Posted: September 7th, 2024

Assignment help – Discussion: Cost Behavior and Forecasting

Assignment help – Discussion: Cost Behavior and Forecasting
After reading chapter 3, can you explain the difference between absorption and variable costing? Please share your thoughts and discuss the relevant issues on this chapter’s topics with your colleagues.

1. Based on your results, describe the key features of your highest ranked trait and ways in which you put this trait into action.
Based on the personality quiz, I scored highest in Extroversion, this means that I am both outgoing and social. When relating this trait to leadership, I use this feature to engage and empower those who act as my supporters. Through Extroversion, I can relate to those around me and build essential relationships with various individuals to meet goals and create an impact. Extroversion also comes into play when breaking the ice and asking critical questions that others may not feel comfortable asking to seek a better understanding.
2. In your individual life experiences, it is likely that you have encountered leaders that have exhibited behaviors connected with these traits. Please share personal and/or professional stories of leaders you have observed with regard to a “Big Five” trait – one addressing the “bright side” of a trait and one addressing the “dark side” of a trait. Also address the concept of “the bright side of a dark trait” or the “dark side of a bright trait”.
When reflecting on leadership that I have experienced in connection with the “Big Five” trait, I would say that the most recent observation would be that of my current boss. Much like myself, she uses extroversion to provide influence and transformative leadership. She is very big on challenging the team to get us out of their comfort zone when taking on projects and is an advocate for open communication. She has an open-door policy and showcases flexibility and drive daily. This trait’s bright side is that I identify with her, and our team feels comfortable engaging with her based on her approach. The dark side of the trait is sometimes it may be hard to meet expectations as she has a lot of energy and can balance multiple tasks. The bright side of a dark trait means behaviors that are typically considered to be positive, like encouragement, and the dark side of bright traits goes towards negative anti-social behaviors such as narcissism.
3. Explain how personality traits influence the relationship between leadership emergence and leadership effectiveness.
When considering personality attributes and their impact on a leader’s ability to be effective, I think they have a great effect and can create significant change. A great way to gauge a leader’s effectiveness is to monitor the interaction between the leader, their supporters, and their understanding of the goal or mission. The personality traits of a leader allow for their supporters to not only connect with the specific individual but also learn and develop as well. Authentic leadership is a partnership between both parties, and depending on the leader’s personality, the supporters will mirror behaviors or beliefs. When thinking about the Big Five and how one can categorize leadership, I would say that these five traits can be used to classify specific behaviors and how they would fit with particular opportunities.
Regarding leadership emergence, we see that certain personality types tend to display their abilities based on their interaction with situations and how they best feel their skill set can provide proper assistance. When thinking about how effective leadership can lead to the emergence of new leaders, we see that encouragement, the creation of opportunities, and professional/personal development all lead to chances for the supporters to shift to the leadership role. When providing an opportunity for expansion based on an individual’s strength and allowing them to explore new areas.
4. How might the prominence of a leader’s traits be adapted in different professional environments? In your experience, are the qualities that make up a good Fire Chief or law enforcement leader, for example, the same as that of a health care worker or business leader? (Substitute whatever professions with which you are familiar…basically we are asking whether the traits leaders need to be successful are stable across professions or whether they differ? Share personal or professional stories to support your argument.)
When considering the prominence of a leader’s traits in different professional environments, various attributes are needed. I don’t believe there is a universal trait for success. The logic behind this is that while these traits may play a part in our decision-making, there are a variety of other factors to consider as well. One’s ability to connect with their supporters to strengthen a message or communicate a goal to garner support is one example. When we think of Martin Luther King or John F. Kennedy, how they made people feel led to others wanting to create change.
Abilities such as being able to communicate effectively, or problem solving are universally accepted skills. Still, you wouldn’t want someone uncomfortable delivering the state of union address or an actress from a hit television show performing a major surgery at a hospital. Different professions may require other traits depending on the task at hand. Personally speaking, what makes the best qualities are informative, inspirational, charismatic, and transparent.
5. VanRooy and Viswaesvaran (2004) hypothesized that “EI [Emotional Intelligence] is not correlated significantly with the Big Five personality Dimensions (p. 78)”. Which of these assessments do you think is a more reliable measurement tool in determining the traits that produce a successful leader? Why?
When thinking about EI (Emotional Intelligence) and the Big Five personality Dimensions, I would have to say that the Big Five provides a better depiction for understanding leadership and what provides effective leadership. Through in-depth analysis of each of the Five personality Dimensions and measurable evaluation standards focusing on factors such as interpersonal skills, personality, and characteristics, one is granted a fuller scale evaluation. EI ( Emotional Intelligence), in contrast, seems to look at the individual’s ability to perceive, understand and handle emotions and negates other factors. The higher the level of emotional intelligence, the more likely an individual is to recognize their own emotions and others. The model used in EI does not consider psychological features or interpersonal skills.

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