Hillary Clinton: America's Most Powerful Leader
Trained to be a leader like Hillary Clinton
Introduction: Hillary Clinton, the 67th Secretary of state, and the wife of Bill Clinton, the 42nd president of Untied State of America. According to the Times magazine, she is one of the most powerful woman in the world and has many supporters and adherents around the world, most of whom are women and children. She is a famous person for her achievement in politics and other non-profitable works like charity.
As a leader, she is famous for her effectiveness and toughness when facing crises. American people say: For Hillary Clinton, you either love her or hate her, there is no other choice. This statement shows the dramatic influence of Hillary Clinton and the fact that this woman can never be …show more content…
overlooked.
She once was the top 100 excellent lawyer in America, and the most educated First Lady of America. She has played many outstanding roles such as lawyer, the First Lady of America, senator and the Secretary of State, and she once was the most promising woman candidate who was competing to be the president of America. And the success makes her more glorious and setbacks make her grow stronger and braver.
Hillary Clinton was appointed as the Secretary of State by President Obama on February the second, 2009, and started her career of being an leader and politician ever since.
Leaders can be trained, and for the employees in a company, there are methods and measures which can be taken to development effective leaders out of the common workers.
Factors and attributes contribute to the effectiveness of a leader
From the history and the success of Hillary Clinton as a leader, it’s not difficult to come to the conclusion that many factors, such as, family background, the personalities, education, can influence the effectiveness of a leader (Keller, 2002).
To illustrate this point more clearly and specifically, it’s necessary to take Hillary Clinton for example. She was born in a rich and happy family, her father was a boss of a curtain company (Klimoski and Hayes, 2000). Her parents’ education and teaching have made an impressive effect on her. For example, her parents taught her to be independent and tough, and cultivated her to be strong and brave when facing crises and be calm and clear-minded when there were setbacks and failures. Her potential of being a good leader was showed at her early age when she was in primary school, she loved to lead and order her classmates (Kirkpatrick, …show more content…
2006).
The family background also affects her personality. She is independent in life, especially in thinking and judging to make the right choice, and she is tough, hardworking, persistent and aim-oriented as people considered (Howell and Frost, 2009).
She never gives up what she is doing and in the process of realizing her goals she spares no effort and tries everything at her disposal. She is quick in both mind and words and seems fearless all the time (Lowe and Kroeck, 2006). All those characteristics contribute to her success in leadership and even in life. Education is also a factor, for the more one reads and experienced, the more mature and calm he is in thinking and in dealing with affairs (Howell and Avolio, 2005).
Most of the famous leaders around the world are excellent graduates from the top universities such as Harvard, Yale, Cambridge, Oxford and Qing Hua and Peking universities in China. Education can broaden and enlighten one’s mind to make him think deeper and more comprehensive about the issues (Fiedler and House, 2008). Just as Hillary Clinton is a doctor in law, apart from being a good leader, she can also be a renowned lawyer. Her high education will by no means help her in leading and managing the country (Klimoski and Hayes, 2000).
Training and development to help people who aspire to lead
Although some of the factors cannot be controlled personally such as the birth and family background, other characteristics and qualities can be cultivated, such as industriousness, the persistence, an aim-oriented heart (Burns, 2008). Just like some of the qualities of Hillary Clinton are developed and cultivated by her parents, there are ways and methods which can be used to train young people to be qualified to be a good leader (Judge and Piccolo, 2004).
As a parent, he or she should not spoil the children or give everything they are asking for, but try to guide them to be independent in thoughts and actions, teach them to achieve what they want by personal effort instead of simply asking and begging from others (Boerner and Griesser, 2007). Encourage them to be courageous and willing to take a risk in life, having their own judgment to make their own choice, and then to follow their own hearts to pursuit their own dreams, regardless of people’s negative remarks that they cannot do and they should not go on.
The now president of United States of America Obama’s success in leadership can better illustrate this point, for he even did not have a complete family and his childhood was full of harshness and difficulties (Lowe and Kroeck, 2006). His achievement and success is more the result of his personal effort and training from studying and self-control. He made a clear plan for his future when he was a young man, and he realized every goal with personal effort and endeavor step by step.
Generally speaking, young people tend to be abrupt and impulsive and lack of thorough thinking and considering, which will undoubtedly prevent them from being a good lead (Keller, 2002). Thus the advice from the celebrities and powerful people are precious and important. Along with the passing of time, young people may grow mature and more independent physically and mentally. By reading and by taking part in social works and making new friends to enlarge one’s social circle can benefit the cultivation of being a good leader (Bass and Avolio, 2000).
Human resource development plan to cultivate effective leaders
It is believed that effective leadership has a positive influence on the performance of organizations, Behling and McFillen confirmed that the link between high performance and leadership in America by conducting a model of leadership where the behavior of a leader has the inspiration for his or her employees and subordinates (Hellriegel and Jackson, 2004).
As effective leadership is helpful and useful to the guarantee of the organizational performance, and as a result, numerous leadership theories have been presented and proposed in the last 50 years (Dvir and Avolio，2002). Leadership is generally considered to have effects on the employees and organizations in many ways, such as, coordination, communication, training, motivating and rewarding.
The young employees are the future of the organization, their progress in working and managing and their being trained by the company to become effective leaders are important and helpful (Cruphy, 2002). So the managers should conduct some plans to turn the inexperienced and young employees into mature and effective leaders for the further prosperous of an organization.
It is widely believed and accepted that effective organization require effective leadership, and the effectiveness of any set of people is mostly rely on the quality and qualification of the leadership, that’s to say, the behavior of an effective leader can stimulate the follower’s desire and motive of being a leader eventually, which will lead to the effective performance.
The HRD plan can be carried out in several different aspects, and this paper will specifically illustrate some of them. First of all, the managers and leaders should pay attention to the choosing of an employee. During the interview, they should ask some practical questions to see whether he or she is suitable for the position and well-qualified, at least the job hunter should be armed with some certain skills and have inner potential.
Then, the leaders must consider the individualized consideration, which demands them to delegate projects to stimulate the learning experiences of their subordinates by providing coaching and teaching, but sometimes with some level of punishments and try to treat each employee with equal respect. In this way, the employee may not feel overlooked and neglected, and will work harder and learn more.
Secondly, the leaders had better set an great example to their employees, such as ,be strong and tough, courageous enough to admit their own mistakes and take action to correct them as soon as possible, and brave and resolute enough to take a risk and be persistent and confident in what they are doing. All this examples will undoubtedly have a positive effect on the workers, and develop their qualities and characteristics of being a good leader.
Thirdly, the leading group should try to use intellectual stimulation, which means the leaders arouse the employees to think in new ways and stress the problem solving and the use of reasoning before taking any actions. This can cultivate the thorough and comprehensive thinking of the workers and enable them to stay calm before any difficulties and even crises.
Next, the confidence of oneself should be fully development among those young employees who aspire to be a leader in the future (Prabhu and Pradeep, 2011). Then how to stimulate those young people who are uncertain and immature to believe in themselves and have faith in the success they are dreamed? This the leaders can help by trusting their young followers and appointing them with important tasks and giving them the power and right to make a right decision. This can not only develop their confidence, but also can facilitate their self-independence in thinking and doing.
For those ambitious, hard-working and honest young employees, the leading group can provide some contingent reward to stimulate them and motivate them to work harder and tower themselves out of the average ones.
The leaders should set goals for the young at the beginning and guide them to achieve them within amount of them, and after a passage of time, young employees themselves may have a firm belief on achieving, and they know that the goal is of higher priority than any other objectives (Prabhu and Pradeep, 2011). This method can help cultivate the young workers to be aim-oriented and spare no effort to achieve every goal step by step.
Conclusion:
The qualities and qualifications of being a successful leader can be affected by many factors, such as family background, the teaching and guiding from parents, personalities and education. Some of those characteristics are born to be, while others can be developed by broad reading and accumulation.
For the young people who aspire to succeed and lead, powerful and successful leaders such as Hillary Clinton and Obama have some advice and suggestions. A good leader can be bred and cultivated, although some characteristics and qualities can never be developed, such as the family background, personalities like courageous and adventurous (Barling and Kelloway, 2006).
If young people pay attention to take the advice and try to be independent in thoughts and actions, willing to take a risk when making an important choice and follow their own hearts to pursuit their own dreams, they will one day be well prepared and qualified to lead others and make better contribution for a safer and more prosperous world.
References:
Barling J, Weber T, Kelloway EK (2006), Effects of Transformational Leadership Training on Attitudinal and Financial Outcomes: A Field Experiment, Journal of Applied Psychology, 81(6), pp. 827-832
Bass, B.M. and Avolio, B.J. (2000), Developing Transformational Leadership: 2002&Beyond, Journey of European Industrial Training, 14(5), pp.21-27
Boerner. S, Eisenbeiss. S. A, Griesser. D(2007), Follower Behavior and Organizational Performance: The Impact of Transformational Leaders, Journey of Leadership and Organizational Studies, 13(3), pp.15-27
Burns, J.M.(2008), Leadership, Harper and Row Publishers, New York. Cummings, L.L. and Schwab, D.P. (2003), Performance in Organizations: Determinants and Appraisal, Foreman and Company, Glenview, Scotland.
Cruphy G. J(2002), Empirical Investigation of the Effects of transformational and Transactional Leadership on Organizational Climate, Attrition, and Performance, In: Clark K.E, Clark M.B, Campbell D. R(eds) Impact of Leadership, Center for Creative Leadership, Greensboro, NV, pp. 177-188
Dvir T, Eden. D, Avolio B.(2002), Impact of Transformational Leadership on Follower Development and Performance: A Field Experiment, Academy of Management Journal, 45(6), PP: 35-44
Fiedler, F.E. and House, R.J. (2008), Leadership Theory and Research: A Report of Progress, International Review of Industrial and Organizational Psychology, 88(19), pp.73-91
Hellriegel, D., Jackson, S. E. (2004), Management, Second South African Edition, Oxford University Press, Cape Town, Southern Africa.
Howell J.M, Frost P.J (2009), A laboratory Study of Charismatic Leadership, Organizational Behaviors and Human Decisions Process, 43(2), pp. 243-269
Howell J.
M and Avolio B. J(2005), Examining the Relationship and Physical Distance with Business Unit Performance, The Leadership Quarterly, 16(2), pp.273
Judge, T.A., & Piccolo, R.F. (2004), Transformational and Transactional Leadership: A Meta-Analytic test of their Relative Validity, Journey of Applied Psychology, 89(7), pp. 755-768
Keller R. T.(2002), Transformational Leadership and Performance of Research and Development Project Groups, Journey of Applied Psychology, 18(3),pp. 489-501
Kirkpatrick S. A(2006), Direct and Indirect Effects of Three core Charismatic Leadership Components on Performance and Attitudes, Journey of Applied Psychology, 81(1), pp.36-51
Klimoski R. J, Hayes N. J(2000), Leader Behavior and Subordinate Motivation, Personnel Psychology, 65(10), PP.455-466
Lowe, K.B. and Kroeck, K. (2006), Effectiveness Correlates of Transformational and Transactional Leadership: A Meta analytic Review of the MLQ Literature, Leadership Quarterly, 7(3), pp.37-38
Pradeep, D. Devi, Prabhu, N.R.V. (2011), The Relationship between Effective Leadership and Employee Performance, International Conference on Advancements in Information Technology With workshop of ICBMG2011 IPCSIT, 20(13),
PP.198-199
Introduction: Hillary Clinton, the 67th Secretary of state, and the wife of Bill Clinton, the 42nd president of Untied State of America. According to the Times magazine, she is one of the most powerful woman in the world and has many supporters and adherents around the world, most of whom are women and children. She is a famous person for her achievement in politics and other non-profitable works like charity.
As a leader, she is famous for her effectiveness and toughness when facing crises. American people say: For Hillary Clinton, you either love her or hate her, there is no other choice. This statement shows the dramatic influence of Hillary Clinton and the fact that this woman can never be …show more content…
overlooked.
She once was the top 100 excellent lawyer in America, and the most educated First Lady of America. She has played many outstanding roles such as lawyer, the First Lady of America, senator and the Secretary of State, and she once was the most promising woman candidate who was competing to be the president of America. And the success makes her more glorious and setbacks make her grow stronger and braver.
Hillary Clinton was appointed as the Secretary of State by President Obama on February the second, 2009, and started her career of being an leader and politician ever since.
Leaders can be trained, and for the employees in a company, there are methods and measures which can be taken to development effective leaders out of the common workers.
Factors and attributes contribute to the effectiveness of a leader
From the history and the success of Hillary Clinton as a leader, it’s not difficult to come to the conclusion that many factors, such as, family background, the personalities, education, can influence the effectiveness of a leader (Keller, 2002).
To illustrate this point more clearly and specifically, it’s necessary to take Hillary Clinton for example. She was born in a rich and happy family, her father was a boss of a curtain company (Klimoski and Hayes, 2000). Her parents’ education and teaching have made an impressive effect on her. For example, her parents taught her to be independent and tough, and cultivated her to be strong and brave when facing crises and be calm and clear-minded when there were setbacks and failures. Her potential of being a good leader was showed at her early age when she was in primary school, she loved to lead and order her classmates (Kirkpatrick, …show more content…
2006).
The family background also affects her personality. She is independent in life, especially in thinking and judging to make the right choice, and she is tough, hardworking, persistent and aim-oriented as people considered (Howell and Frost, 2009).
She never gives up what she is doing and in the process of realizing her goals she spares no effort and tries everything at her disposal. She is quick in both mind and words and seems fearless all the time (Lowe and Kroeck, 2006). All those characteristics contribute to her success in leadership and even in life. Education is also a factor, for the more one reads and experienced, the more mature and calm he is in thinking and in dealing with affairs (Howell and Avolio, 2005).
Most of the famous leaders around the world are excellent graduates from the top universities such as Harvard, Yale, Cambridge, Oxford and Qing Hua and Peking universities in China. Education can broaden and enlighten one’s mind to make him think deeper and more comprehensive about the issues (Fiedler and House, 2008). Just as Hillary Clinton is a doctor in law, apart from being a good leader, she can also be a renowned lawyer. Her high education will by no means help her in leading and managing the country (Klimoski and Hayes, 2000).
Training and development to help people who aspire to lead
Although some of the factors cannot be controlled personally such as the birth and family background, other characteristics and qualities can be cultivated, such as industriousness, the persistence, an aim-oriented heart (Burns, 2008). Just like some of the qualities of Hillary Clinton are developed and cultivated by her parents, there are ways and methods which can be used to train young people to be qualified to be a good leader (Judge and Piccolo, 2004).
As a parent, he or she should not spoil the children or give everything they are asking for, but try to guide them to be independent in thoughts and actions, teach them to achieve what they want by personal effort instead of simply asking and begging from others (Boerner and Griesser, 2007). Encourage them to be courageous and willing to take a risk in life, having their own judgment to make their own choice, and then to follow their own hearts to pursuit their own dreams, regardless of people’s negative remarks that they cannot do and they should not go on.
The now president of United States of America Obama’s success in leadership can better illustrate this point, for he even did not have a complete family and his childhood was full of harshness and difficulties (Lowe and Kroeck, 2006). His achievement and success is more the result of his personal effort and training from studying and self-control. He made a clear plan for his future when he was a young man, and he realized every goal with personal effort and endeavor step by step.
Generally speaking, young people tend to be abrupt and impulsive and lack of thorough thinking and considering, which will undoubtedly prevent them from being a good lead (Keller, 2002). Thus the advice from the celebrities and powerful people are precious and important. Along with the passing of time, young people may grow mature and more independent physically and mentally. By reading and by taking part in social works and making new friends to enlarge one’s social circle can benefit the cultivation of being a good leader (Bass and Avolio, 2000).
Human resource development plan to cultivate effective leaders
It is believed that effective leadership has a positive influence on the performance of organizations, Behling and McFillen confirmed that the link between high performance and leadership in America by conducting a model of leadership where the behavior of a leader has the inspiration for his or her employees and subordinates (Hellriegel and Jackson, 2004).
As effective leadership is helpful and useful to the guarantee of the organizational performance, and as a result, numerous leadership theories have been presented and proposed in the last 50 years (Dvir and Avolio，2002). Leadership is generally considered to have effects on the employees and organizations in many ways, such as, coordination, communication, training, motivating and rewarding.
The young employees are the future of the organization, their progress in working and managing and their being trained by the company to become effective leaders are important and helpful (Cruphy, 2002). So the managers should conduct some plans to turn the inexperienced and young employees into mature and effective leaders for the further prosperous of an organization.
It is widely believed and accepted that effective organization require effective leadership, and the effectiveness of any set of people is mostly rely on the quality and qualification of the leadership, that’s to say, the behavior of an effective leader can stimulate the follower’s desire and motive of being a leader eventually, which will lead to the effective performance.
The HRD plan can be carried out in several different aspects, and this paper will specifically illustrate some of them. First of all, the managers and leaders should pay attention to the choosing of an employee. During the interview, they should ask some practical questions to see whether he or she is suitable for the position and well-qualified, at least the job hunter should be armed with some certain skills and have inner potential.
Then, the leaders must consider the individualized consideration, which demands them to delegate projects to stimulate the learning experiences of their subordinates by providing coaching and teaching, but sometimes with some level of punishments and try to treat each employee with equal respect. In this way, the employee may not feel overlooked and neglected, and will work harder and learn more.
Secondly, the leaders had better set an great example to their employees, such as ,be strong and tough, courageous enough to admit their own mistakes and take action to correct them as soon as possible, and brave and resolute enough to take a risk and be persistent and confident in what they are doing. All this examples will undoubtedly have a positive effect on the workers, and develop their qualities and characteristics of being a good leader.
Thirdly, the leading group should try to use intellectual stimulation, which means the leaders arouse the employees to think in new ways and stress the problem solving and the use of reasoning before taking any actions. This can cultivate the thorough and comprehensive thinking of the workers and enable them to stay calm before any difficulties and even crises.
Next, the confidence of oneself should be fully development among those young employees who aspire to be a leader in the future (Prabhu and Pradeep, 2011). Then how to stimulate those young people who are uncertain and immature to believe in themselves and have faith in the success they are dreamed? This the leaders can help by trusting their young followers and appointing them with important tasks and giving them the power and right to make a right decision. This can not only develop their confidence, but also can facilitate their self-independence in thinking and doing.
For those ambitious, hard-working and honest young employees, the leading group can provide some contingent reward to stimulate them and motivate them to work harder and tower themselves out of the average ones.
The leaders should set goals for the young at the beginning and guide them to achieve them within amount of them, and after a passage of time, young employees themselves may have a firm belief on achieving, and they know that the goal is of higher priority than any other objectives (Prabhu and Pradeep, 2011). This method can help cultivate the young workers to be aim-oriented and spare no effort to achieve every goal step by step.
Conclusion:
The qualities and qualifications of being a successful leader can be affected by many factors, such as family background, the teaching and guiding from parents, personalities and education. Some of those characteristics are born to be, while others can be developed by broad reading and accumulation.
For the young people who aspire to succeed and lead, powerful and successful leaders such as Hillary Clinton and Obama have some advice and suggestions. A good leader can be bred and cultivated, although some characteristics and qualities can never be developed, such as the family background, personalities like courageous and adventurous (Barling and Kelloway, 2006).
If young people pay attention to take the advice and try to be independent in thoughts and actions, willing to take a risk when making an important choice and follow their own hearts to pursuit their own dreams, they will one day be well prepared and qualified to lead others and make better contribution for a safer and more prosperous world.
References:
Barling J, Weber T, Kelloway EK (2006), Effects of Transformational Leadership Training on Attitudinal and Financial Outcomes: A Field Experiment, Journal of Applied Psychology, 81(6), pp. 827-832
Bass, B.M. and Avolio, B.J. (2000), Developing Transformational Leadership: 2002&Beyond, Journey of European Industrial Training, 14(5), pp.21-27
Boerner. S, Eisenbeiss. S. A, Griesser. D(2007), Follower Behavior and Organizational Performance: The Impact of Transformational Leaders, Journey of Leadership and Organizational Studies, 13(3), pp.15-27
Burns, J.M.(2008), Leadership, Harper and Row Publishers, New York. Cummings, L.L. and Schwab, D.P. (2003), Performance in Organizations: Determinants and Appraisal, Foreman and Company, Glenview, Scotland.
Cruphy G. J(2002), Empirical Investigation of the Effects of transformational and Transactional Leadership on Organizational Climate, Attrition, and Performance, In: Clark K.E, Clark M.B, Campbell D. R(eds) Impact of Leadership, Center for Creative Leadership, Greensboro, NV, pp. 177-188
Dvir T, Eden. D, Avolio B.(2002), Impact of Transformational Leadership on Follower Development and Performance: A Field Experiment, Academy of Management Journal, 45(6), PP: 35-44
Fiedler, F.E. and House, R.J. (2008), Leadership Theory and Research: A Report of Progress, International Review of Industrial and Organizational Psychology, 88(19), pp.73-91
Hellriegel, D., Jackson, S. E. (2004), Management, Second South African Edition, Oxford University Press, Cape Town, Southern Africa.
Howell J.M, Frost P.J (2009), A laboratory Study of Charismatic Leadership, Organizational Behaviors and Human Decisions Process, 43(2), pp. 243-269
Howell J.
M and Avolio B. J(2005), Examining the Relationship and Physical Distance with Business Unit Performance, The Leadership Quarterly, 16(2), pp.273
Judge, T.A., & Piccolo, R.F. (2004), Transformational and Transactional Leadership: A Meta-Analytic test of their Relative Validity, Journey of Applied Psychology, 89(7), pp. 755-768
Keller R. T.(2002), Transformational Leadership and Performance of Research and Development Project Groups, Journey of Applied Psychology, 18(3),pp. 489-501
Kirkpatrick S. A(2006), Direct and Indirect Effects of Three core Charismatic Leadership Components on Performance and Attitudes, Journey of Applied Psychology, 81(1), pp.36-51
Klimoski R. J, Hayes N. J(2000), Leader Behavior and Subordinate Motivation, Personnel Psychology, 65(10), PP.455-466
Lowe, K.B. and Kroeck, K. (2006), Effectiveness Correlates of Transformational and Transactional Leadership: A Meta analytic Review of the MLQ Literature, Leadership Quarterly, 7(3), pp.37-38
Pradeep, D. Devi, Prabhu, N.R.V. (2011), The Relationship between Effective Leadership and Employee Performance, International Conference on Advancements in Information Technology With workshop of ICBMG2011 IPCSIT, 20(13),
PP.198-199