Leadership is the ability to guide others toward the achievements and goals that have been set. With leadership a person can have power and authority depending on his or her leadership skills. This paper will provide strengths and weaknesses from the self-assessments, compare, and contrast leadership styles in which jobs in an organization would fit these leadership styles.
Strengths and Weaknesses of Self-Assessment
According to the assessment of leadership styles, Kelly’s score was 10 for concern of people and 11 for concern for task. Scoring high in both areas represents a balance of both people and task-oriented skills. Task-oriented leaders focus on completing the job, whereas people-oriented focus on group interactions and individual needs (Pfeiffer & Jones, eds). In the assessment of charismatic, her score was 104 that indicates strong charismatic qualities.
The next series of assessments deal with trusting and discipline. ...view middle of the document...
Compared and Contrasted Leadership Styles
As previously mentioned, Kelly’s leadership skills were both task and people-oriented. Her leadership skills fall under the path-goal theory. The path-goal theory is a leader who provides team members with information, support, and resources to achieve her goals. A leader in a group can help resolve issues when the team has issues, be open-minded, patient, and responsible (Robbins & Judge, 2007). A path-goal leader can give suggestions and set directions for the team for an assignment. If any of the team has problems, the team leader can make suggestions to help resolve any issues.
The leader behavior that supports the path-goal theory is directive leadership. Directive leadership is letting the team know what to do, specific guidance, and ensuring all team members are following the procedures and schedules in place (Robbins & Judge, 2007). This theory is in line with a charismatic leader. A charismatic leader is one who has high self-confidence and strong convictions about beliefs.
Kelly’s results from the does she trust others, she is in the middle scoring a three. She can go either way in choosing an occupation in social work, human resources, business finance, or advertising (Rosenberg, 1957). Kelly’s desire for work is in accounting and human resources. Although she is not in those positions currently, she is in a position that deals with people. Her current position is Timekeeper/Administrative, so she deals with people daily.
In conclusion, Kelly would have to say that she is more people-oriented than task-oriented. She likes working and helping out other people. A good leader does not come overnight, and the leader must built trust with each team member.
Pfeiffer, J. W., & Jones, J. E. (eds). A Handbook of Structural Experiences for Human Relations Training, Vol. 1. Retrieved from http://ecampus.phoenix.edu. Week Four reading material.
Robbins, S. P., & Judge, T. A. (2007). Organizational Behavior (6th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall.
Rosenberg, M. (1957). Faith in People, in Occupations and Values. Retrieved from http://ecampus.phoenix.edu. Week Four reading material,