Organizational Management & Leadership- Personal Leadership Philosophy

.docx
School
John Brown Univeristy **We aren't endorsed by this school
Course
BUS MISC
Subject
Business
Date
Nov 7, 2023
Pages
13
Uploaded by DeanExploration7479 on coursehero.com
Kai Thng 4-30-2023 Personal Leadership Philosophy In today's time, there is a need for quality leaders in all levels of business as the world becomes more interconnected and technologically advanced. Quality leaders can make or break a company and one of the biggest pieces of evidence of this is the fact that when people think of the most successful companies in today's time such as Tesla, Microsoft, Amazon, and Apple, they cannot help but also think of the leaders who helped mold the company into what it is today like Elon Musk, Bill Gates, Jeff Bezos, or Steve Jobs. Understanding what makes leaders like this successful, in terms of traits, behaviors, or skills, is critical in learning how a person themselves can be a great leader. Three of the most important traits, behaviors, skills that a leader should possess is the the character trait of integrity, the behaviors of servant leadership, and having the skill of emotional intelligence. Traits are a set of identifiable characteristics or attributes that one could ascribe to different people.They are something that make each person unique, but they are something that can be further developed in a person's life and practice with more effectively. Not only a great, prestigious five-star general, but also the 34 th president of the United States Dwight D. Eisenhower had this to say about the importance of integrity, "The supreme quality for leadership is unquestionably integrity. Without it, no real success is possible, whether it is on a section gang, a football field, in an army, or in an office". (Goodreads, 2023). In the article Leader Behavioral Integrity and Employee In-Role Performance, authors Choi, Yoon, and Kim explore the importance of leaders' integrity on employee performance. In this study, 300 employee-manager pairs were given a survey and 227 responses were returned. Using a number
of questions, the study concluded that leader behavioral integrity is positively related to both coworker support and in-role performance. Using these results, the study showed that one of the most important ways that leader behavioral integrity can influence employee's behaviors is through coworkers' supportive behaviors. This study emphasizes the fact that one of the most important effects of using leader behavioral integrity as a basis for selection is it can increase cooperativeness among team members (Choi, 2020). Another article by Karthik, talks about the idea that integrity is the very foundation of good leadership. In this article, integrity is defined as "the quality of being honest and, having strong moral principles; moral uprightness" (Karthik, 2022). Integrity is seen as important for three key reasons. First, leaders with integrity builds trust among followers, since the leaders can be trusted to stay committed to the values they profess. Next, integrity is important because times of adversity leaders with integrity can be counted to make the right choices instead of taking the easy way out. Finally, leaders with integrity inspire confidence among their followers since they know they will be treated fairly and honestly (Karthik, 2022). One of the most researched and important models of leadership is servant leadership and it has been shown to be effective and applicable through a number of studies. In a 2018 article Mark Tarallo, talks about servant leadership and how they are changing the dynamic of traditional leadership by having the leaders at the bottom of the the leadership model instead of the top. In this scenario, the leaders look to the needs of their employees first in order to empower and life up those that are under them. In this model, there is a lot less class structure and leaders use humility rather than their power to unlock their workers' potential. This leads to increased performance and cooperation (Tarallo, 2018). Unlike traditional structures where the interactions between managers and employees are transaction based, under the servant leadership
model it is more than just that instead managers seek to help employee's realize their purpose under the mission of the company itself. This leads to staff being engaged, innovative, and goal driven in their roles for the company. In order for this style of leadership to take place, the author posits that several things must take place for this model to work. First, the leader cannot be selfish because this will undermine the mission of helping those that they are in charge of. Next the organization must be supportive and welcoming of this leadership style so the both leaders and workers have the resources and encouragement to help each other succeed and not feel pressured by other obligations. Also it is vital that leaders themselves take time to cultivate their character because servant leadership is rooted in leading with one's actions instead of just using words (Tarallo, 2018). Turing to some of the research that has been conducted on this topic, "Effects of Servant Leadership on Satisfaction with Leaders: Inclusion of Situational Variables" by Duky Charles looks into the affect that servant leadership has on worker satisfaction, while including other situational variables such as job demands, pay fairness, perception of organizational support to make the survey more robust. Four hypothesis are proposed, the first is that servant leaderships yields positive effects on followers' satisfaction and the next three are that the different situational variables will moderate the effects of that servant leadership does have on employee satisfaction in either a positive or negative sense (Jutkeiewicz, 2008). According to the model and the results, only the first hypothesis is actually supported meaning that servant leadership is shown to yield positive effects on employee satisfaction and the moderating variables were not shown to be significant meaning that job demands, fairness in pay, and organizational support do not significantly modify the effect that leader integrity has on employee satisfaction (Jutkeiewicz, 2008).
Page1of 13
Uploaded by DeanExploration7479 on coursehero.com