Free sample paper on Organization Leadership

 

Organization Leadership

For an organization to succeed, it requires an effective leader and a reliable team on his or her back. According to Neumann, the teams also needs to trust their leader after decisions are made and work with them, not blindly, but because they have made the decisions together (56). The team head uses a high question-to-statement ratio to ensure technical input and challenges the team; who are supposed to argue to unify their mindsets, not to look smart. In my experience, I have worked for an inefficient leader. In the field of marketing, the leader did not like being challenged. Whenever there was a correction to be made, one would rather be silent than risk being dismissed. The decisions he made were final resulting to low sales of the product which would be fixed if he accepted to learn what we had discovered when we were working
For an organization to succeed, it requires an effective leader and a reliable team on his or her back according to Renko et al. he teams also needs to trust their leader after decisions are made and work with them, not blindly, but because they have made the decisions together (78). The team head uses a high question-to-statement ratio to ensure technical input and challenges the team; who are supposed to argue to unify their mindsets, not to look smart. In my experience, I have worked for an inefficient leader. In the field of marketing, the leader did not like being challenged. Whenever there was a correction to be made, one would rather be silent than risk being dismissed (Neuman 66). The decisions he made were final resulting to low sales of the product which would be fixed if he accepted to learn what we had discovered when we were work
For an organization to succeed, it requires an effective leader and a reliable team on his or her back The teams also needs to trust their leader after decisions are made and work with them, not blindly, but because they have made the decisions together. The team head uses a high question-to-statement ratio to ensure technical input and challenges the team; who are supposed to argue to unify their mindsets, not to look smart. In my experience, I have worked for an inefficient leader. In the field of marketing, the leader did not like being challenged (Diana et al. 104). Whenever there was a correction to be made, one would rather be silent than risk being dismissed. The decisions he made were final resulting to low sales of the product which would be fixed if he accepted to learn what we had discovered when we were working.
Work Cited
Neumann, Yoram, and Edith F. Neumann. “The president and the college bottom line: The role of strategic leadership styles.” Library Consortium Management: An International Journal (2013).
Renko, Maija, et al. “Understanding and measuring entrepreneurial leadership style.” Journal of Small Business Management 53.1 (2015): 54-74.
Strom, Diana L., Karen L. Sears, and Kristine M. Kelly. “Work engagement: The roles of organizational justice and leadership style in predicting engagement among employees.” Journal of Leadership & Organizational Studies 21.1 (2014): 71-82.

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