留学生硕士论文 英国论文 日语论文 澳洲论文 Turnitin剽窃检测 英语论文发表 留学中国 欧美文学特区 论文寄售中心 论文翻译中心 我要定制

Bussiness ManagementMBAstrategyHuman ResourceMarketingHospitalityE-commerceInternational Tradingproject managementmedia managementLogisticsFinanceAccountingadvertisingLawBusiness LawEducationEconomicsBusiness Reportbusiness planresearch proposal


ResumeRecommendation LetterMotivation LetterPSapplication letterMBA essayBusiness Letteradmission letter Offer letter



英语论文开题报告英语毕业论文写作指导英语论文写作笔记handbook英语论文提纲英语论文参考文献英语论文文献综述Research Proposal代写留学论文代写留学作业代写Essay论文英语摘要英语论文任务书英语论文格式专业名词turnitin抄袭检查









论文作者:www.51lunwen.org论文属性:作业 Assignment登出时间:2016-11-02编辑:wangwenxia点击率:13063

论文字数:3466论文编号:org201611012049028244语种:英语 English地区:中国价格:免费论文

关键词:Organizational Effectivene转换型领导澳洲代写assignment





The aim of this paper is to explore the traits associated with transformational Leadership and the effects of this leadership style on subordinates in terms of (i)satisfaction with supervisor, (ii)overall satisfaction, (iii) affective commitment, (iv) impact on job related stress, (v) Inspirational motivation and (vi) Intellectual stimulation.


Leadership theory has long sought to find traits associated with effective leadership. It is safe to say that most people believe that leaders can have a profound impact on the organizations they lead. Supporting evidence can be found in newspapers' Sports sections where fans and sportswriters call for the replacement of coaches as a cure for the home team's losing record, in the Business press where financial analysts recommend the purchase or sale of stocks on news of CEO transitions, and in the Political press where voters are urged to re-elect or vote out their elected representatives as a way of improving their quality of life. Despite the common wisdom regarding the effects of leadership, there has been relatively little empirical evidence to support the relationship between specific leadership styles and group performance. In addition to the effects that leaders may have on the effectiveness of groups, leaders may also impact group members' attitudes and feelings. For instance, it may be more fun and satisfying to work for a sym pathetic, approachable leader than a person who leads by the use of intimidation and fear. Because of the link between job satisfaction, attitudes and turnover, several authors have noted the key role that leaders play in the retention of key employees (Kaye & Jordan, 1999; Harris & Brannick, 1999). The trait theory of leadership (a.k.a., the Great Man theory) has been a focus of scientific study for at least a century (e.g., Terman, 1904). Despite the long tradition of this research, the results of studies concern ing the relationship between traits and leadership have been inconsistent and disappointing. For instance, House and House & Aditya (1997) stated that 'there were few, if any, universal traits associated with effective leader ship . . . there developed among the community of leadership scholars near consensus that the search for universal traits was futile'.

There are many reasons to attend to the unity of leadership and followership. Yet, by convention, these phenomena are treated apart. Both leadership and followership represent active roles, given the reality that organizational functions require them at every level. The usual expectation of the leader role as active and the follower role as passive is misconceived even in traditional hierarchies. Barnes and Kriger (1986) observed that leadership does not rest with a single individual but is pluralistic and fluid, in part due to the crossing of the formal structure by informal networks.

In short, leadership is a process, not a person. Because of the common misconception that it belongs to on论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

共 1/8 页首页上一页1234567下一页尾页

英国英国 澳大利亚澳大利亚 美国美国 加拿大加拿大 新西兰新西兰 新加坡新加坡 香港香港 日本日本 韩国韩国 法国法国 德国德国 爱尔兰爱尔兰 瑞士瑞士 荷兰荷兰 俄罗斯俄罗斯 西班牙西班牙 马来西亚马来西亚 南非南非