There are five factors that affect a leaders personality: Surgency –a leaders behavior in a group setting, Agreeableness/Dependability –how the leader gets along with others, diplomatic, warm empathetic, approachable and optimistic and their patterns related to people’s approach to work, Adjustment-can remain calm under pressure and is concerned with how people react to stress, failure or personal criticism and Openness to Experience-the learning approach, openness to experience, broadmindedness, curiosity and being able to see the big picture (Hughes, et. al., 2009, pp. 207-212). Personality traits develop over time. These useful tools give insight to how one thinks, behaves and developing insight into way one does things.
Determining Perfect Positions: Leadership Style Model Tiffany T. Kliemann LDR/531 November 26, 2012 Dr. Mike Kraynik Determining Perfect Positions: Leadership Style Model There are many ways to improve as a leader and many ways to measure different attributes so that an individual can improve his or her leadership styles. In the self-assessment library on the basic personality assessment there is a high score of conscientiousness. High conscientiousness scores have a direct positive correlation with high job performance usually (Pearson Education Inc., 2007k). Conscientiousness, extroversion, and openness are qualities of a good leader under the trait theory (Robbins & Judge, 2011). Another trait theory that determines if a leader is successful is emotional intelligence (EI).
LDR 535 FINAL EXAM 1) According to the path-goal theory, supportive leadership contributes most to subordinate satisfaction and motivation when the task is • important and meaningful • complex and variable • tedious and stressful • interesting and enjoyable 2) What is a facilitating condition according to the social contagion theory of charismatic leadership? • Complex, significant tasks • Crisis or disenchantment • Weak, dependent followers • Exemplary behavior by a role model Click here to download LDR 535 Final Exam Answers 3) What is the most common indicator of personal integrity in the theories of ethical leadership? • Leader values are consistent with follower values. • Leader behavior is consistent with follower values. • Leader behavior is consistent with the leader's espoused values.
• The participative leader behavior involves leaders consulting with followers and asking for their suggestions before making a decision. This behavior is predominant when subordinates are highly personally involved in their work. • The supportive leader behavior is directed towards the satisfaction of
A. creating norms that establish mutual trust among members 7. The teamwork tactic emphasize pride in being outstanding is based on the premise that _____. C. most groups are especially good at some tasks 9. A recommended method of selecting team members is to _____. D. emphasize self-selection when possible 10.
Strong organisational culture is a two-edge sword. Discuss the impact of strong culture on organisation. A strong organizational culture could be one were the majority of the participants hold the same basic beliefs and values as applies to the organization. The people in this group may follow the perceived rules and ethical procedures that are basic to the organization, even if those values are not publicly stated by the organization. It plays a critical role in forming effective communication and decision-making process, promoting innovative activities and encouraging employees’ performance in the organization.
Can a leader act the same way in every situation? Is a single leadership approach effective in leading diverse groups of followers? Come see what Situational Leadership Theory has to say about this! This theory is easy to follow and understand, and has a commonsense approach to a leader's ability and need to be flexible in light of different situations. It is very useful in pointing out that leadership effectiveness is somewhat dependent on the leader being flexible in light of the different needs of followers.
This assessment is looking at the status to social or professional standing. The second element is certainty. If certainty is the main thing that matters to the individual then they like things planned out in advance, organization in social and professional environments, and has a natural connection with systems and processes. The third element is autonomy, meaning the individual likes being in charge and known as a leader. The fourth element is relatedness.
ORGANIZATIONAL CULTURE WHAT IS ORGANIZATIONAL CULTURE? Organizational culture is a system of shared assumptions, values and beliefs that governs how people behave in an organization. “A set of understandings or meanings shared by a group of people that are largely tacit among members and are clearly relevant and distinctive to the particular group which are also passed on to new members (Louis 1980).” HOW DOES CULTURE IMPACT MEMBERS OF AN ORGANIZATION? * Organizational culture gives members a sense of identity and belonging to the organization. * Organizational culture facilitates commitment and dedication to the organization from members which gives them reason to be efficient in towards achieving the common goal of the organization.
ACER, INC 1. Stan Shih’s abilities as a leader during the start -up phase: Values: * Shih gave importance to the values more than the profit maximization of the company itself. As brought out in the article “Moments of greatness” Shih was more focused on others (wellness of the employees, customers) and less self focused. Reliance &Motivation: * Shih always had confidence in the employees and trusted them completely, which is one of the traits of a leader. He gave the decision-making responsibility to the employees in order for them to act in the best interests of the firm.