Today a Care Bear, tomorrow an Authoritarian

"Thus, effective managers will only use specific behaviors that are relevant for their situation. Aspects of the situation that determine which task-oriented and relations-oriented behaviors are most relevant include the type of team or organization, the nature of the task, and characteristics of subordinates (e.g., experience, motives, gender and cultural diversity, trust and loyalty, identification with the team)" (Yukl, 57).

While all of the theories draw on compelling reasoning, I am most fascinated by the People/Task theory, or as the Yukl Summary put it, the managerial grid. I think this theory is most compelling because it, like the others is on a continuum so to speak. As we've also discussed in class, there is no one set of traits, no just people, or just task-oriented theory that is a cure all.

I find myself gravitating towards the grid because it is contingent on the situation. The ability to move up, down, and across is what will make an effective leader. I have already begun using this theory as it relates to both school and work. Being able to self asses helps you pinpoint YOUR opinion. Self-assessment is crucial, because using that assessment where your employees, peers, and supervisors place you will help you either find consistency, or help you realize self-biases and help you make alterations.

I have actually given my HTM 498 supervisor at work the assessment we received in class for her to fill out. This will help me identify if my self-perception is in line with company goals as well as what my supervisors think of my people-to-task pinpoint. In a work environment where both interpersonal skills and technical skills are needed, it is important to see where room for improvement can be made.