Bringing attention to content of the chapter, I found something that seemed like common sense to myself but after discussing with classmates and even management in my workplace I found it to not be as commonly understood as believed. The introduction of leadership trait theorists that states “theorists who attempt to determine a list of distinctive characteristics that account for leadership effectiveness.” Basically saying there could be a way to identify and list all positive traits that managers have. With this list, companies will be able to hire only those who can manage and would be a strong asset to the company. Although in theory that sounds useful and a strong theory but not everyone can be a manager. Not only am I bringing attention to the fact that multiple people in charge leads to conflicting ideas and rulings but also from previous readings within the book that mention the traits and aspects of good followers and good employees.
Further in the chapter I found something that sightly bothers me but at the same time I find myself questioning frequently within the business industry. When reading the explanation for the Leadership rid, section 9,9 highlights the team management style that focuses on both maximum performance and employee satisfaction but why can’t all of these styles focus on employee satisfaction. Your employees are some of your strongest assets and undermining and unappreciative employees is what leads to poor work ethics and lazy employees who don’t see a reason to go above and beyond to achieve the objectives. This then ties into the section further in the chapter on Authentic Leadership. No matter your morals and no matter your work ethic, how is it not important to employers and management to develop open, trusting relationships? How do your trust your employees to do their jobs if the relationship is not at the vest least trusting.
Self Assessment 12-1: Integrity 7, Competence 9, Consistency 7, and Loyalty 11. The results of this self assessment were relatively surprising for me because I did not expect myself to have the highest score in loyalty. I do see myself as a loyal person who does look out for people but I expected myself to have the highest score in competence or integrity.
Self Assessment 12-2: Total score 25 thus leading to a closer relation to Theory X Behavior. Much like the self assessment explains, most people’s behavior fall somewhere between the 2 behavior theories much like mine does with being relatively in the middle but leaning slightly more towards Theory X. I was slightly surprised to find I lean closer to Theory X but once I sat back and thought about it, I prefer theory x leadership in the work place because it is clear on what management would like done to achieve the objective.