Leadership Management Assignment: MGMT1101 - Self Profile Analysis

This report provides a comprehensive analysis of leadership management, examining trait theory, situational leadership, transformational leadership, and servant leadership. It explores the author's personal leadership traits, including tolerance, confidence, and decision-making abilities, and discusses the effectiveness of transformational leadership. The report also analyzes leadership scenarios using the Hershey-Blanchard and Path-Goal models, and contrasts the leadership styles of Adolf Hitler and Abraham Lincoln. Finally, the report outlines the author's personal leadership profile, core values, and the key learnings from the unit, emphasizing critical reflection and the importance of recognizing one's strengths and weaknesses. The report concludes with a reflection on the application of leadership theories in practice.

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MGMT1101- LEADERSHIP MANAGEMENT ASSIGNMENT
MGMT1101- LEADERSHIP MANAGEMENT ASSIGNMENT
Student name
(Affiliation Institution)

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MGMT1101- LEADERSHIP MANAGEMENT ASSIGNMENT
Trait Theory
According to Cherry (2016) trait theory states that leaders are born with leadership traits.
From the trait theory, the three leadership traits that I possess include tolerance, confidence and
decision-making capabilities. Tolerance is one of my greatest leadership traits that I possess.
Tolerance is an attitude of being open and having respect for the differences that exist among
people. For example, in the organization, am able to tolerate people from different diversities
such as intellectual and physical disabilities, gender, ethnicity and religion. In addition, am also
able to respect and learn from others, creating new bonds, discover common ground, reject unfair
stereotypes and fill the gaps and valuing differences.
Confidence or self-esteem is another trait that I possess. Confidence is the ability of
individuals to trust their qualities, abilities, ideas capabilities, skills and judgments (Crowe
Associates, 2019). With a high degree of self-confidence, I have been able to balance personal
life, improve business ties and create a conducive environment in the workplace. For example, I
have been able to back myself and keep things in perspective when my teammates say some
tasks ahead cannot be completed within the stipulated time. Furthermore, I have been able to
handle organizational problems differently as compared to others. I also like to express my ideas
in front of other people as am emotional secure to reject and take constructive criticism.
Empathy is another trait that I possess. Empathy is an innate ability of understanding and
sharing feelings, energies and emotions of others. With empathy, I have been able to take the
responsibilities of my teammates in the workplace as my own. For example, I have worked over
24 hours in the workplace as I stood for my colleague who we alternate duties after being sick.
Decision making is a trait which does not belong to the trait theory that I feel I possess
and will help me to become an effective leader. My decision-making abilities are not innate but

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rather developed by the environment that I work. The nature of the workplace requires decision-
making skills which I have developed through experience, learning and training. The decision
making trait will help me become an effective leader as I will be able to make a decision that
suits reduce workforce conflicts and make everyone feel comfortable.
Based on analysis of the traits (both behavioural and innate), I think I will be an effective
leader in the future. With effective decision-making skills, self-confidence and tolerance, I have
an ability to delegate tasks wisely, set goals, allocate time for employees, recognize achievement
and solve workforce problem which is a key requirement for any leadership role. Furthermore,
despite directing employees, am also able to set goals and ensure they are working towards the
achievement of the general objectives, targets and goals.
Situational, transformational and servant leadership
Situational leadership refers to leaders adjusting their leadership styles to fit the
developmental level of follower they are intending to influence (Nawaz & Khan, 2016). In the
situational leadership, a leader usually changes its style of leadership but not the follower to
adapt to his or her leadership style.
Transformational leadership is a leadership style where a leader works with a team to
identify the needed change, comes up with a vision that can inspire and guide employees through
the change and finally execute the change with the support of committed group members
(Gomes, 2014). Through the transformational leadership, employees have a mindset they are
working for good common and not for self-interest. In addition, employees are motivated to take
ownership of their tasks, make decisions as their leaders coach and train on the key areas that
need improvement.

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Servant leadership is a leadership style where the main goal of a leader is to serve, unlike
traditional leadership where the main goals of leaders are thriving of their organizations.
(Rachmawati & Lantu, 2014) Through the servant leadership, a leader sets practices that create a
more caring world, builds better organizations and enriches the individuals’ lives.
Out of the three approaches, I feel transformational leadership is more effective than
others. The style is more goal-oriented, exemplifies moral standards within a company or an
organization and encourages the positive development and motivation of employees of followers.
Furthermore, when compared to others, the style fosters an ethical working environment with
clear standards, values and priorities.
I illustrated a transformational leadership approach at my workplace. After conducting an
analysis on the current office software that we use in the company, I realize there were need to
replace it with the similar modern office software that is more flexible, convenient and accurate.
My manager assigned me as responsibilities of being a project manager for the whole process of
software change. Firstly, I created a goal and SMART (Specific, Measurable, achievable,
reliable, timely) objectives of the ERP (Enterprise Resource Planning) system. I then gathered
employees’ decision on the implementation of the current ERP software. In addition, I conducted
a brief meeting with employees who rejected the change and upon explaining to them the
benefits of ERP system we came to a mutual agreement. I implemented the ERP successfully,
identified learning needs, conducted training on the use of the system and supported employees
in need of assistance.
Identify a leader-power
Adolf Hitler is an example of a leader who used power and influence in a harmful way.
The leader received the power form coercive and legitimate. For example, with Adolf Hitler

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having a high power over others, the leader forced followers to follow his power by threatening
them with punishment (Takala, Tuomo & Auvinen, Tommi. 2016). On my own view, Adolf
Hitler had a high desire for leadership and show off that contributed to the leader using the
source of powers.
Abraham Lincoln is an example of a leader who used power and influence in a positive
way. Abraham received power from the referent, connection, expert and reward powers. For
example, with high referent, connection and reward powers, Abraham Lincoln was able to highly
influence Americans as the powers depended on values and traits like trustworthiness, integrity
and honesty. Other sources of power for Abraham Lincoln included connection power and power
of reward. In my own view, the heart of transforming America by fighting social evils like
slaves’ trade and racism during his leadership era motivated the leader to use the powers.
Leadership Scenarios
scenario Leadership model response
1 Hershey Blanchard Model Using Hersey Blanchard Model, situational (telling) leadership sty
appropriate in this situation where one of the employees is
underperforming and lack confidence. This evident in the Hersey
Blanchard Model where the level of maturity is M2 which needs
assistance to perform.
2 Path-Goal Model Using Path-goal model, participative (democratic) leadership is
appropriate for the situation. Through participative leadership style
leader will be able to involve the underperforming employee into t
decision making and negotiation to investigate why she is
underperforming and then strategize on motivation ways for makin

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employee happy.
3 Path-goal model Using the path-goal model, I will use supportive leadership style in
situation as it will offer an approachable and friendly environment
Path-goal model shows that supportive style is concerned with equ
and welfare of subordinates. Therefore, Through the model, emplo
will be able to approach a leader and air their grievances.
4 Hershey Blanchard Model Situational leadership (selling) is the best leadership approach for t
situation as followers are able and willing to deliver although they
unmotivated by the poor reward system.
5 Path-Goal Model Achievement-oriented Leadership approach is the best for this situ
Through Achievement Oriented Leadership, a leader will set challe
goals and expect employees to achieve. As employees are already
competent, the leader will support and encourage employees as he
ability and confidence in them
Personal leadership / Management profile
In the future, I would like to be a transformational leader like my role models Barrack
Obama and Abraham Lincoln. The role models have practically used the leadership style which
has supported the USA to achieve its political, economic, social and technology goals. Indeed,
these leaders have supported marginalized groups and therefore I inspire to transform their
leadership style to my workplace.
My core values in leading people will be honesty, reliability, dependability, trustworthy,
loyalty, transparency, confidence, authenticity and empathy. As a leader, what will matter to me

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most is waking up the abilities of others and then supporting them to achieve what they intend to
achieve in the long and short term. For example, upon accessing abilities of my employees, I will
be promoting them to leadership position instead of hiring from externally for them to be able to
achieve their dream of leading people. The strategy of the internal promotion will motivate
employees to work hard for their efforts to be recognized. Furthermore, there will be a high
degree of retaining skilled and experienced employees. Generally, I want to be a leader that is
known for the intelligence, success and stands up for employees support, friendliness and
inclusivity. Success and intelligence take time as they require experience and education and
therefore they will take time to strengthen.
The most important things that I have learned from the unit that will boost my leadership
abilities are realizing my potential, weakness and strengths. Knowing strengths and weakness
will help me to identify what I need to do and what I need to master. For example, before the
beginning of the unit, I did not recognize where I am in terms of leadership capabilities.
However, right now I know am a vision-oriented type of a person who tolerated diversities.
Critical reflection is the ability of an individual to critically reflect her or his experience,
integrate the knowledge gained from these experiences using the previous knowledge and make
information based on the insights he or she has gained. In leadership and management context,
critical reflection includes a leader reflecting back to his or her leadership experiences ever since
joined a leadership role and challenging the current views and ideas.

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MGMT1101- LEADERSHIP MANAGEMENT ASSIGNMENT
References
Associates, C. (2019). Self confidence in Coaching work. Retrieved 9 30, 2019, from Self
confidence in Coaching work:
http://www.crowe-associates.co.uk/coaching-tools/coaching-tools-on-self-confidence/
Cherry, K. (2016, May 9). What is the Trait Theory of Leadership? Retrieved November 1, 2016,
from HYPERLINK "https://www.verywell.com/what-is-the-trait-theory-of-leadership-
2795322"https://www.verywell.com/what-is-the-trait-theory-of-leadership-2795322
Gomes, A.R. (2014). Transformational leadership: Theory, research and application to sports. In
C. Mohiyeddini (Ed.), Contemporary topics and trends in the psychology of sports (pp.
53-114).
https://www.researchgate.net/publication/310794991_Transformational_leadership_Theo
ry_research_and_application_to_sports
Nawaz, Z. A. K. D. A., & Khan_ PhD, I. (2016). Leadership theories and styles: A literature
review. Journal of resources development and management.16, 1-7.
https://www.researchgate.net/profile/Allah_Nawaz/publication/293885908_Leadership_T
heories_and_Styles_A_Literature_Review/links/56bcd3ad08ae9ca20a4cdea2.pdf
Rachmawati, W., & Lantu, D. (2014). Servant Leadership Theory Development & Measurement.
Elsevier, 387-393. Retrieved 10 02, 2019, from
https://www.researchgate.net/publication/275246104_Servant_Leadership_Theory_Devel
opment_Measurement
Takala, Tuomo & Auvinen, Tommi. (2016). The Power of Leadership Storytelling: Case of
Adolf Hitler. Tamara - Journal for Critical Organization Inquiry. 14. 21-34.

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https://www.researchgate.net/publication/299599048_The_Power_of_Leadership_Storyte
lling_Case_of_Adolf_Hitler