Leadership Analysis and Behavior

This document provides an analysis of leadership behavior and its impact on organizational success. It explores various aspects such as trust, communication, recognition, and the use of symbols and images to create a shared vision. The document also discusses the behavioral theory of leadership and the importance of fostering creativity and employee well-being. Additionally, it examines the role of job requirements, laissez-faire leadership style, and the use of power and decision-making. References are provided for further reading.

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System04116
6/14/2019

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Multifactor leadership questionaire (MLQ) form 6S analysis given below:

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From the above analysis of my leadership behavior it is analyzed that I highly hold trust of
subordinates by taking involvement of employees at every level to create the deep bond of
believability which motivates the employees to put maximum efforts required to make my
organization successful. I also show trust on my employees and communicate openly with them
which build trust between us and increase their trust on me. I always give praises to my co-
workers when it is due (Western, 2019). I mainly avoid the office gossiping which creates
hurdles in the relationship between us. I share essential information with the team members and
try to invest maximum in the development of the team members so that they can have strong
trust on me. I always pay attention to the non-verbal communication which cannot be easily
understood by any person but I try my best to understand those communications and help others.
I believe that welcoming of new employees or hires graciously is the sign of great leadership so I
welcome new hires in an organization to give them an opportunity to develop or grow in future
and increase the productivity of the organization as well (Northouse, 2017). I maintain their
faith and respect as I became more responsible with my actions and answerable for the effect my
influence has on my employees and the organization as a whole. I become more mindful of how
I am leading others and how I am being perceived. I make good and fair decision and listen to
every employee in an organization. I show dedication to them by appreciating and make them
feel valued which most likely to go above and beyond for the organization. My main focus is on
making connection with the employees. Most of the time I avoid to disregards the importance of
connecting with the employees if I do so it will result in lose the benefits of a dedicated and long
term team. I appeal to their hopes and dreams as every employee in the organization has high
hopes and dreams for their job so that I prefer to offer certain things such as good rewards or
compensation, friendly work environment, the employee-centric culture and career growth and
opportunities for future. I act as role model for my employees as I set high standards of
accountability for employees in the organization and their behaviors. I am sure about motivating
myself before motivating my team (Lehmann-Willenbrock, Et al, 2015).

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Furthermore, I am high on measure the degree to which I provide a vision of actions, belief,
values and goals of my organization. This vision affects and attracts the employee who is
engaged in living this set of beliefs, actions, goals and the values. I share my vision with the
employees so that it can be better understood by them and work upon that to achieve the goals of
the organization. For this purpose, I use appropriate symbols and images to help employees focus
on their work and always try to make them feel that their work is significant in the success of the
organization and achievement of the goals (Klenke, 2016).
Leadership for example, Like a Bill gates who is a great leader in the world and owner of
Microsoft which is the largest company across the globe. I am inspired by him with his great
style of leadership. He always considers his team while taking any decisions and making norms
or standards within their organizations so that his professional employees can feel valued and
give their maximum to enhance the productivity and make his company the top ranked in the
whole world. I follow his leadership style and avail his leadership traits so that I can manage and
lead my employees in such a manner that my aim towards gets successful and employees also
satisfied with my actions or leadership (Holten and Brenner, 2015).

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The leadership theory which analyzes my behavior towards the leadership is behavioral theory.
In this theory the focus is mainly on my behavior and actions within an organizations towards the
goals and the employees instead of my leadership traits and characteristics. This theory clearly
identify my behavior towards the leadership in the organization (Rosenbach, 2018). I directed
the activities of the employees or group of employees towards the shared goals which is stated in
the behavioral theory of leadership as well. According to me also the successful leadership is the
result of an effective and efficient behavior of the leader. My organization’s success is dependent
on me that is what I do for my employees to get completed my assigned tasks, how I delegate
tasks to tem and how I communicate with my employees to motivate them to carry out the tasks
rather than on my traits and characteristics (Grint, Et al, 2016).
I highly encourage my team members within an organization to be creative in looking at old
problems in the new ways by giving them goals not instructions, trust them so that they can
develop new ideas and I appreciate those ideas to encourage their creativity which can easily
solve the old problems arises in an organization with these new ways. I create an environment
which is tolerant of seemingly extreme positions and try to nurture people to question their own
values and beliefs of those of the organization by taking feedback from them, tap into advocacy,
reward initiatives, look after the wellbeing of the employees, shared vision and encouraging
mentoring which helps in achieving the specified goals with effective team members (Graham,
Et al, 2015).
Moreover I moderately show interest in well-being of my team members or employees within an
organization after all happy employees are the productive workforce. So I made recognitions for
each employees on their performance and give the benefits they actually want and also retain
them in the loop on what is happening within an organization. As a good leader I assign tasks or
projects on individual basis which increases the skills of the team members or employees so that
they become capable of taking any task or projects and complete in a limited time period. And I
assign tasks to those employees who seem less involved in the group so that their performance
can be measured on individual basis and also helps them to enhance their productivity (Covin
and Slevin, 2017).
I highly focus on employees to guide them what to do in order to be rewarded for their
performance. I helped my team members to involved in the organization and achieve the goals

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set for them and suggest to be specific and consistent within an organization so that they can be
rewarded on these basis (Xu, Et al, 2016). I always emphasizes on tasks assigned to them or
other activities which directly linked to the goals of an organization and as a good leader I focus
on them and push them towards what I expect from them. I used to recognize their
accomplishments of tasks assigned by me for meeting the goals within a limited period and
rewarded them for their performance in the accomplishment of tasks (Bass and Steidlmeier,
2019).
I moderately assess the job requirements and tell those job requirements to the new employees so
that they can work according to those requirements and can make efforts as per these job
requirements so I tell each employees hired in an organization, the requirements of the job and
also describe the description of job which made their work simple or easy to set goals to
accomplish them in an effective and efficient manner (Lord, Et al, 2017). These job requirements
are contented with the standard performance so I established the organization or system
standards, goals and targets to improve the organizational as well as personal practices within an
organization. I set standards based on the state, national or scientific guidelines, benchmarking
against same organization, according to my expectations or other methods which is feasible for
the organization in improving the performance. I believe that if these standards are broke by
employees which are set for them related to the performance of the employees I do not try to fix
them as I made my employees in such a manner that they can indulge in fair practice and
increase their performance without any standards (Antonakis, Et al, 2017).
I follow laissez faire leadership style in which I also give power to my team members so that
they can also exercise those powers and take right decisions at right situations. I also require
suggestions from my employees in some situations which helps me in taking decision in favor of
those team members so that they can feel valued in the decision making process. I am content to
let things ride instead of running behind those things which also demotivate the employees
within an organization and may also create hurdles in the accomplishment of goals so I focus on
lets my employees do their own thing (Renko, Et al, 2015). These motivate them towards the
achievement of goals and satisfy them with the decisions made in an organization related to
them. With this leadership behavior, they also feel free in doing their own things and make
themselves in such a manner that they can manage their own things in an effective and efficient

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manner. These provide me a sign of my great leadership within an organization which makes me
overwhelmed and completed in my own self (Nawaz, Et al, 2016).

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References
Antonakis, J. and Day, D. (2017) The nature of leadership. USA: Sage publications.
Bass, B.M. and Steidlmeier, P. (2019) Ethics, character, and authentic transformational
leadership behavior. The leadership quarterly, 10(2), pp.181-217.
Covin, J.G. and Slevin, D.P. (2017) The entrepreneurial imperatives of strategic
leadership. Strategic entrepreneurship: Creating a new mindset, pp.307-327.
Graham, K.A., Ziegert, J.C. and Capitano, J. (2015) The effect of leadership style, framing, and
promotion regulatory focus on unethical pro-organizational behavior. Journal of business
ethics, 126(3), pp.423-436.
Grint, K., Jones, O.S. and Holt, C. (2016) What is Leadership. UK: The Routledge Companion to
Leadership, p.3.
Holten, A.L. and Brenner, S.O. (2015) Leadership style and the process of organizational
change. Leadership & Organization Development Journal, 36(1), pp.2-16.
Klenke, K. (2016) Qualitative research in the study of leadership. London: Emerald Group
Publishing Limited.
Lehmann-Willenbrock, N., Meinecke, A.L., Rowold, J. and Kauffeld, S. (2015) How
transformational leadership works during team interactions: A behavioral process analysis. The
Leadership Quarterly, 26(6), pp.1017-1033.
Lord, R.G., Day, D.V., Zaccaro, S.J., Avolio, B.J. and Eagly, A.H. (2017) Leadership in applied
psychology: Three waves of theory and research. Journal of Applied Psychology, 102(3), p.434.
Nawaz, Z.A.K.D.A. and Khan_ PhD, I. (2016) Leadership theories and styles: A literature
review. Leadership, 16, pp.1-7.
Northouse, P.G. (2017) Introduction to leadership: Concepts and practice. USA: Sage
Publications.

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Renko, M., El Tarabishy, A., Carsrud, A.L. and Brännback, M. (2015) Understanding and
measuring entrepreneurial leadership style. Journal of Small Business Management, 53(1),
pp.54-74.
Rosenbach, W.E. (2018) Contemporary issues in leadership. UK: Routledge.
Western, S. (2019) Leadership: A critical text. USA: SAGE Publications Limited.
Xu, A.J., Loi, R. and Ngo, H.Y. (2016) Ethical leadership behavior and employee justice
perceptions: The mediating role of trust in organization. Journal of Business Ethics, 134(3),
pp.493-504.