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Change-oriented leadership trans formational and charismatic leaders slp - Coursework Example

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In sum, leadership refers to a person’s ability to influence others; therefore, direct their efforts towards the fulfillment of a common goal. During the summer break, I was able to work at a telecommunication help…
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Change-oriented leadership trans formational and charismatic leaders slp
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SLP There is no agreed upon definition of the term leadership. In sum, leadership refers to a person’s ability to influence others; therefore, direct their efforts towards the fulfillment of a common goal. During the summer break, I was able to work at a telecommunication help center as an intern. On the very first day, the supervisor in charge of internship program at the firm walked me through the procedure of handling incoming calls and was always available to answer my questions. After a couple of days, the supervisor decided that it was time for me to undertake the task on my own. In my opinion, this approach was more managerial in nature, as the supervisor conformed to previously set standards and sought to maintain the status quo. The supervisor did little to set new directions or establish new goals, as is the case for leaders who are more visionary-oriented.
The Five Factor Model (FFM) outlines five personality dimensions, which include Neurotism, Conscientiousness, Agreeableness, Extraversion and Openness (OCEAN). Within each dimension are primary factors, which describe in detail individual qualities. Conscientiousness refers to an individual’s ability to be dependable and involved whereas agreeableness analyzes the degree to which one co-operates with others and their level of compassion. Conversely, extraversion encompasses one’s ability to interact socially with others whereas neurotism measures the degree of emotions instability such as an increased predisposition towards negative emptions such as anger or anxiety. Finally, openness to experience encompasses an individual’s curiosity level, love for adventure and ability to appreciate aesthetics. My supervisor was low in neurotism, high in extraversion, high in conscientiousness, low in agreeableness, and low in openness to experience. As the head on the internship program, he had developed a high tolerance from training interns. His subordinates could depend on him when faced with challenging issues and he had a good rapport with them, as he was a social person. However, from his plain office décor, it was clear that he had no appreciation of aesthetics; for example, art.
The behavioral approach adopted by the supervisor was task-oriented. The company’s core task was customer satisfaction, which necessitated employees to establish a good rapport with the clients. As such, performance appraisals sought to evaluate an employee’s interactions with the clients based on the client’s feedback. The training seminars organized by the management level centered on improving communication skills and suggesting strategies that seek to improve customer satisfaction. Little focus was put towards the implementation of a relationship-oriented behavioral approach, which encompasses the consideration of employee’s well-being above the successful completion of tasks. Training of interns occurred at an accelerated rate, which allowed the supervisor to focus on other integral matters relating to the successful completion of other tasks.
Due to the nature of the work, the leadership style adopted by the supervisor was the autocratic leadership approach. The procedure for dealing with clients who called to seek assistance was structured. As such, deviating from the normative would result in adverse repercussions. In addition, it was imperative that one exercises tolerance when dealing with clients irrespective of their unreasonable demands. Serious queries with no clear and concise responses were immediately forwarded to the supervisor for further assistance. There was little to no room for making decisions solely, as decision-making was a responsibility reserved for high-level management. Read More
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