Self Assessment of Leaders

Assess own ability to apply different leadership styles in a range of situations Assess own ability to communicate the organisation’s values and goals to staff in own area Assess own ability to motivate

Organization is a very diverse and rich place where in different types of personality come in contact. They come from different family background, beliefs, upbringing, attitude etc and other factor that affect the personality. Sometimes conflict arises due to individual differences thus this result to the study of human behavior in organization to better understand each member of organization what contributes to their behavior, how can their attitude/ behavior affects performance and productivity that contribute to the organization as a whole.

Throughout the entire course of this class, I have been asked to fill out different self-assessments related to whatever topic or approach to leadership Peter Northouse (2013) was discussing in his book Leadership Theory and Practice. Each one of these self-assessments were intended to help me in discovering who I was as a person and a leader. Some of the leadership self-assessments included the Least Preferred Coworker Measure from the Contingency Theory chapter, the Leader-Member Exchange Questionnaire from the Leader-Member Exchange Theory chapter, and the Servant Leadership Questionnaire from the chapter that discussed Servant Leadership. Many of these questionnaires I found to be very effective in helping me discover more about my personality traits and leadership style.

Assessment tools can be a good start for individuals to assess their leadership characteristics and skills, such as Grossman and Valiga’s Leadership Characteristcs and Skills

The “new” leadership driver self-assessment tool was mostly accurate in evaluating my leadership style. I found that the overall scores in the four categories reflected my strengths. The tool also pinpointed specific points regarding my leadership abilities.

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.

Organisational Behaviour (OB) is the study of human behaviour in an organisation. It is a multidisciplinary field devoted to the understanding individual and group behaviour, interpersonal processes and organisational dynamics. OB is important to all management functions, roles and skills. Since organisations are built up levels - individual, group and an organizational system as a whole, it is important for managers to understand human behaviour in order to meet the organizations overall goals. I found several key learning areas that are meaningful, interesting and relevant to my work over the course of studying this unit. These key learning areas have not only expanded and improved my view of organisational behaviour but they also have

OB would help them predict employees behaviour and especially avoid deviant and unproductive behaviour. The study of organisational behaviour helps a managers understand employee psychology and identify their needs regarding their work. By doing this managers can bring in motivated behaviour in employees which increases productivity, successfully achieving organisational goals at the same time increasing job satisfaction among staff. OB focuses on functions that are important to an organisation like effective communication, personality and perception. These elements are built around each other. OB identifies that each employee comes with his or her own personality and the management has to carefully communicate with them in order to avoid forming the wrong perception about itself in the employees mind. In the current world for an organisation to maintain its identity apart from its organisational achievements it should be able to communicate its values to its employees and the

For any leader to continually improve and therefore stay relevant and competent in their roles, they must attain a level of courage to seek and actively use feedback. Often the most difficult tasks for leaders is to have the courage to conflict their weaknesses through self-evaluation and self-assessment (Baldoni, 2009). This can be particularly difficult and challenging for new manager and leaders who have recently ascended into positions of authority. The humility and focus on improvement however can set a leader's career on a very strong and sure trajectory to continual improvement. This is the first and most significant

Nowadays, in organizations, managers have to perform many roles. On one hand, they must be adept regarding information systems, economics and finance; on the other hand, they must have complete knowledge about on organizational psychology and behavior. Clearly, they must understand people’s thinking and causes of their thinking. Although to understand all these responsibilities is essential for managers, however, the human resource department has greater responsibility to make sure that selected managers have comprehensive understanding of organizational psychology and behavior.

1. THE BENEFITS OF SELF EVALUATION / SELF AWARENESS AS IT RELATES TO LEADERS IN TODAY’S ORGANIZATIONS

The exploration of the theories, research and practices that allow a better understanding of human behavior in organizations. Topics include motivation and

The learning and implementation of organizational behavior is one of the most substantial fundamentals in the

In sum, it’s the study of what people do and how their behavior affects the organizations’ performance. This includes: leader behavior, communication, group structure, learning, attitude development, conflict, work design and work stress.

Job performance is a multi dimensional construct which indicates how well employees perform their assigned duties and the way in which they undertake them (Boshoff & Arnolds, 1995). The link between personality and job performance has been a large and ongoing research topic in industrial psychology over the past century. The first phase of research