C (2003), leadership is an interpersonal influence directed towards the achievement of a goal or goals. Realising its important in today’s social and work environment, it is more critical than ever for us to understand the type of leadership and its role. There are several types of leadership, namely transformational leadership or charismatic leadership and transactional leadership. Transformational Leadership One of the most popular theory of transformational leadership is the one that come up by Bernard Bass (1990). Bass said that transformational leaders motivate followers by making them more aware of the importance of task outcomes, inducing them to transcend their own self-interest for the sake of the organization or team and also activating their higher-order needs.
Before we go further, we need to define and understand what change agent is. Change agent can be defined as people who take action to change the behavior of people and systems (Schermerhorn, Osborn, Hunt, & Uhl-Bien, 2012). Therefore, the leader must be able to transform by improving the habit of people and environment to the better one. As we go through all those leaderships theory, we had identify that transformational leadership theory is the most applicable to be as change agent.This can be proved by Dionne et al,. (2003) revealed that transformational leadership positively affects team communication, cohesion and conflict management.
Monitoring progress is when you work on the procedures needed for reorganization and observation of the changed behavior. Following up provides the information needed to know if the behavior change results from the intervention continued to create endurance even in other settings and times. The two phases I choose are screening and monitoring evaluation . During the screening process the behavior analyst is to assess the client and to determine if further services are necessary to address behavioral problems (Cooper, Heron & Heward, 2007). It is included in behavior assessment to identify if there was a problem behavior, what variables cause and effect this behavior and if so what needs to be done for said behavior to be better.
Additionally, these will be critically compared and contrasted with reference to how each approach views and differs with respect to the nature of the counselling relationship, what the ideal nature of the relationship is, how the relationship can benefit or hinder therapy, and if and how it is used to assist therapy. Furthermore, a critical perspective will be offered which will suggest how I would evaluate these different views and which one I would agree with and how. Firstly, before each approach can be critically compared and contrasted respectively, there needs to be a comprehensive understanding and explanation of each one, as well as their particular views regarding the relationship between
The reward for the employees that remain in compliance is a new lounge, and the punishment for noncompliance could lead to termination of employment. Likewise, the Director at SSS shows transformational leadership when facing the issue of dual relationships. The Director makes it clear that the vision of the organization is to improve the lives of people in need and further explains how this mission prevails over any other specialized interaction that could disrupt that vision. The Director invites the employees to offer input and encourages them to work together for a solution. The employees feel that their views matter and create a sense of value within their organization.
In this essay I will describe my understanding of the main features of what are perceived to be the three main theoretical approaches to counselling, being Psychodynamic, Humanistic and Transactional Analysis (TA) and identify their application to the field of counselling practice. I will also evaluate how theories enhance frameworks for good practice, the understanding of the counselling relationship, explain the personal history of a client and can contribute to self-development and self-awareness. The word theory in technical use is a more or less verified or established explanation accounting for known facts or phenomena and is commonly regarded as correct but is open to conjecture. Theory originates from the Greek word theoria, meaning to study or look at thoughtfully. Theories in counselling could be viewed as building blocks of the profession and can inform and underpin work with a client and can aid a counsellor’s self-development and self-awareness which in turn allows a better understanding of the client.
These issues cause many rifts in a successful society and workplace and often prevent goals of the organization and the teams within from accomplishing their goals and achieving their missions. Most importantly, leaders must be aware of these challenges in order to rise above them and lead successful teams, while also reaping the many benefits that diversity provides. References Author Unknown. Mind Tools. 1996 – 2013.
I find to be one of the most important. In my paper I will discuss the extent to how growth needs influence personality formations using Maslow’s hierarchy of needs. Describe some biological factors that influence the formation of personality, examine the relationship of a few biological factors by Maslow’s theory of personality. Last, I will explain some basic aspects of humanistic theories that are incompatible with biological explanations of personality. Maslow’s Hierarchy of Needs Abraham Maslow emphasizes the importance of self- actualization, which is a process of growing and developing as a person to accomplish her or his potential (About.com.Psychology, 2012).
In doing so, this will raise my knowledge and awareness, of the person-centred model and other models used within counselling. I feel it is important, to have a solid theory foundation of all the counselling models, methods or techniques and the reasons a chosen model, would inform the practice of a qualified counsellor, before attempting to use them. I hope to discover the value, similarities and differences of these models in more depth and where they can be effective in the counselling environment. Origins of Person-centred Counselling. The beginnings of person-centred approaches can be attributed to the work of an American psychologist Carl
Soonhe states that participative leadership affects job satisfaction to the extent that it reduces absenteeism and turnover. Moreover, the study's findings suggest that employee participation in strategic planning contributes to organizational effectiveness (2012). Subordinates feel empowered when they know that they have a voice in a given situation. It is this feeling of empowerment that drives their work ethic and motivates