Dependent Thinking

Peer Analysis
3 citations per post
150 words per post
Post one – Author Christina
Explain the contrast between active engagement and passive involvement.
With active engagement an individual takes initiative and enthusiastically carries out tasks or assignments. By asking questions or seeking clarification of instructions, they demonstrate an eagerness to perform in a manner that others will find pleasing (Tabak & Lebron, 2017). Depending on the follower’s typology, their active engagement may not be with the best intentions. Out of Kelley’s effective, conformist, and pragmatic followers who are all active engagers (Bell, 2017), the pragmatist is doing so only when it is in their best interest to do so. For those who prefer passive involvement, the passive and alienated followers, they might be thought of as foot-draggers. They only take action when directed and additionally take little responsibility for subpar output (Thomas et al., 2017).


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Post 2 Author: Lois
Explain the contrast between critical thinking and dependent thinking.
Similar to their active involvement levels, effective and pragmatic followers also engage in critical thinking as do alienated followers (Bell, 2017). In this way, they are able to independently assess the information they receive without being overly influenced by their leader or others. The dependent thinking of the passive and conformist followers results in their blind obedience to their leader and a failure to interject their own thoughts or ideas, especially when given bad information.
Discuss which of the five typologies you see in yourself now or at other times in your career.
Based on descriptors of the effective and alienated follower (Bell, 2020; Thomas et al., 2016). I have to identify as both in my current employment situation. The nature of my position as well as my knowledge and experience enable me to work independently much of the time. I am able to assess information, identify issues and take action to resolve problems with minimal input from leadership. I have taken initiative on various projects and led innovations for my organization. In this way, I think I am an effective follower. However, over the past few years, I have definitely become alienated, and while I do not seek to actively subvert my organization, when I speak up about my disagreement with intended actions, I am seen as adversarial, even when I provide background for my viewpoint. My boss has chosen to adopt the negative attitude of others toward me and labeled me as the negative influence even though she almost never engages with me to get the full story.
How should a Christian leader respond to the undesirable types of followers?
A Christian leader should respond to the undesirable types of followers in the same way that any leader should, which is to set a better example for the followers. Followers who consistently demonstrate undesirable behavior do so because their leaders, who may also be toxic, allow them to do so (Thomas et al., 2016). Taking into consideration Christian leaders often exhibit servant or charismatic leadership (Åkerlund & Tangen, 2018), addressing inappropriate behavior with followers is a way to serve them in their development for future success. Taking proactive measures to teach good followership and critical thinking also serve the interests of the individual and the company. Charismatic leaders encourage followers to strive to be like them. So in creating a culture of positivity that will not tolerate toxic behavior, the follower will either to choose to change, or choose to leave either of their own accord or through dismissal (Thomas et al., 2016).

Explain the contrast between active engagement and passive involvement.
            Leaders require followers to lead, or else there would not be leaders (Kilburn, 2010) or courses in leadership.  Understanding how leaders and followers chose to engage, actively or passively, is critical to the success or failure of an organizational initiative.  The axis for followership includes two extreme types: those who perform activities or take the initiative are considered actively engaged (Kilburn, 2010).  Those who do little or nothing are considered passively engaged (Kilburn, 2010).  The passive personalities lack passion or care for their positions and respond with a similar lack of action to their leadership or job duties (Kilburn, 2010).  The active engagement personnel is dedicated and motivated to the position, leadership, and performance (Kilburn, 2010).  These two involvements are complete opposites in followers, and leaders must understand the mindsets of their personnel to ensure the passive types do not negatively impact the active types reducing their desire to perform.  Sometimes a leader may motivate a passive follower to engage and perform; however, most of the time, the effort may be expensed on the negative attitude employee, leaving the leader exhausted and active employees feeling ignored.  A leader must decide whether to remove a passive employee or continue the negative plague they potentially bring to the team.
Explain the contrast between critical thinking and dependent thinking.
            Critical thinking is viewed as a positive and hopeful trait in employees or followers (Blanchard et al., 2009).  Critical thinkers are actively involved in their positions and seek activities responsible for achieving results (Blanchard et al., 2009).  The followers who are critical thinkers and actively engaged in their positions can be good leaders in the future (Blanchard et al., 2009). Critical thinking is based on how well employees think without needing constant guidance from leaders (Bell, 2020).  Dependent thinking is on the other end of the spectrum from critical thinking (Bell, 2020).  Dependent thinkers are typically the ones to agree with everything and cannot think independently or critically (Kilburn, 2010).  Those who are easily led and have little active involvement or thinking levels are often dependent thinkers (Kilburn, 2010).  Leaders seek critical thinkers and add innovation and enthusiasm to their positions, helping to enhance the organization’s performance. 
Discuss which of the five typologies you see in yourself now or at other times in your career.
            I have always strived to be an effective follower in all duties and job positions.  Whether in school tasks or work tasks, I have strived to be an actively engaged person, seeking guidance on unknown topics or areas where I presented the issue and potential solutions to leadership.  As an active follower, I have always strived to have high levels of energy and positive attitudes towards work (Bell, 2020).  Whatever activity I am working on, I do my best to perform highly and utilize strong independent thinking actions (Kilburn, 2010). 
How should a Christian leader respond to the undesirable types of followers?
            A Christian leader must understand the potential for bias towards followers (Blanchard et al., 2009), most likely due to not fully understanding the different types of followers.  Christian leaders should understand followers are the largest population in an organization (Blanchard et al., 2009).  A Christian leader should look to study the types and find ways to recognize the situation.  Also, understand placing employees in a box or category is the same as potentially labeling them, requiring the Christian leader to understand the need to work with each type to see success or correct negative issues. The passive followers who lack enthusiasm (Kilburn, 2010) should be worked with to find possible potential or other positions to aid in their success.  Suppose the followers are not becoming active or engaged in efforts after the leader has attempted to motivate. In that case, it is the leader’s responsibility to remove the employee to prevent the more positively performing workforce members from becoming passive as a result of the influence.

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