Leadership orientation

Nowadays, there is a number pf psychological tests, in bleeded to euphony leadership- cerebrate abilities as well as managerial style and orientation. In the present base I would like to describe my induce results of the following surveys the Willingness-to-Communicate Scale the Leadership bearing Preferences developorying the McGregor assertable action X and Y analyses the Followership Questionnaire, the Leadership Grid Survey and the least Preferred Co cash in ones chipser Scale.The Willingness-to-Communicate ScaleThe Willingness-to-Communicate Scale was au consequentlytic in order to determine the aspects of confabulation in which the individuals less competent or more suspicious, as in distinct environments individuals dispose to express themselves in heterogeneous ways. This survey firstborn appeargond to me strange, as it was unenvi able to recollect how ofttimes I respect to establish contact or kick the bucket in true situations.The survey decl atomic numb er 18 oneselfs that I am allow foring to interact with others in group discussions and during meetings, interpersonal conversations (the highest score) and when it is necessary to pop off with a friend, whereas I am belike a bit shy or insufficiently self- positivist(p) to speak on public, moreover, the results designate that I al about neer wish to converse with strangers. In the linguistic context of leadership, this test would probably indicate that it the work in HRM sphere would require of me excess adaptation, as sometimes I do not wish to establish vibrancy with strangers. On the contrary, I am a team player, who can maintain informal relations and symmetric communication with faithful and reliable colleagues/inferiors.The Leadership Style Preferences InventoryThe Leadership Style Preferences Inventory endorses that I am bale to maximize gentleman potential and encourage or do others, in addition, I often call empowerment and active listening as my tools.Confiden ce and ability to innovate be less notable, but also represent in my personality, whereas I am not always capable of inspiring others this means, I can provide psychological inducement to an individual, but not always invent new ways of inspiring, whereas the survey suggest that I will become a truly resourceful leader if I will view and analyze the related cases (as a component of my current studies) and prove to generate preferences to the decisions, made in the scenarios. My boilers suit ability to lead is higher(prenominal) than medium, so it is natural for everyone to have weak points to reinforce.The McGregor Theory X and Y SurveysThe McGregor Theory X and Y Surveys are in my intuitive feeling quite outdated, as this progression divides managers into further two categories the category X managers are generally less mature and invigorated than those belonging to the latter group. As for me, the results suggest that I have more Y-characteristics, analyze to those a ttributed to X-managers.This means, I am motivated first and foremost by higher psychological and cognitive needs like self-actualization and am more likely to motivate my inferiors preferably than punishing or threatening them. In addition, the test shows that my negotiation strategies are establish upon constructive discourse and attention to the fence partys interests. In addition, my approach to way if rather futurological, i.e. I set about to predict the long-term consequences, brought by my decisions and then find alternatives and options, which allow avoiding concrete invalidating outcomes.Nevertheless, the test can be astray criticized, as the students, who attend leadership classes are likely to have already intimate (cognitively, but not always in behavioral dimension) the patterns of performance, required of a roaring manager and simply put these patterns as their true leadership style.The Followership QuestionnaireThe Followership Questionnaire is primary aimed a t measuring the persons slender and independent thinking and the ability to oblige actively into the superiors assignments and team discussions, as the authors call back they are the major prerequisites to effective followership. In my opinion, the ability to follow is to great purpose an art, similarly to managerial talents and capacities.My results suggest that I am an exemplary follower, but overdue to the fact that I am often consumed by my critical thinking, I great power occasionally behave like alter follower. Positive followership is an easy way to effective leadership, as independent followers, who pass to group dynamics, are likely to bend into confident leaders, who will be able to unite their team.The Leadership Grid SurveyThe results describe me as a bosom of Road Manager, who focuses on reconciliation in the midst of tyrannical relationships and the accomplishment of certain organizational goals. This style often modify inexperienced leaders, so I believe , subsequently learning new skills, I will be able to avoid the possible side effects, related to the same double policy.Furthermore, the results probably demonstrate that I am not confident tolerable, in fact, the problems lies not in my backwardness, but rather in my wretched experience in managing people and arbitrary their commitment and performance this means, I quiet down havent clearly imagined management and leadership in action.least Preferred Coworker ScaleThis survey is the most interesting, as it involves projective techniques. The results suggest that my orientations to relationships and tasks are around equivalent, but the former aspect demonstrates 3-point higher result. Thus, as a leader, I tend to take into consideration multiple factors and dimensions (although they are more than 2) of the same issue or problem and reasonably preserve positive relationships with my team, but conform only in those decisions, which seem rational and sound. Nevertheless, as a leader, I accept that humans are irrational creatures, who should be approached with basically positive cognitive constructs about them.ConclusionThe higher up presented results characterize me as a compromising leader, who can find balance between tasks and relationships, opposing interests and confronting viewpoints. On the other hand, my tractability if limited, since I dont tend lose the ability to think critically and independently. On the other hand, my emotiveness is not enough to inspire my hypothetical team immediately, so I need to invent alternative means of empowerment.