Reflective Portfolio

This reflective portfolio analyzes the application of classical management theories and leadership styles in a real-world event management scenario. The author reflects on the effectiveness of Human Relations Theory, Democratic Leadership, and Charismatic Leadership, highlighting their strengths and weaknesses. The portfolio also explores the influence of social and economic factors on event success and the impact of these factors on management style choices.

Reflective Portfolio

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
REFLECTION.................................................................................................................................1
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Reflective portfolio may is referred as a set of writings which summarises the insights as
well the experiences an individual has gained from the practical assignments. It can be used as a
fundamental method for monitoring individual's progress over a certain period.
REFLECTION
Classical Management theories:
There are various classical management theories which can be applied during the event
but the classical theory which was applied by me was Human Relations Theory. This theory was
adopted by me because this theory has made me realize what can be achieved through can not be
achieved by machines (Khorasani, and Almasifard, 2017). This theory is based on the belief that
people want to be a part of a supportive team which can facilitate the growth and development.
So, this theory has helped me understand the need of people and helped to maintain the effective
relationships with other people in the event. By maintaining effective relationship with my team
mates has increased their productivity and this theory has created a supportive culture during the
event which has increased our output. Other leadership theory that I could have applied would
be Administrative theory as it is the simple model of higher authorities should interact with
personnels in such way that there should be proper planning, organising, commanding,
coordinating and controlling of activities performed during an event.
Different management and leadership styles used:
Different leadership style which I have used is democratic leadership style because it has
helped in increasing the level of performance of the employee and has helped me in generating a
high level of participation of teammates during the event (Pihlainen, Kivinen and
Lammintakanen, 2016). Also, I was able to solve the problems easily as there equal participation
of employees in decision-making processes. Another leadership style which was adopted by me
was Charismatic leadership style as it helped me to encourage the behaviours of the employees
and get the things done in an effective way. These styles could have been different in similar
context I would have used Autocratic leadership style and I would have controlled entire and all
the decisions would have taken entirely by me.
Influence on organisational structure and culture of event:
Leadership styles used by me have a great influence on the organisational structure and
culture of event as there was no high level of hierarchy within the event as my team mates could
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easily meet me and pass suggestions at any time. This has resulted in creative and innovative
way of organising the entire event (Ejimabo, 2015). Also, this leadership style has resulted in the
active participation of employees during the event and were supportive towards each other which
has lead to the successful event. Leadership styles adopted has increased the level of satisfaction
among the employees, and they felt that they were important part of the event. Also, when ever
any problem raised during the event there was an equal participation of employees for decision-
making process, this resulted in the positive culture during and this resulted in the innovative
solutions which helped us in making the event successful.
Evaluation of the leadership styles
I think the use of democratic style helped me to assure the active participation of all
group members and to create a positive environment. As a result, all tasks during wedding were
executed with efficiency. However, there were many instances in which I was required to make
quick decision in critical situation but democratic style made the decision making process very
slow and time taking. As a consequence of delayed decision, our quality of outputs was affected.
Since wedding involves support and cooperation from multiple people contrary to the
democratic style the use of charismatic leadership helped to make an emotional appeal. There
were many task in which rigidity was required and thus charismatic style was not suitable for
accomplishment of such task (Thorpe, 2016). Further I also observed that with this leadership
approach the vision of leaders are followed as the priority and thus the new learning
opportunities were neglected and minimised. One of the biggest advantage by using this
approach was that due to emotional appeal me and my group members were sharing a common
identity and thus efficiency was observed in the event activities.
Factors influencing the success of event and management style
The social and economic factors were the main factors which influenced the event
success. In my opinion the budget of the wedding influenced several decisions in the
arrangements. Further the interaction and the social relations among various participants of the
wedding was also a critical element which influenced the execution of different activities of the
event. The social factors can affect the team coordination and thus the group structure during
task execution was chosen with due care (Willis, Clarke and O'Connor, 2017). In context of
these factors I preferred human relation management style so that wedding ceremony can take
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place successfully. There were many events when I was required to change the plans due to
budget limitations of the wedding.
Strength and weakness of the influencing factors
The factors which influenced the event had both positive and negative impact. I think the
economic or the budget considerations limits the scope of innovation. I could have organised the
event with more innovative ideas but due to funds I was not able to do that. However, it cannot
be denied that when budget is well known then unnecessary risk expenses can be avoided.
During wedding I was planning for the gifts I was well aware with the budget limits and thus it
saved me from making unnecessary expenses. Contrary to this the social factors have capability
to effectively apply the human relation management theory and to understand the actual needs of
people (Renz, 2016). However, since the each individuals have different opinion it was very
challenging for me to predict the behaviour of every individual.
CONCLUSION
From the above reflection it can be concluded that the leadership and management styles
are very crucial in making any event successful. It has been also evaluated from the reflection
learning that a variety of factors can affect the effectiveness of the leadership style thus
management theory must be chosen with care.
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REFERENCES
Books and Journals
Ejimabo, N. O., 2015. The influence of decision making in organizational leadership and
management activities. Journal of Entrepreneurship and Organization Management.
4(2). pp.1-13.
Khorasani, S. T. and Almasifard, M., 2017. Evolution of management theory within 20 century:
A systemic overview of paradigm shifts in management. International Review of
Management and Marketing. 7(3). pp.134-137.
Pihlainen, V., Kivinen, T. and Lammintakanen, J., 2016. Management and leadership
competence in hospitals: a systematic literature review. Leadership in Health Services.
29(1). pp.95-110.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Thorpe, R., 2016. Gower handbook of leadership and management development. CRC Press.
Willis, S., Clarke, S. and O'Connor, E., 2017. Contextualizing leadership: Transformational
leadership and Management‐By‐Exception‐Active in safety‐critical contexts. Journal of
Occupational and Organizational Psychology. 90(3). pp.281-305.
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