Question 1

Leaders will always hope for various thing. They hope to strategize their work and come up with a particular plan to handle their issues so that they happen in a certain manner. They also hope to set visions as well as priorities so that the people under them have an oversight of what is expected of them (Brescoll, 2016). Leaders hope to beware of everything and not to mislead people. They also hope to make things happen and attract people to follow their footsteps. It is also hoped that they build relationships so that citizens interact freely. They also anticipate being in a position to influence other people to back them up, follow their ideas and also work together as a team (Brescoll, 2016).

According to Brescoll (2016), leaders hope to achieve success as leaders in all their plans, more especially at an individual level so that they are highly recognized by many people. Leaders also hope to make sound decisions that will direct the rest of the society or workers in their areas of specialization. Leaders hope to create good communication channels, so that information from different areas are successfully delivered to the right place or location without delay. They also hope to inspire other people to follow their footsteps and be recognized by many individuals. Leaders also expect to be good performers so that other people copy from them. Leaders also hope to empower the rest of the society (Scott & Davis, 2015).

The leaders compare in different ways. At least, they all have a given target to achieve either for themselves or their organization. They all aim at making good results for the people who work for them or the people they work for. They all hope to make sound decisions that will be productive for the people who rely on them. They all hope to be good performers so that other people other people could copy from them and also learn from them. Contrast appears at their targets. The first leader aims at personal achievement while the second leader aims at making the whole organization great. The second leader also aims at creating a good outlook of the company (Scott & Davis, 2015).

Question 2

Organization limit or influence leaders’ desired practices due to the structures employed in the organization. Some organizations are bureaucratic, so it takes a long time for a given practice to go through and be accepted by a given organization, therefore discouraging some leaders to pursue some steps (Fleiszer et al., 2016). Some organizations are democratic, and they depend on the majority rule, hence in the due process, some leaders might fail actually to get what they feel is good but then follow the majority. Some organizations do not reward hard working leaders, therefore, discouraging them from doing some practices within the organization as they do not feel honored. Other agencies also hold some leaders into account in case they take some practices within the organization and cause a mess. It there limits some leaders from adequately carrying out their practices. Leaders can improve this condition by coming up with practices that will favor all the concerned parties so that if democracy is applied, all people will vote for the idea. Just like people have voted for their leaders of interest due to their attracting manifesto (Fleiszer et al., 2016).

Leaders have different hopes when they become leaders. Some of them have been outlined. All their hopes for their achievements have as well been discussed when they try to fulfill their duties. The differences in their desire for success as leaders were as well elaborated. Comparison between their requirements for themselves and organization was also well elaborated.


Brescoll, V. L. (2016). Leading with their hearts? How gender stereotypes of emotion lead to biased evaluations of female leaders. The Leadership Quarterly, 27(3), 415-428.

Fleiszer, A. R., Semenic, S. E., Ritchie, J. A., Richer, M. C., & Denis, J. L. (2016). Nursing unit leaders’ influence on the long‐term sustainability of evidence‐based practice improvements. Journal of nursing management, 24(3), 309-318.

Scott, W. R., & Davis, G. F. (2015). Organizations and organizing: Rational, natural and open systems perspectives. Routledge.

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