Discussion: Leadership Philosophy Alignment
I need this to be writing over without plagerism
Course Project: Leadership Philosophy Alignment
Leadership, Organization Theory & Change
Briefly summarize your chosen organization information (e.g., what is it? what does it do?)
My chosen organization is The Life Coach School of Arkansas. The Life Coach School
of Arkansas has become one of the most profitable coaching companies in the United States.
The Life Coach School of Arkansas primary business is to operate several coaches, marketing,
author training, business and business law training. LCSA website is https://www.tapaward.com
and is very active on social media also like, Facebook, LinkedIn and Instagram and even some
other social media platforms so that they could promote their business and serve their customers
also by way of their social media handle and other customer service platforms. LCSA has
coaches operating across the country helping people to set goals and achieve those goals while
holding their clients accountable for his or her own goals. Discussion: Leadership Philosophy Alignment
According to the impact of life coaching on goal attainment, metacognition and mental
health the coaching industry and particularly life coaching has grown substantially since at
least 1998. There have been claims that the number of executive and life coaching number in
the tens of thousands in the United States and coaching has received widespread attention in
the popular Western Press (Hall, Otazo, & Hollendbeck, 1999)
As a result, when looking at motivation, Life Coach School of Arkansas
was able to create a fun environment with all of the coaches in the organization respects one
another and does not expect anything more. According to International Journal of Conflict
Management workplace conflict will happen. There is no way around that but how one responds
to the conflict will determine how well the organization move forward and succeed. Discussion: Leadership Philosophy Alignment
Two organizational changes that will help to improve motivation.
Lets take a look at communication. Communication is one of the most effective way to have change within the organization. When those who work in your organization feel like they are not being heard that can cause internal issues within the organization. If they feel like they can express their feelings and concerns the organization will be able to work more effectively and trust has been established. We have to understand the importance of working in a positive environment.
According to Martin, A. J. (2009). Motivation and engagement in the workplace:
Examining a multidimensional framework and instrument from a measurement and evaluation
perspective. Because of this, some have suggested that empirical research into such
psychology has been fragmented. Many studies have addressed only a few aspects of
workplace motivation and engagement and these aspects have not been embedded into a
broader program (Thierry, 1998), The field of educational psychology is worth noting because
it has proven to be a relatively fertile ground for integrated motivational theory and practice.
Recent of motivation (e.g. Pintrich 2003). In this context, the Motivation and Engagement
Wheel (Martin, 2001, 2002, 2003, 2007a, 2007b) was developed. Discussion: Leadership Philosophy Alignment
What is the leadership philosophy of the leader?
A good leader is someone who cares about others. Good leaders take risk and not only
think about themselves but also think about others. They show respect and are very
invested in what they are doing, not only for themselves but their organization as well. A
good leader share wins with others and not only that they want to lead by example and do
what is right. Discussion: Leadership Philosophy Alignment
We must understand that every individual is a leader in themselves. The personal leadership
philosophy is something that you believe in yourself. We need to have a proper vision on what
decisions need to be taken in-order to sort-out the inputs given in day etc.
Here are some positive pointers to follows:
1. You need to believe in yourself.
2. Have problem solving skills
3. Horny your beliefs and values
4. Learning from other.
5. Continue with Personal Development
6. Identity what your priorities are
Discussion: Leadership Philosophy Alignment
To make a decision and to make a first step towards leadership, we need to have a positive
attitude and the mindset need to be strong in the area of success that you want to explore. We
need to have a proper group of people to support, that helps you to make decisions as per your
interest As a leader we need to inspire and motivate people to have a clear vision of the future.
We need to be confident enough to follow our ideas, visions and willing to take any risks which
are integrated in our idea. The other important aspect in leadership is to communicate and
delivering the news or ideas as per the vision which we had. As stated earlier, we need to have a
proper team for not only in taking decisions but also helps to group think. Need to have a faith in
team members. As per my point of view the leaders should be more organized, willing to take
success and failures as same etc.
Types of Organization Structure
In this structure, employees performing similar tasks or similar specialty are grouped
together. for example, accountants are grouped in the finance department and same goes for
marketing, operations, and human resources departments. This structure allows quick decision
making, because the group members can easily communicate and also can hone their skills by
learning from each other as all have similar skill sets and interests.
II. Divisional Structure Discussion: Leadership Philosophy Alignment
In this structure, employees are grouped according to the products or projects that meet the
needs of a certain type of customer. For example, a restaurant with a catering service might
structure the employees according to different department they serve, such as a wedding
department or a wholesale-retail department. Employees are divided as to achieve highest
efficiency. Discussion: Leadership Philosophy Alignment
A matrix structure has complex story as it combines elements from both the functional and
the divisional models. It first divides employees according to their specialization, then further
separates them into departments according to projects and products. To make this structure a lot
of planning and efforts are required but one e achieved increases the productivity of the team,
promotes innovation and creativity, and good decision making.
A flat organizational structure impedes the traditional top-down management system. There
is no concept of boss, each employee is the boss of themselves, this eliminates bureaucracy and
improving direct communication. For example, an employee with an innovative idea or
suggestion doesn’t have to contact each level of upper managers to get the idea to the person in
charge. The employees can communicate directly with each on peer-based level.
When teams belong to one group of leaving beings which has on motto or objective or goal.
Everybody in the team will involve in the work of progress the team to achieve objective or goal.
But we know that human beings cannot be perfect. So, they often committee mistakes.
Sometimes they de motives and stop their work, which will create problems in their future.
Sometimes they do not know ‘what to do in a situation and sometimes they unknowingly cheated
by others. So, to escape from all the above situations a team leader is required. A leader is one
among the group who can guide and foster team members in the developed path. Leadership is
not a self-enrichment, it is 360-degree enrichment. Leadership basically required in every sector
like industries, schools, collages, politics, spirituality, agriculture, family, all types of unions etc.
A leader can be strength or weakness of a team. So, care should be taken during selection of
leader for a team.
The following qualities are required to be a good leader:
1. Give respect to other team members.
2. Mentally and physically strange
3. Concern to both team members and organization.
4. Ability to motive people
5. Hard worker.
My self-leadership is being adaptable at all the time. You have to be prepared for each and
every situation which is being faced or which has to directly related with you. I personally use
this adaptive leadership style to obtain the maximum efficiency out of the given tasks. My
having an adaptive leadership style I can easily determine between the most usable and least
usable things and adaptor myself according to the situation which directly benefits the overall
efficiency as well as productivity of my leadership.
Leadership is one of the main parts in creating a strategy. In other words, leaders are the
strategic creator for an organization. Weather perfect leadership skill one can easily create and
strategy which is more effective and productive for a specific organization. Leadership skills are
very much required to create each and every strategy, which is related to the betterment of the
organizations and provide a very basic instruction support to build a strategy. Leadership define
how the strategy is going to work and instruct the team accordingly to create and formulate a
strategy which is more efficient. Without a proper leadership strategic formulation is not
possible. Lacking leadership that strategy formulation would go into a wrong direction and
formulated strategy would be inefficient and incomplete. Teamwork is one of the most essential
parts of any organization to achieve its goals as well as to create a better place and the work
Some different type of teams inside an organization are as follows
• Departmental teams
This kind of teams are specialized in some specific department and work towards achieving a
specific Google which is outline by the company is mission statement. A fine example of this
kind of team is a developer team which works on the software project for a specific company.
These kinds of things are usually permanent, and they have a work on going on the specific
• Cross functional teams
For attracting with different departments in the organization cross functional teams are
associated. Be the specific teams tackles different event for the company and provides basin
support for different events organized at different times for specific organization. By
implementing the Hofstede’s four dimensions we can easily increase the over of level of
leadership in an organization.
• Power distance
Power distances can be described as an authoritative difference between the communities
inside an organization. By obtaining the overall power distance between the employees and the
leader, effectiveness of the specific leadership could be determined and also the environment of
the leader what the employee and teamwork can also be determined which plays an important
role in creating an ethical working environment for the employees. Lessen the power distance
better the management as well as involvement of the leader towards the team. By maintaining a
power distance between employee and leader, a leader can easily increase its level of authority
over its employee which is very much needed for completing the task on time by maintaining
and the authoritative approach for the organization.
• Uncertainty avoidance
Uncertainty avoidance can be defined as a process of avoiding the uncertain events in the
cultures belonging to some specific region. What is type of dimension, formal contact between
the employees as well as leader is an essential art. By maintaining the professionalism between
the employee and be a leader uncertainty avoidance provides extremely efficient way of working
by maintaining a Individualism can be defined as a culture in which each and every employee is
independent and self-reliant. This specific fact values the importance of each and every person
inside the organization by specifically provoking them to increase the level of self-interest. It is a
very effective way of increasing the overall involvement of the employee towards the
MS community in an organizational structure can be defined as a partition of values and
giving priority to the quality of life as well as compassion towards the weaker employees has
signed your organization. In this type of culture men and women play separate rules in the
society, for an example man are directly related to the specific mainstream but profiles while the
women are considered as a support to the male employees inside an organization. By having a
masculine leadership one can easily increase its level of involvement inside the organization by
providing strength and support to the structure but feminine culture is also required to create an
equilibrium between men and women inside an organization.
Let’s take a look at some advantages of contingency style of leadership
• Research and expertise
This specific theory is based on very intense research as well as it is curated by some of the
best experts of this field. Best intense research contributes into the seriousness of the theory and
also provides a very thick base for examination as well as leadership.
• Leader identification
Best style gives ability to an organization for easily identify the best potential leader for a
particular group. Best style provides and specific identity of the leader who can leave their
coworkers to achieve the main goal set for the group. Leaders with the relationship orientation
get easy use their interpersonal skills for providing the better efficiency in the jobs and can be
very helpful in dealing with the complex situations when making the decisions.
Advantages and limitations of this leadership style are as follows
• Insufficient literature
This efficient leadership style suffers from Insufficient literature. It cannot be used to expel
various type of actions which can be taken under different situations. Approach has to be very
clear and princess to be processed by this leadership style. It increases the need of a skilled
manager in the processes.
In this specific leadership style, the suggestion for the approach is very simple. But managing
the situation is very complex. Managers have to take multiple decisions according to their
leadership style by maintaining the contingency of the given task. Managers are always short of
time and this specific leadership style overloads them with the information and this is usually
resulted in less efficient work structure.
• Difficulty in testing
Agency leadership style is very complex, and it always creates problem in texting. Because
of the too many factors involved this the specific leadership style is very hard to examine.
• Reactive not Proactive
Contingency leadership style is basically very reactive in its nature. It defines what managers
can do in the given situation for a specific organization. Managers are always responsible to
manage the environment by avoiding the undesirable effects.
In summary, philosophy of the leader plays a role in motivation in the workplace and
our career goals. According to Martin, A. J. (2009). Motivation and engagement in the
workplace: Examining a multidimensional framework and instrument from a measurement and
evaluation perspective. Many studies have addressed only a few aspects of workplace motivation
and engagement and these aspects have not been embedded into a broader program (Thierry,
1998), The field of educational psychology is worth noting because it has proven to be a
relatively fertile ground for integrated motivational theory and practice. Recent of motivation
(e.g. Pintrich 2003). In this context, the Motivation and Engagement Wheel (Martin, 2001, 2002,
2003, 2007a, 2007b) was developed.
Sonnentag, S., Unger, D., & Nägel, I.,J. (2013). Workplace conflict and employee well-being. International Journal of Conflict Management, 24(2), 166-183.
Lazaroiu, G. (2015). EMPLOYEE MOTIVATION AND JOB PERFORMANCE. Linguistic and Philosophical Investigations, 14, 97-102.
Brannigan, A., & Zwerman, W. (2001). The real “hawthorne effect”. Society, 38(2), 55-60.
Grant, A. M. (2003). The impact of life coaching on goal attainment, metacognition and mental health. Social Behavior and Personality, 31(3), 253-263.
Martin, A. J. (2009). Motivation and engagement in the workplace: Examining a multidimensional framework and instrument from a measurement and evaluation perspective. Measurement and Evaluation in Counseling and Development, 41(4), 223-243.
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