Psychodynamic approach to leadership and follower understanding

¶ … Leadership Approaches

Psychodynamic Approach Survey

This is approach to leadership is based on personality study and change by the leader and those who are under leadership. According to Psychodynamic Approach Survey, a leader is a person who is supposed to learn from analyzing and realizing the personality and reaction of the people who are being led so that he or she can know how best to handle them. A leader who has borrowed from the Psychodynamic Approach Survey is not worried of how the followers perceive him and understand him. He is not interested in how to change his personality so that he or she can appeal to the people. Nonetheless, such a leader is focused on observing the behaviors and the personalities of the followers, making sure that he captures the way they react, think, interact, and do everything, as a basis for influencing them to act in a way that is within their capabilities but within the mainstreams of the organization. Psychodynamic Approach Survey is an approach that stresses the need for a leader to avoid stresses on how best to lead the people, analyzing on how to know them. A Psychodynamic Approach Survey helps a leader to avoid changing his or her personality as a leader but makes the leader remain in his natural character, understand the followers, and stay within the perspectives of relaying what is best for the organization. Moreover, the Psychodynamic Approach Survey helps a leader to focus on the subject and not the participants, stressing more on how to handle things and not who to handle it alone (Northouse, 2012).

Individual results

After learning and understanding the theory of Psychodynamic Approach Survey, I was transformed to a leader leading the people by giving directions based on the followers' capabilities. I stopped forcing things to happen but created avenues where things were done without stress and commanding effect.

The theory of Psychodynamic Approach Survey is useful in many scenarios in creating leaders. The theory is a theory that focuses on the need to understand and influence personality as a weapon of production. The results were not a surprise because the expectations were normal. The information presented by the results just affirmed the level of Psychodynamic Approach Survey development as a leader (Nohria, & Khurana, 2013).

E.

Five principles of ethical leadership are discussed on pp. 341-347. What prevents leaders from following all the principles is not one factor but a combination of several factors in play. Some of the factors include the demands of the followers, the capabilities and competencies of the leader, the situation of leadership at any particular time, and the personality of the leader. A combination of these factors and many others prevents a leader from following the principles of ethical leadership.

F.

Team Excellence and Collaborative Team Leader Measure

The Team Excellence and Collaborative Team Leader Measure is an instrument that is essential to any leader who is marked progressive. Excellences and collaborative team leadership are what makes a great leader. The Team Excellence and Collaborative Team Leader Measure are used to stage aspects of measurement, assessment, and evaluation of where rightful and strategic decisions and strategies are done. Using the Team Excellence and Collaborative Team Leader Measure, a leader is exposed regarding the positive qualities and improvement, together with the weaknesses and challenges as regards his or her collaborative and excellence competencies. A leader will be able to know his or her capabilities, challenges, areas that need improvement, new tricks and strategies to be included, and the overall assessment of the progress amidst rewarding, termination, continuation, and assimilation (Northouse, 2012).

Individual results

After filling the Team Excellence and Collaborative Team Leader Measure, it is certain that I learned some aspects that proved instrumental in my individual development. For example, I learned of the need to offer leadership skills like listening, consistency, predictability, among others, as they are attributes of success, excellence, and collaborative work. The theory of excellence and collaborative team leadership is useful in that it enables intrinsic growth of a leader, which is a benefit to the entire organization.

G.

Gender-Leader Implicit Association Test

The Gender-Leader Implicit Association Test is an imperative tool that is significant when it comes to offering a balance of gender in the positions of leadership within an organization. Leadership should be a universal subject that encompasses leaders from different perspectives of life. Gender is often seen as a determinant of leadership while studies link certain gender to quality or common leadership. With the use of the Gender-Leader Implicit Association Test, one will be able to understand the necessity of having both genders in leadership as a way of exercising equality and universality in any organization and the society. Leadership will certainly be improved the moment the aspects of Gender-Leader Implicit Association Test are introduced as a way of balancing human experiences in marriage (McIntosh, & Rima, 2007).

Dimensions of Culture Questionnaire

Culture is another facet that offers diversity in leadership. There are many cultures within our societies today. The diversity of cultures calls for an instrument like that of Dimensions of Culture Questionnaire when it comes to putting measures in place to ensure equitable diversity in the society. Culture breeds togetherness, diversity, and recognition, appreciation of divergent ideas and aspects of leadership, among other attributes of culture in leadership. Culture is an aspect that is present today, and hence, it has to be put under consideration in every sector of development, both industrial, social, and in humanitarian grounds (Northouse, 2012).

Individual Results

After completing the Dimensions of Culture Questionnaire, I learned two aspects; there is an aspect of culture that must be made inclusive in strategies of leadership to arrive at the usefulness of culture in the present society, and that culture is a tool that boosts the credibility of leadership in every society (McIntosh, & Rima, 2007).

This chapter is significant in appreciating diversity in leadership. The chapter has exemplified the significance of leadership on grounds of human differences, making for their recognition and appreciation. Moreover, the chapter is a revelation to the real issues that affect leadership. The results were not a surprise since there is the global aspect of leadership and diversity regarding culture, which has been attributed to many people through the daily engagements.