A Leadership Position At The Accounting Department

Both assessments were accurate in the description of my strengths and leadership style. The test results offered me tools to reinforce the strong aspects of my style without negative feedback. I will use the positive results of both assessments to align my job and goals with my natural talents. Sharing this plan with those around me will help me develop their strengths and lead to a more positive and productive environment (Rath, 2007).

There are many ways to define leadership, but perhaps the most laconic as well as accurate definition is presented in Peter G. Northouse's Leadership: Theory and Practice book (Northouse, 2013, p.5): "Leadership is a process whereby an individual influences a group of individuals to achieve a common goal". Individuals, engaged in leadership, use influence to solve challenges, which the groups under their leadership face, in order to succeed in their common goals.

20. Reflect on the self-assessment you just completed. In what area (awareness, understanding, skills, commitment) do you need the most improvement? What is one specific thing you can do now to improve? Page 227

e). Use an appropriate assessment tool - These are tools set in place including questions

4. What did you learn about yourself from the Assessment? (What were your major strengths and weaknesses? How do you react to these results? How can you build on strengths and minimize or eliminate weaknesses?)

An acceptable leader will help motivate the advisers to want to access and meet this goal. This entails the lead of management, which “involves the manager’s efforts to activate high achievement by each employee”. In A company, administering account achievement evaluations on advisers or employees helps each manager by pointing out employees’ strengths, weaknesses, and areas of improvements to accredit that agent to grow to be more successful. This supports the conception and aliment of an advantageous organizational culture within the company. This way the advisers or employees can see where they are and what area they need to change to be affective in the organization’s goal.

Specify two (2) ways that you would measure whether current employees exhibit the key job performance behaviors. Propose two (2) methods that you could use to inform employees of the new performance standards.

4. How do you think attitude assessment does or should impact on an organisation’s performance evaluations, its recruitment and selection processes and on any training programs that might be implemented?

Describe at least two (2) career options someone with an accounting education can pursue. Be sure to reference sources such as the Bureau of Labor Statistics and the American Institute of Certified Public Accountants.

Describe how you might go about determining scores for applicants’ responses to (a) interview questions, (b) letters of recommendation, and (c) questions about previous work experience.

4) Summarize the key points of Chapters 3, 4, & 5 (McHale). What did you learn that you will use as an employee and/or as an employer?

During this past week, I completed my leadership traits assessment and tallied the results from my friends and coworkers. This process was interesting because it has been several years since I have completed an activity like this one. My results were as follows, I received my highest ratings in being persistent, determined, trustworthy, dependable, friendly, diligent, and conscientious. On the other hand, my lowest scores are in self-confident, self-assured, and perceptive. These results were not surprising to me because they are developmental opportunities that I have been working to overcome. It was good to see that what my results are consistent with what I already knew.

I scored an eighty-seven (87) on the How Good Are Your Leadership Skills? Self-assessment quiz, which rated my skills as excellent. This score was not surprising to me because I’ve worked hard to become the best leader possible, and leading people is something I enjoy. Motivating people to achieve or surpass a particular goal is rewarding to me.

The results of the self-assessments are not consistent. According to the Authentic Leadership Self-Assessment, I rated low on self-awareness. This is due to my inability to recognize my strengths and weaknesses. I did, however, rate high on internalized moral perspective, balanced processing, and relational transparency. Next, the LMX 7 Questionnaire, I rated high. This questionnaire was given to my supervisor and one of my followers. The results of my Path-Goal Leadership Questionnaire, I rated average in all leadership styles. I rated highest in the directive style. The Skills Inventory Assessment resulted in a high score in technical and human skills, and moderate in conceptual skills. Having a moderate score in conceptual skills results in my inability to see the goals of the organization. I should familiarize myself with the organizations aims and objectives and align my goals with theirs. Furthermore, the Leadership Trait Questionnaire scores averaged between a 3 and 4, the highest scores being in dependability and friendly.

I also believe that an effective leader plays a significant role in promoting and molding individuals’ readiness as it relates to motivation and commitment. As such, I developed my leadership assessment with these points in mind. The assessment focuses on 14 attributes that I believe are important not only for a leader to be successful within the parameters of the SLT, but for most any leadership model adopted by a successful leader in the modern business environment. The assessment was completed by Bobby, my manager of nearly six years, and by Katrina, my highest-ranking direct report of nearly four years. Each was asked to assign a candid rating to each attribute using a one-to-ten (worst-to-best) scale as well as to make notes or offer any suggestions so that I may incorporate it into my leadership style in an effort to improve the areas of weakness and become a better leader. In addition, I did a self-assessment using the same criteria. It should be noted that while Bobby offered both a ranking and narrative feedback, Katrina completed the assessment using the numerical ranking only. The results were consistent in some areas and mixed in others, but revealed some valuable information that I can use not only within the context of this course, but also as my career is better defined over time.