Leadership Frameworks and Theories

LM001: Leadership Frameworks and Theories

Short Answer Submission Form

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Instructions

This Competency includes a Short-Answer Response Assessment. Write your response to each prompt below in the space provided. The Rubric, which will be used by the Competency Assessor to evaluate your responses, is beneath the prompts. Carefully review the Rubric rows associated with each prompt to provide a complete response.

When writing your response, begin typing where it reads “Enter Your Response Here.” Write as much as needed to satisfy the requirements of the prompt (as defined in the Rubric). Be sure to support your responses with connections to professional sources.

Your Assessment responses require references (in APA style) to support your thinking. You will list your references at the end of this template where “References” are noted. If you need additional information regarding how to correctly cite, and/or reference sources, please visit the Walden Writing Center at http://academicguides.waldenu.edu/writingcenter/ap…

To learn more about effective paraphrasing strategies, visit the Walden Writing Center at http://academicguides.waldenu.edu/writingcenter/evidence/paraphrase/effective

Review the following example item and response for a sample that meets expectations.

Sample Prompt:Choose a definition of organizational culture, and explain whether you agree or disagree with the definition. Use examples from your own professional experience to support your response.Response:Whitehurst (2016) explained “organizational culture is defined by how people in an organization interact with each other” (para. 2).While I agree that this is one aspect of organizational culture, the definition does not capture the complex factors that contribute to organizational culture. When I started my first job after finishing my undergraduate degree in business, I worked for an organization whose main headquarters were in Dubai. When I traveled to Dubai for the first time, I realized that the culture of the Dubai office was largely influenced by the society’s culture in Dubai. I found that the organization lacked one cohesive culture and that, depending on regional locations, each office had its own culture. International organizations often face many challenges in maintaining a cohesive organizational culture (Watkins, 2013). I found this observation to be true in my experience. For example, the Dubai office seemed to endow their employees with more allowance for self-direction when compared with our domestic offices. Although people’s interactions with one another contributed to the organization’s culture, there were other factors like location, management style, and societal norms that impacted a business culture as well.ReferencesWatkins, M. D. (2013, May 15). What is organizational culture? And why should we care. Harvard Business Review. Retrieved fromhttps://hbr.org/2013/05/what-is-organizational-cul…Whitehurst, J. (2016, October 13). Leaders can shape company culture through their behaviors. Harvard Business Review. Retrieved from https://hbr.org/2016/10/leaders-can-shape-company-…Note: References are included at the end of a Short-Answer Assessment but are included here as an example of an accurate APA reference list.

Case 1: Craig Kielburger Cases

Read the six business dilemmas for the Craig Kielburger Cases then respond to the following:

Part A: General Leadership

  • In what ways are Craig Kielburger’s behaviors and actions consistent with the principles and practices of authentic leadership? Be sure to support your reasoning with at least two explicit references to leadership best practices and to appropriate theoretical frameworks about leadership. (2 – 3 paragraphs)
  • Do you think Craig Kielburger is an effective leader? Why or why not? Identify at least two additional leadership behaviors and/or best practices he could implement to address business problems and opportunities in his company. Be sure to support your reasoning with explicit references to leadership best practices and to appropriate theoretical frameworks about effective leadership. (1 – 2 paragraphs)

Part B: Personal Reflection

  • Having reviewed the Craig Kielburger cases, describe how your own life experiences have led to the development or transformation of your leadership skills and behaviors. Use at least two specific examples to demonstrate how and why these personal experiences have improved your leadership practices. Be sure to relate how your behaviors and practices relate to best practices and to relevant leadership theoretical frameworks. (3 – 4 paragraphs) 
  • Describe how leadership can play a key role in shaping values for affecting positive social change and creating value for organizational performance. Be specific, and be sure to support your reasoning with at least two explicit references to leadership best practices and to appropriate theoretical leadership frameworks. (2 – 3 paragraphs) 
  • Identify and describe what you think is the most important value espoused by the company you work for. Is it a core value, aspirational value, or permission-to-play value? Does the company live and behave in accordance with the value, and what is leadership’s role in this process? How can you influence the practice of this value? Be specific, and be sure to support your reasoning with explicit references to leadership best practices and to appropriate theoretical frameworks about leadership. (2 – 3 paragraphs) 

Your Response

Craig Kielburger’s behaviors and actions are consistent with authentic leadership’s principles and practices. First, Craig is motivated by personal convictions. Personal benefits, status, or honors are not his source of motivation. According to Avolio & Gardner (2005), authentic leaders are always guided by their beliefs. They don’t need recognition to be motivated. Second, Craig is original. He doesn’t copy others. He leads from his personal viewpoint. This is evident when he tries to find original ways of maintaining Free The Children. This according to Avolio & Gardner (2005) is a major quality of authentic leaders.

Third, Craig leads with heart. He cares a lot about the wellbeing of other people. For instance, he was deeply saddened by just thinking about the wellbeing of people in Sierra Leone with the departing support. He is more concerned about others. According to authentic leadership theory, authentic leaders lead with their heart (Covelli & Mason 2017). Additionally, Craig has positive psychological abilities characterized by optimism and confidence. These behaviors are consistent with authentic leadership practices.

Craig is an effective leader. This is because he practices effective leadership behaviors such as being result-oriented, being empathetic, and he is also ethical. These are the leadership behaviors for an effective leader (Covelli & Mason 2017). Being focussed will help Craig to address organizational problems. This includes seeing end goals and outlining the vision to the subordinates. Additionally, being more hopeful will enable Craig to address the problems Free The Children facing (Avolio & Gardner, 2005). Combining these additional behaviors with the current behaviors Craig will overcome the challenges the company is currently facing.

As a team leader, I have been through an experience that led to the development and change of my leadership skills. For example, I remember being asked to come up with a marketing strategy for a service offered by my then company. I assigned team members responsibilities and only wanted results. To my disappointment, I received a poor marketing plan. The team members shared tasks and then brought their strategies together. There is no way such a plan would be effective.

The disappointment influenced me in developing better leadership skills. It is at this point that I discovered the importance of authentic leadership. I learned how to bring people together through connection essential for experiencing positive emotions. With the leadership skills, I was able to achieve extraordinary things. According to (Covelli & Mason 2017), through authentic leadership, teams are able to have a shared vision associated with the accomplishment of set goals.

In a different experience, I was forced to change my leadership behaviors. One day, I was involved in a charity program. I led a team to provide food to immigrants. We were actually giving them snacks. At one point I wondered how helpful the snacks were to these people. I wondered what would be done to sustain these people for as long as it takes. At this point, I realized that being empathetic was not enough. I had to develop better leadership strategies such as being result-oriented and focus on long-term success to be of help to these people. According to (Covelli & Mason 2017), these skills are essential for an effective leader.

Leadership plays a key role in shaping values for affecting social change. They do this by demonstrating ideal values. Affecting social change is only possible when leaders model the values. Second, leaders can use interpersonal communication to instill organizational values for social change. Third, speaking more about organizational values by involving employees in brainstorming sessions and asking for their feedback helps in shaping and maintaining organizational values (Tsai, 2011).

When leaders are able to shape organizational culture and affect positive social change, they creating value for organizational performance. When strong values are developed, a strong organizational culture is developed. Such a culture promotes consistent behaviors among organizational stakeholders. Eventually, potential conflicts are reduced while at the same time a healthy working environment is created. This environment creates value for organizational performance (Tsai, 2011).

Respect which is a core value is the most important value espoused by the company I am working for. The value involves respecting every employee and other stakeholders in the company. This includes respecting every aspect of human beings including human rights, privacy, ethnicity, gender, and religion among others. Our company lives in accordance with its core value. The company leadership has played a major role in the process of living in accordance with respect as a core value.

Leaders have served as role models in the company in respecting employees. By watching the leaders walking the talk, high respect levels have been generated from employees and other stakeholders. According to (Mihelic e al., 2010), when leaders act in accordance with organizational values, employees become more willing to do the same. I can influence the practice if thus value by practicing it. Living in accordance with the core value will make my colleagues live also in accordance with the value. Doing what is right influences other people to do the same (Mihelic e al., 2010).

Rubric

0Not Present1Needs Improvement2Meets Expectations3Exceeds Expectations
Sub-Competency 1: Specify elements of leadership theories that explain how leaders can be more effective in addressing business problems and opportunities.
Learning Objective 1.1: Explain behaviors consistent with the principles and practices of authentic leadership.The explanation of behaviors consistent with the principles and practices of authentic leadership.is missing.The explanation does not clearly link leadership practices and frameworks and concepts with facts from the case study.The explanation includes fewer than two leadership best practices and/or the practices are not appropriate and relevant.The explanation includes fewer than two theoretical frameworks about leadership and/or it does not clearly and completely explain how, when, and why authentic leadership can be an effective set of leadership behaviors.The response is not supported by academic/professional resources or the resources are not relevant.The explanation clearly links leadership practices and frameworks and concepts with facts from the case study.The explanation includes two appropriate and relevant leadership best practices and two theoretical frameworks about leadership that clearly and completely explain how, when, and why authentic leadership can be an effective set of leadership behaviors.The response is supported by relevant academic/professional resources.The explanation demonstrates the same level of achievement as “2,” plus the following:The explanation provides a well-integrated argument that very clearly explains how, when, and why authentic leadership can be an effective set of leadership behaviors.
Learning Objective 1.2: Explain leadership behaviors and best practices that can be implemented to solve business problems or increase opportunity.The explanation of leadership behaviors and best practices that can be implemented to solve business problems or increase opportunity is missing.The explanation identifies fewer than two leadership behaviors or best practices that the leader in the case presented could have implemented to become more effective in addressing a business problem or opportunity.The explanation does not clearly demonstrate why the leader in the case is an effective leader or is not an effective leader.The explanation identifies two leadership behaviors or best practices that the leader in the case presented could have implemented to become more effective in addressing a business problem or opportunity.The explanation clearly demonstrates why the leader in the case is an effective leader or is not an effective leader.The explanation demonstrates the same level of achievement as “2,” plus the following:The explanation identifies more than two leadership behaviors or best practices that could be implemented to become more effective in addressing a business problem or opportunity in provided case.
Learning Objective 1.3: Describe relationships between personal leadership experience and leadership best practices theories and frameworks.The description of relationships between personal leadership experience and leadership best practices theories and frameworks is missing.The description provides fewer than two examples from personal experience about the development or transformation of one’s leadership skills and behaviors and/or the examples are not clear and/or relevant.The description does not integrate two appropriate and relevant best practices and/or theoretical frameworks about leadership to explain how and why the personal experiences have improved the leadership practices.The best practice and framework concepts are not paraphrased accurately and/or are not woven into a single informative argument that reflects the student’s own words.The description provides two clear and relevant examples from personal experience about the development or transformation of one’s leadership skills and behaviors.The description integrates two appropriate and relevant leadership best practices and two theoretical frameworks about leadership to explain how and why the personal experiences have improved the leadership practices.The best practice and framework concepts are paraphrased accurately and are woven into a single informative argument that reflects the student’s own words.Response demonstrates the same level of achievement as “2,” plus the following:The description provides more than two clear and relevant examples from personal experience about the development or transformation of one’s leadership skills and behaviors.The description fully integrates more than two appropriate and relevant leadership best practices and/or more than two theoretical frameworks about leadership to explain how and why the personal experiences have improved the leadership practices.
Sub-Competency 2: Analyze the role of values in leadership for affecting positive social change and creating value.
Learning Objective 2.1: Describe how leadership can play a key role in shaping values for affecting positive social change and creating value for organizational performance.The description of how leadership can play a key role in shaping values for affecting positive social change and creating value for organizational performance is missing.The description does not include two appropriate and relevant leadership best practices and/or two theoretical frameworks about leadership that effectively describe how leadership can play a key role in shaping values for affecting positive social change and creating value for organizational performance.The description does not accurately paraphrase best practices and framework concepts and/or is not woven into a single informative argument that reflects the student’s own words.The response is not supported with academic/professional resources or the resources are not relevant.The description includes two appropriate and relevant leadership best practices and two theoretical frameworks about leadership that effectively describe how leadership can play a key role in shaping values for affecting positive social change and creating value for organizational performance.The description accurately paraphrases best practices and framework concepts and is woven into a single informative argument that reflects the student’s own words.The response is supported by relevant academic/professional resources.The response demonstrates the same level of achievement as “2,” plus the following:The description includes three or more appropriate and relevant leadership best practices as well as more than two theoretical frameworks about leadership that clearly describe how leadership can play a key role in shaping values for affecting positive social change and creating value for organizational performance.The description clearly and fully integrates leadership theory with practice.
Learning Objective 2.2: Describe the role leaders can play within the organization to narrow any gap between espoused and lived organizational values.The description of the role leaders can play within the organization to narrow any gap between espoused and lived organizational values, is missing.The description does not provide personal reflection that clearly states the role a leader can play within the organization to narrow the gap between espoused and lived organizational values and/or the examples are not clear and/or relevant.The description does not correctly identify two important values espoused by the organization.The description does not correctly evaluate the extent to which each of the espoused values is actually lived by the organization.The response does not provide two appropriate and relevant leadership best practices and two theoretical frameworks about leadership to explain how and why a leader’s actions could be effective to narrow the gap between espoused and lived organizational values.The best practices and framework concepts are not paraphrased accurately and/or are not woven into a single informative argument that reflects the student’s own words.The response is not supported with academic/professional resources or the resources are not relevant.The description provides personal reflections that clearly state the role a leader can play within the organization to narrow the gap between espoused and lived organizational values and provide relevant examples.The explanation provides two important values espoused by the organization, and evaluates the extent to which each of the espoused values is actually lived by the organization.The explanation provides two relevant ways that a leader/manager could influence or reinforce the practice of the espoused values.The response provides two appropriate and relevant leadership best practices and one theoretical framework about leadership that successfully explain how and why the actions could be effective.The best practices and framework concepts are paraphrased accurately and are woven into a single informative argument that reflects the student’s own words.The response is supported by relevant academic/professional resources.The response demonstrates the same level of achievement as “2,” plus the following:The response provides more than two important ways that a leader/manager could influence or reinforce the practice of the espoused values, and provides more than two compelling and relevant leadership best practices and/or one theoretical framework about leadership to explain how and why the actions could be effective.

Case 2: A Day in the Life of Alex Sander: Driving in the Fast Lane at Landon Care Products Case Study

Read the “A Day in the Life of Alex Sander: Driving in the Fast Lane at Landon Care Products Case Study” document and respond to the following:

Part A: General Leadership

  • Describe the behaviors and attributes of potentially toxic leadership in the provided case study. Explain how and why these behaviors and attributes may be inappropriate and could lead to ineffective organizational performance. Be sure to support your reasoning with at least two explicit references to leadership best practices and appropriate theoretical frameworks about leadership. (2 – 3 paragraphs)
  • Describe behaviors and attributes demonstrated by the leader in the case study that align with the qualities of an effective leader. Be sure to support your reasoning with at least two explicit references to leadership best practices and to appropriate theoretical frameworks about leadership. (2 – 3 paragraphs)
  • What should Alex do to improve his leadership effectiveness, and why? Be sure to support your reasoning with explicit references to leadership best practices and to appropriate theoretical frameworks about leadership. (2 – 3 paragraphs)

Your Response

In the provided case study, there are several potentially toxic leadership behaviors and attributes. First, Alex can be aggressive. He is aggressive towards the employees. For instance, he seems to be aggressive when he questions his assistant on the amount of work she had done in 40 hours. Second, Alex doesn’t value a work-life balance. He overloads his employees and doesn’t care about life outside work. Third, Alex has poor interpersonal relations.Employees lack supervisor support that they need in the workplace. For instance, he often undermines other people and even belittles them.

Aggressiveness, lack of life-work balance, and poor interpersonal leadership behaviors are inappropriate. According to (Kelloway et al., 2004), these behaviors represent poor leadership. They can lead to ineffective organization performance in various ways. First, aggressiveness which is a form of aggressive leadership, lack of life-work balance, and lack of support demotivates employees. Second, this kind of leadership behaviors can increase turnover rate. In addition, these behaviors serve as sources of stress in the workplace associated with poor organizational performance. According to Signh et al., (2018), leaders must avoid potentially toxic behaviors to promote employee motivation essential for driving organizational success.

Alex in the provided case demonstrates various behaviors and attributes that align with the qualities of an effective leader. First, Alex is courageous. For instance, he says that he pushes any employee who unhappy with the assigned task to know what they want. He doesn’t allow any barrier to hinder him from achieving set goals. According to Folkman (2010), one quality of an effective leader is having courage. This involves dealing with the issue head-on. Such leaders address problems directly and straightforwardly.

Second, Alex is highly ambitious. He is always willing to go the extra mile to achieve set goals. According to Ahmed and Bach (2014), being ambitious is one of the major qualities of an effective leader. Such leaders are able to drive success in their organizations. Third, Alex always drives for success. He always gets people focused. He regularly checks on work progress. He works tirelessly and often multitasks and encourages employees to do the same. According to Folkman (2013), the drive for results is a major quality for effective leaders.

Alex should improve on various behaviors and attributes to improve his leadership. First, he should be concerned about the wellbeing of other people. This includes creating a work-life balance which expects employees to work for average hours. Staying in touch with employee concerns is essential for effective leaders (Folkman, 2013). Second, Alex should learn to motivate employees. This includes delegating responsibilities, involving employees in decision making, and rewarding accomplishments. According to (Ababneh, 2016) successful leaders use various motivational techniques such as giving praises to motivate employees.

Alex should improve on leadership behaviors and attributes to improve organizational performance. According to Folkman (2013), leaders who are more concerned about the wellbeing of individuals improve employee commitment and satisfaction. Balancing work needs and individual needs create strong positive relationships. Additionally, leaders who focus on motivating their employees to improve their satisfaction. This helps in retaining the talent essential for improved organizational performance (Ababneh, 2016). Therefore, for effective leadership, Alex should improve on these leadership behaviors.

Rubric

Sub-Competency 3: Discern the qualities of leadership that theories and practice suggest will lead to more effective leadership from those qualities that are toxic to effective leadership.
Learning Objective 3.1: Identify and describe specific behaviors, attributes, and outcomes of potentially toxic and effective leadership of individual leaders.The identification and description of specific behaviors, attributes, and outcomes of potentially toxic and effective leadership of individual leaders is missing.The description identifies only one behavior or attribute of a toxic leader and/or only one attribute or behavior of an effective leader, or the behaviors/attributes are not relevant and specific.The description does not clearly evaluate how and why, using appropriate leadership theoretical concepts, these behaviors may be inappropriate for the context and may lead to ineffective organizational performance.The theoretical frameworks and concepts and case facts are not paraphrased accurately and/or are not woven into a single informative argument that reflects the student’s own words.The response is not supported by academic/professional resources, or the resources are not relevant.The description correctly identifies at least two relevant and specific behaviors and attributes of toxic leadership and two examples of effective leadership applicable to the business case presented.The description clearly evaluates how and why, using appropriate leadership theoretical concepts, these behaviors may be inappropriate for the context and may lead to ineffective organizational performance.The theoretical frameworks and concepts and case facts are paraphrased accurately and are woven into a single informative argument that reflects the student’s own words.The response is supported by relevant academic/professional resources.The response demonstrates the same level of achievement as “2,” plus the following:The description identifies and evaluates more than two relevant behaviors and attributes of toxic leadership and more than two examples of effective leadership applicable to the business case presented.The description clearly and fully integrates leadership theory with practice.
Learning Objective 3.2:Provide constructive ideas for how individual managers can improve their leadership skills.The constructive ideas for how individual managers can improve their leadership skills are missing.The response describes fewer than three specific leadership behaviors and actions that a particular manager can apply to improve his or her leadership effectiveness and/or the descriptions are vague.The response does not clearly explain how and why, using appropriate leadership theoretical concepts, each of these new behaviors may help the leader become more effective.The theoretical frameworks and concepts and case facts are not paraphrased accurately and are not woven into a single informative argument that reflects the student’s own words.The response is not supported with academic/professional resources or the resources are not relevant.The response clearly describes three specific leadership behaviors and actions that a particular manager can apply to improve his or her leadership effectiveness.The response clearly explains how and why, using appropriate leadership theoretical concepts, each of these new behaviors may help the leader become more effective.The theoretical frameworks and concepts and case facts are paraphrased accurately and are woven into a single informative argument that reflects the student’s own words.The response is supported by relevant academic/professional resources.The response demonstrates the same level of achievement as “2,” plus the following:The response provides an informative and relevant set of more than three specific leadership behaviors and actions that a particular manager can apply to improve his or her leadership effectiveness, along with the explanation of how and why the behaviors may help the leader become more effective.The response clearly explains how and why these behaviors may help the leader become more effective, and fully integrates relevant best practice and theoretical frameworks into the argument.

Case 3: “Leading Across Cultures at Michelin” Case Studies A and B

The case studies, “Leading Across Cultures at Michelin (A)” and “Leading Across Cultures at Michelin (B),” by Erin Meyer and Sapna Gupta, focus on a French executive who is assigned to South Carolina and quickly realizes he must adjust his leadership style to the American culture. Read both cases and answer the following questions:

Part A: General Leadership

  • Describe the leadership style and behaviors used by the executive, Mr. Chalon, in the Michelin case before he was moved to South Carolina. Why were these behaviors not successful after his move to the United States? Be specific, and support your reasoning with explicit references to leadership best practices and to appropriate theoretical frameworks that focus on contingency leadership. (2 – 3 paragraphs)
  • Which behaviors did Mr. Chalon change as he adapted his leadership behavior, and why were they effective or not effective? Be specific, and support your reasoning with explicit references to leadership best practices and to appropriate theoretical frameworks about contingency leadership. (2 – 3 paragraphs)

Part B: Personal Reflection

  • Describe the importance of having the ability to use the appropriate contingent approach to leadership styles and behaviors in your current job and provide at least two examples of this practice. (If you do not currently have leadership responsibilities or do not practice contingency leadership, describe why the leaders of the company where you are working need to have multiple contingent leadership styles and behaviors; provide at least two examples.) Be sure to support your reasoning with explicit references to leadership best practices and to appropriate theoretical frameworks about contingency leadership. (3 – 4 paragraphs)

Your Response

Mr. Chalon used a directive leadership style before moving to South Carolina. He believed in pushing employees beyond their abilities to achieve excellence. He rarely used gave positive feedback. He relentlessness asked for improvement. After moving to the U.S, these behaviors were not successful for various reasons. First, American culture is different from French culture. American employees rely on positive feedback as a source of motivation. Therefore, the absence of this behavior negatively affected employees’ self-esteem and demotivated them.

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