Self Leadership and Participative Leadership

The assignment provided delves into the concepts of self leadership and participative leadership in organisational behaviour. It examines the role of psychological contract on employee commitment and organisational citizenship behaviour, citing a study of Indonesian young entrepreneurs. The document also touches upon emerging leadership styles through coaching and teamwork, with a focus on female leaders. It provides references to relevant books and journals, including 'Leadership That Gets Results' by Daniel Goleman.

Critical Reflective Blogs

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Blog 1 based on T6.....................................................................................................................1
Blog 2 Based on T7.....................................................................................................................2
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Reflective blog is personal tool that assists to observe and evaluate way of behave in the
process. In this way, information has been collected to take analysis and conduct research as well
(Taylor, Long and Chin, 2016). It considers summarise which refers to the evaluation and
decision making activities as well. Present report based on the reflective blog of reward
performances, communication, behaviours, etc. All this consideration implemented to develop
systematic work performances that are needed to follow business activities.
MAIN BODY
Blog 1 based on T6
According to my point, performances management consist aims to improve
organisational, functional and individual performances through link each objectives. In this
aspect, people can share their vision to increase their performance objectives. As results, people
use formal review process which evaluates group performances and individual progress to attain
desired goals. In order to create link between the performance evaluation and development of
employee, reward also consider reinforce desired behaviours (Anggraeni, Dwiatmadja and
Yuniawan, 2017). With the help of the performance appraisals, also consist in it that concerned
about the well employees that doing job and communicate with agreeing new objectives as well.
As results, plan also made for performance improvements.
I define that appraisals consider purposes in which program includes with consistent to
implement objectives and culture. In this way, understanding develop support with program. It
involves employees, managers in respect to develop performance standards and evaluation. It
assists to look for the job related, fair and effective aspect. In order to establish training session
performance could be improve in systematic manner (Taylor, Long and Chin, 2016). Formal
procedure also need to provide to analysis and face challenges with performance appraisals. As I
learned that there are different performance appraisals programme implemented such as
administration, motivation, development of identifies, legal, etc. In the administration concern
changes need to pay, discipline implemented, promotion includes so that functions develop to
make different activities. Furthermore, motivation includes personal growth, recognition,
financial reward. In the legal system, performance appraisals consist documented evidence
which justify by management and HR actions (Townsend, Loudoun and Lewin, 2016). It helps to
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promote policy compliance for business consideration. Development of identities includes with
training and development needs, job experience, career opportunities, coaching initiatives, etc.
Performance appraisals objectives also done with rewarding activities, developing
employees, giving feedback to business. I understand that conducting program of appraisal
includes with performance objectives. It includes distinguish between the behaviour to produce
ineffective job performance. Appraisals method also created on the basis of performance so that
employees could able to implement effective functions (Tavender, Bosch and Smyth, 2015).
Supervisors, peers, self, subordinates, etc. Partners helps in the business to consider team
appraisals in the business. I understand that one of the best method is 360 degree performance
appraisals in which different people includes who watch and guide by the HR managers. In order
to look upon the rater errors, central tendency, etc. It will assist to make sure that effectiveness
will be attain in the environment. Apart from this, I also understand that some performance
appraisals system includes ranking, grading, graphic scales, behavioural anchored rating scales,
etc. All these activities helps to focus on the critical incident (Anggraeni, Dwiatmadja and
Yuniawan, 2017). Management by objectives implemented that assists to look on the different
systems.
Blog 2 Based on T7
In respect to look on the systematic work performance, I have seen that there are different
groups exist that exist primarily for the benefits of different members. Informal groups exist who
consider their part with social identity. As results, they are able to attain desired goals and
objectives. Furthermore, I have learned that, there are some positive and negative consideration
exist of teams. In this way, advantages includes that is make better decisions for products and
services. Hence, better information sharing activities implemented that increases employee
motivation and engagement. It fulfils drive to bond to make closer so that benchmark created for
comparison (Cross and Carbery, 2016). However, I also seen that there are some disadvantages
exist in which individual faster on some task but team is not.
I also learned that social loafing could be minimise through make individual performance
with more visible. Therefore, smaller teams, specialise tasks and individual performance could
be measure. Further, employee motivation also developing with job enrichment. Select motivated
employees, etc. Team effectiveness model also implemented so that it considered different
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aspects such as design, team effectiveness, team processes, etc. All these aspects could be
measure to focus on the relevant results (Ruck, Welch and Menara, 2017).
As per my views, there are many types of sources of conflicts as incompatible goals,
different values or beliefs so on. To solve the problem of conflicts, there is required of improving
communication understanding and increasing resources. Conflicts can be due to emotional
intelligence or personal goals and priorities. If communication skill is good then the number of
conflicts can be reduced. By improving interpersonal communication skill like repeating the
message, use timing effectively and use multiple channels of communication (Taylor, Long and
Chin, 2016). As per my understanding, listening skills is also as important as communication
skill. Having an attending skill, reflecting skills and following skills can also reduce conflicts in
an organization.
I think that to understand the conflict factor, we can divide conflicts in different types like
task conflicts, relationship conflict etc. task conflicts due to disagreement of giving proper
information that how a task should be performed. Relationship conflict can be due to differences
in their styles or personality (Taylor, Long and Chin, 2016). By clarifying rules and procedures
and by establishing a positive environment, conflicts can be reduced. There is need to consider
the scope of negotiation through conflicts are reduced. We can also add some other aspects
regarding to solving the conflicts like reputation, social capital, relationship and so on. There are
some ethical values in negotiating which are to be considered like avoid misrepresentation and
gathering inappropriate informations. As per my observation, if process of communication is
proper than there are no chances of conflicts. Proper communication means following a proper
structure of communication like from message to encode message, transmit message, receive
encoded message, decode message, form feedback, encode feedback, transmit feedback, received
encoded feedback (Anggraeni, Dwiatmadja and Yuniawan, 2017).
Blog 3 Based on T8
As per my opinion, organisational culture determines successful aspects in business
development and attainment of goals. In this way, change, power, politics, etc. elements are
signifies that assists to make concentration on the organisation behaviour. I have seen that it
includes different elements of organisational culture such as artifacts, stories, rituals, beliefs,
assumptions, etc. In addition to this, organisational culture also develops with the profile in
which different aspects ascertained such as innovations, stability, respect for people, outcome
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orientation, etc. Culture and sub culture dominant which included located throughout the
enterprise can increases their results. In addition to this, it provides source of emerging values.
I understand that Artefacts are related with the observable symbols a sign of culture. It
considers physical structure, ceremonies, language, stories, etc. It describes social prescriptions
of desired behaviours which provides realistic human side expectations such as description of
real people, assumed truthful outcomes. Rituals and ceremonies consider programmed routine
which includes different elements to make successful results. With the help of the successful
results, it can be stated that it helps to focus on the building structural program that create shape
and reflect on the design. Therefore, it conveys cultural meaning that is related with the
organisational program. Strong culture develops dominant values and assumptions which is long
lasting traced to focus on the creativity and attain more systematic results. Although, there are
three functions I have seen that describe by the organisational culture such as benefits, functions
in the cultural system and outcomes in overall system.
There are different types of contingencies includes of organisational culture and
performance. It will assist to develop strength moderately which predict performance of the
business as well. It includes three aspects such as culture environment, avoid corporate cult
strength and create adaptive culture. Merging culture is important part that implement as merger
in three steps. Therefore, it assists to focus on the cultural conflicts and compatibility and assess
strategies as well. Action plan is also based on the different consideration that assists to develop
bridge between different culture. There are mainly three elements I have learned that assists to
merging organisational cultures such as assimilation, deculturation, integration, separation, etc.
Changing organisational culture also denotes with the different perspective such as attracting,
selecting, introducing, actioning, etc. on the different aspects of the management. As results, it
carries to develop more systematic work performances in the business environment. However, I
had understood that organisations become more homogeneous with strong culture so that it
assists to make sure that effectiveness will be developed in different consideration program. It
requires basically attraction, selection, attrition, etc. to which consider in attrition theory. Along
with this, organisational socialisation consider individual learning that assists to increase
knowledge which increases with roles in the business environment. Therefore, different stages
included that assists to look on the pre-employment socialisation, encounter, role management
and socialisation outcomes. All these aspects helps to create effective functioning that assists to
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develop learning and behaviours. Furthermore, improvements in the organisational socialisation,
job preview also recognised that includes technical information, performance feedback, job
duties, etc.
Blog 4 based on T9
I learned that leadership is the ability that influence, motivate and encourage others to
contribute part to make effectiveness at workplace. In this aspect, one member lead to whole
group and attain desired results as well. With the help of creativity and innovative ability each
person can participate successfully in this process. Furthermore, I understand that there are
different kinds of leadership perspective such as implicit, competency, transformational and
contingency. With this consideration, development of the activities considered to make
successful results at workplace. Implicit leadership perspective considered different
characteristics for effective leaders (Bolman and Deal, 2017). It includes leadership prototypes
which create image of effect leader that used in the effectiveness. It considers fundamental
attribution which require controlling situation. In the different kinds of leadership competencies
personality, self-concept, drive and integrity involves that helps to considered activities in the
leadership program. These elements considered following aspects in different competencies:
 Personality: It includes extroversion and conscientiousness.
 Self-concept: Positive self evaluation, internal locus of control, etc. (Northouse, 2018).
 Drive: Inner motivation to attain goals.
 Integrity: Truthfulness and consistency.
In addition to this, I saw that authentic leadership implement to focus on the consistency
and self-concept which undertaken in systematic manner. Furthermore, value system also include
in this manner to make effective results in systematic manner. However, there are some
limitations exist that competencies refers with the leadership potential which not perform in
systematic manner. There are different kinds of leadership exist that take part to attain more
significant advantages at workplace. For instance, transformational leaders changing
organisation and undertake more profitability as well. Managing aims and objectives considered
positive impact on the several leadership theories that are related with each other.
In the leadership, there are several issues occurs due to societal cultural values and
practices effect with implement values and norms. It influences to the decisions and actions
which considered in the leadership program. Moreover, I understand that self leadership
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influence with establish self direction as well. These elements help to attain and perform tasks in
systematic manner. It includes concepts such as goal setting, social learning theory, sports
psychology, etc. There are different elements included in the self leadership such as personal
goals setting in which employees considered their own aims and objectives. Furthermore,
constructive thought patterns also implemented that need to focus on the different activities and
attainment of the creative results at workplace. It will help to focus on the designing natural
rewards with self-monitoring and reinforcement. Along with this, it helps to focus on the positive
self talk, mental imagery with identifying ways to make more motivating. I understand that there
are different contingencies included in the self leadership such as individual factors,
organisational factors, etc. I have seen that due to gender issue, male and female leaders have
different orientation in leadership.
In the participative leadership style, more female take part as their own aspects to
develop effective results and outcomes (Goleman, 2017). With this way, negative evaluation
need to reduced so that evidence considered with emerging leadership styles through coaching
and teamwork. Evaluation of female leaders based on these aspects so that it make good
emerging results.
CONCLUSION
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REFERENCES
Books and Journals
Anggraeni, A.I., Dwiatmadja, C. and Yuniawan, A., 2017. The role of psychological contract on
employee commitment and organisational citizenship behaviour: A study of Indonesian
young entrepreneurs in management action. SA Journal of Industrial Psychology, 43(1),
pp.1-9.
Cross, C. and Carbery, R., 2016. Organisational Behaviour: An Introduction. Macmillan
International Higher Education.
Ruck, K., Welch, M. and Menara, B., 2017. Employee voice: An antecedent to organisational
engagement?. Public Relations Review, 43(5), pp.904-914.
Tavender, E.J., Bosch, M. and Smyth, T., 2015. Developing a targeted, theory-informed
implementation intervention using two theoretical frameworks to address health
professional and organisational factors: a case study to improve the management of mild
traumatic brain injury in the emergency department. Implementation Science, 10(1),
p.74.
Taylor, N., Long, J.C. and Chin, M., 2016. Achieving behaviour change for detection of Lynch
syndrome using the Theoretical Domains Framework Implementation (TDFI) approach:
a study protocol. BMC health services research, 16(1), p.89.
Townsend, K., Loudoun, R. and Lewin, D. eds., 2016. Handbook of Qualitative Research
Methods on Human Resource Management: Innovative Techniques. Edward Elgar
Publishing.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Northouse, P. G., 2018. Leadership: Theory and practice. Sage publications.
Goleman, D., 2017. Leadership That Gets Results (Harvard Business Review Classics). Harvard
Business Press.
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