I need a reply/response to these four discussion board answers. Just read the discussion board answers, and respond to the information you read. Just three to five lines response each. Write the response under each discussion board answers.

PART 1 JOSE

First, I will admit I am a participant if I were to group myself into any five of Kellerman’s follower’s. I don’t always voice the side I’m on when it comes to change or what leader I am in support of, however I do care enough to invest my time into making changes I believe in happen. I definitely do more then a bystander but just am not vocal about my support for any one specific person or idea.

I have a coworker who is more of an activist. Very loud and vocal about the leader he supports. I find he is this way about a lot of things in life. The most recent Presidential campaign, he was very outspoken about who he supported and why he’d be voting for that specific person. I envy his admiration and ability to stand-up for what he believes in, but sometimes it’s quite annoying. I find sometimes these people will shove their ideas and reasoning down your throat to get you to join their cause. Not always the best way to come off.

PART 2

A leader can change the way the organization is run. Their job is to ensure the changes they want to enforce upon the organization happen correctly with followers/employees who have the same goal in mind. A leader cannot reach their goal without followers, even if it is only one. Therefore, a leader cannot develop a future. Followers need to motivated for the cause and empowered to continue fighting for future goals the leader has in mind. Leaders who have formed relationships and gained trust of their employees, will likely find they have followers for the future endeavors the leaders have set their minds to. The future is for reaching goals set forth, motivation and empowerment comes from ensuring the employees are willing to follow the leader to that future.

“According to Samia Rafeedie, a professor of occupational science and therapy at the University of Southern California and an occupational therapist, an engaged employee is a motivated one, and the foremost way to motivate one’s employees is to empower them” (Babich, 2013). A manager can be a leader or it can also be an employer, or simply not a manager of the specific group of employees who need motivation. From personal experience, it is easier to feel motivated by my direct manager leading a group, then from a “leader” who’s job title I’m unaware of attempting to have a group of followers.

Structural empowerment comes when the company is able to move forward due to having a workforce empowered by employees. Employees will follow a leader they trust. Nothing will get done without a leader leading the group of employees to a goal the leader has dreamed.

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