Discussion and Results Chapter: Leadership Style and Decision-Making

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Leadership Style and Decision-Making Style

Leadership and Decision Making Style

Leadership matters whether a person works in police department, or academia or in an optometry clinic like me. As a clinic Manager working at a tri service optometry clinic, I need to interact with different people and client. Ensuring eye health and offering treatments is the job we do in the clinic. I have boss as well as subordinates. My staff has technical as well as non-technical employees. In such a diverse environment, it requires a very dynamic leadership style and personality to be effective. There are many expectations from my job and the evaluation is tough. Hence, I often evaluate my leadership and decision making style to find out if I am heading in the right direction and what new methods can be adopted to increase my productivity and efficiency. Leadership and decision making questionnaires help a lot in evaluation self traits and style.

Leadership questionnaires

It is not difficult to claim to be a good leader. However, proving effective leadership style is necessary. The leadership style should be assessed on the common grounds so that it can be judged what kind of comparative traits a leader has. There are many tools and questionnaires that find out the leadership traits. Some of these questionnaires are presented here against which I have assessed myself.

Leadership Style

The leadership style mostly deals with a leader's relationship and behavior towards his or her subordinates. It tells whether the leader facilitates them or just issues orders (Leadership Styles, 2013). The questions on Leadership Styles deal with the opinion of the leader on how to supervise the subordinates. It also takes into account the level of control the leader likes to have on the people and the freedom he gives. The leader can like to have all the powers with him or to distribute them among his people. He can share responsibility and accountability with followers or else is sole person to deal with the consequences of an action.

The leadership styles are authoritative, democratic and laissez-faire. The authoritative style suggests that the leader should be guiding and controlling the employees and they should be allowed to work according to their will (Leadership Styles, 2013). The democratic leader believes that everything should be done according to will and cooperation of leader and followers. The laissez-fair eon the other hand believes in individualism and does not involve in controlling or guiding of the followers rather leaves things to followers' will. My score for authoritative style is 14 which are in low range, the democratic scale is 26 which are in very high range and the laissez-faire scale is 18 which are in the moderate range. Hence my leadership style is more of a democratic person. I give margin to people's opinion and I value their suggestions. I believe that if somebody works, he should have some control over it too.

Leadership Path-Goal

The role of expectations, performance and encouragement is vital in leadership. Path goal questionnaire evaluates if the leader supports his followers or not and what is the level of supporting his people (Northouse, 2013). Some leaders simply like to tell the followers what is the destiny or the goal while others like to guide about the path as well that leads to the goal.

The leadership path goal theory finds out if the leader supports his team in achieving goals or not. My result for questionnaire is attached in Apendix II and the analysis showed that I rate 26 on Directive style which is more than common but not very high. I rate myself 28 on Supportive which is considered common and not very high. 27 is my scale on Participation style which is high and 27 for achievement oriented style which is high. Hence, my style is supportive as well as achievement oriented. This means I want to achieve goals in cooperation with my team (Path-Goal Theory of Leadership, 2013). I neither believe in hurting people in pursuit of goal achievement nor do I sacrifice task achievement for pleasing people. This leadership pattern helps a lot in self-improvement and finding and correcting mistakes.

Leadership Authentic

A leader is not only evaluated on external and follower-side parameters but there are some scales to evaluate leader's internal capabilities as well. These tell about the level of knowledge, confidence and balance in the leader. Authentic leadership questionnaire helps to rate a leader on these scales.

The leadership authentic parameter evaluates leadership on the traits of self-awareness, internalized moral perspective, balanced processing, and rational transparency. My score for self-awareness is 14, for internalized moral perspective 15, balanced processing 14, and rational transparency 17. The score for my authentic leadership is 60. Above 48 and below 64 is the high rating hence I can be rated high on eldership authenticity.

Leadership Team Excellence/Collaborative

Often a leader does not like to separate himself from his people thus he works in a team. For example in highly expert professional environment like the eye clinic where everybody is learned, the opinion of every body counts. In such settings, the team likes to have some clear goals and it evaluates the broad direction of team rather than singling out leader. This feature is function of cooperation and collaboration.

The leadership team excellence/collaborative questionnaire helps to evaluate oneself against the characteristics like goal, structure, knowledge, environment, climate, support, performance and standards. Against all the traits, I found myself moderate or high. The results of test are attached in appendix IV.

Leadership Psychodynamic

Besides apparent traits and personality, a leader also has psychological being. Some people are talkative and some are not and both can work in different work environments. It is better to know one's psychodynamic style to be more productive. It tells what works best for a person. As far as I am concerned, my psychodynamic assessment is discussed shortly.

The psychodynamic questionnaire studies the nature of the leader. A leader possesses any one of two elements in the pair. A leader can be introvert or extravert. I found myself extravert because I rated myself as 5 for extraversion in contrast to 2 for introversion. For the second pair of sensor vs. intuitor, I am more of an intuitor i.e. 3 for sensor and scale 4 for intuitor. For the pair of thinker vs. feeler, I am 4 for thinker and 3 for feeler. And for the final pair I am perceiver with scale 4 versus 3 for judge. Hence my psychodynamic test assessed that I am extravert, intuitor, thinker as well as a perceiver.

Me as a Leader

It is so natural that perceive we very effective and productive as a leader. However, a fair evaluation against standards lets us know what our leadership style truly is. I found myself more supportive, democratic, and authentic, extrovert, thinker, intuitor and perceiver than an authoritative and judging leader. I love doing tasks in collaboration and sharing appreciation and rewards. Also I am no reluctant in accepting my errors because I know that improvement starts with accepting one's mistakes. I facilitate my people so that they feel confident about sharing problems as well as creative ideas they got. Thus, I consider myself balanced between people centric and task centric attitude.

My leadership style is not same as it used to be five years ago. Before entering the professional life, I believed that I could do anything alone I want to do. However, with time and experience, I realized that there are human limitations to performance that can be dealt with by working in collaboration with other people. Sometimes, the best idea comes from where we never thought of. Hence, I decided to take suggestions from my people and to value their views. I agree to disagree hence I am never offended to get my point rejected. Also I learnt effective leadership styles through study and analysis besides practical experience. I believe my leadership and decision making style is better today as well as less prone to mistakes. Yet I believe in continuous improvement and keep reviewing my leading role.

Conclusion

No leadership style is right or wrong. Every leader can have a different style. Traits and personality of one leader can be very different from the other leader. This is just like individual personality. However, there are some common features and styles of leaders. The best leadership style is one that suits work environment, people, resources and time. Sometimes it is practically not possible to get suggestions from other people or the subjects do not have the knowledge like which technology is better for eye treatment than the other. Hence in such cases, it is offer recommended to take unilateral decision while others, like decision regarding clinic expansion may require quite a time for negotiations and discussions. Hence, it is upon the leader to decide which style to adopt in various situations.

Recommendations for self-improvement

Leadership styles have been long debated. It was considered that a leader is born with God gifted talent… [END OF PREVIEW]

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