This essay explores what followers want from their leaders with regard to communication, style, quantity, and type. This research involves different companies, and the bridge between the leader and the follower is communication…
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This paper illustrates that a leader is expected to be honest, and manage to gain his followers’ trust, as the latter determine if the leader is effective or not. Moreover, followers are in a position to determine whether a leader should be followed or not. Followers are different and hence require different forms of leadership. For instance, new employees may require more supervision compared to experienced employees, while an employee who is de-motivated may require a different form of leadership compared to the motivated employee. The growth of followers is determined by the effectiveness of a leader. Generally, there exist several types of followers, including the effective follower, who is independent and active, the conformist follower who is dependent of the leader but also active, and the alienated follower who is independent but not much of a team player. In addition, there is the passive follower who is prone to resistance and therefore requires a high level of supervision, and the pragmatic follower who is normally stuck in the middle, as he is not sure on his stand and sometimes maximize on their self-interest only. In addition, leadership varies with situations, such that a certain type of leadership may be applicable in one situation but it may not be applicable in another. Leaders and followers differ in that everyone can be a follower but not all can be leaders since leadership is not only a position defined by a state of mind and character. Followership is the willingness to follow a leader or to be led; however, a leader can as well be a follower, as he has to follow his superiors and his followers. For instance, in the case of a flight captain who gives orders to his crewmembers, if the crew does not understand, he goes ahead and teaches them on how to attend to that particular matter, thereby becoming a follower since he reacted to the actions of his followers. In this research, a selection of followers was made from nurses who report to doctors, a clerk who reports to the manager, a personal secretary who reports to the managing director and technician who reports to the head engineer.
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The present research reveals that contextual factors do impact upon the effects of transformational leadership upon employee creativity. The contextual factors examined in the present research are organizational climate and identification with leader. The organizational climate has been found to be neutralizer in terms of negating the effect of transformation leadership.
The phenomenon itself has been a subject of research as to whether First mover advantage as was initially perceived exists or not, besides its scope and sustainability have long been discussed by both the business and academic community. First Mover advantage is the advantage gained by the first major entrant of a market.
2-What is your background, in terms of education and experience? Construction is my family business. My father and grandfather had been into this business throughout their life. Since my childhood, I have been watching them build houses. I had the required experience and the capital, so I opened my own construction firm after completing the bachelor program of Civil Engineering.
Majority of leaders’ tasks is based on communication with the followers. Communication results in good leader-follower relationship which is vital for organizational effectiveness. It can increase the satisfaction level of customers as well as helps to retain followers.
These companies has no ambition in the market and hence they do not feel like doing something innovative and they only consider what other companies are doing in the market and replicate the same strategy into their operations and actions. Therefore, these companies are often seen lagging behind competition.
I earnestly enjoyed playing the leadership role, but perhaps, however, I never truly understood exactly what it was to be a leader until the time I helped lead my team to a win during an important team match game. The game was in the final round of 2000 C.U.B.A.
The four basic management functions are planning, organizing, leading and controlling. Good leaders are not always born, they are made - this can be done by a constant process of training, self-study, education and experience. Not every leader follows the same pattern; there are different leadership styles that are adopted for success.
Transactional and transformational leadership are two leadership styles that are considered to be at diametrically opposed ends, as originally explained by Burns, a leading thinker on leadership theory a few decades ago (2010). Transactional leadership,
The author of the text touches upon the impacts of globalization and provides the ideas expressed by investigators concerning the issue. Thus, according to Stubblefield, the leader-follower relationship is the connection that exists between the leaders and the subordinates. Notably, the nature of the relationship affects the quality of their performance.
The above model shows the key elements for high performance talent leadership; the center circle show main elements that are usually involved in talent management and the other four elements pointing to the circle show additional elements to
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