3 replies a min of 200 words with or without reference
I’m working on a health & medical discussion question and need a sample draft to help me understand better.
answer the 3 responses in a min 200 words for each question with or without a reference.
1. According to Krishnan (2005) Transformational leadership consists of four factors—charismatic leadership or idealized influence, inspirational leadership or motivation, intellectual stimulation, and individualized consideration. Followers have complete faith in charismatic leaders, feel proud to be associated with them, and trust their capacity to overcome any obstacle. This complete faith in the leader and the respect that is generated serves as a major strength to this form of leadership. Transformational leaders are exceptional at generating change, whether the change is good or bad for the organization.
According to Krishnan (2005) the LMX theory focus on the dyadic relationship between leader and follower where leaders and followers develop dyadic relationships. Unfortunately, many leaders will treat individual followers differently, resulting in two groups of followers. There is an in-group and an out-group. The in-group consists of a small number of trusted followers with whom the leader usually establishes a special higher quality exchange relationship. LMX Leaders can enjoy many of the same benefits as Transformational leaders in that the in-group may consider them to be endearing, charismatic, trustworthy, etc., and will offer great support to the LMX Leader.
So what about Donald Trump and Barak Obama? In your opinion, where do they fit in? Are they both transformational? Does any one of these gentlemen use the LMX approach?
2. Many of us as leaders have our go-to persons. These are the individuals that understand us and the organization. They mesh well with the culture and have established a track record of getting things done.
I like to think of these people as the in-group. Many of us (who may have an in-group) justify the existence of the in-group based on the criteria that these individuals have displayed to gain our trust. The out-group can be viewed as individuals who have not met that criteria or may have not lived up to our expectations; therefore, this group is assigned less favor.
Below is a link to a blog written by Eric Lindstrom. Eric Lindstrom implies that there are some ethical concerns regarding the leader-member exchange theory that sometimes get overlooked. Some of you may have highlighted this issue in your post. In fact, Aliya alluded to the negative culture that the theory may generate.
So after reading the blog, what are your thoughts on the ethical nature of the LMX theory?
https://sites.psu.edu/leadership/2018/03/05/is-the…
1. Conscious capitalism can be broken down to an organization operating ethically and making the consideration to serve the various stakeholders i.e. employees, and not just high-level leaders and those who have a financial stake in the company. This philosophy focuses more on the employee’s needs and how investing in them can in turn benefit the organization (Kenton, 2018).
2. Conscious leadership is a skill that focuses on reflection, identifying strengths and weaknesses, how actions affect others. The focus is on how the team can work together by creating individual and group awareness, tracking performance, and guiding evolution. With that, the group can create a stronger and powerful force while constantly looking forward to the future. Stakeholder orientation is important as well. It is important also to consider who the actual stakeholders are within the organization (i.e. patients, customers, vendors, employees, local organizations, etc.). Essentially, just like a well-operating ecosystem, a healthy stakeholder culture leads to a healthy business system. A conscious culture is being aware of the underlying ideas, principles, and practices of an organization. In many organizations culture can be the most powerful component in the success and continued growth of an organization. “The most sustainable competitive advantage a company has is a deep, rich, powerful, values-driven culture” (Conscious Connection, 2014). A higher purpose is essentially where the motivation to be successful comes from. For some organizations, the higher purpose is just growth and development, and for others, the higher purpose might be spiritual or want to engage and inspire people. The purpose in many cases is the driving force behind an organization.
3. I can think of many organizations that I frequent where the organization as a whole has excellent guiding principles, however, the individual stores themselves leave more to be desired in terms of experience and attitude of employees. It may be my own personal perception and want for a better experience. I feel as a culture we have begun to forget the power of good customer service and creating a strong relationship between organization and customer regardless of the industry. Especially in healthcare, where patient satisfaction is the backbone of reimbursement in any case, customer service is imperative to ensure continued ability to grow and serve a community.
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