英国论文代写价格：成功的领导者特质

今天为大家整理一篇优秀的essay范文-英国论文代写价格：成功的领导者特质。本文讲述的是据讨论，在4000家公司中，约58%的公司没有在其工作环境中纳入适当的领导方案的基础设施。第6周的活动包括了一个关于“识破谎言”的嘉宾讲座。他展示了一些关于肢体语言科学的视频。它讨论了研究肢体语言和通过几种行为手势识别说谎者的方法。将这些知识作为领导技能的重要组成部分进行反复灌输是很重要的。如需要完整内容的英国论文代写价格范文资料，请联系我们的客服。

As per the leadership perspectives that I have gained through the class room activities, I have been able to realise the potential leader traits inherent in my character. I have the required motivation skill required in a successful leadership. It is important that the employees are treated as the most important asset of the organisation (Fairhurst & Connaughton, 2014).. They are the representative head of the organisations and work in close association with the manager and the human resource department. TED talk’s activity video is highlighting on the significance of leadership programs which will assist the leader to improve his leadership qualities. It was discussed that about 58% of the 4000 companies does not have the infrastructure to incorporate an appropriate leadership programmes within its working environment. The week 6 activity involved a guest lecturing on “spotting-the-lie”. He showed a number of videos talking about the science of body language. It discussed the methods of studying the body language and identifying a liar through several behavioural gestures. It is important to inculcate this knowledge as an important part of the leadership skills. According to the leadership skill test, I found that I had three important shortcomings in my character as a successful leader. I have tendency to express my opinions that would be loved and appricaited by others instead of identify their errors. Primarily, I prefer telling other the perspectives and the opinion that they will like to hear, instead of pointing out the truth and the shortcoming on their part. Secondly, I have evaluated that I tend to avoid controversial situations in order to avoid getting into trouble. This is not expected from a quality leader. The activity has helped in realising the shortcoming of a leadership position, which is getting involved in the organisational politics, feeling distanced or having extended workload. It is imperative that all the feedbacks of the customers are taken without any prejudice and effective mitigation strategies are formulated to counter the problems. I have realised that I often emphasise on the individual talent recognition rather than team work. Ideally, a leader should distribute the human and financial resources in a manner such that the individual potentials are best realised through team work. However, my strengths as a leader are commendable. My personality manifests the readiness to work and excel in any crisis situation. As learnt from the activity, I will direct the HR department to incorporate Key Performance Index for measuring individual performance of my team. I have been appreciated as an able motivator and a speaker who can bring out the best of the human resources through the application of the strategic motivation drives and encouragements. I have the capacities of a transactional leader and can aptly address all the technical problems occurring within a system. I will employ the team of technical experts who will skillfully tackle the situation. I am looked upon the strategic planner and the executor of tasks through careful distribution of the same to the appropriate department of the organisation. As a leader, it is imperative to have sharp and quick decision-making skills. Through my skills, I will be able to coach the employees within my organisation. It will help them in not only technically training but also updating themselves such that they can become the right fit for the job (refer to appendix 2).

My weakness is that I tell the employees actually what they want to hear. I covered the truth to gain popularity among the others. This disables the proper measurement of work efficiency of the employees. Then, I avoid the controversies at the time of dealing with others. I played safe without contradicting their views. This disables the proper analysis of the problem. Moreover, I mainly work on the individual recognition rather than giving credit to the team members. I focused on the individual growth rather than team efficiency (Refer to Appendix 1).

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