Directive Leadership Behavior: Employee Engagement Approach

-Create an environment where team members can identify and solve problems on their own, delegating real power and responsibility - Demonstrate and articulate the values of the organization -Look for ways to use staff's interests and strengths in directly supporting people - Share decision making

The leader behavior approach is the focus of what people do as a leader or leadership style rather than the characteristics leaders inherit as a leader. It is the assumption that the actions of a person opposed to their innate mental state. Because leaders can learn through teaching and observation; specific behaviors are the focus of a leader. An important study of this theory was conducted by the Ohio State University, and the purpose was to identify common leadership behaviors. The study and research uncovered that there are two linked groups of behavior.

Documentation of the plan of action for the employee should be completed. This documentation will provide a record of what has been tried, lessons learned, and the direction in which the employee should take to meet goals. This will help the employee gain knowledge and experience prior to taking on additional responsibilities. Thus, providing the employee with his/her strengths and weaknesses. Next the discussion for what the employee goals will be for the upcoming future should take place. New goals should be addressed. The employee should be willing to correct any performance issues.

The last practice is “hold themselves and others accountable for their commitments.” I find it very important to make sure that all of my team members are crystal clear in knowing what their jobs are, plus what my expectations of them are as well. By clearly defining each member’s job duties and explaining how their leader will measure and evaluate their work deliverables, my team members have very clear and precise goals on what to spend their effort on and what to achieve.

Towards the beginning of the semester we had learned about the difference between task behaviors versus relationship behaviors when it comes to leadership styles; with this I feel my leadership style is a combination of both the task behaviors and the relationship behaviors, but it mainly depends on the circumstances. I would have to say that more times than not task behaviors speaks to my leadership style. I am a goal oriented person and when given a goal I work towards it and will use my resources in order to achieve this goal. Working for campus security and being in charge of the training for the whole department these behaviors come in handy. I work with all the trainers and help them to achieve their specific goals when it comes to their different training shifts with the different new hires. I also work with the trainers to help them achieve new leadership goals when they want to move up within the department or even want to learn something new to better their skills for a future job. With that being said, I would like to improve in relationship behaviors because I feel to be an effective leader you need to have different skill sets that will help you lead all kinds of people. Not everyone needs a leader that is great with tasks behaviors. They need someone who is good with relationship behaviors too, someone who makes them feel comfortable with the job and their fellow coworkers. I want to be the type of leader who is adaptable and can help as many people as I can to the best of my ability. If they need me to use more task behaviors than relationship behaviors I will and vice versa. With my job at campus security, I work with someone whose leadership style I feel is mainly relationship behaviors which is why my leadership style leans more towards task behaviors because we want that balance within the

My interview took place with Ms. Patty McKee assistant director of nursing of Hondros College of Nursing and previous director of training at Mount Carmel. She became a nurse because of her love to serve and care for people. She started as an LPN and now has her master’s in nursing education from Mount Carmel School of nursing. She has always an enjoyed her work as an educator and had a desire to change lives, she chose to join the faculty at the small nursing school. Ms. McKee’s responsibilities are to assist with planning organization and supervision of the LPN program. She has the responsibility of overseeing the LPN program within the college’s policy and community.

Have a clear focus on vision and aims. Understand where the organisation/team is and wants to be.

Leader behavior, follower characteristics and task characteristics all impact a follower's motivation and to determine how effective, or ineffective, a leader may be (Northouse, 2010).

major problem leadership research and has been lack of agreement about which theory behavior categories are relevant and meaningful. It is difficult to integrate findings from five decades of research unless the many diverse leadership behaviors can be integrated in a parsimonious and meaningful conceptual An emerging solution is a framework. hierarchical taxonomy with three metacategories (task, relations, and change behavior). Confirmatory factor analysis of a behavior

An effective leader influences their employees in a desired manner to achieve goals and objectives. Different leadership styles can affect an organization’s effectiveness and performance. The objective of this paper is to analyze the review of literature on various leadership styles over the past years and how effective and ineffective different leadership styles are in the workplace.

4. Achievement Oriented Leadership: This style of Leadership behavior results in more satisfaction when the tasks are uncertain, yet structured and managers with this style of leadership will increase subordinates’ expectancies for high performance results.

objectives and expectations; how to define what work is due when; how to give ongoing, clear, and specific feedback to their employees; how to

know and understand what is expected of them in their job role (i.e. performance objectives and performance standards)

Research on management and leadership in organizations over the past century shows there are still no clear definitions or answers about what counts as effective and successful leadership; the field remains varied and argued. Actual studies of leadership began in the early twentieth century. The research and studies on leadership have resulted in defining what characters, traits and attitudes are considered to be significant for leaders to possess. The early studies of leadership theories focused on the person and their behaviors, currently known as leadership trait theories and behavioral theories. It is important for organizational leaders and managers to understand what characteristics, traits and actions of an individual mark a great leader when forming a strong diverse workforce.

Training & Development: Your employees are your greatest asset. Continual development of your team is important, whether succession planning or planning for growth. Use your people management strategy to identify high potential leaders and employees identifying training opportunities to enhance their performance. You should also incorporate annual compliance training, tuition reimbursement options, and a company reading list.