Assignment 2: Comparing Leadership Styles Unlike The Earlier

Assignment 2 Comparing Leadership Stylesunlike The Earlier Assignment

Assignment 2: Comparing Leadership Styles Unlike the earlier assignment where you identified and examined the leadership style of others, this module you will assess your own personal leadership style. Write a paper assessing the ways in which the following organizational areas are affected by your leadership style: Being a part of a team, Building organizational human relations, Participating in group work, Participating in individual change, Participating in organizational change.

Paper For Above instruction

Leadership styles significantly influence various facets of organizational dynamics, affecting how individuals interact, adapt, and drive change within their environments. Reflecting on my personal leadership style, I recognize that it shapes my approach to teamwork, relationship building, group participation, and change management. Drawing on established leadership theories and my practical experiences, I will analyze how my style impacts these organizational areas.

Assessing My Leadership Style

My leadership style predominantly aligns with transformational leadership, characterized by inspiring and motivating team members, fostering innovation, and encouraging personal development. I prioritize open communication, empowerment, and collaboration, which creates an environment of trust and shared purpose. This approach contrasts with transactional leadership, which relies more heavily on structured rewards and penalties. My style's emphasis on vision and collective growth influences my interactions across organizational domains.

Influence on Being a Part of a Team

As a transformational leader, I promote a participative team environment that values each member's contributions. My focus on shared goals fosters cohesion, motivation, and engagement. I encourage team members to express ideas freely, which enhances creativity and problem-solving. Nonetheless, this style requires balancing delegation with oversight to ensure accountability. My emphasis on collaboration tends to elevate team performance, particularly in projects requiring innovation and collective effort.

Building Organizational Human Relations

In terms of organizational human relations, my leadership style facilitates the development of trust and mutual respect. I emphasize active listening and empathy, creating a supportive environment that values diversity and individual differences. This approach helps to resolve conflicts constructively and build strong interpersonal relationships. However, it also necessitates managing emotional dynamics carefully to prevent overextension of personal boundaries and maintain professional standards.

Participating in Group Work

Within group settings, my leadership approach encourages shared responsibility and collective problem-solving. I seek to leverage each member's strengths and foster a sense of ownership. This participative stance bolsters group cohesion and enhances productivity. However, I am mindful to ensure that collaboration does not lead to ambiguity or lack of individual accountability, which can hinder progress.

Participating in Individual Change

My leadership style supports individual change by inspiring personal growth and adaptability. I motivate team members to embrace new methodologies and challenge the status quo. Through coaching and recognition, I help individuals overcome resistance to change, fostering resilience and self-efficacy. This process requires patience and personalized attention to address differing readiness levels for change.

Participating in Organizational Change

Regarding organizational change, my transformational leadership facilitates strategic visioning and stakeholder engagement. I communicate change initiatives transparently, emphasizing the benefits and aligning them with organizational values. This approach helps to reduce resistance and create buy-in. However, it also demands careful planning and change management skills to navigate complex transitions effectively.

Conclusion

In conclusion, my leadership style, predominantly transformational, deeply influences how I engage with teams, build relationships, and manage change. While it fosters innovation, collaboration, and resilience, it also requires balancing assertiveness with empathy and strategic planning. Recognizing these impacts enables me to refine my leadership practices further, contributing to more effective organizational outcomes and personal development.

References

• Bass, B. M. (1999). Two decades of research and development in transformational leadership. European Journal of Work and Organizational Psychology, 8(1), 33-56.
• Burns, J. M. (1978). Leadership. Harper & Row.
• Northouse, P. G. (2021). Leadership: Theory and Practice (8th ed.). Sage Publications.
• Avolio, B. J., & Bass, B. M. (2004). Multifactor Leadership Questionnaire Manual. Mind Garden.
• Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.
• Yukl, G. (2013). Leadership in Organizations (8th ed.). Pearson.
• Likert, R. (1967). The Human Organization: Its Management and Value. McGraw-Hill.
• Antonakis, J., & Day, D. V. (2017). The Nature of Leadership. Sage Publications.
• Herold, D. M., Fedor, D. B., & Caldwell, S. (2009). Transformational leadership and organizational commitment: The moderating role of agreeableness. Journal of Applied Psychology, 94(5), 1365-1373.
• Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge (6th ed.). John Wiley & Sons.