...Leadership Assessment Professor Woodard BUS302 March 4th 2013 Eastern Builders a construction company, is a task oriented and leadership company. The chief executive officer delegates his powers to different site managers based in different parts of the world. They are given powers to implement the decisions made by the head office and tasked to achieve the target given in a certain period of time. Task-oriented leadership style is one where the team leader is well focused on the major tasks that are required to be performed to achieve a certain set production target. There are other leadership styles and all depend on the circumstances of each particular project that the company is engaged in. Eastern Builders construction has the chief executive officer at the apex followed by close to twenty site managers on the same position. Below the site managers are the site engineers, who are assisted by site supervisors and below them are the casual laborers. The organizational culture and development was initiated by the chief executive officer at Eastern Builders Construction Company. It has promoted growth in terms of team work and employee satisfaction as members of one team. Organization of sports events and organized camp events has led to more integration and effective group work. These have spurred growth in the sector where only one objective reigned supreme, job performance only. Team work leads to better communication and creates favorable working relationships which...
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...Leadership Assessment Joel Blakeney Strayer University Dr. James Ruether Businesses 302 Management Concepts 6 September 2014 INTRODUCTION The purpose of this paper is to analyze the leadership style(s) of a senior executive (CEO, CFO, COO, Director, etc.) in a current or previous organization who made a positive or negative impact. Secondly analyze the organizational structure and culture of the company for which work to determine its approach to team development, and whether that approach helped to enhance the relationship skills in the workplace. Thirdly evaluate the performance of selected leader based on his or her ethical conduct and effective communication to determine if this leader was successful in motivating and empowering to improve on your work performance. Fourthly determine three (3) best practices organizational leaders can use to motivate employees and discuss their potential benefits. Fifthly discuss some of the challenges leaders encounter when managing diversity and how diversity helps business organizations better compete in global markets. Lastly develop an effective business strategy to address the challenges and issues identified above. The leadership style(s) of a senior executive What is leadership? Leadership is the process of influencing others to accomplish a goal or mission. There are many leadership styles ranging from authoritative to democratic to a mixture of both and many others. According to Johnson (2014) there are five...
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...MGMT 615 Leadership Assessment Mary M. McMurrin University of Maryland University College Final Paper In order for someone to be an effective leader, one would have to bestow certain skills and characteristics or some can be obtained over a period of time. Various assessments and questionnaires are designed to measure and give insight on certain skills or traits an individual may have. Some of those assessments include the skills inventory, leadership trait questionnaire, style questionnaire, leadership questionnaire, least preferred coworker, path goal, LMX, and the authentic leadership self-assessment. By conducting these questionnaires and assessments, not only are the skills defined, but the strengths and weaknesses of leaders are also exposed. This will allow leaders to have a better understanding of themselves and why they interact with others the way they do. The primary findings that were concluded while completing the assessments were that I have more human skills than technical skills. This was made evident during the style questionnaire, which measures leadership behaviors of task vs. relationship. The majority of my responses, and co-workers responses, proved that I display an emphasis on relationship driven type skills. The leadership trait questionnaire, which measures the personal characteristics, proved that I have the skills to be articulate, friendly, sensitive, and empathic...
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...Personal SWOT Analysis Strengths: * My Masters, my diverse background (experience of working in more than 1 country), ability to speak more than one language, education/expertise in computers. * I believe my communication skills and relationship management skills are something that I can manage better in comparison to most others. In addition, ability to use technology to make work simpler is one of my biggest strengths. * Time management, organizational capabilities, ability to help others and strong analytical capabilities. I have the ability to identify the problems in any project that almost all tend to overlook. * I believe in being sincere to the task at hand and giving it my 100%. I strongly believe that for the success of any project it is necessary to have a diverse group of people with varied life experiences. * I am part of the management professionals association that helps me connect to people who on the same career path as me and helps me learn about new developments in my field and also new career opportunities. Weaknesses: * I like seeing results of my work immediately. I do not like waiting for long periods of time to see the end product. Therefore, I tend to procrastinate work which takes longer to get the result. Also, I like checking things of my list and hence I tend to do things very quickly sometimes making the end result suffer. * I am often rather quiet during the meetings. Therefore, people think I am reserved and have...
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...SELF-ASSESSMENT EXERCISE: WHAT KIND OF LEADER AM I?1 | |Strongly | | | |Strongly | | |Disagree | | | |Agree | |I like to stand out from the crowd. | 1 | 2 | 3 | 4 | 5 | |I feel proud and satisfied when I influence others to do | 1 | 2 | 3 | 4 | 5 | |things my way. | | | | | | |I enjoy doing things as part of a group rather than achieving | 1 | 2 | 3 | 4 | 5 | |results on my own. | | | | | | |I have a history of becoming an officer or captain in clubs | 1 | 2 | 3 | 4 | 5 | |and/or organized sports. | | | | | | |I try to be the one who is most influential in task groups at | 1 | ...
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...According to the “Leadership Self-Assessment” my leadership style is transformational and charismatic (Media.capella.edu, 2015). The “transformational leadership theory-assume the fact that people will follow a person who inspires them, a person with vision and passion who can lead them in the wright direction, and can help them achieve great things” (Alina, 2013, p. 210). The major premise of the charismatic leadership theory is “beliefs imparted to followers” (Media.capella.edu, 2015). I believe the leadership characteristics most dominant for me are those of the transformational leader: “charismatic, inspirational, role model, enabler” (Media.capella.edu, 2015). I might integrate other leadership characteristics into my style to...
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...Assignment Leadership Style and Personality Assessment Anioushka G-Saint Cyril HA510 Professor Yu-Wei Yang August 4, 2015 There are many leadership styles and is important to know which style you are. There are many ways one can learn their leadership style, for example, through assessments. Knowing your leadership style will help you become a better leader. Although there are many leadership assessments our text discussed four assessments that can give insights into building blocks of personality most commonly identified by peers, subordinate employees, and supervisors (Ledlow, et al, 2014). These assessments include: Hemisphere Dominance assessments; Jungian assessments; Vark test; Struder Group; Price Group; and many more. Some of these assessments listed where taken to see my personal leadership style. This paper will explain my personal leadership style through the use of leadership and personality assessments. It is important to know your leadership style. Everyone has a different leadership style and therefore will lead differently. Leadership cannot really be defined but can say that it is dynamic and active creation and maintenance of organizational culture and strategic systems that focus the collective energy of both leading people and managing resources toward meeting the needs of the external environment utilizing the most efficient, effective, and efficacious methods possible by moral means (Ledlow & Coppola, 2014). By knowing your leadership style, yon...
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...Reviewing the Competency Self-Evaluation Jennifer Offenberger Franklin University PSCY603-E2WW Abstract Research shows that leadership assessments can provide opportunities to assess and reflect on a leader’s capabilities and areas of potential growth. It can provide insight into skills such as communication and relationships that can assist in creating a positive environment. The following paper shares the results of this author’s recent Leadership Competency Self-Assessment and reflects on its results and impact on their current job. Competencies of Management: A Self-Evaluation This author completed the Table 3.2 Competencies of Management on page 91 of the Managing text. (Mintzberg, 2009). The tool is used to assess expertise in critical areas of leadership. The competencies comprise a subset of relevant management and leadership tasks. It is used to assist in identifying areas this author considers to be current strengths and areas that athe author aspires to grow and develop. Figure 1 shows the results of the self-assessment. Figure 1 When reviewing the results in Figure 1, there are patterns evident in the current competencies scoring. First, this author rated herself lower in all competencies for her current capabilities than she would like to have upon completion of her master’s program and as she develops her skills over time in her career. It’s probably noteworthy that the author would like to exhibit a high level of competency in all areas as well. This...
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...Leadership Communication Skills Assessment Read through the list of skills and for each one check off your present capability in the chart below. Excel = You have mastered this skill and are excellent in it. Competent = You are competent in this skill but could polish it some. ✓ Need to Develop = This is a skill you need to develop further. | | | |Need to | |Area and Skill |Excel |Competent |Develop | |Part 1 – Assessment of the Core Abilities | |Audience Analysis and Strategy | | | | |Analyzing the context for communication | | | | |Analyzing audiences | | | | |Tailoring messages to different audiences | | | | |Selecting the most effective medium (channel) | | | | |Developing a complete communication strategy ...
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...Introduction The purpose of the paper is to perform an assessment of my leadership practices and skill. I will evaluate my strengths, weaknesses, and plan for improvement. I show my leadership style is situational leadership and show evidence of the leadership. In my evaluation I will use the Seven Habits Profile to determine my good habits and what habits need improvement. Self-Assessment of Leadership Practices Seven Habits Profile and Findings A step in determining what my leadership style is and how to improve on it was to take the Seven Habits Profile. After completed the Seven Habits Profile I discovered what areas I do well in and what areas I need work. I was surprised on some of the results noting what my strengths and weaknesses. After reviewing each habit it became clear why I score was high and low in an area. In reviewing my high scores it indicated that have a good emotional bank account, begin with the end in mind, and have life balance. In this section I will discuss what the results might indicate about my leadership practices today and in the future. One of the habits that I rated high on was that of emotional bank account. Scoring high in this area is shows that my positive attributes are understanding, keeping commitments, and show integrity. I believe this reflects my leadership style. I am empathic with staff who are learning new information. I am an empathic listener. When you do your best for the people that you lead they do the...
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...Self-Assessment of Leadership Practices In this paper, you will be introduced to my leadership self-assessment based on seven habits profile. I will share with you more in detail regarding my strengths, weaknesses and recommendations for leadership development. In the end, I will present you with SMART goals in order to support my future goals. Seven Habits Profile and Findings Seven habits profile is a self-scoring statement form. Using the best judgment, reading each statement, I circled the number that indicated how well I perform in each of the eight listed categories. After completing the seven habits profile, I ranked as follows: OUSTANDING (17 points) Emotional Bank Account Think Win-Win Seek First to Understand Synergize VERY GOOD (15 points) Be Proactive Put First Things First Sharpen the Saw VERY GOOD (14 points) Life Balance Begin with the End in Mind I have chosen to group the results based on the number of points. My results of seven habits profile indicate that I am people-oriented person rather than task oriented person. Indeed, throughout my working life, I made individual decisions to step out of career path and instead serve others as a lay missionary or volunteer. Following the dream to explore and discover the world, I also dedicated one entire working year to just traveling, meeting with people from different cultures. The results of seven habits profile also shows the opportunities for my future...
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...------------------------------------------------- Task 2: Self-Assessment of Leadership Practices Contents Self-Assessment of Leadership Practices 3 Seven Habits Profile and Findings 3 Leadership Strengths 3 Leadership Weaknesses 4 Recommendations for Leadership Development 5 SMART Goals 6 References 8 Self-Assessment of Leadership Practices In this introduction paragraph, provide the reader with a brief overview of what is included in this paper. Seven Habits Profile and Findings The Seven Habits Profile scores indicate I operate more proficiently in habits 4-6. My comfort zone has always been working with and supporting others. I have always been much more effective dealing with others situations; listening to their concerns and then offering solutions that they can easily implement with their existing resources and tool set. As a leader, I strive to seek balance with staff, inspiring them to meet organizational goals in ways that do not compromise their own personal beliefs and objectives. I make it a priority to listen to others and communicate in a manner that they can relate. My leadership style is very hands on and engaged with my staff. I spend time getting to know them personally and professionally and often work side by side with them to learn more about their needs as individuals. I am open and authentic with employees and feel that this builds a high level of trust and mutual respect. Leadership Strengths I am using the Transformational Leadership Theory to evaluate my...
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...Self Analysis of Leadership Style Stephen R. Covey once said “We immediately become more effective when we decide to change ourselves rather than asking things to change for us.” A manager should assess themselves regularly, just as they do with their employees. My name is Jane Doe, and I currently manage a team of highly intelligent computer programmers at a rural telecommunications company. I assess myself and my team in the interest of providing the best service to my company and team. One assessment I used recently was the “Seven Habit’s Profile.” This profile measures the following areas: Emotional Bank Account, Life Balance, Be Proactive, Begin with the End in Mind, Put First Things First, Think Win-Win, Seek First to Understand, Synergize and Sharpen the Saw. The scoring landed me squarely in the “very good” range, but a couple areas that stood out to me were Seek First to Understand and Think Win-Win. These are areas that are indicative of my leadership style. The style I most closely represent is Transformational Leadership. The ability to understand others, supports the transformational leadership style by making a leader aware of others’ needs, something which is needed when inspiring change. “Thinking win-win”, also supports this style by finding areas where both parties benefit; making change easier and more productive. Taking the Seven Habits Profile highlighted some of my strengths and weaknesses in relation to the Transformational Leadership style. “Transformational...
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...Details: In this assignment, you will be writing a 1,000-1,250-word essay describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following: 1. Select an issue from the following list: nursing shortage and nurse turn-over, nurse staffing ratios, unit closures and restructuring, use of contract employees (i.e., registry and travel nurses), continuous quality improvement and patient satisfaction, and magnet designation. 2. Compare and contrast how you would expect nursing leaders and managers to approach your selected issue. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings. 3. Identify the approach that best fits your personal and professional philosophy of nursing and explain why the approach is suited f hfhf Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. bvgmngfhf You are required to submit this assignment to Turnitin. Refer to the directions in the Student Success Center. Only Word documents can be submitted to Turnitin. "Delivery" outreach commonly serves people who are hampered by barriers such as lack of transportation, low income, lack of health insurance, and cultural differences. It is frequently used in working with people who live in rural areas, underserved urban areas, and on Native American reservations...
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...top school cricket teams in the city. Example: The team is playing in the finals of the inter school cricket tournament. The opening batsman is injured, so the coach pulls up a substitute at the last moment and says to him, “You better play your best. If the team loses, you’re out. Now go and win the match”. The substitute is visibly nervous and replies “ok”. Leadership style: From the above example I conclude that the coach is a low-LPC task-oriented leader, whose main objective is the successful completion of the task at hand. He is unable to change his behavior and leadership style according to the situation. His initiating behavior is useful and somewhat preferred during coaching sessions, to bring out the best in the players. But, to use the same behavior on a substitute player, who has only played during coaching sessions, and that also, during an important match is uncalled for. That not only demotivates him but also puts unnecessary pressure on him, which affects his performance. The leader’s style does not agree with Fiedler’s theory and is totally uncalled for, in the given situation. Leadership situation classification: * Leader/member relation is good. The coach is able to identify everyone’s weak spot and goes out of his way to strengthen them. He cares about the team and makes sure that everyone gets along with each other. Everyone looks up to him during crises. For example, during the training sessions a fast baller named Prashant had difficulty adjusting...
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