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Summary Week 5 Final Paper.docx MGT 380 Week 5 Final Paper MGT 380: Leadership for Organizations Leadership within an organization I will be examining the key concepts of leadership through my current place of work. I am currently a learning operations man
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Week 5 Final P MGT 380 Week 5 Final Paper MGT 380: Leadership for Organizations Leadership within an organization I will be examining the key concepts of leadership through my current place of work. I am currently a learning operations manager for Chewy which is an ecommerce business. I will...
week 5 final paperdocx mgt 380 week 5 final paper mgt 380 leadership for organizations leadership within an organization i will be examining the key concepts of leadership through my current
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MGT 380
Week 5 Final Paper
MGT 380: Leadership for Organizations
Leadership within an organization
I will be examining the key concepts of leadership through my current place of work. I
am currently a learning operations manager for Chewy which is an ecommerce business. I will
reference our text to identify and show support on how these leadership concepts apply within
my current workplace. Weiss explains in the text leadership roles are projected manners and
activities associated to leaders’ jobs (Weiss, 2015). When discussing the key concepts of
leadership, you can connect transactional and transformational leadership. These styles are
different from the other styles illustrated in the text. This is viewed differently leaders are
constantly adjusting to develop and engage their teams. Leaders who are more ethical do not see
members of their team based on their level but the ability to learn with guided supported (Weiss,
2015). Studies show that teams perform twenty percent better when they are effectively engaged.
When you think about leadership in the work place you can consider many different theories
however, this is not the only aspect that defines leadership. Engagement is another important
aspect to discuss when talking about leadership throughout the organization. I will be outlining
the different concepts of leadership and identify my concept as a leader.
The first style of leadership I would like to discuss is transformational leadership. This
style suggests that these leaders look the modify and engage to create a strategic vision (Weiss,
2015). Leaders who exude this style are observant to their team’s needs and goals. They can
recognize actions that need to be changed and are able to remove barriers. A transformational
leader drives motivation to deliver results (Weiss, 2015).
, The next style of leadership I will explore is transactional leadership style. Through this
style leaders will perform more of a standard approach when accomplishing daily tasks (Weiss,
2015). The textbook suggests that these leaders have a focus on being consistent and driving
quality and production throughout their teams to deliver results (Weiss, 2015). The type of work
is usually aligned with transactional duties. This explains that team members can receive support
to help maintain performance goals. These leaders support team members to strive and achieve
their personal goals while removing barriers such as stress and anxiety. These leaders who
accountability to standard work and strive for consistent outcome regarding production and
quality (Weiss, 2015). Without these leaders’ different organizations could not implement
standard work practices. “Transactional leadership seeks to maintain stability rather than
promoting change within an organization through regular economic and social exchanges that
achieve specific goals for both the leaders and their followers” (Weiss, 2015 p. 45).
Transformational leaders have been labeled as a “quiet leader”. These leaders will
perform their role based on how they were trained and will utilize skills they have obtained from
other peers. The transformational leadership style can usually be understood by multiple people
with different personalities.
The transactional leadership style differs from the transformational leadership style. The
Transactional style is a more structured managed process. These leaders focus on team member’s
performance and achieving expected results. These leaders also shift their focus on promoting
performance with punishment and rewards. This style has a strong impact on team moral and
focuses on creating structure for their members to follow. They manage results through
performance management which results in disciplinary actions for not meeting performance.
This style is common through many organizations and common on multiple structures.
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