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A Report On Self-Leadership Add in library

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Question:

Describe about A Report on Self-Leadership?
 
 

Answer:

Introduction:

The report aims at providing deep insight into the concepts of self-leadership and positive psychology individually and with respect to the chosen career of business management. It also aims at using a self-leadership perspective for analyzing personal strengths as well as weaknesses as depicted in the survey conducted. It states the importance of leadership and positive psychology along with their approaches. The report also emphasizes upon the suitability of personal traits to the chosen career of business management.

The career reflected here is that of business management, specifically sales and marketing. For running any business, it demands varied range of managerial skills. Marketing is not just selling but much beyond it. It refers to the identification of customers and make them purchase own products or services (Edwards, 2011).

Self-leadership refers to the practice of influencing one’s thoughts, feelings and behavior intentionally for achieving key personal objectives. It drives an individual in making effective decisions and maintaining creativity. Some of the attributes of self leadership are setting of personal goals, self-awareness, positive personal beliefs, self-motivation, and positive communication and also acting upon feedback (Ford and Harding, 2011).

Positive psychology refers to the study of happiness. It deals with the possibilities of individuals to stay happy and contented. It focuses upon the ways human beings can prosper to lead a healthy life. It is solely centered to help people live happily.

Critical Analysis of Self-Leadership and Positive Psychology:

Self leadership refers to the wider concept and interpreted as the approaches by which an individual may be influenced to set up self-direction as well as self-motivation require performing actions. Research undertaken across several settings through educational domain in the field of airline industry has revealed that all practices conducted to realize effective self-leadership by employees may result in plethora of advantages including improvement of self-efficacy, mental performance and that of job satisfaction (Islam, 2014). This concept involves allowing oneself with the application of both behavioral as well as mental techniques. Behavioral self-leadership involves approaches of determining personal goals, self-observation, and self-reinforcement, including that of exploration of natural rewards within task performances. Approach of mental self-leadership involves changes as well as examination of mental imagery, self-dialogue, and that of assumptions as well as thought process. It is observed that effective self-leadership. Thus, the concept offers adequate promise to undertake the pursuit of efficiencies within employees at the next level (Lord and Brown, 2001). In fact, employees who are self-leading are both behavioral as well as cognitive may give the best prototype for achieving organizational as well as employee effectiveness.

As per researches, individuals who are drawn to feel more contented, valued and happy at work remain better off than those who feel more. This has led many corporate seniors to implement positive psychology approaches at the workplace. Some of the approaches require professional expertise to conduct, but at different settings of offices. The real driving force is actually far behind positive psychology in workplaces with the idea that employees who seem innovative, happier and productive create attractiveness to work environment (Pekerti, 2005). Several psychological experts recommend extensive training of employees and attempt to retreat prior to implementing positive campaigns. Employees can be encouraged by various means, but mostly by praising and recognition. By showing commitment towards gratitude at workplace, one may attempt to focus on positive aspects for encouraging others to act accordingly. Majority of businesses require innovation as well as creativity of organizational employees (The Leadership Quarterly Special Issue on Leadership, Self, and Identity, 2004). When they are allowed as well as motivated towards thought sharing, processes of business may even flourish and get improved by streamline as well as emergent products, and also by effective communication. Employees who feel that management hears their voices are actually happier ones.

 

Beneficial Personality Traits:

The following reflects the personal traits which enabled me personally to build effective personality as a reputed international marketing manager. The foremost trait is to be sincere with own customers. The atmosphere of conducting business must be favorable, positive and healthy so that customers may feel comfortable to conduct the negotiation (Quinteiro, Passos and Curral, 2014). It taught me that one must attempt to always put on a smile on face while communicating with customers since this approach can actually work wonders for the organization. The second trait is that to have an effective focus. For becoming successful marketing manager in the international ground, it is important that I must stay increasingly focused upon my job. I should set my personal target and based on that I should concentrate all my efforts to realize the very goals. I need to be self-reliant (Sinclair, 2010). Within international business, only those individuals can survive and progress who takes decisions without being a bit reluctant and in fact feels quite independent to proceed with it. Thus, it is essential that a marketing manager must capably take initiatives in order to excel within a field. Another important trait is that I need to have faith in myself. One must have profound faith in oneself and feels determined to attain success. I need to be laborious. Every international marketing manager must possess enthusiasm towards jobs and must strive to deliver their best in accomplishing tasks. I need to be optimistic because only positive energy and attitude can lead to increased success. Lastly, I need to be adjustable. Every marketing manager needs to adapt himself with the changing environment and also within the stipulated time.

Personal Profile:

Career:

Marketing Manager for reputed company

Interests:

I have interests on Travelling, Hiking, Bungee Jumping expedition, listening to music, photography and watching movies.

Skills:

Technical Skills:

Computer proficiency in MS word and substitute programs

Web development and data analysis skill.

Maintaining consumer confidence and momentum

HTML 5 and CSS3 operation know-how.

SPSS 17 operational know-how.
 

Communication Skills:

Explaining idea that are clear and has some objective

Expressing feelings and sharing views with the people of the organization.

A good and a careful listener with a good memory to hold what is required to be remembered.

Can speak fluently in three languages with clear pronunciation.
 

Management skills:

Comprehending the regional, local, national, global marketplace according to the organization

Planning and organizing targets and tasks so as to achieve specific goals.

Quick tactical decision making skills even within a short duration of time (DuBrin, n.d.).

Leadership skills based on the management of team and monitoring the progress of a task.
 

Team work:

Problem solving nature, both analytical as well as business case studies.

Ability to motivate the subordinates, colleagues and team

Values: I value every culture and their respective language. I also believe that traditions are also an essential part of life because they reflect our origin. Apart from that I easily adopt change and try to learn about others views and thoughts. I have a good record of maintaining integrity with my customers and with the help of integrity only I have been able to establish a good rapport with the customers (Schultz and Schultz, 2013).

I believe every individual is born to contribute something to the world and that needs to be positive. Making a person smile and maintaining general god relation to every people. Every people need to be respected and it is important to value every people their thoughts and their perceptions (CARTON, 2008)

 

Education and Training:

I have done summer internship in Coca-Cola and as a delivery boy for Dominos. Apart from that I have experience in working as a sales manager in David Jones, Holden Special vehicles and Elfin Cars.

I have completed graduation with good grades and completed management course in Marketing.

Experience:

During my graduation course, in order to carry on my necessary purchasing I worked in delivering pizza for Dominos. There I had an idea of interacting customers and understood the value of serving customers.

I worked as a management trainee in coca cola and then I have worked as a marketing manager for David Jones and Elfin cars and Holden Special cars:

Analysis:

Instrument

Findings

How to Interpret

Identified Strengths

Identified weakness

Learn

Realistic Optimism

Internality 2.25

Globality 4.5

Stability 3.75

Internality is less than the average because the I generally tend to think more relating to other persons experience

 

For stability I think that though we expect good things to happen yet bad things have ample scope to occur.

 

I think in global context somewhere or the other bad things will keep on happening if we can do something then we should contribute otherwise atleast try to help (Long, n.d.).

I feel the world should be more active and shouldn’t waste time on unproductive and destructive work.

I take time to comprehend desired meaning but if I put a good focus I tend to nailed it.

I should learn to solve conflicts in a big level.

Locus of Control

Scored 8

 I have a good external locus of control

My hard works pays good outcomes

Sometimes I act emotionally

Need to control my emotions.

 

Survey Scores

Type A

Type B

Total score

type

score

Type

score

100

Extrovert

60

Introvert

40

100

Sensing

50

Intuitive

50

100

Thinking

80

Feeling

20

100

Judging

50

Perceiving

50

100

Control of Internal factors

Control of External Factors

 

optimistic

75%

Pessimistic

25%

100

Degree

high

degree

low

100

 

Locus of Control

Points scored

average

Stability

3.75

3.5

Globality

4.5

3.5

Internality

2.25

3.5

 

Question

Strongly disagree

disagree

neutral

Strongly Agree

agree

Is management for me?

 

Does management suits me?

 

10

 

 

1

5

 

 

5

6

 

 

6

4

 

 

8

5

 

 

10

Do I work Emotionally?

 

2

4

6

8

10

So I take intelligent decisions?

 

5

5

7

1

12

Do I lead a good team work?

 

4

4

4

0

18

Does my company seems to be good

5

5

0

0

20

Am I clear in communication

 

4

3

5

6

12

Do I guide people properly?

 

8

2

0

4

16

Am I good with my technical skills?

13

4

1

1

11

 

Family:

Around 8 family members had been surveyed on my personal skills and most of them had been bias on their survey which showed a clear positive analysis. Through surveying on my personality traits it was found that my families consider my personal traits more than my professional traits and in that basis the survey was done (Long, n.d.).

Friends:

Through feedback of friends around 12 friends were surveyed and out of them two were my colleague. They had been quite casual about giving their feedback and the reports may not provide accurate scores.

Colleagues:

Colleagues had been very formal and out of ten colleagues only two supervisors had been fair enough to which it can be considered that their feedback will be more helping than form others.

 

Through 360 degree feedback:

A 360 degree feedback session was taken in the office from my colleague so as to evaluate my effectiveness to which the degree of involvement and conducting as well as team work along with suggestions were received. Suggestions like improving the ability to focus on practical terms more than emotional terms had been one of the prime suggestions (Derler and Weibler, 2014).

People preferred to spend more time with me but they didn’t like the lack of time I had for them. Colleagues emphasized to be more open to other colleagues and be a little less professional. My interaction with customers needed to be informal and that one of my customer with experience in the field suggested.

Is this career right:

By analyzing all the strength and weakness factor and locus of control it was found that marketing would be a proper job role for this evaluation. Generally type A people are impatient and patience had been a very strong point in this case but the type A people according to Myers Briggs model are more likely to adopt heart disease in future (Erbe, n.d.). For that health consciousness and safety measure is very much needed. Apart from that daily yoga and other forms of reducing stress is also needed.

The career choice is considered to be right because the traits and personalities along with practical experience and educational knowledge are more acceptable in this field.

 

Conclusion:

Completing this personal portfolio for my management and leadership skills I have found that people have rated me on the basis of their own perception except two people whose suggestion were genuine. Many established the fact that being too much involved in activities I might lose focus from my life. To be good is not what I expect from tells his life, the sole purpose is to do something great for the world. Though it feels good that most of the feedback shad been positive yet surveying people one know bring predictable results.  The purpose of life is to stand out as a responsible leader in a leading company and also to lead the society towards success. In order to maintain and develop marketing activities it is a common goal of a manager to reach the target. Without target life has no meaning and therefore achieving a target brings a pleasure for self satisfaction.

 

References

CARTON, A. (2008). ENHANCING LEADERSHIP THEORIES WITH GOAL STRUCTURE.Academy of Management Proceedings, 2008(1), pp.1-6.

Ciccarelli, S. and White, J. (2013). Psychology. Upper Saddle River, N.J.: Pearson.

Derler, A. and Weibler, J. (2014). The ideal employee: context and leaders’ implicit follower theories.Leadership & Org Development J, 35(5), pp.386-409.

DuBrin, A. (n.d.). Leadership.

Edwards, G. (2011). Concepts of Community: A Framework for Contextualizing Distributed Leadership. International Journal of Management Reviews, 13(3), pp.301-312.

Erbe, N. (n.d.). Approaches to managing organizational diversity and innovation.

Ford, J. and Harding, N. (2011). The impossibility of the 'true self' of authentic leadership. Leadership, 7(4), pp.463-479.

Islam, G. (2014). Identities and ideals: Psychoanalytic dialogues of self and leadership. Leadership, 10(3), pp.344-360.

Long, D. (2012). Third generation leadership and the locus of control. Farnham: Ashgate Publishing Ltd.

Long, D. (n.d.). Delivering high performance.

Lord, R. and Brown, D. (2001). Leadership, values, and subordinate self-concepts. The Leadership Quarterly, 12(2), pp.133-152.

Pekerti, A. (2005). Cross-cultural perceptions in the leadership process: Theoretical perspective on the influence of culture on self-concepts and manager-worker attributions. Thunderbird International Business Review, 47(6), pp.711-735.

Quinteiro, P., Passos, A. and Curral, L. (2014). Thought self-leadership and effectiveness in self-management teams. Leadership.

Schultz, D. and Schultz, S. (2013). Theories of personality. [Belmont, Calif.]: Wadsworth Cengage Learning.

Sinclair, A. (2010). Placing self: How might we place ourselves in leadership studies differently?.Leadership, 6(4), pp.447-460.

Spector, P. (2014). Introduction: The problems and promise of contemporary leadership theories.  Organiz. Behav., 35(5), pp.597-597.

The Leadership Quarterly Special Issue on Leadership, Self, and Identity. (2004). The Leadership Quarterly, 15(3), pp.431-432.
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