留学生作业代写-Responsibility of leader。全球化的快速发展和全球不同层次商业环境的进步对几家公司产生了影响。考虑到这一点，转变全球领导模式至关重要。在目前的情况下，企业领导者有责任在全球层面适当有效地应对挑战，如劳动力、技术和资本的自由流动、文化动态等(Kaiser et. al.， 2008)。领导力可以被定义为领导者倾向于激励和领导一个由成员组成的团队以达到既定目标的手段。同时，领导力也可以被定义为一种社会效应，它可能存在于至少2到3个追随者身上，也存在于领导者身上。此外，在某些自愿过程中，领导者要承担责任，这使得他们与追随者不同。在领导者根据企业的需求领导团队的时候，市场环境，设计抵抗变化的方法，不断地改变业务的动态被称为有效的领导(Bernard 2000)。与此同时，“无效领导”一词可以被定义为缺乏指导和领导能力或缺乏领导素质的领导。在大多数情况下，一个低效的领导者无法实现个人和团队的目标。
在前进的道路上，有效的领导者是自信的，而不是傲慢的。工作人员自然会被他们吸引，因为他们流露出高度的自信。一个有效的领导者是一个有说服力的沟通者。有效的领导者进行有影响力的沟通的不确定性更小。他们有能力在正确的时间传达正确的信息。他们努力提供刺激、鼓励、支持和必要时直接的信息。有效的领导者善于思考，对下属的要求有一种本能的感觉。他们理解员工的真正动机，并对员工的福祉表现出真正的担忧。明智的领导者会把事情看得很透彻，并同时关注那些看起来不重要的细节，并有更大的想法。有效的领导者监督他们认为有助于实现目标的任何事情，当事情没有按照他们的方式发生时，不要轻易放弃。他们非常担心公司的员工的福利和健康，而这些员工是公司的组成部分，他们指导员工应对挑战。最后，他们为自己的形象、行为和沟通设计了一种特殊的专业感。然而，他们的工作方式使他们与工作人员不同，尽管有这种分离，他们仍然得到工作人员的赞赏和尊重。相反，低效的领导者缺乏所有这些品质，因为他们缺乏所有或任何能成为高效领导者的品质。
领导者负责通过灵感建立领导变革的愿景，领导者负责识别所需的变革，并与团队中有奉献精神的成员一起实施变革，这就是变革型领导。此外，它还作为一种提高士气的手段，并通过采取各种手段，例如把个人的目标包括在内，并结合公司的独特性，作为在团队中表现良好的动机(Loysk 1996)。变革型领导被认为包含对团队成员的建设性期望，团队成员认为他们可以非常有效地执行任务。因此，他们激励、授权和激励追随者超越正常水平的表现(Bass和Bass 2008)。此外，变革型领导注重对员工的关心，也关心员工的个人成长。对变革型领导者来说，最好的环境是当他们与一个复杂的公司和团队一起运作和领导时。在这样的情况下，当他/她帮助他们度过一个模糊的氛围时，他们会感到被授权和挑战;因此，员工变得高效和值得信赖。
留学生作业代写-Responsibility of leader。Several companies have been impacted by the speedy progress of globalization and the advancements in the business environment at various levels across the globe. Taking this into consideration, it is very crucial to shift the global models of leadership. In the present scenario, it is the responsibility of the companies’ leaders to suitably and effectively tackle the challenges at the global level like labour, technology and free flow of capital, cultural dynamics and others (Kaiser et. al., 2008). Leadership could be defined as the means by which the leader tends to motivate and lead a team constituting of members so as to achieve a given goal or objective. At the same time, leadership could also be defined as a social effect that might be present in at least 2 to 3 followers and also in the leader. Moreover, for certain voluntary process the leaders are held accountable which makes them different from their followers. In the time when the leader leads the team on the basis of the requirement of the firm, market environment, devising methods for resisting change, incessantly changing the dynamics of business is known as an efficient leadership(Bernard 2000). At the same time, the term ineffective leadership could be defined as the one which lacks capability of directing and leading people or lack qualities of leadership. In most of the cases an ineffective leader is unable to achieve the goals of the individual and also of the team.
Moving ahead, effective leaders are confident but not arrogant. Staff members are naturally drawn towards them, since they divulge a high degree of self-confidence. An effective leader is a persuasive communicator. There exists less uncertainty that effective leaders communicate influentially. They hold an ability of imparting the correct message at the correct time. They strive to delivering messages that stimulate, encourage, support and as needed direct. Effective leaders are thoughtful and hold an instinctive feel for the requirements of their followers. They comprehend what exactly drives their staff members and show genuine apprehension for their wellbeing. Sound leaders view things through to achievement and concurrently track what might seem to be unimportant details and have the bigger picture in mind. Effective leaders monitor anything they think aids them in achieving their objectives and do not give up easily at the time when things don’t happen their way. They are greatly apprehensive about the welfare and health of the individuals who make up their company and direct them through challenges. Lastly, they devise an exceptional sense of professionalism of their image, acts and communication. They perform in a manner that sets them apart of their staff members nevertheless, regardless of such separation they still gain admiration and respect from them. In contrary, ineffective leaders lack all these qualities as they lack all or any of the quality(s) that make effective leaders.
A leadership in which the leader is responsible for building a vision for leading the transformation by means of inspiration, the leader is responsible for recognizing the required change and implementing the transformation together with dedicated members of team is known as transformational leadership. Moreover, it also acts as a means to improve the morale and by undertaking the various means like including the goals of the individuals with a set project with the combined distinctiveness of the firm acts as a motivation for performing well in the team (Loysk 1996). The style of transformational leadership holding is considered to encompass constructive expectations for the members of the team which holds the opinion that they can perform very effectively. Hence, they inspire, empower and also motivate the followers to get above the normal levels of performance(Bass and Bass 2008). Moreover, emphasis is laid by the transformational leaders on caring for the staff and also takes care of the personal growth of the staff. The best environment for the transformational leaders is when they operate and lead with a complex firms and teams. In situations like these the individuals feel empowered and challenged as he/she helps them to get through a vague atmosphere; as a result of this the staff becomes high performing and trustworthy.
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