2. Give two examples of problems that are usually outside the limits of a team leader’s authority to deal with (2 marks) • Dismissal of staff – Higher management must give authority. • Changing a current process – Adequate testing and authorisation from higher management will be needed. Know how to seek, accept and respond positively to feedback on personal performance to improve workplace performance 3. Obtain feedback from others on your own performance as a team leader/potential team leader and use this feedback to identify one strength and one area for improvement (2 marks) • Strength – I always give positive and constructive feedback to staff members regarding development areas, praising and building on their strengths whilst introducing improvement areas.
Researching was rated a little lower than the others so now I know that I need to focus on making improvements in this area. In knowing and understanding my personal competencies I will be able to improve my critical thinking skills by being able to apply logic to my thinking and evaluate arguments successfully. Following instructions and coping with pressure was atop my list. Pressure and how we deal with it shows us what we are made of and how we will deal with situations. Some people do their best to just avoid pressure altogether.
I found this information to be false until really reflecting on my true nature in the workplace. At which time, I realized, I really do tend to care more about what I get out of job as opposed to what others are getting. So the results of this assessment were very insightful and are helping me fix the areas I have weaknesses in. My personal ethical lens can direct my academic behavior in a couple ways. For instance my ethical lens revealed that I am an independent worker who wants all the credit for the work that I do.
Using this tactic allows management to get the most out of each employee for a better workforce. When an employee is armed with a better understanding of his or her strengths and weaknesses, they are in a better position to find a career that is truly rewarding. The contents in this research paper will explain the attributes and faults of my Keirsey style EFSP. ESFP: The Performer After completing the Keirsey self assessment, I found that my Keirsey type was ESFP (Extrovert, Sensation, Feeling, Perceiving). Being an extravert, I have the need to be sociable and tend to be energized by talking to and working with people which is true for me.
This always helped in generating better ideas and always made our brainstorming sessions productive. Several factors affected the operation of our team due to our divergent personalities. One of the traits I was lacking before I became a member of this team was my ability to flex my personality style to take on roles that didn’t allow me to be within the comfort zone of my leadership style. According to the Bolton and Bolton leadership style I possess an analytical personality which shows that I am more responsive and less assertive. The positive enforcement on the concept that leadership can be learned encouraged me to step out of my comfort zone and assume responsibilities that required different personality styles.
It is seen as an important attribute across all jobs as it is a useful measure of effectiveness at work. Job satisfaction is a subjective response that can be observed through the individual’s behaviour within the work place (Islam et al., 2012). The aim of this essay is to explore the importance of motivation and resilience to employee’s level of job satisfaction. Motivation can be described as the reasoning for an individual acting the way they do, if the situation is positive, motivation levels are likely to be higher. Employees’ with a negative view on job satisfaction could result in outcomes such as lower attendance to work, quitting or even lower performance within the job (Warr, 1999).
“Thinking about Leadership” by Thomas Cronin According to Thomas Cronin, there is a big difference between being a manager and a leader, “managers do things the right way, while leaders are more concerned with doing the right thing” (27). Throughout his article he provides numerous characteristics to define a leader along with many examples of past time leaders also examples of how a true leader would handle certain situations. A leader knows who they are; they select and solve priority problems, have a sense of humor, are skilled mediators, show signs of integrity and possess brains and breadth. Becoming or being a continuous leader is not an easy task, it really takes a special type of person. In summation, Thomas Cronin wanted the reader to understand that anyone can be a leader; leadership is not restricted to just the government.
Project 1 Question 1 What makes a good role model and how would I ensure that I acted as a role model for employees I supervise? Commutation time-management positive attitude B by demonstrating positive work skills understanding workplace and each employee's managing employee concern growing leadership to drive them delegating duties to other staff think outside of the box Question 2 What are the traits of an effective leader? Do I have these traits? How would I develop them? A a good positive role model ability to be hands on lead by example strong work ethics uncompromising integrity collaborate and work ability to communicate mediate ability to say “NO” B To have a strong work ethics, and to show my employee's a good example C learn from others identify the traits that I have learn from the new experience must be willing to improve myself have a desire and dedication to achieve my goals Question 3 To check the company vision statement, mission statement and the value statement speak to the superiors/managers to look for the information on the web page maintain a current job skills and if not update them know the company guild line policies refer back to my job description align with the company – long or short term goals, strategies, and stated direction Question 4 How would I ensure that I meet my job description?
While we want a project manager to have better technical rather than people skills, we must consider that he/she must at least know how to deal with the team members. A project manager with poor people skills could make work harder and stressful for the team members. While he/she may lack some people skills, a project manager must at least know how to deal with the team members in order to successfully develop the project. Managers will achieve the project success by inspiring the team to accomplish their goals within the stipulated timeframe. The team members will judge newly appointed managers based on his/her good interpersonal and verbal communication skills or lack thereof simply because they have nothing else to base it on.
In this paper the role of personality and job performance is being investigated. Individuals high in conscientiousness are honest, dependable, responsible, self disciplined and achievement oriented (Mount and Barrick 1993; Organ and Konovsky 1996). At Quality Education on many occasion our Manager told us that the tutors are suppose to help the students in face to face interaction, create an environment to get them engaged, and follow rules and adhere to respect organisational properties and resources. In my opinion tutors are suppose to be highly conscientiousness people. Research on the relationship between conscientiousness and job performance suggests that conscientiousness people captures the personal qualities of dependability, achievement striving, competence, and perseverance (Organ and Konovsky 1996, p. 255).