No Plagiarism After Reading Chapters 8 And 9 In The Textbook

No Plagiarismafter Reading Chapters 8 And 9 In The Textbook Write A P

No Plagiarismafter Reading Chapters 8 And 9 In The Textbook Write A P

NO PLAGIARISM After reading Chapters 8 and 9 in the textbook, write a paper or record a video of yourself including the below information: a description of each leadership approach (transformational and authentic approach) explain the strengths and challenges of each giving real world examples briefly discuss how these leadership skills are applicable to the workplace today, and reflect on how these leadership are similar or differ from your leadership style or the leadership style of a leader that you know. The paper should be two to three (2-3) pages in length and be typed, double-spaced using 12 point Times New Roman font. Be sure to cite any sources that you use in APA format, both throughout the body of your paper and using a 'References' page at the end of your paper.

If you decide to do a video, please see the instructions below. Your video should be a minimum of five minutes in length and no longer than 15 minutes.

Paper For Above instruction

Introduction

Leadership theories provide critical insights into how individuals can effectively influence, motivate, and guide others within various organizational contexts. Among these, transformational and authentic leadership approaches have garnered significant attention due to their emphasis on ethical standards, personal development, and positive change. This paper explores these two leadership styles in detail, analyzing their core principles, strengths, challenges, and their relevance to contemporary workplace environments. Additionally, personal reflection on how these styles compare to my own leadership approach or that of a leader I admire will be provided.

Transformational Leadership

Transformational leadership, as introduced by James Burns (1978) and expanded by Bernard Bass (1985), emphasizes inspiring and motivating followers to transcend their personal interests for the good of the organization. Transformational leaders are characterized by their ability to create a compelling vision, foster innovation, and empower their followers through encouragement and support. This approach encourages leaders to serve as role models and develop their followers through mentorship and intellectual stimulation.

Strengths of Transformational Leadership:

One of its key strengths is its capacity to drive organizational change and innovation. Leaders who adopt this approach inspire high levels of commitment and morale among followers, which often results in increased productivity and job satisfaction (Bass & Riggio, 2006). For example, Steve Jobs exemplified transformational leadership by inspiring Apple employees to innovate and push the boundaries of technologyInnovation.

Challenges of Transformational Leadership:

However, this approach can sometimes lead to excessive dependence on the leader’s charisma, risking a lack of sustainability if the leader departs (Avolio & Gardner, 2005). Additionally, the process of inspiring change may encounter resistance within traditional or bureaucratic organizations.

Authentic Leadership

Authentic leadership centers around genuine behavior, transparency, and ethical conduct. Leaders who embrace this style are true to their values, fostering trust and loyalty among followers (Walumbwa et al., 2008). Authentic leaders prioritize self-awareness, openness, and integrity, which contribute to a positive relational environment.

Strengths of Authentic Leadership:

The primary strength is the cultivation of trust and long-term loyalty. Followers tend to feel more engaged and committed when they perceive their leaders as authentic and truthful (Luthans & Avolio, 2003). For example, Howard Schultz’s authentic leadership at Starbucks contributed to building a resilient and ethically driven corporate culture.

Challenges of Authentic Leadership:

A challenge lies in maintaining authenticity consistently across different situations and managing personal vulnerabilities without compromising authority. Moreover, overly emphasis on self-awareness may result in leaders becoming overly self-critical, potentially impacting decision-making.

Application to the Modern Workplace

Both transformational and authentic leadership styles are highly applicable in today’s dynamic and ethically conscious workplaces. Transformational leadership fosters innovation and adaptability essential in rapidly changing industries such as technology and healthcare. Authentic leadership, on the other hand, is crucial for building organizational cultures based on trust, transparency, and ethical standards, increasingly demanded by customers and employees alike.

Personal Reflection

Reflecting on these styles, I find that my leadership approach aligns more closely with authentic leadership. I value transparency and integrity and strive to be genuine in my interactions. However, I recognize the importance of incorporating transformational elements, such as inspiring a vision and motivating others, to enhance my effectiveness. A leader I admire demonstrates authentic qualities by being transparent and ethical, yet also embodies transformational traits by inspiring their team to pursue excellence and innovation.

Conclusion

Transformational and authentic leadership approaches offer valuable insights into effective leadership in modern organizations. While each has unique advantages and challenges, both emphasize ethical behavior, inspiration, and the development of followers. Integrating these styles can lead to sustainable, innovative, and trust-based organizational cultures. Personal reflection indicates that balancing authenticity with transformational qualities can enhance my leadership skills and positively impact my professional environment.

References

• Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
• Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership. Psychology Press.
• Burns, J. M. (1978). Leadership. Harper & Row.
• Luthans, F., & Avolio, B. J. (2003). Authentic leadership: A positive developmental approach. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive Organizational Scholarship (pp. 241-254). Berrett-Koehler.
• Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89-126.
• Howard Schultz (2011). Onward: How Starbucks fought for its life without losing its soul. Rodale Books.