According to the leadership assessment, I am more of task-oriented leader than a people-oriented leader, though I scored high in both areas, therefore I have a healthy balance of both which is important for a leader in any company. My leadership style allows me to get my work completed in an organized fashion, while being open to other ideas; I can focus on the small projects while continuing to see the big picture or vision. Because I score higher on the task-oriented side, I can be more autocratic in my thinking. This will limit my ability to show my apathy for my staff and employees Furthermore, I am also a transformational and charismatic leader. I am most effective in smaller organizations that have direct interactions with my staff. According to Robbins, this helps to make me effective as a leader, which will give a company “low turnover, higher productivity, lower employee stress, and burnout, and higher employee satisfaction.” Furthermore, Robbins shared that this leadership style is not effective with those who are “highly individualistic and do not readily cede decision-making authority.” Since I am able to communicate with my staff the expectations, visions ad engage my staff, I also have a Charismatic leadership style. I continuously focus on the end goal, big picture and tie that big picture to the work of my staff, making it attainable to my staff. One of the major downsides to charismatic leadership is that it can be situational, according to Robbins.
Role in Company
The role I would like to pursue within the company is that of a managerial supervisor. According to Robbins, organizations need strong leadership and strong management for optimal effectiveness. I feel that because I have leadership and managerial traits and characteristics, I would be a great candidate for that particular role. In a managerial supervisory role, I am a direct leader. I work directly with my staff on a one-on-one basis and in a team format; I will have more influence directly on my staff. As the managerial supervisor, I am able to support, recognize, develop, plan, and coach/mentor my staff while monitoring, setting goals, and overseeing day to day operations. This is evident because of my healthy balance of task and people orientation.
Leadership theories applicable to my leadership approach
The Big Five Trait Leadership Theory is applicable to my leadership approach because research has shown that the big five personality factors are strong indicators for job success and performance. I scored high in the areas of extroversion and conscientiousness. The positive factors about scoring high on conscientiousness’s is that overall, those with high marks in this area have better job performance and those are more reliable, thorough, organized, angle to plan, and persistent according to the assessment. These traits are consisted with those of task-oriented leaders. However, the Leadership Substitute Theory would be counter indicated for the areas of subordinate, task, and group/organizational characteristics. This is because my staff could need little direction from me as their supervisor if they have extensive experience. Also, when staff repeats their task over and over, they become proficient and don’t need feedback, but are building their own motivation. As a task-oriented, transformational, and charismatic leader, I would struggle more with staff who are more independent or did not work well in the group. I like to give freedom to my staff, but my style makes it necessary to know what is going on in the jobs at all times.
My leadership style is transformational, charismatic with my main focus on task-oriented management. I work hard to inspire my staff, while also meeting deadlines. I focus better when I’m working with a team rather than individuals who do their own thing. Research has shown that my leadership
style is an asset to many companies if utilized in the right way. This is why I would like a position that allows me to shine, take the lead of a team, while focusing on the companies “big picture.”
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14th ed.). Upper Saddle River, NJ: Pearson Education. Yuki, G. (2010). Leadership in organizations (7th Ed.) Upper Saddle River, NJ: Pearson Education.
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