My Leadership Style Analysis

The results of my Leadership Style Assessment was a Participatory Leader. I believe that the results were accurate. I try to listen and understand to everyone’s point of view before making a decision regarding others at work. “Participative leadership also known as Democratic Leadership Style is a method of leadership that involves all team members in terms of identifying important goals as well as developing strategies and procedures to achieve the goals. From this point of view, participative style of leadership can be perceived as a leadership style that relies primarily on functioning as a facilitator that the one who simply issues commands or orders or making assignment for each member of the team.” ("Participative Leadership," p. 1-2) The definition of Participative Leader to me means a Leader that listens and considers every point of view before making a final decision.

Different leaders have different ways of handling their role as leader of a group, particularly in the workplace. Whatever style a particular manager chooses, however, it is expected that, as leader, that he makes the final decision. Even in a more participatory work environment, it is expected of him or her to cast the deciding vote when there is a tie.

The Leadership Style Assessment tool, I am categorized to have free rein leadership style. I strongly disagree with this assessment for many reasons; I am detailed oriented and I never assume tasks will be completed correctly, unless, I complete the task myself. I am intently focused at work, rarely relaxed, as I want to ensure that I give 100% to my job.

Schien,(1992) has been identifies that how leaders do shape culture, embed and identity through primary mechanism such as role modeling, leader reaction to critical incidents, what leader pay attention to measure or control and observed way of allocating rewards, selection, promotion, and communication. Also, mentioned by (Lian et al, 2011) a great leader with positive influential personality will give a positive effect on the job satisfaction and the performances of the employees. Perhaps, it can be assumed, poor work culture at ward X, may shaped by an autocratic leadership over a long term, consequently affecting works performance and quality of care. (Manthey, 1991) mentioned that staff under bureaucratic had a poor performance and quality in performing a task.

A key concept leadership must understand is communication. It is important to emphasize the significance of this concept, for within communication lies the success or failure of any form of leadership. Communication must be clear and concise. The basic principles of communication must be understood. Sender, receiver, and message. Leadership, specifically good leadership creates a culture free of reprisal and encourages communication feedback and input. Allowing feedback ensures that all involved understand what is being asked of them. Leadership understands those providing constructive feedback may see a better way. The potential to identify an overlooked issue or potential hazard may be realized during this exchange of information. Leadership must balance feedback, it is leadership who by observable action, and example set the ground rules for the tone and manner of communication and feedback. There are times when things just need to happen, and times when things are open to discussion. Too much discussion can yield the same results as too little. Leadership is possessing and understanding clear communication and listening skills. These concepts are the cornerstones of solid

Throughout the course of the semester, I have learned a variety of essential skills needed in order to become an effective manager. Whether I was studying for a test, or just skimming through the chapters, I took some time to reflect on some of my own personal strengths/weaknesses and applied it to “Google’s Rules: Eight Good Behaviors for Good Managers. Possessing a balance of human, conceptual, and technical skills are the standard expectations of management, and I was floored to discover I already possess most of those skills. After completing the “What’s My Leadership Style Assessment” I learned I am a People oriented leader. With training, hard work, and dedication to improving in the areas where I lack, I realize I am well on my way to becoming a phenomenal manager. Covey states “Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall.” (Covey, 1989) I must first focus on being a great leader, and taking the necessary steps. Throughout our course book, I have taken a plethora of Self Learning Exercises and have become more aware of my strengths, weaknesses, areas I want to improve and even those I should dilute. I view myself as a manager who doesn’t tolerate bullies, always encourages good energy in the workplace, easy to talk to, confident, knowledgeable on topics, and result-oriented. The type of manager that encourages a productive, clean but cozy work area where people

answer. Let us not seek to fix the blame for the past—let us accept our own responsibility for

In order for leaders to perform their day to day requirements, they have to deal with the following challenges below that they may need to introduce, theories or appropriate models to identify solutions or put plans in place for future trainings and various situations.

The purpose of this paper is to explain how 1SG Jeffrey Uth influenced my leadership style. 1SG

During the following year, I will be facing major changes in my life, and clearly what is expected from me is discipline and hard work so I will be able to achieve my goals. Based on my “Leadership Style Analysis Paper” I realized that sometimes I am extremely relaxed, carefree, and unable to stay focused on formal studies so I knew I had to change. In the future, I don’t want to be recognize by those “attributes”. I want to be known for being efficient, proactive, thorough, committed, trusting and determined and my desired identity is defined in three two-word phrases: 1. efficiently proactive, 2. thoroughly committed and 3. trustingly determined. At the end, my leadership brand statement end up as follow: “I want to be known for being efficiently

When combined with authentic leadership, critical theory allows me to examine organizations from a variety of perspectives while challenging inequities in policy or practice through an action-oriented approach. The primary strength of authentic leadership is that it is multi-faceted. Authentic leaders are proactive, adapting their style to fit the situation. Authentic leaders are also strategic and are said to lead with their heart and their head. For example, they can move fluidly from empathetic and motivational to visionary and goal centered, and balance the needs of followers with the goals of the organization all while remaining true to themselves. (Northouse, 2016; Walumbwa et al., 2008; Gardiner, 2011). I am also fully aware that my lens as a

Hi Rachel! Great thought about how displayed leadership behaviors can help create a positive setting in which relationships are strengthened. This is part of what I liked about the psychodynamic approach, since it can assist in comprehending the motives of followers. For example, two people may perform the same behavior, but have vastly different reasons for what they did. The psychodynamic approach at least give possibilities for the underlying behavior and motivational patterns, which can be beneficial in being open-minded and influential with others (Northouse, 2016). Like most approaches, psychodynamic leadership takes practice and perseverance to get it right. Northouse (2016) mentions that if the psychodynamic approach is too constricted

I am aspiring to be a democratic style leader, because they involve employees in decision-making processes, while delegating authority and they use feedback as an opportunity for coaching employees. I believe this is the best leadership style, because it motivates employees to work hard, because their opinions are valued. This creates a positive morale and work environment for everyone who works for this particular type of company.

This paper explores five published empirical articles and report results from research conducted on traits, skills, and characters relationships to leadership and followers. The paper discusses the common themes and conclusions addressed in all studies. The articles penned with the intention of examining the impact leadership style and leadership theory in areas such as individual identity, culture, and worldview. Mahdi, Mohd, and Almsafir (2014) argue there is a significantly strong relationship between the leadership behavior and organizational commitment. Also, the paper synthesizes pool of knowledge on the empirical impact of leadership behaviors on follower’s perceptions. Various aspects of these variables questioned in these articles provide an extensive and extended comprehensive understanding of the factors that affect groups and employees in societies.

Communication: Leader must have good level of connection with worker. To achieve connection there should be two-way communication between workers and leader, positively exchange their ideas about good working of organization and reward them with awards for being a good employee.