The quality Alex exemplified was Democratic and Authoritarian Leadership. She gave orders and told us what she wanted each of us to do, but also took inputs, but in the end, I believe we gave less inputs and did what she instructed us to do.She told us what to do with the papers, Told us where to put them and how to put it. Handed out the materials such as tape. Told us where he thought we needed to add parts or take some out. Told us where she wanted the tape to be put. Overall I think she was a great leader and showed great command in the huddle. My reflection on her style was she did a very good job! She showed great passion and valued other people 's input. She did not make it seem like even though she was the Leader of the group she did …show more content…
I usually give them input on where I usually eat and they could try that place or just give them suggestions on what is the famous/ favorite thing people buy from. How this applies to me? Being an usher it’s my job to help fans find seats and keep them company. Answer all questions they have. Also in the end fans reach out to my managers via or call and leave positive feedback and input on my service if they choose to do …show more content…
Yes input, feedback is good, but you do not want to make the situation worse by taking someone 's advice and it is becoming a bigger mess. For example, in High School I was talking to this girl and i really liked her and she was going to go to my high school prom with me. Turns out it did not work out in the because her few friends convinced her to go with someone else rather than me. She listened to their input, feedback and took their word on why it was not a good choice to go with me and i ended up going
Leadership is not defined by position. Leadership is an extraordinary responsibility given only to those willing to exude selflessness, decisiveness, and wisdom. CSM William R. Hambrick, Jr is an accomplished leader that embodies the values, attributes, and competencies that I aspire to convey to my subordinates. The impact that CSM Hambrick has had on my career and leadership philosophy is immeasurable. His far-reaching legacy is one of confidence, sound judgment, and empathy.
Encarta Dictionary within Microsoft Word defines leadership as,” the ability to guide, direct, or influence people.” Expanding upon that definition, my personal definition is influencing people to follow to achieve a goal, regardless of how unpleasant. Leadership is not something that happens overnight, it needs to be cultivated over time. During that process, it is necessary to identify delinquencies and make adjustments. Reviewing the feedback provided by my LPI/360 assessment, the three areas identified I need to improve on are, praising people for a job well done, actively listening to diverse points of view, and becoming more visible within the workplace.
Loweistein, K. (1953). The Role Of Ideologies in Political Change. New York: International Social Science Bulletin.
In a seminal work, Adorno, Frenkel-Brunswik, Levinson, and Sanford (1950) coined the term authoritarian personality and stated that it was characterised by strong adherence to externally imposed conventional norms, as well as submission or obedience to the authorities that promote those norms. According to Adorno and colleagues, these behaviours are attempts to deal with various personal insecurities. Specifically, authoritar- ian individuals displace their own anxieties onto weak minority groups in their culture (e.g., ethnic and/or religious minorities) or onto people who deviate from social norms (e.g., homosexuals). Displacement is often accompanied by associated beliefs that are highly evaluative and rigid. Other characteristics of the authoritarian personality include a cynical view of mankind, cognitive and emotional inflexibility. A belief in the need for power and toughness, the tendency to act harshly towards nonconformists, opposition to subjective or imaginative tendencies, and an exaggerated concern with promiscuity. Adler (1965) re-examined the personality char- acteristics described by Adorno and colleagues and noted that the central trait of the authoritarian personality is the ‘‘will to power over others’’, which results in aggressive overcompensation for feelings of inferiority and insignificance. Contemporary research continues to rely on many of the conceptualisations and measures originated by Adorno and colleagues (Martin, 2001; Stone, Lederer, & Christie, 1993).
Mrs. Vietti was the perfect candidate to observe and interview because she is still a leader in the classroom as well as a leader in a formal position. The biggest point that we discussed about leadership was attitude. She feels that having a positive attitude is the best way to display leadership. Thought he reading did not mention attitude much, I believe that a positive attitude can help build a community, which is one of the characteristics of a servant leader. In the science department, we are trying to rebuild the community from disputes that happened over the course of the past couple years. While we all teach different contents of science at different levels, one of the most helpful qualities that help us work together are the positive attitudes that come from most educators in the department. During my evaluation, one of the strengths that were notes was my positive attitude even when things do not go quite right. My attitude and willingness to work with other to build a community is my strongest servant leadership characteristic. I enjoy having close relationships with coworkers and discussing different techniques used in the
Introduction Through identification and ongoing assessment of her leadership style and ability, this leader is able to develop and understand her own strengths and limitations in order to grow and develop into a more effective leader. The aim of this paper is to provide an overview of servant leadership, contingency, and path-goal styles of leadership to gain an understanding of current leadership models, identify this author’s style of leadership, and explore why leadership is important to organizations, society, and this author. A Personal Model of Leadership Servant leadership was a term that was first used by Keifner Greenleaf (1970) in his first essay, The Servant as Leader (as cited by Crippen, C., 2005). Greenleaf based his essay on his belief that a servant leader is a servant first, and explained that it would begin with the natural urge to serve and then the leader would make a conscious choice to become a leader, in doing so he makes the choice to ensure that others needs are met first (2005 ). As a servant leader develops he should always keep aware of those who he serves and strive to ensure that they are becoming healthier, wiser, freer, have an increase in autonomy, and become more like servants themselves (2005).
A characteristic of a person who tends to help facilitate people to achieve a certain task describes leadership. By motivating and directing individuals, a leader tends to have a major affect on a group of individuals. Leaders can be harsh and commanding, but they also can be accepting and encouraging. However, both styles of leadership have a major affect on the group of individuals and the nations they rule either positive or negative. For instance, an authoritarian leadership style is when one person rules an entire nation alone and decides what is good or bad for the country without any input from other executives. Authoritarian rulers tend to be harsh and commanding to the people because they are ruling an entire nation but there is only
). Burke et al (2006) suggested that transactional leadership, based on contingent rewards, can have a positive effect on followers' satisfaction and performance. However, a transactional leader focuses on management tasks, and will not identify shared values of a team. By contrast, transformational leaders inspire others with their vision and work together with their team to identify common values (Marquis and Huston 2009). The transactional approach is task-orientated and can be effective when meeting deadlines, or in emergencies such as when dealing with a cardiac arrest. This approach can lead to non-holistic patient care, because nurses focus on the task they need to complete, rather than the patient as a whole (Bach and Ellis 2011).
In my view, people employ certain traits that differentiate us from our neighbor next door, and leadership is no different. The test produced by the University of Kent in the United Kingdom (University of Kent, n.d.) has developed a process that I feel accurately defines what sort of leader you are based on 50 simple questions. I was not surprised by the results and found them to be quite accurate and expected. In this essay, I will explore why I feel the test is an accurate way to determine your leadership style due to my personal experience with
Over the course of my professional career in different organizations in the past three years, I have worked under many managers. This has been a learning curve for me to understand the different managing styles and leadership characteristics of people. One of the managers whom I worked under, was the lead in a government project which also happened to be my last project before I took a break for continuing my studies, is a person I admire till date. I learned several life lessons in addition to the technical subject associated with the industry. This paper demonstrates the leadership styles exhibited by my manager with suitable examples.
Leadership is something that is heavily prevalent in the workforce and in the world today. Being a leader, in my opinion, takes someone (or a group of people) who is willing and able to lead a few or many people. Not every leader though is successful or leads in a positive way. There definitely exists both good and bad leadership. Many leaders fail while many achieve extraordinary milestones. But everyone, not just leaders, have their pitfalls and rough patches in life. I know that I myself have some weaknesses as a leader, and that is what I want to take some time to reflect on.
Some people were born to be great leaders and some were born to be great learners. I ask myself this question, “How was I created?” Was I born a leader or was I molded to lead. As I explain my philosophy on how I want to lead, I will first dive into my past to recognize and pin point my creator. October 27th 2004 I raise my right hand in order to serve and protect the United State against all enemies, foreign and domestic. At this moment in my young personal leadership journey, I get my first glimpse of a leadership style, “shut up and listen.”
Leadership is found not just at work but all around us. In any situation, leaders take a step forward and take charge of the situation. It can be at home, at work or at any other place. Leaders are never born, they become leaders because they have the credibility and people would love to follow them.
I have a lot of experience in many things from education, customer service so forth and to end with parenting, so I have several styles of influence, power and leadership and all of which I have used, just not in this order. To influence is the capacity of the power of a person’s things in which they may be compelling force or able to produce effects and actions. Power means the ability to act or the capability of doing to accomplish something, as in the lecture power is the ability to marshal resources. Leadership is the function or position to direct or guide a group or groups of people, or as the lecture states the process of inspiring and guiding others to participate. It is my personal opinion that with all these styles a person still needs self-management as discussed in this semester as well. You cannot have someone that may has influence, power and leadership, yet lacks self-awareness. How can they lead a pack? My previous jobs have many individuals that portrayed to be leaders whom pretended to have power that influenced us, however they lacked self-management, and all of the above.
After understanding the theory behind both the trait and skill approach, I was eager to evaluate and reflect on my own leadership traits. It was interesting to see how the trait approach allowed me to better understand whether or not I have certain traits considered to be important for leadership, while skills approach allowed me to evaluate my strengths and weaknesses in the technical, human and conceptual skills. From completing the Leadership Trait Questionnaire (LTQ) and the Skills Inventory, I was able to reflect more on how I behave towards others in a leadership context, as well as the skills that I currently possess. As a naturally extroverted person, I have been taking on leadership roles from a young age. The findings from these two