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Part 1: Reflection on leadership for aspiring leaders
1. Why do aspiring leaders needs to have a clear understanding of leadership theories and organisational behaviour?
a. What are the two fundamental questions that leaders need to ask themselves?
According to my opinion, the first question: Is the leader is here to serve or served? The second question: Being the leader, Am I doing the correct thing for the correct reason?
b. What are the two key aspects of leadership?
The first is to decide what is to be done and second, how to conduct the job, managing and controlling implementation and calculating the outcomes.
c. What is a leadership theory (style)?
It is the discipline that concentrates on determining what makes the successful leaders shines in what they perform. Leadership style targets on leaders traits and characteristics.
d. Name two very different leadership styles that are appropriate for the current volatile, uncertain, complex and ambiguous (VUCA) business environment.
The two leadership styles are situational leadership and servant leadership that are totally different from one another.
e. Why do aspiring leaders need an in-depth understanding of a range of leadership styles?
The reason is to have understanding on different leadership styles so that different styles can be adopted differently in different circumstances taking place in organization. Further, I also think to motivate the employees to meet the organizational objectives that also supports in diverse working.

2. What are the main contributions that individuals, leaders and stakeholders make in creating and executing the mission and vision of an organization?

a. What is an organisational mission and vision?
Organization vision explains where the firm wants to be in near future and the mission statement explains what the firm has to do to accomplish the vision. Both the statements are aligned to give the statement of firm goals, values and purposes.
b. What contribution do individuals typically make in executing the mission and vision?
I think being the employee gives their views, opinion and perform effectively to make the mission and vision achievable.
c. What contribution do leaders typically make in executing the mission and vision?
Leaders guide the team and allocate the work to their team members to be achieved in particular time in order to implement the mission successfully.
d. What contribution do stakeholders typically make in executing the mission and vision?
Stakeholder include customers, government, shareholders whose role is give the policies and procedures to be implemented by the organization to achieve the mission and vision.
e. Why do aspiring leaders need to be able to evaluate the contributions of the above?
I believe to address actually that the employees and other stakeholder are making their efforts to meet the vision and mission. This also shows that leaders are capable enough to show their skills and talents. However, as per my view, leader creates the vision for the enterprises that are to be followed by individuals and rest of the stakeholders.

f. Conclusion
From the whole study, it is been concluded that Kevin Johnson used the servant leadership by focussing on disciplined approaches in its business practices. His business approaches has enabled the organization to achieve the high share value in 2018 again. He made proper use of business strategies, ethical consideration, team working and multitasking in employee in his leadership style. From these instances, it can be said that Kevin can be the role model for the aspiring leaders and can be regarded as global leaders through his personal brand, although allegations are faced by every leader who is progressive in his or her careers.

Books and Journals
Bligh, M.C., 2017. Leadership and trust. In Leadership today (pp. 21-42). Springer, Cham.
Boulu-Reshef, B., Holt, C.A. and Thomas-Hunt, M.C., 2015. Organization style, leadership strategy and free-riding.
Cashman, K., 2017. Leadership from the inside out: Becoming a leader for life. Berrett-Koehler Publishers.
Cook, S., 2017. Measuring customer service effectiveness. Routledge.
Huang, L.C., Ahlstrom, D., Lee, A.Y.P., Chen, S.Y. and Hsieh, M.J., 2016. High performance work systems, employee well-being, and job involvement: An empirical study. Personnel Review, 45(2), pp.296-314.
Imran, M., 2019. Servant Leadership, Burnout, and Turnover Intention. In Servant Leadership Styles and Strategic Decision Making (pp. 197-204). IGI Global.
Johnson, G., 2016. Exploring strategy: text and cases. Pearson Education.
Lee, P.C. and Jackson, S.O., 2015. LEADERSHIP FOR THE 21ST CENTURY: Creating a Culture of Serving and Giving Through Core Values. The International Journal of Servant-Leadership, 11(1), pp.277-306.
Mitterer, D.M., 2017. Servant leadership and its effect on employee job satisfaction and turnover intent.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Núñez, M., 2016. Bridging the 21st-century leadership gap: Emerging development practices.
Oh, D.S., Phillips, F., Park, S. and Lee, E., 2016. Innovation ecosystems: A critical examination. Technovation, 54, pp.1-6.

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