Preparing for Task 2
Power and Influence for Organizational Goals
Leaders have different sources of power including position, legitimate, reward, coercive, information, and personal power. Through their understanding of the nature of power, leaders can create cultures that enable followers to be accountable, act ethically, and collaborate, or they can create toxic cultures of workplace stress and dysfunctional behaviors.
Power, Accountability, and Toxic Leadership
This topic addresses the following competency:
- Power and Influence for Organizational Goals
The graduate determines how power and influence can be used to achieve organizational goals.
This topic highlights the following objectives:
- Explain the sources of power.
- Explain the relationship between power and influence.
- Explain the differences between accountability and responsibility and their relationship to power and leader effectiveness.
- Explain how delegation techniques influence leader effectiveness.
- Explain factors that contribute to toxic leadership, workplace stress, and leadership effectiveness.
- Explain ethical and unethical leadership behaviors.
- Explain how conflict resolution techniques influence leadership effectiveness.
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Power, Accountability, and Toxic Leadership
This activity introduces the concepts of power, accountability, and toxic leadership. When you have completed this activity, you should be able to explain the sources of power, accountability and responsibility, delegation techniques, and toxic leadership and you should be able to differentiate between power and influence.
As you complete the following materials, pay attention to these key points:
- sources of power
- power and influence
- accountability and responsibility
- delegation
- toxic leadership
- ethical and unethical behaviors
- conflict resolution
Access and read the following articles:
Power
- “The Dynamics of Prosocial Leadership: Power and Influence in Collective Action Groups“
- “Significance of Power and Politics: Its Influence on Organizational Behavior Towards Efficacy“
- “Dynamics of Power in the Workplace”
Toxic Leadership
- “Power Imbalance and Employee Silence: The Role of Abusive Leadership, Power Distance Orientation, and Perceived Organizational Politics“
- “Identity, Self-Awareness, and Self-Deception: Ethical Implications for Leaders and Organizations”
Toxic Leadership and Influencers
- “Destructive Leadership: A Critique of Leader-Centric Perspectives and Toward a More Holistic Definition”
- “Influence of Transformational Leadership on Knowledge Hiding: Mediating Role of Organizational Psychological Ownership”
- “Negative Influences of the 4th Industrial Revolution on the Workplace: Towards a Theoretical Model of Entropic Citizen Behavior in Toxic Organizations”
- “Shady Strategic Behavior: Recognizing Strategic Followership of Dark Triad Followers“
Leadership and Ethics
- “The Four Pillars of Corporate Responsibility: Ethics, Leadership, Personal Responsibility, and Trust”
- “Virtue: The Missing Ethics Element in Emotional Intelligence”
- “Ethical Leadership, Organic Organizational Cultures and Corporate Social Responsibility: An Empirical Study in Social Enterprises“
Conflict Resolution
- “The Managerial Grid as a Predictor of Conflict Resolution Method and Managerial Effectiveness“
- “Managing Organizational Conflict: Towards a Comprehensive Framework of Outcomes, Practices, and Competencies“
- “Accelerated Multi-Organization Conflict Resolution“
- “Anchored Personalization in Managing Goal Conflict between Professional Groups: The Case of U.S. Army Mental Health Care“
- “Managing Intractable Identity Conflicts“
After reading these articles, ask yourself the following questions:
- How are the sources of power different?
- How is power different from influence?
- How is accountability different from responsibility?
- How do delegation techniques influence leadership effectiveness?
- How does toxic leadership influence leadership effectiveness?
- How do ethical and unethical behaviors influence leadership effectiveness?
- How do conflict resolution techniques influence leadership effectiveness?
Motivation and Leadership: Intrinsic and Extrinsic Motivation Theories
Leaders attempt to create a culture that involves trust and ensures the organization is positioned for success. Leaders motivate followers using either intrinsic or extrinsic theories of motivation. Intrinsic theories of motivation work from the inside out while extrinsic theories work from the outside in.
This topic addresses the following competency:
- 3005.1.2: Power and Influence for Organizational Goals
The graduate determines how power and influence can be used to achieve organizational goals.
This topic highlights the following objectives
- Explain motivation and its influence on leadership effectiveness.
- Explain intrinsic and extrinsic motivation theories.
- Explain how leaders use both intrinsic and extrinsic motivation techniques to influence leadership effectiveness.
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Motivation and Leadership
This activity introduces motivation and leadership. When you have completed this activity, you should be able to explain how leadership influences both motivation and leadership effectiveness.
As you complete the following materials, pay attention to these key points:
- leadership and motivation
- intrinsic and extrinsic motivation
Access and read the following articles:
Intrinsic and Extrinsic Motivation
- “Sharing Knowledge in Social Q&A Sites: The Unintended Consequences of Extrinsic Motivation“
- “Self-Determination Theory and Work Motivation“
- “The Influence of Organizational Structure on Intrinsic Versus Extrinsic Motivation“
- “Self-Efficacy and Leadership Effectiveness: Applying Social Cognitive Theory to Leadership“
- “Two Decades of Self-Leadership Theory and Research: Past Developments, Present Trends, And Future Possibilities”
- “Self-Vs.-Teammate Assessment of Leadership Competence: The Effects of Gender, Leadership Self-Efficacy, And Motivation to Lead“
- “A Model of Leadership Motivations, Error Management Culture, Leadership Capacity, And Career Success“
After reading these articles, ask yourself the following questions:
- How does motivation influence leadership effectiveness?
- How does intrinsic motivation differ from extrinsic motivati
Motivation and Engagement
Motivation is why leaders act. Engagement is the what of motivation. Leaders use motivation to engage followers in the culture of the organization. Leaders employ their coaching skills to create trust and develop followers. Additionally, leaders use equity, expectancy, and goal theories to motivate and engage followers in the organization’s vision and mission. Such theories serve to influence both leadership effectiveness and organizational performance.
This topic addresses the following competency:
- Power and Influence for Organizational Goals
The graduate determines how power and influence can be used to achieve organizational goals.
This topic highlights the following objectives:
- Explain the relationship between leader and follower engagement and its influence on leadership effectiveness.
- Explain how leaders use equity theory to influence leadership effectiveness.
- Explain how leaders use goal theory to influence leadership effectiveness.
- Explain how leaders use expectancy theory to influence leadership effectiveness.
- Explain how leaders use coaching skills and techniques to influence leadership effectiveness.
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Motivation and Engagement
This activity introduces motivation and engagement. When you have completed this activity, you should be able to explain the sources of power, coaching skills and techniques, equity theory, goal theory, and expectancy theory and you should be able to differentiate between motivation and engagement,.
As you complete the following materials, pay attention to these key points:
- motivation and engagement
- coaching skills and techniques
- equity theory
- goal theory
- expectancy theory
Access and read the following articles:
Leadership and Follower Engagement
- “Transformational Leadership and Turnover: Mediating Effects of Employee Engagement, Employer Branding, and Psychological Attachment“
- “Leadership Style and Service Orientation: The Catalytic Role of Employee Engagement“
- “Pursuit of Organisational Trust: Role of Employee Engagement, Psychological Well-Being and Transformational Leadership“
- “The Relationship Between Leadership Paradigms and Employee Engagement”
After reading these articles, ask yourself the following questions:
- What is the relationship between motivation and engagement?
- What is the relationship between equity theory and leadership effectiveness?
- What is the relationship between goal theory and leadership effectiveness?
- What is the relationship between expectancy theory and leadership effectiveness?
- How do coaching skills and techniques influence leadership effectiveness?
Leading Organizational Culture to Achieve Individual and Organizational Goals
Leadership develops the foundation of culture to enable followers to achieve the organization’s mission by helping them realize how vital their individual contributions are to the organization’s goals and values. Leaders have the responsibility to demonstrate the beliefs of the organization and reinforce behaviors that reflect those values. In so doing, leaders create high-performing teams. These leaders have highly developed skills, knowledge, and abilities to influence the behaviors of followers and create a shared vision and common goals. According to the research, these individuals typically have high emotional intelligence. They design and develop self-managed teams that accomplish a specific mission, use strengths, and leverage market opportunities.
Leadership and Organizational Culture
This topic addresses the following competency:
- Leading Organizational Culture to Achieve Individual and Organizational Goals
The graduate demonstrates knowledge of key concepts in leading organizational culture to achieve individual and organizational goals.
This topic highlights the following objective:
- Explain leadership and organizational culture.
- Explain how leaders influence organizational culture.
- Explain how organizational culture influences leadership effectiveness and change.
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Leadership and Organizational Culture
This activity introduces leadership and organizational culture. When you have completed this activity, you should be able to explain organizational culture and its influence on leadership effectiveness and change.
As you complete the following materials, pay attention to these key points:
- organizational culture
- organizational change
Access and read the following e-book:
Leadership and Followers
Followers play important individual, relational, and collective roles in organizational success and failure. The essence of the relationship of leadership involves the leader and the follower. Without followers, leadership becomes self-leadership. The leader-follower relationship involves task accomplishment within the context of the relationship, the leader-member exchange. Implied within that exchange is the individual as well as the social identities of the leader and the follower. Both identities influence leadership effectiveness.
This topic addresses the following competency:
- Leading Organizational Culture to Achieve Individual and Organizational Goals
The graduate demonstrates knowledge of key concepts in leading organizational culture to achieve individual and organizational goals.
This topic highlights the following objectives:
- Explain the leadership dimensions of initiating structure and consideration of leadership effectiveness.
- Explain task-oriented leadership behaviors of leadership effectiveness.
- Explain relationship-oriented leadership behaviors of leadership effectiveness.
- Explain the relationship between leader-member exchange and the leader-follower relationship.
- Explain social identity theory and its influence on leadership effectiveness.
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Leading Organizational Culture to Achieve Individual and Organizational Goals
This activity introduces leadership and followers. When you have completed this activity, you should be able to explain the leadership dimensions of initiating structure and consideration of leadership effectiveness, the relationship between leader-member exchange and the leader-follower relationship, and social identity theory.
As you complete the following materials, pay attention to these key points:
- initiating structure and consideration
- task-oriented and relationship-oriented leadership behaviors
- leader-member exchange and leader-follower relationship
- social identity theory
Access and read the following articles:
Leadership and Followers
- “Research: To Be a Good Leader, Start by Being a Good Follower”
- “What Every Leader Needs to Know about Followers”
Leadership and Social Identity Theory
- “A Social Identity Theory of Leadership“
- “A Model of Relational Leadership: The Integration of Trust and Leader-Member Exchange“
After reading these articles, ask yourself the following questions:
- What is the relationship between leaders and followers?
- What is the relationship between initiating structure and consideration?
- What is the relationship between task-oriented and relationship-oriented leadership behaviors?
- What is the relationship between leader-member exchange and leader-follower relationship?
- How does social identity theory influence leadership effectiveness?
Leadership, Diversity, and Inclusion
Leaders share their personal diversity and inclusion beliefs and understand how they can drive value for the individual, team, and organization. Leaders demonstrate their character by their willingness to understand and incorporate diverse points of view within a global context. Such diversity includes cultural and multigenerational perspectives. Effective leaders understand the criticality of diversity to the success of their organizations and lead to include all individuals.
This topic addresses the following competency:
- Leading Organizational Culture to Achieve Individual and Organizational Goals
The graduate demonstrates knowledge of key concepts in leading organizational culture to achieve individual and organizational goals.
This topic highlights the following objectives:
- Explain diversity and inclusion.
- Explain advantages and disadvantages of a diverse and inclusive workforce and their influence on leadership effectiveness.
- Explain how multigenerational differences influence leadership effectiveness.
- Explain how cultural intelligence influences leadership effectiveness.
- Explain diversity and inclusion initiatives that influence leadership effectiveness.
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Leadership, Diversity, and Inclusion
This activity introduces leadership, diversity, and inclusion. When you have completed this activity, you should be able to explain diversity and inclusion, multigenerational differences, and cultural intelligence.
As you complete the following materials, pay attention to these key points:
- diversity and inclusion
- multigenerational differences
- cultural intelligence
Access and read the following articles:
Leadership and Diversity
- “Benefiting from Diversity: How Groups’ Coordinating Mechanisms Affect Leadership Opportunities for Marginalized Individuals“
- “Shared Leadership, Diversity, and Information Sharing in Teams“
- “Ensuring Social Justice and a Diverse and Equitable Leadership”
Leadership and Inclusion
- “Military Veterans in Federal Agencies: Organizational Inclusion, Human Resource Practices, and Trust in Leadership as Predictors of Organizational Commitment“
- “How Authentic Leadership and Inclusion Benefit Organizations“
Multigenerational Leadership
- “Do Different Generations Look Differently at High Performance Organizations?”
- “Managing Multiple Generations in the Workplace“
- “Are You Ready for Gen Z in the Workplace?”
- “Workplace Engagement and Generational Differences in Values“
- “Xennials: A Microgeneration in the Workplace“
Leadership and Older Workers
After reading these articles, ask yourself the following questions:
- What is the relationship between diversity and leadership effectiveness?
- What is the relationship between inclusion and leadership effectiveness?
- How do multigenerational differences influence leadership effectiveness?
- How does cultural intelligence influence leadership effectiveness?
Leadership Development and Innovation
This topic addresses the following competency:
- Leadership Development and Innovation
The graduate selects appropriate leadership development and innovation techniques to improve motivation, development, and innovation of others.
This topic highlights the following objectives:
- Explain leadership development, including skills, knowledge, competencies, and personal attributes.
- Explain the use of 360-degree feedback and its influence on leadership and team effectiveness.
- Design and develop a Personal Leadership Profile.
- Explain leadership succession planning.
- Explain the relationship between leadership development and the leadership life cycle.
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Leadership Development and Succession
This activity introduces leadership development and succession planning. When you have completed this activity, you should be able to explain leadership development, including skills, knowledge, competencies, and personal attributes; 360-degree feedback; succession planning; and leadership life cycle.
As you complete the following materials, pay attention to these key points:
- leadership development
- 360-degree feedback
- succession planning
- leadership life cycle
Access and read the following articles:
Leadership Development
- “Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within”
- “360 Degree Feedback and Leadership Development” (Atwater & Waldman)
- “360 Degree Feedback and Leadership Development” (Alimo-Metcalfe)
- “Has 360 Degree Feedback Gone Amok?”
Leadership Life Cycle Skills
- “Leadership Skills Across Organizational Levels: A Closer Examination“
- “Determining Leadership Levels with the Dreyfus Model“
- “Leadership Competencies Across Organizational Levels: A Test of the Pipeline Model“
Leadership and Entrepreneurship
This topic addresses the following competency:
- Leadership Development and Innovation
The graduate selects appropriate leadership development and innovation techniques to improve motivation, development, and innovation of others.
This topic highlights the following objectives:
- Explain leadership and entrepreneurship in terms of leadership development.
- Explain the entrepreneurial style of leadership and departmental differences in this leadership style, specifically between accounting, finance, operations, and marketing, and their influencers.
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Leadership and Entrepreneurship
This activity introduces leadership and entrepreneurship. When you have completed this activity, you should be able to explain leadership and entrepreneurship.
As you complete the following materials, pay attention to this key point:
- entrepreneurship
Access and read the following articles:
Leadership and Entrepreneurship
- “Leading People When They Know More than You Do“
- “Can You Be a Great Leader Without Technical Expertise?”
- “Beyond (Just) the Workplace: A Theory of Leader Development across Multiple Domains“
- “Overcoming the Shadow of Expertise: How Humility and Learning Goal Orientation Help Knowledge Leaders Become More Flexible“
Preparing for Task 2
The following section is designed to help you prepare for your submission of Task 2 of the performance assessment.
In Task 2, you will perform an analysis of toxic leadership behaviors and their ethical consequences influencing leadership effectiveness, power, and influence within an organizational culture. Additionally, you will provide three actionable recommendations to prevent those toxic leadership behaviors.
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A. Toxic Behaviors
In this section, explain three toxic leadership behaviors that a leader could exhibit, including their effects on leadership effectiveness and organizational culture. You will also explain the ethical consequences of each of the toxic leadership behaviors and how these behaviors affect power and influence within the organization.
- This section of the task requires scholarly research.
- Provide specific examples to support each toxic leadership behavior, include at least three in-text citations using a scholarly source.
- Write a separate paragraph for each of the three toxic leadership behaviors.
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B. Recommendations to Prevent Toxic Leadership Behaviors
In this section, explain three actionable items that a leader could use to prevent negative consequences of toxic leadership behaviors, including how these actions improve leadership
effectiveness and organizational culture. Additionally, explain how these actions improve motivation, development, and innovation.
- This section of the task requires scholarly research.
- Provide specific examples to support each toxic leadership behavior, include at least three in-text citations using a scholarly source.
- Write a separate paragraph for each of the three actionable recommendations.
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C. Power and Influence
In this section, explain how at least two positive leadership behaviors help achieve organizational goals. Additionally, explain how at least two toxic leadership behaviors inhibit organizational goals.
- This section of the task requires scholarly research.
- Provide at least two specific examples to support each leadership behavior, include at least one in-text citation using a scholarly source for both positive and toxi leadership behaviors.
- Write a separate paragraph for each of the four leadership behaviors.
TASK 2: ORGANIZATION AND LEADERSHIP EVALUATION
BECOMING AN EFFECTIVE LEADER
TASK OVERVIEWSUBMISSIONSEVALUATION REPORT
COMPETENCIES
: Power and Influence for Organizational Goals
The graduate determines how power and influence can be used to achieve organizational goals.
: Leading Organizational Culture to Achieve Individual and Organizational Goals
The graduate demonstrates knowledge of key concepts in leading organizational culture to achieve individual and organizational goals.
: Leadership Development and Innovation
The graduate applies appropriate leadership development and innovation techniques to improve motivation, development, and innovation of followers.
INTRODUCTION
For this task, you will write a paper evaluating how leaders’ behaviors, attitudes, and styles influence the achievement of organizational goals and organizational culture. Specifically, you will focus on leaders’ toxic leadership behaviors and the ethical consequences of those behaviors on leadership effectiveness. By demonstrating knowledge of toxic leadership behaviors and their ethical consequences, you can minimize adverse effects on performance and positively and proactively influence organizational culture to achieve individual and organizational goals.
REQUIREMENTS
Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. An originality report is provided when you submit your task that can be used as a guide.
You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.
Tasks may not be submitted as cloud links, such as links to Google Docs, Google Slides, OneDrive, etc., unless specified in the task requirements. All other submissions must be file types that are uploaded and submitted as attachments (e.g., .docx, .pdf, .ppt).
Note: As a part of completing your future Master of Science in Management and Leadership (MSML) capstone course, you will be required at that time to create an annotated bibliography that will include 2–5 scholarly sources relating to the subject matter of each previous course, including this one. You may begin to collect these scholarly sources now from each course, including this one, as you work through the program in preparation for your capstone course.
Write a paper (suggested length of 6–10 pages) in which you evaluate how leaders’ behaviors, attitudes, and styles influence the achievement of organizational goals by doing the following:
A. Describe three toxic leadership behaviors that a leader could exhibit, including a specific example of each toxic leadership behavior.
Note: Where examples are asked for in this assessment, you may use hypothetical or real-world examples, as long as all identifying information is removed from any real-world examples used.
1. Explain how each of the toxic leadership behaviors could influence leadership effectiveness and organizational culture, including two specific examples of how the toxic leadership behaviors have influenced leadership effectiveness and organizational culture.
2. Explain how each of the toxic leadership behaviors could have ethical consequences for leadership effectiveness, including two specific examples of a situation in which a toxic leadership behavior had ethical consequences for leadership effectiveness.
3. Support your responses for parts A, A1, and A2 with a scholarly source.
Note: A scholarly source is defined as an academic journal article from a peer-reviewed source, an editor-reviewed article or book, or an article from a respected industry publication, government organization, educational institution, or industry leader. Reputable sources can also be found in the WGU library or within the course.
B. Recommend three action items to prevent the toxic leadership behaviors described in part A.
1. Explain how these action items can prevent negative consequences of the toxic leadership behaviors within an organization, including specific examples of how each action item would prevent the negative consequences (three total examples).
2. Explain how these action items improve leadership effectiveness and organizational culture in terms of motivation, development, or innovation.
3. Support your responses to parts B, B1, and B2 with a scholarly source.
C. Analyze how power and influence are used to achieve organizational goals by doing the following:
1. Explain how positive leadership behaviors help an organization achieve its goals.
2. Explain how toxic leadership behaviors inhibit an organization’s ability to achieve its goals.
3. Support your responses to parts C1 and C2 with a scholarly source.
D. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.
E. Demonstrate professional communication in the content and presentation of your submission.
File Restrictions
File name may contain only letters, numbers, spaces, and these symbols: ! – _ . * ‘ ( )
File size limit: 200 MB
File types allowed: doc, docx, rtf, xls, xlsx, ppt, pptx, odt, pdf, txt, qt, mov, mpg, avi, mp3, wav, mp4, wma, flv, asf, mpeg, wmv, m4v, svg, tif, tiff, jpeg, jpg, gif, png, zip, rar, tar, 7z
RUBRIC
COMPETENT
The submission identifies 3 toxic leadership behaviors that a leader could exhibit within an organization and logically describes each of those behaviors, including a specific example of each of the behaviors.
COMPETENT
The explanation logically describes how each of the toxic leadership behaviors described in part A could influence leadership effectiveness and organizational culture. The explanation includes 2 specific examples of how the toxic leadership behaviors have influenced leadership effectiveness and organizational culture.
COMPETENT
The explanation logically describes how the toxic leadership behaviors described in part A could have ethical consequences for leadership effectiveness. The explanation includes 2 specific examples of a situation in which a toxic leadership behavior has ethical consequences for leadership effectiveness.
COMPETENT
The source provided is scholarly and logically supports each of the responses for parts A, A1, and A2.
COMPETENT
The recommendation identifies 3 relevant action items to prevent the toxic leadership behaviors described in part A.
COMPETENT
The explanation logically describes how the action items from part B can prevent the negative consequences of the toxic leadership behaviors within an organization. The explanation includes a specific example of a potential negative consequence that each action item would prevent and logically describes how the action item would prevent that negative consequence
COMPETENT
The explanation logically describes how the action items from part B can improve leadership effectiveness and organizational culture in terms of motivation, development, or innovation.
COMPETENT
The source provided is scholarly and logically supports each of the responses for parts B, B1, and B2.
COMPETENT
The explanation logically describes how positive leadership behaviors help an organization achieve its goals.
COMPETENT
The explanation logically describes how toxic leadership behaviors inhibit an organization’s ability to achieve its goals.
COMPETENT
The source provided is scholarly and logically supports each of the responses for parts C1 and C2.
COMPETENT
The submission includes in-text citations for sources that are properly quoted, paraphrased, or summarized and a reference list that accurately identifies the author, date, title, and source location as available.
COMPETENT
Content reflects attention to detail, is organized, and focuses on the main ideas as prescribed in the task or chosen by the candidate. Terminology is pertinent, is used correctly, and effectively conveys the intended meaning. Mechanics, usage, and grammar promote accurate interpretation and understanding
