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8 pages. There is an integrated set of assumptions, values, beliefs and data that define the role of leader. This paper includes a personal leadership assessment as to what defines leadership strengths and weaknesses as well as how to address these issues in order to become a more effective leader in an organization. This is an effective and capable research paper for the student looking for information on leadership and personal development. Bibliography lists 6 sources.
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8 pages (~225 words per page)
File: D0_JGApdevl.rtf
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strengths and weaknesses as well as how to address these issues in order to become a more effective leader in an organization. In past discussions of what
defines true leadership amidst organizational culture and its management, there exist several problems with the overall concept, including the extent of ambiguity in relation to definition and assessment. How
is an effective leader chosen, and what are the criteria for choosing such? Does leadership truly influence organizational performance? How essential is good leadership in relation to the
performance of the team as a whole? These represent just some of the concerns industry experts have discussed as a means by which to ascertain the true benefit of
effective and enabling leadership. THE COMPONENTS THAT MAKE AN EFFECTIVE TEAM LEADER For the most part, the concept of team building -- when implemented correctly -- can
be the difference between a productive team of employees and one that cares little about their job performance or that of their coworkers. When team building is at its
potential, it can make the workplace a model of teamwork. The presumption has long been put forth that leadership is causally related to organizational performance; however, within the structural foundation
of organizational culture, this particular element is often overlooked or not given the same attention as with other areas. Keeping this in mind, one would automatically surmise that without
effective leadership, organizational performance would cease to exist; yet it is more the ability of the individual rather than that of the leadership role that determines how effective leadership is
in relation to organizational performance. Through the insights of Viswesvaran et al (1995), the argument has been made that more effective leaders can be selected or trained or, alternatively,
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