The survey was conducted using Leadership Practices Inventory (LPI). This LPI contains 30 statements that are associated with each of the five exemplary practices of exemplary leadership which uses a five point Likert scale. This is an instrument that was developed through triangulation of qualitative and quantitative research methods and studies (Posner, 2015). Though for this survey, I used the five point Likert scale, the instrument has however been reformulated into a more robust and sensitive ten point Likert scale. The anchors for the new scale include (1) Almost never do what is described in the statement ; (2)Rarely ; (3) Seldom ; (4)Once in a while ; (5)Occasionally ; (6)Sometimes ; (7)fairly often ;(8) Usually ; (9)very frequently …show more content…
The use of frequencies, modes, averages and range is significant in identifying semblance between my self-rating and that of my colleagues with the case of outliers being very important in helping me assess my leadership practices further in order to improve through relevant leadership development activities. This is through my approach through continuous personal development which I usually undertake by attending seminars which I pay for myself, while others are organized by the company, or through seminars that i should recommend for the company by filling in training needs assessment …show more content…
Other statistical measures would have included; chi-square measure of association and Kendall Tau B (Boone & Boone, 2012). There is need for testing for both reliability (Polit & Beck, 2012), and validity Hagan (2014) by ensuring that indeed leadership practices were being measured to ensure that the scales used are consistent and accurate in measuring leadership practices. I would need to take the same test using a different representative sample or even using the same sample after some time through test-retest in order to measure its consistency. Reliability must be addressed before addressing validity since there can be no validity without reliability (Kimberlin & Winterstein, 2008). By using Cronbach’s alpha and picking values of at least 0.7 i would be able to identify the extent of internal consistency or lack of it and thus know whether to improve the scale of measurement or use it as it
What we perceive can be substantially different from objective reality (Robbins & Judge, 2009, p. 139). With this information as a leader you should be aware of slight deviations from objective reality, however, be concerned with substantially different perceptions. You mentioned the use of questionnaires to gage the
I understand this more after reading my LPI 360 assessment. Although, the feedback was mostly positive I have identified ways to become a better more valuable leader. In the numbers portion I received pretty low scores in finding ways to celebrate accomplishments and overtly praising subordinates for their hard work. This resonated with me because I have felt unappreciated before and I d o not want my subordinates to think what they are doing is not important or appreciated. Other tools I will use to try different leadership approaches will include the DiSC and MBTI survey.
The concern is if the leadership method is effective for that particular setting. The type of leadership style my preceptor has is task-oriented. Spahr defines task-oriented leadership as, “leadership that focuses on completing a job and concentrates on tasks that have to be done, rather than who is doing them” (Spahr, 2015).
The core philosophical value of my life is displayed through human equality and equal rights. As a young advocate for equality for all, it is the core of who I am and therefore a philosophy of hope that I seek. My mission is to utilize my voice constructively for the betterment of myself, my family, and society. I sense that when we as a collective whole work for the betterment of everyone, the whole can achieve great heights.
Upon my enlistment as leader of this group, I worked diligently to establish a positive rapport with them. According to the Leadership Practices Inventory (LPI) developed by Jim Kouzes and Barry Posner, I possess strength and leadership in the behaviors of encourage the heart, enable others to act and model the way. These qualities are what makes my efforts to connect, inspire and empower the labor pool so authentic. I regained their trust by remaining true to my word. I communicated my values and expectations and treated them respectfully.
Martin Luther King Junior was born in Atlanta, Georgia on January 15, 1929. His legal name at birth was Michael King. According to Carson & Lewis (2016), King came from a comfortable middle-class family steeped in the tradition of the Southern black ministry. King was a Baptist minister and activist who in the mid-1950s led the civil rights movement.
The majority of the research on the leadership’s effects on performance as it relates to employee performance and leadership styles conveyed a positive correlation but made mention of the fact that no study has confirmed the nature of this relation or why and how leadership styles influence
Being a leader in any capacity can be without a doubt a most challenging feat. It depends though on how a person exhibits his or her leadership qualities and so doing will automatically lead by example. According to Liano (2016), “Each day you are leading by example. Whether you realize it or not or whether it’s positive or negative, you are influencing those around you.”
Authentic Leadership is a complex process that is tough to describe, there are three main definitions along with two approaches to this leadership style. The first definition describes a focus on the leader and their internal processes, the second is relational and created by leaders and followers together, and the last describes the unfixed nurturing of a leader or the constant development of a leader (Northouse, 2016, p.196). The two approaches concerned with this approach are practical and theoretical, in this philosophy, a theoretical approach is emphasized in this philosophy. The practical approach discusses essential qualities and characteristics whereas the theoretical approach is based on the behavior of leaders; which can be more validly
In spite of the fact that’ leadership analysis’ is the art of breaking down a leader into basic psychological components for study and use by academics and practitioners, a sound leadership analyses
CORPORATE LEADERSHIP SEVEN HABITS AND DEMING’S 14 POINTS AROOJ ZAFAR 01-221162-105 SEVEN HABITS AND DEMING’S 14 POINTS Stephen R. covey the author of the book “principle centered leadership” explained ways to establish personal effectiveness. In his book, he discovered seven habits that allow people or organizations to develop commitment towards stable and unchanging principles in their behaviors and interactions; in the state of interdependence. He linked total quality with principle centered leadership as it allows people to be more intrinsically motivated to seek stability and continuous improvement. Interpersonal effectiveness is essential to total quality as it allows organizations to develop relationships within the departments,
LEADERSHIP Ogbeidi (2012) found that leadership is referred as “ability to lead, direct and organize a group”. The study of leadership has developed scientifically through changing paradigms during its history where several models and theories have tried to explain the concept of leadership. Kuchler (2008) acknowledges that although subject of leadership is diverse and somewhat scattered but it tends to be one of the most widely discussed topics by the researchers all over the world. We found myriad definitions of leadership after studying detailed literature on it. The concept of leadership is described by different researchers with different perspectives.
Through self-reflection and academic readings, I have discovered that I identify with three different leadership theories. During the first meeting in a Strength Based Leadership class, we were asked to write our leadership history. The class then began an ongoing exploration of various leadership theories. Upon reviewing my leadership history from the first class and synthesizing the information from the theories that were examined, I discovered that I most resonate with the Trait Leadership Theory, the Skills Leadership Theory, and the Path-Goal Leadership theory. These theories are leader focused, describing the process and techniques a leader uses to accomplish goals.
Different scholars identified various kinds of leadership styles that affect the job performance, satisfaction and learning and development of subordinates. Warrick, D.D (1981) cited that there are no doubt variables other than a leader’s style that affect employee performance and development but leadership style plays a significant role and not to be underestimated. An awareness of leadership styles and their consequences are very important because it may either facilitate or inhabit skill development. The major theories on leadership are the traits, leadership styles and contingency theories.
Q1. Describe the five key elements of leadership The five keys of elements of leadership are leader-follower, influencing, organizational objective, changes and people. Each of elements works differently, the first key world leader-follower is leaders influence a behavior to the followers as well as follower also influence leaders. Second, Influencing is change role from somebody.