MGT619 Project Proposal (Approved) on Leadership Styles
Learned vs. Innate Leadership Traits
Among the top five things employees want to change about their managers, many of them are about leadership qualities such as communications skills and empathy. Can these things actually be changed? In other words, are leaders born or made? Are the characteristics of a good leader learned or instinctive?
Here are the types of qualities that spring from a person’s natural capabilities:
This powerful quality allows leaders to connect with their employees on a deeper level and understand how they’re feeling. It’s about putting yourself in other people’s shoes and spending more time listening rather than talking. When you have this level of understanding, you can make better decisions for everyone.
We’ve all known a leader who is so in love with what they do and who believes so deeply in an idea or cause. It’s contagious! And passion sure can’t be faked. Passion is what motivates employees to go the extra mile, and most of the time, you’re either passionate about something or you’re not. There’s not a lot of middle ground.
A humble leader is one who gives credit to others when deserved, who calls on colleagues for help, and who realizes that the success of the company depends on all employees, not just the big boss. Ego is not something that develops overnight; the level of your ego is usually a part of your innate personality.
In contrast, here are the qualities that leaders can work to develop:
1. Communication skills
An effective communicator clearly explains tasks, deadlines, and expectations while inspiring and motivating a workforce. Sure, some people are naturally more articulate or communicative than others, but being a skilled communicator takes time and practice.
It may be easier to have tough conversations behind closed doors, but employees want to know what is going on. The best leaders share where the company is headed, what is going right or wrong, and what needs to be improved.
If this were an innate quality, we would surely have more trust in the world. Unfortunately, building trust is one of the hardest things to do, and it takes a lot of time to foster personal relationships, act on promises, and show that you are someone of your word.
A healthy balance of natural capabilities coupled with the desire to learn seems to produce the best leaders.
This MGT619 Project Proposal is based on a particular research problem which is leadership style and its relationship with perceived employees at Forman Christian College (A Chartered University). This FCCU is undoubtedly is a specific type of educational organizations which has a great social role in uplifting so many talented and needy students to compete at national and international level. It is very important and interesting to examine the leadership style and its relationship with its employees where the efficiency factors are a little bit different as compare to other private organizations. The purpose of this study is to explore the manager’s leadership styles in FCCU.
This MGT619 Project Proposal will also discover existence or non-existence of the interdependence of leadership styles and its relationship with its employees at FCCU to identify dominant leadership styles. This study will determine the relationship between leadership styles and its employees at FCCU. It will also answer about the direction and the intensity of connection between the variable and its casual relationship. In fulfilment of the mission of this project, we will try to find out leadership styles of the top, middle and low management in FCCU.
The research population will be the employees of Forman Christian College (A Chartered University) Lahore, known as FC College. The targeted population will be around about 50 employees at FC College. There will be no gender business in this research population.
Top Leadership Qualities Every manager cannot live without
A article by Dora Wang
Whether you’re a supervisor of one or the head of an entire company, leadership is a challenge. As a leader in your organization, your success directly impacts the success of the people on your team. The right leadership qualities can propel others forward — but the wrong ones can bring everyone down.
In a Monster survey, when asked to rate their boss on a scale from 1 to 5, with 1 being “horrible” and 5 being “excellent,” 38% of respondents chose 1. Only 17% chose 5. So when your friends complain about their horrible bosses, they may not be stretching the truth.
These stats are bad news to all bosses. A study by Accenture shows the top four reasons employees quit, and 31% said that it was because they disliked their boss.
So companies have no choice but to develop strong leaders, because otherwise they simply won’t be sustainable. Let’s look at some of the best leadership qualities to aim for — and the worst ones to avoid.
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