My Leadership Style Essay

According to the leadership assessment, I am more of labor movement-oriented leader than a people-oriented leader, though I scored high in both areas, therefore I eat up a healthy balance of both which is important for a leader in any company. My leadership ardor allows me to get my work completed in an organized fashion, plot being open to other ideas I rotter accent on the small projects while continuing to see the big(p) picture or vision. Because I score higher(prenominal) on the task-oriented side, I can be more autocratic in my thinking. This will limit my ability to show my apathy for my staff and employees Furthermore, I am also a transformational and magnetized leader. I am most trenchant in smaller organizations that have direct interactions with my staff. According to Robbins, this helps to make me effective as a leader, which will give a company low turnover, higher productivity, lower employee stress, and burnout, and higher employee satisfaction. Furthermore, R obbins shared that this leadership style is not effective with those who are highly individualistic and do not readily cede decision-making authority. Since I am able to communicate with my staff the expectations, visions ad engage my staff, I also have a Charismatic leadership style. I continuously focus on the end goal, big picture and tie that big picture to the work of my staff, making it attainable to my staff. One of the major downsides to charismatic leadership is that it can be situational, accord to Robbins.Role in CompanyThe role I would care to pursue within the company is that of a managerial supervisor. According to Robbins, organizations shoot strong leadership andstrong management for optimal effectiveness. I feel that because I have leadership and managerial traits and characteristics, I would be a bulky candidate for that particular role. In a managerial supervisory role, I am a direct leader. I work directly with my staff on a one-on-one basis and in a team for mat I will have more influence directly on my staff. As the managerial supervisor, I am able to support, recognize, develop, plan, and coach/mentor my staff while monitoring, setting goals, and overseeing day to day operations. This is evident because of my healthy balance of task and people orientation.Leadership theories applicable to my leadership approachThe Big Five Trait Leadership Theory is applicable to my leadership approach because research has shown that the big five personality factors are strong indicators for job success and performance. I scored high in the areas of extroversion and conscientiousness. The positive factors about scoring high on conscientiousnesss is that overall, those with high marks in this area have better job performance and those are more reliable, thorough, organized, angle to plan, and persistent according to the assessment. These traits are consisted with those of task-oriented leaders. However, the Leadership Substitute Theory would be counter indicated for the areas of subordinate, task, and group/organizational characteristics. This is because my staff could need little direction from me as their supervisor if they have extensive experience. Also, when staff repeats their task over and over, they become proficient and dont need feedback, but are building their own motivation. As a task-oriented, transformational, and charismatic leader, I would struggle more with staff who are more independent or did not work well in the group. I like to give freedom to my staff, but my style makes it necessary to know what is going on in the jobs at all times.ConclusionMy leadership style is transformational, charismatic with my main focus on task-oriented management. I work hard to inspire my staff, while also meeting deadlines. I focus better when Im working with a team rather than individuals who do their own thing. Research has shown that my leadershipstyle is an asset to many companies if utilized in the right way. This is where fore I would like a position that allows me to shine, take the lead of a team, while focusing on the companies big picture.ReferencesRobbins, S. P., & Judge, T. A. (2011). Organizational behavior (14th ed.). Upper rouse River, NJ Pearson Education. Yuki, G. (2010). Leadership in organizations (7th Ed.) Upper Saddle River, NJ Pearson Education.