My Relationship With Employee Orientation

My personal leadership philosophy is simple, lead by example and be authentic in everything you do. I always model the way with my staff. I make sure that if I request for them to be at work on time, I am on time. I make sure that if I set an appointment or promise something, I honor it. This is the only way to build rapport and gain respect from my team. I have learned through trials and tribulations that subordinates are always watching, even when we think they aren’t. Visibly spending time on what’s important shows that you’re putting your money where your mouth is (Kouzes & Posner, 2012). I take time with my staff to ensure they see that I value a good work ethic.

I am excellent at relating to people and understanding why individuals make certain decisions. My ability to acknowledge and validate the emotions and actions of others has allowed me to create a positive repertoire not only in leadership positions, but also in daily situations. The key to my leadership style is close relationships with those I’m leading, which I usually create through frequent conversations or individual meetings. I believe that leadership is not a competitive ladder where I am above others, but instead a connective web in which I am the center of those I oversee. I have learned to be straight-forward and firm in setting rules and standards, while also being compassionate and understanding to individual

“[…] servant leaders place higher emphasis on [employee] well-being than relational leaders, sometimes at the expense of profits” (Marquis 2014). Relational leadership can be described as goal driven by team performance as opposed to individual success. The best interest of the employee is not considered in relational leadership. The bottom line, which is typically financial, is the only concern.

The impact from learning about interpersonal skills and leadership has engaged my citizenship at work and in my personal life as well. Leaders must have a solid understanding of how their emotions and actions affect the people around them, especially with the many challenges and opportunities that arise when working with others (Philips, 2012). The better a person relates and works with people the more successful he or she will be. The characteristics

Bjugstad, K., Thach, E. C., Thompson, K. J., & Morris, A. (2006). A fresh look at followership: A model for matching followership and leadership styles. Journal of Behavioral & Applied Management, 7(3), 304–319 .

In my opinion, a leader should be seen as the standard bearer. As such, while I fully acknowledge that I am far from perfect, my subordinates can expect me to set a positive example to the best of my ability at all times. I don’t know everything, or have all the answers, and I will communicate my deficiencies clearly as the need presents itself and never deliver uncertain information in a way that can be construed as factual. I will clearly communicate with my subordinates all the information and instructions they need to accomplish their tasks. I will refrain from asking my subordinates to do anything I have not done or would not do. Lastly, subordinates can expect me to be fair and impartial in all aspects of my leadership. All my subordinates can expect our relationship to begin with a blank slate. My trust will be given freely, despite an individual’s past, until a subordinate personally demonstrates to me that they are unworthy of

After reviewing the Relational Leadership Model, I knew right away that I felt most confident with the inclusive part of the model. I thought this was interesting because “empathy” was one of my top strengths is the survey we took last week. I think being empathetic and being inclusive connect because they both mean valuing other people’s thoughts. The reason why I feel most comfortable with the inclusive section of the model is because I feel that being open to different values and opinions is just a way of life for me. I could never imagine myself shutting down someone because I disagreed with their opinion. In fact, I think it is important to understand people with opposite beliefs because it allows me to understand the roots of their thought process and strengthens my own way of thinking. I know that keeping an open mind to new perspectives and ideas can only broaden my way of thinking and allow me to engage in learning new information even if I do not necessarily believe in it.

My leadership style is reflective of my military experience. I believe that in order to be an effective leader you should be respected by your subordinates as well as your supervisors. Subordinates, in turn tend to respect you if you take enough interest in what they do outside as well as inside the work environment, which builds morale thus creating a better work environment. Management understands this and promotes it, which decreases absenteeism and increases productivity.

According to Cook (2009), a leader must demonstrate the four crucial EQ concepts; self-aware, self-management, awareness of others, and relating to others (p. 71), and being conscientious of their body language, tone of voice, and the words used (p. 74). The author further explains by applying the push and pull method, a leader has the foundation and capabilities of becoming a good leader (p. 75). Most leaders might think about the words they are going to say to a co-worker, so they can influence them in the direction they want them to go. However, many leaders do not pay much attention to their body language and when the two are not sending the same message it will cause a conflict in the received message. Applying the traits and behavior

While in the workplace you will encounter different personalities, followers and leaders. Both of these are vital to working and both are equally as important. A good follower is someone who shows support towards the leader, challenges constructively the leader or group’s behaviors or policies is they threaten the common purpose, and takes a moral stand when warranted to prevent ethical abuses. Followers also play a key role in critical thinking as they are termed the best critical thinkers in a group. Being a follower requires a commitment to the group to contribute within a collaborative environment. A leader, however, is a person that was a great follower for a very long period of time. Through following they have learned how to be friendly, learn social skills, and how to handle tasks and emotions. One vital trait that a leader must possess it trust. If a follower trusts a leader, then the trust within the group will increase. Teamwork chemistry will rise and this will, in the end, create a more efficient product. For a technologist, enforcing ALARA, demonstrating honesty and integrity, ultimately enhance patient care and express leadership qualities.

From the learning that I learned from the relational leadership class. Many academicians describe about many theories of leaderships, such as a leader who can lead people must born to be or a leader can develop and learn how to be a leader. However, a good leader has to have abilities to perform his or her position. Especially, the leader must have the human skills which have abilities to communicate and to get along with other people. When people communicate and misunderstand each other, it will be make a conflict within a team. The conflicts can affect to employee’s performance and employees’ satisfaction with their jobs. McKee & Massimilian explained that “Resonant Leaders are in tune with the people around them. They know and can

My leadership behavior is relationship-oriented. I believe that finding meaning in the moment is more important than

Build effective human relations- leadership requires leaders to have the ability to understand working of individuals’ interaction and relationships within the workplace. For instance, leaders should get to know their staff well, what makes him or her tick, what inspires her to do more (Gaiter, 2013).

I think that success can be achieved when there are not individualities, and ambition in the bad way. It also helps me to have a good leader-follower relationship. In addition, I like to treat every member of the team equally, since sometimes, when showing favoritism towards some people, it most likely to cause conflict within the team. Honesty and integrity are the most important values for me. It is essential to me to be able to trust in my team, and that my team can look up to me as a reliable leader. Finally, as a follower or leader, I like to follow the rules. Violating the rules can cause failure within the team; on the other hand, sometimes it is necessary to have a degree of flexibility when taking decisions, since some situations are complex.

Some of those characteristics affect the fundamental approaches when leadership interaction efforts encourage motivation, critical thinking abilities and the social constructions of a follower’s behavior. The second article reflects study that “examined the impact of three aspects of leaders’ character (integrity, humility and forgiveness, and interest and gratitude) on followers’ perceptions of the leader’s worthiness of being followed, followers’ organizational citizenship behavior (OCB), and followers’ voice behavior” (Liborius, 2014). Followership is a straightforward concept, and the article explains that followers learn how about ethical context. Since followership is the ability to take direction well, support, collaborate and to be part of a team, and perform as expected; it is determined that character matters. “Leaders behaviors influence subordinates’ perceptions of trust, their willingness to accept influence, and their desire to contribute to a team process” (Liborius, 2014). How well the followers contribute is probably just as important to the organization’s success as how well the leaders give directives, engage to build bonds and inspire. If leaders embrace teamwork and followership successfully achieve the goal, all will understand the interdependencies and impact of their efforts and will continue to work to coordinate with other parts of the