Self Assessments And Reflection - Kathleen C.olangelo Colleg
22self Assessments And Reflectionkathleencolangelo College Of Business
Self-Assessments and Reflection Kathleen Colangelo College of Business, Grand Canyon University MGT-604: Leadership and Organizations Dr. Jewell Winn May 22, 2024 Characteristics of Conscious Leadership As defined by Mackey and Sisodia (2014), conscious leadership emphasizes ethical decision-making, stakeholder orientation, and a higher purpose beyond profit maximization. Conscious leaders exhibit traits such as self-awareness, understanding their strengths, weaknesses, and values; emotional intelligence, managing their emotions and understanding the feelings of others; integrity, acting with honesty and fairness; inspirational vision, creating a compelling vision that aligns with ethical and sustainable goals; and a focus on stakeholders, prioritizing the well-being of all stakeholders, including employees, customers, suppliers, communities, and the environment.
This reflection explores these characteristics, examines historical management theories, and analyzes self-assessment results to understand how they can enhance conscious leadership and self-leadership skills.
Historical Management Theories
Two significant historical management theories, scientific management and human relations theory, have shaped organizational behavior. Scientific management, developed by Frederick Taylor, emphasizes efficiency and productivity through standardized tasks and a hierarchical structure (Taylor, 1911). While Taylor's approach introduced time-and-motion studies, leading to more efficient production processes, it often overlooked the human element of work. In contrast, human relations theory, pioneered by Elton Mayo, places a strong emphasis on the importance of social factors in the workplace, such as employee morale and relationships (Mayo, 1933).
Mayo's Hawthorne Studies demonstrated that attention to workers' social needs could enhance productivity and job satisfaction, highlighting the value of the human element in management. These theories have provided foundational insights into managing organizations by balancing efficiency with human needs.
Importance of Self-Awareness, Self-Concept, and Emotional Intelligence
Self-awareness, self-concept, and emotional intelligence are critical tools for effective leadership. Self-awareness allows leaders to recognize their influence on others, make decisions aligned with their values, and develop authenticity (Goleman, 1990). Self-concept refers to a leader’s understanding of their identity, which helps maintain consistency and integrity in their actions (Robbins & Judge, 2019). Emotional intelligence—the ability to manage one's emotions and empathize with others—is integral to fostering positive organizational climates, effective communication, and conflict resolution (Northouse, 2018).
Harnessing these skills leads to empowered teams and a more engaged workforce. Leaders who are emotionally intelligent can better navigate complex social dynamics and inspire trust and loyalty among followers.
Summary of Assessment Results
The assessments conducted provided valuable insights into my leadership capabilities. The VARK Questionnaire revealed a preference for visual and auditory learning modes, suggesting that utilizing multimedia resources and engaging in discussions are effective strategies for my development. The Cultural Competency Self-Assessment highlighted an openness to diverse perspectives but pointed out the need to improve understanding of implicit biases, unconscious stereotypes that influence behavior. The Rokeach Values Survey underscored my strong commitment to honesty and fairness, core principles I aspire to uphold in leadership roles.
These results serve as catalysts for growth. Recognizing my learning preferences prompts me to seek varied educational opportunities, while acknowledging implicit bias motivates me to educate myself further on cultural competencies. Aligning my leadership actions with my values of honesty and fairness fosters a culture of trust and integrity within my teams.
Reflective Self-Discovery and Leadership Development
The assessments prompted deep self-reflection on my learning style, cultural awareness, and core principles. For example, my preference for visual and auditory learning can complement my leadership development by incorporating diverse educational tools—such as visual aids, storytelling, and active discussions—to communicate effectively. The awareness of implicit biases inspires continuous learning about cultural differences and inclusive practices, which are essential for ethical leadership in a globalized world.
Valuing fairness and honesty influences my decision-making and leadership identity. In practice, I aim to promote equitable treatment and create an environment where team members feel respected and valued. To cultivate trust, I prioritize open communication, active listening, and transparency.
Analyzing Organizational Behavior
Understanding organizational behavior from various perspectives is crucial for effective leadership. The individual perspective focuses on personal motivations and development avenues. The group perspective offers insights into team dynamics and communication patterns, which influence productivity and cohesion. The organizational perspective examines how culture, structure, and policies shape overall performance and employee well-being (Schein, 2017).
My self-assessment results contribute to this analysis by clarifying my leadership style—whether transformational, transactional, or servant—allowing me to better align my behaviors with organizational goals. Appreciating the interconnectedness of these perspectives guides me to implement strategies that foster a positive climate, support innovation, and promote ethical practices.
Conclusion
This reflection emphasizes the vital role of conscious leadership in fostering ethical, stakeholder-oriented, and sustainable organizations. Core traits such as self-awareness, emotional intelligence, and integrity underpin effective leadership and organizational success. By integrating insights from self-assessments and understanding historical management theories, leaders can develop authentic, adaptive, and ethical leadership practices. Continuous self-reflection, education, and alignment with core values are necessary steps toward becoming a transformative leader capable of inspiring positive change within organizations.
References
- Goleman, D. (1995). Emotional intelligence: Why it can matter more than IQ. Bantam Books.
- Mackey, J., & Sisodia, R. (2014). Conscious capitalism: Liberating the heroic spirit of business. Harvard Business Review Press.
- Mayo, E. (1933). The human problems of an industrial civilization. Macmillan.
- Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
- Robbins, S. P., & Judge, T. A. (2019). Organizational behavior. Pearson.
- Schein, E. H. (2017). Organizational culture and leadership (5th ed.). Wiley.
- Taylor, F. W. (1911). The principles of scientific management. Harper & Brothers.