论文代写：领导风格
当一个领导失败（或缺乏良好领导）时，这不仅是因为领导者效率低下，而且还有追随者。当领导者遵循某种特定的领导风格时，他们可以疏远他们的追随者。要么他们不考虑其追随者的特质和需求，要么他们不了解他们的领导风格如何在发展中影响追随者。应用Hershey和Blanchard的情景式领导风格将会很有帮助，因为它可以更好地理解领导者和追随者之间的表现和需求。在目前的工作环境中，工作场所有很多需求。这意味着领导者与追随者的控制或时间跨度很小。随着今天的组织更快的步伐，更高的需求，多个同步请求和更大的控制范围，领导者的时间极少。因此，在这种情况下，领导者真的不可能与追随者建立良好的关系。这可能导致一种疏离感，在这种感觉中，追随者会失去他们的社区意识和贡献（Edwards，2016）。然而，这些关键时刻必须是领导者明白，不仅仅是他们选择和塑造像英雄机构观点所表明的追随者，而是他们被他们的追随者选择和塑造成领导者，正如上下文视图。
论文代写：领导风格
When a leadership fails (or absence of good leadership), it happens not only because of an inefficient leader but also the followers. Leaders could alienate their followers when they follow a particular leadership style. Either they would not account for traits and needs of their followers or they would not understand how their leadership style affects the followers developmentally. Applying something like the situational leadership style by Hershey and Blanchard would be helpful as it would create a better understanding of performance and need between leaders and the followers. In current workplace environment, there are many demands in the workplace. This means that the span of control or time that a leader has with his followers is minimal. With today’s organizations faster pace, higher demands, multiple simultaneous requests and larger spans of control a leader’s time is minimal. Hence, in such context, it really becomes impossible for leaders to build good relationships with followers. This could lead to a sense of alienation where the followers would lose track of their sense of community and contribution to the efforts (Edwards, 2016). However, these kinds of critical times must be the time when the leaders understand that it is not just them that select and mould followers such as the heroic agency view suggests, but they are selected and moulded by their followers into leaders, as suggested by the contextual view.
