1
Leadership Styles
Name
Institution
Course
Faculty
Date
, 2
Leadership Styles
PART ONE
Task Leadership and Relationship Leadership Styles
Between relationship-oriented and task-oriented leadership styles, I believe none is
inherently good for every situation. Strictly focusing on either style is not good because
focusing on relationships leads to low productivity, while focusing on tasks leads to low
morale. Although I am task-oriented, believing in completing assigned tasks, there is a need
to find a balance to achieve business goals. I prefer the task-oriented style because it often
works well on areas requiring less creativity, such as warehousing o assembly lines.
However, I believe using both leadership approaches could yield better outcomes for both
employees and tasks to be accomplished.
Yes, I believe both task-oriented and relationship-oriented behavior lie along a
continuum, although I am task-oriented. At work, I prefer having a strong connection with
supervisors and my colleagues organically. Both improve the growth of the organization and
my personal growth as a leader. Change of behavior is complex in a continuum; thus,
successful leaders understand the most appropriate behavior in a given situation, which is
only possible after careful analysis of the environmental, organization, self, and subordinates
factors. Good leadership should sell ideas to employees and invite suggestions before making
decisions.
Engelbert and Wallgren (2016) articles explored the origin of people-oriented and
task-oriented leadership styles. Their findings show a close association between leadership
and development through infant, child, and adolescent. Engelbert and Wallgren (2016)
findings indicate that teenage experiences influence future leadership abilities. The article
states the risks associated with insecurely attached leaders, who feel subordinates staff might
not consider them good leaders. The study focused on the connection between leadership and
early development, particularly looking at task-oriented leadership. Likewise, the article
Leadership Styles
Name
Institution
Course
Faculty
Date
, 2
Leadership Styles
PART ONE
Task Leadership and Relationship Leadership Styles
Between relationship-oriented and task-oriented leadership styles, I believe none is
inherently good for every situation. Strictly focusing on either style is not good because
focusing on relationships leads to low productivity, while focusing on tasks leads to low
morale. Although I am task-oriented, believing in completing assigned tasks, there is a need
to find a balance to achieve business goals. I prefer the task-oriented style because it often
works well on areas requiring less creativity, such as warehousing o assembly lines.
However, I believe using both leadership approaches could yield better outcomes for both
employees and tasks to be accomplished.
Yes, I believe both task-oriented and relationship-oriented behavior lie along a
continuum, although I am task-oriented. At work, I prefer having a strong connection with
supervisors and my colleagues organically. Both improve the growth of the organization and
my personal growth as a leader. Change of behavior is complex in a continuum; thus,
successful leaders understand the most appropriate behavior in a given situation, which is
only possible after careful analysis of the environmental, organization, self, and subordinates
factors. Good leadership should sell ideas to employees and invite suggestions before making
decisions.
Engelbert and Wallgren (2016) articles explored the origin of people-oriented and
task-oriented leadership styles. Their findings show a close association between leadership
and development through infant, child, and adolescent. Engelbert and Wallgren (2016)
findings indicate that teenage experiences influence future leadership abilities. The article
states the risks associated with insecurely attached leaders, who feel subordinates staff might
not consider them good leaders. The study focused on the connection between leadership and
early development, particularly looking at task-oriented leadership. Likewise, the article
