Introduction to Leadership Essays
This assignment is comprised of five essays based on the completion of self-assessments on (1) Self-Confidence, (2) Leader-Member Exchange, (3) Trust in Leadership, (4) Job Affect, and (5) Motivation to Lead.
The purpose of this assessment is to assess a leader’s generalized self-efficacy.
A leader’s job is a very complicated one and leaders need to have self-confidence to overcome this. To accomplish this, leaders should avoid thinking in terms of perfection and imperfection to overcome their fears.
The leadership self-assessment was done to determine leadership styles and effectiveness. Many factors were taken into consideration in this self-assessment that allowed for positive and realistic perception regarding leadership abilities. The self-assessment was characterized by many factors, such as, how disciplined and effective a leader feels at completing their work on time; how well they handle difficult situations, and how secure they feel about their ability to perform.
The score on this self-assessment ranged from a scale of one through seven, with one indicating that the statement is strongly disagreed upon, and seven indicating that the statement is in strong agreement. This assessment required that a score of six or greater must be achieved to be an effective leader. The highest score on this assessment was a seven. There were seventeen questions on this self-assessment. On the question of making plans work, I achieved a score of seven out of a total score of seven. When faced with difficult situations, a score of four was achieved out of a total of seven. On this self-assessment my overall score was a 5.3.
According to the criteria set for this assessment and in interpreting the scores, it was identified that the one area that I need to improve upon is when handling difficult situations. This can be gained by having confidence in the skills required for the job, and achieving set goals related to the job. The score further shows that when I am faced with difficult situations that I need to overcome my fears. By overcoming my fears, it will help me to persist in times of crisis. Leaders must also have self-esteem to boost their morale and this comes from a feeling of being accepted and approved by team members and co-workers. As a leader, I need to display a positive image by being happy, and competent. Displaying these traits will make those around us approve and accept us as being a virtuous leader. These traits were among the seventeen questions in the self-assessment to identify whether leaders have strong generalized self-efficacy.
The action plan that I have set to address needed growth and to improve on this situation, is to take stock of the present, address and focus on the future. I must make a commitment to starting this action plan and staying with it so that the needed growth can be realized. In preparing for this journey, I will take a look at what I have already achieved and make a list of all the things was accomplished successfully. Among some of the things I will list will be whether I was instrumental in getting a major project done; whether I was able to increase the sales level for the company in a given period; and whether a project deadline was accomplished. I will then review this list often and spend time each week enjoying the success that was achieved, so that improvements can be built to further the growth of this success.
Another technique that I will use to address needed growth is to use the Strengths, Weaknesses, Opportunities, and Threats (SWOT) analysis. I will use this to analyze the opportunities and threats that I am being faced with. This will lead to think about what is important, and what direction to take. Once I have accomplished this, I will then set objectives to achieve the goals that I have set. By hitting on the targeted goals, and coupled building on my self-confidence, key factors in enhancing growth areas will eventually be achieved.
The leadership self-assessment was very helpful in identifying areas that I to needed to improve upon since these areas directly relate to the role I play as a leader. Since every leader must know and trust their value, the interpretation of the scores on the self-assessment provides me with an awareness of my worth as a leader. This has helped me to become more aware and confident about the skills that are important when carrying out the function of my job as a leader for instead of speculating. The findings from the self-assessment will further help me in recognizing areas that need improvement to enhance leadership ability. Enhancing on my leadership abilities will help in sound planning, and decision making which will ultimately result in attaining strong leadership qualities. .
The Leader-Member Exchange self-assessment is to determine leadership as a relationship between leader and follower.
The purpose of this assessment was to determine a leader’s fairness, trust, and ethical behavior, and to determine whether leadership mediates the relationship between past and future team performance. There were seven statements that were rated on a scale from one to seven with one indicating that the statement is strongly disagreed upon and seven indicating that it is in strong agreement.
Pierce and Newstrom state:
A high score of (6 and greater) suggests that you have a high-quality leader-member exchange relationship with your leader. A low score of (2 or less) suggests that you have a low-quality leader-member exchange relationship with your leader. (p. 31)
On this assessment my overall score was a 6.5 on each of the seven statements.
According to the criteria set for this assessment, the interpretation of my score of 6.5 shows that I have a high-quality leader-member relationship. This score has connected to key concepts that are presented in the text. For example, according to Wayne, Shore, and Liden (1997), “Recent evidence suggests that followers who experience a high-quality leader-member exchange relationship may help their leader by carrying out their required role activities and by engaging in good citizenship behaviors” (p. 92). I agree with this statement because due to the confidence and trust I have with my leader, when ask to go extra mile, it is accepted without hesitation.
The action plan that I have set to address needed growth areas is to search for answers as to what makes me a unique employee in the organization, and identify any accomplishments that was achieved that I will be proud of. Reflecting on the most important work-related values, and figuring out values that are met, and those that are not, will help me improve on areas that need improvement. When building growth areas, by reflecting and finding answers to questions such as whether I am comfortable working with people, or alone, working with data, or technology will help me identify which mixture would be most satisfying to me and why.
Taking a look a look at my performance review will also help in identifying and improving on areas that need to be strengthened. This will help enhance my growth areas because an employee’s performance is connected to a supervisor’s view on that person. To further enhance on my growth areas, asking good probing questions, and avoiding ones that give only yes, or no answers will assist, and allow the best way to gain a deeper understanding of what really matters to an employer.
The findings on this self assessment, and based on the scores that were achieved, shows that I have a high quality leader-member exchange relationship. The lesson learned from this self-assessment show that part of leadership is observational learning done by the subordinates. Further findings show that it is important for leaders to demonstrate ethical values and conduct at all times.
If given a leadership role, I will definitely use this self-assessment to help identify areas that I need to improve upon. One of the advantages of being a good a leader is display confidence, and this can be achieved by having experience in the role you play.
Applying the action plan that is set above for the improvement of leadership growth areas seems realistic based on the interpretation of the scores that were achieved on this self-assessment, and based on the findings. As part of my job responsibilities, I have to liaison with staff members on a daily basis by giving them instructions. The action plan that is outlined here will help address needed growth areas, and the findings will be used in a constructive way to improve on my leadership skills.
Trust in Leadership:
This self-assessment was created for the purpose of evaluating trust in leadership and team performance.
This assessment consisted of nine questions that were based on the evaluation of the team leader. The questions were graded on a scale from one through seven with one reflecting that there is strong disagreement with the statement and seven indicating strong agreement.
Achieving a score of six and above on this assessment reflects a high level of trust in leadership and team performance. Achieving a sore of two or less indicates a very low level of trust. On this assessment I achieved a score of eight.
The interpretation of this score shows that there is a high level of trust in the leader. This score further shows that when it comes to acceptance of the leader’s activities, goals, and decisions, that I will support and accept them without uncertainty.
The specific plan of action that needs to be addressed to improve on my growth areas will be to become and more effective employee by gaining the trust of those around me. Since effectfive work groups are based on trust, I will work toward strengthening on this area. To accomplish this, I will first identify, and enhance on the responsibilities of my present position. Once this is clearly identified, I will use focus groups, interviews, etc., and then set short-term and long-term goals in achieving my objectives. These objectives will be set for, and focused on the improvement of trust, and team performance.
The enhancement of growth areas based on the interpretation of the scores will be used to further improve on my leadership skills. The findings on this self-assessment will also help in making things happen. As a leader, one must be confident, know the job, be a role model to your team and most of all get the job done.
Knowing my strengths and weaknesses, and being a team player, are important attributes to building trust, and having the best team.
This self-assessment measures an employee’s mood at work.
The purpose of this self-assessment is to determine how employees felt during the past week while on the job. Pierce and Newstrom state:
Mood at work, as assessed here is a state-based condition. As a state-based condition, people can express different moods, depending upon the state to which they are exposed. Mood can, however, be relatively stable across emotional states (situations) and across time. (p. 71)
This self-assessment was graded on a scale from one to five with five indicating agreement with the statement and one signifying not in agreement. On this self- assessment, I achieved a score of four. Achieving a score of four and above on this assessment shows a high level of affect. A score of 2 and under indicates a low level of affect.
The score that was achieved and its interpretation have given me an indication about my mood at work. This assessment also shows the various type of mood an employee display at their place of employment, and at the same time taking into consideration the environment to which they are exposed. Pierce and Newstrom state:
It has been noted that some people have a “sunny” disposition – seeing the glass as almost full as opposed to almost empty. Others nearly always appear gloomy. Affectively (to be distinguished from affect as measure by this instrument) especially reflects an individual’s pervasive mood. Negative affectivity and high negative affectivity reflect negative emotionality. Those people are distressed, scornful, hostile, fearful, nervous, and jittery. Positive affectivity and high positive affectivity reflect positive emotionality. These individuals tend to feel active, excited, enthusiastic, peppy, and strong. (p. 71)
These scores have helped me in figuring out why I act the way I do at work. Being a positive person, always excited to take on new responsibilities, and a team player, this self-assessment has proven to me that I have the qualities that are needed to becoming good leader.
The action plan that I have set for addressing needed growth areas will be centered on becoming more assertive and compliant. Since these traits are important when making decisions, improvement in these areas will enhance my ability to perform more productively as a leader.
To enhance growth areas, action needs to be taken to gain a thorough knowledge about the company and other technical matters to create suitable strategies. Once these strategies are identified, correct decisions can then be made when solving problems. This can be developed through training and experience. As a leader having confidence, being optimistic, and competent in what you do, shows that you have the drive and energy to motivate others resulting in a productive work group. This will change your employees’ mood so they will feel active, excited, and show enthusiasm when carrying out their duties.
The job affect self-assessment will help and can be used to improve my leadership growth in such areas as traits, skills, and behavior. It was identified when interpreting and evaluating my scores that the needed traits corresponding to my leadership role must be implemented and nurtured to be a successful leader. We live in an environment that is constantly changing, and being a good leader is essential to keep up with today’s competitive environment. The findings on the job affect self-assessment will be used to strengthen my skills, and behavior. This will help me to better understand how they work together to benefit the company’s needs and to inspire team members. Specific training and development is needed to enhance my leadership ability to effectively deal with the challenges being faced, both competitively and economically. This will ultimately lead to the enhancement of overall business performance because I will have the ability to inspire and engage team members.
Motivation to Lead
This self-assessment is centered on a Leader’s motivation to lead.
There were 27 statements that focused on whether a leader is influential, and has the ability, and motivation to become a good leader. According to Kirpatick and Locke (1991):
Leadership motivation involves the desire to influence and lead others, and is often equated with the need for power. People with high leadership motivation think a lot about influencing other people, winning an argument, or being the greater authority. They prefer to be in a leadership rather than subordinate roleaˆ¦. (p. 48)
On this assessment, achieving a score of six and above on each of the three motivations to lead dimensions, shows that the leader has strong motivation. Achieving a score of two or less shows weakness in leadership ability based on the specified factor. The highest score is a 7 and the lowest a one. I scored a 4.6 on the affective identify-based motivation. On the non-calculative-based motivation, a score of 4 was achieved, and a score of 4.8 was obtained on social normative based motivation.
An average score of 4.5 was achieved on this assessment indicating that I have the traits necessary to become a leader. According to Kirkpatrick and Locke (1991), “aˆ¦traits do matter. Six traits on which leaders differ from non-leaders include drive, the desire to lead, honesty/integrity, self-confidence, cognitive ability and knowledge of the business.” (p. 48)
The interpretation of the scores shows that having these traits are important preconditions and the potential to be an effective leader. Although these traits are accounted for a small portion of the criterion variance, they are an important part of the whole picture. These traits must fit the leader’s situation.
Specific action plan that are needed to address growth areas in motivating a leader, and key traits that need strengthening were identified in this self-evaluation. For example, it was identified that having a desire to lead, and having a good knowledge of the business are important traits that need to be strengthened. Other possible characteristics that should be considered for improvement will be creativity, originality, flexibility, and adaptiveness. Knowledge of the industry, and aspects of self-confidence can be developed through experience and training. While honesty is important, it does not require skill-building because it is a virtue that one achieves or rejects by choice.
A leader’s trait is important and it must fit the situation. For instance, a strong relationship between intelligence and leadership exists because a person does not emerge as a leader simply by possessing key leadership traits.
Being proactive is essential for a leader because they must make choices and take action that will lead to change instead of reacting to events or waiting for things to happen. Leaders must show a high level of initiative.
In conclusion, the five assessments discussed in this paper were very helpful to me, and I believe should be used as a measure to determine whether a person has the right personality, and qualities to fit the required leadership role. to becoming a good leader. .