Leadership Impact: Skills, Assessment, and Management Styles

This essay discusses the significance of leadership in the modern business world, particularly in multinational companies striving for effective management amid intense market competition. It focuses on the author's leadership skills, highlighting their ability to handle diverse situations, prioritize team benefits, and provide constructive performance evaluations. The essay details the author's scores in various leadership aspects such as Ambassador, Advocate, People Mover, Truth-Seeker, Creative Builder, and Experienced Guide, reflecting strengths in communication, motivation, and integrity, while also acknowledging areas for improvement like tolerance in the creative process. Furthermore, it differentiates between the roles of managers and leaders, noting that managers implement strategies set by senior management, whereas leaders create innovative objectives through visionary leadership. The document includes references and test results, and it is available on Desklib, a platform offering a wealth of study resources for students.

Running head: LEADERSHIP
Leadership
Name of the Student
Name of the University
Author Note

1LEADERSHIP
The impact of leadership on the modern day business world is observed to be
significant. The urge of the multinational companies in establishing the scientific
management in the business conduction is seen to be significant for the organizations in terms
of managing the intense competition of the market in an efficient manner. On the other hand,
the managers or the leaders of the organization are responsible for establishing such effective
management system in the organizations. The paper is focused in the elaboration of my skills
regarding the leadership and along with that, it discusses the differences between the position
of leader and the managers.
Leadership Assessment Test:
I have the capability to handle different situations which also involves others and has
the potential to affect others. I do consider the overall team benefits to be above than the
individual benefits and I get involved in the conflicts with the ones that are only concerned
with the individual benefits over the team benefits. As a result majority of the people find me
respectful. Apart from this, I have the potential to express the evaluation of the performances
of the employees and at the same time, capable to convincing my employees regarding the
developmental frameworks which helps the employees to understand the need of taking new
orders.
The above mentioned skills of mine is significant in scoring 21 out 25 in the
Ambassador aspect.
Apart from this, I do have the potential to speak on behalf of a group and I am a
logical, rational and persuasive person. I have the capability to produce frequent ideas for the
betterment of the employees and for the increment in the productivity and quality of the
employees. Adding to this, I have the tendency to use linear and non-liner forms of argument
which helps me in establishing my points such as any clarification regarding any of the

2LEADERSHIP
strategic restructuring. Being a leader, I am notably straight forward and I do consider things
to be seen as the way they are.
The above mentioned facts are significant for me in scoring 21 out of 25 in the
advocate aspect.
Apart from this, I am a person with the capability of motivating other employees
towards the achievement of better performances, capable of providing important tips to the
employees of the organization regarding their improved future. Adding to this, I have the
quality of providing new and innovative ideas to the other employees for improving their
quality of operations which helps me in scoring 23 out of 25 in the People Mover aspect.
I do expect that people will communicate the truth as I have all the courage to accept
may it be good for me or bad. I am capable of making sure that my judgement is fair and
good for the employees who are operating under me which makes me a general truth seeker
and that is pretty evident with my score of 23 out of 25 in the Truth-Seeker aspect.
The concept of the creative builders is based on two aspect which are the strength of
belief in the end result and the capability to tolerate the whole process. Though my strength
of belief at the end result or outcomes is significantly high, I do not have notable amount of
tolerance towards the process which is considered to be one of my drawback as well. Hence I
think that I need to work on it and that is petty evident with the score of 20 out of 25 in the
aspect of the Creative Builder.
The term experience guide is seen to be associated with a myth of an old person who
gained adequate amount of knowledge through the experiences. However, in the modern
generation, the concept is more concerned with the gathered level of experience rather than
the demographics. In my career, I am able to serve various companies and managed
considerable number of employees which helped me to gain significant amount of the

3LEADERSHIP
knowledge in the man management aspect and also helped me to improve my leadership
skills. This enabled me to score 22 out of 25 in the experienced guide aspect.
Difference:
Jałocha et al. (2014) commented on the characteristics of the managers where Jałocha
et al. (2014) claimed that the managers have the responsibility to organize, plan, set the
objectives, communicate them to the employees and motivate the employees towards the
accomplishment of the objectives. On the other hand, Hunt, Hosking and Schriesheim (2013)
highlighted that the leaders are expected to be visionary, responsible, decision makers and the
creative as well. The main basis of the difference is that the managers are seen to encourage
their teams towards implementing the strategies of the organizations set by senior level
management whereas the leaders have the responsibility of making sure that the create
innovative objectives for achieving through visionary leadership.

4LEADERSHIP
References:
Hunt, J. G., Hosking, D. M., & Schriesheim, C. A. (Eds.). (2013). Leaders and managers:
International perspectives on managerial behavior and leadership. Elsevier.
Jałocha, B., Krane, H. P., Ekambaram, A., & Prawelska-Skrzypek, G. (2014). Key
competences of public sector project managers. Procedia-Social and Behavioral
Sciences, 119, 247-256.

5LEADERSHIP
Appendix:
Test Results: