I believe in people, but I also believe in structure and clearly outlined expectations. While I do believe that any successful organization is built on the people who work within it, a leader needs to be able to provide boundaries and task-oriented structure. For example, one of the questions that determined my P – or people – score was “I would turn the members loose on the job and let them go for it” (Daft, 2011). Though I do believe in empowering employees to be able to act independently, “turning members loose” seems to be a bit reckless. A leader who does that is not empowering their employees with the structure and tools necessary to be successful.
1. What type of leadership is practiced at NCF, transactional or transformational? How do you know? Transactional Leadership, also known as managerial leadership, focuses on the role of supervision, organization, and group performance; transactional leadership is a style of leadership in which the leader promotes compliance of his followers through both rewards and punishments. Unlike Transformational leadership, leaders using the transactional approach are not looking to change the future, they are looking to merely keep things the same.
Authoritarian - A leadership style in which the leader dictates policies and procedures, decides what goals are to be achieved, and directs and controls all activities without any input from team members. Democratic – A leadership style in which the leader in a sense is like an authoritarian, leading a team with authority, but allows team members input and considers others thoughts before making a final decision. Laissez faire - Laissez faire leaders try to give the least possible guidance to team members. They believe that team members work best when they are left alone to respond to their responsibilities and obligations in their own ways. Transactional – Transactional leadership, focuses on the role of supervision, organization and group performance, gives out rewards and punishments in order to motivate team members Transformational - Transformational leadership focuses on and identified the needed change, and executes it through members of the team.
Mainly I want to contribute to the success which will come to an organization where I am working. I have to learn new things. I want to get experience and I want to make myself a good person so that company will say "We are proud of you". —Guest Suraj Why are you a good candidate? I think you should hire me because I am a fast learner, pay close attention for details, and have a willingness to learn and help others.
Behavior Coaching Approach and Transitional Leadership Introduction According to the Society for Industrial & Organizational Psychology (n.d.) coaching is a useful and widely used approach to employment development. The goals are typically to improve clients understanding of a situation, learn new skills and to prepare for future situations, and improve performance areas. The behavior approach to coaching often works well for the development of skills that require feedback on actual behavior. When a client is transitioning into a new leadership position from within an organization, several issues of leadership can arise. The client may have doubt stemming from self-esteem issues of uncertainty that he or she can perform the job.
Above all else, I believe being a leader one has to make being at work fun. I think if you enjoy what you are doing and do not get up every morning hating to have to go work the employee becomes a more productive worker. I am a firm believer that if an organization treats their employee’s well they will be happier, loyal and more productive to the organization. I believe my leadership philosophies now and as a future leader will be a blend of autocratic leader, innovative leader, constant improvement leader, and a transformational leader. I know this is a lot of different philosophies of leadership, but I do not think there is just one type of leader and to be a good leader one needs to be open to learning new things.
The ideal boss in such cultures tries to look as impressive as possible, and subordinates expect to be told what to do, and not to be consulted . 2- Individualism Index describes the extent to which individuals define themselves through their individuality. People define themselves more through their role or position in the group and less through their personality. 3- Uncertainty avoidance index represents the degree to which uncertainty and ambiguity are felt as threats by employees. This shows also how they can handle anxiety and stress at work.
An Overview To Leadership Theory The characteristics that differentiate leaders from managers are their ability to influence others to accomplish organizational goals even without formal authority or power to sanction performance. Effective leadership encourages employee involvement; harness their skills and knowledge; instil a sense of commitment and
Servant leaders devote themselves to serving the needs of organization members and focus on meeting the needs of those they lead. By developing employees to bring out the best in them and coaching others to encourage their self-expression, servant leaders strive to facilitate personal growth in all who work with them. For any effective leader, he or she must listen and possess the ability to persuade, grow, and build a strong sense of community, but for the servant leader, these are necessary traits to develop, and demonstrate in one's daily interactions with others. However, it is easy to lose sight of these ideals, especially in an age where profits outweigh people, but servant leaders are able to take a step back, reflect, and put into daily practice these qualities to overcome such hardships and obstacles. Mark 10:43-45 “Not so with you.
When employees are satisfied with their jobs and their company, workplace productivity rises. The advantage to understanding your leadership style is that you understand your strengths and weaknesses. You can be proactive and more effective as a leader by strategically using your strengths and counteracting your weaker areas. Your style defines your values and perspective, and being aware of it will aid your communication those you work with. As the saying goes, knowledge is power.