fHow Effective Leadership Improve Job Performance in the Workplace (Autosaved) - Copy.docx

Transformational leadership is highly recommended for

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happens to the detriment of any institution that doesn’t want to improve on its management. Transformational leadership is highly recommended for an institution that needs to facilitate job performance and realize maximum benefits. Transformational leaders put passion in what they are doing, and they care for their employees and care too about their success. Secondly, as expounded by Carol A. Wong authentic leadership is recommended since it seeks to empower and develop the leader- follower ties/relationships. In this leadership style, the leader’s legitimacy is built through honest relationships with his subordinates, which also values their input and it is built on ethical basis
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BUSINESS 12 References Ali Iftikhar Choudhary, Syed Azeem Ahktar, Arshad Zaheer. (2013, August). Impact of Transformational and Servant Leadership on Organizational Perfromance: A Comparative Analysis. Journal of Business Ethics, 116 (2), 433-440. Retrieved from on December 12, 2017. Carol A. Wong and Heather K.S Laschinger. (2012, July 5). Authentic leadership, performance, and job satifaction: the mediating role of empowerment. Journal of Advanced Nursing, 69 (4), 947-959. Retrieved from on December 12, 2017. Flavia Cavazotte, V. M. (2012, June 1). Effects of leader intelligence, personality and emotional intelligence on transformational leadership and managerial perfomance. deepdyve . Retrieved from - leader-intelligence-personality-and-emotional-intelligence-Ehu8cVACQ4 on December 12, 2017. Grant, A. (2012). Leading with meaning: Beneficiarycontact, prosocial impact, and the performance effects of transformational leadership. Academy of Management Journal, 55 (2), 458-476. Retrieved from on December 12, 2017. Hui Wang., et al. (2012, December 14). Impact of authentic leadership on performance: Role of followers' positive psychological capital and relational processed. Journal of Ogranozational Behaviour, 35 (1), 5-21. Retrieved from on December 12, 2017.
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BUSINESS 13 J, A. (2014). Determinant of employee engagement and their impact on employee perfomance. International Journal of Productivity and Performance Management, 63 (3), 308-323. Retrieved from - 2013-0008 on December 12, 2017. Ji Hoon Song, Judith A. Kolb. (2012). Role of transformational leadership in effective organizational knowledge creation practices: Mediating effects of employees' work engagement. Human Resource Development Quarterly, 23 (1), 65-101. Retrieved from on December 12, 2017. Jochen REB, J. N. (2014, February 2). Leading Mindfully: Two Studies on The Influence of Supervisor Trait Mindfulness on Employee Well-Being and Perfomance. Singapore Management University . Retrieved from ? article=4319&context=lkcsb_research on December 12, 2017. Jun Liu, Ho kwong Kwan. (2013). Ethical leadership and job perfromance in China: The roles of workplace friendships and traditionality. Jurnal of Occupational and Organozational Psychology, 86 (4), 564-584. Retrieved from on December 12, 2017.
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