英国代写assignment:领导力理论

英国代写assignment:领导力理论。领导理论可以定义为人民采取一种领导人民的方式。研究人员试图为发展创造一个共同的图式或共同的理论。最常见的理论有伟人理论、特质理论、权变理论和转换理论。这些理论认为，人们以一种领导方式工作，这种领导方式能使他们领导追随者朝着所需要的目标前进。追随者必须和领导一样好，领导框架适当的方法来领导人们基于最终的目标和争论的变量。事实上，领导风格是建立在情境方面的。就PA而言，卡拉汉说，他在长时间工作的过程中发现了一些独特的挑战。正是基于对这些方面的理解，他才有动力去领导。当然，这意味着他要确保追随者的负面影响(例如长时间工作)减少。接下来英国代写assignment专家将为同学们分析下领导力理论。

真正的领导者是那些自信或坚韧的人。他们知道人们的想法和行为。这些人使用更高层次的诚信，并继续致力于组织的建设。他们是值得信赖的人。这些真正的领导要素适用于MD卡拉汉。他对自己只招聘态度正确的人的计划充满信心，他的自信态度和他在公司的独特变化甚至为他赢得了“怪人”的标签。

服务型领导可以被认为是一种积极的领导，它与真正的领导的根本概念几乎没有什么不同。两个领导都有服务人民的愿望，并对授权他们的追随者感兴趣(Vecchio, 2007)。他们拒绝在原则上妥协。它们对建立与人民的关系具有高度的重要性。仆人式领导与真实式领导的根本区别在于，仆人式领导是服务的，而真实式领导是领导的。因此，服务型领导可以被定义为一种哲学，即领导者为其追随者创造一个公正和关怀的工作环境。两者有相似之处，因为真实的和仆人式的领导都会与情商相联系，从而帮助他们的追随者。现在在这个案例研究中，真正的领导被观察到，卡拉汉对他的追随者是开放的，他是诚实的，他的行为反映了他的正直。例如，他对他的员工所做的一些努力，是因为他直接了解长时间工作的影响，因此他希望有政策来纠正它。这些都不是简单地实施，因为他想在他的员工中获得一个好名声，而是他这样做是为了纠正他自己作为员工所面临的情况。真正的领导可以被认为是一种基于性格驱动的领导形式，它不承认领导风格。真正的领导是由于有一种独特的风格发展的经验和内省。这些都是与性格或个性一致的。总经理、他的性格和对工作场所的看法，直接指导着他想要的变革，因此可以说，行动的一致性确实让他成为一个真正的领导者。

Authentic leaders are the leaders who are confident or resilient individuals. They are aware of how the people think or behave. These people use a higher level of integrity and remain committed to building of the organizations. They are credible individuals. These elements of authentic leadership apply to MD Callahan. He is seen to be confident of his plan of recruiting only individuals with the right attitude, and his confident attitude and his unique changes in the company have even earned him the tag of “wacky”.

Servant leadership can be considered as the positive leadership which has emerged little differently from the root notions of authentic leadership. Both the leadership have the desire to serve people and are interested in the empowerment of their follower (Vecchio, 2007). They refuse to compromise of the principles. They provide high level of importance to establishment of relationship with the people. The fundamental difference that is developed between the servant leadership and the authentic leadership is that the servant leader serves and an authentic leader leads. Servant leadership can hence be defined as something of a philosophy where a just and caring work environment is created by the leaders for their followers. There are similarities, because both authentic and servant leadership will connect to emotional intelligence to help their followers. Now in the case of the case study, authentic leadership is observed, as Callahan is seen to be open with his followers and he is honest and his actions reflect on his integrity. For instance, some of his good efforts towards his employees are because he understands the effects of working long hours first hand, and hence he wants policies in place to correct it. These are not simply implemented because he wants to get a good name with his employees, rather he does this to correct those situations that he himself has faced as an employee. Authentic leadership can be considered as a form of leadership that is based on the character driven and it does not recognize the leadership style. The authentic leadership is since there is a unique style developed from the experience and introspection. These are consistent with the character or personality. The MD, his character and perceptions of the workplace directly guide the changes he wants and hence it could be argued that consistency in actions does make him an authentic leader.

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