In my department, we just pack the herbs according to order of customers. We do not have many things to discuss about decision, only leader has customer’ ordered report. Basically, Teresa’s jobs are flexible and influence to tell her group members what they have to do and how she expects on each of us to make jobs done and then we just follow that. If there is something changed, we just ask her about solution. Accordingly, her leadership style is autocratic, this style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers (Daft et al.2010).
Motivational Teresa is use intrinsic rewards and Maslow’s need to motivate her employees. She has good communication with her members by that way she has good relationship with her employees, she understands her employee’s needs so she can provide them what they needs to feeling of self fulfillment. She always makes us feel we are the part of her company thus we always want to do our best to achieve the performance goal. For example, last month she provided us a BBQ party after work, she said we were working hard to help her company achieve its goal so she want to say thanks to us.In my mind, BBQ party is just not free food, I felt proud of myself because I am a part of this successful company.
Also, in this party, she gave three special gifts to three employees who are work hardest. That makes other employee challenge to their self and they will work harder to improve their skill to get the gift next time that is expectancy theory. Briefly, Teresa knew how to motivate her employees and expand their skills in her performance. That is a key to be successful in her business. ` Her good leader:Like Mr.
Ian Shakespeare, COE of PPC worldwide said: “without communication skills you cannot be a good leader” (week 6 lecture). Teresa has good communication with her employee and managers. Everyone respects her as a leader and a friend.
Also when I asked her “what do you think about leadership skills and what is the most important for u? ” she said “communication is the most important. In fact, by communication she can understand and learn much from her employees that support to improve her leadership skills.On the other hand, communication is the link between her and other members in her team so she can make them feel confident to expand their skills to help her output increased.
She motivated her members by intrinsic rewards to make them happy with long term performance. “Self-confident, creative, flexible are traits that a good leader should have” she said. Because doing business is taking a risk, self-confident can help her make right decision and have strong influence to her employees. Creative and flexible can help her adopt environment change.I was base on leadership theories from the textbook “Leadership and Management for RMIT University” by Daft et al, 2010 to analyses my observation and interview data. While this exercise I found that between theories and practices they always support and conflict together that depend on every situation and how you apply these theories to your practices. For example, in this case, Teresa is a born leader but she is a great leader in my team.
One thing I consider after this exercise is working environment creates leadership style or leadership style can change working environment or not?In this company Teresa’s leadership style is autocratic because that is simple organization, and she has all the information to solve the problem, and her employees are well motivated. If she is leader in other team her leadership style will change to have fit new organization. Reflection and improvement: According to my interview and observation, I found that business relationship is very important. Ken Blanchard explained “leadership is not something you do to people. It is something you with them” (Daft et al. 2010, p4).And communication is the key to make good relationship. Teresa said: “a friendship founded on business is better than a business founded on friendship”.
By that way, we can more understand about our group member so we can motivate them more efficiency to explore their abilities in our strategies. Part B: assessment of my own leadership capabilities I adopted Central Michigan University Leadership competency model to evaluate my leadership capabilities to build my leadership plan in next section. There are five dimensions of leadership competency are adopted in this model.
Andrew Dudgeon said: “every young leader needs to identify their own positive traits and the negative traits in life and if they want to be a leader and they want to lead an organization they need to modify their behavior to be successful”. Also he said that “now everyone has a different opinion, it’s all about identifying your own strengths and abilities and weaknesses and working on those as well. “That is very clearly here, the first thing I should do that is identifies my positives and negatives personal traits so I can expand my abilities and minimize my mistakes.
Communication skills: Mr. Ian Shakespeare, COE of PPC worldwide said: “without communication skills you cannot be a good leader”.And Andrew Dudgeon said :”a successful leader is one who can communicate the team’s goal succinctly, clearly so the team is able to not only understand it but then empower and grab a hold of that mission or that team goal, make it their own and deliver the successful outcome”. That makes me strongly believe that communication is very important in leadership skill that is a key to be a successful leader. However, English is my second language therefore it is a barrier in my communication approach.Improving my English is the way to have better communication skills. That is the most important thing I have to do now. Leadership styles: I took the quiz what’s your leadership style? On the blackboard, my leadership style is Participative Leadership.
Participative leaders accept input from one or more group members when making decisions and solving problems, but the leader retains the final say when choices are made. Group members tend to be encouraged and motivated by this style of leadership (Daft et al. 2010). This leadership style needs to have good analyses thinking to have the best decision.
That is the reason why I have to improve my knowledge to have good analyses thinking. Motivation: In addition, I gained better understanding about the ways we use to lead a good leader. That is motivation which we use intrinsic rewards to build long term relationship with employees, besides that Maslow’s needs theory is basically needs we have to provides to employees.
There are five general levels of motivating needs: physiological needs, safety belongingness, esteem and self-actualization. Base on their need, we will design the reward system to encourage employee’s behaviors.Without motivation, employees will do their job unenthusiastically.
This will affect the efficiency of company. Moreover, when we motivate our employees or outsiders, it means we are building a relationship and this relationship will help our organization runs well (Wren & Bedeian, 2009). So understanding employee to give them high motivation is other point I have to learn to become a good leader. Conclusion: Overall, understanding theories and practices of leadership, I can identify my abilities about leadership skills in order to develop my own leadership plan to explore myself in the future.In addition, Teresa is my effective leader. Thanks to her, I understand more about leadership theories and practice. Theories are passive and practical always changes, we have to be flexible and depend on the situation to use correct theory to support it.
Additionally, Teresa helps me understand what a born leader is and set up my own leadership. My leadership style is participate leadership style but I also have to be flexible to change my leadership style if necessary such as autocratic leadership. Moreover, my leadership style has to depend on human resource frame which means people are the organization’s most valuable resource.It defines problem and issues in interpersonal term and looks for ways to adjust the organization to meet human needs (Daft et al.
2010). It means I will not always rely solely on my power to influence employees. Finally, I will use rewards power in five types of leader power which come from the authority to bestow rewards on other people (Daft et al. 2010) to influence my employee’s behaviors. I believe that if I give them the rewards in the right time, it will help me encourage my employees to work hard and also they will work for me enthusiastically.
This will lead to the business go well.Reference list:About. com: psychology, course readings from BUSM3120, RMIT University, Melbourne, viewed 21 October 2010, RMIT University Learning Hub. Andrew Dudgeon on leadership, course readings from BUSM3120, RMIT University, Melbourne, viewed 21 October 2010, RMIT University Learning Hub.
Andrew Dudgeon on leadership traits, course readings from BUSM3120, RMIT University, Melbourne, viewed 21 October 2010, RMIT University Learning Hub. Bruce, A, Fred, W &, Todd, W, 2009, ” Leadership : current theories, research and future directions”, In Annual review of psychology, vol. 60, p.
421-449 Carsten, K. , De Dreu, W., Weingart, Laurie R, 2003 ” Task versus relationship conflict, team performance and team member satisfaction”, In Journal of Applied Psychology, vol. 88, no. 4. p. 741-749.Central Michigan University Leadership Competency Model, course readings from BUSM3120, RMIT University, Melbourne, viewed 21 October 2010, RMIT University Learning Hub.
Conger, J & Kanungo, R, 1987, “Toward a Behavioral Theory of Charismatic Leadership in Organizational Settings”, The Academy of Management Review, Vol. 12, No. 4, pp. 637-647 Daft, R, Pirola-Merlo, A, Lussier, R, Achua, C & Dubrin, A 2010, ” Leadership and Management for RMIT University”, 1st, Ben Day NSW