The first category in Seven Habits Profile is related to the ways by which I behave with the other in the organization. My ability of keeping commitments and promises is judged in the analysis of the first category. My tendency of speaking negatively about others is also analysed in this category. I have a moderate score of 13 in this category which depicts that I am considerate about the thought process and thinking of others regarding my work process.
The second category is related my ability to maintain a balance between my work and family life. My ability of taking care of others’ needs is also analysed in this category. My ability of working hard is tested in this category. The score that I have given myself in this category is 13 which is also a moderate score and is related to my ability to control the external factors that affect my work process in the organization.
The third category is related to my ability of controlling the various incidents that are going on in my life. The things that I do to improve my quality of work my own mood and the actions that can affect my work process. I have received a low score of 11 in this category and this shows that I lack the ability of controlling my own actions and mood.
The fourth category is related to the knowledge that I have regarding my own goals, my ways of organising my work process and further the ways by which I plan my entire week. I have received a low score of 10 in this category which implies that I am not able to organise my goals in a proper manner.
The fifth category is related to the discipline by which I carry out the plans in my life. My ability to enjoy all the important activities along with work and my contribution to the overall goals. The score of 12 in this category depicts that I am able to control the various processes that are going on in my life.
The sixth category is related to the care I take about the success of others along with that of my own. My levels of cooperation with others are also analysed in this category. My ability to solve conflicts is also analysed in this category I have received a score of 12 in this category which depicts that I have the ability to take care of the work processes and goals of others along with that of my own.
The seventh category helps in determining my sensitivity towards the feelings of the and to value the viewpoints of other individuals as well. My ability to listen to the points and opinions of others is also analysed in this category. The score of 10 in this category shows that I need to improve my skills regarding the ability of listening to and understanding others as well.
The eighth category deals with the value I provide to the insights provided by others, my creativity towards formation of new and innovative ideas is also analysed in this category. The encouragement that I provide to the others in my organization is an important part of the analysis.
The ninth category mainly deals with my ability to take care of my personal health related factors. My enthusiasm to improve relationships with others is also analysed in this category. The time that is spend in the enjoyment of my life is analysed with the help of this category. The score that I have received in this category is 12 and this depicts that I am able to take care of my personal life and health after maintaining my work related commitments.
The style of leadership that I follow is democratic style. The democratic style of leadership states that the final decision related any organizational process is taken by the leaders, however the employees are consulted and their opinions are taken. The ideas and the opinions of the employees are considered by the managers before any decision is taken. This helps the leaders in encouraging creativity in the organization and keeping the employees engaged in the organizational operations (Iqbal, Anwar & Haider, 2015). The team members in this case have high levels of job satisfaction and their productivity also increases. Democratic style of leadership helps in managing the various democratic principles like, inclusiveness, self-determination, deliberation and equal participation. The three major features that characterise democratic leadership are, distribution of the responsibilities, empowering the group members and aiding the decision-making process of the groups (Hendriks & Karsten, 2014).
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S – Specific – Decreasing the time taken to make decisions. |
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M – Measurable – This will help in increasing efficiency of the organization. |
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A – Achievable – The goal can be achieved with the help of the management. |
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R – Relevant – A crisis management team will be created. |
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T – Time bound – The time set for achievement of the goal is 6 months. |
I want to decrease the time that is taken to take decisions in crisis situations under my leadership. I want to achieve this goal within 6 months and implement my new style of leadership in the company. I will achieve this goal by creating a specific crisis team for the different departments of the organization and sending the instructions as soon as the crisis arises. This goal is relevant to solve the time related issues that are occurring in the organization.
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S – Smart – Making teams with employees having similar skill sets. |
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M- Measurable – This will help in increasing the speed of decision-making. |
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A – Achievable – This goal can be achieved with the help of HR department. |
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R – Relevant – This will help in decreasing conflicts during decision-making. |
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T – Time bound – The time frame selected for this goal is 3 months. |
I will make groups of people who have similar skills so that the opinions that are given by them is not different from each other. I want to form the groups of effective people within a time frame of three months. I will be able to formulate the groups by analysing the skills of the various employees. The goals are relevant to solve the issue regarding difference in opinions among the different groups of people in the organization.
References
Hendriks, F., & Karsten, N. (2014). Theory of democratic leadership. P.’t Hart & R. Rhodes (Eds.), Oxford handbook of political leadership, 41-56.
Iqbal, N., Anwar, S., & Haider, N. (2015). Effect of leadership style on employee performance. Arabian Journal of Business and Management Review, 5(5).
Nanjundeswaraswamy, T. S., & Swamy, D. R. (2014). Leadership styles. Advances in management, 7(2), 57.
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