{"id":138,"date":"2018-11-11T21:48:49","date_gmt":"2018-11-12T05:48:49","guid":{"rendered":"https:\/\/create.twu.ca\/walkinginmywhy\/?p=138"},"modified":"2018-11-11T21:48:49","modified_gmt":"2018-11-12T05:48:49","slug":"unit-7-learning-activity-2","status":"publish","type":"post","link":"https:\/\/create.twu.ca\/walkinginmywhy\/2018\/11\/11\/unit-7-learning-activity-2\/","title":{"rendered":"Unit 7 Learning Activity 2"},"content":{"rendered":"

In the article by Wang et. al.,\u00a0what are the main implications for managers in the article?<\/strong>\u00a0 The main implication of the article by Wang et. al. (2011) was that transformational leadership (TFL) is a good predictor of “desirable performance outcomes” (p. 253).\u00a0 Although transactional leadership has a greater impact upon employee task performance, transformational leadership has a greater impact upon attitudes and motivation of employees at the individual, team and organizational level. Transformational leaders are able to inspire employees such that they are willing to go above and beyond their specific work tasks for the good of the group. Therefore managers in work environments where employees work collaboratively as a team would benefit from demonstrating TFL more so than managers in work environments where employees work independently and do not collaborate with one another.<\/p>\n

How can you use this information to become a better leader?<\/strong>\u00a0<\/span><\/p>\n

I can use this information to work to support my followers in two ways: (1) in order to promote work performance, act as a transactional leader yet at the same time provide the knowledge, tools and support followers need so they can do their job extremely well, (2) act as a transformational leader by motivating followers to go above and beyond their work roles. I can do this by making my followers see that their work is significant to the overall vision of the organization and instilling within them a belief that they can achieve the goals set for them (Wang et. al., 2011).<\/span><\/p>\n

Define and describe the principles of ethical leadership.<\/strong><\/p>\n

According to Northouse (2016), the five principles of ethical leadership are: showing respect<\/em><\/strong> to followers by ‘treating them in ways that confirm their beliefs, attitudes, and values’ (p. 342) serving<\/em><\/strong> followers by working for their interests; leading in a manner that is fair and just<\/em><\/strong> so that all individuals are treated equitably; demonstrating honesty and truthfulness<\/em><\/strong> by “being
\nopen with others and representing reality as fully and completely as possible” (p. 346); and by\u00a0building a sense of community<\/em><\/strong>\u00a0by acting for the good of the community and influencing followers to do this as well.<\/p>\n

Which 2 of the 5 covered in Northouse Chapter 13 do you think are the most important? Why?\u00a0<\/strong><\/p>\n

Mulla and Krishnan (2011) found that transformational leaders can influence the moral sensitivity and moral motivation of followers over time. To me, this means that transformational leaders must be ethical leaders and role models of high moral standards. Thus, although all five are important, I feel that honesty and justice are the two most important principles of ethical leadership that transformational leaders must operate by.<\/p>\n

Mulla, Z. R., Krishnan, V. R. (2011). Transformational leadership: Do the leader’s morals matter and do the follower’s morals change?\u00a0Journal of Human Values,<\/em> 17(2), 129-143.<\/p>\n

Northouse, P. G. (2016). <\/span>Leadership: theory and practice<\/span><\/i> (7th ed.). Thousand Oaks, CA: Sage Publications.<\/span><\/p>\n

Wang, G., Oh, I. S., Courtright, S. H., & Colbert, A. E. (2011).\u00a0Transformational leadership and performance across criteria and levels: A meta-analytic review of 25 years of research. Group & Organization Management, 36<\/em>(2), 223-270.<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

In the article by Wang et. al.,\u00a0what are the main implications for managers in the article?\u00a0 The main implication of the article by Wang et. al. (2011) was that transformational leadership (TFL) is a good predictor of “desirable performance outcomes” (p. 253).\u00a0 Although transactional leadership has a greater impact upon employee task performance, transformational leadership … <\/p>\n

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