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Summary LDR6220 Week 5 Assignment.docx Leadership Effectiveness Ashford University Leadership effectiveness is a critical piece in which companies have always survived. What has been shown in history is that unforeseen circumstances can alter the course of R139,73
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Summary LDR6220 Week 5 Assignment.docx Leadership Effectiveness Ashford University Leadership effectiveness is a critical piece in which companies have always survived. What has been shown in history is that unforeseen circumstances can alter the course of
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Ash
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Ashford University
LDR6220 Week 5 A Leadership Effectiveness Ashford University Leadership effectiveness is a critical piece in which companies have always survived. What has been shown in history is that unforeseen circumstances can alter the course of an organization, but to have it continue to be successful ...
ldr6220 week 5 assignmentdocx leadership effectiveness ashford university leadership effectiveness is a critical piece in which companies have always survived what has been shown in history is
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Running head: LEADERSHIP EFFECTIVENESS AND IDENTIFYING GAPS
Leadership Effectiveness
Ashford University
Leadership effectiveness is a critical piece in which companies have always survived.
What has been shown in history is that unforeseen circumstances can alter the course of an
organization, but to have it continue to be successful despite the circumstance, one constant
, 2
LEADERSHIP EFFECTIVENESS
remains- effective leadership. The late Peter Drucker outlined the tasks of what a manager or
leader must take into account which essentially was a guide for organizations in ensuring that
they were able to handle an ever-changing world and climate. Along with his guidelines for
leadership effectiveness, it is critical to then take his teachings and relate them to the key values,
motivation strategies and self-awareness that truly make up a leader within any organization.
According to Kanter (2009), Peter Drucker believed that “the role of executives was to
coordinate the actions of others whose motivation was necessary to get the job done” (Kanter,
2009). His logic was also noted that he believed that pay should be commensurate with performance
and was seen as a large portion of management with objectives. The thought behind his teaching is
that workers should be motivated by a sense of purpose and not solely with a monetary aspect.
When we look at motivation and performance from a leadership perspective, we also must look into
what is a motivating factor for each employee. Aligning with Drucker’s ideas, coordinating the
actions of a leader’s employees that align with the current organization objectives makes for tasks
being completed and growth for the organization, thus allowing the leader to then compensate the
employee in the way that they are most motivated. This can be either monetarily or even as simple
as implementing work/life balances or employer paid benefits.
As a leader, if we look into pay as a motivating factor, JurjenKamphorst(2017) mentioned
that when it comes to performance reviews, “the supervisor's reputation for being capable of
correctly assessing performance is at stake” (Kaphorst& Swank, 2017). Because a leader’s
reputation is critiqued when giving performance reviews for an employee, a leader must look
into ways that the employee was motivated and executed tasks to the best of their ability and
showed measurable results. A manager’s main objective is how they can achieve the goals that
an organization has set with the assets that they have obtained (i.e. employees, budget,
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