Description
Q – Please read the discussion below and prepare a Reply to this discussion with comments that further and advance the discussion topic.
Discussion
Defining a follower’s behavior can prove quite complex, given the various factors that must be considered. According to Wrench, J. S. & Carter, N. (n.d.), based on Chaleff, followership requires an act of bravery, whereby an individual must undertake two distinct actions. Firstly, they must demonstrate the courage to support the leader. Secondly, they must be courageous to question the leader’s actions and policies. Different categories of followership exist, and among them, the partner follower stands out. This follower presents a stimulating and motivating presence and typically aligns their actions with the leaders, as they feel personally invested in them. However, if a partner follower disagrees with a leader’s choice, they express their viewpoint regarding the matter in a respectful manner within the workplace. Ultimately, these followers provide leaders with the most knowledgeable and all-encompassing support possible. So, from my perspective, I believe combining both could define the follower’s behavior.
The best approach that suits this follower’s behavior is inclusive leadership. According to Northouse, P. G. (2022), inclusive leadership, as defined by academics, is a type of relational leadership that focuses on the relationship between the leader and the follower. The goal is to promote inclusivity, achieved through mutual interactions and reciprocal influence between both parties. This approach emphasizes active consultation and involvement, leading to shared decision-making rather than a top-down approach. Unlike participatory leadership, inclusive leadership considers members’ status and viewpoints. It values and embraces the contributions of each team member and organization constituent, creating genuine value among them. This leadership style prioritizes human connections and shapes followers’ opinions of leaders as just, responsible, and receptive to their needs, making it an essential aspect of relational leadership.
Having a skilled and dedicated follower in an organization can significantly and positively impact the organization. However, being a good follower is not an easy task and requires a lot of courage. It’s not just leaders who must exhibit bravery and honesty, but followers, particularly given their subordinate position. An effective follower who exemplifies bravery by assuming responsibilities takes personal responsibility and ownership for the organization and its objectives. Exceptional followers do not rely on their leader or the organization for security, independence, or opportunities for personal growth. Instead, they create an environment that empowers them to achieve their objectives, fulfill their potential, and offer their best to the organization. Competent followers can respectfully challenge their leaders while upholding ethical principles and the organization’s success. Superior followers view transformative change as a collaborative journey that benefits all members, and they support their leaders and organizations through difficult transitions. Finally, the ability to depart is critical, as a follower may need to terminate a leader-follower relationship due to personal or organizational circumstances. (Suda, 2013)
There are two primary schools of thought regarding followership: role-based and relational-based. The former focuses on the formal and informal hierarchical structures that define a follower’s position and behavior. The latter, however, takes a different approach. It involves a deep understanding of social constructivism, a sociological theory positing that individuals interpret their surroundings based on their interactions with others. From this perspective, leaders and followers work together to create a unique followership experience for a given situation. This exchange of ideas ultimately defines followership, emphasizing the dynamic relationship between leading and following. Rather than being defined by roles, followership results from the interpersonal process of individuals attempting to influence each other and their reactions to these attempts. This is where authentic leadership occurs. Ultimately, the relational-based approach links followership to social behaviors rather than designated duties. (Northouse, 2022)
References
Northouse, P. G. (2022). Leadership: Theory and practice (9th ed.). Sage Publications. Print ISBN: 9781544397566, 1544397569.
Suda, L. (2013). In praise of followers. Paper presented at PMI® Global Congress 2013. North America, New Orleans, LA. Newtown Square, PA: Project Management Institute.
Wrench, J. S. & Carter, N. (n.d.). An Introduction to Organizational Communication. Lardbucket.
Discussion 2
Q – Please read the discussion below and prepare a Reply to this discussion with
comments that further and advance the discussion topic.
Please provide the references you used.
Ensure zero plagiarism.
Word limit: 250 words
Discussion
Defining a follower’s behavior can prove quite complex, given the various factors that
must be considered. According to Wrench, J. S. & Carter, N. (n.d.), based on Chaleff,
followership requires an act of bravery, whereby an individual must undertake two distinct
actions. Firstly, they must demonstrate the courage to support the leader. Secondly, they must
be courageous to question the leader’s actions and policies. Different categories of followership
exist, and among them, the partner follower stands out. This follower presents a stimulating
and motivating presence and typically aligns their actions with the leaders, as they feel
personally invested in them. However, if a partner follower disagrees with a leader’s choice,
they express their viewpoint regarding the matter in a respectful manner within the workplace.
Ultimately, these followers provide leaders with the most knowledgeable and all-encompassing
support possible. So, from my perspective, I believe combining both could define the follower’s
behavior.
The best approach that suits this follower’s behavior is inclusive leadership. According
to Northouse, P. G. (2022), inclusive leadership, as defined by academics, is a type of relational
leadership that focuses on the relationship between the leader and the follower. The goal is to
promote inclusivity, achieved through mutual interactions and reciprocal influence between
both parties. This approach emphasizes active consultation and involvement, leading to shared
decision-making rather than a top-down approach. Unlike participatory leadership, inclusive
leadership considers members’ status and viewpoints. It values and embraces the contributions
of each team member and organization constituent, creating genuine value among them. This
leadership style prioritizes human connections and shapes followers’ opinions of leaders as just,
responsible, and receptive to their needs, making it an essential aspect of relational leadership.
Having a skilled and dedicated follower in an organization can significantly and
positively impact the organization. However, being a good follower is not an easy task and
requires a lot of courage. It’s not just leaders who must exhibit bravery and honesty, but
followers, particularly given their subordinate position. An effective follower who exemplifies
bravery by assuming responsibilities takes personal responsibility and ownership for the
organization and its objectives. Exceptional followers do not rely on their leader or the
organization for security, independence, or opportunities for personal growth. Instead, they
create an environment that empowers them to achieve their objectives, fulfill their potential,
and offer their best to the organization. Competent followers can respectfully challenge their
leaders while upholding ethical principles and the organization’s success. Superior followers
view transformative change as a collaborative journey that benefits all members, and they
support their leaders and organizations through difficult transitions. Finally, the ability to
depart is critical, as a follower may need to terminate a leader-follower relationship due to
personal or organizational circumstances. (Suda, 2013)
There are two primary schools of thought regarding followership: role-based and
relational-based. The former focuses on the formal and informal hierarchical structures that
define a follower’s position and behavior. The latter, however, takes a different approach. It
involves a deep understanding of social constructivism, a sociological theory positing that
individuals interpret their surroundings based on their interactions with others. From this
perspective, leaders and followers work together to create a unique followership experience for
a given situation. This exchange of ideas ultimately defines followership, emphasizing the
dynamic relationship between leading and following. Rather than being defined by roles,
followership results from the interpersonal process of individuals attempting to influence each
other and their reactions to these attempts. This is where authentic leadership occurs.
Ultimately, the relational-based approach links followership to social behaviors rather than
designated duties. (Northouse, 2022)
References
▪
Northouse, P. G. (2022). Leadership: Theory and practice (9th ed.). Sage Publications. Print
ISBN: 9781544397566, 1544397569.
▪
Suda, L. (2013). In praise of followers. Paper presented at PMI® Global Congress 2013. North
America, New Orleans, LA. Newtown Square, PA: Project Management Institute.
▪
Wrench, J. S. & Carter, N. (n.d.). An Introduction to Organizational Communication.
Lardbucket.
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