Posted: July 17th, 2015

Evaluate Transformational and Transactional Leadership

CONCEPTS OF LEADERSHIP IN A SOCIAL ORGANIZATION

Focus of the Final Paper

For the final paper, you will examine key concepts of leadership in your place of work, or in a social organization to which you may belong that has leadership concepts (Rotary club, athletic team, scout leader, etc). Include the following in your paper:

1.Apply one of the leadership theories from the course text to the organization. Explain how the theory works and include an example.

2.Explain the effect of power and influence that leaders have on followers in the organization. Are the followers receptive? Would you recommend another strategy? Explain your reasoning. If not, why not?

3.Evaluate the role and effectiveness of transformational and transactional leadership in the organization. Support your (claims, points?) with examples (from?).

4.Assess the traits and characteristics of an effective team leader within the organization.

5.Explain how the leadership supports vision, mission, and strategy in the organization.

6.If you were the leader in the organization, what would you change and why?
Writing the Final Paper

3.Must begin with an introductory paragraph that has a succinct thesis statement.

4.Must address the topic of the paper with critical thought.

5.Must end with a conclusion that reaffirms your thesis.

6.Must use at least three scholarly sources (other than the text), including a minimum of one from the Ashford Online Library.

7.Must document all sources in APA style as outlined in the Ashford Writing Center.

8.Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.

Carefully review the Grading Rubric for the criteria that will be used to evaluate your assignment.

Power and Influence of Leader

Distinguished – Provides a fully developed and expertly crafted analysis of the power and influence the leader has on followers. Includes the reaction from followers and the possibility of alternatives. Expertly applies the concepts of leadership from the text.

Proficient – Provides a sufficiently developed analysis of the power and influence the leader has on followers. Includes the reaction from followers and the possibility of alternatives. Sufficiently applies the concepts of leadership from the text.

Basic – Provides an analysis of the power and influence the leader has on followers. Analysis includes the reaction from followers and the possibility of alternatives, but is not fully developed. Shows a rudimentary application of the concepts of leadership from the text.

Below Expectations – Attempts to provide an analysis of the power and influence the leader has on followers. Analysis is underdeveloped, does not include the reaction of followers, and/or the possibility of alternatives. Shows little application of the concepts of leadership from the text.

Non-Performance – The paper is either nonexistent or fails to provide an analysis of the power and influence the leader has on followers.

Order description:

Distinguished – Thoroughly evaluates the role and effectiveness of transactional and transformational leadership, providing detailed and specific examples. Answer displays an expert understanding of both transactional and transformational leadership.

Proficient – Evaluates the role and effectiveness of transactional and transformational leadership, providing relevant examples. Some relevant details are missing. Answer displays a sufficient understanding of both transactional and transformational leadership.

Basic – Evaluates the role and effectiveness transactional and transformational leadership using general examples. Many relevant details are missing. Answer displays a rudimentary understanding of both transactional and transformational leadership.

Below Expectations – Attempts to provide an evaluation of the role and effectiveness of transactional and transformational leadership. Uses vague or inapplicable examples.

Non-Performance – The paper is either nonexistent or fails to evaluate the role of transformational and transactional leadership.

 

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