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The author points out that leaders and followers have a symbiotic relationship. According to the author, “Today’s followers are tomorrow’s leaders” (Frisina 2005) Leaders ought to practice democratic leadership that strengthens the relationship with the followers.
The author distinguishes the value of communication to the four types of generations (veterans, baby boomers, Generation X, and Generation Y). According to the author, employees in Generation Y thrive on extrinsic motivation. For example, a young nurse would most likely be tensed and have minimal experience in attending to her duties. If the supervisor provides instant gratification and rewards the nurse, she would be extrinsically motivated to work. This is unlike the veteran and baby boomers that have the experience and have achieved job satisfaction. This category of employees thrives on intrinsic motivation and job security. Different generations have different characteristics. For example, a veteran may find it easier to work in the office for the entire working hours. On the other hand, an employee from generation Y would prefer doing field work for the entire working hours. It is important to delegate jobs depending on the general characteristics of the respective generation. The most important aspect of communication is the mode of delivering information. All the four generations prefer different modes of communication. Veterans would be more comfortable with face-to-face interactions while employees from both Generations X and Y would prefer communication backed by technology. For example, a healthcare facility would open up a page on social media to reach out to the younger generation. On the other hand, veterans would prefer to visit the facility physically for
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They are also liable for maintaining and implementing organizational instructions and working procedures. It is in this context that leaders perform as representatives of organizations who play a major role in serving the association for its betterment through the development of a cooperative and coordinated relationship among their subordinate employees.
What are the constraints a leader might face and what are the dilemmas a follower might find himself in? These are the questions that are to be answered in this reflective paper, and the basis of the topics that are to be further built upon. In the initial phase, the term terms shall be described.
It should be noted that the examination of different leadership and followership styles will be done in the context of the movie Lion King. As a matter of fact, Lion King (Movie 1) is an animated movie that was released by Walt Disney in the year of 1994.
The moot point of the article as put by Allio is that why bad leaders are not recognized much before they bring damage to the organization, and how good people who lack the leadership trait but are excellent in
Effective communication between the leaders and the followers is the core of successful leadership and followership. This paper analyses my perspectives of leadership, followership and effective communication methods, focusing
From executive suites to the religious pulpits, followers still demonstrate evident support of the toxic behaviors despite their negative consequences such as stress and demotivation in the workforce and lowered performance in the organization as a whole. How
Management can be autocratic or participative. Autocracy is associated with absolute ruling by the boss or rather the senior management. Participative management style on the other hand encompasses an approach that diversifies ruling and governing of the firm.
A leader explores opportunities and threats before they materialize (Freedman, 2012). The leader, being a decision maker, designs and formulates strategies that the team members adopt to achieve their goals and
Conversely, Lattice structure tends to emphasize self-commitment, direct transactions, natural leadership and a lack of assigned authority. Evidently, the case has showed that employees at W.L. Gore & Associates have sponsors but
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