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Assignment: Psychology of Leadership

Assignment: Psychology of Leadership

Assignment: Psychology of Leadership

Topic: Applying Instruments

This assignment will allow you to revise your previous paper and apply the Baldrige framework to an organization with which you are familiar.

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General Requirements:

Use the following information to ensure successful completion of the assignment:

· Refer to the Topic 2 assignment “Defining Organizational Leadership” and any instructor feedback.

· This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

· Use the tools from the Required Readings for this topic.

· Doctoral learners are required to use APA style for their writing assignments.

· Refer to the Publication Manual of the American Psychological Association for specific guidelines related to doctoral level writing. The Manual contains essential information on manuscript structure and content, clear and concise writing, and academic grammar and usage.

· This assignment requires that at least 3 additional scholarly research sources related to this topic, and at least 2 in-text citation from each source be included.

· You are required to submit this assignment to LopesWrite.

Directions:

Part 1

Present a revised version (1,250-1,550 words total) of the paper “Defining Organizational Leadership” (ATTACHED) that makes improvements in the caliber of the writing and incorporates instructor feedback regarding content and writing. Include the following in your submission:

1. A reflection (250-300 words) that provides a bulleted list of the changes you made to the paper and discusses your revision process including how you incorporated your instructor’s feedback into the revised version. Similar to an abstract, this section will receive its own page following the title page and preceding the introduction to the paper.

2. The revised paper that incorporates instructor feedback; clarifies the thesis statement and solidifies supporting arguments; edits for grammar, spelling, and punctuation; adjusts word choice to display professional and scholarly language; and adjusts sentence structure for improved readability.

Part 2

Write an additional 2,000-2,250 words in which you do the following:

1. Use the Baldrige framework to outline the leadership structure and practices of an organization with which you are very familiar.

2. Provide a research-supported discussion of how the Baldrige framework helped you assess the organizational leadership of the entity studied.

3. Provide a research-supported identification and description of any factors the framework does not assess.

4. Discuss how your definition of organizational leadership is supported or refuted by your exploration of the organizational leadership of the entity studied. How do you need to modify your definition based on your experience in this exploration?

STUDY MATERIALS

Read:

Leadership Trait Questionnaire (LTQ), Ch. 2, p 38;

Skills Inventory, Ch. 3, pp 66-67;

Leader Behavior Questionnaire, Ch. 4, pp 87-88;

Path-Goal Leadership Questionnaire, Ch. 6, pp 132-133;

Multifactor Leadership Questionnaire (MLQ) Form 5X-Short, Ch. 8, pp 187-189;

Perceived Leader Integrity Scale (PLIS), Ch. 13, 355-358.

Baldrige Performance Excellence Program. (2016). About the Baldrige Excellence Framework. Gaithersburg, MD: U.S. Department of Commerce, National Institute of Standards and Technology. URL: https://www.nist.gov/baldrige/about-baldrige-excellence-framework

Barbuto, J. E., & Hayden, R. W. (2011). Testing relationships between servant leadership dimensions and leader member exchange (LMX). Journal of Leadership Education, 10(2), 22-37. URL: https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=88906204&site=ehost-live&scope=site

  • attachment

    PSY-832-PSYCHOLOGYOFLEADERSHIP-MODULE2IPCORRECTEDVERSION.doc

    ORGANIZATIONAL LEADERSHIP 2

    ANNOTATED BIBLIOGRAPHY 2

    Transformational and Transactional Leadership Theories

    PSY-832-Psychology of Leadership

    Kehinde Alli

    Grand Canyon University

    March 1, 2021 .

    Introduction

    In every organization , leadership is widely used in all daily activities. It is defined as an individual’s ability or activities of leading people in an organization to perform duties or in doing something to achieve the set goals. It involves coming up with a clear vision, sharing your vision, and ensuring that your followers have the knowledge of the vision, highlighting methods of achieving the vision and coordinating to ensure that the vision is achieved. Bennis (2015), states that leaders are not managers, rather innovators. A very good organizational leadership is essential to the success of all organizations . Therefore, this research paper focuses on the conceptual differences between Transformational and Transactional leadership and their essentials for effective organizational leadership including the visions concerning future developments in leadership that Warren Bennis predicted. It will also define organizational leadership in depth. Assignment: Psychology of Leadership

    Having a defined organizational leadership that is individualized tends to help managers develop particular styles of leadership and take that plan to the top managers for approval and implementation. Many models and theories exist in trying to reveal the best leadership styles to employ in any organization that strives for growth and improvement. This paper makes a comparison of two types of leadership styles- transformation and transactional leadership styles.

    Transformation –Transactional Leadership

    Bennis (2015) described both transformational and transactional styles of leadership as widely used in many organizations for effectiveness. The author asserts that transformational leadership theory stimulates and motivates employees towards achieving certain goals or visions. Accordingly, transformational leaders tend to consider the welfare and needs of their subordinates; help them focus on issues in perspectives and inspires them with a view at putting more efforts to achieve their desired goals. This leadership style prioritizes the interest of other people as well as acting in the interest of the organization. Furthermore, it enhances morale, performance, and inspire teams using different mechanisms (Ahmad & Ejaz, 2019). In addition, transformational leadership emphasizes motivation when working in teams, and fosters collaborative experience with all the stakeholders in the organization regardless of the level they belong to.

    On its part, the transactional theory is distinctive from transformational style. It is focused on staff supervision, performances, the organization itself and its existing system. This is different from a transformational leader that focused on the future development by inspiring employees or followers, the leaders that uses this style of leadership aims for the maintenance of the status quo as they ensure that things remain the same in the organization. Furthermore, transactional leaders differ from the transformation leaders in that they use disciplinary power when emphasizing disobedience to their staffers using incentives and punishment to those who disobey authority or leaders so that the workforce can be motivated to realize their full potentials. Rather than inspiring them, they inspect employees work in order to find faults or deviations. These leaders put more attention to processes and not ideas. Also, transactional leaders are strict and tend to bring minimal compliance of their subordinate, whereas, transformational leaders who are natural motivators.

    Transactional leadership are also passive unlike transformational leaders who demonstrate active behavior in their leadership styles. Every leadership style possesses a concise purpose and particular implementation times. It is always significant to have that deciphering concerning the individuals’ view or the societal views on whom a leader is and how they affect a leader’s definition. Warren Bennis predicted that tomorrow’s expected leaders would be distinguished through their mastery of the softer side: taste, individual skills, judgment, and character. These ideas that Warren Bennis postulated are best depicted in transformational leadership. A transformational leader aims to set goals as well as incentives and consider the team building towards a common objective (Baškarada, Watson & Cromarty, 2017). Assignment: Psychology of Leadership

    Organizational Leadership

    This is also known as the participative leadership style, which is group-oriented and possesses its basis on trust. This kind of leadership reduces power as well as places value on every employee’s skills and knowledge. Warren Bennis noted that for the organization to achieve the key to future competitive advantage, it must have that ability to ensure the creation of the social architecture of generation of intellectual capital. This style has a basis for more information hence can result in decisions that are quality. Referent leadership entails participative leadership with additional workforce empowerment. I have come up with the definition of organizational leadership based on my experience with Customs and Border Protection (CBP) (Boamah & Tremblay, 2019).

    My definition of organizational leadership then follows through all this discussion: the style of leadership style that focuses on the present and at hand at that particular point to ensure all the available resources are involved. The CBP officers involved in the activities of border control works best using the transactional leadership style. So through using this style, activities will run without any problem if the managers adopt this method. There exist rules and regulations concerning the activities involved. The team of people involved in the human resource services, supplies, and others are best at using transformational style of leadership. This kind of leadership entails the setting of goals and incentives to ensure the workforce attains performance that is higher and results in an environment that is team building oriented (Mirayani et al., 2019)

    Christian Worldview

    Compassion and the moral concerns for other people are my main points associating with my Christian worldview. Transformational leadership possesses two elements that are motivation as well as team building. The establishment of an ethical environment of peace and discouragement of toxic behavior is my Christian worldview. In line with the organization’s rules, the leaders should be involved in making decisions that have a basis for the information available. A good example is that people often tend to engage in unethical things many times, especially during difficult times of life. My Christian worldview tends to strive to extend help those individuals that have a feeling of not in a position to give the justification of their actions (Tang, 2019). Assignment: Psychology of Leadership

    As a leader, I could not be in a position to be familiar with situations that are outside the working place. I will have to come up with ways of handling wrongdoings other than invoking consequences. My Christian worldview possesses beliefs in compassion. I will also consider the workforce’s forgiveness to ensure that they do not repeat the mistakes. Every leader will have his/her style of leadership that portrays him/her as an acceptable leader. A good leader should be aware of when to change the leadership styles to ensure continuity of the increased productivity to avoid failures. Failures often occur because of the leader’s inability to be able to change the style of leadership when required. They should consider the present situations when deciding to change the styles. Sometimes strictness is allowed, and at times it is not allowed. Some situations need the leader to have compassion failure to which inefficiencies set in. many of the organizations lack the approaches of ensuring those employees with leadership skills are nurtured well. Other organizations possess schedules of offering training to their workforce since they value leadership skills. I firmly believe that people can receive training and be influential leaders, and yet, I agree that not everybody can be a good leader. To become an effective leader means that once you were led. This is true since it is from that situation that somebody tends to pick some strategies of good leadership that were once depicted and were good (White et al., 2017 ).

    Conclusion

    This research paper explained the conceptual differences between Transformation-Transactional Leadership and the visions of future leadership developments that Warren Bennis predicted. A basic definition of organizational leadership based on my Christian worldview was presented as it pertains to the Customs and Border Protection (CBP). Several ideas concerning leadership like the compassionate nature, forgiveness, strictness, and change of leadership styles when the need arises were discussed and associated with transactional and transformational leadership (Mirayani et al., 2019). Assignment: Psychology of Leadership

    References

    Ahmad, M., & Ejaz, T. (2019). Transactional and Transformational leadership impact on Organizational Performance: Evidence from a Textile sector of Pakistan. European Online Journal of Natural and Social Sciences: Proceedings8(2 (s)), pp-97.

    Bennis, W. (2015). Managing the dream: Leadership in the 21st century. The Antioch Review, 73 (2), 364-370

    Baškarada, S., Watson, J., & Cromarty, J. (2017). Balancing transactional and transformational leadership. International Journal of Organizational Analysis.

    Boamah, S. A., & Tremblay, P. (2019). We are examining the factor structure of the MLQ transactional and transformational leadership dimensions in the nursing context. Western journal of nursing research41(5), 743-761.

    Mirayani, R., Kusumaningsih, S. W., Mustikasiwi, A., & Purwanto, A. (2019). Transformational, Authentic, and Authoritarian Types of Leadership: Which One is the Most Influential in Staffs’ Performance (A Study on Performance in A Religious School Setting). Dinasti International Journal of Education Management and Social Science, 1(2), 172-182.

    Tang, K. N. (2019). Leadership styles and organizational effectiveness. In Leadership and change management (pp. 11-25). Springer, Singapore.

    White, B. A. A., Pearson, K., Bledsoe, C., & Hendricks, R. (2017). Transformational leadership: The nexus between faith and classroom leadership. Christian Higher Education16(5), 276-284.

    �Please note that GCU has transitioned to APA 7th edition formatting, which does not use a running head. Please see the attached template.

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