Decision Theory 13+

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Every successful team needs an effective leader and leaders should ask a simple question of
themselves, “Am I being an effective leader?” This question can be answered by considering
some very important characteristics of an effective leader. the leadership style leaders choose to
use has a direct impact on the result they achieve. It is what make them memorable to others and
fulfilled within their selves.
Some characteristics of an effective leader are they are risk takers because strong leaders
are very creative. They will try new approaches even if it presents possible failure. Effective
leaders recognize that failure is only a temporary setback that gives a clear understanding of
what not to do in the future. Another important characteristic is caring for individual. Leaders
should show a caring attitude about the mission of their organization. However, their concern for
each individual team member must take priority over everything else. Another characteristics is
that an effective leader is ethical, a strong leader has a strong moral base and make decisions
based on core values.
Different leadership styles can be effective given the particular challenges being faced
and particular needs of the people involved. Instead of selecting one leadership style, effective
leaders are able to move among styles, selecting the one that is required in the moment. Some of
the leadership styles are transactional, participative, visionary, and relation oriented leaderships
(Vella, 2013).
In my organization as an International school, transactional leadership style is more
common among other style. Other styles were encouraged to be used but unfortunately
transactional style is very popular and most common. Transactional leadership styles are more
concerned with maintaining the normal flow of operations. Transactional leadership can be
described as “keeping the ship afloat.” Transactional leaders use disciplinary power and an array
of incentives to motivate employees to perform at their best.
The organization goals are to make our students demonstrate increased learner agency,
compassionate action, growth in literacy, and the organization as whole will demonstrate
increase system coherence (ISG Learns, 2018). For that, transaction leadership style will not help
achieving the organizational goals. My recommendation for leaders in this educational
organization is to change the leadership style from transactional to visionary.
Visionary leader is clear about what leaders believe and knows is best for learning. The
leader’s individual beliefs have developed in collaboration with other stakeholders and
articulated into some kind of vision or mission statement (Gupta, 2016). It will demonstrate the
elements of a vision in the way leaders talks about their work. Also, an important element is that
the experiences of students and outcomes are at the center of this vision.
Gupta, P. (2016). Educational Leadership Styles for School Leaders to Know. Ed Tech Review.
Retrieved from
ISG Learns. (2018). International Schools Group. Retrieved from
Vella D. (2013). Which Leadership Styles are Most Effective? Retrieved from

Which Leadership Styles Are Most Effective?

Show Less
Student 2
In business organizations, the clear mission, vision, and values are the key factors that are
characterized by the high performing teams and organizations. These factors are aiming to
inspire the employees and motivate them to do their best. They also provide a picture of the
successful future of the organization. A good leadership model helps the organization to achieve
its objectives and mission. A leadership model in an organization works as the guide that
suggests particular leadership behaviors for the use in a specific environment (Mendenhall,
Osland, Bird, Oddou, Stevens, Maznevski, & Stahl, 2017).
There is no such a thing as best leadership model. The effective leadership will be viewed
as a task-relevant in situations where leaders successfully adapt to their leadership styles
(Salehzadeh, Shahin, Kazemi, & Shaemi Barzoki, 2015). The different organizations apply
different leadership styles. In the organizations were I used to work, the executive manager has
implemented the same leadership strategies across the whole organization rather than passing
directions through intermediaries or subordinates (Avolio, Sosik, Jung, & Berson, 2003).
The situational leadership style is a type of leadership that promotes managerial practices
in the organization by merging a variety of managerial styles in order to accommodate to
different people in the same organization. situational leadership model can be used in my
organization in order to help it to improve its performance and achieve its mission goals
(Watkins, 2001). By applying this model in the organization, the manager will have the required
capabilities to deal with a wider range of people in the organization. In addition, she can create
more innovative and employee-centric organization through the promotion of direct contact
between her and the staff members at all levels. Another advantage of this model to my
organization is that the leader will be able to place less emphasis on specific tasks or even less
emphasis on relationships among the employees. The situational leadership model can help the
employees to concentrate more on the components that are needed to get the job done
successfully (Watkins, 2001). I would advise my organization to adapt to the situational
leadership style. This is because it is the style that will assist the manager to influence the
employees more and therefore achieving the organization’s mission and goals.
Avolio, B. J., Sosik, J. J., Jung, D. I., & Berson, Y. (2003). Leadership models, methods,
and applications. Handbook of psychology.
Mendenhall, M. E., Osland, J., Bird, A., Oddou, G. R., Stevens, M. J., Maznevski, M. L.,
& Stahl, G. K. (Eds.). (2017). Global leadership: Research, practice, and development.
Salehzadeh, R., Shahin, A., Kazemi, A., & Shaemi Barzoki, A. (2015). Proposing a new
approach for evaluating the situational leadership theory based on the Kano model: The
case of university students. International Journal of Public Leadership, 11(1), 4-20.
Watkins, D. (2001). Situational leadership model. Center for Leadership Studies.

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