http://v.ku6.com/show/SMCWcLL5b8E8Ei0z.html
Saturday, March 12, 2011
Thursday, March 10, 2011
Bio of James McGregor Burns
James McGregor Burns
is a presidential biographer, authority on Leadership Study, Woodrow Wilson Professor (emeritus) of Government at Williams College, where he also received his B.A. He was also a scholar at the James McGregor Burns Academy of Leadership at the University of Maryland College Park.He received a Pulizter Prizeand National Book Award in 1971 for his Roosevelt:Soldier of Freedom1940-1945
His key innovation in leadership theory was shifting away from studying the traits of great men and transactional management to focus on the interaction of leaders and led as collaborators working toward mutual benefit. He is best known for contributions to the Transformational, Aspirational and Visionary schools of leadership theory. Burns has advocated repeal of the 22nd amendment to allow effective presidents to have a third or fourth term of office.
is a presidential biographer, authority on Leadership Study, Woodrow Wilson Professor (emeritus) of Government at Williams College, where he also received his B.A. He was also a scholar at the James McGregor Burns Academy of Leadership at the University of Maryland College Park.He received a Pulizter Prizeand National Book Award in 1971 for his Roosevelt:Soldier of Freedom1940-1945
His key innovation in leadership theory was shifting away from studying the traits of great men and transactional management to focus on the interaction of leaders and led as collaborators working toward mutual benefit. He is best known for contributions to the Transformational, Aspirational and Visionary schools of leadership theory. Burns has advocated repeal of the 22nd amendment to allow effective presidents to have a third or fourth term of office.
Friday, March 4, 2011
The Result of LPI Instrument
I have taken LPI(Leadership Practices Inventory) instrument,only one of my friend took took PLA.Even only one person take the instrument,but she is my closed friend,I think the result can imply some important information.
Questions Practice Self Observer
This sheet is the Leadership Behaviors Ranking,from most frequent to least frequent of all 20 leadership behaviors based on my friend's score.
From this sheet,I find that some questions we get the same score or similar score,whereas some questions we get completely different scores.The red scores means my friend and I have similar perspective in these questions,as the yellow scores means my friend and I have different scores.
I think if we have the similar or same scores express I have a clear understanding in these part.For example,question 7,22,2,both my friend and I have low scores,these three questions all belong to Inspire a Shared Vision part.I actually find that I rarely praise others.It's one of my weaknesses.I know praise sometimes can be a powerful thing in teamwork,as well as in daily life.I need to change this bad habit.
In this sheet,I find there are four questions' scores are completely different(question #25,24,16,6).#16:Asks for feedback on how his/her actions affect people's performance.My friend think I seldom ask for feedback,on the other way aroud,I think I usually ask for feedback.Overall, my friends think I am a more stubborn people. I used to be a person like that, however, since I aware of this issue I continue to change. This score indicate I need to constantly refine myself.
Questions Practice Self Observer
This sheet is the Leadership Behaviors Ranking,from most frequent to least frequent of all 20 leadership behaviors based on my friend's score.
From this sheet,I find that some questions we get the same score or similar score,whereas some questions we get completely different scores.The red scores means my friend and I have similar perspective in these questions,as the yellow scores means my friend and I have different scores.
I think if we have the similar or same scores express I have a clear understanding in these part.For example,question 7,22,2,both my friend and I have low scores,these three questions all belong to Inspire a Shared Vision part.I actually find that I rarely praise others.It's one of my weaknesses.I know praise sometimes can be a powerful thing in teamwork,as well as in daily life.I need to change this bad habit.
In this sheet,I find there are four questions' scores are completely different(question #25,24,16,6).#16:Asks for feedback on how his/her actions affect people's performance.My friend think I seldom ask for feedback,on the other way aroud,I think I usually ask for feedback.Overall, my friends think I am a more stubborn people. I used to be a person like that, however, since I aware of this issue I continue to change. This score indicate I need to constantly refine myself.
Thursday, March 3, 2011
Contingency Theory VS Situational Leadership Theory
Contingency Theory,first to indicate there is no ideal leader,task-orientationed and relationship-orientationed leaders are effective if the orientation fits the situation.He said that personality/tendency doesn't change so improving effectiveness involves changing the situation
The Situational Leadership Theory is that there is no single “best” style of leadership. The effective leadership varies, not only with the person or group that is being influence, but it will also depend on the task, job or function that needs to be accomplished.
Characterized leadership style in terms of the amount of Task Behavior and Relationship Behavior that the leader provides to their followers. They categorized all leadership styles into four behaviour types, which they named S1 to S4:
S1: Derecting - is characterized by one-way communication in which the leader defines the roles of the individual or group and provides the what, how, when, and where to do the task
S2: Coaching - while the leader is still providing the direction, he or she is now using two-way communication and providing the socioemotional support that will allow the individual or group being influenced to buy into the process.
S3: Surpporting - this is now shared decision making about aspects of how the task is accomplished and the leader is providing less task behaviors while maintaining high relationship behavior.
S4: Delegating - the leaders is still involved in decisions; however, the process and responsibility has been passed to the individual or group. The leader stays involved to monitor progress.
The Contingency Theory assume a person have a preference between task and relationship.And this tendency can't change.If a leader want to become effective,he or she have to change the situation to match his or her leadership style.
In the contrast,Situational Theory consider that the balance of task and relationship will make leader much more effective.Of the four typles, no one style is considered optimal for all leaders to use all the time. Effective leaders need to be flexible, and must adapt themselves according to the situation.
The Situational Leadership Theory is that there is no single “best” style of leadership. The effective leadership varies, not only with the person or group that is being influence, but it will also depend on the task, job or function that needs to be accomplished.
Characterized leadership style in terms of the amount of Task Behavior and Relationship Behavior that the leader provides to their followers. They categorized all leadership styles into four behaviour types, which they named S1 to S4:
S1: Derecting - is characterized by one-way communication in which the leader defines the roles of the individual or group and provides the what, how, when, and where to do the task
S2: Coaching - while the leader is still providing the direction, he or she is now using two-way communication and providing the socioemotional support that will allow the individual or group being influenced to buy into the process.
S3: Surpporting - this is now shared decision making about aspects of how the task is accomplished and the leader is providing less task behaviors while maintaining high relationship behavior.
S4: Delegating - the leaders is still involved in decisions; however, the process and responsibility has been passed to the individual or group. The leader stays involved to monitor progress.
The Contingency Theory assume a person have a preference between task and relationship.And this tendency can't change.If a leader want to become effective,he or she have to change the situation to match his or her leadership style.
In the contrast,Situational Theory consider that the balance of task and relationship will make leader much more effective.Of the four typles, no one style is considered optimal for all leaders to use all the time. Effective leaders need to be flexible, and must adapt themselves according to the situation.
I Learn more from other's blogs.
I read a lot of others' blogs,each person has different perspectives about leadership.After read these blogs, their ideas help me have a deep understanding about leadership.
Emily's opinion is similar to mine.There are a lot of people out in the world that have great ideas but there are only a very few who can make their ideas happen. She most admire the leaders who can come up with unique, different or even unusual ideas and then make them work. Even if that means the way they lead and do things are different than others. The most important point is that the leaders can make their unbelievable dream come true.
Emily's blog website:http://emilyannsdefinitionofleadership.blogspot.com/
I read Tom's blog,he think leadership is a quality that someone can develop over time, and anyone can be a leader.Before,I think that leadership is born with, the leader is born,cannot be acquired through training to get leadership.But,I think leadership can foster and to be a leader depends on situation.
Tom's blog website:http://tomd491.blogspot.com/
Emily's opinion is similar to mine.There are a lot of people out in the world that have great ideas but there are only a very few who can make their ideas happen. She most admire the leaders who can come up with unique, different or even unusual ideas and then make them work. Even if that means the way they lead and do things are different than others. The most important point is that the leaders can make their unbelievable dream come true.
Emily's blog website:http://emilyannsdefinitionofleadership.blogspot.com/
I read Tom's blog,he think leadership is a quality that someone can develop over time, and anyone can be a leader.Before,I think that leadership is born with, the leader is born,cannot be acquired through training to get leadership.But,I think leadership can foster and to be a leader depends on situation.
Tom's blog website:http://tomd491.blogspot.com/
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