Behavioral Approach to Leadership

Behavioral Approach to Leadership

Brittany Davis

University of Phoenix

The behavioral approach in regards to leadership is one that stands out the most to me. I am able to apply this approach in my current position and also in future positions that I hope to have within my company. The behavioral leadership approach, defined by Kinicki and Williams (2016), attempts to determine the unique behaviors displayed by effective leaders. These approaches can be divided into four categories; task oriented behavior, relationship oriented behavior, passive behavior, and transformational behavior.

The purpose of task oriented behavior is to ensure that people, equipment, and other resources are used in an efficient way to accomplish the mission of a group or organization (Kinicki and Williams, 2016). At US Foods, my current employer, our mission is to be “First in Food”. This simply means that in all aspects of our business we must be great and stay on top to ensure customer satisfaction in all levels of the business. I can apply task oriented behavior by ensuring that customers are placing their orders on time for delivery. For me being in customer service this means, checking orders before cut off times to ensure orders have been placed, and calling customers whose orders have not been placed before cut off. By continuing to do these tasks, I am ensuring that I helping my company to reach the goals of servicing our customers efficiently.

There are three kinds of relationship oriented behaviors, according to Kinicki and Williams (2016). They include consideration, empowering leadership, and servant leadership. In my current position, I can continue to practice being considerate of my coworkers’ needs and wants by offering my assistance when needed. In my department, we rotate Sundays working in customer service. I can be considerate of my coworkers’ personal time needed for family outside of work, by helping covering their shifts when needed, even if that means I have to work more than one Sunday in the month. In my opinion, this helps to build trust and a positive relationship with the ones that I work closely with because they know that they can depend on me. Another way that I could practice being considerate is by offering to help with any unfinished work at the end of the work day if I am done with my customers orders and have time to spare. Hassan, Mahsud, Yukl and Prussia (2013), wrote that considerable research suggests that empowering leaders try to enhance subordinate work motivation and performance through delegating authority for job-related decisions and involving subordinates in making decisions about the work. I am not in a management position at this time, but it is my goal to become