Task-Oriented Leader and People-Oriented Leader - Essay Example

When the team members are in need of advice the people-oriented leader is available to help. The people-oriented leader develops a group that everybody desires to be a part of. Team members, therefore, take risks knowing that their leader will provide support for the actions. The weakness is that certain leaders can take this method too far; they can set the progress of their team overhead projects or task directives. A task-oriented leader, on the other hand, focuses on the completion of the job and is characterized as autocratic (Coleman & Derek 124). They actively stipulate the roles and rules of every team member. They organize, plan, monitor, and put structures in place for work. These leaders also make other crucial tasks, such as maintaining and creating standards for performance. The value of task-oriented guidance is, it promises that targets are met, and it is exclusively beneficial for team affiliates who do not use their time well. I have people-oriented leadership skills since my rating on the questions is above the seventh mark. This is through all the questions on management.

Charismatic leadership styles inspire passion in their groups and are dynamic in encouraging others to forge forward. This capacity to generate commitment and excitement is an enormous benefit. Charismatic leaders are often fixated on themselves and do not desire to amend anything. One disadvantage of charismatic leaders is they trust more in themselves than in the team members. This makes the team and the whole project depend on them. If, in any chance, they leave the project and the team might crumble. Charismatic leaders are selfish and egoistic. As such, charismatic headship transfers great responsibility and it requires a long-term obligation from the leader. Charisma in my leadership effectiveness is important since it enhances my people-oriented leadership style. On a scale of 4 to 20, my ratings are not more than 15 meaning my charisma in leadership is not overemphasized.

Transactional leadership begins from the concept that team members approve to follow their leader when they take on a job. The "transaction" typically encompasses the organization reimbursing team followers for their compliance and effort. Transformational leaders inspire team members because they presume the unsurpassed from everyone in their group and their personal level. This points to great engagement and productivity from everybody on their side. The demerit of transformational management is that although the leader's concern is distributed to the team, it can necessitate being reinforced by detailed people. My leadership skills are transformational since they are based on people orientation. This style encompasses all team members through considering their personal dynamics.

4)         Which of the 5 bases of power do you feel most comfortable using?

Referent Power supports transformational leadership. This is because transformational leadership enhances people-oriented leadership since they are based on people and their personalities. Referent power is derivative of the interpersonal relationships that a leader cultivates within the team and its members. People own reference power when fellows and colleagues respect and like them. On the scale, the ratings are 4.2.

5)  Briefly discuss your preferred conflict-handling style?

My preferred conflict-handling style is competing. It relates to taking on strong decisions regardless of consequences to the other people. This means that as a leader one has to set the boundaries on how much to engage with the team members, the leader has to draw a thick line between favors and keeping work professional

6)   Is your conflict handling style different in personal vs.?  Professional situations?

My conflict-handling style is different in professional situations since mixing business with pleasure hinders productivity. In personal situations, conflict is solved in personal spaces. This is unlike in professional situations where conflict is mediated in organizational spaces.

7)         What is your preferred negotiating style?  Do you like to negotiate? How this is reflected in your communication style results (2.A.1)

My preferred negotiation style is Integrative negotiation. It is also known as negotiation win-win, cooperative bargain, and principled negotiation. It is a style in which the parties collaborate to attain an agreeable result for both. This is proved as the ratings of the scale stand at 22. This is backed by the communication skills scale where it stands at -0.5. This explains that the leaders like to take charge of situations to achieve equal satisfaction among the parties.