My leadership capability Essay Example | Topics and Well Written Essays - 1500 words

My leadership capability - Essay Example One of these drives is the drive to bond, which refers to the organization’s promotion of a culture of collaboration and openness between leaders and subordinates. For one thing, openness is a characteristic that takes into account the uniqueness or diversity of the people involved in the activity. In addition, my strengths rely on the emphasis given to the members of the organization -- that is, the subordinates. In the normative paradigm, the role of the leader in a particular organization is to structure the activities and relationships (as cited in Ledlow & Coppola, 2001). As opposed to the power-centered leadership, my conception of a leader depends on the ability or skill to fulfill the needs or drives of his or her subordinates. This implies that to achieve the leader’s defined goal, he or she has to first meet the drives of the organization members; the objective of the organization is equatable to the objective (i.e., needs) of the people who comprise the organ ization. On the other hand, my weaknesses largely lie in the absence of transparency between leaders and subordinates.This implies that members of the organization are willing to compromise transparency or clarity of a sense of direction; trusting too much to the leader in particular and the organization in general, subordinates do not seek an understanding of the reasons for pursuing specific decision made by the organization or leader. In essence, it follows the paradigm of Rauch and Behling pertaining to the notion and praxis of leadership.... s noteworthy that Yukl’s paradigm of leadership emphasizes on the power (i.e., influence) of the leader rather than the trait of nurturing and supporting the abilities, skills, and inventiveness of his or her subordinates. Basically, the process of arriving at the leadership criteria or paradigm is done through the results, and eventually their analyses, in answering the Finding Potential Engage Questionnaire. Such questionnaire consists of five general categories and fourteen core areas of engagement and commitment. Of the elements that constitute the five broad categories are the job, the people, the transaction, the organization, and the environment. And of few examples for the core areas of engagement are ethical standards and job satisfaction. After filling up the said questionnaire, the outcomes are thoroughly analyzed in defining the term â€Å"leadership.† Moreover, the analyses focus more on two relevant types of scale marked in the Engage Questionnaire: very i mportant and important. The underlying reason why these two types of scale are chosen in determining the paradigm of leadership is because they signify on what is more important to the individual who is interpreting such term (i.e., leader); what is moderately or marginally important is not equally important or very important in defining a particular signifier. Yukl rightly contends that there are numerous definitions for the term â€Å"leadership† (as cited in Ledlow & Coppola, 2001). Amidst the many paradigms of the signifier â€Å"leader,† one has to decide on what specific definition he or she wants to assign for such signifier. Of course, choosing among the many and varied definitions essentially requires a theoretical framework. In this case, Schein’s paradigm is heavily employed in determining