformational leadership scorecard developed by Bass and Avolio (1994), which evaluates attributes such as idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Using this scale (1-5), I rated Mandela highly across these categories: his idealized influence and inspirational motivation scored a 5, reflecting his ability to serve as a moral role model and motivate followers toward a shared vision. His capacity for intellectual stimulation and individualized consideration also received scores of 4, recognizing his efforts to encourage innovative thinking and address individual needs in leadership and reconciliation processes.

Critiquing Mandela’s skills against the course’s required readings reveals alignment with principles of ethical and transformational leadership. For instance, Burns (1978) emphasizes the importance of moral purpose and inspiring followers, which Mandela exemplified through his lifelong dedication to justice. His ability to adapt to various challenges, including state repression and internal dissent, aligns with Yukl’s (2013) discussions on adaptive leadership. Nevertheless, a potential area for growth would involve leveraging more contemporary technological tools and social media to extend his influence and engagement, especially with younger generations.

Based on what I have learned from the course and supplementary sources such as Harvard Business Review and Wall Street Journal articles, I recommend that future leaders like Mandela could enhance their impact by integrating digital communication strategies to promote transparency and community engagement further. Although Mandela was a master of face-to-face dialogue, contemporary leadership increasingly demands mastery of virtual platforms for broader influence. Additionally, fostering more inclusive innovation and empowering emerging leaders within the movement could sustain his legacy and adapt to evolving societal contexts.

Building his leadership profile, I incorporated insights from scholarly sources, including Northouse (2018), who emphasizes the importance of transformational and servant leadership qualities. Personal reflections on observing Mandela’s leadership during my studies augmented the profile, illustrating his balanced focus on moral purpose, empowerment, and strategic vision. Internet sources such as BBC’s biography on Mandela and Harvard Business Review articles on leadership adaptability provided contemporary perspectives, enriching the analysis.

References

• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Burns, J. M. (1978). Leadership. Harper & Row.
• Yukl, G. (2013). Leadership in Organizations (8th ed.). Pearson.
• Bennis, W. G. (2009). On becoming a leader. Perseus Publishing.
• Harvard Business Review. (2019). The Digital Leader: The Future of Leadership in a Digital Age. Harvard Business Publishing.
• Wall Street Journal. (2020). Leadership in Turbulent Times. Dow Jones & Company.
• Boehm, S. (2020). Leadership Lessons from Nelson Mandela. Harvard Business Review. https://hbr.org/2020/07/leadership-lessons-from-nelson-mandela
• BBC. (2013). Nelson Mandela: The Life and Legacy. British Broadcasting Corporation.
• Goleman, D. (2000). Leadership that Gets Results. Harvard Business Review, 78(2), 78–90.