Comparison of Leadership Models and Styles
Leadership models abound. For this assignment, you will have two parts submitted as one assignment. In Part One you will review an assortment of models and styles and make a comparison of servant leadership to other models of leadership, including at least one model of transformational leadership. Also, contrast how these models bring about change in organizations. In Part Two you will look at leadership styles, determine yours, and compare the results of the personal model inventory and your personal leadership style.
Use the following information to ensure successful completion of the assignment:
- Complete the “Personal Model of Leadership” tool to find your personal model.
- Complete the Leadership Development Questionnaire (“Leadership Development – Test One – What is your leadership style?”).
- Doctoral learners are required to use APA style for their writing assignments. The APA Style Guide is located in the Student Success Center.
- This assignment requires that at least two additional scholarly research sources related to this topic, and at least one in-text citation from each source be included.
- This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
- You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.
Write a 1,250-1,500 word paper that discusses how your personal model of leadership and leadership style may be applied in your work and how it compares to servant leadership and other models.
- Discuss your personal model of leadership and how you might apply it in your role as a doctorally prepared advanced practice nurse.
- Analyze how your personal model reflects a practice of servant leadership.
- Compare servant leadership to two other leadership models.
- Discuss how leaders implement each of the models and how they fit with your personal model.
- Contrast the effectiveness of these models to bring about change in an organization.
- Evaluate how your personal model of leadership works in conjunction with your leadership style.
- Develop an action plan using SMART goals (Specific, Measurable, Actionable, Relevant, and Timely) with an evaluation of personal development to work on two areas of personal improvement for your leadership style. The plan must include at least two SMART goals.
Comparison of Leadership Models and StylesLeadership models abound. For this assignment, you will have two parts submitted as one assignment. In Part One you will review an assortment of models and st
Home About us Self-assessment tests Virtual seminars News Courses Contact us Resources Links Career Development – Test One Results – What is your leadership style? The result of the test is as follows: Your main preference is using transformational leadership styles To find out more about Transformational Leadership, click hereTo find out more about Transactional Leadership, click hereTo find out more about Laissez Faire Leadership, click here About Leadership Styles Transformational Your Tranformational leadership score is 73 out of a possible 80. Transformational leadership style is made up of 4 elements: Idealized influence (II) describes leaders who are exemplary role models for team members. Leaders with idealized influence can be trusted and respected by others to make good decisions for the organization. Inspirational motivation (IM) describes leaders who motivate others to commit to the vision of the organization. Leaders with inspirational motivation encourage the team to reach new heights in service delivery. Intellectual Stimulation (IS) describes leaders who encourage innovation and creativity through challenging the normal beliefs or views of a group. Leaders with intellectual stimulation promote critical thinking and problem solving to make the organization better. Individual consideration (IC) describes leaders who act as coaches and advisors to their team. Leaders with individual consideration encourage others to reach goals that help both them and the organization. Your II score is 19 Your IM score is 18 Your IS score is 17 Your IC score is 19 Like the other styles, transformational leadership styles is not always appropriate. It is most successful when used with highly skilled or experienced team members, when implementing large-scale changes or resolving individual or group problems. The transformational leadership style is most effective when: you want others to share in decision-making and problem-solving duties you want to provide opportunities for team members to develop a high sense of personal growth and job satisfaction. there is a large or complex problem that requires lots of different inputs to solve. changes must be made or problems solved that affect large numbers of people you want to encourage team building and participation. Transformational leadership may not be appropriate when: there is not enough time to get everyone’s input it’s easier and more cost-effective for the manager to make the decision. there is a short-term crisis Transactional Your Transactional leadership score is 60 out of a possible 80. Transactional leadership style is made up of 2 elements: Contingent Reward (CR) describes leaders who provide rewards if, and only if, team members perform adequately and/or try hard enough. It contracts exchange of rewards for effort, promises rewards for good performance, recognizes accomplishments Management by exception (active) (MBEa) describes leaders who do not seek to change the exsiting working methods or team members so long as performance goals are met. The leader only intervenes if something is wrong. In this case, it is “active,” where the leader monitors the situation to anticipate problems. Your CR score is 30 Your MBEA score is 30 Sometimes transactional leadership is the most effective style to use. These situations can include: dealing with new team members who do not know which tasks to perform or which procedures to follow supervision based on detailed orders and instructions when team members do not respond to any other leadership style there is little time to make decisions Transactional leadership style may not be appropriate when: team members are demoralised, stressed or demotivated team members expect to have their opinions heard others begin depending on their leader to make all their decisions Laissez Faire Your Laissez-faire leadership score is 30 out of a possible 80. Laissez faire leadership style is made up of 2 elements: Laissez-Faire (LF) where the leader exercises little control over their team, leaving them to sort out their roles and tackle their work on their own. This approach can leave the team floundering with little direction or motivation. Management by exception (passive) (MBEp) describes leaders who do not seek to change the exsiting working methods or team membersso long as performance goals are met. The leader only intervenes if something is wrong. In this case, it is “passive,” where the leader does nothing until a problem or mistake has actually occurred. Your MBEP score is 12 Your LF score is 18 Laissez faire may be an effective style to use when: team members are highly skilled, experienced, and educated team members have pride in their work and the drive to do it successfully on their own outside experts, such as staff specialists or consultants are being used This style may not be appropriate when: it makes team members feel insecure the leader cannot provide regular feedback to let the teamknow how well they are doing. leaders are unable to thank team members for their good work. the leaders doesn’t understand their responsibilities and is hoping the team can cover for them