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The leader

2019-07-02 来源: 51due教员组 类别: Essay范文

下面为大家整理一篇优秀的essay代写范文- The leader,供大家参考学习,这篇论文讨论了领导者。领导者必须掌握尽可能多的领导概念,以便以后在工作中使用它们。对于追随者来说,他们也可以用这些领导理念来武装自己,以便有一天当他们被提升为领导者时可以使用这些理念。与此同时,领导者最好根据情境找出最合适的领导风格,这样所有的任务和目标最终都能很好地实现。

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Reflective Journal

Introduction

It is known to us that leadership competency is a necessity for one to be a good leader so that one can effectively lead his/her subordinates. It is obvious that a leader has to learn from other skilled leaders so that he/she can improve his/her leadership in the long run. In the meantime, it will be better for the leaders to use plenty of concepts concerning leadership in order that they can later implement the leadership theory into practice all the time. Nevertheless, what cannot be neglected is that different leaders are with different leadership styles and each and every one of them have to nurture a leadership style that fits themselves the best. Therefore this reflective journal aims to analyze three learning events together with one ethics learning event, which hopes to give some insightful suggestions as for how to become a better leader in the workplace or other situations.

Learning Event One

First and foremost, the leadership moment that comes to my mind is one exists in a clothing design company. The more detailed condition is that a young designer has designed her work for the clothing and all the members in the design department support the design without conflict. However, what is unexpected is that the leader of the design department directly negates the design when he sees the design of that young designer and he accordingly proposes his own view as for how the design can be better regardless of the original meaning of why that young designer would like to design in her own way. What’s worse, this leader orders the young designer to redesign based on his given suggestions without giving any chance for this young designer to explain her own reason for designing in that way. Consequently, the young designer had no choice but to obey the order of the leader.

As far as I am concerned, the aforementioned event associated with the leader- centered and follower-centered perspective on leadership. Taking the leader- and follower-centered perspective on leadership into consideration, there is no doubt that there is the division between the leader-centered perspective and the follower-centered perspective (Abert John, R. 2000). On the one hand, the leader-centered leadership means that what the leaders decide will be the orders and the subordinates have to do as required. According to this, there is no doubt that this leadership type appears to be somewhat autocratic and dictatorial. To put it more specifically, the leader-centered leadership achieves organizational success via the self-projection and self-realizaton of the leader and they are mainly applied in the organizations that play high emphasis on authority, specific directions and strict deadlines for success (Lena Maslennikova. 2007). Generally speaking, the companies that employ the leader-centered styles are primarily the ones that are obvious in its organizational structure and they tend to develop as the leaders have envisioned. It is apparent that the subordinates are expected to follow the orders of their leaders and completer their own tasks. As a matter of fact, the leader-centered styles can be further segmented into the authoritarian leadership, charismatic leadership and transactional leadership (Lena Maslennikova. 2007).

On the other hand, the follower-centered leadership surrounds the followers and they are welcome to express their own ideas at ease. The usual condition is that the ideas of the followers will be seriously considered, which can help motivate their initiative in doing things. Based on this, it is apparent that this leadership style is democratic to some extent. As a matter of fact, the follower-centered styles are successful because they take full advantage of the development, growth and realization of the employees and these styles are applied in organizations that deem the employees as the most valuable assets in the organizations so that the organizations are willing to invest available resources on them (Lewin, K., LIippit, R., & White, R. K. 1939). The companies that would like to choose the follower-centered styles are those that do not have a top-down structure and the employees and the leaders are treated equally. In the follower-centered leadership styles, the employees always have a voice and they can greatly influence the decision-making of the organization. Besides, the follower-centered styles consist of participative leadership, servant leadership as well as transformational leadership (Lena Maslennikova. 2007).

From the above event, I learned that it is important for both the leaders and the employees to put themselves into the shoes of one another in order that they can both understand each other. Better understanding between the leaders and the employees is supposed to bring better cooperation between them, leading to the better implementation of the tasks in the due time. But what is a pity to say is that I originally deem that the follower-centered leadership style is better than the leader-centered perspective leadership style while it is not that way in the reality. Through this event, I obtained that whether the follower-centered leadership style or the leader-centered leadership style works better depends on the situation when a certain leadership style is called for.

Having thought about the leader-centered and follower-centered perspective on leadership, I would like to persuade all the leaders to figure out their leadership style so that they can be aware of the weaknesses of their own leadership style. Afterwards, they can change their own behaviors in one way or another in order to make up for the weaknesses that appear in their leadership style. The same case as well goes to the followers as well because the followers should also know clearly about the style of their leaders in order that they can later know how they can better meet the requirements of their leaders and they won’t disappoint their leaders in the reality.

Learning Event Two

Secondly, the leadership moment that comes into my mind is the one that I have undergone when I was a senior high school student. At that time, I was the group member of my classmate Mike, who was my group leader. I have to praise him that he had shaped rather outstanding team work ability and he never evaded the problems but instead he timely corrected the problems as long as he found them. Most activities of our courses then were implemented in groups so that it could also train our team work ability. However, there was once our group could not keep tactic cooperation among team members and we were unable to finish tasks on time. What he did was to face the problem and talked with the teacher about our problems to apply for a new deadline. And he had in the meantime voluntarily taken more responsibilities to urge other team members to complete the task, leading to the smooth fulfillment of the tasks in the end.

What this event associates with the concept about leadership is the relationship between leadership and power. Power is potentially connected to authority and it reflects the ability to shape others’ behavior through formal and informal means. And the sources of power include the economic, legal and social status and it is unequally distributed in society. The more detailed condition is that power is axiomatic leadership and leadership is the use of power to influence through discourse. As a matter of fact, it is right power that allows leadership to work because the followers are afraid of the power of the leaders so that they have no choice but to follow the orders of the leaders. The leaders can influence the lives of others for the better, live with healthier and more positive attitudes, think bigger and bolder thoughts, and lead with excellence (John C. Maxwell. 2001). As a result, the followers can be shaped to be excellent at last.

Furthermore, there is the division of the co-leadership, the shared leadership and the distributed leadership and all these three kinds of leadership have different types of power when they are used (Christianity Today, Inc. 1980.). Once a specific type of leadership can take effect, it can be seen as a successful one. In leaderless teams, the authority and responsibility usually invested in leader’s position is turned over to team members. Much to my surprise, although the team is ‘leaderless’, there is still a lot of leadership taking place. According to this, a fair knowledge can be obtained that the concertive control can inhibit innovation and go in opposite direction of what ‘leadership’ should do (Collinson, David L. 2011). Thus leaderless teams have been built in an increasing number nowadays and it is predicted that the leaderless teams will be the development trend in the future.

What I have learned the most from this event is that leaders have to pay attention to their own behaviors and discourse because their behaviors and discourse will influence their employees to a large extent. At the same time, the large number of followers determine that the influence of the leaders’ behaviors and discourse toward the employees will be too serious to be controlled. Thus the leaders must spare no efforts to set good examples for the employees if they would like the followers to reach some kind of criterion. Only when the leaders themselves have realized the requirements of the criteria can they have the power to require their followers to match those requirements, otherwise they may have no power to require the followers at all. It can be assumed in this way that if the leaders cannot make themselves an example, then it will be difficult or even impossible for them to turn their followers into the example people.

Reflecting on this event, my deepest impression is the idea of the leaderless teams. In the leaderless teams, leadership can still take effect in the teams even though they are ‘leaderless’. Personally speaking, I always hold that teams with leaders are bound to perform better than teams without leaders. However, the fact may not always turn out in that way because leaderless teams can develop harmony within themselves and all the team members can control and manage themselves. As a result, the leaderless teams can still perform well and they may even perform better than the teams with leaders if the leaders’ leadership may not work well. Leaderless teams can save more human power, which is bound to win the support of humans in the future.

Learning Event Three

The leadership moment that I would like to share in this part is the one that happens in a foreign trade company, which I had encountered when I served as an intern within it in the summer vacation. The more detailed condition is that the leader of the company pays high emphasis on recruiting foreigners from various countries in order to add color to the company’s cultural diversity because its clients are actually from all over the world. In this way, its employees can improve their competency in flexibly communicating with various clients in the globe, leading to a greater revenue of the company in the end. At the same time, all the employees take the initiative to talk with the foreign clients just as they communicate to their foreign colleagues, which can make their clients more at ease. As a result, all the clients are willing to do business with this company at last.

What this event associates with the concept about leadership is the cultural diversity in recruiting its employees. In so doing, the employees can form the awareness of cultural diversity and they can get familiar with how to communicate with people from various countries (Bennis, W., & Nanus, B. 1985). In the meantime, the employees are able to promote their English competency as well, which is bound to help the company to develop to be a globalized one sooner or later. There is no doubt that such development is beneficial for the long-term development of the company. Besides, the cultural diversity in leadership also indicates that it is necessary for the leaders to learn from other leaders that are from a different cultural background, leading to their understanding the cultural differences between leaders from different countries. In this way, the leaders can make up the limitations of their own leadership styles by drawing lessons from others so as to better lead in the due time.

Apart from cultural diversity, what is a must to mention is the ethnic diversity because it can help reduce discrimination toward people from any ethnic in one way or another (Hackman, Michale Z. 2009). The employees are better to be taught that people of all ethnics are the same and they can all teach you something in the reality. According to this, it is apparent that the employees are with a bigger possibility of developing business relationships with people from all ethnics in the future. As a result, the company can make higher profits and more ethnics can feel happy to carry out business with the company (Kevin Cashman. 2017).

What I have learned the most from this event is that I have to form cultural diversity as well in order that I can better adjust myself to the globalized world in the future. After all, the trend of globalization in approaching days is bound to come and there is no doubt that my globalized mind can enable me to become more competent when compared with those that don’t have the awareness of cultural diversity to a certain degree. I have to admit that I didn’t have such awareness in the past because I mostly dealt with the Asians and it was quite rare for me to contact others from a different country. So a fair knowledge can be obtained that I really value this opportunity to become culturally identified. And I have determined that I would like to develop my own ability in communicating with foreigners and grab each and every opportunity to communicate with them as long as the chance comes. Only in this way can I improve my own English competency to the utmost.

Reflecting on this event, my deepest impression is that the leadership of people from different cultural backgrounds will absolutely vary more or less from one another. The education and environment the leaders from different cultural backgrounds are different so that they may choose to lead in different ways out of the education they have received and their past experiences. And the disadvantages of education of a certain cultural background will lead to the failure of leadership of the leaders of that country to a certain degree, which is right why it is necessary for the leaders from a certain country to learn from leaders from another different country. In addition, I deeply feel that cultural diversity occurs in various aspects of our life and it even exerts impacts on leadership as well, which is out of my expectation all the time. According to this, it is not hard to find that leadership styles have to be modified in order to better lead the subordinates and different countries can communicate with one another in order to make both of their leadership styles better in the end. It is bound to be a win-win situation once both countries can cooperate well with one another.

Ethics Learning Event

At last, the ethics leadership moment that I would like to introduce is the one that I have ever heard from my mother in order that I can quit drinking pigment beverage. The leader of a pigment beverage company sells its beverage products by using the ingredients that will damage the customers’ health. And the rationale why the pigment beverage company choose the harmful ingredients lies in that those ingredients are really cheap in price so that the company can make higher profits in the due time. In the meanwhile, those ingredients can make the pigment beverage tastes more delicious and the customers are bound to be addicted to them after their drinking it for once. Consequently, the company is sued and the health of a vast majority of its customers suffers. And the company has no choice but go bankruptcy in the end and its leader is sentenced to prison for taking his responsibility.

It is obvious that the aforementioned event is highly connected to business ethics. The more detailed condition is that ethics is fundamentally about a relationship between people and it is the moral principles that govern a person’s behavior. In fact, ethics is founded on fairness together with generally-accepted and coherent principles, implying that it is not easy to be ethical. When ethics goes to the business environment, it is identified as business ethics. Business ethics can be further divided into the following ones: affirmative action, basic employee rights, deceptive advertising, drug testing, job discrimination, insider trading, moral status of corporate entities, social responsibilities of capitalist business practices, whistle blowing, etc (Burns, James MacGergor. 2010). In this sense, a fair knowledge can be obtained that it is quite easy to violate any kind of business ethics as those kinds are too many.

Moreover, acting lawfully is not the same as acting ethically and it can be understood in this way that acting lawfully and acting ethically are given different standards. In fact, ethical leadership is a higher form of leadership and there are three primary facets of ethical leadership (Association of California School Administration. 2000) and they can be segmented into what a leader does, how a leader does them and why a leader does things. However, moral dilemma always occurs because no matter what the leaders do, they will violate a certain kind of ethical standard and they will feel regretful all the time. So it is obvious that an ethical and effective leader should do the right thing, do it in the right way and do it for the right reason, which suggests the difficulty in becoming an ethical and effective leader. Besides, various positive outcomes can be brought by the ethical leadership, which is right why ethical leadership is highly promoted in various organizations. Outcomes of ethical leadership are that ethical leadership can bring credibility and respect both for the leader and the organization; build employee commitment, loyalty, pride, satisfaction, and so on; build trust; create a good climate within the organization; increase follower’s willingness to report problems; increase OCB and decrease CWB; lead to collaboration; model ethical behavior to the community and the organization, etc. All of these positive outcomes can work effectively in persuading the leaders to become one ethical and effective leader in the end.

From this event, what I learned is why ethics is highly emphasized in leadership. For one part, the ethics are fundamentally about a relationship between people. For another, leadership uses power to influence. Also, we can find that morality magnified in leadership. According to this, a fair knowledge can be obtained that morality is a significant part to be done if one would like to become an ethical and effective leader. At the same time, what has to be pointed out is that context matters in business ethics and the standards for business ethics are different when different contexts are considered.

Thinking about this event, it is a shame for me to say that I always take it for granted that act lawfully is the same as acting ethically. As a matter of fact, acting lawfully is not the same as acting ethically, which is much to my surprise. As far as I am concerned, act lawfully is the same as acting ethically and we are ethical as long as we always obey the law. Nevertheless, I am completely wrong because act lawfully is not the same as acting ethically and sometimes acting lawfully is not ethical at all. Based on this, it is obvious that I cannot take something for granted in approaching days and it is better for me to research about one thing before I make my own assumption.

Conclusion

To sum up, a reasonable conclusion can be drawn that leaders have to master as many leadership concepts as possible in order that they can later use them in the workplace. As for the followers, they can also equip themselves with those leadership concepts in order that they may use them when they are promoted to be leaders one day. At the same time, the leaders are better to figure out the most proper leadership style based on the contexts so that all the tasks and goals can be achieved wonderfully in the end. However, what is a pity to say is that the analysis of the above learning events or the ethics learning event may be somewhat subjective because of my lacking of experience, which requires your precious suggestions and comments. Only in this way can the value of this paper be played to the full in the end.

References

Abert John, R. 2000. Followership: Leadership styles. ProQuest, UMI Dissertations Publishing.

Association of California School Administration. 2000. Leadership. Association of California School Administration.

Bennis, W., & Nanus, B. (1985). Leaders: The strategies for taking charge. New York: Harper & Row.

Burns, James MacGergor. 2010. Leadership. HarperPerennial.

Christianity Today, Inc. 1980. Leadership. Christianity Today, Inc.

Collinson, David L. 2011. Leadership. SAGE.

Hackman, Michale Z. 2009. Leadership: a communication perspective. Waveland Press.

John C. Maxwell. January 20, 2001. The Power of Leadership. David C. Cook.

Lena Maslennikova. 2007. Leader-Centered Versus Follower-Centered Leadership Styles. Retrieved online from: https://www.regent.edu/acad/global/publications/lao/issue_11/maslennikova.htm.

Lewin, K., LIippit, R., & White, R. K. (1939). Patterns of aggressive behavior in experimentally created social climates. Journal of Social Psychology, 10,271-301.

Kevin Cashman. November 9, 2017. 8 Principles of Purpose-Driven Leadership. Retrieved online from: https://www.success.com/8-principles-of-purpose-driven-leadership/.

Maxwell, J. (2006). The best ways to please your boss. Audio lecture retrieved August 2, 2007.

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