Leadership style at graduate level


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Instructions: I have also attached all the article to use. please follow this instruction:
Green=Questions needed be answered.
Bold= Use my Answers to incorporate into the paper
Blue= the article to use for this paper and their references
Week2-Assignment2
In a 3- to 5-page paper (excluding the title page, references and appendices), you will address the following criteria:
? Report your findings from the quiz:
o What kind of leader were you?
Answer: Participative Leadership
o How does this fit into your beliefs about your leadership style?
My answer: This leadership style is absolutely in line with my belief. I have, multiple times, taken leadership quizzes from different organizations over the years and have consistently been given the participative, also called the democratic, leadership style. Although I ultimately make the final decision, I like my group to be considered, valued and consulted with. I believe when people are consulted with and their ideas are considered as a group member, they feel that they are part of the decision making team thus will commit to the condition required to achieve the goal. Research also shows that ?participative leadership, also known as democratic leadership, is typically the most effective leadership style? (Cherry, 2006).
? Examine the attributes of leadership that may be needed for graduate level nurses.
MY answer: One attributes that is important and needed for graduate level nurses is flexibility to adopt to all different styles of leadership as they will be faced with different situations from their expanded role and responsibilities.
? Analyze your personal leadership attributes you feel you have that will help you in your graduate nursing role. Also discuss those attributes that you feel you may need to develop in your graduate nursing role.
MY answer: I value my team member?s contribution. I wisely use their expertise in the positions they hold and make them a part of the decision making so they will share the responsibility of the result. I think, as a leader, this puts me in the best position to lead not only a collectively harmonious group but one that feels good about their work and value the judgment of their leaders because their leader cares about them as much as the work they are assigned to.
Finish with a quotation from a library article related to leadership in an advanced nursing role. Look in some of the known leadership journals like The Journal of Nursing Scholarship or Nursing Leadership Forum or the American Journal of Nursing, Journal of Nursing Administration, Nursing Administration Quarterly, Nursing Management or Health Care Management Review In a 3- to 5-page paper (excluding the title page, references and appendices), you will address the following criteria:
https://psychology.about.com/od/leadership/a/leadstyles.htm
Giltinane, C. L. (2013). Leadership styles and theories. Nursing Standard, 27(41), 35-39.
Kerfoot, K. M. (2013). Are You Tired? Overcoming Leadership Styles That Create Leader Fatigue. Nursing Economic$, 31(3), 146-151.
Use these three Articles I have also attached
https://web.b.ebscohost.com.southuniversity.libproxy.edmc.edu/ehost/pdfviewer/pdfviewer?sid=9a6c8051-ba55-46a8-8b2d-958bd29a7f7e%40sessionmgr110&vid=4&hid=107
https://web.b.ebscohost.com.southuniversity.libproxy.edmc.edu/ehost/detail/detail?vid=8&sid=9a6c8051-ba55-46a8-8b2d-958bd29a7f7e%40sessionmgr110&hid=107&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#AN=2012148993&db=rzh
https://psychology.about.com/od/leadership/a/leadstyles.htm
By Kendra Cherry
Psychology Expert
A leadership style refers to a leader’s characteristic behaviors when directing, motivating, guiding, and managing groups of people. Researchers have described many different types of leadership styles. The following are just a few of the most prominent leadership frameworks and styles that have been identified.
Lewin’s Leadership Styles
In 1939, a group of researchers led by psychologist Kurt Lewin set out to identify different styles of leadership.
While further research has identified more distinct types of leadership, this early study was very influential and established three major leadership styles. In the study, schoolchildren were assigned to one of three groups with an authoritarian, democratic or laissez-fair leader. The children were then led in an arts and crafts project while researchers observed the behavior of children in response to the different styles of leadership.
Authoritarian Leadership (Autocratic)
Authoritarian leaders, also known as autocratic leaders, provide clear expectations for what needs to be done, when it should be done, and how it should be done. This style of leadership is strongly focused on both command by the leader and control of the followers. There is also a clear division between the leader and the members. Authoritarian leaders make decisions independently with little or no input from the rest of the group.
Researchers found that decision-making was less creative under authoritarian leadership.
Lewin also concluded that it is harder to move from an authoritarian style to a democratic style than vice versa. Abuse of this method is usually viewed as controlling, bossy, and dictatorial.
Authoritarian leadership is best applied to situations where there is little time for group decision-making or where the leader is the most knowledgeable member of the group. The autocratic approach can be a good thing when the situation calls for rapid decisions and decisive actions. However, it tends to create dysfunctional and even hostile environments, often pitting followers against the domineering leader.
Participative Leadership (Democratic)
Lewin?s study found that participative leadership, also known as democratic leadership, is typically the most effective leadership style. Democratic leaders offer guidance to group members, but they also participate in the group and allow input from other group members. In Lewin?s study, children in this group were less productive than the members of the authoritarian group, but their contributions were of a much higher quality.
Participative leaders encourage group members to participate but retain the final say in the decision-making process. Group members feel engaged in the process and are more motivated and creative. Democratic leaders tend to make followers feel like they are an important part of the team, which helps foster commitment to the goals of the group.
Delegative (Laissez-Faire) Leadership
Researchers found that children under delegative leadership, also known as laissez-fair leadership, were the least productive of all three groups. The children in this group also made more demands on the leader, showed little cooperation and were unable to work independently.
Delegative leaders offer little or no guidance to group members and leave decision-making up to group members. While this style can be useful in situations involving highly qualified experts, it often leads to poorly defined roles and a lack of motivation.
Lewin noted that laissez-faire leadership tended to result in groups that lacked direction where members blamed each other for mistakes, refused to accept personality responsibility, and produced a lack of progress and work.
Observations About Lewin’s Leadership Styles
? “The autocratic-authoritarian cluster encompasses being arbitrary, controlling, power-oriented, coercive, punitive, and close-minded. The cluster has often been described in pejorative terms. Stripped of negatives (emphasized by so many social scientists), it means taking full and sole responsibility for decision and control of followers’ performance. Autocrats stress obedience, loyalty, strict adherence to roles. They make and enforce the rules. They see that decision are carried out. Powerful autocratic leaders throughout history have often been praised for their ability to develop reliable and devoted followers and to act as the principal authority figures in establishing and maintaining order.”
(Bass & Bass, 2008)
? “The democratic or egalitarian leadership cluster reflects concern about the followers in many different ways. Leadership is considerate, democratic, consultative and participative, employee-centered, concerned with people, concerned with maintenance of good working relations, supportive and oriented toward facilitating interaction, relationship oriented, and oriented toward group decision-making.”
(Bass & Bass, 2008)



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