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Running Head: FINAL PROJECT 1
Final Project Leadership Assessment
Racquel Walsh
Master of Social Work Walden University
SOCW 6070: Supervision, Leadership, and Administra/on in Social Work Organiza/on
Dr. Mamie Futrell
May 8, 2022
2
Leadership is the process in which an individual has the ability to in7uence a group of
other individuals to achieve a goal (Northouse, 2015). In my opinion and a person who is a true
and e;ec/ve leader does not dictate or try to force their opinions or beliefs on others, but
persuades and leads by great example. Based on the results from my self-assessment it was
concluded that my personal leadership style is more transac/onal. Transac/onal leadership
style is the type of leadership style in which an individual has bene?cial exchanges between the
leader and employee (Northouse, 2015). An individual who is an transac/onal leader also tends
to reward their employee for being able to complete all assigned tasks which can increase the
overall performance of the organiza/on and re7ects for e;ec/ve the supervisor is as a leader
(Donker et al., 2020). From personal experience if I feel like my supervisor is e;ec/ve as a
leader and is apprecia/ve of my work and contribu/ons I tend to work a bit harder.
I am an individual that always acts with pure integrity and self awareness. When I
completed the Leadership Framework Self-Assessment when came to working with others I
scored “a lot of the /me” which indicates that I have the ability to work well with others. I am
always mindful and respecBul cultural di;erences and I do not judge others based on their
di;erences, which I ?nd to be a great strength of mine. I do want to be judged on my
background and my di;erences so I do not judge others based on theirs. I treat everyone based
on their character. I believe that our cultural di;erences is what us all unique and standout
from others. NASW code 1.05 Cultural Competency states that social workers should
demonstrate knowledge which guides prac/ce with individuals of various cultures and have the
ability to demonstrate certain skills in the provision of culturally informed services which can
empower individuals and groups that are marginalized. I believe an e;ec/ve leader is culturally
competent is always respecBul of those di;erences even when it does not align with their own
personal lifestyle. One of the things that was learned in this course that stuck to me the most
was ethnocentrism, which is when individuals place their own personal group (eg. racial,
cultural, or ethnic) as being the basis of their own observa/on of others (Northouse, 2015).
Now with that being said I do not at all believe that an individual who is a true and e;ec/ve
leader should believe in or engage in that acts of ethnocentrism. A major barrier that can have
a major e;ect on leadership is ethnocentrism because of the simple fact that it tends to avert
individuals from being able to have a full understanding of or being able to respect the
perspec/ve of other individuals (Northouse, 2015). It was concluded on another assessment
that I took that I work great on a team, which I believe is another strength of mine. When
working on a team I tend to always the ini/a/ve to get things started as well as delegate task
based on the strengths of the individuals on the team. This can provide encouragement to
employees in regards to being able to speak up as well as make the employee to feel like that
are included. In a team seCng it is a great to have individuals that are from di;erent
background because of di;erent perspec/ves those individuals will bring to the team, which in
turn could be poten/ally bene?cial to the organiza/on. Although I feel as though I am an great
communicator, I think that there are some ways that my communica/on could be improved.
Individual who are e;ec/ve leaders have the ability to adapt their behaviors (Hur,
2008). As a leader I believe that you should take the /me to acknowledge that hard work and
contribu/ons of your team. I believe that doing so mo/vate and encourage them to con/nue to
work hard and contribute even more, and it also increase the moral as well. As a leader you
should scold or beliDle anyone on your team even when they mess up or are slacking, instead
con/nue to mo/vate them and ask them what can you do as a leader to help them so that they
be beDer and reach their fullest poten/al. Bullying in the workplace is noted as being an
employee who persistently and constantly ?nds themselves at the end of harsh and nega/ve
treatment from other individuals at work and has hard /me when it comes to being able to
defend themselves (Nielsen et al., 2009). Bullying in the workplace can cause the vic/m to
become angry and very disgruntle which in turn can cause that employee to become a liability
to the workplace.
References
Donkor, F., & Zhou, D. (2020). Organizational commitment influences on the relationship
between transactional and laisse-faire leadership styles
Journal of Psychology 30(1), 30-36.
Hur, M. H. (2008). Exploring Differences in Leadership Styles: A Study of Manager Tasks,
Follower Characteristics, and Task Environments in Korean Human Service
Organizations.
National Association of Social Workers. (2021). Code of ethics of the National Association of
Social Workers.
Nielsen, M. B., Skogstad, A., Matthiesen, S. B., Glaso, L., Aasland, and M. S, Notelaers, G. and
Einarsen, S. (2009), “Prevalence of workplace bullying”, Journal of Work and
Organizational Psychology, Vol. 18, pp. 81- 101
Northouse, P. G. (2015). Leadership: Theory and practice (6th ed.). Los Angeles: Sage
Publications.
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