My Personal Leadership Philosophy Mickie Smith Brandman University My Personal Leadership Philosophy As I reach the end of my MAOL 600 Foundations of Leadership course, I find my leadership philosophy has begun to take shape. The purpose of this paper is to discuss my several key aspects of my leadership philosophy in an effort to synthesize and share key information. First I will offer my definition of leadership. I will discuss three theories of leadership that have most influenced my thinking on the topic. I will compare and contrast the concepts of leadership and management.
Environments where there is a low skilled workforce or where repetitive work is performed, may find that this is the leadership style of choice. This type of leadership can have a positive effect on individuals and groups, in that it can help to keep the teams and individuals focused and motivated. By ‘micro managing’ the leader is often highly involved in the day to day activities which leaves very little room for error. This type of leader makes their expectations clear, they provide clear direction for what needs to be done, how and when it should be done. Ultimate responsibility is taken by the leader which means that they will be close enough to all activities to know what is going on on the ground.
The top level is the self-realization needs they consist of involvement in planning of your work, creative work to perform, opportunities for growth and development, etc. The lowest level of the pyramid are the needs that are the easiest met, the next level of needs are more challenging to meet, and so on with the top level of the pyramid being the hardest but most satisfying. Maslow suggested that to prevent frustration these needs should be filled in sequential order. The ways I would motivate my employees would be to follow Maslow’s advice and start at the bottom and work my way up. Starting with making sure my employees were paid efficiently, had pleasant working conditions, reasonable rest periods, and I would teach them efficient work methods.
1.2 Explain the purpose of planning work, and being accountable to others for own work planning is essential to manage your time in a constructive and responsible way making sure all actions are carried out. Planning helps me to be organised on a day to day basis. While planning you have to consume as much information as possible to be able to carry out accurate notes, making your work as efficient as possible. Writing everything down has two purposes. First purpose is you are planning what you will need for example what tools are required and what the job is.
I believe this reflects my leadership style. I am empathic with staff who are learning new information. I am an empathic listener. When you do your best for the people that you lead they do the best for you. When train people I take the time they need to understand a concept.
Tanglewood Case 1 Keller Graduate School of Management HR 594 - Strategic Staffing In reference to Exhibit 1.7, I think that the staffing quantity and staffing strategies listed develop talent, internal hiring and exceptional workforce quality are all fundamental strategies to implement. By using these strategies, Tanglewood can continue implementing their strong values and carry their mission statement. Acquire or Develop Talent My recommendation is to focus on acquiring talent vs. developing it Tanglewood encourages current employees to work their from the bottom to the top, there Tanglewood should consider some of their employees. The potential employee will have to have all the qualities that the organization is looking for. Hire Yourself or Outsource Being that Tanglewood already has a Human Resources Department there is no need to outsource.
1. Considering a cultural approach to leadership, leadership should be conceptualized as: • An ability or skill • A dynamic social process • A set of behaviors • A relationship between a leader and a follower 2. Which type of leadership is most similar to transformational leadership? • Transitional • Transactional • Laissez-faire • Charismatic 3. Your boss listens to employees personal problems and tries to create a positive work environment by being agreeable, eager to help, comforting, and uncontroversial.
An effective tool to set a common purpose within a team would be to develop a Psychological Contract. This is a “set of promises or expectations that are exchanged between the parties in an employment relationship. These parties include employers, managers, individual employees and their work colleagues.” (Paul Matthews). This informal agreement can create a strong relationship within a workplace team with positive impacts on motivation and performance both individually and collectively. ‘Michael Wellin’ states that a psychological contract will typically make reference to the efforts/results employees are expected to deliver, and also to the way the organisation will contribute to the psychological contract development.
The reduced turnover rate is largely due to their servant leadership. “Servant leadership involves leading with honesty, humility, integrity, and a focus on results. These qualities can be learned and developed” (Noe et al., 2014, p. 330). Managers treat their employees how they want their employees to treat their
I find that my closest and best relationships are those who have common values, way of living, and ideals about living life. Once I find a relationship that is trusting, I try to maintain it to my best ability. I am very easy to talk to, however my best communication is with others that have the same values. I express my liking for the other person by showing some generosity and kindness. Part II: Impact On Management Style The manager sees their role as that of a guide or coach, to show staff what to do and how to do it, and then get out of their way and let them do it.