Strategy for Future Leaders Essay

Topics: Leadership, Management, Organizational studies and human resource management Pages: 7 (2702 words) Published: October 28, 2012
| BP2296 – Strategy for future leaders|
| Student Number: 091878058|

Leader or Team driver|
(2,300 words)|

In this essay I am going to evaluate and analyse my management philosophy and my leadership style based on a number of theories, concentrating on the management typology. The main types of management that define my way of leading are people management and governance management. My management philosophy

People management consist on prioritising and considering workers, people as the most important resource, as nothing could be achieved without them (Bratton & Gold, 2007). This manner of putting things is persisting with my point of view as I give a lot of importance to the inclusion and wellbeing of the individuals I manage. On the other hand, governance also plays an important role in my management style because I am diligent in my dealings with others and take care of being fair and democratic in all the processes put into place to reach certain objectives and goals. This management styles complement each other as they are both socially compromised. People management integrating and empowering individuals in the management and governance by social inclusion, this is taking into account society´s values and points of view to act in one way or another according to them. Furthermore another theory that could explain and determine my management style is the intrinsic motivation theory (Amabile & Khaire, 2008). This means I like to be able to motivate people and support them to do their tasks because they enjoy performing them and not because there is certain reward at the end when the work is completed. Valuing the satisfaction of having the job done effectively rather than the mark or economic incentive individuals might get for it. Personality is also a matter that has been associated and linked to the different types of leadership (Derue, Nahrgang, Wellman & Humphfrey, 2011). This relation mostly being based on the big five personality traits model (Costa & McCrae, 1992). My own personality test results (Appendix 1) support and also justify part of my leadership style. Being a highly sensitive and compassionate person helps explain my concern for the well-being of those around me, including people whom I manage or work with. But also being highly cooperative explains the need of making everyone participate and include their ideas or point of views in whatever projects I lead. Additionally, other personality traits that are considered important to define effective leadership relating to the Big five model are openness and agreeableness. Openness due to its link to divergent thinking and agreeableness’s correlation to good leadership being a bit more ambiguous but nonetheless interpersonal sensitivity was proven to be linked to leadership (Pierce & Newstrom, 2008). Agreeableness has been depicted above with the high compassion and cooperation results in the personality test results, and openness is a trait I also possess and can be supported by my high score in culture (Appendix 1). However I also lack some traits being thought as important to be an effective leader, such as persistence, achievement drive and initiative (Hitt, Miller & Colella, 2009). This can be translated to my low results in industriousness and achievement traits in the personality test. And also corroborates the fact that I am more of a people management style instead of systematic. Two critical incidents

Some of the experiences in my life that shaped my management philosophy are teamwork at university and being part of the team that organised prom in my last year at school. The latter event I played part in was challenging because I had to coordinate people that were assigned different tasks to reach a common outcome, and at the same time we had to be transparent, clear and committed because every decision was supervised by the school board. Governance implies that there is an accountability...

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