Leadership Theories and Styles Essay

Know thyselfAssuming that no whiz wants to cast on a job that he or she dislikes, a psyche must have a put across mind of what path she or he should follow in his or her business life. However, to spot a career is a tricky business, if the chosen career is one that does non suit the person, then their personality is likely to become confused which go out lead to unhappiness and a feeling of being burned out. subsidence down with the right career crapper be as of import to your happiness as choosing the right person in a descent. Nevertheless, with whatever relationship, there is no right or wrong answers, therefore self-assessments mickle help to find a career that fits his or her personality because all(prenominal)one is contrastive, and every situation is unique.Self-assessments are tools to help a person to gain a better understand of ones personality, to increase the chances of becoming boffo as well as a better person. According to the oodles of the Self-Assessm ent of Prentice Hall, I am very charismatic, people oriented, well equilibrise in my trust towards others and I am seen as a current person. I flush toilet to a fault use some improvement on my disciplinary skills as well as on my skills regarding building a leading squad. leadThe interest in drawship has increased during the premature part of the twentieth century. Early drawship theories focused on what qualities heroic leaders and followers, while subsequent theories looked at other variables such as situational factors and skill level.There are several different approaches and theories behind a leaders behavior, following are some of which describe person strengths and weakness as the case might beTraits Can be consistent with our perception of what leaders are, but this scheme ignores the situational context of leading. bolt What leaders do and how they act, but there is no clear relationship between drift and performance outcomes.Situational The effectiveness of a leader depends on successfully diagnosing where subordinates are on the development continuum and adapting their lead style as necessary.Contingency Matching leaders to appropriate situations, however this theory does non explain why individuals are more than effective in some situations than others it also, does not explain what to do if there is a couple between the leader and the situation one faces.Path-goal Uses research on need to get organizational goals accomplished.Transformational leadership Involves values, ethics, goals and long-term goals, but this theory is seen as a personality trait kinda than behavior that people can learn.We see that leadership and its theories have been defined in many different ways, but there is no correct definition of how a leader must behave or how a leader can crossbreed all possible situations what really matters is how useful the definition is for increasing our understanding of effective leadership.Equilibrium should exist in an y surround a balance of behavior and attitude, and the leader should lead by example and moderation. Studies coming into court that subordinates perceived their supervisors behavior primarily in scathe of two broadly defined categories labeled consideration and initiating structure (Yukl, 2006, p. 51), and as suggested by the Fleishman and Harris study, subordinates are usually more satisfied with a leader who is at least moderately considerate (Yukl, 2006, p. 52).Successful and effective leadership depends in part on how well a manager resolves habit conflicts, copes with demands, recognizes opportunities, and overcomes constraints (Yukl, 2006, p. 13) but the main aim of leadership behavior, however, is to influence organizational members actions because it is done the behavior of the members that organizations goals areattained (Kanungo, 2001).My StyleI agree with Fiedler when he states the better the leader-member relations, the more highly structured the job, and the stronge r the position power, the more control the leader has (Robbins & Judge, 2007., p. 410). A leaders behavior must adjust to reflect the job structure and major situational variables include the characteristics of followers, the nature of the work performed by the leaders unit, the type of organization, and the nature of the external environment (Yukl, 2006, p. 14).These thoughts make me link up to the situational theory to lead and manage a group, however my style of leadership fits into the participative leadership, where managers result use more group supervision rather than individual supervision. This style suggests that team meetings are there to help facilitate everyones cooperation, and the managers role is to provide guidance and support toward riddle solving. However, use of participation does not imply abdication of responsibilities, and the manager will still be responsible for all decisions and its consecutive results.A Participative Leader, rather than taking autocrat ic decisions, seeks to involve other people in the process, by chance including subordinates, peers, superiors and other stakeholders. Often, however, as it is inwardly the managers whim to give or turn away control to his or her subordinates, most participative activity is within the immediate team (Straker, 2).Jobs that would fit well my styleI work for Apollo Group in the Information engineering (IT) department, as a Technical Support specialist, and currently do not hold a leadership position.If I have the chance to recognise a leadership position it would still be in the said(prenominal) area, yet managing projects and groups, where I could both, interact with people, which is one of my strongest skills and as well as work in an area where I do possess a large knowledge. Because I also believe in leading by example, I consider that more than asking or to assign a task, and as a leader can many times expose how the work can be done and the rewards for thededication and se lf-motivation you put into the work.In that approach, some of the meetings known in my company as a iodin x One which would be used to emphasize how the person can improve, to get more knowledge or to further his career within the team or company, instead of the sole pursuit of correcting behavior. I also think that you can keep a good and healthy environment when you see in your leader the disposition to keep moving foregoing with an open approach, even when the situation is stressful.Projects, when used right, are considered motivating and helpful in order to keep people engaged. In this scenario, I would choose people who are willing to embrace new experiences quite much and, who, would accept the changes and innovations of the technological field, which by its own nature is a constant.What for me is the huge part of this process, is that people can manage themselves once you set clear goals and can keep up with metrics, allowing each individual to have more freedom in the wo rk environment. I could focus on organizing, keep and developing the people (Luis, 15) in the leaders team position, without forgetting, or also balancing with another style which I need to improve, which is a more task oriented leader.ReferencesLuis, M. J. (). Leadership styles Using the right one for your situation. Mind Tools. Retrieved from http//www.mindtools.com/Robbins, S. P., & Judge, T. A. (2007.). Organizational Behavior. Prentice Hall.Rabindra N Kanungo. (2001). Ethical values of transactional and transformational leaders. Canadian Journal of Administrative Sciences, 18(4), 257-265. Retrieved May 25, 2009, from ABI/INFORM Global database. (Document ID 109746613).Straker, D. (). Participative Leadership. Changing Minds.org . Retrieved from http//changingminds.orgYukl, G. (2006). Leadership in Organizations (6th ed.). Pearson Prentice Hall.