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Leadership styles strengths
Leadership styles 7 pages in theory and practice
Leadership styles 7 pages in theory and practice
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During my thirty-six years in the work force, I have worked for many different businesses, performed a plethora of different job duties, and I have been introduced to a wide variety of different management styles from the management teams that I have worked for. Each management style was varied but the end result was the same at the end of the day, to get the job done. Through these different management styles I have been introduced to, I have developed my sense of a good personal management style. During this paper, I will look at some of the great managers and not so great managers that have helped me to develop my management style.
When I turned sixteen and started to drive, I had to get a job to pay from my gas and spending money. My dad though this would help me learn about money and start to learn a work ethic. His planned helped to path my career. I got a job at Johnstone Supply Company in Tulsa, Oklahoma. Todd was the manager and took me under his wing. He literally taught me how to work form mopping, packing orders, unloading trucks, and customer service. He also told me when I messing up and helped me get back on the right path. Todd was a very effective leader to me and will always have my thanks to show me the real world.
My next leader was not an effective leader but helped me in business and my personal life by showing me how not to lead a team or treat people. After I graduated, I went to work for Office Depot as a “picker” which gathered customers delivery orders and boxed them for delivery the next day. My supervisor at the time was a much older gentleman and seemed very bitter. He only supervised two other people and had to pick orders himself along with us. He talked down to us and even...
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...ed at another casino now.
After Osage Casino, I am now employed at River Spirit Casino and could not be happier. My supervisor is a great leader and loves passing on her knowledge and is trying to teach me all the workings of worker’s compensation that she can.. She has built a great team and we all compliment her weaknesses. She is not good at building reports or computers and the department was using excel to have a log of medical reports. She asked me during my interview what they could do about that. I told her that they need a database to do all their stuff in and that they could data mine a lot better with a database. When they hired me on that was my first objective assigned to me. She gave free reign over the project and allowed for all the time i need to complete it. I completed in about a month and we are still using it and updating it as needed.
In the beginning of the young man’s search, all the managers he met fit into one of two categories: stern managers or humanistic managers. People in each category were proud of their own style of managing, even if it fell short in certain categories. Usually, the hard-nosed managers had no trouble pleasing his superiors, but had more trouble with his subordinates. A common pattern with the humanistic managers was that their employees
I have thought of someone who was a great supervisor and a bad supervisor. My Supervisory Experiences One supervisory experience happened when I was a special events intern for the Chandler Chamber of Commerce. I had little experience about supervising others or events, until I interned at the Chamber. The only management experience I had were front desk receptionist duties; for example, answering the phone, writing ad’s, and press releases.
Management is the ability to get a job done using appropriate processes, models and systems to achieve an objective. Managers think radically, abide by principles, rules and use experience in their respective fields to make things work. A good manager goes about the ordinary activities such a staffing, organizing, planning (Robert, 2007). The very ability of his/her colleague to discover the uniqueness in each of the subordinates, capitalize on it, harnessing the best out of them to accomplish goals clearly distinguishes such a person as great when compared to others. Great managers develop people and enthusiastically transfer acquired skills to others, work progress is constant and usually by leaps and bounds. In addition, a great manager outlines and strategizes his/her team for project plans such that there is a “buy in” on delivered commitments. In contrast, the former just transfers the required skills to subordinates; work progress is notable, vice versa of the latter. Rupert Murdoch of the News Corporation is ...
If Beverly knew about this management styles before heading into the job at Gridlock Meadows she might have been more prepared for what was about to come. This paper might have come off a little bias but remember that each management style has its positive aspects as well as negative ones. The key is recognizing the management style and how to work with each one you may encounter.
The experience with my negative leader I will name Mohammad Smith the Authoritarian. I have learned as much from this poor leader as I have from strong leaders. This negative leadership style decreases the motivation of employees because it makes them feel as though they can’t respond with any initiative or creativity. This leader did not like the team to attempt questioning his directives, because he then puts on the defensive front. This leader was worried more about his status and saw his team members as subordinates or lesser people. When working projects with his team, he would tell them what he wanted done and how to accomplish and not discuss and receive advice from them. A bad supervisor is the leading cause of job dissatisfaction with jobs.
The management style I can most identify with is that of social constructivism. With this management style people are working together, students are vigorously
The leadership model that is being chosen in this paper is the Theory X and Theory Y Leadership model and how to compare the two management style of each employee described in this paper. According to the Business Balls (n.d.), the Theory X manager is a person who is authoritarian and maintains a repressive style while showing characteristics of tight control and no development. They explain a Theory Y manager as a person who wants to have a high achievement, empower their employees, and giving their employees great responsibilities that they known that the person can handle.
Mr. Nardelli views management as top-down, command and control style, appreciated by efficiency managers, but criticized by many. He especially focused on process controls and metrics (including cost and quality). He also borrowed many management principles from the military and especially hired managers, who served in the military (Nussbaum, 2007). Nardelli worked hard to build a disciplined team (with order, high-pressure, and high standards) (Grow 2006).
I have been fortunate to work with several heads of departments within a couple years of graduating college. During this time, I have worked with quality leaders and not so great ones. The quality leaders were competent, skillful and endowed with people skills. These leaders gave me the opportunity to grow and a sense of purpose. After reading The Leadership Advantage by Warren Bennis, I was quickly reminded about a former superior of mine that lacked the understanding and knowledge of what qualities a leader should have. The company also did not entertain a culture that promotes employee satisfaction.
Management style and ability evaluation Every organization requires leadership providing a vision to the organization on how things will get done. A good manager will use that vision to set goals and that keep staff engaged and motivated along the pathway to innovation and efficiency through an organizational structure that will result in success. As an example, Arizona State University President Dr. Michael Crow has been credited with providing outstanding management of the University. Evaluating Dr. Crow’s management style and ability requires that first his role his role and responsibilities are identified, key challenges he faced, and his management strengths and weaknesses of his leadership at Arizona State University.
My biggest personal leadership failure occurred earlier this year when I worked at Einstein Bros Bagels at Coffman Union. I stayed there from January until April making and serving bagels to customers. However, I had the morning shift, the busiest period of the day. Long lines would form every time I was there, and sometimes I couldn’t catch up. One day in April, my co-worker, a veteran making bagels, was absent, and someone who didn’t have as much experience replaced her. What followed was a mess. My team chemistry with the replacement was dreadful, and a ton of people had to wait a while for their orders. My manager saw the incident, and after my shift was over, he gave me the option of leaving my job. I accepted, but my self-confidence was in a state that was beyond repair. It was one of the first times that I felt I let others down with my work performance. I learned that I shouldn’t expect to be great at everything and that I should analyze my weaknesses before taking on something challenging.
Ngirwa, C. C., Euwema, M., Babyegeya, E., & Stouten, J. (2013). Leaders styles of managing
Almost everyone has had the misfortune of having a leader that should not be in the position of leading others. Unfortunately, I have been in that position. I have had bad managers and supervisors in not just one job, but in two entirely different jobs. One of the jobs was a nutrition associate in a hospital kitchen. The other job was at the restaurant, Cracker Barrel, as a hostess. I will be pulling my experience from both jobs to explain why these leaders were not fit for the position that they held and what they could have done different to be a more effective leader.
Over the course of my professional career in different organizations in the past three years, I have worked under many managers. This has been a learning curve for me to understand the different managing styles and leadership characteristics of people. One of the managers whom I worked under, was the lead in a government project which also happened to be my last project before I took a break for continuing my studies, is a person I admire till date. I learned several life lessons in addition to the technical subject associated with the industry. This paper demonstrates the leadership styles exhibited by my manager with suitable examples.
I quickly learned at a very young age the value of hard work. Both of my parents had worked hard to achieve their dreams of a nice home, cars, and financial stability. Their working hard not only paid off financially, but they taught my two brothers and I, that working hard was imperative to life. I was given a set of chores and an allowance every week, which taught me responsibility and how to manage money. I also realized that cooperation goes hand in hand with hard work. My brothers and I would help each other with our chores from time to time. I did not know that cooperation works on a larger scale in the workplace, that sometimes one needs help to achieve their ultimate goal.