Finding the Leadership in You - Essay Example

Leadership in you Insert Insert s As the twenty-first century manager, I score well; however, there are areas that I am working on, which include confidence, self-objectivity, introspection, entrepreneurism, tolerance for uncertainty, and inner work standards.My transactional leadership abilities involve viewing strictly following procedures, standards and rules. Transactional leadership views managers and workers as an exchange, always offering something in return (Cummings & Worley, 2009). When workers perform their duties well, there are some rewards.

Rewards and punishment are contingent towards performance of duties. I use more of an array of incentives to motivate individuals to perform their best. I am in a sense a transformational leader also. I go beyond to manage my day-to-day operations for the company, my lack of tolerance to uncertainty and self-objectivity affects my leadership abilities. My ability to get knowledge without inference or reason is low (Webb, 2013). My low intuitive abilities are affecting my capability to learn and solve the complex problem in a subconscious basis.

It plays a vital part in the decision making process. I will work on developing my intuitive abilities in order to improve my decision making, avoid common mistakes and dissolve prejudices (Tidd & Bessant, 2011).I have a strong conflict management skill. My capacity to remain calm and absorbed in tense conditions is a crucial aspect of conflict resolution (Webb, 2013). I usually stay centered and in control of myself, which makes me avoid being emotionally overwhelmed intense conditions. I have a strong courteous regard to people feelings, and act as a facilitator in solving conflicts.

My high Yield tendency facilitates courteous yielding to opinions, judgments, or wishes of other people. My forcing tendency abilities demonstrate my skill of ensuring that people act in a manner, which facilities’ resolution of conflicts (Tidd & Bessant, 2011). The high avoidance tendency demonstrates my ability to avoid tense situations, or conflicts. This ensures that I behave in a manner that does not facilitate conflicts, and ensure that an amicable environment exists at all time. The high compromising tendency shows that I am more than eager to compromise in order to take into consideration other people thoughts and feelings (Cummings & Worley, 2009).

I possess strong problem solving skills. These skills demonstrate my ability to solve problem and offer solutions to complex and challenging situations. Time management skills demonstrate how someone is more aware to use their time. Time management is an important skill in prioritizing, organizing, and succeeding within organizations. I can be more organized and prioritize things a lot better. However, there are areas in time management skills that need improvement. In particular, taking a comprehensive view of necessity and goal setting resources will enable improve my time management skills (Webb, 2013).

The organizational design preference shows the organizational designs that I work best under. I prefer working under the mechanic organizational design (Cummings & Worley, 2009). Mechanistic is a vastly bureaucratic organization design, which deals with well-established technology. Clearly well established roles and responsibilities. The purpose that the prominence of the technology is applicable is that mechanic bureaucracies rigidity makes people who prefer mechanic organizational design poorly adapted to changing in technology (Cummings & Worley, 2009).

The organizational culture that suits my experience is the long-term and stability within an organization. Taking a long-term view enables the organization to always work to ensure that its projects and business activities are sustainable, and offer both short-term and long-term rewards (Tidd & Bessant, 2011). I seek to always improve my weakest areas, and put together my strengths in order to play a major role in advancing organization and personal goals and objectives. ReferencesCummings, T. G., & Worley, C. G. (2009).

Organization development and change. New York: Cengage Learning.Tidd, J., & Bessant, J. (2011). Managing innovation: integrating technological, market and organizational change. Hobokonen, New Jersey: John Wiley & Sons.Webb, A. (2013). Two tales from a reluctant manager. Introducing Change from the Top in Universities and Colleges. Ten Personal Accounts, 41.