Personal Leadership Assignment, Essay Example

My capacity to lead, the act or an instance of leading, and guiding people would position me as a leader. I feel safe and confident with all impacts that has occurred to me and I am well prepared for the future impacts that surrounds to the unexpected additional responsibilities. In the area that may be seen distinctly or resolved into a clear image of a formulated plan.  Personally, I would acknowledge my personality, my persona, and my dichotomies between organizational theory and practice. This would help me to visualize on how to apply my leadership skills into practice effectively. I would feel that I do meet my objectives and goals as I am embodied for the customers and the organization valuing integrity character.

Integrity

By establishing my work mindset and self-leadership skill development in the workplace would enable my ability to influence and or improve empowerment to others within an organization. For example,  a customer had a defect product, and I reassured this customer that a replacement will be taken place. Then, this customer is confident that the replacement product is safe to use. (Bordin, Bartram, & Casimir, et .al, 2007).  The impacts that I may face in my leadership role are: product quality, customer loyalty, employees retention, and costs stabilization.  All of the elements are the objectives and goals, in which, I as a leader wish to accomplish successfully.

All leaders must review the mission, values, and beliefs of the organization. This is to aspire  people to be proud of the organization (Vinod, et.al, 2011). My intention is to be a servant leader, which is a role of emotion intelligence and an arbitrator. The purpose of the servant role is to solve personal issues at an organizational level between the upper management to non-managerial employees. This role is not significantly popular among the financial industry but it is significantly acceptable in the manufacturing industry. Otherwise, a type of leadership structure is placed to guide subordinates on how to value themselves as an employee.  A tendency of trustworthiness would enable me to perform more effectively.

For example, in my personal experience, on group discussion, each member is assigned to a task for a project. One of the member did not respond to any of other members questions/concerns until the end of the week.  Finally, this member responded by the last day of project wrap and he could not do the whole partial task by himself. Few members and I were upset, but we had to pick up the speed by splitting up tasks for one major part of the project so we can finish it on time. As a group leader, I had it all wrapped up in time before submitting our proposal as I valued communication as I see this is part of integrity, respect for the project.

Respect

I want my group charter to share mutual understanding of differences within each other (i.e., culture, norms, characters, ethnicity) and to put an emphasize on the group’s trust on each member’s area of strengths (speed, quality, organizing, problem solving). In addition, refining the implications of work performance as frequent as possible. On the other hand, focus on the group’s area of weakness (i.e. inability to take directions, excessive spending the time gathering resources, unwillingness to help self and others to complete progressive tasks). Both area of strengths and weaknesses are imperative, because I want to manage my time better and my team members can manage their time better to complete the task smarter not work faster by learning my leadership style.

As a leader, a directed action is what we seek to achieve an end directly and by the most immediately effective means. Team temporal leadership represents the degree to which team leaders schedule deadlines, synchronize team member behaviors, and allocate the temporal resources (Mohammed, 2011).  This type of leadership is also termed as a project manager or a project technician to assure that the every part of the detailed job task is processed systematically. Including, finance for every job task is equally expendable for the raw materials, miscellaneous, and other fixed costs to match the funding allocation for the project (s).

Spirit

We attempted to set up a group charter structure for building leadership skills; to arrange by systematic planning and united effort; to arrange elements into a whole of interdependent parts.  Temporal leadership -Time urgency (constantly pressured to meet the deadlines) is a role that I want to adapt when in critical (Landy, et .al, 1991; Mohammed, 2011).

My group and I would practice with an importance of work performance implications. Such implications, as I want employees to adapt when in critical is called Pacing style (time measurement of working efforts toward deadlines) in which, this is an effective strategy to acknowledge each member’s best strengths/weakness to succeed the efforts of time management and task management invested into the projects (Gevers, 2006; Mohammed, 2011).

For example, a color paint is not available at the location, where I reside, I had to send someone to go across the town to get a specific kind of paint, and I had to do this other tasks for someone who went across the town. Other members of the group worked on public relations as to prepare advertisement for neighboring towns, order supplies and materials, and paint satisfaction surveys.

I contribute the public safety awareness programs information to the community for the benefit of my leadership role model and influence. Reducing criminal incidents and activities in the community for enduring safety and security of the common good is a social responsibility for me. An organization is called Narco, the crime reduction charity. What we do is to provide a research on the crime reduction resources such as the numbers of video camera installed, costs and revenues per camera allocated, and other statistical information on perpetrators, victims, and witnesses (Armitage, R., n.d.)

This information encourages donors to contribute monetary endowments toward to the program for their community.  The Narco crime reduction delivering services provides an excellent national perspective on what works in community safety (Armitage, R., n.d). It aggregates of social and cultural conditions that influence the life of an individual or community.

Courage

I believed that dealing with facts could be perceived without distortion by personal feelings, prejudices, or interpretations would not enable me as a leader. In order for the gain of trustworthiness, I would feel that I do meet my objectives and goals as I am embodied for the customers and the organization valuing integrity character. A tenet or body of tenets, in which, my group believes in the intelligence assent of credence, without implying anything about the problems with the projects.

Moreover, I believed in executing credo vignette into an action and valued work performance as in spirit. Reducing criminal incidents and activities in the community and to endure safety and show courage to defend the security systems. As a leader, I represent the Narco organization that is funded by multiple organizations including the government. I processed public safety letters to the neighboring neighborhoods and ask them to join the public safety campaign.  A part of the community that sets itself apart as a leisure class and that regard itself as the arbiter of fashions and manners.

References

Armitage, R., (n.d.) To CCTV or not to CCTV?: A review of current research into the effectiveness of CCTV systems in reducing crime. Retrieved July 3, 2011 from: http://epic.org/privacy/surveillance/spotlight/0505/nacro02.pdf

Mohammed, S. & Nadkarni, S. (2011) Temporal Diversity and Team Performance: The moderating role of team temporal leadership. Academy of Management Journal. 54 (3), pp. 489-508. Retrieved July 3, 2011 from: Business Source Complete EBSCOhost Database.

Vindo, S. & Sudhakar, B. (2011) Servant Leadership: A Unique Art of Leadership!. Interdisciplinary Journal of Contemporary Research in Business. 2(11), pp. 456-467. Retrieved July 3, 2011 from: Business Source Complete EBSCOhost Database.

Wilson, J. (2011) Freedom at Work: Psychological Empowerment and Self-Leadership. International Journal of Business & Public Administration, 8(1), pp. 106-124. Retrieved July 3, 2011 from: Business Source Complete EBSCOhost Database; (Bordin, Bartram, & Casimir, 2007; Greasley, et al., 2007; Spreitzer, 1995; Thomas & Velthouse, 1990).