Acting Like An Adult For The Workplace Means You Approach Your Work Responsibilities

An authoritative leader addresses the end but generally gives workers freedom to innovate, experiment and take risks. The authoritative style works best for organizations that are off track, it helps in creating a new course and fresh long-term vision. The affiliative style strives to keep employees happy to create harmony among. The style has a positive effect on communication. People who like one another a lot talk lot. They share ideas, inspirations leading to flexibility, innovation and risk taking. This style should only be employed when trying to build team harmony. The democratic style allows leaders to build consensus through participation. By spending time getting people’s ideas, a leader is able to build trust, respect and commitment. This style works best when a leader is uncertain about best direction however, it does not make sense if employees are not competent. Pacesetting is a leadership style that expects excellence and self-direction. The leader is obsessive about doing things better and faster, and expects the same of everyone around

There are times where I feel the need to dominate and lead the way such as when working with my dad in his apartment management company. I observe him overruling his tenants and exerting his power to put people in their place and follow the complex rules and regulations, and have somehow manifested those qualities into myself, like in example, if I am at work and he is not there then I do find myself to be quite dominating and exerting my power to get tenants to do what there suppose to do or pay their rent. I also find myself being dominating to people I know are weaker than me or just shy and not outspoken about their feelings. The other style that I was tied with is the conventional scale which measures my tendency to act in a conforming way. These tendencies are characterized by perceiving rules as a source of comfort and security. There is also a preference for staying unseen and unnoticed and a tendency to cover up my mistakes. There is also preoccupation with appearing to be average and just like everyone else. Additionally there is a reduction in originality which is very true for my behavior. These characteristics are also a bit contrary to my power and authoritarian style but somehow I find myself being shy as well as authoritarian in certain situations. I would have to say however that the conventional characteristic is one that I might have to disagree with because

Authoritarian submission: A high level of respect and submission to perceived legitimate authority figures or establishments. Authoritarian aggression: Aggressiveness directed against targets identified by the established authorities. Conventionalism: The aversion to new ideas with a preference towards social norms which should be adhered to by all of the individual’s society (Bobbio et al 2007).

The leader behavior approach is the focus of what people do as a leader or leadership style rather than the characteristics leaders inherit as a leader. It is the assumption that the actions of a person opposed to their innate mental state. Because leaders can learn through teaching and observation; specific behaviors are the focus of a leader. An important study of this theory was conducted by the Ohio State University, and the purpose was to identify common leadership behaviors. The study and research uncovered that there are two linked groups of behavior.

-Propriety and behaviour: in your professional working capacity, you should always ensure that you act in a professional manner at all times. When working with children, we’re required to behave appropriately and make sure that children and young people also understand what is expected of them. Adults are role models who are required to set an example through our own behaviour and our interactions with others.

Ultimately these factors would result in my behaviour being that of an affiliative and democratic style of leadership. It is also possible that a coaching style my also become apparent, where the factor is that of a personal situation.

Furthermore, there are different theories which give insights about why some leaders lead the way they do. One of these theories is the behavioral theory, it emphasized on what leaders do and their leadership styles. The behavioral theory explains three different types of leadership styles namely: autocratic, democratic, and laissez-faire. An autocratic leader makes plans, gives direction on how to execute them, and makes decisions for the group. These type of leaders are highly power control. They give little or no freedom to the members. Whatever they say is final. On the other hand, democratic leaders allow members to participate in the decision making. They seek opinions of the members. On the other hand, laissez-faire leaders allow members to do whatever they like. This type of leaders does very little planning or decision making thus fail to encourage others to do it (Weiss and Tappen, 2015 p.

Adults are unique in many ways. Every person is an entity having their own identity, thought process, and way they see things. We all have different morals and

To ‘investigate this question we will first discuss, in a theoretical section, the terms “authoritarian personality” and “authoritarianism”, then have a look at the evolution in methods to measure them, with different scales and studies. Secondly, we will discuss the difference between personality and behavior. Then

The role of the follower and the quality of the relationship itself are informally negotiated between followers and their leaders over time (Gils, Quaquebeke, & Knippenberg, 2009). Based on the LMX theory, leaders build a special relationship with an inner circle, or “in-group”, of followers, who often get high levels of responsibility and access to resources. The in-group members work harder and are more committed to task objectives. They are also expected to be totally committed and loyal to their leader. Conversely, other followers fall in the “out-group" and are given low levels of choice or influence. Aggression, sarcasm and a self-centered view are qualities seen in the out-group. The quality of the LMX relationship varies and is better when the challenge of the job is extremely high or extremely low (Graen et al., 1982).

showed that two main behaviors, consideration and initiating structure. Consideration is how the leader shows concern for members of the group. These leaders treated everyone as his/her equal and were friendly and approachable. Initiation structure means the leader

The styles today are less authoritative and more on trying to get feedback from co-workers. This change is driven by today’s individuals that want to be treated with respect and empowered to be self-driven. Today’s business environment requires managers to constantly evaluate his or her leadership style to maintain the so called competitive edge. Leadership moves through many power roles and how power vs. soft power that relates to managers as they manage people. The types of leaders are described with characteristics, as it relates to each individual. The characteristics styles that leaders show

What does it mean to be an adult? Does accountability make a person an adult? Does learning and improving on past experiences make someone an adult? Will caring for one’s self make somebody an adult? These are all small pieces to the puzzle but there is more to an adult then being a self-reliant, hardworking individual that pays their bills on time. In my opinion, you can be sixteen years old and be classified as an adult or twenty eight years old and not be an adult. Being an adult means that you are responsible, mature, and independent.

The maturity level for adults is measured in a different way than it is for children. A mature adult makes decisions based on what the right thing to do is. Mature elders show a genuine care for others, go out of their way to help them, are less reckless, and have a better sense of reality. In short, mature adults think about how they can help the world around them.

* A direct and participative communication and meeting style is common, control is disliked and leadership is challenged to show expertise and best accepted when it’s based on it.