Virtual Leadership and Technological Competence: New Directions of Organizational Dynamics Paul Hayes JR. Indiana Institute of Technology OLM 7004 The intent of this paper is to demonstrate the dimension of technological competence plays in enabling more effective virtual leadership and producing a more innovative organization. For the purposes of this paper the researcher will define technological competence (Acur‚ Kandemir‚ de Weerd-Nederhof‚ & Song‚ 2010) as the phenomenon of
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Abstract Almost all leadership theories are based on the relative importance assigned to the leader versus the follower in mission accomplishment. Those who believe that leaders are sufficiently enlightened or heroic examples of bold leaders such as Napoleon‚ Alexander‚ and Frederick the Great favor the authoritarian model of leadership. "Leadership remains the most baffling of arts as long as they do not know exactly what makes leaders get up out of a hole in the ground and go forward in the face
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Management and Leadership Paper Within the organizational structure of most businesses you will likely find management and leadership coexisting. Commonly‚ the words are often substituted for on another. However‚ each word has a distinctly different definition. A manager does not necessarily make a good manager. Management is defined as those individuals in an organization that have the authority and the responsibility to manage the organization through the control of production processes and
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Transformative Leadership in a Nonprofit Organization Yulanda Harris EDD8100 – Foundations of Educational Leadership and Management 1 April 21‚ 2013 Capella University Abstract A transformative leader is a leader who can bring about influential change in others. These leaders not only transform essential change‚ they change the way we think and act. Transformative leaders create practices and processes in organizations proactively. In addition‚ transformative leaders can be found
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Personal Leadership Reflection My whole life I’ve been fascinated with great leaders and had been fortunate to be in close proximity with some of the people leaders of my country at a very young age. You see‚ my family’s business is politics or public service as it is often referred to in the United States. My grandfather was among the very few that had the opportunity to get a college education in the U.K. in the 1940s before we gained independence in 1961. They were trained as leaders to run the
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POSITION PAPER ON LEADERSHIP AND ETHICS 1. In Self-Assessment and Your Right to Lead: A Leadership Primer by Gene Kamena‚ he explains a model called the Right to Lead Assessment Model (RLAM). The whole purpose of the RLAM is to help leaders provide themselves with self-assessments on their leadership qualities. Now in this model are important characteristics of leadership. Now why all of these are important I believe that competence‚ personality‚ and trust are among the most important of them
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many types of modern approaches to leadership. It is where leaders try to motivate their followers in order to achieve agreed goals. In order for followers to achieve the set goals‚ leaders must be able to motivate followers and help build their confidence towards reaching the goals. It is heavily focused on employee satisfaction and their input towards their job which‚ in turn‚ will motivate them to achieve more. This is a perfect example to show that leadership does not start from the top then down
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ANALYSIS OF THE CONCEPTS OF LEADERSHIP AND MANAGEMENT INTRODUCTION Everyone manages. We manage our finances‚ time‚ careers‚ and relationships. We tend not to think of these activities as “managing” or of ourselves as being “managers.” Nevertheless‚ they are. These examples of managing or being managers are relatively simple and straightforward‚ even though we may find many of them fraught with difficulty. It is when the concepts of managing or being a manager are applied to organizations that
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its regarding situational leadership In the organization‚ one of the major issues was behavioral imbalance of reporting managers with their staff. As it was quite clear from complaints‚ some managers were very harsh and others were over generous. Huge task was to develop a leader out of them‚ as they did not practice true characteristics of a leader. It was inevitable for the company to overcome from this as in the long run due to lack of these critical components an organization may face inadequacy
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The first comprehensive contingency model for leadership was developed by Fred Fiedler. The Fiedler contingency model proposes that effective group performance depends on the proper match between the leader’s style and the degree to which the situation gives control to the leader. Identifying Leadership Style: Fiedler believes a key factor in leadership success is the individual’s basic leadership style. So he begins by trying to find out what that basic style is. Fiedler created the least preferred
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