Predominant Leadership Style I am currently working in Case Management with TANF recipients in the state of Tennessee. My position is not a leadership role, but I do provide guidance to our population. I do have some experience in a leadership role. I was a team leader in a previous position in a customer service call center. The team consisted of a manager, two supervisors and 1 team lead. The manager was adamant about the management group acknowledging staff input when goals, metrics and some of the company decisions were to be made. During the predominant leadership role research, I have determined that I have a participative leadership personality. I have a sharing or open to suggestions attitude. I feel like working in this type of environment, enhanced the participative personality. A participative leadership style is an organization’s consensus aspect to meet goals (Salahuddin, 2010, p. 2). Participative leadership is a type of management that allows staff members to provide recommendations and input on decision making. It was imperative to me that management be aware of the strengths and weakness of the employees that they manage. When taking into the consideration of staff members, the input …show more content…
Brody & Nair (2014) states that “leaders have flaws and some leaders have more flaws than others” (p.7). Initially when I read all of the flawed or challenges in management, I didn’t know see one that would fit me specifically. I think I can relate more to the charmer. I would consider say that this could fit into more of a people-pleaser. In my team lead role, I was excited to get the input of the other employees but I also worked real hard to get those suggestions implemented. I was fighting for the team because I had been in their position at one time. The staff all liked me and anticipated me getting their request met. Having the staff to like you and appreciate you, can be a double edge
A participative leader consults with followers, obtains their ideas and opinions, and integrates their suggestions into the decisions about how the group or organization will proceed” (Northouse, 2016, p.118). As a participative leader, Vida often consults with her staff, obtains their ideas and opinions, and is open minded to their suggestions. For example letting us have flexible hours, because most of us were taking other classes, getting our ideas for recording sessions, and even choosing what snacks we wanted to have available at the
If the inputs are seen as used, employees are likely to feel as though they had a positive impact; if the inputs are consistently rejected, employees are likely to feel that their time has been wasted. Participative leaders clearly decentralize authority. Participative decisions are not unilateral, as with the autocrat, because they use
My impression of leadership is the ability to motivate, inspire, set a visualization, connect, and lead by example. To become a successful leader you have to be able to convince your followers that you are trustworthy of being followed. During this semester, we have learned many, if not all of the major leadership theories and how they play a role in our everyday lives. But personally, a few of these leadership models caught me and intrigued me the whole semester so much that this paper is going to predominately be referenced about them. For example, the proposed framework that organizes leadership theories based on each theory 's focus and approach. Focus is referred to as whether or not leadership is viewed as a set of traits or actions.
...s a charge nurse or nurse manager, I can directly lead the nursing staff and the entire unit to reach it’s potential. Though I know I will not be an expert from completing this analysis, I know that “student development toward true leadership expertise takes place over a long period and should not be expected during the first year or two of nursing school or nursing practice” (Yoder-Wise, 2014, p. 50). With this in mind, I plan to continue building on my leadership skills until I become a highly experienced, competent leader.
Based on the leadership survey, my leadership style is participative in nature. According to Huber (2014), this style of leadership is characteristic of a leader that takes part in completing the assigned task. When I
Halal and Brown (1981) write that participative management may not only increase productivity and decrease operating costs associated with low morale, it may enhance flexibility through lowering the decision making process to the operational level. This is because the operational level is where the actual work is completed. The manager or supervisor does not always have the best picture of how a process is completed, and they can get lost in the details. The operational level knows the details, thus to work together collaboratively is key. According to Mooney (n.d.) the participative leader empowers others. This is someone who is willing to share the spotlight by giving their employees the opportunity to make major decisions. They are also there to support these workers when they make mistakes and need help in solving problems. This leader invests much of their own success by placing it in the hands of those they
Contrary to popular belief, being an effective leader is an art that could be learned. From what the media has conditioned me to believe, I never thought that I was able to become a leader since I did not consider myself as being an assertive, charismatic, or a creative leader. Although there are people who encompass these qualities, depending on the environment and context of the situation, individuals who do not consider themselves as a traditional leader unknowingly carry leadership characteristics. From my experience, I have noticed that I can create a positive environment for everyone to work together during stressful times. The principles that I follow which influence my leadership activity are being emotionally intelligent, ethical and
Participative management is rooted in the human resource theoretical school. Using this type of model has a strong underpinning in utilizing people as a valuable resource. In fact many articles talk about the ability of peoples minds as the most important resource in today’s world. Most of the literature I reviewed seems to be asserting that this sharing of power within, and commitment to the product put out, is the only way to operate if organizations want to remain competitive. This organizational trend is definitely worker-friendly in its orientation and intended consequence.
Throughout my entire life I have been given many opportunities to experience what it is like to be a leader. I have experienced Participative Leadership the most through playing on a high school football team, at my previous job where I was the leader for my shift and being apart of groups in high school and college. Through all of these experiences despite many setbacks It has ultimately made me a better leader by: having more self confidence, learning from my mistakes and build to upon them, being more a more dependable leader, being fair to everyone not just individuals, and allowing the chance for everyone in the group/team to participate and voice their opinion rather than tuning them out. All though I have gained a lot skills, I still
There are a few different types of well known leadership styles, authoritarian, delegative, and democratic. To assess my leadership style I used two online tests to help me determine my style. I felt the results were accurate and I fall into a democratic style/participative style. If I am leading I prefer to include the group and get their feedback on solving issues. However, I still make the final decision after listening to the thoughts of the group on a particular topic. This is considered to be a positive style of leadership that is inspiring to the group involved. The leaders decision making tends to be more accurate due to the input of other experts. (Cite)
Throughout my life, I have been fortunate to have many opportunities to take on leadership roles, and to use these roles to influence others in very positive ways. After taking the leadership quizzes or survey, I was able to determine that my personal leadership style is Participative. Participative style is the leadership style where a leader gives team the opportunity to wholly take part in
A more consultative and participative style of management is encouraged by Theory Y. (Dixon 1998, P.64) Employees in this environment are assumed to be self-controlling and self-motivated. Managers most often will feel employees want to do well in on their job and will do their best. Managers in this setting also often have more trust between themselves and their employees and as a result there is less of a distinction between the superior and the subordinate. Employees in this environment often play a part in decision making.
Participative management encourages employees to highly participate in decision making, which helps the organizations in solving and analyzing problems. The employees are highly motivated to grow as individuals in an organization. Due the employees’ increase of responsibility, self-managed teams are formed. Not only does participative management involve employee decision-making, it also encourages upper management to consider the ideas of employees with courtesy and respect (McMillan and
So what does this definition mean to me? First, it means that leaders who embrace a participative leadership style, values and involves their entire team. Second, it means leaders work closely with their team members, focusing on building relationships and rapport. Lastly, it means that leaders allow their team to assist in the decision making process, accepting their input and allowing them to share their ideas. As a leader, I would incorporate this style of leadership when leading project teams because it creates a level of trust between a leader and its members. In addition, this leadership style creates motivation and empowerment. When team member’s skills are acknowledged and their opinions are being valued, they see how their contributions aid in completing the final project goal and take ownership. This type of leadership also provides higher levels of motivation and better strategies and solutions because a variety of people contribute with different perspectives and ideas. Although the team leader is required to give up some control, I believe that the motivational benefits of doing so are greater than with other leadership styles. According to Lam, Xu & Chan (2015), “many practicing managers acknowledge the potential motivational benefits of participative management practice, and value its performance implications” (p. 836). I would
Many people associate leadership with a specific job title or form of power within an organization. However, through personal experience, I have concluded that leadership can come in many forms and position as well as from multiple sources of roles and job titles both with and without power. Based on the definition of leadership, anyone can be considered a leader as long as they have the ability to influence people to achieve a particular result or goal which benefits the organization or group as a whole. Individuals with a secure sense of self and understanding, acceptance of diversity within an organization tend to be the strongest leaders that not only make others want to follow, but they also encourage other leaders to gravitate to their