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Self Assessment: Chris Musoma

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A Leadership Self Assessment By Chris Musoma

INTRODUCTION

 

This report defines leadership literature, and how it has changed in the recent past to where it is today. Contained is also a depth analysis of Contingency theories of Leadership, this theories include Path-Goal theory of leadership, Situational leadership model and Fieldler’s contingency model which will be discussed on they have influenced the way leaders lead.

 

A brief history outlining how I have experienced leadership though my grandfather is also outline. As a person with strong religious believes who believe that leaders are born he also instils the fact that we are who we choose to be. The report contains my own personal experience into leadership, and how I changed to adapt to the position, and problems faced and how I overcame them. 

 

Contained is also an self analyses on my leadership qualities and weakness, this analysis was done though questionnaire which was filled by my friends and workmates, suggesting what industries I would best be ale to axel in given my leadership traits

 

LEADERSHIP

 

This is a process by which one influences people and provides an environment for them to achieve their objectives (Mcshane S. & Travaglione T page 466). Leaders are able to carry out this process by applying their leadership attributes, such as beliefs, values, ethics, character, knowledge, and skills.

 

For many year it was believed that leaders were born but the truth is that if you can learn how to play chess or do maths so can you learn how to lead .The recent leadership literature identifies seven competencies that are characteristics of an of an effective leader, this are drive, leadership motivation, emotional intelligence, intelligence, knowledge of the business, and self confidence (Mcshane S.& Travaglione T page 468).

 

In the past many leaders inherited leadership positions such as kings, or heads of family business. Others are elected like a chairman, political leaders. Some are appointed for example a coach, and others just happen to be there when a situations arrises, and needs leadership

       

Contingency Perspective of Leadership

  This is based on the idea that appropriate leadership style depend on the situation.  (Mcshane S.& Travaglione T page 472) These contingency theories include

 

i. Path-Goal theory of leadership

This theory has its origin from the expectancy theory of motivation its states that effective leaders influence employees performance and satisfaction by ensuring that employees who perform their best have a higher degree of need fulfilment than the employees who don’t perform as much.  This is theory has withstood scientific critique better than the others.

 

 

ii. Situational leadership model

This is the most common contingency theory among trainers. It was developed by Paul Hersey and Ken Blanchard, and states that effective leaders will vary their style with the readiness off the followers this model also identifies four leadership style- delegating, selling, participating and selling.

 

iii. Fieldler’s contingency model

 This was the earliest contingency theory developed by Fred Fiedler and his associates. Biased on this model a leaders effectiveness depends on whether a persons leadership style is appropriately matched to his situation (Mcshane S.& Travaglione T page 476), this model suggested that the best way to lead depends on the influence and the degree of power a leader posses in a given circumstance.

 

 

LEADERSHIP IN OUR FAMILY

 

My grandfather is a father of eleven children and as a school teacher he managed to afford to give all his children a university education, none of which would have been possible without his leadership. His leadership started very early, as a young boy his parents passed away and was left taking care of his young brothers and sisters and at the same time go to a missionary school, I remember him telling me that he had to wake his siblings at five in am two hours before they go to school and go and dig in the farm, and had delegated each one their work after school.

 

Upon finishing his collage, he became a headmaster of a school in his early twenties, and instilled the importance of education not only to his children, but also the community during a time they didn’t see the importance of education and even offered to pay school fees for some children at a time he dint have much to spare He took one boy whose parents couldn’t afford school fees and agreed to pay his fees on condition the boy worked for him during school holidays. This boy grew to be a Major General in the Kenyan army and ten years as a Kenyan ambassador to Australia.

 

My grandfather has gained admiration by many for his hard work, honesty, compassion, humility, all his traits can mostly me attributed to his strong religious believes. He has been elected in many school boards, and function committee. He may not have the title of a leader but though his influence over other I have see him accomplish a lot like building of schools, churches, and helping a lot of people financially, mediating, among other thing. Although my grand farther is a strong Christian who believe that leaders are born he himself believes that we are who we choose to be and what we do today will determine who we are in future.

 

 

OWN EXPERIENCE IN A LEADESHIP POSISION

 

In my last year of primary school I was nominated as the deputy head boy. Being selected was more of a popularity contest than being nominated for the right reason, although I think more integrity than the other students who had been nominated for the position. Due to the fact that I was deputy head boy I was selected to be a class monitor. In class my duties included controlling noise in class in the absence of a teacher, and collecting home work books from the students in the morning and taking them to the teachers, among other duties.

 

I was a student who got along with everybody not only in my class but in I the whole school as well. This worked to my advantage In that most people viewed me as their friend and listened to my instructions. I was also considered one of the tough boys in my school and not many would question me, as noted with other female monitors. During my leadership, I had to modify my behaviour as a mistake on my part would lead to other not listening to me, and at times found it difficult to make decisions as the quality of the decision was influence a lot by its acceptance.

 

As a leader I was put under too much pressure because a lot was expected from me, and to some extend this took fun out of my life. I was expected to lead by example this meant I had to be punctual, finish my homework on time, silent in class, and also to tell on my fellow students if they did anything, this was the hardest bit as I had also to show my friends that I was one of them and that they could trust me. When I look back I didn’t do I know I should have told on them as that was he write thing but still even now I still don’t think I would sell out my friends, although I might warn them against what they are doing.

 

  

SELF ANALYSIS OF MY LEADERSHIP SKILL

Using a few questionnaires from a few websites I found that as I new before that I got leadership traits, and also they indicated that I shouldn’t try to please many people as his will hinder my judgement a decision making process. It was clear that I like involving my group members in my decision and this might be a sign of lack of confidence.

 

EVALUASION ON MY LEADERSHIP ABILITY

 

In conducting a self analysis I prepare a questionnaire with the following questions,

  • What leadership traits do I posses?
  • What industry would best suit me?
  • What are my leadership strengths?
  • What are my leadership weaknesses?

I asked my workmates and friends to fill them with sincerity although I didn’t expect them to be 100% accurate. The questionnaire was quite clear although some found difficulties in differentiating between the leadership traits and leadership strengths.

 

I found that the interviewed people found me very social, a good communicator, fair trustworthy, and a hard worker. It was clear that whatever industry I was to get into would be because of my socialising abilities with three out of four suggesting that I should look for a human resource job because am a peoples people. Although I showed potential signs of leadership noted from the questionnaire is that I tried to please everyone and when It cane to had decision I might not make them avoiding to hurt someone feelings.

 

 

 Conclusion

 

If we were to ask a construction worker if s/he was a leader they would they are not, because they don’t have the traits and the title but as long as you can influence people to do something then you are a leader. As my grand farther would say we are who we want to be and what we do today will determine who we will be in the future, so with that in mind anybody with commonsense can be a leader

 

 

References

 

Mcshane, S& Travaglione (2003) Organisational Behaviour on the pacific rim McGraw-hill Australia

 

Yukl, G. (2002). Leadership in Organizations (5th ed). Upper Saddle River: Prentice Hall International.

 

http://www.nwlink.com/~donclark/leader/bm_model.html retrieved on 20/01/2007

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