Perfect_Position

Perfect Position Paper Perfect Position Paper Brenda Watson LDR/531 February 8, 2009 Trista Claxon Perfect Position Paper Most everyone has had the thought he or she wants to be a leader. The thought is often I am a better leader than the current leader. Researchers do not the characteristics common to good leaders. The age old arguments are leaders taught or are they born with the skills. The theories of leadership and the perfect position are items I will discuss in this paper. Many theories have developed over the years to answer these questions. The set of characteristics that good leaders have in common is still a mystery. Leader A leader is the person who is capable to influence a group toward the achievements of a vision or set of goals (Robbins, & Judge, 2007). The leader is not always the manager of the group. He or she can be an individual in the group who can motivate individuals in the group to follow him or her. According to the reading some of the theories of leadership are trait, behavioral, contingency, path goal, and cognitive. Theories Trait theory Trait theory is the characteristics and individual qualities of the leader. Emotional intelligence (EI) has been found to be a trait shared by good leaders. EI is critical because the leader knows the other persons needs. He or she listens to what the follower is or is not saying and reacts to the individual’s actions (Robbins, & Judge, 2007). Leaders who show other they care is a reason many people follow the leader. Caring about people is not the only characteristic that would make a person a good leader. Behavioral theory Behavioral theory is the specific behaviors differentiate leaders from non-leaders (Robbins, & Judge, 2007). The behaviors of leaders are both good and bad. In the situation of war the leader cannot consider the opinions of the followers and decisions are made because the person has the position that designates him or her as a leader. The platoon sergeant would not ask the privates how to handle a situation the sergeant would give the order and the privates would obey. Team members will perform task for a good leader out of respect. The leader has shown in the past his or her compassion for the team member. Contingency theory Contingency theory of Fred Fiedler suggest the successful group performance depends on the correct match between follower and the way the group will allow the leader to take control (Robbins, & Judge, 2007). This theory is also situational because a person was a good leader at one company and achieved goals creating success for the company. The leader moves to another company, the individuals there do not follow him or her and the results are a disaster. Leaders have to develop a good relationship with their followers if they want to be successful. Path goal theory In path goal theory the leaders supply their follower the information, resources, and support the individual needs to accomplish the goal (Robbins, & Judge, 2007). Leaders who provide the follower with the tools need for success will also be successful. The journey completing the task will be easier for both. Cognitive theory Another theory is cognitive theory in which the stress of the situations will differ depending on the leaders experience and intelligence. These characteristics determine how the leader handles stressful situations. Stressful situation are difficult for everyone but a leader with experience and intelligence will know how to handle the situation with the least amount of stress for both leader and team. These theories are beneficial to researchers but companies concerns are with the accomplishments of the leaders. If companies considered these theories when hiring a person for management positions the results are better. My perfect job position would be the Human Resources Business Partner at Independent Stave. Perfect Position A strategic partner, the HR Business Partner (HRBP) aligns business objectives with employees and management. The HRBP serves as a consultant to management on human resources issues. HRBP will act as employee champion and change agent. HRBP assesses and anticipates HR-related needs. Communicating needs proactively with the HR department and business management, the HRBP seeks to develop integrated solutions. The HRBP develops partnerships across the HR function to deliver value-added service to management and employees who reflect the business objectives of the company. The HRBP maintains an effective level of knowledge about the business units’ financial position, mid-range plans, culture, and competition (SHRM). This job is the perfect position according to the DISC Assessment. My leadership style was both task and people oriented. According to the assessment people who score high on both are good leaders. The perfect job is one in which my experience and skills to lead the company and employees to success. The job would satisfy my needs financially and challenge me intellectually. I enjoy being part of the company’s strategic planning, implementing, and measuring of change. I believe in treating and leading people the way I want people to treat me. I would never ask a subordinate to do anything that I would not do myself. I like to know the process of the jobs in the company. Learning the processes gives me the knowledge and understanding of problems employees experience on-the-job. A business partner in human resources would have the authority to make changes. Coaching is the style of leadership I prefer. Human Resources Business Partner at Kentucky Cooperage is the perfect position. Conclusion The questions do researchers know what makes a person a good leader, has changed over time. Knowing the different leadership theories researchers still cannot choose the definite characteristics of successful leaders. Researchers agree that different theories are evident in successful leaders. Situations and time will change the characteristics successful leaders have in common. I do not think the questions will ever have an answer but researchers will continue to try. References Robbins, S. & Judge, T. (2009). Organizational Behavior (13th ed.). Available from the University of Phoenix eBook Collection database. Schermerhorn, J.R., Hunt, J.G., & Osborn, R.N. (2008). Organizational Behavior (10th ed.). Available from the University of Phoenix eBook Collection database. Society of Human Resource Managers,