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Effective leadership

To prepare for this essay please read the required articles that is attached then answer the

following questions:

This is an exercise in critical thinking and integration. It is designed to encourage you to think about
the contents of the preceding seven weeks of study from a �big-picture� perspective. Again, this is
not a research document�it is an assignment to encourage you to integrate the concepts of the
module and previous learning experiences into your own work environment.

�What are the most important concepts and theories you have learned in this module?

�What was covered that you, other stakeholders, or your business can generally benefit from?

�How will your learning impact you personally and professionally? Describe the effect your studies in

this module will have on you personally and/or professionally.

�Have you learned anything about yourself as a leader? Are there areas in which you are now


committed to developing yourself or your skills? Note especially any critical skills or competencies that

you think the module has helped you to develop.

�Provide any additional relevant personal notes and observations.

�When writing your responses you should synthesise the theory with real-world experience and use
examples of the theories in action in a real organisation about which you have read or one in which
you have worked. Do not use actual names of organisations and people. Please refrain from divulging

proprietary or confidential information.

Effective leadership

Many organizations all over the world strive to achieve their set objectives on time. This can
be realized if effective leadership is put in place. Project managers, for instance, need to be
dynamic, aggressive towards goals, and supportive in ensuring that mission of a company is
realized within the shortest time possible. Aspect such as reflective learning is very necessary
as far as effective leadership is concerned.


One of the indispensable concepts favorable in making a company competitive advantageous
is reflective learning. This comprise not limited to activities geared to reflection on
performance, whether positive or negative, to enhance performance and growth. Reflective
learning can be affected through keeping a diary or other record of events, peer learning,
coaching, and mentoring, as well as with written reflections (Tsai, Chen & Cheng 2009, p.
217). In addition, performance based on reflective learning can be assessed through pre-
programs and post-intervention techniques. Another imperative concept that is crucial for a
successful business is the maintenance of a sustainable business setting.
In the time a business is faced with volatile and hectic economic conditions, this is the time
transformational leaders are needed to avert the issues. Transformational leaders affect crisis
management models and theories to ensure that the most apposite recommendations are put
in place to ward off the threat. The transformational leaders Collis and Montgomery (2008)
will pragmatically and effectively utilizes motivational theories to assist their juniors to learn
and observe as well as to develop as individuals by encouraging them with a versatile
repertoire of behavioral and decision-making capability. ‘On-the-job’ leadership comes in to
reinforce transformational leadership, which gives that crisis management methodology such
as mediation and competition ought to take shaking company back on track. This kind of
leadership promises execution of an excellent strategy that will assist a firm to avoid pitfalls
correlated to typical off-site leadership development.
Firms can literally benefit from the above concepts. This is because encouraging a culture of
reflective learning in an organization Tsai, Chen and Cheng (2009) will instill a tradition
where employees will be gauging their performance based on positive and negative
outcomes, and improve on it. Firms should not only induce the culture of reflective learning


in their settings, but also devise assessment/measurement criteria to evaluate employee
performance. This is will ensure that a company remains competitive advantageous.
The learning on the above concepts and theories will have a remarkable impact on
professional. This is through the professional starting and embracing the culture of reflective
learning. In addition, the professional will not only be geared towards self-fulfillment, but to
fulfillment of other workers in the company, they are based (Bigler 2009, p. 103). The
professional will now realize that his or her studies should be oriented into developing a
transformational and ’on-the-job’ leader.
One of the skills a professional need to advance is crisis management skills. Crisis
management is very indispensable criteria for an effective leader. According to Bigler (2009)
and Montgomery (2008), no firm whatsoever can achieve an optimum growth if it does not
strategically deal with the crisis within or outside it. This can call for conflict resolution skills
such as mediation, comprising, and absorption. Therefore, a learner should start practicing
these skills by solving the minor crisis towards him or herself, which will have an impeccable
effect on handling crisis in a company.
In conclusion, effective leadership has been seen as engulfed within establishing stable
relationship between employees, solving emergent and impeding crisis within and outside a
company, and increasing the performance of employees. These skills can be sharpened trough
reflective learning, ‘on-the-job’ leadership development, and measurement/ assessment of


Reference list

Bigler, W. R. (2009). Strategy execution through executive process innovation: A
longitudinal case example and research model. International Journal of Management
and Enterprise Development, Vol 7, No. 1. 98-123.
Collis, D., and Montgomery, C. (2008). Competing on Resources, Harvard Business Review,
Best of HBR, July-August, Vol. 86, #7/8, 140-150.
Montgomery, C. (2008). Putting Leadership Back Into Strategy, Harvard Business Review,
January, Vol 86, No. 1, 54-60.


Tsai, W. C., Chen, H. W., and Cheng J. W. (2009). Employee positive moods as a mediator
linking transformational leadership and employee work outcomes. The International
Journal of Human Resource Management, Vol. 20, No. 1, pp. 206-219.

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