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  1. Good Leadership



    1. Good leaders bring out the best in us. Describe a leader who has made YOU better. (Give a description of his/her attributes and the accounts of what he/she did that brought out the best in you). (250-word minimum).

      Describe how would you evaluate whether a leader of an organization is effective or not (set forth a list of criteria [not just your opinion], then use an example of someone who fits this description). (300-word minimum).


Subject Administration Pages 4 Style APA


Organizational Leadership


Question 1

The leader who has inspired me is Henry Ford.  Henry Ford was an American business magnate and industrialist, the originator of the Ford Motor Company, and a leading developer of the assembly line system of mass production (Long, 2016). One of the things that fascinate me about Henry Ford is his leadership style.  Henry Ford was considered a master in being the people’s personality. Possessing an intrinsic sense of understanding and appreciation for others’ value, Henry Ford comprehended this workforce’s everyday needs and the difficulties of those around him (Swid & Ragab, 2018). For instance, while competing companies settled their workers a salary of hardly above $2 per hour, Henry Ford increased earnings to $5 per hour. Moreover, he also lessened work shifts from 9 hours to 8 hours. Not only does this movement demonstrate his recognition of his workforce, but it also enabled him to earn staff commitment.

While one might consider staff incentive to steer Henry Ford’s systems granting tremendous pay, that is not necessarily the case. Henry Ford’s management approach stretched way beyond this factor. Ford was considered a revolutionary when it came to matters concerning inclusion and diversity. He often employed women, the disabled, and the youths (Long, 2016). Studies indicate that Henry Ford hired more than 900 individuals with inabilities, and had at least sixty-two origins depicted in his team. Moreover, Ford ensured that his healthcare advantages were accessible to all his employees, including the Lesbian Gay Bisexual, Transgender (LGBT) community (Swid & Ragab, 2018). At the core of the resolution, recognizing others’ value, and having emotional intelligence are Henry Ford’s great leadership attributes.  



Question 2

Effective leadership makes employees devote more energy to their duties and yield productive performances. Since administration is considered essential to managing an organization, all companies must evaluate how well leaders execute leadership in different organizations. Generally, influential leaders act in an observing performance and manifest a high level of empathy (understanding) towards their workforce (Madanchian, Hussein, Noordin & Taherdoost, 2017). Likewise, influential leaders can declare their authority without being distinguished as oppressive or hardened. Nonetheless, effective organizational leaders are considered remarkably efficient at implementing systematic, detailed, and timely communication with their staff, as well as connecting role interactions and reliability among the team (Truninger, Ruderman, Clerkin, Fernandez & Cancro, 2020). Conclusively, to assess a leader’s effectiveness in an organization, I would evaluate the level of understanding and the association between the leader and the employees.

One of the leaders who fit the leader’s description with empathy towards his employees is Henry Ford. Ford demonstrated this by advocating for diversity and inclusion. Moreover, he paid his workers more than the industry average since he comprehended the needs and the problems of his workforce (Madanchian et al., 2017). Ford ensured that his workers received a decent wage and affirmed he had a productive relationship with his crew. Consequently, this motivated the workers to be more devoted to their work obligation, thus increasing their productivity. Conclusively, influential leaders incorporate empathy, diversity, and inclusion in the leadership style, just the same way Henry Ford did.



Long, D. (2016). Henry Ford: Industrialist. Cavendish Square Publishing, LLC.

Madanchian, M., Hussein, N., Noordin, F., & Taherdoost, H. (2017). Leadership effectiveness measurement and its effect on organization outcomes. Procedia Engineering181, 1043-1048.

Swid, A., & Ragab, D. (2018). Narcissistic Leaders: A Review of Astonishing Success and Remarkable Failure. Journal of Leadership, Accountability, and Ethics15(3).

Truninger, M., Ruderman, M. N., Clerkin, C., Fernandez, K. C., & Cancro, D. (2020). Sounds like a leader: An ascription-actuality approach to examining leader emergence and effectiveness. The Leadership Quarterly, 101420.










Appendix A:

Communication Plan for an Inpatient Unit to Evaluate the Impact of Transformational Leadership Style Compared to Other Leader Styles such as Bureaucratic and Laissez-Faire Leadership in Nurse Engagement, Retention, and Team Member Satisfaction Over the Course of One Year

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