Leadership in Business: Self-Assessment and Development

This report delves into the student's self-assessment of their leadership capabilities, primarily through the lens of the Big Five personality traits (OCEAN: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism). The analysis highlights the student's high scores in Openness and Conscientiousness, indicating a creative and disciplined mindset conducive to innovative leadership. The report then connects these personal attributes to professional experiences, emphasizing the importance of innovative leadership approaches, such as managing conflict, fostering team dynamics, and continuous skill development. The student discusses the leader-member exchange theory and path-goal theory as crucial elements of effective leadership. The report concludes with a focus on the need for improvement in Agreeableness to enhance empathy and teamwork, as well as suggestions for personal development through meditation and reading to foster a more approachable leadership style. The report also includes a list of references.

Running head: LEADERSHIP IN BUSINESS
LEADERSHIP IN BUSINESS
Name of the Student
Name of the University
Author Note

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Test analysis
Big five personality test is an evaluative process of five major dimensions of personality
like Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (OCEAN).
My score in Openness is 85% and that determines I have a creative mind that works for the
development of new dimension in art. The imaginative thoughts are proactive in me and my
intellectual mindset helps me to relate to concepts and make unusual ideas.
My score in Conscientiousness is also high. It resulted in 81% and that is the reason, I
have enough self-discipline and I have fixed my goal to achieve. I am very my optimistic person
and try to do my work under any circumstances. Orderly mentality and hard-working abilities are
my individuality and these qualities help me to set a high level of maintaining my nature.
A bit of moderate situation has come up in case of Extraversion and I am quite agreeing
with that. I have scored 48% in this segment as I do not love to come forward as the creator of
that event. I love to hide and have no greed to feel acclaimed by the viewers. The power, stats or
winning an award is not bothered for me; rather a good quality of word is very important for my
level or individuality.
In case of Agreeableness, I have scored 67% which is a moderate score. I am fair in case
of empathy and taking care of people and also maintain a balance with my own interest and
interest with others. I am not hostile or antagonist but not willing to sacrifice such big things for
others. Maybe I need some improvement over that but most of the cases trust and relationship
will be evolved through this process.
The last factor is my text is the section of Neuroticism and I have scored 31% on this
text. The low score declares negative emotions are not impacted by my decisions and I quite

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relaxed in an emergency situation. The result also placed a hallmark in my optimistic nature and
I have a solid self-esteem and positive outlook that reflected in low scores. People lows in these
sections are generally carefree and that is the reason, I am not depressed in any situation rather
eager to back with the band for better outcomes.
Professional and Personal experience
In case of personal and professional experience, I am fully relying on Openness and
Conscientiousness. These two factors are encouraging better decision making in case of
leadership. Traditional leadership roles are not innovative enough to sustain in the organization
rather improved leadership innovations like managing conflict situation, balancing the employee-
manager relationship, team dynamics, improvements of skills by the training and development
process all these are important for sustainable leadership theory (Swanson and Frederick 2016).
I have found that I have an innovative mindset and intellectual nature that somehow process new
creative ideas that help in organization. High openness likely generates high IQ also and as I
have a liberal point of view of politics so can easily approach to me and expect a better solution
for the development of processing (Pruzan et al. 2017). On the other hand, I have a quality of
self-control and that helps me in case of leadership control case. I have set my objectives in that
case and it reflects in organizational objectives and as I set time for meeting my objectives, the
same is applicable to the organization also.
Contribution of effective leadership
In case of acclaimed effective leadership, leader-member exchange theory is important
for dynamic relationship maintenance between leaders and followers (Pawłowski 2014). The
positive changes that have extracted from this kind of leadership and influence partnership phase

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in the organization. The theory is also emphasizing on the in groups relations and upgrade or
validate the relationship between the team and that creates high-quality leadership approach
(Klaus and Fernando 2016). Path ad gal theory is another necessary step that needs to be taken
by the leaders so that behavioral change will come in the leadership style and that process help in
guidance, performance, training and the direction. I have a strong mindset in those decisions
taking a situation and that help me to find my subordinates that are the right choice for that job.
Mitigation of challenges and improvement in performance and maintaining good relationships
with the team is the ultimate outcome of effective leadership.
Encourage effective followership
The as good leader is important for the management, good employees or followers are
also important for the organization so that long-term mission and objectives can be fulfilled in
through the co-production cases (Blakeley 2015). Leadership and co-production are related as
per the theoretical tradition in leadership process but the effective involvement and the active
roles in the organization can construct the better relationship and presentable approach in case of
social arena (Syed et al. 2016). The organization has to make proactive voice with the people
need and deliver the approach that leaders and followers are presenting the same approach like
other, trust and belief has come in that situation and that reflected in the emerging situation of
maintaining social world and their leadership perspectives (Joseph 2015).
Improve in one quality for better outcome
I think I need to focus on the Agreeableness as for the better leadership approach high
empathy or taking more care of a team is important and that reflected through the team members.
If leaders are not approachable enough their team performance will drop down as employees are

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assuming a power relation with leaders. Trust from employees and polite nature of leaders
evolve him or her as a good leader where potential interest and better employees dealing is the
USP of that leader (Simon and LaCava 2014). I think I need to take classes for meditation and
need to read some holy books so that behavioral change in my mind will come and a bit more
open and sacrificing nature will come in me and it also helps in my leadership attitude.

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References
Blakeley, K., 2015. Inspiring responsible leadership in business schools: Can a spiritual approach
help. Leadership development: Questions business schools don’t ask, pp.151-163.
Joseph, J., 2015. Self-interest and Altruism: Pluralism as a Basis for Leadership in
Business. Business and Management Studies, 1(2), pp.106-114.
Klaus, L. and Fernando, M., 2016. Enacting spiritual leadership in business through ego-
transcendence. Leadership & Organization Development Journal, 37(1), pp.71-92.
Pawłowski, K., 2014. Leadership in business.
Pruzan, P., Pruzan-Mikkelsen, K., Miller, D. and Miller, W., 2017. Leading with wisdom:
Spiritual-based leadership in business. Routledge.
Simon, A. and LaCava, G., 2014. Strategic thinking and leadership: Comparing business leaders
and MBA students in Western Australia. Oxford Journal: An International Journal of Business
& Economics, 1(1).
Swanson, D.L. and Frederick, W.C., 2016. Denial and leadership in business ethics
education. Business ethics: New challenges for business schools and corporate leaders, pp.222-
240.
Syed, R., Bandara, W., French, E. and Stewart, G., 2016. The status of research on leadership in
business process management: A call for action.

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Appendix
Figure 1: Big Five Personality Test [Openness, Conscientiousness, Extraversion,
Agreeableness, and Neuroticism (sometimes abbreviated OCEAN)]
(Source: truity.com 2018)