Future Leader’s Reflections
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Future Leader’s Reflections
Leaders play a significant role in an organization, and their presence and activities have comparative effects on the direction of a company. Through the various business theories on organizational behavior, they are expected to select theories, which are in line with their personalities, characters and temperaments. Different leaders have diverse temperaments and not all theories would appeal to them in their respective businesses. Additionally, the theories have to result in positive outcomes when used in the organizations. Organizational behavior theories, which are in line with the leaders’ personality, temperament and character, should yield positive results.
Every aspect in the universe depends on the other. From this ideology, the contingency theory of organizational behavior is most suitable to use within an organization. According to the theory, the most effective way of organizing a company into actualizing its ultimate goals, leaders have to consider both the external and internal situations while making decisions. In this theory, the leader can apply their own leadership style regarding the situations present (Daft & Lane, 2005). Nonetheless, since the decisions made partly or fully depend on the leader, the theory has to be in line with their personalities. Different scholars have different ideologies regarding the character, personality and temperaments. Some viewed characters as being inborn while others view it as being affected by the environment one grew up. Despite their different viewpoints, the temperament of a leader is most vital. Following the ancient classifications, it is evident that I am an idealist.
The contingency theory focuses on two vital aspects, consideration and the initiating structure. Initially, a leader should display behaviors including excellent interpersonal relationships, having a good rapport and offer support to the relevant stakeholders including the workforce. This approach is extensively vital since the decisions being made not only affect the direction of the organization but also the involved stakeholders whose work has a great impact on the organization. According to Myers, being an idealist means belonging in the NF group where individuals are subjective and insightful in their work. These individuals are devoted to the work and to them; any factor that leads to the overall good of the company has to be utilized. Therefore, after analysis of the factors affecting the company, idealists would embrace change by considering the workforce while making decisions regarding the organization (Keirsey, 1998). Idealists are marked by commitment and personal charisma that with effective communication skills and the ability to persuade masses into accepting their ideologies. Additionally, idealists are well known for their ethical and friendly behavior. This means that they have good personal relationships with their employees and they would obviously work towards actualizing the goals of the organization.
Secondly, the contingency theory requires leaders’ behaviors to provide the general structure of the organization including scheduling, planning and assigning roles as well as ensuring the completion of tasks and attainment of goals. The creative nature of idealist is exceptional and they have the capabilities of coming up with policies which are the best. Encompassed with their innovative minds and enthusiastic as well as caring personality, idealists focus on strategies, which aim at the strengths of the workforce and employ tactics that manipulate workers into working extra hard (Keirsey, 1998). This helps choleric in assigning different roles in the company. Moreover, being a choleric means having the ability to handle complex situations since they are patient, understanding and can deal with complex scenarios within the working environment. A leader with such a temperament has the ability to create an almost perfect schedule and plan, which is most likely to work.
Contingency theory is practical in the sense that once a leader has selected one approach, it develops the organization by working in all areas. For instance, a leader who puts his/her workforce into consideration is more likely to succeed. This is because, the workforce are responsible for doing the groundwork in a company. They need good working conditions and an environment that enables them to work freely without fear. However, leaders cannot know the conditions that favor its workforce without relating or consulting their employees (Daft & Lane, 2005). Therefore, it is evident that the contingency theory is applicable in any organization as long as the leader decides to focus on this theory. Moreover, other factors affect an organization. In a car manufacturing industry, the company depends on other industries for the vehicle parts due to lack of materials. Henceforth, they have to consider these external factors when making organizational decisions. From this perspective, it is evident that the contingency theory is most applicable in an organization.
Within
any organization, leaders are expected to choose organizational behavior
theories that would help them in conducting their businesses and actualizing
their goals. The selected theories have to be inline with their temperaments,
characters and personalities in order to emphasize on the expected behavior. Since
I am an idealist, the contingency theory is most applicable in my business in
the future. My personality portrays strong personal charisma involving ethical
and inspired traits. The friendly, enthusiastic, receptive and welcoming nature
enables an idealist to relate with their workforce in matters related to the
organization. Therefore, by choosing this theory, it is evident that choosing
this theory as a leader, an organization can actualize its goal.
References:
Bourgond, G. (2014). Setting your course: How to navigate your lifes journey. S.l.: Iuniverse Com.
Daft, R. L., & Lane, P. G. (2005). The leadership experience. Mason, Ohio: Thomson/South-Western.
Hiriyappa, B. (2009). Organizational behavior. New Delhi: New Age International.
Keirsey, D. (1998). Please understand me II: Temperament, character, intelligence. Del Mar, CA: Prometheus Nemesis.
Miner, J. B. (2005). Organizational behavior. Armonk, N.Y: M.E. Sharpe.
Nicholson, N., Audia, P., & Pillutla, M. M. (2005). Organizational behavior. Malden, Mass: Blackwell.