TRANSFORMATIONAL LEADERSHIP edit!!!

Leadership is important in the success of an organization. However, in business management the right kind of leadership is transformational leadership. This is because it caters to the needs of the flowers and in the process stabilization of the organization through self-motivation and development that is all round. This paper is written in several sections, the introduction, the research problems, thesis, purpose, research questions, methodology, discussion, recommendation and conclusion. It looks at the recognition of the strength of leadership in making a company successful, it is important thatand also explores the recognition of elements of leadership through character traits, type of leadership, and the traits in that leadership that support the potential for success. By considering these three elements,Therefor in looking that the three elements a conclusion can be reached on the most importantmore impactful aspects of leadership that has have to be considered by an organization in the vision of success in implementation of strategies and tactics. Comment by Orbinati, Albert: Your capstone project should be written from an unbiased and neutral perspective. Rather than saying “this is the way things should be,” researchers say “this is my observation and here’s what is recommended.” One way is definitive and absolute, and the other is flexible and open. The best researchers are always flexible and open. Does that make sense? So, assuming there is a lot of verbiage in your paper that says something to the effect of “this is the way things should be” or “X needs to do Y”, please change this verbiage so it is less absolute and more open. Comment by Orbinati, Albert: This sentence should be your purpose statement. “The purpose of this research is to…..”

The following outcomes are the 10 Essential Learning Competencies for the MGMT-470 Capstone Project:

1. Functional Area Expertise & General Business Integration

2. Oral Communication Proficiency

3. Teamwork, Human Relations & Organizational Effectiveness

4. Problem Solving & Decision-Making Proficiency

5. Complementary Personal Attitudes, Values & Traits

III. Statement of the Problem Comment by Orbinati, Albert: Overall, I need to see far more research substantiation in your writing. The general rule of thumb is: any time, as a researcher, you make a claim about something, it needs to be supported by research of some kind. There needs to be both your voice and expert voices in your paper. Also, these sources need to be diverse and plentiful. Try using the MEAL plan when you write. It’s a “trick of the trade” to use when putting a paragraph together. Here’s how it works: M stands for main point, and is the first sentence of the paragraph. It’s the topic that you want to talk about in the paragraph. As a simple example, let’s go with: The sky is blue. E stands for evidence, and is the sentence that immediately follows your first sentence. Its purpose is to support and substantiate the main point you made in the first sentence. Using our example, let’s go with: Smith (2018) stated that the “sky is blue because of the refraction of light off of particles in the atmosphere” (p.34). A stands for argument or analysis. It’s the part that follows the evidence and is your chance to analyze what the reference said. It’s the “your voice” part of the paragraph. Using our example, let’s go with: While the refraction is light is partly why we see blue when we look at the sky, there are other reasons why the sky appears to be blue. L stands for link. It should be the final sentence in your paragraph and provides a flow to the next paragraph, to prevent disjointedness in your writing. Using our example, let’s go with: As it turns out, how we perceive color has as much to do with the sky being blue as anything else Putting it altogether, we have: The sky is blue. Smith (2018) stated that the “sky is blue because of the refraction of light off of particles in the atmosphere” (p.34). While the refraction is light is partly why we see blue when we look at the sky, there are other reasons why the sky appears to be blue. As it turns out, how we perceive color has as much to do with the sky being blue as anything else. The perception of color….

Introduction

Effective leadership is often emphasized in the outcome of the team, and the performance after a project has been done. Therefore the success of an organization in many ways is an influence of the type of leadership that is presented to and the reflection of the leadership to the behavior of the team members. Given this, leadership success is not directly measured by the profitability that has been achieved by the company but by the stability often members within the team in continuous performance and achievement of success with time. As a result, there is objectivity that is given in leadership as being the influence of a person able to give the team a purpose to be effective in their work environment.

Many times, leadership at the workplace is taken as given without consideration o the input in the general development and thus its drive towards performance efficiency and success. According to Schultz, a leader from Starbucks Corporation, it is often one of the things that make people entitled and often the cause of or failure. Therefore good leadership requires that the leader is aware of their situation and when resented with a problem they cannot be able to solve, they will quickly ask for help and support. In this way, there is more collaboration in working and thus a result of one path and one goal that ensures success. By pointing this out, the leaders point to the aspect of character development and identification of decision making elements. Taking into account the leaders’ character, there is an aspect of the meshing of characters of the leader and that of the team member that is required to produce a well-oiled machine that ensures optimization available capacity as well as the development of inputs that ensure success. In consideration of this, therefore, there are elements in leadership that are required in order to have definitive character traits necessary to be inspirational, motivation and decision in the process f productivity influence and profitability measure.

At the same time, leadership is only valid if there is consideration of the all-round development process. This is because, in every group, there are different cultures and situation in which a person have been brought up. Therefore as products of different environments, there is a tendency to have a diversity of character traits as well as a school of thought. In combination with this, there are different levels of understanding between individuals hence different levels of tolerance and responsiveness to learning, teaching, and stimulation. As a result, there is a likelihood of chaos within a group that may lead to poor communication or acceptance of each other’s opinion. Therefore leadership is one of the more centrally focused authorities that help to shape a team into something organized and more interlinked. Therefore there is an aspect of emphasis of the positive and reduction of the negative that is necessary to facilitate a more positive conscious attitude within members of a team. In order to recognize this aspect, it is essential to understand that success is measured in the first step by making sure that these members can put aside their differences to work towards a common goal.

Consequently, the leader should be able to make this goal more transparent for the team and in the process bring them together to focus on the path and in a way develop the process of deliberation and tactic application for select input and creativity in the workplace. This in itself requires more understanding of individual strengths and weakness and hence accommodation of the uniqueness of an individual in the process of implementation for maximization of the resultant outcome right from the beginning of a project. All these are a task that a leader should be able to accommodate together with their responsibilities and roles within an organization. However, these are necessary for the facilitation of development, growth, and success in any project. Consider the Starbucks case, when he ran the company in 1987-2000, it was successful in growth. However, on stepping down in there was recognized struggle in its growth as quality and experience begun to deteriorate from the expectation that was there before (Eades, n.d).

Given this observation, what would constitute the success of a company apart from its profitability is effective leadership. The question is the determination of how are all these responsibilities that they paly are to be incorporated in their job description. The measure of effectiveness in their input is taken into consideration when looking at their overall performance within a set period and thus a factor in recognition of growth, strategies that were spearheaded and the personal relationship within the company. In many ways, this is a reflection of the communication from leaders to followers and consequently the response of that communication as part of the success of action taking in implementing activities.

By this measure, there is a need for the consideration of how leaders in successful companies have specific traits that match up to their ability to be more transformational than in unsuccessful companies. Therefore recognition of the traits in an individual is essential in playing a role in the development of leadership within an organization which is expected to be a factor ensuring its success. By this account, the success of a company is directly associated with the traits of leadership that are applied in guiding its members to success.

The purpose of this study is to highlight the type of leadership that fosters more inspirational growth and development, in order to, bring to attention the main charter traits associated with successful leadership.

Research Questions

When looking at leadership from the perspective of application to capacity development, influence, and growth determination, many questions come to mind. However, for this discussion, two questions will be investigated.

1. Is there a direct link between the success of a company and the leadership capacity?

2. How do character traits affect the way leadership is conducted?

This study will use a secondary research approach using both internal and external data to substantiate the research problem and address the research questions. The resulting methodological approach will be:

· The identification of subject domains and sources to acquire information;

· The gathering of existing data;

· Comparing data from different sources; and

· Analyzing the data using deductive reasoning

The paper will be organized into four main sections, the literature review, the discussion of findings, the recommendations, and the conclusions.

· The literature review will give a summary of the sources that have been used and the input of their investigation in support of the thesis of the project.

· The discussion of the findings will look at the literature review and directly associate the investigation to the question raised in the project hence discussion on the input in answering the thesis

· The recommendation will focus on the identified issues in the research and bring to attention the action taken to mitigate the issue identified and solution to problems. At the same time, this section will address the implementation aspect of the solutions for achievability of optimum performance.

IV. Literature Review (4) Comment by Orbinati, Albert: Remember that the goal of a literature review is to review the literature associated with your topic. This section should be heavy with references and your analysis of these references as they pertain to your thesis statement. In scanning through this section, I only see two references. You should have a new reference for each main point that you make!

Different types of leadership can be used in a company. Many of them offer the aspect of the influence of the members either through power, stimulation of suggestion. However, the most tremendous and effective leadership in business management is transformational leadership. This is because, this is the type of leadership that is silent and offers a more integrate an aspect of leadership through the conveyance of vision, goal, and passion behind the working principles. As a result, it is the type of leadership that is inspirational in fostering change and n this way a leadership that is built on trust that the team members have to keep (Cherry, 2018). There is a high expectation placed on the members which in turn raised their level of awareness d the motivation to be active through positive change.

As a result, the four main aspects are taken into consideration, the special consideration — the stimulation of intellectuality, the motivation inspiration, and the idealized influence. In particular consideration, the followers are offered encouragement individually in order to foster a relationship of each member to the leader and each other. In this way, there is the development of communication and open channels of that communication that it becomes easier to open up, share ideas, and participate in the discussion, openly critic, and recognition of the contribution. In this way, the members of the team can uniquely participate thus a diversification of the ideas and thus the development of a broader range of option in the problem-solving mechanism.

In stimulation of intellectuality, there is an almost given requisition that is embedded in this type of leadership where the freedom of expression and finding alternative lead t creativity. In this way, members can explore more options and alternative ways of solving issues and hence an opportunity of learning more from mistakes made and hence improvement with time. It paves the way to the motivation inspiration where the leader let the members experience their on their own and thus define perception based on actions and what they can easily observe. As a result, there is a projection of the same passion and motivation within the members to fulfill the high expectation that is set hence the high drive to articulate similar objectives as that of the leader. Subsequently, there is the incorporation of the idealized influence in this leadership where the followers’ role model becomes the leaders. In this way, there is a respect that is gained through admiration of the leader's ideas. In this way, there is a sense of achievability that is mirrored from the direction in which the leader follows hence a loyalty that enhances performance effectiveness and recognized efficiency as elemental through teamwork.

Character Traits

In looking at it from this perspective, transformational leadership requires that an induvial can inspire future vision, deliver and motivate, manage its delivery and at the same time build a relationship that is based on a real understanding with the followers. This means that there is compelling of the people through the definition of values, capabilities, and resources hence both management and capacity allocation. Resultantly, according to Cherry (2018), this leadership needs for the development of the following character traits.

1

· Self-management

· Instinctual

· Courageous and decisive

· Proactive

· Leading

· Share collective

· Adaptable

· Inspirational

· Receptive

· Risk taker

These attributes are necessary for enabling creativity, exploration, the self-drive, definition of clarity, openness, and influential. In this way, it is the necessary traits that will allow for the leader to be flexible in the implementation of project objectives while at the same time have power in finalization of decision making while taking into account the overall goal development. In this way this type of leadership influence the ability to be quick and straight to the point having been given the opportunity for deliberation in different ways that are likely to given different types of input with a similar yet exciting way of presentation (Cherry, 2018). This is diversification that allows growth and development in different avenues hence adaptation to change quickly.

Based on a discussion by Garcia-Morales, Llorens-Montes, and Verdu-Jover (2008), acquisition of knowledge is through absorptive capacity in an organizational environment. Therefore it becomes more comfortable when the leader exudes traits that are positive and can be assimilated and add value to its members. Therefore through transformational aspect, there is a determination of the build f capacity through identification oh which is superior performance and in that way recognition of the capabilities that the superiority provides in term of effectiveness of performance.

In understanding this, there is further assessment of the fact that continuous learning occurs, and new skills are attained, and actions are deliberately geared towards positivity hence a more effective demonstration of the quality improvement. At the same time, there is recognition of the optimization of performance through slow improvement catered in the attainment of higher value while looking at a common goal. There is an opportunity developed for sharing, exploitation, creation, and utilization of the resources of the team by constructive criticism of each other and earning from each other making it easier to have interlinkages. In this way, it becomes easier to define the tangibility of project fulfillment and thus storage of information that can be used for the future development of improvement of activity (Garcia-Morales, Llorens-Montes, & Verdu-Jover, 2008). There is, therefore, a more collaborative measure in the application of transformational leadership and its effect and the team members.

According to the transformation theory, Cherry (2018) explains that there is a development process in which the leadership inspires change. In this change, there is the emulation of the behavior of the leaders by the follower making it easier to understand the projection seen through the leader’s eyes. Therefore the leader is within the capacity to influence change by inspiration of positivity and motivation to be better therefore in recognition of the vision of the organization; it is highly likely that the leader can project the same focus to the followers. In recognition of this, a direct linkage can be seen as the behavior of the leader in ensuring effective performance. There are alders hardworking, the same trickle down to the follower and in that way a chain of events that enhance the input in a capacity as well as time, therefore, optimization of resources that creates the potential for a high likelihood of success.

The same has been reiterated by Garcia-Morales, Llorens-Montes, & Verdu-Jover (2008), who point out that organization la learning provides the opportunity for drawing upon knowledge while molding the team into a more self-conscious group which is likely to grow and be self-aware of their strengths and weaknesses. At this point, there is room left for seeking help with one another hence cohesion that allows for complementary and supplementary of skills. Therefore there is an aspect of stimulation of performance maximization and therefore all-round development that is geared towards growth hence success. This describes leadership as a factor of nurturing.

In looking at the character traits, they give insight into the capability of an individual to have the focus and the drive to fit within a specific mold. Character traits described the person ability to reflect specific attributes necessary to be influential as well as tolerant of specific value necessary for transformational leadership. Therefore it is possible that character traits affect the way leadership can be effected on the people. In transformational leadership, self-management allows for the direction of others to be learned from action rather than spoken out loud (Cherry, 2018). In this way, influence is more potent in its impact as compared to authoritative.

On the other hand, it requires patience for alder to be accommodating in people who require more development to reach par with the rest of the team. It also requires patience to be able to learn about the strengths and weaknesses of the team members and to work on improvement of themselves. These are character traits that have developed in the early years of growth and according to psychology, something that cannot be easily changed. Therefore certain character traits should be present in an individual in order to have a particular ability to implement specific leadership style. Therefore transformational leadership application and the success of a company is related to the character of that person. In a way, this form of thinking describes leadership and a factor of nature because the balance of id, ego and superego are elemental and often develop earlier on in life ().

Appendices should be included that supported your capstone project efforts; this may include but not be limited to financial statements, charts, diagrams, org charts, instruction manuals, etc. What resources did you use to complete your tasks?