Reflection on Leadership Topic 2022

RUNNING HEAD: LEADERSHIP
Title: Reflection on Leadership
Name of Student:
Name of University:
Author Note:

1LEADERSHIP
I have always hold a belief that reflecting upon a particular subject will help me in learning more
about it and will connect my gained knowledge with the actual concept of the subject. I believe
that reflecting on my own experiences will also shape me in transforming my learning strategies
as I get a chance on reviewing the learnings as well as the behaviour. During my classroom
course, our teacher introduced us with the topic of leadership and the extent to which this has
become an indispensible area for the success of an individual. According to Frankel and PGCMS
(2019), leadership skill is essential in achieving both personal as well as professional success and
thus the students require the inculcation of the effective styles. According to my understanding
and experience, we can call those people as leaders who have the potentiality of mending a
situation with their knowledge, skills and their ability to persuade others in willingly do a
particular job. In the essay, I will take a reflective approach on the leadership by analysing
different styles and frameworks.
My school days as well my vocational learning courses were involved with working
closely with people from various backgrounds and mindset. Such interactions made me feel the
need of generating an effective management skill that will help in interacting with the people.
Even in my course, I came to know that while taking up a managerial position, I would have to
meet more people that are new, train them, solve the problems effectively and look into the needs
of customers. This is where I need to apply my knowledge in leadership skills, which I am
learning at present. Since I have essentially the aim of becoming an entrepreneur, I try to focus
and analyse on the various leadership approaches set by the business tycoons and their success
story inspires me to a great extent. Recently in our class, we were asked to form separate groups
and perform a role model on a performance management case study. The type of case study that
we generally presented earlier was in presentation or report format. This created a great deal of

2LEADERSHIP
confusion and arguments among the students as most of them were not comfortable with the
role-play. Moreover, some of them were shy of assuming the role of the characters presented in
the play as it required some acting skills and it appeared embarrassing to them. However,
reluctantly the tem were formed but there were hardly any motivation among my peers to get
prepared with task though it was a part of our curriculum and carried marks. I found myself in a
tumult position as the fear of losing marks were haunting me and at the same time I also had no
idea about the role play.
The group that I was asked to lead was equally demotivated and we felt that we cannot
perform well since a sense of embarrassment and confusion was working within us. I reflected
on a particular behaviour that we manifested. Earlier the main boost for making a presentation
was securing good marks in exam. Score is still a primary factor in this case as well. Then why is
it not enough this time to make us work hard. I realised that though, the need achievement, as
pointed out by McClleland, was high in earlier cases and the effort put in it reciprocated the
satisfaction level, the previous task seemed to be easier and we have the required motivational
pull to perform the job (Latham 2014). In this case, however, motivation was affected as,
following the Porter and Lawler’s expectancy theory, as there were a gap between the
performance and satisfaction. According to Porter and Lawler, motivation does not essentially
directly lead to the performance. It is, at the same time, the satisfaction generated from the work
that determines a high performance. In our case, the motivation to secure good marks were
definitely there, but what it lacked was the level of satisfaction since the task was not only
unknown to us, but at the same time generated discomfort. Thus, I chalked out that transactional
leadership would not work in this concept, as the thing that will be transacted will be marks,
which was not enough to motivate.