The phlegmatics are also trustworthy because they are very simple and naïve. But the cholerics, though, are much loyal and trustworthy; at times deceive others about their commitments if it helps them to achieve something or find their goal. To get success and victory, they can cross each and every moral and disciplinary boundary and to any
Assertive people are confident enough to convey their messages without playing games or manipulating. They know their limits and do not allow anyone to push them beyond that because of someone else wants or needs. Assertiveness is equally important at work as at home because if one becomes known as a person who cannot say no, one will be loaded up with tasks by his/her colleagues and managers, and one could even make yourself ill. Behavioral
Libras are honest, gentle and compassionate individuals. They strive for perfection in everything and everyone around them. This pettiness is in accordance with the indecisive nature of Libra, which is evident when they need to make a choice. This applies both to the significant things in life as well as for small everyday events. Libras are very cautious and they never behave violent or aggressive.
Cherry (2016) mentioned that there are four characteristics of laissez-faire leadership style. The first characteristics is the employee will get only little guidance from the leader. The second characteristics is the employee has freedom to make decisions without hesitation to apply what they feel right. This is because the employees know many things on how to perform the work better than the employer. The leaders provide and prepare for the resources and the equipment needed in order to fulfill the employee needs.
• Group members are expected to solve problems on their own. 22.214.171.124 Advantages of Laissez Faire Leadership Laissez-faire leadership can be effective in situations where group members are highly skilled, motivated, and capable of working on their own. Since these group members are experts and have the knowledge and skills to work independently, they are capable of accomplishing tasks with very little guidance. This autonomy can be freeing to some group members and help them feel more satisfied with their work. The laissez-faire style can be used in situations where followers have a high-level of passion and intrinsic motivation for their work.
Organizational culture is defined as the underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization. Organizational culture includes an organization’s expectations, experiences, philosophy, as well as the values that guide member behavior, and is expressed in member self-image, inner workings, interactions with the outside world, and future expectations. Culture is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid The seven characteristics of organizational culture are: 1. Innovation (Risk Orientation) - Companies with cultures that place a high value on innovation encourage their employees to take risks and innovate in the performance of their jobs. Companies with cultures that place a low value on innovation expect their employees to do their jobs the same way that they have been trained to do them.
I would characterize Gary as a directive and supportive leader. Gary was the type that would be more instructional based on what the upper management’s needs were and always followed the company’s rules. Although he was smart, confident, and determined, Gary was not very talkative. He had great communication skills when he used them; however, I feel as if he was strictly business and never personal with others within the company. This ineffective trait never made him a bad leader, however, I just felt if he communicated more effectively with the employees, he would have been a more superior
Hence, a democratic leader is expected to face the least number of troubles or challenges at work. Answer – 3: Although the style of leadership is very different for the various managers or the leaders in the company Tesco, there are some common attributes amongst them that happen to mark them as successful or valuable leaders for the company. To make a list of these attributes it can be said that: • All the three types of leaders seem to have in their mind that the target goal of meeting the expectations of the customer is to be done and the business volume of the company is to be expanded. In other words, they successfully align the targets of the employees with the goals of the
For instance, motivated students can make some bad grades, but we can see that these kinds of students will never fail, because it is their personality to survive and to make the best related to their inner ambition. The next point is people skills. People who are emotionally intelligent are able to build rapport with others on their teams. They avoid power struggles and backstabbing. They usually enjoy other people and have the respect of others around them.
Third agreeableness, is the tendency to have a good relationship with others. Managers who are high on this are likable and tend to care about others. Managers with low agreeableness may be somewhat distrustful of people. Fourthly conscientiousness, is the tendency to be careful, to follow the rules, and to go with the book. Managers who have high conscientiousness tend to be organized and not flexible.