When at Work with Others, Do You Emphasize More on the Task Relationships with Those You’re working with? Why?
Yes,I emphasize on task relationships with my colleagues. TaskRelationships offergoal-settingideas, which provide proper working conditions where mastery at theindividual level is required.
2.Which Is More Vital To You, Task Headship Or RelationshipLeadership?
Aworking relationship is more important than relationship leadershipsince it enhances production.
3.Have There Been Stints When Your Style Has Opposed With Others InYour Group?
Yes,sometimes it is essential to embrace relationship leadership as itbrings in social development aspects in an organization, arequirement in any firm. Making workers to be task oriented deterssocial development that determines their relationships to oneanother.
4.Do You Agree That Task And Relationship-Oriented LeadershipBehaviors Lie Along A Continuum? Why or Why Not?
Thereis a slight difference between task and relationship-orientedleadership. Since people who are relationship-oriented do not followany goals, they focus primarily on the well-being of the juniors. Onthe other hand, task oriented firms are goal achievers as they focuson procedures towards accomplishing objectives (Northhouse, 2015).
5.Do You Agree That One Orientation Is More Operative Than Another?Why?
Itis not true to argue that one orientation is useful than anotherbecause the two leadership styles are dependent on one another.Achieving tasks depends on whether workers are in a better connectionwith others (Northhouse, 2015).
6.How Can You Tell What Leadership Style Would Be Most EffectiveWith A Given Group?
Comingup with objectives and carefully stating their period of achievementwill determine the leadership style to apply to a particular group(Northhouse, 2015). For example, long-term goals suit task-orientedworkers whereas short-term objectives demand relationship style ofleadership.
7.To What Extent Do Your Traits Contribute To Your PreferredLeadership Style? How Easy Is It Then, To Change Your LeadershipStyle When Needed?
Personaltraits determine which leadership style people prefer. Socialindividuals will prefer working under a leader who relates to them.On the other hand, goal achievers are task-oriented. Changing fromrelationship to task-orient leadership is hard.
8.Do Followers Have Preferences Regarding How They Are Led? If, So,What Does That Mean For Leaders? How Might They Take That IntoAccount In Determining Leadership Behaviors?
Subordinateshave the right to change of leadership styles and they can influencehow they need to be governed. Leaders should be flexible to adjustto a leadership style that suits the demands of their workers(Northhouse, 2015). As such, leaders are accountable to modifyleadership behaviors for the good of the company.
9.Is It More Important To Be Comfortable With Your Leadership StyleOr To Adapt To The Circumstances? Explain
Leadershipshould change according to the dynamics of the working environment.Notably, the flexibility of leadership promotes a positive workingenvironment which in turn, enhances the competitive advantage of theorganization.
Northhouse,P.G. (2015). Introductionto leadership.Western Michigan SAGE Publications, Inc.