...“Most definitions of leadership reflect the assumption that it involves a process whereby intentional influence is exerted over other people to guide, structure, and facilitate activities and relationships in a group or organization” (p. 3). Leadership styles can vary based on the individual. Some people are task-oriented, which means one focuses more on getting the job done. Others are person-oriented, which means one focuses more on the emotional element of people than getting the task completed. The ideal person, especially in management and as a leader, is one who is both task and people-oriented; this person cares about how others emotions are as well as how the job is completed. In this paper, the strength and weaknesses of this author’s leadership style will be assessed as well as a brief comparison and contrasting of leadership style will be examined. The author’s personal leadership style will be looked at in an organizational setting and what position would be perfect for the author in an organizational setting will be discussed. Strengths and weaknesses of people-oriented leadership style The style the author was most aligned with was the people-oriented style of leadership, which means that more concern exists for the happiness of subordinates than for the success of the organization. According to Hillel, (2006), “People orientation, in contrast, relates to the leader’s...
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...to influence a group toward the achievement of a vision or set of goals. (Robbins and Judge 2005). Leaders have the task of planning, organizing, solving problems, motivating, supporting, delegating, rewarding, networking and rewarding their employees or group members, among numerous other tasks. Consequently it can be said that the performance and effectiveness of an organization is directly related and depends upon the leadership that it has. With reference to Fiedler’s Contingency Model/ Theory, Hersey and Blanchard Situational Leadership Theory, Path-Goal theory and Participative Leadership Model, the validity of this statement shall be proven. The very first complete contingency model for leadership was developed by Fred Fiedler. The Fiedler contingency model proposes that successful group performance depends on the proper coherence between the leader’s style and the extent to which the situation gives the leader control. (Robbins and Judge 2005) In Fielder’s contingency model, first the leadership style of the individual needs to be identified through a special questionnaire referred to as the “least preferred co-worker questionnaire”. This evaluates whether the person is relationship oriented or task oriented. The next step is matching the leader to the situation using leader-member relations, task structure or position power variables. Finally we evaluate. Fiedler concluded that task-oriented leaders perform better in situations very favorable to them, and on...
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...stands for Dominant, Interactive, Steady, and Cautious. These are the four main styles of leaders. Team B is made up of three of the four DISC styles; Interactive, Dominant, and Cautious. According to the DISC Assessment, Interactive style people are friendly and thrive on admiration, acknowledgment and compliments. They are relationship oriented rather than task oriented and they are great influencers. They tend to use their people skills to build alliances to accomplish goals (Alessandra, P.7). Strengths of the Interactive person are seen in their communication, participation and finding the good in things. Their weaknesses are follow through and lack of objectivity. Interactive people need recognition, acceptance, and they need to talk (Outside the Box, 2014). Dominant Style people are driven by the need to control and the need to achieve. They like to take on challenges and are fast paced and goal oriented. A dominant Style person can work quickly and Impressively by themselves, and are annoyed with delay (Alessandra, P. 7). Strengths of the dominant person are their ability to problem solve, makes decisions, and achieve goals, whereas, their weaknesses are finding faults, lacking caution, and the tendency to run over people who they see as being in their way. Dominant Style people need a sense of control, authority, and prestige (Outside the Box, 2014). Cautious Style people are Systematic people who...
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... Leading people requires a person (manager) to adapt their style to the people that they are attempting to lead. Leaders must have certain qualities in order to be considered effective by people. According to Brian Tracy, “Having a clear vision turns the transactional manager into a transformational leader” (Tracy, 2013). This paper will address three theories based on Fiedler’s Least-Preferred Coworker Theory, Likert’s Leadership Style, and House’s Path-Goal Theory as well as a connection between each theory in relation to working within a team setting or with an individual. LEADERSHIP THEORIES 3 Leadership Theories Feidler’s Least-Preferred Coworker Theory Fred Fiedler pioneered the Least-Preferred Coworker Theory. At its core, this theory speaks to the two types of leaders; one that is relationship oriented and the other that is task oriented. A relationship oriented leader typically will have low rating on the friendliness. The Least-Preferred Coworker Theory (LPC) is based on a scale of 1-8 with 1 being the lowest in friendliness, assistance, and openness. A high LPC score shows that a person tends to be relationship oriented, while a low LPC score is indicative of a task oriented person. According to Fiedler, each type of leadership can be effective based on the type of leader that is needed in the situation given. A task-oriented leader could be someone who...
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...We as a team have chosen the results-oriented appraisal method as our choice for the individual appraisal system. This system is based upon specific targets and set performance standards. Both manager and employee agree to a set of goals relevant to the employee’s job description, department and organization as a whole. These goals when reached will have a future end result of possible promotion, merit increase or transfer into another department. Results-oriented method is primarily based on what an employee can produce by way of dollar volume of sales, number of units sold, and a number of new clients (Cascio, 2007). The results-oriented rating method is not so different in concept from the behavior-oriented rating methods but the criteria of each method varies in how it can be used to appraise an individual opposed to appraising a team as a whole. When taking the results-oriented method into account to change the focus from an individual’s production be it positive or negative to that of a team production environment the focus is taken off what an individual is capable of and focus on the team as if they were one. It may be more difficult to evaluate a team based on the results-oriented method than behavioral-oriented methods because in looking at a group or team perspective just because the team as a whole is meeting their goals, doesn’t mean that each person on the team is pulling their weight and producing at the same levels. A team that is appraised as productive...
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... but if I had to choose one that is my strongest trait and one that would benefit me in being a successful student throughout this program. I definitely would have to say my strongest trait is that I am a very motivated and goal oriented person, who has a strong sense of self determination. I feel there is always room for self improvement and self growth. I welcome challenges that make me think outside of the box, that challenge me intellectually, utilize my critical thinking skills to problem solve or to formulate a solution or a new idea. Some of the reasons why I feel being goal oriented is my strongest quality are challenges that I have overcome in my life such as; successfully completing my nursing school program, being a new nurse and going above and beyond for my patients and peers my efforts were rewarded and I was promoted to charge nurse, the present job that I have been at for about 1.5 years I have been given the role of training new hires and have been chosen to work on various projects to streamline work flows that will ultimately improve education and teaching methods to the medicare population. For the above stated accomplishments this is why I feel my strongest trait is being a motivated, goal oriented person. I believe being goal oriented gives you a do what it takes attitude, but knowing that we all have limitations, I sometimes have to remind myself to take a time out. I believe my enthusiastic and positive attitude will show I can and will be a successful...
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...basic personality assessment I scored high on being goal and task-oriented. This means that I am very responsible, reliable, and achievement oriented. The task-oriented leadership style includes aspects of task management and leadership. This style includes coordinating work activities, paying attention to details, monitoring progress of assignments. The leadership style suggests that I take responsibility for decisions and setting strategic goals to perform my assigned tasks. In addition to being goal oriented, I am also very cautious. The cautious styles’ strengths include an eye for detail and accuracy, dependability, persistence, follow-through, and organization. The cautious styles behavior indicates that I like to gather all the facts before I begin to offer my opinion. People with a cautious behavioral style are comfortable when others communicate logical messages. They tend to carefully listen to others so they can sort the trivial messages from those with substance. They tend to be methodical and systematic. The cautious leader usually has high expectations of themselves and others, which can make them over-critical; however their tendency is toward perfectionism. This could be seen as a weakness; however since the goal is organization accuracy, process correctness and problem solving, this will outweigh the weakness. The leadership theory that closely matched my leadership qualities was the Path-Goal Theory. This theory...
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...very important for me and for my co-workers. * Have a successful career in the NAVY along with my civilian career. * Obtaining an Associate’s degree. * Graduating college with top of my class. * Being recognized as one of the best in my profession. * Being a valuable asset to the company I work for. * I would, someday be on the field of Aviation * Have a successful career in the NAVY along with my civilian career. * Obtaining an Associate’s degree. * Graduating college with top of my class. * Being recognized as one of the best in my profession. * Being a valuable asset to the company I work for. * I would, someday be on the field of Aviation Career Goals Career Goals * Logic/Mathematical Thinker *...
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...Trompenaars & Hampden-‐Turner – Cultural Dimensions Trompenaars and Charles Hampden-‐Turner have developed a model of culture with seven dimensions. There are five orientations covering the ways in which human beings deal with each other.: 1. Universalism vs. particularism (What is more important, rules or relationships?) Universalism vs. particularism describes how people judge other people’s behavior. The Universalist attaches great importance to the observance of rules. The behavior tends to be abstract. In universalism, rule-‐based, societies there are certain absolutes that apply across the board. They apply regardless of circumstances or particular situations. What is right is always right in every situation and for everybody. A Universalist tries to apply the same rules in all situations. To remain fair a universalist will not make differences between people from the narrow environment, such as family, friends...
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... but if I had to choose one that is my strongest trait and one that would benefit me in being a successful student throughout this program. I definitely would have to say my strongest trait is that I am a very motivated and goal oriented person, who has a strong sense of self determination. I feel there is always room for self improvement and self growth. I welcome challenges that make me think outside of the box, that challenge me intellectually, utilize my critical thinking skills to problem solve or to formulate a solution or a new idea. Some of the reasons why I feel being goal oriented is my strongest quality are challenges that I have overcome in my life such as; successfully completing my nursing school program, being a new nurse and going above and beyond for my patients and peers my efforts were rewarded and I was promoted to charge nurse, the present job that I have been at for about 1.5 years I have been given the role of training new hires and have been chosen to work on various projects to streamline work flows that will ultimately improve education and teaching methods to the medicare population. For the above stated accomplishments this is why I feel my strongest trait is being a motivated, goal oriented person. I believe being goal oriented gives you a do what it takes attitude, but knowing that we all have limitations, I sometimes have to remind myself to take a time out. I believe my enthusiastic and positive attitude will show I can and will be a successful...
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...then learn from one another, start to understand each other and start to change perspectives.” Leaders need to change their style for a certain purpose. By investigating two different cultures, we can see the ways that the organizations adapt the culture in their organization. It is important for multinational companies (MNCs) to be knowledgeable and improve their working strategy to stay in the right side with the cultural changes. 2.0 Introduction to Leadership And Culture Leadership come from the word leader which means an individual who are the leaders in an organization. Leadership also is the process of influencing the members of the organization. It may involve goal setting and become the person who give information and guide the employees in achieving those goals. In the process of achieving goals, the leader must lead the employees to make sure they are in the right path in doing their task. A quote from John Maxwell, “Leader become great not because of their power, but because of their ability to empower others”. Culture can be defined as characteristics and knowledge of a particular group. Some people say that cultures are norms and belief. Each country has their own culture. It may include language, attitude and religion. For example, when we go to Arabs, they did not make business deals with woman. That is because they think that woman should...
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...Odysseus has everything he needs in order to take on the role of hero throughout his journey. In Odysseus’s personality, he possesses the ability to strategize. The protection and care that Odysseus gives to his men help in portraying him as a hero. Odysseus has a goal-oriented mindset, the work and effort he puts into achieving his goal shows the heroic side of him. The character traits worn by Odysseus’s personality make it easy to see the hero inside of him. Odysseus possesses character traits amongst a wide variety that make him a hero in Homer’s, The Odyssey. Having the ability to strategize in all aspects of life aids in the characterization of Odysseus as a hero; Odysseus clearly displays his abilities through his decisions over the...
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...Peoples Styles at Work, state, “Strong relationships are built by being consistently honest, fair, and respectful of others” (p. 117). The combination of style flex, honesty, fairness and respect helps to achieve the goal of effective communication, which leads to better personal and professional relationships. As an amiable style communicator, I find it easier to relate to others. My style reflects my personality as being positive, helpful and warm. More than often, I tend to ask the question “why” to be able to understand my audience’s needs. Being emphatic and sensitive to the needs of others leads to pleasant relationships. I like being part of a team, assisting others with assignments and working in small groups. This allows me to build relationships that are more personal not just those of association. When meeting the needs of others, I often have to flex my communication style. As easy as it is to want to remain the soft spoken, well-liked, and respected person, sometimes this can have a negative on affect relationships. I have to become more aggressive and direct at various meetings and high alert situations. Style flexing helps me to achieve effective communication. When working with someone who is analytical, I have to be more task-oriented by focusing toward the task. If we schedule deadlines, it is important for me to meet those time restraints. Analyticals are reserved and less expressive, therefore, I need to be more formal and to the point....
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...gained important knowledge that is needed to perform your duties as Team Leader. Going into this position with no knowledge could make it extremely difficult to succeed and the person may become discouraged and not understand. Evaluating my leadership style and the strengths and weaknesses has been important in discovering if I could be a successful Team Leader. Leadership Style Model Leadership can be broken down into five different approaches such as traits, behaviors, integrative, situational, and power of influence. Each of these approaches help to determine how well a leader can influence his or her followers. To understand how leaders become powerful and why people follow a particular leader we first have to understand the leadership approach. Three types of variables are relevant to understanding how effective a leader will be. These variables are as follows: characteristic of the leader, the followers and the situation. In think that the leadership style I posses would be a task-oriented leader. I find this to be true with any job I take on whether it be a management or non-management position. According to Yukl (2010), Effective managers did not spend their time and effort doing the same kind of work as their subordinates. Instead, the more effective managers concentrated on task-oriented functions such as planning and scheduling the work, coordinating...
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...Summary Two factors The first management style, Taylorists, assumed there was one best style of leadership. Fiedler’s contingency model postulates that the leader’s effectiveness is based on ‘situational contingency’ which is a result of interaction of two factors: leadership style and situational favorableness (later called situational control). More than 400 studies have since investigated this relationship. Least preferred co-worker (LPC) The leadership style of the leader, thus, fixed and measured by what he calls the least preferred co-worker (LPC) scale, an instrument for measuring an individual’s leadership orientation. The LPC scale asks a leader to think of all the people with whom they have ever worked and then describe the person with whom they have worked least well, using a series of bipolar scales of 1 to 8, such as the following: Unfriendly 1 2 3 4 5 6 7 8 Friendly Uncooperative 1 2 3 4 5 6 7 8 Cooperative Hostile 1 2 3 4 5 6 7 8 Supportive .... 1 2 3 4 5 6 7 8 .... Guarded 1 2 3 4 5 6 7 8 Open The responses to these scales (usually 18-25 in total) are summed and averaged: a high LPC score suggests that the leader has a human relations orientation, while a low LPC score indicates a task orientation. Fiedler assumes that everybody's least preferred coworker in fact is on average about equally unpleasant. But people who are indeed relationship...
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