Determining Your Perfect Position There is no accepted definition of leadership but it is considered a complex phenomenon that touches on many other important organizational, social and personal processes.

Determining Your Perfect Position

There is no accepted definition of leadership but it is considered a complex phenomenon

that touches on many other important organizational, social and personal processes. Leadership

process depends on the influence, whereby people are inspired to work to achieve the corporate

goal, not through coercion but through motivation. An ideal leader has multiple traits suchs as a

strong drive for responsibility, focus on completing the allotted task. Other than that, an effective

leader can solve the problems in unique ways but with appropriate judgment and basis. A leader

should also have the ability to influence the behavior of other and the capacity to establish a

strong system ( Yukl, 2007). As a seasoned employee who is valued by the organization, often

times one is presented with opportunities to determine a leadership position that will be

beneficial to him or her. By being an experienced employee, one should have some knowledge

of the vision and mission statement of the organization. One should also have complete

knowledge of the daily operations and process of not only the company but the department as

well. By knowing ones qualities it will allow him or her to better define the responsibilities

which will be most beneficial in the organizations success. Identifying ones strengths and

weaknesses, a personal leadership style will assist one in the defining processes for which

position will be a perfect fit.

Most studies conclude that there is no right leadership style that will fit for every

manager under all circumstances. Therefore, there is a development of situations theories to

indicate that the style to be uses depends upon the situation, the people, the organization and

other environmental variables. Accordingly, managers who are relationship oriented do better in

all other situations and exhibit more participative style of leadership (Yukl, 2007).

Determining Your Perfect Position


By taking several assessments, it made me aware of my leadership style. Based on the

results from the assessment, I am a people oriented leader opposed to a task oriented leader. This

would also fall into a category of a participative style of leadership. To be a successful leader, I

should be able to connect and understand the emotional needs and behavior of individuals within

the team. By doing this, I will be able to encourage and create a friendly environment for

individuals to complete assigned tasks. This is similar to Hersey’s and Blanchard’s Situational

Theory (Yukl, 2007). Also known as situational leadership theory (SLT), it’s a contingency

theory that focuses on the followers. According to Yukl, the emphasis on the followers in

leadership effectiveness reflects the reality that it is the followers who accept or reject the

leader(Yukl, 2007). Effectiveness depends on the actions of the followers, regardless of what

the leader does. The term readiness refers to the extent to which people have the ability and

willingness to work at their assigned tasks.

Strengths and Weaknesses

The participative style of leadership is focused in the highly competent employees. If the

organization is full of undesirable employees or people who do not participate in their assigned

tasks, there is a great chance that participative leadership style is not that effective in

implementing operational changes or resolving various individual or group problems. However,

the leadership style is effective in situations where the leader wants to keep the staff informed

about matters that affect them. By doing this, it provides opportunities for the staff to develop a

high sense of personal growth and job satisfaction. In addition, the organization can easily adapt

to the changes through encouragement of team building and participation.

Determining Your Perfect Position

Comparing and Contrasting Theories of Leadership

Different leaders have different assumptions and demonstrate various approaches to

leadership. In past studies, the Theory X leaders preferred an autocratic style and Theory Y

leaders preferred a participative style (Yukl, 2007). In autocratic leadership, usually the basis of

this model is power with a managerial orientation of authority. The employees in turn are

oriented towards obedience and dependence on their boss. Although the employee need that is

met in subsistence still the performance result is minimal. Consequently, participative leadership

style can deal with different kinds of problems and challenges while clearly identifying goals

that will lead an organization to success. In addition, a participative leader allows employees to

figure out the best way to achieve the said goals. In the modern business world many

organizations place a high value on the importance of participative decision-making leadership

and team structure. Most employees prefer the relationship oriented leadership style because

there is room for communication, plus employees can manage their own career growth (Yukl,


Job Description, Conclusion

Describing ones own perfect position falls directly into the study of organizational

behavior. There are factors to be considered in analyzing the organizational behavior such as

human sentiments and attitudes. A participative leadership style would work perfect for a team

leader or supervisor positions, where the leader is very hands on, working in close proximity

with members of their team. Also, this leadership style would work well in any kind of a small or

start up company, where a team is working hard towards a common goal. Ultimately, an

effective leader should have the ability to shift his or her leadership style in accordance with the

Determining Your Perfect Position

present demands in an organization. By using the knowledge gained in organizational behavior,

by conceptualizing every framework, a leader can understand the individual skills needed to

facilitate effective performance in the workplace.

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