Leadership Theories and Styles Essay

Know thyself assuming that no single wants to clear on a job that he or she dislikes, a soul must throw off a clear misgiving of what path she or he should follow in his or her business life. However, to choose a life history is a tricky business, if the chosen vocation is one that does non suit the person, then their personality is get outming to become confused which will overstep to gloominess and a feeling of being burned out. subsidence down with the in force(p) c beer send word be as central to your happiness as choosing the right person in a relationship. Nevertheless, with any relationship, at that place is no right or wrong answers, accordingly self-assessments croup help to find a c atomic number 18r that fits his or her personality because everyone is different, and every situation is unique.Self-assessments are tools to help a person to gain a better understand of ones personality, to increment the chances of becoming successful as headspring as a bett er person. According to the scores of the Self-Assessment of assimilator Hall, I am very charismatic, tribe oriented, swell respited in my trust towards others and I am seen as a trustworthy person. I can as well use close to improvement on my disciplinary skills as well as on my skills regarding building a leading team. leadingThe involution in attractership has increased during the early fibre of the twentieth century. Early loss leaders theories contracted on what qualities distinguished leaders and followers, while subsequent theories looked at other variables such as situational factors and skill level. on that point are several different approaches and theories behind a leaders behaviour, following are some of which describe respective strengths and weakness as the font might beTraits Can be ordered with our perception of what leaders are, however this theory ignores the situational consideration of leading.Style What leaders do and how they act, but at that p lace is no clear relationship between fashion and performance outcomes.Situational The goodness of a leader depends on successfully diagnosing where subordinates are on the maturation continuum and adapting their leadership style as necessary.Contingency twinned leaders to appropriate situations, however this theory does not explain why individuals are much effective in some situations than others it also, does not explain what to do if there is a mismatch between the leader and the situation one faces.Path-goal Uses research on motif to get organizational goals accomplished.Transformational leadership Involves values, ethics, goals and long-term goals, but this theory is seen as a personality sign quite a than mien that people can learn.We see that leadership and its theories have been defined in many an(prenominal) different ways, but there is no illuminate commentary of how a leader must coiffe or how a leader can hybridise all possible situations what really matte rs is how useful the definition is for increasing our understanding of effective leadership.Equilibrium should follow in any environment a balance of behavior and attitude, and the leader should lead by grammatical case and moderation. Studies show that subordinates perceived their supervisors behavior primarily in terms of two in the main defined categories labeled consideration and initiating grammatical construction (Yukl, 2006, p. 51), and as suggested by the Fleishman and Harris study, subordinates are usually more well-off with a leader who is at least sensibly considerate (Yukl, 2006, p. 52).Successful and effective leadership depends in part on how well a passenger vehicle resolves role 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 through 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 stronger the model power, the more laterality the leader has (Robbins & Judge, 2007., p. 410). A leaders behavior must adjust to reflect the task 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 orthogonal environment (Yukl, 2006, p. 14).These thoughts make me relate to the situational theory to lead and dispense a group, however my style of leadership fits into the participative leadership, where conductors will use more group lapse 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 birth toward problem solving. However, use of participation does not require abdication of res ponsibilities, and the manager will still be responsible for all decisions and its consecutive results.A Participative Leader, rather than taking autocratic decisions, seeks to involve other people in the process, possibly including subordinates, peers, superiors and other stakeholders. Often, however, as it is at bottom the managers whim to give or deny restraint to his or her subordinates, most participative activity is within the conterminous team (Straker, 2).Jobs that would fit well my styleI work for Apollo meeting in the Information Technology (IT) department, as a Technical Support specialist, and currently do not hold a leadership position.If I have the chance to select a leadership position it would still be in the same area, soon enough 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 show how the work can be done and the rewards for thededication and self-motivation you locate into the work.In that approach, some of the meetings known in my union as a wizard x One which would be used to emphasize how the person can improve, to get more knowledge or to nevertheless his career within the team or company, kinda of the sole pursuit of correcting behavior. I also esteem that you can have a good and profound environment when you see in your leader the magnetic inclination to keep moving forward with an open approach, even up when the situation is stressful.Projects, when used right, are considered motivating and useful in order to keep people engaged. In this scenario, I would choose people who are willing to embrace new experiences quite often and, who, would choose the changes and innovations of the technological field, which by its own nature is a constant.What for me is the gre at 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 work environment. I could focus on organizing, supporting and developing the people (Luis, 15) in the leaders team position, without forgetting, or also balancing with another style which I deprivation 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). Leaders hip in Organizations (6th ed.). Pearson Prentice Hall.