critical-thinking skills will be assessed. The critical-thinking rubric will be useful for this purpose. In this course, MGT401, critical-thinking skills will be assessed at the “introduced” level. In MGT420, they are assessed at the “reinforced” level. Finally, in MGT422 your critical thinking skills will be assessed at the “emphasized” level. The grading rubric for critical-thinking skills at the undergraduate level has been developed to measure student success in meeting the MGT401 SLP 3 expectations. Rubrics for the other two courses are included in their respective assignments.
Before starting this assignment, be sure that you are familiar with what is meant by “critical thinking.”
Critical thinking is one of the five key rubric criteria by which your assignments are graded. Therefore, you are expected to demonstrate evidence of critical thinking in all assignments. The following might help you to learn the concept of critical thinking.
Lack, C. W., & Rousseau, J. (2016). Chapter 4: What is critical thinking? In Critical thinking, science, and pseudoscience: Why we can’t trust our brains. Springer Publishing Company. Available in the Trident Online Library, EBSCO eBook Collection.
For the Module 3 SLP assignment, you will apply the concepts from the background materials to your own personal experiences. You can write about the same supervisor you wrote about in Modules 1 and 2, or choose a different supervisor that you worked with and got to know well.
Carefully review the concepts and definitions of charismatic, transformational, and transactional leadership. Then write a 2- to 3-page paper (which means at least 2 full pages) and include at least two scholarly peer-reviewed sources from the Trident Online Library or the assignment background materials addressing the following issues using specific examples from your personal experiences:
- Describe a situation you experienced or witnessed in the workplace when a current or past supervisor used a transformational approach to motivate their employees. Was it effective? What about the supervisor’s behaviors marked them as a transformational leader?
- Describe a situation you experienced or witnessed in the workplace when a current or past supervisor used a charismatic approach to motivate their employees. Was it effective? What about the supervisor’s behaviors marked them as a charismatic leader?
- Describe a situation you experienced or witnessed in the workplace when a current or past supervisor used a transactional approach to motivate their employees. Was it effective? What about the supervisor’s behaviors marked them as a transactional leader?
- Based on what you’ve read for this class so far as well as from your own experience working with different supervisors, which approach, transformational, charismatic, or transactional leadership is more effective as a leadership style in your organization?
Full Answer Section
Transformational Leadership in Action
One supervisor who exemplified transformational leadership was Sarah, my manager at a marketing agency. Sarah possessed a remarkable ability to inspire and motivate her team. She consistently challenged us to push beyond our comfort zones and reach our full potential. For instance, when tasked with developing a marketing campaign for a new client, Sarah encouraged us to think outside the box. She facilitated brainstorming sessions where unconventional ideas were welcomed. This approach fostered a sense of ownership and creative freedom within the team, resulting in a groundbreaking campaign that exceeded client expectations. Beyond project-specific goals, Sarah championed our professional growth. She actively sought out opportunities for skill development, often sponsoring our participation in relevant workshops and conferences. This investment in her employees instilled a sense of loyalty and commitment within the team, leading to a highly motivated and productive work environment. Sarah's transformational leadership style proved immensely effective, fostering a culture of innovation and personal growth amongst her team members.
The Power of Charisma
Another supervisor, Mark, possessed a charismatic leadership style. Mark had a captivating presence and an infectious energy that enthused those around him. He excelled at rallying the team behind a common goal. A prime example of this occurred during a period of significant company restructuring. Morale was at an all-time low, and employees were apprehensive about the future. Mark addressed the team with a passionate speech, outlining the opportunities that the restructuring presented. His enthusiasm and unwavering belief in the company's future re-energized the team, fostering a renewed sense of optimism and commitment. However, Mark's leadership style relied heavily on his personality. When faced with complex challenges that required strategic planning and problem-solving, his charisma proved less effective. While Mark undeniably motivated the team, his leadership lacked a focus on long-term goals and development, hindering long-term sustainability.
Transactional Leadership: A Balancing Act
The final leadership style I witnessed was transactional, exemplified by my supervisor, David. David's approach focused on clear expectations, defined rewards, and consequences. He established clear performance metrics and regularly communicated goals and deadlines. Employees who consistently met or exceeded expectations received recognition and bonuses. Conversely, those who underperformed faced potential disciplinary action. This transactional approach proved effective in ensuring efficient task completion and adherence to deadlines. However, it did little to inspire innovation or foster a sense of purpose beyond individual rewards. The team functioned as a well-oiled machine, but lacked the creativity and intrinsic motivation often associated with more transformational leadership styles. In David's case, the transactional approach ensured short-term success, but failed to address the long-term need to inspire and engage employees.
The Road Ahead: Selecting the Ideal Leadership Style
Having analyzed these experiences, it is evident that transformational leadership resonates most strongly within my current organization. My organization operates in a dynamic and competitive industry, requiring continuous innovation and adaptation. A transformational leader who can inspire employees to think creatively and strive for excellence is crucial for long-term success. While the charismatic approach can be invigorating in certain situations, it lacks the strategic focus and emphasis on long-term development that is crucial in our environment. Transactional leadership, while effective for ensuring short-term efficiency, fails to ignite the passion and initiative necessary for sustained success.
In conclusion, leadership styles are not mutually exclusive. Effective leaders often utilize a blend of approaches depending on the situation. However, based on my experiences, a transformational leadership style – characterized by inspiration, intellectual stimulation, and individualized consideration – appears to be the most effective approach for driving long-term success within my organization. It is a style that fosters a culture of innovation, growth, and employee engagement, ultimately leading to a more competitive and successful organization.