Evaluation using big five aspects of personality
Discuss about the Essential Theories Of Motivation And Leadership.
This assessment was done for the purpose of reflecting my leadership aspects and skills and analyses the impact they have on my work duties, resources and career objectives. I have discussed the improvements from the first assessment. In this research paper, I have discussed about my aspects of personality. The paper as discussed my strengths and weaknesses as a leader. I have used theory of big five aspects of personality to evaluate myself. The theory has evaluated my openness, conscientiousness, extroversion, agreeableness and neuroticism. The discussion shows how I relate to other colleagues and how I make decision as a team leader. I used the theory of emotional intelligence to evaluate the type of leadership that I perform and the level of my emotional intelligence (Understanding Emotional Intelligence, 2014). Having identified my weaknesses I have to put a way on how to improve it.
The research paper has discussed my thinking behavior, ideas and relationship goals. I have discussed various theories of leadership. The first theory is the big five personality test theory; the second is transformational theory; the third theory is emotional intelligence and behavioral theory. What have been discussed are my qualities, positive or negative (Radd, 2000, pp.19). An improved measure should be taken on the negative aspect to change as a successful leader (Antonakis & Day, 2017, pp.24). My third assessment of reflective research will be based on this research paper.
From the first assessment there were areas I was not doing well and I was required to work on them. I was needed to focus on my supervisory action so as to improve my situational perspective. I scored very low in extroverse and neuroticism. I was required to improve them since they are very essential in developing leadership qualities. I have been working hard to improve so as to shift to good leadership. I used the big five personality test to evaluate myself. Tests on extroversion have improved and now it’s neutral; I try to involve myself in group works and interact with my juniors. I am improving in the case of facing the situation; I can now face some of the situations without fear to draw attraction of others (Radd, 2000, pp.20). These improvements have helped to effectively attend my duties. I continue to score high in conscientiousness, where I am very thorough and consistent in my duties. I always show self-discipline, act dutifully and aim to achieve my objectives (Radd, 2000, pp.20). My good relationship with others has been steady.
Evaluation using emotional intelligence theory
The test of personality on agreeableness was rising from neutral in the first assessment. I am cooperative to my subordinates instead of being antagonistic towards them (Radd, 2000, pp.20). My humbleness scored me a lot of marks. Humbleness helped me to create a good relationship with my colleagues. I have a trust on my fellows and I manage them tactfully. I try my best to help solve problems facing my workmates at both work and personal level. Being considerate has been one of my personalities that could be seen by my heads. They described me as a loyal and cheerful. Openness was the other personality test I did. I considered myself clever, curious and intellectual since I have more skills on leadership which is my career (Understanding Emotional Intelligence, 2014). Having worked in this institution for the last five years as a leader has given me -experience to govern and manage my subordinates better. My intelligence has been rising through increasing power of imagination (Understanding Emotional Intelligence, 2014).
Being optimistic is one of the things which have given me a quality of a team leader. My effectiveness as a team leader has shown through honesty and integrity, which are the two ingredients which have made me a good leader (Chemers, 2014, pp.19). To bring effectiveness in my leadership I always make sure that am confident enough to ensure others follow my commands. In order to gain the respect of my colleagues, I always show some swagger, ooze with confidence and assertiveness. I reflect my degree of confidence required to avoid overconfidence to ensure that my colleagues trust me as their leader. Basing on transformational leaderships, I have a quality of a charismatic leader where I always have a belief on myself.
As a leader, it’s hard to persuade your colleagues to others. I try to set an example to others to follow. There are times when the situation gets tough; my workmates look up to me waiting my reaction on the situation. I always try to handle them well. My positive thinking has been always visible through actions. When there is pressure I stay calm and try to level up motivation. In my working I practice the principle of John Quincy Adams, “as a good leader, your actions inspire others to dream more, learn more, do more and become more.” I also apply the assumption of transformational leadership, that people will follow a person who inspires them. I like to inspire my juniors so as to overcome current and future problems easily.
Leadership theories and their application
On the part of accountability, I make sure that all my juniors are accountable for what they are doing. I congratulate those who are doing well and assist those who are struggling to realize their mistakes and work together to improve. I always follow the approach of Arnold H Glasow which states, “a good leader takes little more than his share of the blame and little less than his share of the credit.” When everyone is held accountable for their actions it creates a sense of responsibility among the subordinate and will make them take the business more seriously.
The assessment portrayed me not capable of communicating clearly my vision to my team and tells the business strategy to them to achieve the goal. This has made it difficult for me to achieve the results I need. This has failed me as a goal leader since I cannot communicate the message effectively to my team. It has been realized that words have power to motivate people to do what they could not do to achieve better results. There is time when my juniors look up to me because I want them to give them their all; I am always passionate about it too. This has been helping me to gain the respect of my juniors and create new energy in working team for better performance. When a person lack passion and fail to be committed, it becomes hard for a leader to motivate his /her juniors achieving their goal.
Decisions I make have no great impact on masses. The test showed that I have a low score on the ability to make the right decision at the right time. Before the taking a decision and take a stand by it the leader has to think very well. Steve Jobs who was among the greatest visionary differentiated a leader from a followed in this way, “innovation distinguishes between a leader and a follower.” As a transformational leader I have I tend to see the big picture, but not the details, where the devil often lurks (Rocco & Griffin, 2015, pp.55). As a leader I seek to bring transformation in the organization to avoid frustration. My creativity and innovative made me to get ahead in today’s fast moving world (Rocco & Griffin, 2015, pp.56). My constant innovation and creative thinking has made me and my team stands out from the crowd. I always think outside the box and I have come up with unique ideas and turn those ideas and goals into reality.
Conclusion
I also used emotional intelligence theory to evaluate myself. I am a excelling, I have calm assuring performance and I am in control no matter what the situation. I like to have complete trust in all around me. I speak with clarity and kind. I used the four elements of emotional intelligence theory in evaluation. I used the element to test how I understand myself. It showed that I have more strengths than weaknesses. It also shows that I understand my emotions and am able to identify their impact to my duties.
I used self-management as the second element to evaluate myself. This measures the ability to control what you say and do, while avoiding making rushed decisions. Under this I scored very low since I had a challenge in decision making. But I showed trust in my working. I actively apply conscientiousness, leading and I can adapt easily to changes. Social awareness is the other element, where I scored highly since I have the ability to understand the emotions of my team. I treat people around me very well according to their emotional reactions. I also have ability to understand other people, expertise in building talents and valuing diversity. The other element is social skills; which creates a link between leadership and emotional intelligence. My scores here were average since my social skills were not very good because I was not a good communicator. My ability of conflict resolution has improved from last assessment. I have been setting an example so as my juniors can follow by demonstrating the acceptable values and behaviors.
Since I cannot do everything right, I mostly focus on key responsibilities while I leave the rest for others. I do this through empowering my juniors and delegate duties to them. I always avoid micromanaging my subordinates, to avoid development of lack of trust for them. I delegate tasks to my juniors, then provide them with all resources and I support them achieve the goals. I also give my subordinates a chance to stand the responsibility. In my leadership I never follow a dictatorial style; I have developed an empathy with my subordinates (Van Wart, 2014, pp.109). I have made my leadership effective through understanding the problems of my subordinates. I also try hard to provide them with the suitable solutions to their problems (Miner, 2015, pp.63).
When the aspects of emotional intelligence were evaluated to explore my self-awareness, social awareness, self-management and social skills, it showed an improved emotional quotient from last assessment (Understanding Emotional Intelligence, 2014). It showed that I could now act confidently on experienced areas and I was capable to know the feeling of being under pressure. Still I was limited in taking decisions without support, keeping all pressures within my duties.
Behavioral theory assumes that there are styles of leadership which are effective while others are not. The functional behaviors of a successful leader include; determining goals, motivating employees for achieving the goals, effective communication, building team spirit and ability to interact effectively. Evaluation under this model involved my actual behavior and action and not my traits or characteristics. Under this model, three skills were tested; technical, human and conceptual (Ang & Van Dyne, 2015, pp.79).
My effectiveness was portrayed by this model. I interacted effectively with my juniors where I give them motivation and always tried building team spirit for them to achieve the goals, but the method I used to communicate to them were not effective (Ang & Van Dyne, 2015, pp.80). My favorable behavior provided a greater satisfaction to my colleagues and always recognized me as their leader.
There are some improvements from the first assessment. This clearly shows that I am working on my weaknesses noted on the first assessment. The degree of agreeableness was neutral but it has in the second assessment has been found increasing. An improvement also has been found on extroversion and neuroticism. There is an improvement on my supervisory action and situational perspective. They have moved from low to neutral. These improvements have helped me develop leadership qualities. Lack of capability to communicate my vision clearly to my team and tell the business strategy to them to achieve the goal was the other weakness. I need to put better measures of communicating to team to make it easy to achieve the required results.
There are other areas where I am supposed to work on. The first and the most important is on decision making. From the assessment it has shown that I have a challenge of making the right decision at the right time. Decisions made impact the activities of an organization differently. I need to improve this so as to have better performance. I also need to work on extroverse and neuroticism to develop better leadership qualities.
References
Ang, S., & Van Dyne, L. (2015). Handbook of cultural intelligence. Routledge, pp76-85
Antonakis, J., & Day, D. V. (Eds.). (2017). The nature of leadership. Sage publications, pp. 23-31.
Chemers, M. (2014). An integrative theory of leadership. Psychology Press, pp. 17-24.
Ciulla, J. B. (Ed.). (2014). Ethics, the heart of leadership. ABC-CLIO, pp. 56-74.
Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge, pp. 58-65.
Radd, B. D., (2000). The Big Five Personality Factors: The psycholexical approach to personality. Gottingen, Germany: Hogrefe & Huber Publishers, pp. 15-25.
Rocco, M. L., & Griffin, K. A. (2015). Exploring Leadership: For College Students Who Want to Make a Difference by Susan R. Komives, Nance Lucas, and Timothy R. McMahon. Journal of College Student Development, 56(1), 107-109, pp. 54-57.
Transactional and Transformational Leadership (n.d.), Retrieved from https://www.diss.fu-berlin.de/diss/servlets/MCRFileNodeServlet/FUDISS_derivate_000000001791/05_05_kapitel.pdf,[Accessed on 10 May 2018].
Understanding Emotional Intelligence, 2014. Retrieved from https://www.free-management-ebooks.com/dldebk-pdf/fme-understanding-emotional-intelligence.pdf, [Accessed on 10 May 2018].
Van Wart, M. (2014). Dynamics of leadership in public service: Theory and practice. Routledge, pp. 101-114.
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