Leadership Effectiveness And Personal Managerial Qualities

attractors long suit And Personal animal trainerial Qualities attractorship is al some knowing the pros and cons of change, and comprehending the interplay of unrivaledself and early(a)s. lead is the perception of ones connectedness both individualized and argumentation wise, thus drawing cardship is ab go forth macrocosm self aw atomic number 18 and choice- finis fashioning. Thus, it is a process where a person influences a police squad to accomplish in that location objectives, and direct those objectives to be more coherent for the placement, this is viewed by (Northo riding habit, 2007). Hence, a attraction is one who has a clear romance, communicate passionately, and direct their actions and those of the team toward the goal, by driving to completion.1.1 BackgroundWho is the informant?The generator born October 1978 belongs to a Christian home newly married and is at the early stage of pedigree with bringing up a young family, has earned an Upper scrap Class Bachelor of Arts in Business Management from Anglia Ruskin University who is before long pursuing Masters in Business Administration with emphasis in leadership, Entrepreneurship and Innovation.The designer holds the stick of an Office Manager who performs a wide set of diverse duties, thus, working(a) onside the president to meet the connections staffing and organisational makes. Furthermore, the author is obligated for de bell ringering and implementing various policies, supervisory responsibilities, recruiting and training, which facilitate efficient and smooth functioning, with nidus on supervising whole kit and caboodle of administrative staff.After eleven grade service in the marine industry as Office Manager at Windjammer Bargonfoot Cruises, the author now partly owned and is a Director of a Sign Company. In addition, the author in like manner arrive a new job as Office Manager at a nonher marine fellowship, which operates tugs and water tankers.However, the author modernly has no foreign activities due to studies, a new family, working part conviction with fellow telephone circuit, plus having a full time job. Therefore, the author has a arch schedule, with a mess to double-dyed(a) studies and vex successful in organism a confident leader and expressing creativity to find unique solutions for the family dividing line with a joyous presence, continued dedication and people skills. The author potently expressed values that e reallyone deserves to be fairly treated and education is the gravestone to success.These few leadhip traits, qualities and skills of the author ar known to be salving skills that leave assist the authors might to resolve conflicts and build consensus, to be active and proclaim employees. Thus, office is like family, they retrieve cranky and having a overconfident and unquestionable attitude bequeath assist tremendously.2.0 Reflection on leading tellingnessEffective loss leadership begins w ith the fundamental ability to believe in oneself, which incorporates maturity, condemnation and expertise that translate into a purpose and direction, thus, having a dream and vision that will better the participation or society. Effective leaders is serene of a number of different competencies, thus tellingness of leader is limited, where leaders be person who know how to inspire and relate to subordinates. This all depends on how appropriate the leaders mood is to the situation in that it is operated, which comes from matching sort and take afterer task relevant maturity, or task immortalizeiness.Based on the Myers Briggs test, the author type indicator polished ENTJ (Extroversion, Intuition, Thinking, and Judging). ENTJ are generally gets straight forward, decisive, and leaders natural, they overly see il system of logical very quickly and nones inefficient procedures, also generally develops and implement comprehensive systems in solving any company or care prob lems. Along those same lines, enjoys setting succeeding(a) preparedness and organism goal oriented, usually well up to date, well read, enjoys on expanding friendship as required and passing it to others by giving emphasised present ideas. Thus, true effective leaders possess specific leaders qualities, skills and styles beyond industry knowledge and technical skills.2.1 Qualities of LeadershipLeadership deportment reflects the traits and personal characteristics that will facilitate success in leaders role. ENTJs are imaginative, conceptual learners who learn best in a challenging and synergetic environment. The combination of intuition and logic leads them to enjoy dealing with concepts and strategic thinking, and delicate language skills. These qualities of the author are drawn from work and personal career isotropys that are reflected as follows-Strengths of Personal and Work LifeCommunication and kindThe author an ENTJ is an enthusiastic communicator who loves to in teract with tremendous do of self-confidence, has excellent communicative communication skills and value honesty. The author has everlastingly been the centre of attention that is being an extravert with intellectual broaddom to think and speak, who has a disposition of always being frank and getting straight to the point with strong bear upons for positive structure that is able to synthesize and adapt to new ideas.Even though the author had been tested to be extraverted, the author has Introverted Intuitive functions which balance Extraverted Thinking, such as, being talented in creating great benefits finished the ability to recognise the expected potential of others, and wake others the way to get past difficulties inwardly the disposed(p) situation.Career and WorkIn the position of an Office Manager ENTJ shows exactly that the author is assertive, loyal, and familiar and manages people, along with marshalling resources. The author is career-foc occasiond in long-ter m perspective with visualisation of both businesses with high proceeding and standards. The author is generally an energetic people person who likes to be in rosiness and make things happen, along with others participating, especially in team come acrosss sort of than work alone.The author tends to move up the ladder very quickly when joining any company or generally in life. With this current company the author has been in that respect for two months and a major travel abroad is ahead. On entering the organisation, the author has been leapfrogging people who harbor been there longer, thus, the cumulative experiences rush prepared the author for it. The author has always been take aim headed, shows improvement and value the position given.Through let on the authors career, as most ENJT tail identify, vision is priority and risk does not scare the author. The payoff has been uniform on an executive level, and once going towards the goal, the author makes sure it is attai nable, and believe all production moldiness be done to the best with logic and rationale.2.1.2 Weaknesses of Personal and Work LifeSome major flaws of the author-Gets scotch by lack of closure of people not meeting deadlines, thus, rush in mind the given work produced should also show professionalism, which is one of the main priorities in and ENTJ.The manner in which conversation is carried out, such as, being harsh and blunt in critique when errors occur.Tends not to listen to other peoples sentences or have them finish their sentences, especially if what was said do not make sense to them, thus, not giving the chance for the person to relinquish their point.Limited patience with a temper over relatively itsy-bitsy matters that escalates into bigger things with inefficiency and can be very judgmental and argumentative.Low regard for people who are intimidated by them that is intensified by arrogance, thus, making hasty endings, without pinch the issues and possible solution s to the problems.Therefore, the author moldiness give balance due to the qualities possess above, in order to accomplish whatever goals are set. Below, speaks on the lead skills which need improving by the author.2.2 Leadership SkillsLeadership skills are based on leadership demeanour, thus, skills alone do not make a leader style and behaviour do. Leadership is interest beca recitation it is more or less talent and the natural ability that is mostly about oneself and maintaining that personal authenticity, by being true not just slavishly avocation others ideas. Good leaders always rely on their ability to read situations and improve tasks, and acknowledge their shortcomings, which may work for them. However, a healthy leader would want to improve their skills of communication, decision-making and problem solving and not shy international(p) from new opportunities to lead.The author skills are most effective when matching styles to the needs of the people that are trying to influence. Thus, the challenge is that leading people is the enemy of trying to control them. It is not just what happens when you are there it is what happens when you are not there. The author believes that leadership is not something you do to people it is something you do with them.Listed below are two simple ways suggested for the author to improve leadership skills for future growth?The author must prioritise time for proper organising and planning, thus, by consulting with experts for feed blanketPolitical skills can be developed by the author in order to reduce the gossip and rumours, that is, look for come on critical information that others cannot getThus the continued characteristics of evolution good leadership skills for the author will take time, as if perfecting an idea for a project, beca hold without investment of time, the author will not be able to become the great leader envisioned, thus these few skills that contribute to the authors behaviour will be able to accurately and successfully adapt to changing environment with limited challenges. Below speaks on the style of leadership the author is pursue in.2.3 Leadership StylesLeadership style is the manner and approach of providing direction, implementing plans and motivating people. Effective leadership style takes time and energy but provides benefits, which helps to enhance team spirit and effectiveness among members that identifies preferred focal point styles. The style describes the personal way of leading it becomes effective when matched with the skill sets and motivation of the associate. However, there is no rectify style of leadership, beca utilisation it varies with the personality and situational needs.Thus, the author likes a mixture of working with others and working alone, in the form of management and leadership positions which can energise others to stockpile out the vision via the objectives and tries to motivate the team to work towards those goals. Leaders wit hin the organisation have been found to account for some of the organisation overall deed, thus, the authors style has been identified as an important area of interest. Additionally, the author likes teamwork and interactions that urge and influence enthusiasm with an invaluable source of vitality and drive fit to the style needs of Participative or Democratic Leadership.2.3.1 Participative or Democratic LeadershipParticipative leadership or democratic style encourages employees to be part of the decision making, which takes everyone words as a considerable opinion before carrying out the final decision. This style of leader is coach, the one who has the final say, but lock gathers information from staff members before making such decision.Ultimately, the author works in an environment that is still very autocratic, but given the changes that the organisation has hired the author for, participative leadership is what they are looking at. However, the author is not equipped to a ll situations that arise, thus, team handling is an assets and the author must use the required skills of facilitating hash oution and ideas that is generated by the group. Furthermore, the author likes being in charge and to know what is going one at all times, thus, enjoys marshalling facts and planning future directions.Additionally, if the author foresees the project cannot be handled, someone will be brought in to carry out the project, and this person must have clear understanding towards the goal, because the author demands high quality and standards. The author a natural leader encourages team members to participate by means of listening and communicating, however, the leader maintains the final decision making. The style of leadership reflects the following characteristics of the author-Organise staff to complete tasks in the most effective way, by delegating those tasks and overseeing the completion of the project to achieve resultsMotivates staff to meet the goals and o bjectives, given the overall picture, and vision to follow with new ideas, evaluation of possibilities and rational decisionsCreate positive work environment, and try on the interest of each employee with pallidness given the responsibilities, which allows them the to challenge themselvesAllowing subordinates to feel free in thinking creatively for problem-solving, thus, reducing office politics, so the use of ideas will importantly gain credit and reduce the tension generated follow staffThus, the business cannot afford to make mistakes, using this type of leadership is not a sign of weakness, but rather a sign of strength where the author gains respect from the employees. Also, the author do not have all the information required to achieve the goal that is why knowledgeable staff is hired to allow better decision via teamwork, so that, effective and accurate decisions are made.3.0 Theoretical ConceptsORegan and Ghobadian (2004) define performance measurements as consisting of numeric indicators employ by management to judge how well the organisation is doing. Leadership depends on whether emphasis is on behaviour or the result of that behaviour agree to (Jex, 2002) thus leaders also make attributions about their chase behaviour. Similarly, Kelley (1967) describes leader attribution as a way leader interprets follower behaviours and attributes cause to that behaviour, where leaders can assess follower behaviour by specific task or across tasks and whether it is unique to an individual.Leaders aspiration is to diagnose problem performance, to understand the reasons for success, or anticipate the consequences as say by (Mitchell et al. 1981). However, there is a distinction between leadership and management, where a manager carries out administrative duties and exerts control subordinates behaviour, thus obtain antipathetical compliance. In contrast, a leader carries out administrative functions along with shake and motivating members to tense for e xcellence, by obtaining commitment, reviewed by (Jex, 2002).So, effective leadership portrays by influencing and steer the activities of a team toward achieving its goals, delineate by (Judge et at., 2004). In addition, match to Jex (2002), goals direct attention, focus endeavours and maintain task persistence, helps individuals avoid getting sidetracked, thereby, guiding a leader to enhance processes and facilitates development of collective efficacy which has an influence, revealed by (Chen and Bliese, 2002). Leadership therefore, is most relevant aspects of an organisation context and is challenging by different situations, thus, emphasis of future leadership and interpersonal skills that ensure wakeless management practices and high leadership standards by the author are discuss as follows-Qualities of LeadershipLeadership SkillsLeadership Style3.1 Qualities of Leadership check to Roach and Behling (1984), leadership is the process of influencing an organised group toward accomplishing its goals, therefore, these influential qualities most people associate with leadership are assertiveness, loyal, risk taker, self-sufficient, ambitious, patience, trustworthy, and knowledgeable. Thus, employee trust in leaders is influenced by the level of perceived fairness reflected in the company practices of distributing rewards and benefits.Dirks and Ferrin (2002) stated that leadership has three types of justice procedural which is an indicator of the leaders tendency to be fair when making decision about rewards pervasive is the fairness of outcomes a follower receives as a result of those procedures and reciprocal involves the degree of respect with which the leader treats the follower as they carry out organisational policies and procedures. Thus, Dirks and Ferrin (2002) also, found that trust in leadership is related to attitudinal, behavioural and performance outcomes.Therefore, trust a key concept is where leaders often have the power to impact followers and their ability to achieve goals, reflects that followers will attempt to draw inferences about their leaders characteristics such as integrity, dependability, fairness and ability, because these inferences have consequences for work behaviour and attitudes, viewed by (Dirks and Ferrin, 2002).Building subordinates trust in leadership starts with the managers ability to lead and administer the department functions, stated by (Knabe, 1999), thus, mutual trust needs to be in place. According to bass part (1985), one of the most important conditions that a leader must yarn-dye in his subordinates prior to problem solving trusted by his employees is the ability to lead for effective results.So, in order words, for the business to grow qualities of a leader is not only to fulfil goals, but, basic skills in management and leadership will also have to be the foundation in develop a more approach shot practice, thus, problem-solving, decision-making, planning and delegating, communica tion and managing oneself are effective leadership skills discussed below.3.2 Leadership SkillsThe characteristics of a leader come through our day to day interactions with those around us. If the author stop to think about some the leaders that have been, or even infuriated, the qualities of good leadership skills will become apparent. Leadership skills is not just about showing your superiority, according to researchers (DeHann and Havighurst 1957), it is the use of attributes such as initiative, persistence ambition and potency to describe leadership abilities, as well as, sensitive to others needs, affectionate and agreeable, that is used to enhance the skills towards leadership and the ability to improve such tasks.Tannenbaum (1983) reported that a correlation exists between the exhibition of leadership skills and general intelligence for advance leadership skills, such as, written and verbal communication, group dynamic, problem-solving, planning and personal skills. Effective ness of these skills must be able to perform the ability to contemplate strengths and weakness, identify and provide training effectively, show success in developing and enhancing skills, and scheduling and controlling work, such as, capabilities in identifying and setting performance goals along with posing all supervisory skills necessary.Thus, real leaders, read their team, analyse the obscure between their team members, the tension between the tasks and processes, and how the team builds its competencies. According to Mehra et al. (2006) organisations must seek efficient ways to enable performance, longstanding approach that is, by shaping collective norms, helping teams cope with their environment that provides valuable insights into kin between leadership and team performance (Guzzo and Dickson, 1996). Furthermore, Herr (1998) identifies a few competencies that should be incorporated into an executive performance appraisal including coordination, awareness, personnel manage ment, planning, financial management, train skills, evaluation skills, accomplishment assessment skills, technical competence, interpersonal skills, communication skills and leadership skills, thus in providing behavioural outcome and performance, that will lead to leadership style.3.3 Leadership StylesToday management needs to command and direct, but also identify needs, communicate, empower, inspire trust and forge a common vision for a better future, defined by (Athanasaw, 2003). In similar, leaders need to enforce recognition of employees and value human being whose ideas are ill considered, viewed by (Athanasaw, 2003) to support leadership role. Thus, leadership is the process of influencing followers so they cooperate, such leaders are members of groups who influence the context of the organisation they lead, according to (van Knippenberg and van Knippenberg, 2005).There are many types of leadership, but because of society today, participative or democratic leadership is mor e recognised, thus, Hersey-Blanchard (1998) theory is based on the amount of direction and socio-emotional support a leader must provide given the situation and the level of maturity of the followers. So, the most suitable leadership style would be the development level of the subordinate actions, such as, directing, coaching, supporting and delegating.Similarly, Tannenbaum and Schmidts (1958), leadership continuum reflects that leadership behaviour varies along a continuum and that as one moves away from the autocratic extreme the amount of subordinate participation and involvement in decision taking increase. They also suggested that the kind of leadership represented by the democratic extreme of the continuum will be rarely encountered in prescribed organisations. The four main types of leadership are, autocratic, persuasive, consultative and democratic.In similar, participative leadership defined by Lewin (1939) and others stated that there are three types, autocratic that is v ery dedicative, which has led to revolution, laisse-faire which lacks enthusiasm and democratic the effective style.Furthermore, Likert (1967) theorised four styles namely, exploitive classical where there the leader uses fear-based to enforce conformance, benevolent authoritative is rewards use to motivate performance, consultative is the seeking of consultation and participative invites participation across all level. Thus, leadership cannot perform without leaders and followers, therefore, leadership results in followers behaviour that is goal-directed and goal-directed in some sort of organised setting, although most studies reflect the nature of leadership in a workplace.So, without having a leadership style, business cannot conform to achieve its objectives and goals, thus leaders must a style is able to adapt to the laws of the company and its future expected outcome. Thus, the values and qualities of the author must be able to adapt to the global challenges in an effort to develop proper growth for the business.4.0 RecommendationsWith recommendation to continued success, the author should enforce combination of leadership savvy, good judgement based on knowledge and information, and reasonable ability to steer a business in the repair direction, which is considerably important. Thus, to become an excellent leader the author must use wisdom (head), feelings and emotions ( happen upont), strength and power (hands) and good communication (tongue) to help others because without leadership within any given situation, there would be chaos and no formability as to where the organisation is headed.In addition, the author must commit in enhancing personal leadership qualities and managerial skills that is needed to initiate and sustain advantageous growth for the company. Thus, strong leadership it is essential to the success of any company and therefore it is recognisable that the author should develop qualities of courageousness and patience to strive and become powerful. The author must also, choose competent subordinates, continue to demonstrate high moral standards, and exude charisma, while keeping the control of communications protocol and process, which will be used to enhance leadership.However, the author should never step power and should stay focus and stick up for one another, the author must readily adapt to leadership style to suit the situations, such as, being faced with a crisis, the author ought to take action and use imagination to solve problems and make recommendable suggestions, by simply scanning the business environment.ENTJs should be reminded that not every one is perfect and mistakes are there for everyone, so having quality patience is of foremost and respecting other peoples feelings is appreciated. Even though their personality of sentiments are not powerful, ENTJ must still be aware(p) the feelings and value judgement ought to sensitive to that individual, because, if submerge emotion and inappropriat e problems are found serious problems can occur.Therefore, because ENJT are very informed and highly creative, the best able to continue to keep head strong and hear others for what they need to say. Always be level-headed and growth will come its way, so that when making judgement and hurting someone, always keep focus that not everyone are leaderships, there must be people to lead, which make you a leader.Another recommendation is to prioritise your time as this will assist in planning and developing in case of an accident or incident occurs, thus, true leaders demonstrate strengths and recognise their weakness. If sound criticism is to take place, be sure that the individual has a strong back and that the criticism is approached in a professional manner and not unequivocal as mentioned previously.So in all, leadership skills ought to improve, by making watching from other leaders using a variety of settings, going beyond their prior experience and adjusting or adapting to curre nt business situation is of essences and must be able to develop continued skills. A good leader has a lifetime of study and should acquire indefinable qualities that involve developing and improving leadership skills along with enhancing the managerial skill at the business. eccentricNorthouse, G. 2007. Leadership Theory and Practices. 3rd Ed. London Sage Publication,Inc.ORegan, N., and Ghobadian, A. 2004. Leadership and strategy Making it happen. ledger of General Management. 29 (3), pp. 76-92.Jex, S.M. 2002. Organisational Psychology A Scientist-practitioner Approach. saucily York Wiley.Kelley, H.H. 1967. Attribution Theory in Sovial Psychology. Cited in D. Levine (Ed.) Nebraska Symposium on Motivation. NE University of Nebraska Press.Mitchell, T.T. et al., 1981. An Attributional Model of Leadership and the Poor Performing Subordinate Deveolpment and Validation. Cited in B.M. Staw and L.L. Cummings (Eds). Research in Organisational Behaviour. Greenwich, CT JAI Press.Jex, S.M. 2002. Organisational Psychology A Scientist-practitioner Approach. hot York Wiley.Judge, T.A., et al. 2004. Transformational and Transactional Leadership A Meta-Analytic Test of their relative validity. Journal of Applied Psychology. 89 (5). Pp.755-765.Jex, S.M. 2002. Organisational Psychology A Scientist-practitioner Approach. tonic York Wiley.Chen, G., and Bliese, P.D. 2002. The Role of Different Levels of Leadership in Predicting Self and Collective Efficacy Evidence for Discontinuing. Journal of Applied Psychology, 87 (3), pp. 549-556.Dirks, K.T., and Ferrin, D.L. 2002. Trust in Leadership Meta-analytic Findings and Implications for Research and Practice. Journal of Applied Psychology. 87 (4). Pp.611-628Dirks, K.T., and Ferrin, D.L. 2002. Trust in Leadership Meta-analytic Findings and Implications for Research and Practice. Journal of Applied Psychology. 87 (4). Pp.611-628.Dirks, K.T., and Ferrin, D.L. 2002. Trust in Leadership Meta-analytic Findings and Implications for Resea rch and Practice. Journal of Applied Psychology. 87 (4). Pp.611-628Knabe, W. 1999. Leadership Issues concerning the Los Angeles City Fire Department.Online.Available at http//www.usfa.fema.gov/pdf/efo30918.pdfAccessed 25 April 2010.Bass, B. 1985. Leadership and exertion Beyond Expectations. New York Free Press.DeHaan, R., and Havighurst, R. 1957. Educating Gifted Children. lucre University of Chicago Press.Tannenbaum, R. And Schmidt, W. 1958. How to Choose a Leadership Pattern . Harvard Business Review. 36 (2). Pp. 95-101Mehra, A. et al. 2006. Distributed Leadership in Terms The Network of Leadership Perceptions and Team Performance. The Leadership Quarterly, 17 (3). Pp.232-245.Guzzo, R. A., and Dickson, M.W. 1996. Terms in Organisation Recent Research on Performance and Effectiveness. Annual Review of Psychology, 47 (1). 307-338.Herr, J.A. 1998. Developing Leaders and Managers through the use of 360-Degree Performance Appraisals. National Fire Academy.Athanasaw, D.L. 2003. Leader ship Styles as perceived by Career Senior advantage Executives. International Journal of Public Administration, 26 (10-11). Pp.1207-1236.Athanasaw, D.L. 2003. Leadership Styles as perceived by Career Senior Service Executives. International Journal of Public Administration, 26 (10-11). Pp.1207-1236.Van Knippenberg, B. and van Knippenberg, D. 2005. Leader Self-sacrifice and Leadership Effectiveness The Moderating Role of Leader Prototypically. Journal of Applied Psycology. 90 (1). Pp.25-37.Hersey, P. and K.H. Blanchard. 1977. Management of Organisational Behaviour. Englewood Cliffs NJ Prentice Hall.Tannenbaum, R. And Schmidt, W. 1958. How to Choose a Leadership Pattern . Harvard Business Review. 36 (2). Pp. 95-101Lewin, K. 1946. Action Research and minority Problems. Journal of Social Issues, 2 pp 34-46.Likert 1967Fieldler, 1967. A Theory of Leadership Effectiveness. New York McGraw-HillHandy, co. 1192. The Language of Leadership in Frontiers of Leadership (Ed. Syrett and Hogg). Ox ford BlackwellBlanchard, K., 1998. Gung Ho New York Morrow.http//www.humanmetrics.com/cgi-win/JTypes3.asp