Effective Follower Behavior Analysis

1332 Words 5 Pages
There are four types of followers as based on a ranking of activity, and of level of critical thinking. A follower who is active and an independent critical thinker is an effective follower who is active but not a critical thinker is a conformist follower. A passive follower who is a critical thinker is an alienated follower, and a passive, not critically thinking follower is simply a passive follower. Any where towards the middle of this model is known as a pragmatic follower (Lussier & Achua, 2007). Of these types, I find myself to be an effective follower because I am both a critical thinker, and very active. I found myself often going to achieve the objectives of the client organization independent of my leader solely because I found it …show more content…
This is often very effective if paired with the right style of leadership, especially supportive and participative (Lussier & Achua, 2007). This internal locus of control can explain my desire to communicate actively with my leader throughout the project. This is also the only characteristic that has consistently been linked to effective followership, although the research in this field is rather new (Lussier & Achua, 2007). In addition to my knowledge of both the project and the task, I brought several character traits that are useful in all situations, and they are that I am hard working, trustworthy, honest, and I love a challenge. All of these traits help me to be an effective follower, and an effective leader, but as I alluded to when discussing my power with regards to my informal leadership throughout the project, those lines are becoming increasingly blurred, so many characteristics that help in one, can help in …show more content…
I still put great emphasis on building and maintaining relationships, but not as much as I would in a leadership role. This is important because I will strive to achieve the goals that the leader sets forth in the most efficient way possible, even if that seems initially to contradict the leader 's wishes and plans. I also always devote myself to one task at a time, and see that it is done thoroughly and correctly before moving on. This dedication goes right along with the goal orientation, and the two together keep my focus, engagement, and quality of work high, which is ultimately good for all of the stakeholders. Also, my desire to learn, as was mentioned above, is ultimately beneficial to me, and to the organization, even if it is not immediately of use. A great example of this is my knowledge of the French drain example. When my dad and I were putting the drain in, I had no idea that it would ever be of use to me, but I asked questions and learned from doing it, and that ultimately helped me in this

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