Academic Journal of Human Resource

Organizational Behaviour and people management
Name
(Affiliation institution)

Explain why you might choose one of the leadership styles discussed in this module’s
learning resources over another style when managing the highlighted project team.
Organizational behaviour and changing attitudes of employees towards performances in
the Acron Industries are the reason why I can choose transformational leadership style over
situational leadership. Transformation leadership style is based on inspiration and leader’s traits
of vision while situational leadership style involves a leader adjusting their leadership styles to fit
in the follower’s developmental level (Seidel, Saurin, Tortorella & Marodin, 2019). For example,
with Acron Industries having expanded and recruited new staffs who are not familiar with the
company’s culture, I will choose to utilize situational leadership that will involve adjusting my
leadership style to fit those of new project management managers. Choosing situational
leadership will further instil moral behaviour in the organization, encourage the social-emotional
support for Acron team, increasing awareness on anticipated changes in the company hence
reducing turnovers and further encounter uncertainties. Besides, I will also consider
transformational leadership over a situational leadership style during the change management
process. The transformational leadership will support the existing employees of Acron Industry
to adapt to new processes of project management such as delocalization of marketing functions
to facilitate performances.
Describe which tools and techniques discussed in the resources you might use as a PM to
influence this project team.
The tools and techniques that are used in an organization determine the level of influence
or impact on organizational performance. In the Acron industry’s context, as a project manager, I
will use various tools to influence the project team such as decision making models, team
character directing, team policy, training and coaching as well as rewards.

Rewards- Rewarding employees for their contributions and effort they have made in the Acorn’s
industry can assist in influencing project team. Rewards will involve giving employees
overtimes, allowances, bonuses as well as wellbeing programs. A research conducted by Mwabu
& Were (2019) shows that there is a strong positive relationship between reward and team
performance as employees who were highly rewarded recorded high performance than others.
The rewarding of employees can increase the motivation of team members leading to the
achievement of project success that Acorn Industry is trying to implement.
Training and Coaching: Training and coaching develop competency in an organization thus an
effective technique that I can use to influence the project team of Acorn Industry. Through the
training, Acorn’s employees will gain knowledge and skills in project management hence
reducing errors and increasing productivity.
Roles and responsibility- Acron can use roles and responsibility technique to influence the
team. The technique entails consideration of job specialization where each employee works in
their expertise areas. The ability of employees to be assigned roles and responsibilities in their
interested areas leads to high levels of accuracy and tasks are carried fast hence influencing the
performance of the project team.
Team character directing- The team character directing involves a project leader acting as an
agent of change or role model and further instilling moral values among the project team through
counselling and controlling. When employees exercise ethical behaviours and adhere to
organizations code of conducts, they are likely to create a conducive climate that supports
inclusivity and diversity hence encouraging performances.
Team Policy- Developing guidelines, procedures and policy among the team members is also
another tool that can be used to influence team members. The policies and procedures ensure that