Life Style Inventory Analysis
Running head: LIFE STYLES INVENTORY
Life Styles Inventory: Oppositional and Power
MGMT -570
Personal Thinking Styles
My Primary Life Style Inventory score is Dominator at the 97th percentile. Following closely behind is Pragmatist and Self-Empowered being equally high at 95. Fortunately, these two scores are a part of the Constructive Scope. Upon review of these three traits I recognize there are trends in the data which lead to my style of leadership and workplace relationships. There are some aspects which I agree with, some which are in conflict with my personality, but choose to be objective and open-minded to the insights that they give in regards to improvement in communication, performance, and professional development. …show more content…
Noticing how negative these descriptions are, I do recognize only a couple of the descriptions as accurate, some based on contextual events and situations. For some individuals, a lack of ethical and responsible personal or professional relationships may make them less trusting and more dependent of their own efforts; that is one particular train of thought I can relate to. However, I am rarely influenced by the opinions of others, depending on their personal and professional character. One example is, a manager reprimanding an employee for the quality of their work, but the manager themselves do not know how to complete the same work assigned. Furthermore, that manager may not provide any training to improve that performance, thus creating less trust from that direct report to their …show more content…
Unless these types have strong Humanistic-Encouraging (1 o 'clock position) or Affiliative (2 o 'clock position) scores, they can be almost constant critics, relentlessly questioning and shooting down staff ideas (LSI, 2014). With this in mind, I recognize the multitude of opportunities I have to lessen and reduce this phenomena by engaging my staff in more proactive and inclusive ways. My ranking on the LSI reflects my current position on the management that I have received in recent employment, which is not accurate of my personal views on management. I do believe employees should have strong leadership and expectations, but I also believe employees need to be much more proficient in their technical and customer service skills. Managers who are dominant in being Self-Empowered need to ensure there is sufficient collaboration between the Accommodation style to meet organizational goals. I am committed to using the great merits of prestige to encourage my employees to strive for perfection; even though it may be seen as a way to measure worth. I do believe professional and technical work needs to be process-oriented, limiting the errors and improving productivity and opportunity for all to
Life Styles Inventory: Oppositional and Power
MGMT -570
Personal Thinking Styles
My Primary Life Style Inventory score is Dominator at the 97th percentile. Following closely behind is Pragmatist and Self-Empowered being equally high at 95. Fortunately, these two scores are a part of the Constructive Scope. Upon review of these three traits I recognize there are trends in the data which lead to my style of leadership and workplace relationships. There are some aspects which I agree with, some which are in conflict with my personality, but choose to be objective and open-minded to the insights that they give in regards to improvement in communication, performance, and professional development. …show more content…
Noticing how negative these descriptions are, I do recognize only a couple of the descriptions as accurate, some based on contextual events and situations. For some individuals, a lack of ethical and responsible personal or professional relationships may make them less trusting and more dependent of their own efforts; that is one particular train of thought I can relate to. However, I am rarely influenced by the opinions of others, depending on their personal and professional character. One example is, a manager reprimanding an employee for the quality of their work, but the manager themselves do not know how to complete the same work assigned. Furthermore, that manager may not provide any training to improve that performance, thus creating less trust from that direct report to their …show more content…
Unless these types have strong Humanistic-Encouraging (1 o 'clock position) or Affiliative (2 o 'clock position) scores, they can be almost constant critics, relentlessly questioning and shooting down staff ideas (LSI, 2014). With this in mind, I recognize the multitude of opportunities I have to lessen and reduce this phenomena by engaging my staff in more proactive and inclusive ways. My ranking on the LSI reflects my current position on the management that I have received in recent employment, which is not accurate of my personal views on management. I do believe employees should have strong leadership and expectations, but I also believe employees need to be much more proficient in their technical and customer service skills. Managers who are dominant in being Self-Empowered need to ensure there is sufficient collaboration between the Accommodation style to meet organizational goals. I am committed to using the great merits of prestige to encourage my employees to strive for perfection; even though it may be seen as a way to measure worth. I do believe professional and technical work needs to be process-oriented, limiting the errors and improving productivity and opportunity for all to