BSRI Self-AssessmentMasculinity Test
Defends own beliefs 5
Willing to take risks 3
Makes decision easily 6
Willing to take a stand 4
Masculinity Score 37
Sensitive to the needs of others 4
Femininity Score 35
Neutral score 25
Androgyny Score = Masculinity Score – Femininity Score = 37 – 35
Androgyny Score = 2
According to the BSRI assessment above I possess both masculine and feminine characters. Androgyny is the possession of both masculine and feminine leadership behaviours (Berkery, et al., 2013); the assessment has helped me to understand my leadership style and the leadership traits I posses. This leadership traits evaluation will help me in my career as a senior personal banker at Wells Fargo Bank and in the entire banking industry. Furthermore, the assessment strongly shows that I can be able to combine both task oriented as well as socioeconomic leadership styles. This will empower me to be a transformational leader who will be able to inspire my followers to succeed in their tasks (Eagly and Chin, 2010) and ensure that the corporate goals and objectives of Wells Fargo Bank. Accordingly, my leadership style as an androgynous leader I will help Burlington County Bankers to succeed in their socioeconomic duties.
In the same line of discussion, the assessment has also empowered me to identify myself with my followers as suggested by Li, Bao, and Jiang (2013); they will be able to perceive as an understanding leader who can create lasting working relationship with them. In this regard, I will be able to easily influence to accomplish the organisational tasks assigned to them without hesitation; I will motivate and inspire them as we work to achieve company goals and objectives as observed by Srivastava and Nair (2011). The assessment has vastly taught me that I am well able to work together with both sexes; males and females to propel the bank to accomplish its vision and mission. BSRI assessment has been vital to discovering my leadership potential to succeed in my endeavours as a senior personal banker at Wells Fargo Bank.
Berkery, E., Morley, M., & Tiernan, S. (2013). Beyond gender role stereotypes and requisite managerial characteristics. Gender in Management, 28, 278-298.
Eagly, A. H., & Chin, J. L. (2010). Diversity and leadership in a changing world. American Psychologist, 65, 216-224
Li, C., Bao, L., & Jiang, Q. (2013). Leadership styles of entrepreneurial women in eastern China: Characteristics and differences. Social Behavior and Personality, 41, 421-432.
Srivastava, N., & Nair, S. K. (2011). Androgyny and rational emotive behaviour as antecedents of managerial effectiveness. The Journal of Business Perspective, 15, 303-314