Part 1: Social psychology experiment

The social psychology is the sphere that could be applied in any area of human nature including the aspects of behavior and attitude. The experiment may be used in the future by the other classmates on or off the campus. It is designed with the purpose to apply its results to the matter of behavior and attitude of people in different areas of life including professional experience. It will involve the group of people to examine personal qualities, for example, leadership and its demonstration in terms of behavior and attitude in different environments (Edwin and Cornelius, 2006).

The overall materials that are required for the experiment are the paper and pen as well as the group of four people who have agreed to investigate the human nature in terms of their personal and professional behavior. All the aspects of the experiment would be used in order to evaluate the life situations in an organization. Every person would be given a scenario and a possible behavior model to act. The people will have to evaluate their awareness and assessment of the leadership qualities, behavior, and attitude as if they were working and managing the project of personal interest (Moss, 2009). 

In addition, every person will have to take a small test in terms of leadership behavior in an organizational setting. The idea is to understand the value of personal development, leadership, mission and goals of the professional life of people who take part in the experiment. The detailed instructions will be given during every step of the experiment (Publication manual of the American psychological association, 2010).

PART 2: Research Paper on Experiment

The focus of the paper is made on its topic, which is the behavior and attitudes of people during the personal leadership assessment experiment that examines the behavior and attitude in different scenarios. The structure of any organization is set through a particular model of organizational behavior and leadership roles. For every part of the organization, there is a reporting procedure which is split up into hierarchical levels, where each level of the company is accountable to the superior one (Roi, 2006). It is made in order to control the resources and profits of the company. Most of the companies use different leadership styles, which influence the organizational behavior (Roi, 2006). Some of them drive the company to go ahead, while others do not provide much income compared to the previous accounting period. The outcome of each case depends on the leadership model used to manage the company's operations (Roi, 2006).

Section 1: Description of the experiment and extraneous variables

The experiment could be described with the help of different evaluation tests that help to understand the personal awareness, behavior, and attitude as well as the leadership assessment called “leader self-insights.” These insights could be retrieved from every participant in the experiment by means of the test strategy that helps to define the personal insights. These experiments as well as the test are related to the aspects of the leadership abilities, attributes, and potential for continued development. First of all, there is a need to complete and report the results (score or other indicator) for each leader’s self-insight. Then, there is a need in a brief interpretation of what this means to a particular person (using six assessments), along with an integrating conclusion. The idea is to choose the six assessments that are the most insightful and/or relevant to the continuing leadership development strategy. In other words, the experiment is trying to demonstrate the ability of any person to build one’s leadership power by means of working on self-assessment in different environment and situations. The importance of the topic could be seen in the every person’s understanding of how to determine the leadership insight, behavior, and attitude for the future life. The core instruments that are used in the experiment assessment are mindfulness, the power of followership and feedback, visionary leadership, and finally, creative personality (Ashraf, 2011).

The possible outcomes for the experiment could be the real values of different people that help to develop the personal characteristics and could be used by others with the same expectations. In fact, different outcomes are hugely affected by the extraneous variables that could control the process of psychological activities during the experiment. Each factor will be assessed for the purpose of understanding the behavior and attitude of different people while demonstrating their leadership roles, behavior, and attitude. This part of the experiment represents the “foundation” of the leadership development that begins with a thoughtful definition of who people are and what is important to their personally. Also, it recognizes the roles that leadership plays in their life, the position of the personality today and in the future. Based on the leader’s self-insights results, the experiment will connect the values and goals of different people along with the action steps for continuing to develop as a leader in multiple areas of life. This concept explains what different personal values mean to other people, create linking goals for both career and life as they relate to continuing leadership development, and also include specific detailed action steps for implementation (Don, 2011).

Thus, the extraneous variables and factors that impact the derivatives of the experiment are mission, vision, personal values and goals of different people. Since the experiment outcomes are different for every participant, there is a possibility that people could start intimidating each other on various occasions that have not been planned in advance. At the same time, it is rather difficult to control these variables and other factors that examine the personal qualities of different people. Hence, it would be a good idea to explain them that the outcomes of the experiment would be different beforehand. It would make them prepared to the fact that not everyone can be a leader from birth, but could work on developing personal leadership qualities throughout the personal and professional life (Doyle and Smith, 2001).

Now, for every person there is a need to examine one’s leadership self-insight based on the leadership models below, and find out the individual behavior and attitude for the test scenarios. For the experiment, it is important to calculate the score of every participant. Since there are four people, everyone will have the opportunity to take the same text. The outcomes would evaluate the overall test score performance for the whole group (Boje, 2000).

Self-insights: calculations and assessments of behavior and attitude for the experiment

(Publication manual of the American psychological association, 2010)

  • The very first leader self-insight is called “Leadership potential” that reveals the core values for aligning followers, building relationships, and developing personal leadership qualities. The group test shows that there are equal scores for both odd and even numbered questions.
  • The second leader self-insight is called “Self-confidence” that rates people to the position of high or low confidence. The group has the score – 9, which means that the self-confidence reflects the ability to accomplish the desired outcome about behavior, attitude and feelings for the job performance.
  • The third leader self-insight is called “Leadership style” that is all about the readiness level of followers considered for the occupation. The group score is 8 points, which is “very high” from the position of readiness. In fact, it shows that the group has a supportive leadership style.
  • The forth leader self-insight is called “Thinking style” that identifies the approach to making decisions and solving problems as well as assessment of personal cognitive style. The test results state that the group has the balanced set of preferences across all four areas: logical (Quadrant A), detail-oriented (Quadrant B), empathetic and emotionally based thinking (Quadrant C), and integrative and imaginative (Quadrant D) styles of thinking from the position of behavior and attitude.
  • The fifth leader self-insight is called “Emotional intelligence” that describes the behavior and attitude in terms of self-awareness, self-management, social awareness, and relationship management. The group has score 4, which is considered to be a high level of emotional intelligence.
  • The sixth leader self-insight is called “Moral courage” which assumes the leadership role in a group or organization characterizing the very extent of leadership. The group score is 8, which means that it has a real potential to act as courageous leaders that work to manage the specific strengths and weaknesses for the future.
  • The seventh leader self-insight is called “Mindfulness” which is about the behavior towards people and the stand point of the leadership role that fits in both formal and informal ways. The score of the group is 3.9, which is considered to be very high in terms of mind, independent thinking and intellectual stimulation of a leader.
  • The eighth leader self-insight is called “Power of followership and feedback” which is a test on the roles of a true leaders and how they interact with the aspects of style, effectiveness, courage, challenge, and personal potential. The group score is pretty high, which shows that the participants feel comfortable on the way to pursue their career. 
  • The ninth leader self-insight is called “Visionary leadership” which is a kind of imaginative leadership that could be thought of in the matter of a particular situation for the leader. According to the test statements, the group has all the perspectives to become true leaders and indeed, the score defines mostly true answers that prove that they have all the leadership qualities for their career.
  • The ninth leader self-insight is “Creative personality” which is one of the self-insights that describe personality in terms of creativity that reflects perception of leadership in relation to the nature of vision, mission, and life objectives. The group score is 5, and it is considered to be high as it gives all the chances to become a true leader in the sphere of personal expertise.

Section 2: The advantages and disadvantages of the topic on a person or group

Both the advantages and disadvantages of the topic and experiment as a whole are working to empower the participants in their daily activities and the ability to communicate. The aspects of leadership involve understanding of the leading principle that one person is known as a leader and others are those who are secondary to this particular leader. Both aspects deeply evaluate the personal views on leadership in terms of individual behavior and attitude in the given situation. In order to include a discussion about the impact of the topic it would be reasonable to examine the life example that could encourage group’s thinking as well as sharing the feelings, attitude and behavior (Boje, 2000).

Many executives struggle against individual working practice in favor of a teamwork. These days, teamwork is called a challenge of character. Some people better work in groups, while others prefer to work individually. People are to choose which option suits better for the company. The main disadvantage of working in teams is that most often people cannot be creative and have no possibility to manage a timeframe and plan the job accordingly. As for the advantages, people can divide the job into parts and thus have less to do, they can also do what they are better at and have more pleasure from their work as well as learn to communicate more effectively with others and thus develop the inner qualities. Team is all about employee’s contribution to both the mutual project and the business. The ideal solution is synergy and trust between the team members and no conflicts while working together. There are four stages of group development: creating a team to work together (forming), searching for the leader (storming), reaching the agreement on how to operate (norming) and trying to provide the best presentation (performing). On each stage a leader takes all the responsibility for the project presentation and he is the one to take care of those who fail to work for any reason. In case the group has responsible people, the procedure is quite clear; people need to delegate the job to do and control its fulfillment. There are many positive situations and responsible people to work with, but it would be better to talk about the opposite. In the university, when working in teams, one person may fail to do his/her part of the job, and others have to do his/her job together, which is not very pleasant to deal with. Though, this is teamwork. Therefore, people should thoroughly select a leader to let him solve such issues, keep subordination, and deliver the project on time (Moss 2009). 

Section 3: Why does this topic occur, why and how are people affected?

Once there is a personal influence and a leadership style, people can start to project the positive effect from it to the team, both to individual members and a group as a whole. The actions to do such a transformation is to coach the team more effectively than they used to be; or if they never took any training sessions, show them that it really matters for them and soon will lead to a positive outcome in all the aspects. From the position of the head of the company, it is very important to empower their executives and management teams with all the levels of responsibilities to develop the skills a true leader should have and use at work. The tool is used to understand that one can improve and/or develop a leadership style, behavior and attitude in a more effective way in the position of personal effectiveness. Thus, if this takes place the leaders should benchmark themselves against the top performance of the companies and their competitors by means to receive the best feedback from the client. It is the case when it comes to positive effect on others either if this is an individual or a group of people a leader is to manage in a company. Though, not all the people are granted with such a position from the very beginning and people are pushed to try harder and work more effectively than others for the only reason to become a leader and actually manage people (Edwin and Cornelius, 2006).

Once the team leader or a manager of the company mentions that people do more than others, people are there at last, they are given a possibility to show themselves and develop a true leadership, behavior and attitude understanding but this time it has to be done on the real-life case and in a company a leader works for. The first principle people have learned about leadership and its power over other people. The key aspect of leadership is the kind of behavior people are supposed to choose in order to influence the subordinates effectively. The correct model of behavior and attitude is to build a positive atmosphere, produce positive outcomes, and help others to grow. When people manage to do so, they will actually see what it means to choose the correct management approach and a true leadership style. It is the time when people are to benefit others and thus, promote oneself as a leader (Doyle and Smith, 2001).

Section 4: Daily life examples of the topic

There are many leaders around the world and every single one is a completely different leadership model, behavior and attitude. The key example of all the leadership styles is the families of every person. Some people deeply value their family relationships, others do not, but still it is what matters the most from the position of mind. It controls both the attitude and behavior of different people and leads the character that performs all the leadership qualities people possess either the inborn ones or learned from experience. In case of a correctly chosen leadership model, behavior and attitude a manager who is a true leader could thus generate new leaders for the public and make it so that the one is to become a valid asset for any organization. If a leader is guiding the people around one should know when and how exactly to manage others and lead them towards a stated goal. It means that a leader needs to constantly develop the skills to be a true leader. People differ drastically, some could be smarter and others more ambitious than a leader is but the idea is to guide accurately and help them develop personally in all the meanings of this word. Education is the main reason why the companies are built and it directs the overall idea that proclaims and instills the need for the world market. Those who are ready to run a business start doing business and those who are ready to be an employee could work for the previous and gain the essential experience needed to develop both personally and professionally (Moss, 2009). 

Conclusion: meaningful action steps to consider

The favorite leadership model of the most powerful managers is transformational and coaching has to do a lot in order to help improve the skills of different people, learn to generate more energy to share it with others as well as gain more knowledge that will put the person one more step forward to one’s ambition of helping people. It is strongly believed that there are no limits to any achievements and the course of leadership, behavior and attitude helps people to find their way in life. Practice makes perfect and in any case, this is for better as the leaders love what they are doing, they just need to be more concerned about other people, and develop the leadership skills in every perspective (Don, 2011).

There should always be a balance in everything people do while living, as there is “no energy from nowhere,” it always has the power source. There are many leaders around the world and every single one is a completely different person with different attitude and behavior. What matters else, is that a leader always needs to reward oneself for a good job, even though it is a tiny thing a leader accomplished. The experiment showed that indeed there are people of different leadership abilities that uncover the true value of the attitude and behavior of different people. The purpose of any experiment is to help these people to improve their lives by leading them accurately and developing their behavior and attitude in various life situations.

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