Essay Sample on Leadership Style in Any Business Environment

"How does the leadership style in any business environment impacts and represent race, socio-economic, and family structure and how it influences the business performance?"

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The essence of analysis, reviewing, and arranging my data collection is summed up by quotation Charles Swindoll, Pastor. If I desire to find out how the employees are impacted on positively by the type of leadership style, then I'm likely to imply such new ideas. My goals were to provide relatively more trustworthiness to my initial data findings by continually updating them. I organized various groups to conduct interviews. I tallied for every individual that represented different area based on gender, sexual orientation and race. However, if there were various behaviour in the business, and several race I came across. Becoming a technology manager via Action Research. The race as being shown just once, despite being identified several times even though it was exemplified several times by the number of characters. I realized that only a total of six more characters required to be accounted for. Nonetheless, all six characters were white, which makes the findings relatively essential since it added to the existing large portion of whites who are represented within the business.

I will reflect on the results later. I again applied surveys for the following 2 interviews conducted, that accomplished a review of 16 questionnaires. I also believed that by enhancing the reliability of my data as I collected more of it. I would further identify the insight of what portion each race, gender and d religion was being represented. Each question was bolded in case a material did not initially represent the data in place. For instance, I read two responses three days in a row. I realized that analyzing the data from each day from the same piece of material would be relatively being inaccurate. Some may criticize if the same question is being asked again and again, that it is reiterating the representation of a racial group, socioeconomic status, or religious belief or family structure and may inaccurately reflect employees within my team a higher value in who is being represented.

Business Analysis Level

Leadership the Number of Times Each Is Represented in Materials Used

Race, Socio-Economic Status, Family Structure represented: black white Hispanic Single parents Gays From this particular interview structure, 28 people are portrayed, and 7 are Black (32.5%), 2 Hispanic (12.3%), 52 White (61.2%), 4 (8.6%), and Asians. I reviewed the data scripted reading the responses from the interviews that are business Materials Analysis Level 4 Theme: leadership in business. The frequencies in materials used: 3Black 6 Hispanic 13 White and 2 Asian (Green, 1975).

Becoming a technology manager via Action Research, made me to me to question various issues such as: a time when an individual has to expect his or her boss to implement a vital change to practice in the company; circumstances that may make an employee confront with a member of staff who do not want to change and go forward; an experience of working with juniors under the same business; all the employees are expected to work towards achieving the same goals and objectives at the same pace regarding the set deadline, yet different types of employees learn at varied paces and adapt differently depending on the exposure of a particular employee and their sphere of influence, for instance, some are gays, single parents or having various races.

Various analyses built from the responses of interviewed employees who were leaders either team leaders or supervisors, tend to critique the lack of differentiation to accommodate for a variety of employees within the business. In one of the responses" I set the example. I provide my staff with the tools they need to succeed, and I protect is not the right word but I make sure that they don't have to worry about people above me getting into their business, that I am the only one they are really accountable towards and that I am going to protect them from external criticism or attempts to give them guidance. I mean it's not that a boss higher than me can't give guidance, but it is confusing for everyone so I make sure that things filter through me so that there is a consistent voice and so that the trajectory we are on we stay on. So when my boss wants to takes my team members to do A, B, and C I say task me, and I will make sure that it gets done but how it gets done and by whom is my call. And I think they would say that I lead by example." The respondent concludes that he has a clear idea on how to handle various circumstances as they come "I have a pretty good grasp of the big picture, where we need to go, where we want to go. I also have a pretty good talent for detail where the details that are often overlooked are important I can make sure they are brought up and being addressed. I think people would say that my integrity is total without question and that I am not a zero-defect guy."

How are these representations of race and socioeconomic status influencing the employees' capability to understand self-concept and his or her worth within the business environment? The formulation of identity as a complicated one, shaped by individual characteristics, historical factors, family dynamics, and social and political contexts. Tell me about your leadership style. How would you describe yourself as a leader? The answer depends entirely on who the staff members around me feel and say about my type of leadership style and even my family member. In my second data collection, I will investigate such ideas by reviewing how leadership style is influenced by the way one gives orders or even organize and arrange meetings. Getting back to the to the topic of how leadership is influenced by the performance of the employees within the business, I accomplished the research by interviewing various employees and team leaders within the business.

The survey was provided by three team leaders and d ten employees, and it is composed of sixteen, open-ended questions. Some of the questions are as follows: Tell me about your leadership style. How would you describe yourself as a leader? If one of your staff was asked about your leadership style, what would he or she say about you? What do you think are the most important things you do as a leader? What do you think you are challenged by as a leader? Describe a time when you have been confronted with a member of your staff who did not want to change and go forward? How do you feel about the role of questions in the decision-making process? How do you use questions when making decisions? How are meetings structured? What are people in your organization rewarded for? And what kind of professional development has been provided for you during your time at the company?

When each of the team leaders was asked if there were any benefits associated with organizing meetings, most of them responded yes and acknowledged the meetings as having an organized and wee-arranged format. When asked on How he feels about the role of questions in the decision-making process and How to use questions when making decisions, One leader suggested that he thinks the questions are extraordinarily helpful and eve defines The decision-making process as the process that occurs, the interaction that occurs up to the time the decision is made. He further made a remark that everyone needs to have input, everyone needs to understand that their input has been listened to and when a decision has been made, it should be shared to the degree it can be. While the other teacher emphatically elaborated and explained in details the positive effects of a well-scheduled meeting in a business. The benefits he described are as quoted "I would have meetings with all of my individual team members at a set time individually once a week. And we would share agendas via email before the meeting, and I am bringing this, what are you bringing so we had a list of things we needed to discuss. We would go through what was out there every week. Sometimes the meetings would be 5 minutes; sometimes they would be 2 hours. More often than not they were shorter. I would do that every week with all five team members plus the support staff. Once a month I would have an all-hands meeting where we had the principal staff and the troops, and that would be to talk about organization-wide stuff. Everyone would each get a chance to chat about what they wanted to chat about. I kept those things very light and informal. People did not dread coming to those meetings. They were an hour or less. It was a chance to answer questions, address rumours."

He even further remarks that meetings are where questions are asked and matters are solved in an amicable way. He encouraged that his doors are open for questions at any time, but when busy he will give an employee an appointment and that this technique makes an individual to ask most pressing questions and questions are always encouraged from individuals. In his opinion on the culture of your organization, For example, when attending meeting with the boss, he tries to explain the kind of questions that he deems right to address and stated as"Yeah, the boss will ask questions, is this feasible, and also because of my experience he would ask me is this a good idea or a bad idea. If it is a bad idea, what suggestions do you have of getting there in a different manner where we are trying to go? Less so with other members of the management team who tended to focus on singular issues and who often had opinions before you even had a chance to talk to them"

To effectively reflect over these responses, I have to be honest and acknowledge my weaknesses and designing of the interview questions. I feel that the employees responded more positively and more open-minded to the leadership style and meetings that impact o them. This is essential to recognize since I would like to avoid any unnecessary bias that may otherwise compromise my data collection process negatively.

Nonetheless, my perspective is critical since I have a passion for social justice in any working place and I am currently learning how to assess various leadership styles and how to handle meetings to make it more useful to both the business and the business itself. I will continue to consider all the ideas with those of my critical colleagues to attain the effective assessment of the leadership style within the business. I would like to regard retrieving responses to these questions in my final data collection. In summary, it seems that leadership and meeting are an essential component of a business as the basis of the culture of enquiry of an organization.

My other data collection will address the issue of how manager need to know how to assess their actions to determine if they are supporting or impeding the construction of a safe environment in which staffs are afforded opportunities to learn and improve their practice. I need to understand how care development is enhanced, and training carried out and look at how the technology objectives support or conflict with best managerial practices. I compiled a list of weekly interview objectives and formulated relevant questions. After gathering information about managerial goals and objectives, staffs' feedback, and how each is represented, I can formulate final questions regarding my other data collection and later review them. I would like to focus on how interesting these areas are for managers and also how they are connected to materials which may never...