Psy 435 Week 5 Team Assignmet

The next big era of leadership theories was the Rational Management era. When the previous era failed to determine exact traits that could consistently be identified in great leaders, a shift occurred to begin looking at how these leaders behaved, and what made them into great leaders, rather than who they were in a specific sense. This was a major shift from thinking that people were born leaders, to now considering that perhaps leaders could be made, or trained to become leaders. The first of these theories, beginning in the early 1950’s, were the behavior theories. The focus of these theories was to study what these leaders do, and

A1. Leadership Style Upon conducting research, it is clear that the definition of “leadership” is not agreed upon. It is fluid, based upon many perceptions, situations, and surroundings. According to Robinson (2010), adopting a specific style of leadership is rather futile as it is, “contingent on the personal traits of the leader, the people being led, and the nature of the activity.” Tools are available to help guide potential leaders in determining a preferred style of leadership. For example, utilizing the “Leadership Self-Assessment

Dad would like for him to continue to make academic progress. Mom would like for him to get more help with reading and math since he continues to struggle in both areas.

Which lends to another reason that I can relate to the statement I just presented, in that I’m a kind of person who tends to keep the words of certain emotions I give off to others just by them personally knowing me, and what I can thinking of just by looking at me, but also one that gives to others without them asking for anything in return. For example, I would be the kind of person who would give someone a gift of some sort that would cost a bit of money, and that when it comes to a time when they’re about to return the favor, I would tell them that they wouldn’t have to do so. Another situation that can be somewhat similar to the one previously mentioned is that when it comes to things that have multiple things, such as a bottle of soda,

Leadership is in many ways a responsibility, whether it’s an appointed job as a leader or a role you find yourself in unexpectedly you must perform adequately not just to accomplish the given task but to also have those following you achieve a given goal. Some are natural born leaders, taking responsibilities for self, never pointing fingers and possessing the ability to find solutions to the obstacles that arise. Others can learn how to lead and achieve the same results. In the medical field, when we look to our leaders it is so that they can lead us to be able to provide and deliver safe quality

According to Dubrin (2013, p. 108) consideration and initiating structure are significant leadership behaviours. A leader with high

Once again, goal-oriented behavior should be applied. This method will help motivate the workers, which will be beneficial for both individuals as well as the company. Also, connecting workers inside groups will help increase performance and as a result motivation. Since the current environment is a Theory X one, workers are in a controlled environment, with a highly structured system. This, according to the theory of interpersonal competence, is causing individuals to maintain only superficial relationships, and as a result not fulfilling their self-esteem and social needs. If management is encouraged to promote group work, workers will have to interact

The trait leadership theory focuses on the individual leader’s personal characteristics as the basis of its investigations. It is one of the earliest leadership theories upon whose tenets many researches on leadership have been done. Although it is not very coherent, its heuristic nature has contributed to its significance in leadership research. Zaccaro and Klimoski (2002) define traits of reference to leadership as the stable personality characteristics, which result in a consistent leadership performance pattern, given different scenarios and groups. They include individual personalities, temperament, rationale, prowess, as well as cognitive abilities. Initially, the theory explored both physical and psychological characteristics that tell apart leaders from non-leaders.

The purpose of this paper is to reflect and make an analysis of the general strengths and weaknesses of a leader, provide recommendations, thoughts of overall performance to improve on this person’s leadership style in which practices and theories were utilized most effectively. Upon such, draw conclusions and provide an integration of this leadership practice into my own leadership practice. The accomplishment of this will be achieved by identifying several key practices from published documents surrounding and encompassing the leader, and comparing them to known relative concepts for a holistic view of the approach.

They pay attention to the needs of their subordinates and strive to satisfy those needs (Powell, 1990). They seek to develop the ability of their followers and build their self-confidence (Powell, 1990). They create comfortable, friendly organization atmosphere and make their staff feel at ease. This type of leadership normally resulted in higher employee satisfaction and fewer personnel problems in most of the situations and context. People-oriented leadership is totally focused on organizing, supporting, and developing the people on their teams. This is a participatory style and tends to encourage good teamwork and creative collaboration. People-oriented leaders treat everyone on the team equally. They're friendly and approachable, they pay attention to the welfare of everyone in the group, and they make themselves available whenever team members need help or advice.

Two large studies found that two types of leader behaviors were important concepts in leadership skills. While the two separate studies used different terms, they can be thought of as concern for people and concern for tasks. The study at Ohio State University identified these two behaviors: Consideration relationship behaviors, such as respect and trust concern for people. Initiating Structure task behaviors, such as organizing, scheduling and seeing that work is completed concern for tasks. The study at the University of Michigan identified these two behaviors (Joyce, 2012).

The people oriented leader is type of leadership in which leader focuses on effectiveness and efficiency, supports, trains and develops his personnel so that it could satisfy himself and also interest is maintained in the job.it also energizes employees”() This leadership is like democratic leadership because staff feels meaningful as they have rights to participate in decision making process which makes job satisfactory levels rise of the employees. The people oriented leader always encourages feedback and ideas of employees which creates good atmosphere at work place as good understanding and enjoy some good fresh ideas for improvement.as being people oriented leader have some more positive impacts staff is always loyal and honest to the organization. This leaders knows how to accomplish the task in time in the organization where they work.

major problem leadership research and has been lack of agreement about which theory behavior categories are relevant and meaningful. It is difficult to integrate findings from five decades of research unless the many diverse leadership behaviors can be integrated in a parsimonious and meaningful conceptual An emerging solution is a framework. hierarchical taxonomy with three metacategories (task, relations, and change behavior). Confirmatory factor analysis of a behavior

Leadership has been a topic that has been researched for a long time in many disciplines. Leadership as a personality focuses on the characteristics of an individual that gives them power to act as leaders. There is leadership as an attribution this approach views leadership as phenomenon that causes group of followers to have outcomes.(Wu et al, 2010, 90).Researchers have used the following approaches to study leadership; they are mainly trait, behavior, power influence, situation and integrative approaches. Trait approaches focuses on the characteristics, values, skill and personality of leaders. Behavior approaches is focused on the leaders behaviors, differentiating between the behavior of ineffective and effective leaders. Integrative approach combines all the approaches to have a holistic picture of the process, outcomes and determinants of leadership. The approach that this paper uses is situational approach that is not leader centered but more on the significance of the context as an influence of leadership. Leaders should be able to choose the leadership quality appropriate to a particular situation.

People-oriented (Consideration)- when a leader shows concerns for the welfare of the members of the group