Leadership and Organizational Behavior Free Essays

Breast Cancer Society of America Funds? Mary Clayborne Booksareme03@yahoo. com Leadership and Organizational Behavior MGMT -591-19138 Instructor: Jacci Christopher September 21, 2012 At one point in time, I’ve thought that every one including myself knew themselves whether it was their character, personality, what they like and do not like. I figured that once you knew of these things than that means that you were going to be just fine and that you now have the knowledge and tools needed to get by in life it self. We will write a custom essay sample on Leadership and Organizational Behavior or any similar topic only for you Order Now After taking this life styles inventory test, I realized that what you have thought about in regards to ones own self may not always be true. While taking this inventory, my primary results were that I scored a 99 for being affiliate, needing approval, conventional, being dependent, and also avoidance. One word that I did not understand was affiliate. So when I did my research on the word the definition that came about was from businessdictionary. com states that an affiliate leader is one that promotes harmony among his or her followers and helps to solve any conflict. They also make it where their followers feel connected to each other. This sounds like me. I love to be in a place where there is peace, love, harmony, unity as well. This particular inventory amazes me even from the start of it. My backup personal thinking styles as shown in my circumplex are oppositional, self-actualizing, and humanistic-Encouraging. Its funny how one of my second highest percentiles was humanistic-encouraging. At my church, my talent and gift and being an encourager. So this thinking style I most certainly agree with due to the fact that I find myself encouraging people all the time on a regular basis. Even when I’m at work, at church, at school or just daily doing activities and it might perhaps cause me to interact with someone. Most times I catch myself asking that particular person if they are alright or if there is anything that I can do for them. It feels like when I say those words it feels so natural to ask them that and not like any struggles as it may feel to others. In this case I totally agree with me being a humanistic-encourager. However, I would have thought that humanistic-encouraging would have been one of the styles that gotten a high percentage, so that kind-of puzzles me. In my mind being a dependent type of person means that you rely on people for certain things. Now that I think about it I guess it’s true to a certain extent. The style that I think might be reducing my over all effectiveness would be oppositional. I don’t think that I critic everything and seems to be a negative person. I try to be as positive as I can towards any situation. If an employer sees that one of my styles were oppositional, I don’t think they would want to hire me. However, I’m willing to be more open minded about the situation of course and to gain more knowledge and wisdom as to how to handle different situations that may come my way. One thing that I’ve noticed is that when you are a manager or a CEO of a particular company, hearing the voice from your staff should be very vital. At my job one of the biggest issues that everyone is having is with parking. I work literally right outside of down town and so the area in which everyone parks at is for free which means that everyone including the people you work with will get there as early as possible to get a park. However, there is a paid parking lot that located right behind our building where a lot of people do not park at because of the pricing. So us as a staff, we asked the owner of the company if he could rent the parking lot out for his staff and we all would pay a monthly fee. We all should have known what the response would be, (it was no). Due to this matter trying to get to work at 6:00am and do not have to see client’s until 9:30am is quite a bother. Some times it effects my work ethics and behavior because im at work so early and don’t have to see anyone until hours later. So when the time come, I feel tired and drained because all of my energy was used so when I got to work. When you are working with a diverse group of people, you will notice that you have to be a multitasked and able to be opened minded with new ideas that might come about. My LSI style affects my personal and professional life style. I have 8 brothers and sister. Majority of them are girls, so there would always be some types of competitiveness going on in the house. Who has the longest hair, which can clean up the best for mother’s approval, who can dance better, who can do a lot of other things better than the other. My LSI style has contributed to my child hood. It makes you think and wonder, when we were children we started to develop into our character and personality not knowing it would create our own unique self. Being a perfectionist is a style that I thought I carried very strongly. I’m assuming that its not based on the LSI inventory. I could remember times where I would get highly upset if a particular task that I was to complete was not done the way that I wanted it to be. If so, I would stop completely and never return to it. Not knowing that that style is being a perfectionist person. Did this make me different from the other children or not was a question that I wondered for years. One of the things I would like to learn while being in MGMT591 is that I’m able to learn how to blend my primary and backup styles together or balance them out so that I can become emotionally stable while on the job or in my personal life. While doing so, this would improve who I am as an employee and as a person in general. Name:  Ã‚  D01595657 |Date Survey Taken:  Ã‚   | Your LSI Styles Profile The raw and percentile scores in the table below and the extensions on the circumplex shown below depict your perceptions of how you think and behave. The CONSTRUCTIVE Styles (11, 12, 1, and 2 o’clock positions) reflect self-enhancing thinking and behavior that contribute to one’s level of satisfaction, ability to develop healthy relationships and work effectively with people, and proficiency at accomplishi ng tasks. The PASSIVE/DEFENSIVE Styles (3, 4, 5, and 6 o’clock positions) represent self-protecting thinking and behavior that promote the fulfillment of security needs through interaction with people. The AGGRESSIVE/DEFENSIVE Styles (7, 8, 9, and 10 o’clock positions) describe self-promoting thinking and behavior used to maintain status/position and fulfill security needs through task-related activities. |Position |Style Score |Percentile | |1 |Humanistic-Encouraging |39 |96 | |2 |Affiliative |40 |99 | |3 |Approval |33 |99 | |4 |Conventional |36 |99 | |5 |Dependent |36 |99 | |6 |Avoidance |21 |99 | |7 |Oppositional |9 |63 | |8 |Power |2 |10 | |9 |Competitive |7 |15 | |10 |Perfectionistic |15 |20 | |11 |Achievement |25 |25 | |12 |Self-Actualizing |32 |70 | The raw scores potentially range from 0 to 40. The percentile scores represent your results compared to those of 9,207 individuals who previously completed the Life Styles Inventory. For example, a percentile score of 75 means that you scored higher along a particular position than 75% of the other respondents in the sample and, in turn, indicates that the style represented by that position is strongly descriptive of you. In contrast, a score of 25 means that you scored higher than only about 25% of the other respondents and therefore indicates that the style represented by that position is not very descriptive of you. Your LSI Styles Circumplex For detailed descriptions of each of these 12 styles, click on the circumplex graphic in each of the 12 sections. [pic] Examining your Circumplex To accurately interpret your LSI results, it is important for you to consider your score on each style in terms of its range (high, medium, or low) on the profile. The three ranges correspond to the percentile points in the circumplex and in the table above. [pic] How to cite Leadership and Organizational Behavior, Papers