Research Paper on:
Leadership Comparison of Risk, Progressive, and Classical

Unformatted Sample Text from the Research Paper:
tasks to meet corporate goals, it is the leader or leaders that draw out talents and motivated the workforce to get the job done. As with any human condition, there  are different styles of leadership. The three styles we will discuss in this particular paper are classical, progressive and risk leadership. To better define the styles, we will  rely on the article "Building the Corporate Revolution: Real Empowerment through Risk Leadership," which was written by C. B. Crawford and Curtis Brungardt.  Classical leadership, as indicated by the term, is the oldest type of leadership. These particular leaders were developed during the early days of the Industrial Revolution, in which  workplaces had mostly unskilled labor (Crawford and Brungardt, 1999). Classical leaders were successful because they were able to get the job done at a minimal cost (Crawford and Brungardt, 1999).  The classical leader believes that stability should be the main focus of the organization -- change is considered disruptive, and leads to more errors (Crawford and Brungardt, 1999). Classical  leaders also tend to be profit-motivated, believing every day without profit is a failed day (Crawford and Brungardt, 1999). Classical leaders believe their position is right and they believe that  workers would be unproductive if left on their own (Crawford and Brungardt, 1999). As a result, classical leaders use means such as management by intimidation to get the job  done (Crawford and Brungardt, 1999). These leaders do whatever they can to obtain profitable results -- even if those activities are not in the best interest of the workforce.  Progress of leadership was developed during the mid-1970s, when it was determined that stability in organizations was not the same as success