Final Summative Assignment In this summative assignment you will develop a substantial draft of an article that you may wish to continue working on after the course is completed with the goal of...

Running Head: FINAL SUMMATIVE ASSIGNMENT                    1
FINAL SUMMATIVE ASSIGNMENT                            3
FINAL SUMMATIVE ASSIGNMENT
Table of Contents
Critical Review of and Contribution to Literature on a Current and Global Issue    3
Article 1    3
Article 2    4
Article 3    5
Article 4    6
Article 5    7
Article 6    8
Article 7    9
Article 8    10
Article 9    12
Article 10    13
Article 11    14
Article 12    15
Article 13    16
Topic Selection and Rationale    17
Personal Position    18
Journal    19
Opportunity for Direction    20
References    22
Critical Review of and Contribution to Literature on a Current and Global Issue
Article 1
Ausar, K., Kang, H. J. A., & Kim, J. S. (2016). The effects of authentic leadership and organizational commitment on turnover intention. Leadership & Organization Development Journal
The article was authored by Ausar, Kang and Kim. It has been published in the year 2016. The challenges faced by various organizational in managing staff for the creation of the work environment would be encouraging for the employees' commitment. This study has been carried out to measure the impacts of the perception that nurses have in a healthcare system regarding the managers' leadership styles in the National Guard health affairs.
Primary data has been obtained for concluding. Most of the immediate managers lacked informational leadership qualities, which was affecting the commitment of the nurses and therefore. As mentioned by Ausar, Kang and Kim (2016), this has negatively affected their psychological empowerment. At the same time, there has been a serious positive correlation between transaction leadership and nurses' commitment. In the case of an acute healthcare system, the leadership style can play a significant role in promoting organizational commitment by the employees.
Fostering creating a work environment that stimulates staff empowerment through their commitment towards the organizational can facilitate overall organizational growth. The psychological empowerment of the nurses had played a crucial role in their commitment through the proper decision-making about the care processes of the patient. Greater commitment has been observed with greater employee participation.
However, the leadership qualities by the nursing managers are not sufficient to motivate the employees and are limited to task assigning, goal attainment, standard maintenance and providing compensation based on performance. Intellectual stimulation is the most critical aspect needed by the nursing managers for nurses' psychological empowerment.
Article 2
Gathungu, E. W., Iravo, D. M. A., & Namusonge, G. S. (2015). Informational leadership and employee’s commitment: Empirical review. IOSR Journal of Humanities and Social Science, 20(7), 1-7
The article authored by Gathungu, Bravo and Namusonge, was published in the year 2015. Human resource is the most efficient and valuable asset of an organizational. Moreover, when their qualities are multiverse, the organizational is bound to achieve the goals as soon as possible in the least hazardous manner. The current paper has focused on the fact that employees' commitment is closely related to informational leadership, which helps them achieve more while emphasizing the values and helping them are aligned with the organization's values.
As opined by Gathungu, Iravo and Namusonge (2015), the organization's performance is positively dependent on the informational leadership styles that bring out the best possible outcomes in a certain situation. The foundation of this leadership is based on basic four factors, inspirational motivation, intellectual stimulation, idealized influence and individualized consideration. The managers' leadership style directly affects the behavior of the employees that involves sportsmanship, helping others at the time of need, virtue, altruism and courtesy.
An organizational with this post of leadership has a stronger cultural base than any other leadership style. In the creation of effective organizational, informational leadership has contributed in a significant manner. A strong sense of purpose guides the employee towards fulfilling the vision of the company. Achieving the goal requires the stimulation and inspiration from the leaders that help the employees make their way towards goal attainment. By making others see the world differently, the leaders can influence the culture of the organizational, which in turn strengthens the employee's satisfaction level and their commitment to their work.
Article 3
Smith, G., Minor, M., & Brashen, H. (2018). Spiritual Leadership: A Guide to a Leadership Style That Embraces Multiple Perspectives. Journal of instructional research, 7, 80-89
The article authored by Smith, Minor and Brashen has been published in the year 2018. Spiritual leadership attributes have some unique features for motivating and inspiring the employees to bring the maximum output through self-awareness, efficient communication, self-esteem, decision-making and promotion of healthy conflict. As per the opinions of Smith, Minor and Brashen (2018), a single approach to leadership is often found to be ineffective in one situation and effective in another.
Challenges at the workplace might be silver with the incorporation of multiple leadership styles and spiritual leadership is one of them. Intrapersonal communication is one key aspect of this style that involves focusing on the emotions within one while communicating to avoid the conveyor of contradictory messages. Observing others is another attribute that helps create approaches while communicating with others based on their personality trait. Self-awareness can be a key tool in adjusting the messages and conveying them properly to the receivers.
Asking for feedback is another aspect that helps build up bonding and shows a type of modest behavior. This can be even good for any improvements that might be required at the performance stage. Self-assessment is sometimes based on this feedback, which creates a better personality through overcoming the challenges and rectifying the mistakes. More insight can be gained through this approach in oneself. Trust is the foundation of communication and spiritual leaders often build that trust through careful listening, clarifying ideas and inspiring to fulfil the agendas. The decision-Making skill of a person helps organizational take quick solutions in resolving a matter for ensuring that the organization's goals are met properly.
While working with a diverse workforce, conflict is sure to rise, but it is the tactics played by leaders, which solve those conflicts and these tactics are only the ones, which promote a healthy organizational environment. Openness, resilience and listening skills are necessary for handling conflicts. In such a manner, the employees' effectiveness can be nested and multiple projects requiring diverse soft skills can be solved through the workforce by proper guidance.
Article 4
Asghar, S., & Oino, D. (2017). Leadership styles and job satisfaction. Market Forces, 13(1), 1-13
The article authored by Asghar and Oino has been published in the year 2017. Employee turnover has become a serious issue in many companies across the world. They have an idea that they are underpaid. In this situation, the leadership style for motivating the employee for retaining them through increasing the satisfaction level is important. This paper aims to explore the impact of two leadership styles that are informational and transaction, on the job satisfaction level in selected companies through a collection of primary data.
The results so obtained suggested that transaction leadership is not an efficient style that can affect the hobs satisfaction of people, whereas as argued by Asghar and Oino (2017), informational leadership can positively contribute towards the enhancement of job-related satisfaction among the employees. The completion of the challenging assignments by the employer requires motivation and inspiration from the informational leaders in the company who can play the position of a role model while acting as mentors and facilitators for the employees.
On the other hand, transaction leaders can adversely affect the job satisfaction level among the employees as rewards and punishments are oriented toward performance at the workplace. This transaction leadership style is more effective in the short term, but it does not influence in the longer run. Considerate leaders tend to be more efficient in managing and motivating employees for enhancing their commitment towards the work rather than mere rewards and compensations.
Article 5
Nwokocha, I., & Iheriohanma, E. B. J. (2015). Nexus between leadership styles, employee retention and performance in organizational in Nigeria. European Scientific Journal, 11(13).
The article authored by Nwokocha & Iheriohanma has been published in the year 2015. In the domain of organizational discourse, leadership has reverberated several times, which is the underlying reason for attaining organizational goals and objectives. This study aimed to determine the relationship between two factors; leadership styles and employee retention within an organizational. That also influences their performance and enhances their productivity.
The data is based on a secondary literature review, which argued that efficient leaders are the significant factors that are solely responsible for the goal achievement of organizational. Through adopting suitable leadership styles, the hob retentions can succeed in a company by motivating and inspiring the workers to provide thief highest efforts into the assignments. At the same time, the autocratic leadership style is manager centered imparts a clear vision and provides the implementing plan to attain that goal by the employees by directing others and monitoring their progress. However, often, that leads to employee absenteeism and high turnover.
On the other hand, the democratic leadership style encourages a participatory approach and that resolves the reasons through the engagement of the employees. Feeling more comfortable and accountable for the performance and outcomes, this is a bit more effective than the autocratic ones but still has its pitfalls. The bureaucratic leadership style is effective in certain situations where the same tasks are being performed repetitively.
Charismatic leadership styles provide the workers with a scope to portray their dissatisfaction, which is sometimes helpful in finding out the reason behind employee turnover. By omitting that reason, employee commitment can be enhanced and this can certainly improve the level of satisfaction in the job. This study has been effective in finding out the suitable style of leadership under adverse situations considering various factors, which can be applied and these can provide the ultimate benefits.
Article 6
Scott, C. P., Jiang, H., Wildman, J. L., & Griffith, R. (2018). The impact of implicit collective leadership...