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We can get acquainted with quotes of leaderships through schools, colleges, libraries, universities and they can be of great help as these are inspiring for the young generation for improving their leadership potential. In his quote “When I give a minister an order, I leave it to him to find the means to carry it out”, the great French King like Napoleon Bonaparte tells us about the basics of the administration. Another quote from the famous American president like Woodrow Wilson is incorporated with very valuable message that “Leadership does not always wear the harness of compromise”.
As a president of America, the tenure of Woodrow Wilson was the significant example of his powerful and sensible decisions, his governance. Likewise his quote such as “No man is good enough to govern another man without that other’s consent”, in his presidential inning of America, Abraham Lincoln gave importance to the teamwork and co-understanding between his administrative staff.
In the modern corporate world, these quotes on leadership are used as the guidelines for all those executives and mangers for carrying out the managerial and regulating administration more accountable and responsible.
Such Quotes on leadership really facilitate them to how to make co-ordination between the employees, how to make himself strong for decision making in critical situation, how to persuade the employees from organizational threats like strike, low productivity and loss. In the business leadership coaching sessions, leadership journals, online leadership columns, articles; the reader views and read a wide range of quotes of leadership. The usability of such quotes from famous people of leadership is not limited to only business sectors. I used to think that running an organization was equivalent to conducting a symphony orchestra. To inspire your workers into higher levels of teamwork, there are certain things you must be, know, and, do. Leadership is a process by which a person influences others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent. A process whereby an individual influences a group of individuals to achieve a common goal (Northouse, 2007, p3).
Leadership is inspiring others to pursue your vision within the parameters you set, to the extent that it becomes a shared effort, a shared vision, and a shared success (Zeitchik, 2012). Leadership is a process of social influence, which maximizes the efforts of others, towards the achievement of a goal (Kruse, 2013). A person influences others through social influence, not power, to get something accomplished (bosses use power to get things done). Leadership requires others, who are not necessarily direct-reports, to get something accomplished.
For example, a leader might have learned the skills in counseling others, but her traits will often play a great role in determining how she counsels.
Skills, knowledge, and attributes make the Leader, which is one of the Factors of Leadership. Also note that the situation normally has a greater effect on a leader's action than his or her traits. Bass' theory of leadership states that there are three basic ways to explain how people become leaders (Stogdill, 1989; Bass, 1990). A crisis or important event may cause a person to rise to the occasion, which brings out extraordinary leadership qualities in an ordinary person. Management's main function is to produce order and consistency through processes, such as planning, budgeting, organizing, staffing, and problem solving. While leadership's main function is to produce movement and constructive or adaptive change through processes, such as establishing direction through visioning, aligning people, motivating, and inspiring.
When people are deciding if they respect you as a leader, they do not think about your attributes, rather, they observe what you do so that they can determine who you really are. Self-serving leaders are not as effective because their employees only obey them, not follow them. According to a study by the Hay Group, a global management consultancy, there are 75 key components of employee satisfaction (Lamb, McKee, 2004).
Trust and confidence in top leadership was the single most reliable predictor of employee satisfaction in an organization. Sharing information with employees on both how the company is doing and how an employee's own division is doing.
So in a nutshell a€” you must be trustworthy and you need to be able to communicate a vision of where the organization needs to go. Know yourself and seek self-improvement - In order to know yourself, you have to understand your be, know, and do, attributes. Be technically proficient - As a leader, you must know your job and have a solid familiarity with your employees' tasks. Seek responsibility and take responsibility for your actions - Search for ways to guide your organization to new heights. Make sound and timely decisions - Use good problem solving, decision making, and planning tools.
Know your people and look out for their well-being - Know human nature and the importance of sincerely caring for your workers.
Keep your workers informed - Know how to communicate with not only them, but also seniors and other key people. Develop a sense of responsibility in your workers - Help to develop good character traits that will help them carry out their professional responsibilities. Ensure that tasks are understood, supervised, and accomplished - Communication is the key to this responsibility. Train as a team - Although many so called leaders call their organization, department, section, etc. Use the full capabilities of your organization - By developing a team spirit, you will be able to employ your organization, department, section, etc.
Every organization has a particular work environment, which dictates to a considerable degree how its leaders respond to problems and opportunities. Successful organizations have leaders who set high standards and goals across the entire spectrum, such as strategies, market leadership, plans, meetings and presentations, productivity, quality, and reliability. Values reflect the concern the organization has for its employees, customers, investors, vendors, and surrounding community. Concepts define what products or services the organization will offer and the methods and processes for conducting business. These goals, values, and concepts make up the organization's personality or how the organization is observed by both outsiders and insiders.
Roles are the positions that are defined by a set of expectations about behavior of any job incumbent.
Culture and climate are two distinct forces that dictate how to act within an organization: . The climate is the feel of the organization, the individual and shared perceptions and attitudes of the organization's members (Ivancevich, Konopaske, Matteson, 2007).
Organizational climate is directly related to the leadership and management style of the leader, based on the values, attributes, skills, and actions, as well as the priorities of the leader. Challenge the process - First, find a process that you believe needs to be improved the most. Inspire a shared vision - Share your vision in words that can be understood by your followers. Encourage the heart - Share the glory with your followers' hearts, while keeping the pains within your own. The United States has developed as a global leader, in large part, through the genius and hard work of its scientists, engineers, and innovators.
Yet today, few American students pursue expertise in STEM fields—and we have an inadequate pipeline of teachers skilled in those subjects. All young people should be prepared to think deeply and to think well so that they have the chance to become the innovators, educators, researchers, and leaders who can solve the most pressing challenges facing our nation and our world, both today and tomorrow. For example, we know that only 81 percent of Asian-American high school students and 71 percent of white high school students attend high schools where the full range of math and science courses are offered (Algebra I, geometry, Algebra II, calculus, biology, chemistry, and physics). Specifically, the President has called on the nation to develop, recruit, and retain 100,000 excellent STEM teachers over the next 10 years.

These improvements in STEM education will happen only if Hispanics, African-Americans, and other underrepresented groups in the STEM fields—including women, people with disabilities, and first-generation Americans—robustly engage and are supported in learning and teaching in these areas. At the Department of Education, we share the President’s commitment to supporting and improving STEM education. The Department’s Race to the Top-District program supports educators in providing students with more personalized learning—in which the pace of and approach to instruction are uniquely tailored to meet students’ individual needs and interests—often supported by innovative technologies. And in higher education, the Hispanic-Serving Institutions-STEM program is helping to increase the number of Hispanic students attaining degrees in STEM subjects.
Our mission is to promote student achievement and preparation for global competitiveness by fostering educational excellence and ensuring equal access.
When we were children we were grateful to those who filled our stockings at Christmas time. I would maintain that thanks are the highest form of thought; and that gratitude is happiness doubled by wonder. The unthankful heart… discovers no mercies; but let the thankful heart sweep through the day and, as the magnet finds the iron, so it will find, in every hour, some heavenly blessings!
He is a wise man who does not grieve for the things which he has not, but rejoices for those which he has. Not what we say about our blessings, but how we use them, is the true measure of our thanksgiving.
We can only be said to be alive in those moments when our hearts are conscious of our treasures. Gratitude is a quality similar to electricity: it must be produced and discharged and used up in order to exist at all. I feel a very unusual sensation – if it is not indigestion, I think it must be gratitude. Courtesies of a small and trivial character are the ones which strike deepest in the grateful and appreciating heart. As we express our gratitude, we must never forget that the highest appreciation is not to utter words, but to live by them.
The grateful person, being still the most severe exacter of himself, not only confesses, but proclaims, his debts.
In this world of sin and sorrow there is always something to be thankful for; as for me, I rejoice that I am not a Republican. Augustine Kuso on Defining Leadership with a Quote from Dr Myles MonroeChinonso Anazodo on Greg S.
The Path-Goal model is a theory based on specifying a leader's style or behavior that best fits the employee and work environment in order to achieve a goal (House, Mitchell, 1974). Path-Goal is based on Vroom's (1964) expectancy theory in which an individual will act in a certain way based on the expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. The path-goal theory can best be thought of as a process in which leaders select specific behaviors that are best suited to the employees' needs and the working environment so that they may best guide the employees through their path in the obtainment of their daily work activities (goals) (Northouse, 2013). Employees interpret their leader's behavior based on their needs, such as the degree of structure they need, affiliation, perceived level of ability, and desire for control. Work group - If the team is non-supportive, then the leader needs to be cohesiveness and espouse esprit-de-corps that provides comradeship, enthusiasm, and devotionA to all team members. The independent variables of Path-Goal Theory are the leader's behavior — the leader adjusts her style of behavior to the employee and task characteristics so that the employee's motivation is to excel at their goal.
House and Mitchell (1974) defined four types of leader behaviors or styles: Directive, Supportive, Participative, and Achievement (explained in detail below).
Initiating StructureA - task behaviors, such as organizing, scheduling, and seeing that work is completed. Directive: The leader informs her followers on what is expected of them, such as telling them what to do, how to perform a task, and scheduling and coordinating work. Supportive: The leader makes work pleasant for the workers by showing concern for them and by being friendly and approachable. Participative: The leader consults with his followers before making a decision on how to proceed. Achievement: The leader sets challenging goals for her followers, expects them to perform at their highest level, and shows confidence in their ability to meet this expectation. The leaders' behavior is not set in stone, as there are other leadership styles that may be used depending upon the situation.
As noted earlier, the independent variables of Path-Goal Theory are the leaders' behavior, thus the patha€“goal theory assumes that people (leaders) are flexible in that they can change their behavior or style, depending upon the situation. According to him, never impose your opinion on others though you are a final decision maker. He was firmed to his opinions according to his quote and got a significant place as a true leader of America. These quotes on leaderships facilitate them with various kinds of phrases, usages, rules, and theories of how to get excellence in the leadership qualities. Therefore, such quotes instrumental with accountability and responsibility while managing any business organization. These are instrumental in every field of society like science, politics, educations, sports, space research, music, etc. The words that pour forth from our mouths are like roadmaps of our intentions, and actions to come. Knowledge and skills contribute directly to the process of leadership, while the other attributes give the leader certain characteristics that make him or her unique. A person who has empathy will make a better counselor than a person who thinks the employees are simply there do accomplish her biddings.
Also, note that it is the followers, not the leader or someone else who determines if the leader is successful. This is because while traits may have an impressive stability over a period of time, they have little consistency across situations (Mischel, 1968). The first two explain the leadership development for a small number of people, while the third one is the dominant theory today.
They use this observation to tell if you are an honorable and trusted leader or a self-serving person who misuses authority to look good and get promoted. In your employees' eyes, your leadership is everything you do that effects the organization's objectives and their well-being.
And when things go wrong, as they often tend to do sooner or later a€” do not blame others. Examples: Be loyal to the organization, perform selfless service, take personal responsibility. Examples: honesty, competence, candor, commitment, integrity, courage, straightforwardness, imagination. It is a combination of the founders, past leadership, current leadership, crises, events, history, and size (Newstrom, Davis, 1993). On the other hand, culture is the deeply rooted nature of the organization that is a result of long-held formal and informal systems, rules, traditions, and customs. Compare this to a€?ethical climatea€? a€” the feel of the organization about the activities that have ethical content or those aspects of the work environment that constitute ethical behavior.
In a world that’s becoming increasingly complex, where success is driven not only by what you know, but by what you can do with what you know, it’s more important than ever for our youth to be equipped with the knowledge and skills to solve tough problems, gather and evaluate evidence, and make sense of information. The access to these courses for American Indian, Native-Alaskan, black, and Hispanic high school students are significantly worse. The United States is falling behind internationally, ranking 29th in math and 22nd in science among industrialized nations.
He also has asked colleges and universities to graduate an additional 1 million students with STEM majors.
Ensuring that all students have access to high-quality learning opportunities in STEM subjects is a priority, demonstrated by the fact that dozens of federal programs have made teaching and learning in science, technology, engineering, and math a critical component of competitiveness for grant funding.
STEM teachers across the country also are receiving resources, support, training, and development through programs like Investing in Innovation (i3), the Teacher Incentive Fund, the Math and Science Partnerships program, Teachers for a Competitive Tomorrow, and the Teacher Quality Partnerships program.

This initiative has made a commitment to Native-American students, providing about 350 young people at 11 sites across six states with out-of-school STEM courses focused on science and the environment. No Americans have been more impoverished than these who, nevertheless, set aside a day of thanksgiving. The breaking of the sun over the horizon is my grateful heart dawning upon a blessed world.
It is accompanied with such an inward satisfaction that the duty is sufficiently rewarded by the performance.
The goal is to increase your employees' motivation, empowerment, and satisfaction so they become productive members of the organization. The path-goal theory was first introduced by Martin Evans (1970) and then further developed by House (1971).
For example, if a leader provides more structure than what they need, they become less motivated.
If an obstacle becomes too strong, then the leader needs to step in and help the employee select a path to work around it. For example, if the task is ambiguous, then the leader might have to give it more structure or an extremely difficult task might call for leader support. It is most effective when people are unsure about the task or when there is a lot of uncertainty within the environment. It is most effective in situations in which tasks and relationships are physically or psychologically challenging.
It is most effective in professional work environments, such as technical, scientific; or achievement environments, such as sales.
This coincides with the research that while nature (genes) may be our internal guide, nurture (experience) is our explorer that has the final say in what we do (Ridley, 2003).
These quotes of leaderships from famous people are often displayed by hanging them on furnished walls of interiors of the classrooms of the schools, colleges and universities. Always analysis the suggestions from your subordinates and in critical situations try his capabilities, decision making and his approach to such situation.
Good leaders develop through a never ending process of self-study, education, training, and experience (Jago, 1982). Good leaders are continually working and studying to improve their leadership skills; they are NOT resting on their past laurels. One of their definitions is a process by which a person influences others to accomplish a mission (U.S.
A person who lacks motivation requires a different approach than one with a high degree of motivation.
For instance, when you a€?set the example,a€? that communicates to your people that you would not ask them to perform anything that you would not be willing to do. You must use your judgment to decide the best course of action and the leadership style needed for each situation.
This is why a number of leadership scholars think the Process Theory of Leadership is a more accurate than the Trait Theory of Leadership. Leadership differs in that it makes the followers want to achieve high goals (called Emergent Leadership), rather than simply ordering people around (Rowe, 2007).
This can be accomplished through self-study, formal classes, reflection, and interacting with others.
Roles have a powerful effect on behavior for several reasons, to include money being paid for the performance of the role, there is prestige attached to a role, and a sense of accomplishment or challenge. The tasks will determine who the role-holder is required to interact with, how often, and towards what end. This differs from climate, which is a short-term phenomenon created by the current leadership. The ethical climate is the feel about whether we do things right; or the feel of whether we behave the way we ought to behave. The mature values that create tradition or the a€?way we do things here.a€? Things are done differently in every organization.
These are the types of skills that students learn by studying science, technology, engineering, and math—subjects collectively known as STEM. Children’s race, zip code, or socioeconomic status should never determine their STEM fluency. What’s more, a recent survey revealed that only 29 percent of Americans rated this country’s K-12 education in STEM subjects as above average or the best in the world. Just this year, for the very first time, the Department announced that its Ready-to-Learn Television grant competition would include a priority to promote the development of television and digital media focused on science. But I say grace before the concert and the opera, and grace before the play and pantomime, and grace before I open a book, and grace before sketching, painting, swimming, fencing, boxing, walking, playing, dancing and grace before I dip the pen in the ink. The great Bonaparte stuck to his quote and so he was the strong leader and a wise administrator. By arranging the special session on such quotes of the leadership, we see the enhancement in the potential and productivity of the employees. So according to these quotes, for acquiring success, satisfaction and development in life, proper   execution of leadership has to be there. This is called Trait Leadership (Jago, 1982), in that it was once common to believe that leaders were born rather than made. To be successful you have to convince your followers, not yourself or your superiors, that you are worthy of being followed. What and how you communicate either builds or harms the relationship between you and your followers.
For example, you may need to confront an employee for inappropriate behavior, but if the confrontation is too late or too early, too harsh or too weak, then the results may prove ineffective. It is the most widely accepted theory today and the premise on which this leadership guide is based. Thus, you get Assigned Leadership by your position and you display Emergent Leadership by influencing people to do great things.
The behavior (character) of the leader is the most important factor that influences the climate. The collective vision and common folklore that define the institution are a reflection of culture. We must give all children the opportunity to be college-ready and to thrive in a modern STEM economy.
The fundamental starting point is having a good understanding of human nature, such as needs, emotions, and motivation. This individual perception of the a€?feel of the organizationa€? comes from what the people believe about the activities that occur in the organization. Individual leaders cannot easily create or change culture because culture is a part of the organization. In human behavior — its hard to like someone whom we have no contact with, and we tend to seek out those we like. Culture influences the characteristics of the climate by its effect on the actions and thought processes of the leader. Many tasks and behaviors that are associated with a role are brought about by these relationships. That is, new tasks and behaviors are expected of the present role-holder because a strong relationship was developed in the past, by either that role-holder or by a prior role-holder.

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