Report On Styles Of Leadership From The Different Books Provided For Reading (Book Review Sample)

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The Principal, “Three Keys to Maximizing Impact” by Michael Fullan
In this book, The Principal, “Three Keys to Maximizing Impact” Fullan provides explicit concepts for successful implementation of change. The principles outlined in this book are geared towards enhancing the students’ outcome through educational leadership. This book suggests collaborative leadership between principals, teachers, and students to impact positively on the overall outcomes of students. For example, Fullan points out those principals must lead by example, and work closely with teachers to set quality teaching standards. Fullan provides an in-depth analysis of the roles of principals in various educational settings, and how their actions influence the overall success of both students and teachers.
The implementation of the three keys suggested by Fullan requires expansion of the traditional duties of the principal in learning institutions. The three keys to maximizing impact brought forward by Fullan includes, leading learning, principal’s role as the system player and becoming a change agent (Fullan, 2014). Fullan regards the element of leading learning as the chief catalyst in the implementation process. The key to maximizing impact emphasizes coordinated teamwork and accountability. The principals must work in close collaboration with teachers and students to implement the necessary reforms.
Leadership Emphases
Fullan points out that the traditional, autocratic leadership approach exercised by principals is outdated and irrelevant in the digital era. He suggests transformational leadership that serves the best interest of students such as adoption of collaborative leadership in the learning institutions. Fullan regards principals as the primary change agents in schools; he insists on collaboration between administrators and teachers to maximize the impact (Fullan, 2014). The first key proposal by Fullan is leading learning; it implies that school heads are responsible for shaping the entire learning environment. Fullan argues that greater impact is achieved when principals engage teachers to achieve a common objective.
In essence, the principal and teachers must brainstorm together to formulate solutions to alleviate existing crisis. The second key to maximizing impact highlights the role of directors as system players. Principals must set up a benchmark of quality to help teachers compare their teaching standards with those of other schools. The third key highlights the role of principals as change agents; that is, the principals are responsible for initiating change in schools by incorporating technology and innovation to enhance learning (Fullan, 2014). To achieve this, the principal must possess certain leadership traits such as collaboration, innovation, and trust.
This book has influenced my vision of educational leadership by providing a more explicit understanding of the process of change implementation. Given the prevailing dynamics in learning, new strategies must be formulated to enhance learning in the digital revolution. The concept of leading learning resonates with my vision the most. Predominantly, I believe that collaborative leadership is more productive than the repressive one. The highlight of leading learning is teamwork; providing an environment that allows every member to contribute positively towards problem-solving. To make a greater impact in learning, the principal must direct teachers in ways that enable them to acquire substantial knowledge about decision-making.
This book stresses the need for principals to oversee the learning process while at the same time gaining new insights to maximize the impact. This involves a collaborative effort between principals and teachers. The principal must organize study groups made up of teachers to brainstorm different areas that need to be changed (Fullan, 2014). The advantages of this kind of educational leadership include quicker problem solving and better decision making. After reading this book, I acquired substantial knowledge on how to speed up the implementation process for change.
“Drive” by Daniel Pink
In this book, Pink emphasizes the need to adopt new methods of motivating employees to improve their productivity. He points out that the rewards and punishments system is outdated and no longer effective in regulating the employees’ conduct. Pink notes that various factors motivate different people, and thus the human resource managers must understand this fact before recruiting workers (Pink, 2011). This book identifies an individual’s purpose as the primary driving force for success. Chapter one of the book covers the rise and fall of motivation. In this chapter, Pink evaluates how motivation has been achieved in the past. He notes that the rewards and punishments system might be efficient in getting the work done, but fails to enhance quality. This kind of motivation has minimal impact on innovation and ingenuity. Intrinsic motivation yields better results, especially in innovation (Pink, 2011).
Application of rewards and punishments in a business organization promotes cheating and other unethical conducts. This is evident in situations where employees do not enjoy what they do but only work for the paycheck. This has devastating effects on productivity and overall performance of the particular organization. Pink identifies two types of employees’ behavior that influence their motivation. He categorizes them as type 1 and type X. Type 1 represents intrinsic behavior while type X represents extrinsic behavior. Purpose and freedom motivate individuals in type 1, but rewards such as promotions motivate persons in type X. Pink points out that type 1 employees are more productive than type X; they are more confident and enjoy their work, which enhances their interpersonal relationships (Pink, 2011). The last chapters propose new methods of motivating employees by integrating elements such as autonomy, mastery, and purpose.
Leadership Emphases
This book is centered on motivation. It emphasizes the need for leaders to identify the motivating force behind every worker to increase productivity. Pink advises leaders to delegate a certain degree of autonomy to their employees; this enables employees to acquire a sense of belonging to the individual organization. Employees who portray the intrinsic behavior work best under minimal supervision since they are usually self-driven (Pink, 2011). This means that employers should promote freedom in the workplace, to help employees exercise a certain degree of control in their undertakings. Pink believes that collaborative leadership is more effective in problem solving and decision-making. This kind of leadership promotes interdependency in the organization and better relations between the management and employees. Pink argues that the best method to propel the organization forward is ensuring freedom and engaging all stakeholders in the decision-making processes.
How this Book has influenced my Vision of Educational Leadership
This book has changed my vision of educational leadership by providing unambiguous concepts on the relationship between motivation and productivity. Every leader needs to be conversant with the key motivating factors that influence employees’ performance. This book has provided me with a clear understanding of the “do’s” and “don’t” of the classical rewards and punishments system. Pink provides a comprehensible description of human motivation and its consequences. His motivation concept is applicable in a wide range of settings such as family and school. The primary motivation is powered by biological needs such as food and shelter.
This kind of motivation is responsive to the rewards and punishments system. Pink points out employees are more productive when they follow their real purpose. Employees who support their purpose are hardworking and persistent in the end. Pink also provides leadership strategies to help establish a type X workforce. This will enable employees to enjoy their work thereby improving productivity and relationships. The development of intrinsic motivation enables employees to enhance both their personal and professional skills (Pink, 2011). Although Pink’s motivation concepts are realistic, implementing them in the organization is not easy since some employees prefer to work for the paycheck.
Educational Leadership: A Bridge to Improved Practice by Cunningham and Cordeiro
This book has focused on the role of principals as change agents in the learning institutions. The authors point out that principals are the main system players, and that their actions influence the entire learning process. This book presents a broad range of principles on effective administration of learning institutions. It also provides an in-depth analysis of technology and its impact on education. The book advocates for collaborative leadership that engages all stakeholders in decision-making.
Major concepts of management are brought forward in several chapters. It provides insights on the role of principals in areas such as administration and stewardship. The authors focus on cultural diversity in schools and its impact on the learning outcome. Administrators are encouraged to identify cultural diversity to enhance learning. Cultural diversity impacts negatively on the language learning process, for instance, non-natives are unable to master the foreign language effortlessly (Cunningham & Cordeiro, 2013).This book provides principals with different approaches to managing diversity.
Leadership Emphases
This book covers a broad range of leadership concepts and theories. It emphasizes the need to establish explicit value system in schools. It a...