Unit 27 M1
Describe the factors that will influence your choice of leadership styles or behaviors in workplace situations.
There are several factors which may affect my choice of leader style in my workplace situations.
The first factor is the task. A manager needs to be certain that all team members share a common goal. Once this has been clarified it is the manager’s job to guide his team to accomplish these goals and complete the task.
To make it easier for the manager the team’s tasks should be created using the ACLM Model. Once the task has been clearly defined it is then easier for the manager to decide which leadership style to use in the given situation. He can then develop individuals, build a team and then achieve his goals.
Having a better …show more content…
understanding of a team/individuals, the employees will get a clearer understanding of what needs to done to achieve the task. With this understanding they will therefore be more likely to accept a sudden change in leadership style.
Another factor that may influence my choice of leadership style is time. Time can be a Managers friend but also his enemy. For example, if a deadline is coming to an end and we have not yet completed a task, then a more Autocratic style has to be adapted. With a tight deadline approaching having an Autocratic style helps everyone achieve the main goal.
The working environment can also play a factor on my leadership style. For example I have a team that is varied in age. Therefore it is important that a manager identifies the needs of the team and adjusts his leadership style to create team cohesion accordingly. Concentrating on the individual instead of the team in general and creating unity.
The external environment can also influence the choice of leadership style. Factors such as competition, legislation, change to regulations, supplier & customer activity can affect the leadership style.
Flexibility is key for a Manager the workplace.
Explain why these style of leadership behaviours are likely to have a positive or negative effect on individual and group behaviour.
Having a Participative style of Management will empower the employee and have a dramatic effect on reducing employee turnover. Having your opinion heard creates a positive environment where everybody can feel involved. Being given a chance to voice your ideas and opinions can only have a positive effect throughout the workplace from top to bottom.
But having a consultative style can also become negative attribute. For example in an emergency or tight timed task. Taking too much time procrastinating over ideas and letting everyone voice their opinion can lead to the team and its leader missing the task deadline. In an emergency situation consulting with your team can be and is most often too time consuming.
Having and Autocratic style, despite many people's opinions, can have a positive effect on the workplace.
For example, when the team and its leader have been given a task that has a tight deadline. You will find that it will be more effective to instruct the team on exactly what task needs completing. This in turn creates a very effective team, resulting in meeting that tight deadline. Although the team will not be able to voice their ideas and opinions, in this situation the end goal is the most important. The Autocratic style of management can, and often does, have a negative effect on the team. When time is not and issue and there is no emergency, having an Autocratic style of Management can demoralise the team. Not being able to voice their opinions or ideas will leave a team feeling undervalued. Also without being able to hear the teams ideas the task may not be completed in the most efficient manner. Teams will then become demoralised and eventually not wanting to contribute anymore. Staff turnover will increase and in general will leaven an unhappy work …show more content…
place.
Whilst some team members need to be given direction and will react well to an Autocratic style of management, some will not. In my opinion as a leader it is my job to find out how each member of team is affected by my management styles. When this is achieved the workplace will be a highly effective and efficient force.
Assess own leadership behaviours and potential in the context of a particular leadership model and own working organisation’s working practices and culture, using feedback from others.
I found that I strongly swayed towards a Participative Leader, scoring 47 out of 50 using the Leadership Questionnaire.
Feedback from my liner manager suggests that I have a more Autocratic style of leadership, which to me is quite interesting as I feel sometimes I need to be more Autocratic.
I also asked him to answer two questions:
1.What are the strengths, in my Leadership style, that you see that I have that you believe help me in my current role?
2.What Leadership skills do you think I need to develop to make me a better Leader?
Using the John Adair’s Action Centred Leadership Model (ACLM), which focuses on Team, Task and the Individual.
Team:
As a Participative leader I accept input from one or more of my team when making decisions and solving problems, but as the leader I retain the final say when choices are made. Team members tend to be encouraged and motivated by this style of leadership. This style of leadership often leads to more effective and accurate decisions, since I am not an expert in all areas. Input from team members with specialized knowledge and expertise creates a more complete basis for decision-making.
The feedback from my team has also suggested my leadership style to be Participative however there was a certain element of a Delegative style present. My team referred to the following leadership skills such as resolving conflict, facilitating discussion, motivating, listening and facilitating development. These skills are commonly associated with a Participative Leadership Style.
Task:
In my organisation I work as an Estates Supervisor. On a daily basis I have to use my leadership skills in order to manage the work and people in the Estates Department in order to fulfil the company’s objectives.
In my opinion I believe my democratic leadership to be the Participative style. However sometimes my leadership style may have to adapt itself to the given situation. For example if a new employee has joined my Estates team I would probably use a more Autocratic leadership style until they were settled in.
My Participative Style is used in the majority of situations. The use of this particular leadership style is linked to the style culture created by our Resorts Manager, who himself uses a Participative leadership Style. However as described by my colleagues, I do use skills which derive from other leadership styles depending on the situation and environment.
As a manager it is important to be comfortable in not only one but all leadership styles and to know when to use them appropriately.
Individual:
As individuals, my team feel that using my Participative Leadership Style they have the oppurtunity to contribute to most decisions, made in the workplace.
Furthermore I use the following leadership skills within my Estates team. Creating and sharing a vision with the team, setting smart objectives, allocating tasks, allocating roles and responsibilities, monitoring performance, controlling activities, observation of individual & team performances, giving constructive feedback and ideas for the development of skills were needed, for the individual.
Describe appropriate actions to enhance own leadership behavior in the context of a particular leadership model.
Taking into consideration my democratic leadership style is participative there are several ways which to enhance my leadership behavior.
Own way would be to practice self-knowledge and self-awareness, these are both qualities required by any manager. In order to develop these qualities I must act upon constructive feedback I receive from my internal or external environment. The feedback can be attained from a number of sources including team members, other colleagues and my line manager. Additionally as a leader I need to be observant and take into account my own actions and the impact it has on others.
Alternatively it might be wise for me to find a role model I can learn from. It would have to be someone I respect highly and whose leadership I admire. If the role model agrees to mentor me, my leadership skills could greatly benefit.
Another way of enhancing my own leadership behavior would be to “be myself.” It is important to do things in your own way maintaining the same high standards you set yourself.
Keeping my objectives clearly in mind could help me become a better leader. The strategic long term goals are significant and not the small problems which may occur along the way.
As a final point sticking to my principles and keeping a high level of integrity may enhance my leadership behavior. Regardless of which leadership style a manager uses in the office if all above enhancements are fulfilled employees will be more likely to accept you and the way you work.
There are several factors which may affect my choice of leader style in my workplace situations.
The first factor is the task. A manager needs to be certain that all team members share a common goal. Once this has been clarified it is the manager’s job to guide his team to accomplish these goals and complete the task.
To make it easier for the manager the team’s tasks should be created using the ACLM Model. Once the task has been clearly defined it is then easier for the manager to decide which leadership style to use in the given situation. He can then develop individuals, build a team and then achieve his goals.
Having a better …show more content…
understanding of a team/individuals, the employees will get a clearer understanding of what needs to done to achieve the task. With this understanding they will therefore be more likely to accept a sudden change in leadership style.
Another factor that may influence my choice of leadership style is time. Time can be a Managers friend but also his enemy. For example, if a deadline is coming to an end and we have not yet completed a task, then a more Autocratic style has to be adapted. With a tight deadline approaching having an Autocratic style helps everyone achieve the main goal.
The working environment can also play a factor on my leadership style. For example I have a team that is varied in age. Therefore it is important that a manager identifies the needs of the team and adjusts his leadership style to create team cohesion accordingly. Concentrating on the individual instead of the team in general and creating unity.
The external environment can also influence the choice of leadership style. Factors such as competition, legislation, change to regulations, supplier & customer activity can affect the leadership style.
Flexibility is key for a Manager the workplace.
Explain why these style of leadership behaviours are likely to have a positive or negative effect on individual and group behaviour.
Having a Participative style of Management will empower the employee and have a dramatic effect on reducing employee turnover. Having your opinion heard creates a positive environment where everybody can feel involved. Being given a chance to voice your ideas and opinions can only have a positive effect throughout the workplace from top to bottom.
But having a consultative style can also become negative attribute. For example in an emergency or tight timed task. Taking too much time procrastinating over ideas and letting everyone voice their opinion can lead to the team and its leader missing the task deadline. In an emergency situation consulting with your team can be and is most often too time consuming.
Having and Autocratic style, despite many people's opinions, can have a positive effect on the workplace.
For example, when the team and its leader have been given a task that has a tight deadline. You will find that it will be more effective to instruct the team on exactly what task needs completing. This in turn creates a very effective team, resulting in meeting that tight deadline. Although the team will not be able to voice their ideas and opinions, in this situation the end goal is the most important. The Autocratic style of management can, and often does, have a negative effect on the team. When time is not and issue and there is no emergency, having an Autocratic style of Management can demoralise the team. Not being able to voice their opinions or ideas will leave a team feeling undervalued. Also without being able to hear the teams ideas the task may not be completed in the most efficient manner. Teams will then become demoralised and eventually not wanting to contribute anymore. Staff turnover will increase and in general will leaven an unhappy work …show more content…
place.
Whilst some team members need to be given direction and will react well to an Autocratic style of management, some will not. In my opinion as a leader it is my job to find out how each member of team is affected by my management styles. When this is achieved the workplace will be a highly effective and efficient force.
Assess own leadership behaviours and potential in the context of a particular leadership model and own working organisation’s working practices and culture, using feedback from others.
I found that I strongly swayed towards a Participative Leader, scoring 47 out of 50 using the Leadership Questionnaire.
Feedback from my liner manager suggests that I have a more Autocratic style of leadership, which to me is quite interesting as I feel sometimes I need to be more Autocratic.
I also asked him to answer two questions:
1.What are the strengths, in my Leadership style, that you see that I have that you believe help me in my current role?
2.What Leadership skills do you think I need to develop to make me a better Leader?
Using the John Adair’s Action Centred Leadership Model (ACLM), which focuses on Team, Task and the Individual.
Team:
As a Participative leader I accept input from one or more of my team when making decisions and solving problems, but as the leader I retain the final say when choices are made. Team members tend to be encouraged and motivated by this style of leadership. This style of leadership often leads to more effective and accurate decisions, since I am not an expert in all areas. Input from team members with specialized knowledge and expertise creates a more complete basis for decision-making.
The feedback from my team has also suggested my leadership style to be Participative however there was a certain element of a Delegative style present. My team referred to the following leadership skills such as resolving conflict, facilitating discussion, motivating, listening and facilitating development. These skills are commonly associated with a Participative Leadership Style.
Task:
In my organisation I work as an Estates Supervisor. On a daily basis I have to use my leadership skills in order to manage the work and people in the Estates Department in order to fulfil the company’s objectives.
In my opinion I believe my democratic leadership to be the Participative style. However sometimes my leadership style may have to adapt itself to the given situation. For example if a new employee has joined my Estates team I would probably use a more Autocratic leadership style until they were settled in.
My Participative Style is used in the majority of situations. The use of this particular leadership style is linked to the style culture created by our Resorts Manager, who himself uses a Participative leadership Style. However as described by my colleagues, I do use skills which derive from other leadership styles depending on the situation and environment.
As a manager it is important to be comfortable in not only one but all leadership styles and to know when to use them appropriately.
Individual:
As individuals, my team feel that using my Participative Leadership Style they have the oppurtunity to contribute to most decisions, made in the workplace.
Furthermore I use the following leadership skills within my Estates team. Creating and sharing a vision with the team, setting smart objectives, allocating tasks, allocating roles and responsibilities, monitoring performance, controlling activities, observation of individual & team performances, giving constructive feedback and ideas for the development of skills were needed, for the individual.
Describe appropriate actions to enhance own leadership behavior in the context of a particular leadership model.
Taking into consideration my democratic leadership style is participative there are several ways which to enhance my leadership behavior.
Own way would be to practice self-knowledge and self-awareness, these are both qualities required by any manager. In order to develop these qualities I must act upon constructive feedback I receive from my internal or external environment. The feedback can be attained from a number of sources including team members, other colleagues and my line manager. Additionally as a leader I need to be observant and take into account my own actions and the impact it has on others.
Alternatively it might be wise for me to find a role model I can learn from. It would have to be someone I respect highly and whose leadership I admire. If the role model agrees to mentor me, my leadership skills could greatly benefit.
Another way of enhancing my own leadership behavior would be to “be myself.” It is important to do things in your own way maintaining the same high standards you set yourself.
Keeping my objectives clearly in mind could help me become a better leader. The strategic long term goals are significant and not the small problems which may occur along the way.
As a final point sticking to my principles and keeping a high level of integrity may enhance my leadership behavior. Regardless of which leadership style a manager uses in the office if all above enhancements are fulfilled employees will be more likely to accept you and the way you work.