Leadership

Lecturer: Drs. Humuntal Banjarnahor. M.Pd

CRITICAL BOOK REPORT

Compiled By:

Zulfan

(4163312034)

Bilingual Mathematics Education 2016

MATHEMATICS DEPARTEMENT
FACULTY OF MATHEMATICS AND SCIENCES
STATE UNIVERSITY OF MEDAN
2016

Foreword
Praise the author turning to the presence of God because of mercy, grace, and guidance that
we can resolve this Report Critical Book well despite many flaws in it. And also the author
thanked Drs. Humuntal Banjarnahor. M.Pd as Lecturer Leadership UNIMED course that has
given this task to the author.
The author is keen critics of this book will be useful to add insight and our knowledge of
the summary and excellent and weaknesses in the book that criticized. The author also fully
aware that in this case there is a shortage and far from perfect. Therefore, the authors hope
their criticisms, suggestions and proposals for improvement in the future, because nothing is
perfect without constructive suggestions.
Hopefully the critics can understand this simple for anyone to read. If the critics who have
prepared this can be useful for our own as well as those who read it. Previous authors
apologize if there are errors words less pleasing and the author pleads criticism and
constructive suggestions from readers by improvements in the future.

Medan, 16 October 2016

The Author

Table of Contents

FOREWORD

TABLE OF CONTENTS

ii

BOOK IDENTITY iii

CHAPTER I: INTRODUCING

Issue Background 1.1

Purpose

1.2

CHAPTER II: DISCUSSION

Summary

2.1

Advantage and Weakness of Book 2.2

Advantage

2.21

Weakness 2.22
CHAPTER III: CLOSING 3
Conclusion 3.1
Advice

3.2

BOOK IDENTITY

1. Title
2. Author
3. Penerbit
4. Number ISBN
5. Book Cover

: COMPLETE LEADERSHIP: A PRACTICAL GUIDE FOR

DEVELOPING YOUR LEADERSHIP TALENTS
: Susan Bloch
Phillip Whiteley
:
: 978-1843040255
:

CHAPTER 1
INTRODUCING

1.1 Issue Background

You may already have been through 360-degree appraisals, and you may have a fair
idea of others perceptions of you strengths and weaknesses. The aim here is to reproduce,
and probably add to, that feedback in a way that can be plotted on a chart and used to
measure progress. It may sound formulaic, but the picture it produces is unique to you
and has been proven to be effective in the development of leadership skills. By keeping
the measures consistent you can ensure that improvement is always being monitored
against the same benchmark.
One point to emphasize is that we exhibit some or all of these styles whether we
recognize this or not. This will become evident as you begin the self-assessment and
gather the feedback from your direct report. There is no such thing as neutral, or emotionfree, leadership. Every interaction we have with our boss or our direct report constitutes a
form of relationship, and the more impersonal or rational

1.2 Purpose
From the above problems, it can be concluded objectives, that is:
1. Understanding the contents of this section of the book.
2. Can explain the main points in this section of the book.
3. Can summarize the contents of this section of the book.
4. Can criticize this section of the book.

CHAPTER II
DISCUSSION

2.1 Summary
A leader has the characteristics of leadership styles. Leadership styles were classified
into 6 styles of leadership, namely: first, Authoritative Leadership is giving a real sense of
direction that is ambitious, but realistic. It means having a vision, without lapsing into
fantasy. An authoritative leader never lose sight of the core purpose of the business and
understands that this overriding sense of purpose is also the matter that most motivates
employees. Second, Coaching Style is the most effective in the long term, hay research
has shown. Mature leader who are comfortable with the coaching role will take as much
pleasure from protg completing a project. Third, Democratic Leadership is the style
where empowerment and motivation people gain from having information shared. They
can understand better the need for difficult decisions. Fourth, Affiliative Leadership, they
can engender formidable bonds of loyalty and commitment. They also have good
communication and trusts are high priorities. Fifth, Pace-setting Style is often dominant in
an individual who is a technical expert, perhaps rather introverted, and is promoted to
project leader or head of department with insufficient development or leadership skills.
Sixth, Coercive Style can also be use during a crisis.
The process works on leadership, that is: consistent leadership competencies
complete leadership ability high-achievement organizational climate superior
financial performance. Climate is the key measure, and its correlation with success is
backed up by research. Research by Hay has identified the following key feature of
organization climate, that is: flexibility, responsibility, standards, rewards, clarity, team
spirit.
The researchers found that the following five managerial competencies were most
strongly associated with success:
Achievement Orientation.
Curiosity and Information Seeking.
Change Leadership.
Developing and Empowering.
Listening and Responding.
This contrasts with what executives expected the top five competencies would be:
Strategic Thinking.
Integrity.
Vision Communication.
Business Savvy.
Change Leadership.

2.2 Advantages and Weakness of Book

2.21 Advantages
This book cover is good enough, the color selection according to interest readers.
Writing in the book is organized well, ranging from font size, shape, and location
of writing.
Data collection is comprehensive book that made this book worth reading.
2.3
2.22 Weakness
In this book the words that are used less precise so that the reader is hard to
understand the meaning contained in the book.
In the delivery of the definition, this book does not use words such definition was,
is, and that is so that the reader does not realize that the sentence is defining.
The language in this book is too convoluted.
2.4
2.5
2.6

2.7CHAPTER III
2.8CLOSING
2.9
2.10
3.1 Conclusion
2.11
Based on the description of the discussion "Critical Book Report concluded
that:
1) In this section covers ranging from The Six Leadership Styles, How to Draw Up Your
Leadership Style Chart.
2) The six leadership styles is: authoritative leadership, coaching leadership, democratic
leadership, affiliative leadership, pace-setting leadership, and coercive leadership.
2.12
2.13
2.14
2.15
2.16
3.2 Advice
2.17 Realizing that the author is still far from perfect, the future author will focus
and details in describing critics of the book on the resources that are certainly more that
can be accounted.
2.18 The author hopes that readers want to critics on the books, such as fiction
books, novels, scientific papers, etc., because then we can understand the contents of the
book more closely.