Discussion Questions:
1) Go to pages 72-73 of the Online Course Resources and take the Self-Assessment there to determine your Fiedler LPC. Share your results with the class. What do your assessment results say about you and your leadership style?
2) Do you agree with Fiedler's belief that people have one dominant leadership style and cannot change? Explain.
3) After reading chapter 4, describe the type of leader that you want to be in your career. Identify specific behavior you plan to use as a leader and behavior that you will not use.  

Also give comment to these 3 posts

1. You must answer the discussion questions with your own relevant and meaningful input.  Also, you must reply to the inputs of at least 3 other students in the class.  You should participate throughout the week so others will be able to respond to your input and you to theirs.  Input here is necessary to be marked present in the course this week.
          Discussion Questions:
1.	Go to pages 72-73 of the Online Course Resources and take the Self-Assessment there to determine your Fiedler LPC. Share your results with the class. What do your assessment results say about you and your leadership style?
My score shows me that I am focused on getting the job done but I also care about the employees. And I would agree with the results, because when I think of myself as a leader I see that I would focus on getting the task done in time and correctly, but I also care for the people I want them to learn and I want them to become better. I want to inspire but at the same time make sure that we follow every due date.
 
1.	Do you agree with Fiedler's belief that people have one dominant leadership style and cannot change? Explain.
Yes, I do because we all have our own characteristics as a person. I would say that I do think we can change it a bit but I still believe we have one leadership style that is a little stronger then the other once based on which personality we have and the characteristics we have.
 
1.	After reading chapter 4, describe the type of leader that you want to be in your career. Identify specific behavior you plan to use as a leader and behavior that you will not use.  
I would be a leader that focuses on the employee- centered leadership style, the reason for that is that I am a people person and I like to help people at getting better and loving what they are doing. I like to inspire and motivate people to be the best they can be and to learn as much as they can. I would want my employees to love their job and to be happy in the work environment.  I believe that if you love your job and love the environment that you work in you will automatic do a better job.


2. 

2.	Go to pages 72-73 of the Online Course Resources and take the Self-Assessment there to determine your Fiedler LPC. Share your results with the class. What do your assessment results say about you and your leadership style?
My assessment says that I have a low task leadership style and a low people leadership style.
2.	Do you agree with Fiedler's belief that people have one dominant leadership style and cannot change? Explain.
I do not agree with Fiedler I think people can change their leadership style if they want to. If a person realizes that the way they are trying to lead is not working I think they can try to change their leadership style so it could better their team as well as the work they are doing.
3) After reading chapter 4, describe the type of leader that you want to be in your career. Identify specific behavior you plan to use as a leader and behavior that you will not
The type of leader that I want to be is fair and have a balance of high task leadership style and high people leadership style. I want my employees to be able to come to me with any issues or problems knowing they can trust me and I can help them when it comes to their work. I also want to be considerate when it comes to my employees I know they have a life outside work and sometimes they need some flexibility, which I don’t mind giving as long as it is not being taking advantage of.  I don’t want to be a leader who is gets upset when their employee makes a mistake or someone who doesn’t understand that life exist after work. I cannot be that mean individual who only cares about work and getting the job done, yes I do want to get the job done but I know things happen in life and sometimes we just need to expect it.


3. 

Discussion Questions:
Go to pages 72-73 of the Online Course Resources and take the Self-Assessment there to determine your Fiedler LPC. Share your results with the class. What do your assessment results say about you and your leadership style?
I scored 9 on my odd “I would” so that tells that I have a high task leadership style and I scored 8 on the even “I would” and that showed I had a high people leadership style.
Do you agree with Fiedler's belief that people have one dominant leadership style and cannot change? Explain.
I do agree with Fiedler’s belief that people have a one dominant leadership style because it has to do with the leader’s personality traits and behavior. Fiedler style of leadership or his belief is the contingency theory which is very similar University of Michigan style of leadership. According to our text book, situational leadership theory. It was the first theory to specify how situational variables interact with leader personality and behavior. Fiedler called the theory “Contingency Theory of Leader Effectiveness.” 27 Contingency suggests that a leader’s effectiveness depends on how well the leader’s style fits the context of the job. So he was the first to develop a model to match the leadership style to the job. It also explained the contingency leadership model is used to determine if a person’s leadership style is task- or relationship-oriented, and if the situation (leader–member relationship, task structure, and position power) matches the leader’s style to maximize performance. He has been criticized by other for his belief but I like the contingency style leaders.
After reading chapter 4, describe the type of leader that you want to be in your career. Identify specific behavior you plan to use as a leader and behavior that you will not use.
After reading all the various type of leadership styles, I like the contingency style as well but choosing one I would use as a leader would have to be “Path-Goal Leadership Style.” With Path-Goal Leadership style fits the framework of the contingency theory. This model I would to select whether the leadership style should be directive, supportive, participative or achievement-oriented which is appropriate to the situation so to maximize both performance and job satisfaction. The Participative Style of Leadership behavior is what I would use it is very explanatory. Allowing employees to participate in decision-making. I would not do directive leadership or behavior.
These are some of the situational factors I would use as a leader:

Subordinate situational characteristics are:
1. Authoritarianism is the degree to which employees defer to others, and want to be told what to do and how to do the job.
2. Locus of control is the extent to which employees believe they control goal achievement (internal) or if goal achievement is controlled by others (external).
3. Ability is the extent of the employees’ ability to perform tasks to achieve goals.
Environment situational factors are:
1. Task structure is the extent of repetitiveness of the job.
2. Formal authority is the extent of the leader’s position power. Note that task structure and formal authority are essentially the same as Fiedler’s.
3. Work group is the extent to which coworkers contribute to job satisfaction or the relationship between followers. Note that House identifies work group as a situational variable. However, under the contingency framework, it would be considered a follower variable.







University of Michigan and Ohio State University Studies Leadership research was conducted at Ohio State and the University of Michigan at about the same time during the mid-1940s to mid-1950s. These studies were not based on prior autocratic and democratic leadership styles, but rather sought to determine the behavior of effective leaders. Although these two studies used the term leadership behav- ior rather than leadership styles, the behaviors identified are actually more commonly called leadership styles today. In this section, we discuss leadership styles identified by these two universities. Before reading about these studies, complete Self-Assessment 1 to determine your behavioral leadership style.

SELF-ASSESSMENT 1 Your Behavioral Leadership Style For each of the following statements, select one of the following: 1– “I would not tend to do this.” 0– “I would tend to do this.” as a manager of a work unit. There are no right or wrong answers, so don’t try to select correctly. 1. I (would or would not) let my employees know that they should not be doing things during work hours that are not directly related to getting their jobs done. 2. I (would or would not) spend time talking to my employees to get to know them personally during work hours. 3. I (would or would not) have a clearly writ- ten agenda of things to accomplish during department meetings. 4. I (would or would not) allow employees to come in late or leave early to take care of personal issues.
5. I (would or would not) set clear goals so employees know what needs to be done. 6. I (would or would not) get involved with employee conflicts to help resolve them. 7. I (would or would not) spend much of my time directing employees to ensure that they meet department goals. 8. I (would or would not) encourage employ- ees to solve problems related to their work without having to get my permission to do so. 9. I (would or would not) make sure that em- ployees do their work according to the stan- dard method to be sure it is done correctly. 10. I (would or would not) seek the advice of my employees when making decisions. 11. I (would or would not) keep good, frequent records of my department’sproductivityand let employees know how they are doing.
12. I (would or would not) work to develop trust between my employees and me, and among the department members. 13. I (would or would not) be quick to take corrective action with employees who are not meeting the standards or goals. 14. I (would or would not) personally thank employees for doing their job to standard andmeetinggoals. 15. I (would or would not) continue to set higher standards and goals and challenge my employees to meet them. 16. I (would or would not) be open to employ- ees to discuss personal issues during work time. 17. I (would or would not) schedule my employ- ees’ work hours and tasks to be completed. 18. I (would or would not) encourage my employees to cooperate with rather than compete against each other. 19. I (would or would not) focus on continually trying to improve the productivity of my department with activities like cutting costs.
20. I (would or would not) defend good em- ployees of mine if my manager or peers criticized their work, rather than agree or say nothing. Add up the number of would do this for all odd- numbered items and place it here and on the contin- uum below. 10 — 9 — 8 — 7 — 6 — 5 — 4 — 3 — 2 — 1 High Task Leadership Style Low Task Leadership Style Add up the number of would do this for all even- numbered items and place it here and on the contin- uum below. 10 — 9 — 8 — 7 — 6 — 5 — 4 — 3 — 2 — 1 High People Leadership Style Low People Leadership Style The higher your score for task leadership, the stron- ger is your tendency to focus on getting the job done. The higher your score for people leadership, the stron- ger is your tendency to focus on meeting people’s needs and developing supportive relationships. Read on to better understand these leadership styles.