Leadership orientation

Nowadays, there is a number pf psychological tests, in leaned to measure leaders- tie in abilities as vigorous as omnibusial style and orientation. In the present paper I would like to describe my own results of the following surveys the Willingness-to-Communicate racing shell the lead direction Preferences Inventory the McGregor Theory X and Y sights the Followership Questionnaire, the Leadership Grid Survey and the Least Preferred Coworker Scale.The Willingness-to-Communicate ScaleThe Willingness-to-Communicate Scale was developed in pitch to determine the aspects of communication in which the individuals less competent or to a greater extent suspicious, as in different environments individuals tend to express themselves in dissimilar ways. This survey first appe argond to me strange, as it was difficult to recollect how oftentimes I wish to establish contact or communicate in current situations.The survey suggests that I am entrusting to interact with others in sort o ut discussions and during meetings, interpersonal conversations (the highest score) and when it is necessary to communicate with a friend, whereas I am belike a bit shy or insufficiently self-confident to spill the beans on public, moreover, the results suggest that I almost never wish to colloquy with strangers. In the context of leadership, this test would probably indicate that it the work in HRM sphere would require of me additional adaptation, as sometimes I do not wish to establish rapport with strangers. On the contrary, I am a team player, who can maintain friendly relations and bilaterally symmetrical communication with trustworthy and reli adapted colleagues/inferiors.The Leadership Style Preferences InventoryThe Leadership Style Preferences Inventory demonstrates that I am bale to maximize humanity potential and encourage or motivate others, in addition, I often use empowerment and active listening as my tools.Confidence and efficacy to innovate are less notable, e xactly also represented in my personality, whereas I am not constantly capable of inspiring others this means, I can provide psychological incentive to an individual, provided not always cook up new ways of inspiring, whereas the survey suggest that I pass on become a truly resourceful leader if I allow for view and analyze the related cases (as a component of my current studies) and settle to generate alternatives to the decisions, made in the scenarios. My overall capacity to lead is high 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 opinion kind of outdated, as this approach divides managers into merely two categories the category X managers are generally less mature and wise than those belonging to the latter group. As for me, the results suggest that I have more Y-characteristics, comparing to those attributed to X-managers.This means, I am motivated first a nd 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 based upon constructive discourse and attention to the opposing partys interests. In addition, my approach to management if rather futurological, i.e. I seek to holler the long-term consequences, brought by my decisions and then find alternatives and options, which allow avoiding concrete negative outcomes.Nevertheless, the test can be widely criticized, as the students, who attend leadership classes are likely to have already learned (cognitively, but not always in behavioral dimension) the patterns of performance, required of a successful manager and simply put these patterns as their true leadership style.The Followership QuestionnaireThe Followership Questionnaire is primary aimed at measuring the persons critical and independent thinking and the ability to engage actively into the superiors assignments and team discussions, as the authors believe they are the major prerequisites to effective followership. In my opinion, the ability to follow is to great extent an art, similarly to managerial talents and capacities.My results suggest that I am an exemplary follower, but collectable to the fact that I am often consumed by my critical thinking, I might occasionally behave like alienated follower. absolute followership is an easy path to effective leadership, as independent followers, who contribute to group dynamics, are likely to grow into confident leaders, who will be able to unite their team.The Leadership Grid SurveyThe results describe me as a Middle of Road Manager, who focuses on balancing between positivistic relationships and the accomplishment of certain organizational goals. This style often characterize fledgling leaders, so I believe, after learning new skills, I will be able to avoid the possible side eff ects, related to the aforementioned double policy.Furthermore, the results probably demonstrate that I am not confident affluent, in fact, the problems lies not in my shyness, but rather in my poor experience in managing people and dogmatic their commitment and performance this means, I still havent understandably 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 almost 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 coming back or problem and reasonably preserve positivistic relationships with my team, but align only in those decisions, which seem rational and sound. Nevertheless, as a leader, I accept that humans are irrational creatures, who should be appr oached with basically positive cognitive constructs about them.ConclusionThe above presented results characterize me as a flexible leader, who can find balance between tasks and relationships, opposing interests and confronting viewpoints. On the other hand, my flexibility if limited, since I dont tend drowse off the ability to think critically and independently. On the other hand, my emotiveness is not enough to inspire my hypothetical team immediately, therefore I need to invent alternative means of empowerment.