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Changing workplace demands in the 21st century have called for greater flexibility in the ways managers form and implement decisions. Decisions made logically in environments free from time demands which are based on access to complete information and use of deductive reasoning are no longer robust enough or effective enough to address the complexities of modern decision making. Flexible application of decision preferences across contexts while meeting the needs of a variety of tasks can contribute to higher quality decisions, foster effectiveness of decision making, and allow decisions which provide positive implications for stakeholders and the community. Assessment one has been prescribed to allow students to: 

1.Identify individual decision preferences and determine ways of bringing flexibility to the use of your decision style.

2.Reflect on decisions 

3.Complete the MBTI identifying both primary and shadow side of decision making style

4.Identify self-improvement and development opportunities

Leadership approaches and qualities

The purpose of this report is to evaluate the utility of decision-making tools and present a reflective approach on personal decision-making styles. This report will contain several contrast ideas to determine how effective the personal leadership style is going to be. Acknowledging the changing workplace demand of 21st century, managers must have dynamic capabilities to execute several strategies aiming the profitability of the organisation. The managers, if capable of applying different important decisions while meeting the requirements of organisations. Positive results ensure the effectiveness of decisions and secure the interest of Stakeholders as well as community. 

Turbulent nature of contemporary business environment has compelled the business organisations to think more effectively for securing a sustainable place in the market. In order to transform the planning into reality a company needs an efficient and skilled leader to think, operate and supervise. There are four major approaches, which can be considered as traits leadership.

  • Position based leadership is a high designation that a company offers to an individual. Employees are bound to carry out the instructions and comply all the rules structured by him or her.
  • Leadership on the basis of personal traits, is the original criteria which makes a person true leader. Charismatic personality helps to influence the employees towards shared goals.
  • Instead of the process, this approach focuses on the working style and results of the decisions. However, the question occurs if the success is truly a consequence of leaders’ decision or employees’ effort and efficiency.
  • Process based leadership is the relationship between leader and the organisational practice. It is believed as a practice, which combines of different activities and team effort towards the accomplishment of goals (Bolden, 2016). 


Individuals have different character traits, which help them to execute and carry out different responsibilities and help them to achieve several academic and social goals. However, not everyone can be a great leader due to absence of leadership attributes. A leader must be honest and consider ethical boundaries of the organizations seriously. Irrespective of designation, a leader must know the art of delegating the responsibilities. Believing in the capability of employees and their skills, make the employees feel respected as well as valued. Communication skill of a leader must be fluent, clear and consistent. According to Donate and de Pablo, (2015), a leader who works with confidence, have immense knowledge and skills, commit to deliver their best and always handle difficulties with a positive attitude without facing mental breakdown can be considered as a great leader (Zacher et al., 2014). Employees must feel motivated, encouraged to work in a creative way. A good leader try to focus on every employees’ performance in order to ensure both the collective and individual growth. Moreover, rational thinking and enthusiasm helps an individual to comply with leadership qualities.

According to the report of MBTI test on 16 Personalities site, less than one percent of population carries the characteristics of Advocate personality. Both the positive and negative aspects have been found after appearing for the tests. In total, three tests, I have appeared for which are 16 personalities test, intuitive tests and logical reasoning tests. The result of the personality test shows my character as 54% introverted and takes decisions based on the intuitions (55%), rather than considering the scenario with reasoning. Feeling plays an important part as advocates related every aspects with emotions. As a representative of diplomat group, Advocates have their own idealism and sense of morality. However, they need to be more emotionally stable. They take concrete initiatives rather than dreaming about the possibilities. With the help of creativity, imagination they try to help others and maintain a strong relationship. They rarely think for their personal gain that can go against the qualities of a leader. They have a good command on language and communicate to please others yet they are not extrovert (da Costa, 2015). They need more than usual time to open up, although caring for others preferences. However, in this course they need to keep their gain in mind too. From the result of the analysis, it is clear that some of the qualities are not typical as per as a character of a leader is concerned. Those personal flaws are needed to overcome in order to improve the personality to be fit in the role of future leader. Whereas, advocates have several good qualities like creativity, pragmatic thinkers, insightful, passionate about their life goals, which assist them to build up leadership characteristics; on the contrary some components are so negative if not treated properly those can make the leadership journey difficult for any individual. 

An individual with advocate personality are likely to be more sensitive. They tend to evaluate things out of emotion rather than using logics. Issues with this character type are as follows.

  • Advocate personalities cannot handle negative comments. They start questioning their abilities or lose confidence in a situation of conflict or criticism.
  • They search for perfection all the time. It has been noticed to drop even the most productive procedures in search for something better and perfect.
  • Advocates tend to keep secrecy about their personal life as they have trust issues with people. It is a negative side of their character as being a business leader they have to deal with several new people every day and new contacts are important to fix business deals.
  • Although, they work in a focused way towards organisational goals enthusiastically, in the course of doing that they at times cannot bear the pressure. Poor emotional stability, tendency of losing patience, easily frustrated these are the drawbacks of an advocate’s character. Even they have a difficult time balancing their personal life with professional.

 Moreover, an additional intuitive test shows my score as 137 out of 200 which means, I am very much intuitive while taking decisions (Zander et al., 2016). A leader must consider logical thinking and reasons while deciding something important. The test results of logical reasons clearly supports the fact that I take decisions out of my intuition, as the score is 4 out of ten. As per the tests’ results, in order to be a leader I must acknowledge these character flaws and develop strategies for self-development (Day et al., 2014). 

  • As I have been diagnosed with low emotional intelligence, I need to think the crisis or an action in multiple ways before giving my reaction (Parrish, 2015). In the beginning, it will be very difficult as I need to control my reflex yet I need to understand not all can accept my work. Criticism is as common as appreciation.
  • I need to learn the art of time management in order to be clam at workplace. It will reduce half of my stress if I try to finish work within a stipulated time. I would be able to control my temper if the amount of stress reduces.
  • It is not possible to take care of everyone’s emotion all the time. Therefore, if necessary I have to learn to be assertive instead of being diplomatic in case of delivering some important news.
  • Even though, I have trust issues I must learn to recognise people’s intention with my company. Experience needs to be gather in order to master this art of understanding people’s negative intentions. In this case, transformational style of leadership can be followed. (Braun et al., 2013).
  • I must realise, there is no perfect way to do a particular task. Therefore, if the workforce is comfortable with doing a task in a healthy and convenient way; I must not interfere by seeking the perfect way to execute that. It is possible that the perfect way is not suitable for the targeted workforce. Therefore, the smartest way requires to be created within organisation by practicing innovative ideas.
  • Although, I have good communication and lingual competence I lack the ability to speak to people from the first day of meeting. Business requires us to meet at least five people regularly along with fixing and managing deals with existing clients. Therefore, I need to be open up more in front of people if not personally; at least I have to learn to do this to attain a professional edge.

Conclusion 

Hereby, it can be concluded that leadership attributes cannot be taught it must be achieved with consistent learning and experience. Not all the human being carry these attributes by birth, they have to earn these in order to be successful both in professional and personal space. As per the test results, although I have several skills and positive attitudes similar to a leader yet to gain efficiency I have to improve in lot more sectors. Presenting myself as a great motivator, leader and colleague will be possible if I follow the strategic recommendations based on my issues with characteristics. A consistent practice of self-development through learning and understanding aspects of leadership can build an individual as a successful personality. 

References

Bolden, R. (2016). Leadership, management and organisational development. In Gower handbook of leadership and management development (pp. 143-158). Routledge.

Braun, S., Peus, C., Weisweiler, S., & Frey, D. (2013). Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust. The Leadership Quarterly, 24(1), 270-283.

da Costa, P. H. F. C. (2015). Leadership&58; difficulties and potentials of a introvert leader in organizations. Revista Eniac Pesquisa, 4(1), 81-98.

Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in leader and leadership development: A review of 25 years of research and theory. The Leadership Quarterly, 25(1), 63-82.

Donate, M. J., & de Pablo, J. D. S. (2015). The role of knowledge-oriented leadership in knowledge management practices and innovation. Journal of Business Research, 68(2), 360-370.

Parrish, D. R. (2015). The relevance of emotional intelligence for leadership in a higher education context. Studies in Higher Education, 40(5), 821-837.

Zacher, H., Pearce, L. K., Rooney, D., & McKenna, B. (2014). Leaders’ personal wisdom and leader–member exchange quality: The role of individualized consideration. Journal of Business Ethics, 121(2), 171-187.

Zander, T., Horr, N. K., Bolte, A., & Volz, K. G. (2016). Intuitive decision making as a gradual process: investigating semantic intuition?based and priming?based decisions with fMRI. Brain and behavior, 6(1), e0042

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