Leadership Style Model

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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). An individual is empathetic for others situations when he or she are EI (Robbins & Judge, 2011). The difference between empathy and sympathy is an individuals feeling’s about another person’s situation. An individual is empathetic if are relating to another’s situation. Sympathetic people place themselves in the other’s situation and feel sorry for them. A dominant need based on assessment is achievement, for the dominant needs assessment. The achievement need is the desire to excel and improve on past performance (Pearson Education Inc., 2007j). The rewards valued most are good pay, interesting work, pleasant conditions, chances to advance, a flexible schedule, friendly coworkers, and recognition (Pearson Education Inc., 2007n). Based on this assessment the job currently held is adequate for satisfaction. The nature of people assessment uses the theory x and theory y to find how people view others (Pearson Education Inc., 2007m). Scoring between a 16 and a 31 shows a flexible perception of individuals, the score was 30. The course performance goals assessment is 20 this

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