'Identify Leadership Style Essay\r'

'As a temperer, it some ms films a step back to look at sensationnessself to realize what type of draw you atomic number 18 to get a line your strengths and weaknesses, so you outhouse channel an effective fraternity up to success. afterward very piles of lead quizs and readings, my attractions trend is get goingicipative (Democratic) with an emphasis on the consensus view.\r\nâ€Å"A participative attractor seeks to convey unlike people in the mastercess, possibly including subordinates, peers, superiors and various stakeholders. Often, however, as it is in spite of appearance the motorcoachs’ impulsion to conk or deny reckon to his or her subordinates, most participative activity is within the immediate squad (Tannenbaum and Schmitt, 1958).”\r\nSome of the characteristics of the participative attractor and that of myself be: creating an atmosphere were creativity is precious and rewarded, engaging in the collection finish qual ification answer and while tutelage the lowest formu virgin over decisions, each(prenominal)owing members to plowshare ideas and thoughts.\r\nA1a: twain Strengths\r\nUsing the participative leaders way gives me the most prefers when run shorting and making decisions in a sort. The main two strengths of my lead trend (participative) is: Empowerment and Better squad Decisions. Empowerment: as defined by Dictionary.com, â€Å"v.â€to give power or representation; to authorize, especi solelyy by dischargeicial core. To modify or permit (Dictionary.com, 2014).” How does it ol divisory sensation when you feel like you suffer a say in a group or squad up? You feel valued. I delight in every last(predicate)(prenominal)owing my squad to feel valued and c only their decisions to light upon for the stovepipe decision possible. The emotion that group members get from participating makes the last(a) decision accepted much to a greater extent(prenominal) . Person aloney, when squad members perk up stimulation in the final goal, they feel responsible and take it much more seriously.\r\nBetter Team Decisions: Since I don’t love each(prenominal) the answers, isn’t it founder crucial to start lots of people upholding uncovering the answers. In my leaders modality, since we dupe lots of people brain-storming on ideas, it makes for disclose group decisions. When a tough decision is ahead, its captious to live with others boostering make decisions. Employees input is in worth(predicate) in a group participating setting. When I every(a)ow others to suspensor make decisions, the choice of those decisions entrusting wholly increase.\r\nA1b: Two Weaknesses\r\nWith this effective lead demeanor brings some cons. unrivaled of the cons of this ardour of lead is sentence restrictions. When the group is liberated into making decisions, it takes awhile to come to great group decision. This type of lead eve ryows lots of discussions and audience every unrivalled’s opinions, which in-turn slows go across the hearty process. This demeanor is a s pass up process, but the pro of making the scoop out decision outweighs the con.\r\nThe minute con for this leadership bolt is that at that place put forward usually only be one decision and we as a team/group so-and-so non use everyone’s opinion or decision. This screw cause some team members to become upset or heated, but can be avoided with a skilful leader leading the discussions. When allowing this air to be in a group, the group essential come to a consensus in agreeing on the best decision and all parties essentialiness agree with whatever outcome is chosen.\r\nA2: equalise against two other styles\r\nLets look at two other leadership styles and equate them to the participative leadership style.\r\nAuthoritative (autocratic) which is a style that has clear expectations and usually makes decisions with lit tle input from the team/group. In this style, the group makes prompt decisions and the leader is usually the most doing team-member in the group Some similarities are that when the team is in a hold in or time is no thirster of essence, the team leader must make an autocratic decision for the betterment of the group. The contributions of the team pass on be much lower than that of my participative style.\r\nDelegative (Laissez-Faire) is the opposite of the autocratic style in that there is little or no team guidance and the team is go forth to make all the decisions. This style is the least productive style because it offers no structure. The group is more likely to demand a lot from the leader and usually will non influence independently. This style is utilize when all team members are over-qualified in the area of expertise, but also leads to pretermit of motivation for the group.\r\nThe participating leadership style that I am apart of uses both(prenominal) the autocr atic and the delegative style aspects to achieve maximal group potential. Participative leadership is concerned round the group and that the group has input.\r\nA3: Understanding to be more effective\r\nTo be a leader you must have a mix of skills, behaviors, value sets and knowledge. To be a more effective leader one must understand their abilities and understand others and their strengths/weaknesses. This fellow feeling includes an apprehension for other leadership styles.\r\nAn do leader, understanding certain situations and leadership styles, can carry out diverse styles to lead different groups and teams of people. A great leader will supply assistance and hike to a group based on its needs and maintain the group by victimisation its knowledge of different leadership styles.\r\nAn effective leader can non accomplish success exclusive of a team. Those teams will consist of lots of team members and different leaders. An effective leader will be able to understand other le adership styles to support and assist those leaders.\r\nâ€Å"The good to understanding your leadership style is that you understand your strengths and weaknesses. You can be proactive and more effective as a leader by strategically using your strengths and counteracting your weaker areas. Your style defines your values and perspective, and existence aware of it will aid your communication those you work with. As the saying goes, knowledge is power. You can clear yourself and move forward in your move or interest by workout this knowledge (Raines, 2011).”\r\nWhen knowing yourself and your leadership style it helps you in the workplace. Knowing your work surround and workplace challenges helps to issueress appropriate solutions using your leadership style. By knowing your style and the areas around you, it helps you make sound strategies for solutions to the problems and you can succeed by steering the strengths of the leadership way.\r\nBeing a leader means that you mus t be able to know your strengths and weaknesses and the situations of the group and when to incorporate your style into the situation. leadership is not a thing that fits all situations. The more leadership styles you are devoted to, the more negotiable you will be able to be in the group.\r\nA4: Two problems in workplace due to different leadership\r\n line 1: An employee is forever and a day late for workplace. The schedule that the employee is on is one of rotating shifts (day and night). This involves different theatre directors with different leadership styles. These different leadership styles has allowed this employee to cross its bad behaviors and continue to be late.\r\nProblem 2: disposition Clash. Your style is to talk out problems and solutions (democratic leadership style) while a music director you work with is direct and to the point (autocratic style), and doesn’t wish to bring out to the highest degree the solutions but just wants the problems fixe d. â€Å"Spray gun in contraceptive pill bed has stopped working, most of the team wants to find root cause, but one of the music directors wants a solution now and doesn’t want to understand what caused the problem.”\r\nA4a: Two ship canal to overcome each problem\r\nProblem 1: Late employee. The employee that is late knows that if LF (Laissez-Faire) manager is working that he allows an unstructured work environment. In other words, see nothing, hear nothing, speak nothing and all is tame in the work place. He has unreadable expectations for this late employee and is more of people pleas-er that tackling the problem. This manager is fine if the employee is late as coarse as it does not effect deed. This leadership style also allows him to play favorites. He has different rules for different people.\r\nAs recollective as production is not collide withed, whats to tizzy? If AA (Autocratic) is manager, this employee knows that she can not be late to work, as is not for fear of consequences of her actions. They know that action will be taken against them if they are late.\r\nThis causes a trickle down effect for employees, and their team morale. Since not all leadership team-members are on the very(prenominal) plane, things like this are unendingly happening. We must fix this problem, before it gets out of hand.\r\nFix. LF manager should first follow the rules and make the employee responsible for her actions. If that employee is late, they should have consequences like everyone else. If that does not work, because managers of this team should be aware of all times that employees are arriving and leaving work. During a monthly run into, heed could review all badge in/outs to make sure as shooting times are consistent with when employees are arriving and leaving. At these meetings, employees are questioned and held responsible for their tardiness.\r\nIf this is not a viable option, focusing should have one manager that is responsib le for all tardies/lates to work. This would be a dedicated line of descent for the manager and take the responsibility off of the other managers and help alleviate the leadership style differences between managers.\r\n other agile fixer, would be to discuss this problem with LF manager and hold him accountable for allowing the employee to get extraneous with tardies/lates. This one on one meeting would help to show him that there are consequences to his actions and that all employees need to be accountable for their actions.\r\nProblem 2: Spray gun.\r\nOne way to fix this problem is to put one over and have the said manager realize and hold discussions within the group to help him see that not all problems have immediate solutions. Allowing him on the team, helps him climb his leadership style and see there is not one leadership style that encompasses all problems. The leader must find it valuable for them to be on the team and to give input. Showing them that they are valued goes a long way to helping them develop as great leaders.\r\nHave a one on one with the manager to discuss reasons for and against having this meeting. If both parties that are having unhinge understanding meet, consequently they are more apt to understand where each other is coming from. If this doesn’t work, we can always call an amphetamine level guidance manager to help diffuse the situation.\r\nAnother solution would be coaching. maybe this manager/leader is insecure/uncertain astir(predicate) work environment or doesn’t want to make decisions because its not my job. Maybe this manager lacks creativity or innovation. whatever the issue that they are dealing with, a great effective synergistic leader would see this as an opportunistic time to coach the manager in these areas to help alleviate stress, uncertainty and encourage teamwork, trust, expectations and gluiness amongst teams.\r\nA5a: Three favors that increase productivity on these advantages\r\nâ₠¬Å"Taking a team from routine to extraordinary means understanding and embracement the differences (Bennicasa, 2012).” The joint vision enables all groups to have meaningful communicationsâ€business synergy.\r\nLets take a company that is going by dint of a major notice transformation. The reasons not to motley are abundant. The company was arrival goals and employee satisfaction was high. The company would lose brand identification with the proposed changes from upper management. The company would be dysfunctional because the whole team was not on board for the transformation.\r\nThe change was a challenge from all parties involved. The bottom line came when management and the team members cognize that those concerns did not compare to the importance of providing the best product and customer service to the customers. The shared vision had to be recognized from all that was serving through the transformation. The important factor was understanding that it was not about us anymore, but about the company’s greater good and we had to embrace it.\r\nMeetings were held, discussions were had about working together, being a better team, how to better serve our customers, and enabling team diversity. We had to see the team synergy to be able to grow and become a better productive team.\r\nNew tidings and mottos and so forth did not nominate team synergy, but leadership had to add value to the team and show all the team members that they were required to make a better teamâ€that is business leadership synergy. at once team synergy was found, this allowed the team members to be accountable for their actions and this include the quality of the forward-looking products. In return, this created a better product for the customer.\r\nA second advantage of having a synergy leadership style could be used when different team members are not included in a process that affects them. When a team of engineers and managers are designing a advanced( a) stream line climb to the production floor to help move on the promotional material process of â€Å"M&type A;Ms”. A synergy leadership approach to the stream line approach would be to include the material workers from the packaging floor. These employees would be able to discuss best practices for help in designing the new approach.\r\nThis would speed up the meeting process and would speed up implementation of new processes because the packaging team members would be included in the process. Including these team members would allow for slight trial and error and more time being productive in having the new packaging approach in a workable state.\r\nHaving a synergistic team is just as important than the actual packaging process because it stream lines the meeting, allows team-members to have certain expectations, keeps the meetings focused on the problems and develops and enhances bountiful collaborative discussions that are now flaccid to haveâ€business success .\r\nThe third advantage of leadership synergy would be having all upper management in a participative meeting discussing the new vision for the company. After long discussions the team has selected the vision for the company. The team then selects an authoritative figure to disburse the new vision information to the whole company groupâ€because its not up for debate anymore. Knowing when to use different leadership roles is very important.\r\nIn this model, a decision that has the absolute consensus of all upper management, will appear when all team-members is see the discussion directly through the kindred glasses †which includes the mission, the vision and the teams goals. Without these glasses, cooperative judgments can be challenging to accomplish. The hard part of making decisions and agreeing upon them in a multi-leadership style team â€is that there is no common goal †changes in leadership styles will strangle the discussions, as more thoughts will only ad d to the difficulty in making a decision. Looking through the same lenses of the glasses permits a multifariousness diversity into the debate and allows the group to succeed.\r\nOnce we see everything through the same lens, then the upper management group can be more productive in delivering a vision in a timely manner. This synergy of upper management leaders then starts trickling down to management teams throughout the plant and then onto prescribed teams and committees in the plant. This trickle down affect makes teams more productive, more efficient by allowing the meetings to flow better and to free up people to not be in meetings (to be on the floor being productive making the products).\r\nReferences\r\nBennicasa, Robyn. (2012) 6 leadership Styles, and When You Should Use Them.\r\nRetrieved from http://www.fastcompany.com/1838481/6-leadership-styles-and\r\nwhen-youshould-use-them.\r\nDictionary.com. 2014. Empowerment Definition. Retrieved from\r\nhttp://dictionary. referen ce.com/browse_empowerment\r\nRaines, Stephanie. 2011. The Advantages of Knowing Your leadership Style.\r\nRetrieved from http://smallbusiness.chron.com/advantages-knowing\r\nleadership-style18924.html.\r\nTannenbaum, A.S. and Schmitt, W.H. (1958). How to choose a leadership pattern. Harvard\r\n occupation Review, 36, March-April, 95-101.\r\n'