A discussion on organizational psychology, specifically leadership theory.
Written in 2007; 2,949 words; 9 sources; MLA; $ 87.95
Paper Summary:
The paper examines three key theories of organizational leadership, describing the fundamental principles of each. Each theory has its comparative strengths and weaknesses examined. The paper concludes with a directed question: Which of the theories would a practicing manager find the most instructive and useful? The writer proposes that there is no hard and fast answer as to which theory will be the most use to practicing managers. The writer further explains that the best possible leadership approach will incorporate elements from each of the theories.
Outline:
Introduction:
Overview of organizational psychology
Leadership as related to organizations
Design and structure of paper
The Three leadership theories
Social Identity Theory
Relative strengths and weaknesses
LMX (Leader-Member Exchange) Theory
Relative strengths and weaknesses
Transformational Leadership Theory
Relative strengths and weaknesses
Discussion: If I Were A Working Manager, What Theory Would Be Of The Most Use To Me?
Bibliography
From the Paper:
"Transformational Leadership has a strong effect on collective efficacy in an organization. Collective efficacy is used to represent each individual's assessment of the group's collective capability to accomplish job-related tasks. Transformational leaders effect collective efficacy by motivating the employees and providing emotional and intellectual connections between the individual and the organization. Transformational leaders also know how to "get everyone on the same page", to focus the group on the target goals by emphasizing the similarities of the group members, in effect creating a more cohesive group identity in order o facilitate working together. (Walumbwa, et al., 2004)"
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