2 discussion post replies--The current course is Organizational Leadership: Doctoral Theory and Practice---Deadline Friday 11.00 PM
NeedHelpHW
post2.docxRE: Discussion - Week 1
Discussion 1
The leadership behavior questionnaire at the end of Chapter 4 revealed a lot as it relates to my leadership behaviors towards tasks and relationships. For tasks, my sore is 50 points and for relationship, my score is 46 points. Although my numbers were relatively close and both scores were in the high range is it relates to leadership behaviors, I am slightly more focused on tasks than relationships. With tasks, I am more concerned with helping others define their roles and instrumental in letting them know what is expected of them. My relationship behavior is instrumental in allowing me to make employees feel comfortable with themselves, their peers and with the group overall.
Leadership assessments and a leadership style approach are useful for providing insight into the behaviors and capabilities of a leader’s behavior during change and for managing challenges. Leadership assessments are beneficial in assessing a leader’s strengths and for identifying their areas of opportunity. When leaders are knowledgeable about their strengths and weaknesses, they are able to build successful teams of leaders and employees around them. Assessments allow leaders to focus on what they do best and to delegate and empower others who are better suited to address their areas of opportunity. Leaders who understand their leadership style and behaviors are more inclined to make the appropriate organizational changes when necessary for the success of the organization (Kotter, 2001).
The impact of the use of leadership assessments can be both insightful and transformational for both employees and organizations. Assessments can be useful in developing future leaders. Assessments will provide organizations with beneficial data that will allow all levels of management to tap into the leadership qualities of existing leaders. As organizations adapt to technological advances and are constantly evolving and transforming, assessments allow organizations to gauge their leaders’ ability to manage change and can evaluate their creativity and flexibility as transformational leaders (Saxena, 2014). Assessments can be helpful to ensure that the right individuals are in the right positions especially as organizations navigate through change. Assessments for both individuals and the organizations are beneficial onmany levels. With leadership style influencing job satisfaction organizations are able to gauge what motivates and inspires employees and understand leadership styles and behaviors among leaders and theorize how those leaders will positively or negatively influence employee behaviors and company results (Munir & Iqbal, 2018). In addition, organizations are able to act quickly if leadership changes are needed internally.
References
Munir, H., & Iqbal, M. Z. (2018).A Study of Relationship between Leadership Styles of Principals and Job Satisfaction of Teachers in Colleges for Women. Bulletin of Education and Research, 40(2), 65–78. Retrieved from https://search-ebscohost-com.ezp.waldenulibrary.org/login.aspx?direct=true&db=eric&AN=EJ1209821&site=eds-live&scope=site
Kotter, J.P. (2001). What leaders really do.Harvard Business Review, 79(11), 85-96. Retrieved from https://hbsp.harvard.edu/tu/687338c7
Northouse, P. G. (2019). Leadership: Theory and practice (8th ed.). Thousand Oaks, CA: Sage.
Saxena, S. (2014). Are transformational leaders creative and creative leaders transformational? An attempted synthesis through the Big Five Factor Model of personality lens.Aweshkar Research Journal, 18(2), 30–51
Lakerria Brown
RE: Discussion - Week 1
Greetings All,
Taking the Leadership Behavior Questionnaire really helped me to identify the type of leadership behavior I acquire. My results totaled out to be 41 for task and 42 for relationship, which interprets that I have a balance for defining roles and expectations in a group setting and making members of a group feel comfortable. Based on my past experiences from working in groups, I can agree with the outcome of the assessment 100%. My form of leadership is that of an emergent leader. “When others perceive an individual as the most influential member of a group or an organization, regardless of the individual’s title, the person is exhibiting emergent leadership.” (Northouse, 2015)
During my Qualitative Statistics course in my MBA program, I was placed in a group with six other people. At the start of the course, we did not assign anyone to be the leader so everyone volunteered to take on one or more tasks to complete the project. However, as time progressed, there were a few discrepancies with members finding difficulty in completing tasks which put us behind schedule. “Leadership is about coping change.” (Kotter, 2001) I am big on meeting deadlines and when deadlines became an issue, I began to re-assign tasks based on the work ethic of the individuals in the group. For tasks that required an extensive amount of writing and data collection, I assigned those to the individuals who had more free time and dedication to the group. For tasks that did not require as much effort, I assigned those to the individuals who had external obligations such as families and full-time jobs. For the duration of the project, I made it my responsibility to communicate with every one daily to receive a status report on assigned tasks and discussed any issues an individual may have that will hinder his or her progress in the project.
In addition, the assessment helped me understand that my leadership style is Team Management. “It promotes a high degree of participation and teamwork in the organization and satisfies a basic need in employees to be involved and committed to their work.” (Northouse, 2015) When I worked with the group from my MBA course, it is important for me to treat each individual fairly and allow opportunities for everyone to discuss his or her particular need from the group. In my opinion, this is what enabled the group to function productively as a real team. Conducting assessments like the leadership questionnaire and the style approach will give an organization insight on the qualities a leader possesses as well as their traits and characteristics to see if the leader is the best fit for the organization. The impact of identifying the style approach of a leader is to examine the overall effectiveness of the leader and align it with the mission and goals of an organization.
References
Kotter, J. P. (2001). What Leades Really Do. Harvard Business Review, 85-96.
Northouse, P. G. (2015). Leadership. Washington, DC: Western Michigan University.
Tracy Minor
RE: Discussion - Week 1
On taking the leadership style assessment test, I evaluated myself as a Directive leader and my leadership style approach is Task oriented. The assessment test revealed that I am more convenient if there are clear guidelines for challenging situations. And I like to take charge for planning schedules, assigning tasks and monitoring progress of the task.
The test reveals that I am more concerned about getting the task finished than in making relationships with subordinates. I do not give much importance to the interpersonal requirements and may become impatient with subordinates for doing the task properly on time. Thus, my approach is task oriented. In which I feel is connect to my job as a financial analysis.
I feel such assessment is very useful in providing the insight of the leadership behavior. The leadership style assessment tells about the attributes of an individual to deal with subordinates, their competency with subordinates and their approach to the task. Therefore, I feel that assessing the leadership style through tests is a good approach. These factors are very important to be analyzed initially in leadership evaluation to affect the employees positively.
1. Leader- Employee Relationship: The leadership relationship with the employees will be analyzed that can help to determine whether the leader will be more focused on relationships or not.
2. Clarifying the Goals: The leadership characteristics of motivating and leading subordinates affects the employees to a lot extend. A good leader will motivate his or her employees to achieve the goals and will impact the leaders in positive manner.
3. Managing the satisfaction of the employees: The leaders who identifies the problems with the employees and satisfy their needs are impacting them the most. The evaluation of such leaders is beneficial for the employees.
4. Incentives and Recognition: There are certain leaders who motivate their employees through recognition and incentives. These leaders create a competitive environment in the organization.
5. Employee Morale and input: The leadership assessment can help in recognizing the leaders who can help the employees to increase their input to the organization and also establish the morale of the employees.
Four impacts of leadership style assessment on the environment of the organization:
1. Maintaining the reputation: To the organization it is useful to assess the leadership styles as it affects the reputation of the organization. A good leader will improve and uplift the overall reputation of the organization in the market.
2. Profitable Business: It also affects the organization, as knowing about a good leader through assessment will lead to profit in business. If it is analyzed in the leadership assessment, that the leader is transformational and can bring a change in the business, than he or she will also bring the business, better profits.
3. Utilizing the resources to the maximum: Identifying the leader who can utilize the resources available to maximum will help the organization to invest less on the resources and will lower down the expenses.
4. Planning Strategies: The leadership assessments can help an organization in finding those leaders who can plan efficient and successful strategies for the project. Such leaders will bring the organization on the track of progress and success. They will help in motivating the employees and bringing effective change in the success of the organization.
Potential impact of the style approach to leadership for individuals and organizations
There are two types of style approaches to leadership. The first is task oriented and the second is relationship oriented. Both the styles may have different impacts on the employees and the organization. Thus, the prior evaluation of these approaches in a leader will be significant.
Suppose the evaluation shows a particular leader is task oriented than this assessment will be beneficial for the organization as such leader will bring progress. Such leader will be more concerned about the task completion on time and may not bother about the relations with the employees. On the other hand, if through evaluation, a leader comes out to be relationship oriented. The organization may or may not be affected positively by such leaders.
References
· Bass, B. M., Avolio, B. J., Jung, D. I., & Berson, Y. (2003). Predicting unit performance by assessing transformational and transactional leadership. Journal of applied psychology, 88(2), 207.
· Koene, B. A., Vogelaar, A. L., & Soeters, J. L. (2002). Leadership effects on organizational climate and financial performance: Local leadership effect in chain organizations. The Leadership Quarterly, 13(3), 193-215.
· McColl-Kennedy, J. R., & Anderson, R. D. (2002). Impact of leadership style and emotions on subordinate performance. The Leadership Quarterly, 13(5), 545-559.
· Saxena, S. (2014). Are transformational leaders creative and creative leaders transformational? An attempted synthesis through the Big Five Factor Model of personality lens. Aweshkar Research Journal, 18(2), 30–51.
· Latham, J. R. (2013). A framework for leading the transformation to performance excellence part I: CEO perspectives on forces, facilitators, and strategic leadership systems. Quality Management Journal, 20(2), 12–33.
