Leadership And The Non Verbal Communication Styles

Komaki, J. L., & Citera, M. (1990). Beyond effective supervision: Identifying key interactions between superior and subordinate. Leadership Quarterly, 1(2), 91-105.

This Leadership and Communication Inventory is an analysis I prepared as a follow-up to the Everest simulation from our week 1 class. I will examine the interactions and provide an analysis of the behavior styles from my perspective. In order to protect my teammates’ privacy, I will match the analysis with the simulation’s role, not the name of the team member. Structurally, I will provide the analysis in order from the most distinguishable behavior style to the most difficult to discern. Analysis of my performance as a team leader will be the last one.

I, as a leader have to be able to not only set an example for others to follow but also keep my team focused on the endgame of any task we are assigned to accomplish. My ability to show dedication to the mission as well as support the decisions of my leadership will provide a foundation for my team to build upon. My subordinates deserve to have a leader that is willing and able to perform any and all tasks that may be assigned to them. This means being in the trenches with them and showing them how to perform and complete a task, instead of telling them. I have seen that those under me respond better and are more willing to perform when they have seen my willingness to humble myself to their level and work with them instead of over them. A good leader will always remember where they come from and not look down on those under their

Your subordinates are not just engineers, scientists, administrators, clerks, and programmers they're people, first and foremost. People with families and friends, likes and dislikes. People with feelings. Respect them as people and you'll get their respect and loyalty in return. But treat them coldly and impersonally and they will lose motivation to perform for you.

Supervisors need to be good communicators. Employees and bosses alike depend on the supervisors to keep them informed of what is happening. (Certo, 2013, p. 18)

‘Everest’ is a virtual simulation developed by Harvard Business School which enables individuals to realistically experience and learn about the difficulties of overcoming challenging obstacles within a team dynamic. This simulation is a significant aspect of the course MGMT1001 – Managing Organisations and People, where students were randomly selected into groups of five or six in order to undertake two attempts of the Everest Simulation. As groups were constantly confronted with a variety of challenges that required individuals to work collectively as a cohesive unit, both ‘climbs’ enabled students to realistically experience the dynamics of an organized team, and the challenges which it may face. This report serves as an individual reflection on the Everest Simulation experience, while also critically analyzing the concept of communication and leadership. This reflection highlights how effective communication and an appropriate leadership style can not only significantly influence the outcome of the task, but also alter team dynamics and methods of overcoming challenges. The relatively similar results of the two climbs remain consistent with and support the concepts explored.

Although Porter is a leader, he does not seem to have the motivation to be a good leader. Leadership is about influencing people to achieve a goal. According to Northouse (2013), leadership “is a process whereby an individual influences a group of individuals to achieve a common goal” (p. 5). A leadership style is a behavioral pattern for tasks and relationships that can be classified into the categories of directing, coaching, supporting, and delegating. Northouse (2013) indicates “leadership consists of a behavior pattern of a person who attempts to influence others includes directive (task) and supportive (relationship) behaviors” (p. 101). A leadership style for direct communication is a phrase to do what I tell you to win the game.

Despite the fact that communication is very much a part of our everyday lives, it is not always easy. For a number of reasons young people, mostly teenagers, can experience challenges in their communication with peers, parents, teachers and other important people in their lives. Sometimes, just talking through communication problems is very valuable and can benefit you in determining how to make some positive changes. At other times, you might need to do some work on altering the way you communicate by determining different ways to give messages to others, whether it is face-to-face, on the phone, through email, or by text.

According to Hackman and Johnson, (2013) “Leadership is human (symbolic) communication that modifies the attitudes and behaviors of others to meet shared group goals and needs.” In my life I have had two careers, first I was a waitress and had a boss named Sandra’s, and the last job I was a para-educator with two different classrooms and teachers who were in charge of me. My experiences with each leader was very different based on the way each of them communicated. Leaders can have contrasting styles of leadership communication including authoritarian, democratic, and laissez-faire (Hackman, & Johnson, 2013).

In regards to this module, Full Range Leadership and an understanding of your peoples’ strengths, weaknesses, and preferences allow a supervisor to tailor the encouragement emphasizing key aspects the junior will while continuing to develop. Individualized consideration allows a supervisor to further value and understand the subordinate’s needs personally and professionally which optimizes the chance of selecting the “right” assignment or opportunity. Further reflecting on the traits learned through self-awareness further aids me in articulating an optimistic vision of the subordinate’s future through retraining or special duty assignments.

Employees can experience an increase in morale , productivity and commitment if they are able to communicate up and down the communication chain in an organisation.

Starbucks is committed to displaying leadership, power, and motivation within its organization. Howard Schultz the owner of Starbucks has worked hard to develop a beneficial program that would draw top people who were eager to work for Starbucks while displaying an act of commitment to excellence. This analysis will explain how different leadership styles would affect group communication in your chosen organization; analyze the different sources of power found in the organization and how might the different sources of power affect group and organization communication, identify the motivational theories that would be effective within that culture, evaluate the role of communication as an

The fourth subject is the leadership style. As of right now the company is an autocratic style. This means that there is less communication involved. “In an autocratic leadership style, the person in charge has total authority and control over decision making.” (Leadership Toolbox)

In regards to the quality of supervision, which is one of the five facets of job

Abstract: The objectives of this paper is to: (I) examine the underlying issues of poor performers in organizations and to better understand the causal relationship between leadership style and subordinate performance; (ii) to explore the perceptions of how bosses and subordinates mutually influence each other 's behavior; and (iii) it is intended to heighten the readers’ awareness on some of the issues and problems that can cause poor performance. The