Module 3 Slpchange Oriented Leadership Transformational And Charism ✓ Solved

Module 3 - SLP CHANGE-ORIENTED LEADERSHIP: TRANSFORMATIONAL AND CHARISMATIC LEADERS For the Module 3 SLP assignment, you will apply the concepts from the background materials to your own personal experiences. You can write about the same supervisor you wrote about in Modules 1 and 2, or choose a different supervisor that you worked with and got to know well. Carefully review the concepts and definitions of charismatic, transformational, and transactional leadership. Then write a 2- to 3-page paper and include at least two scholarly sources addressing the following issues using specific examples from your personal experiences: 1. Describe a situation you experienced in the workplace when a current or past supervisor used a transformational or charismatic approach to motivate their employees.

Was it effective? 2. Describe a situation you experienced in the workplace when a current or past supervisor used a transactional approach to motivate their employees. Was it effective? 3.

Based on what you’ve read for this class so far as well as from your own experience working with different supervisors, Which approach, transformational, charismatic, or transactional leadership is more effective as a leadership style in your organization? To support your answers, use both of the following: your personal experiences and at least scholarly sources from the required or optional readings list. SLP Assignment Expectations 1. Your SLP should be at least 2 pages in length (not including title and reference pages). 2.

Be sure to cite and reference (using APA Style) a minimum of 2 scholarly sources listed in the Course Materials and Bibliography (Module 1 Required and Optional Reading List), or in the Module 1 Background Page: Required and Optional Readings. 3. Upload your paper to the SLP 1 Dropbox before the assignment due date. Three Part Outline: The Tuskegee Airman. Information: The three-part outline is the basic framework for effective written communication.

Introduction A. Attention Getter : The Tuskegee Airmen lived by six guiding principles, which include: Aim high, believe in yourself, use your brain, never quit, and expect to win (defense.gov, 2019). Comment by Lourdie Powell: Joe, please revise the attention getter in the 3rd person or use quotation marks if this is a direct quote. Write the essay in third person (i.e., use he, she, they, them, his, her instead of I, me, my, we, our, us, let’s, you, your...). See PE - page 2 – para 5.

B. Motivation Sentence: Senior enlisted leaders should know the history behind the Tuskegee Airman, because they paved the way for integration across all Armed Forces. Comment by Lourdie Powell: Motivation statement meets 3PC. Good job! C.

Overview Sentence (State Main Points ): This essay will cover the background of the Tuskegee Airmen, their impact evolution, and their importance to military culture. Comment by Lourdie Powell: Remember to use the exact main points listed in the heritage essay PE. Do not deviate. The main points are: background, evolution, and importance. Body A.

Main point 1: Background Comment by Lourdie Powell: Correct MP1 heading. · The Origin of the Tuskegee Airman · The skill of the Tuskegee Airman · The duties of the Tuskegee Airman Transition sentence from MP1 to MP2 : Background kKnowledge of the Tuskegee Airmen's history lays the foundation for their evolution . Comment by Lourdie Powell: Transition sentence no good because MP1 heading (background) is missing. I added the word “Background†to your existing sentence to show you what it should look like. B. Main point 2: Evolution Comment by Lourdie Powell: Correct MP2 heading. · The Tuskegee Airmen evolved from ordinary second-class citizens to becoming one of the heavily reliable assets during World War II.

Transition sentence from MP2 to MP3 : The evolution of the Tuskegee Airmen from the first class of black pilots to U.S Army Airforce Airman signify their importance to military culture. Comment by Lourdie Powell: Bingo! This transition sentence meets 3PC. C. Main point 3: Importance Comment by Lourdie Powell: Correct MP3 heading. · Influenced the minds of many for black pilots to go on deployment and fight for the country · Brokedown social barriers, biases, and bigotry Conclusion A.

Summary Sentence (Re-state Main Points): This essay covered the background of the Tuskegee Airmen, their impact evolution, and their importance to military culture. Comment by Lourdie Powell: Almost there. Make sure you use the three main points listed in the PE. B. Re-motivation Sentence: Senior enlisted leaders should know the history behind the Tuskegee Airmen because they paved the way for integration across all armed forces.

Comment by Lourdie Powell: Good re-motivation. C. Closing Sentence : The Tuskegee Airmen went down in history for opening minds to the idea that there is strength in unity. Comment by Lourdie Powell: Weak closing. End with a thought-provoking question or idea – or a quote from someone of importance or expertise that supports the information outlined in the paper.

De Capua, S.E (2021). The Black American Journey: The Tuskegee Airmen. Mankato, MN: The Child’s World. Comment by Lourdie Powell: Please follow the below guidance when preparing the reference page for your draft essay: References (own page, centered on 1st line, bold): List sources in alphabetical order and double spaced. Use a hanging indent (.5 inch from the left margin) for each reference.

Author’s names are inverted; give last names and initials for all work authors unless the work has more than 20 authors. For in-text citations, the punctuation follows the citation. Each reference entry requires an in-text citation (and vice versa). Reference Page Resources: St. Catherine University Libraries APA 7th Ed.

Quick Guide Reed, N. (2019). Tenacious Tuskegee. Retrieved from: Comment by Lourdie Powell: Joe, This link took me a Pentagon Press Secretary Brief to the Media on 26 Feb 21 about sexual assault in the military. Not sure if this is the link you intended to have for your paper. Recommend double checking.

Tuskegee University (2021). The Tuskegee Airmen. Retrieved from: Comment by Lourdie Powell: This link took me to a site that can’t be reached. Please verify this is the correct link for your source. Module 3 - Case CHANGE-ORIENTED LEADERSHIP: TRANSFORMATIONAL AND CHARISMATIC LEADERS Assignment Overview Travis Kalanick was the founding CEO of the ride-sharing giant Uber.

Under his leadership, Uber has become a globally successful firm with a valuation of over billion. Kalanick is in his early forties, but Uber is the third firm that he started. Earlier in his career, he founded the file-sharing company Scour which ended up going bankrupt due to lawsuits. He had more success with another file-sharing company called Red Swoosh, which he later sold for million. In spite of all of his accomplishments and success, he has always been a controversial CEO.

Recently he was caught on video berating an Uber driver, a video that went viral. He has also faced allegations of fostering a toxic corporate culture. After facing a continuing wave of negative publicity, Kalanick had to step aside as CEO but remains as a powerful member of Uber’s Board of Directors. He is also still one of their major shareholders, so even though another CEO will be managing the day-to-day, affairs he is likely to remain as a major leader within Uber. For this paper, you should first thoroughly review the background readings and make sure you are clear on the distinction between charismatic, transformational, and transactional leadership.

Then do some research on Travis Kalanick’s leadership style. There is no shortage of articles about Travis Kalanick and Uber. But harder to find are articles on what kind of leader he is and how he leads his employees. Here are a few articles to get you started, but if you can find articles that are more recent or have more information about his leadership style, feel free to use them in your paper instead: Chafkin, M. (2015). Travis Kalanick, the fall and spectacular rise of the man behind Uber.

Retrieved from Hook, L. (2017). Uber: The crisis inside the “cult of Travis.†Retrieved from the Trident Online Library. Somerville, H. (2017). Uber CEO’s iron grip poses challenge in COO search. Retrieved from Case Assignment After you have reviewed the background materials and done some research on Travis Kalanick, write a 4 full-page paper (excluding title and references pages) to include at least three scholarly sources from the required or optional readings list addressing the issues below.

Does Travis Kalanick meet the definition of a charismatic leader based on what you’ve read? Explain your answer using both the required background textbook readings as well as specific information you found about Kalanick. 1. Does Travis Kalanick meet the definition of a transformational leader based on what you’ve read? Explain your answer using both the required background textbook readings as well as specific information you found about Kalanick.

2. Does Travis Kalanick meet the definition of a transactional leader based on what you’ve read? Explain your answer using both the required background textbook readings as well as specific information you found about Kalanick. 3. Overall, what do you believe are the main benefits and drawbacks of Travis Kalanick’s approach to leadership?

Do you think he needs to make major changes in his leadership style? Assignment Expectations 1. Your Case Assignment should be at least 4 full pages in length (excluding title and reference pages). 2. Be sure to cite and reference (using APA Style) a minimum of 3 scholarly sources listed in the Course Materials and Bibliography (Module 1 Required and Optional Reading List), or in the Module 1 Background Page: Required and Optional Readings.

Paper for above instructions

Change-Oriented Leadership: Transformational and Charismatic Leaders
In today's rapidly evolving organizational landscape, effective leadership plays a crucial role in guiding employees through change and fostering innovation. Two prominent leadership styles associated with such effectiveness include transformational and charismatic leadership. While transformational leaders inspire and motivate their followers, charismatic leaders possess a magnetic personality that often empowers others to emulate them. This paper examines two leadership approaches experienced in the workplace using specific personal examples, evaluates the effectiveness of transactional leadership, and discusses which leadership style is most effective based on personal insights and scholarly research.

Transformational Leadership Experience

One significant encounter with transformational leadership occurred when I worked under a supervisor named Laura, who managed a small marketing team in a fast-paced tech company. Laura exemplified transformational leadership through her commitment to individualized consideration and intellectual stimulation. For example, during a crucial product launch, she initiated brainstorming sessions that encouraged creativity among team members. She frequently asked for input and feedback on strategies, creating a safe space for all voices to be heard (Northouse, 2018).
Laura's approach significantly impacted team motivation and morale. She shared a compelling vision of how the product could disrupt the market and invited each team member to visualize their contribution to that vision. It was during one of these sessions that the team devised a unique marketing strategy incorporating social media engagement, which ultimately resulted in a successful product launch. Laura’s charismatic communication style helped rally the team together, and her ability to connect on a personal level meant team members felt valued and inspired (Bass & Riggio, 2006). In conclusion, the transformational approach utilized by Laura was effective, as it fostered creativity, a strong sense of ownership, and commitment to the organization's goals.

Transactional Leadership Experience

In contrast, a previous supervisor named Mark adopted a transactional leadership style that was markedly different from Laura's. Mark focused on clear structures and reward-based recognition systems. For instance, during routine performance evaluations, he strictly adhered to established metrics, rewarding team members who exceeded sales targets with monetary bonuses while reprimanding those who did not meet expectations. Although his approach effectively ensured that team members were meeting performance standards, it fostered a culture of compliance rather than innovation (Judge & Piccolo, 2004).
While Mark’s transactional leadership provided clarity, its motivational impact was limited. For example, one year, when he introduced an incentive program for hitting sales targets, it initially generated excitement. However, as time progressed, the initial enthusiasm waned, with team members expressing feelings of burnout associated with the pressure to meet targets. Most importantly, the lack of flexibility in Mark's approach meant that employees felt like cogs in a machine, diminishing intrinsic motivation. Thus, while transactional leadership can ensure adherence to organizational goals through performance-based rewards, it may lack the long-term effectiveness and employee engagement offered by transformational leadership.

Preferred Leadership Style

Reflecting on my experiences and the leadership styles of both supervisors, it is clear that transformational leadership is more effective in fostering an engaged and motivated workforce in my organization. Transformational leaders inspire innovation and creativity, encouraging employees to contribute ideas and take ownership of their work. By providing a compelling vision and fostering open communication, they create a synergistic environment that drives performance results (Robinson, 2020). In contrast, while transactional leadership can yield short-term performance gains, it often fails to cultivate the deeper connections and intrinsic motivation fostered by transformational approaches.
Moreover, research supports the assertion that transformational leadership leads to greater job satisfaction and organizational commitment among team members (Kirkpatrick & Locke, 1996). This was certainly evident in my experience with Laura, whose ability to inspire and motivate not only propelled the team toward success but also enhanced individual job satisfaction.

Conclusion

In conclusion, the exploration of transformational and transactional leadership styles within my workplace experiences reveals that transformational leadership is generally more effective in promoting employee motivation and engagement. The support for transformational leadership through scholarly research further validates its significance in today's organizational context. Leaders who aspire to foster an innovative and engaged workforce would do well to incorporate transformational practices into their leadership approach, highlighting the importance of vision, communication, and, most importantly, the ability to motivate and inspire.

References

Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Mahwah, NJ: Lawrence Erlbaum Associates.
Judge, T. A., & Piccolo, R. F. (2004). Transformational and transactional leadership: A meta-analytic test of their relative validity. Journal of Applied Psychology, 89(5), 755-768. https://doi.org/10.1037/0021-9010.89.5.755
Kirkpatrick, S. A., & Locke, E. A. (1996). Direct and indirect effects of three core charismatic leadership components on performance and attitudes. Journal of Leadership Studies, 3(2), 29-44. https://doi.org/10.1177/107179199600300202
Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Thousand Oaks, CA: Sage Publications.
Robinson, S. P. (2020). Organizational behavior (18th ed.). Upper Saddle River, NJ: Pearson Education.
By examining personal experiences through the lens of established leadership theories, a clearer understanding of effective leadership emerges. Transformational leadership stands out as a significant force for motivating individuals and cultivating an innovative atmosphere within organizations.