Leadership and Team Dynamics Report: University Leadership Analysis

This report delves into the student's personal leadership experiences, analyzing a specific internship scenario where the student served as a team leader. The report explores the student's challenges, including pressure management and communication issues, and identifies their personality type (ESTJ) based on the MBTI assessment. It highlights the student's initial use of a strict, transformational leadership approach and its negative impact on team morale, leading to a shift towards participative leadership. The report discusses the application of Herzberg's two-factor theory for motivation and the Hofstede cultural model to understand cross-cultural issues. It also covers the student's leadership philosophy, the importance of teamwork, and the application of Tuckman's model to analyze team development stages, including forming, storming, norming, performing, and adjourning. Furthermore, the report includes self-assessment questionnaires and analysis related to leadership traits and styles.

Ruining head: LEADERSHIP
Leadership & Team dynamics
Name of the Student:
Name of the University:
Author’s Note:

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Leadership is one of the most useful building blocks needed for the sound development
of an organization. It must be noted in this similar context that to become an able leader shortly
and also initiate a proper organizational and working culture in the organization it is very
essential for the leaders to have a long term vision of the gold and the objectives of the company.
At the same time, it is the leaders who must make sure to take care of all the welfare interests of
their team members
Leadership experience
There have been several instances where I have been able to find out the areas of strengths and
the areas of weakness that are present in me.
What was going on?
It was the time when there was a team presentation going on in the organization that I
joined during my internship, I was made the team leader of that team. I was under huge pressure
and I did not know how to manage the pressure properly. I was given a huge amount of work and
had to work very hard even after the completion of the official shifts. However, I was no able to
take up this pressure and often lost my self-control. As per the MBTI personality test, my
personality type is the ESTJ or the Guardian type. I always think about the perception
others would have of me. This is both good and bad for me at the same time. I have realized that
I always try to do my work perfectly so that my teammates and also the managers do not have
any bad or any kinds of negative impacts about me. At the same time, I often become conscious
and try to keep myself away or aloof from the crowd. This, in turn, results in a bad
communication power, In this way, I am not able to communicate with my teammates or with
any of the other employees.

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Expressing emotions is also a major problem for ESTJ. I find it tough to show my feelings or
emotions. I am very much inclined towards the practical figures and facts. This often makes me
overlook the welfare or the feelings of my team members.
Who was there?
There were the teammates, the assistant ram leader and also myself who were appointed
as the team leader at that time.
When was it
It was during the year 2016 when I was doing my internship in one of the well known
MNCs in Australia. I was a student of the business and management studies and took up this role
as part of my internship project as I felt that this would give me a very good opportunity to build
up my career and also get the good qualities of a leader.
How did things turn on
Things were very helpful as it helped me to learn about the ethical principles that one
must carry on during being a leader. I learned that to carry on a sound leadership the
transformational leadership theory must be followed. In the beginning, I was trying to get all the
work done by making the employees or the teammates listen to whatever. As per the opinion of
Afsar and Umrani (2019), to get all the work done, it is essential to develop a prior order and
disciple in the organization I thought that to make the team-mates disciple and make them obey
my decisions I must appear very strict with them (Ghasabeh, Soosay & Reaiche., 2015). I felt
that the team members were getting angry and were disappointed with me. They did not want to
listen to me and said that they want their opinions to be heard and also considered while taking
any business decision. After taking the reports from the feedback sheets and the personality tests

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I realized that I have some communication issues and I do not easily like to communicate with
others. This often makes me unapproachable. However, I realized that I must start following the
participative leadership theory so that I can make all the employees take part in the business
decision-making procedures (Kiweewa et al., 2018). This will help to understand the employees
and also encourage them to take part in the business decision-making the process.
Personal values and assumptions
The important behavior that I took here in this situation as a leader is -
Acting friendly with the team members was one of the initiatives that I took up. This is because
as far as the result is concerned I have seen that I am not good at listening to the opinion of the
employees or the team members. I have started developing a horizontal communication system
so that all the employees can approach their leaders and then carry on the communication system
in a proper way. This has helped in encouraging the team members in becoming much more
active and also productive towards the increasing of the overall production of the organization.
As a leader, I started developing a set of criteria that would help the team members to know
about the actual set of roles and responsibility that they must carry on to positively contribute
towards the organization
I also decided of making an effective communication system so that I can define my roles
and responsibilities properly in the team. As I was not much well versed in the act of proper
communication system, I realized that to be a good leader I have to develop myself as an
effective communicator as well.
I developed the strategy of initialing the welfare of all the employees. In other words, the
welfare of all the employees was the lookout of the leader. Thus I realized that I will be able to

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take up the responsibility of taking all those measures that will be able to promote the overall
welfare of the employees.
Reflection on both teams in this semester
Weak 5 Motivational scenario
Motivators
The Herzberg’s theory was also used in order to develop the mindset of the team members by
motivating them. The two factor theory of Herzberg was used.
The motivating factors
The motivation factors that I included were some monetary appreciations and also some other
benefits like work from home or some kinds of promotions in the college and other such factors.
Week 5: present your designated leadership style: Styles approach:
In order to motivate the team members I made sure that I am always using the democratic
leadership theory. This helped me in getting all the team members involved in the activity. I
made sure that all the employees were being able to take part in the entire process of completing
the team activity.
Week 6: Japan & Australia culture
The Hofstede cultural model was used or this aspect. This theory helped in understanding
that if a person travels on job purpose from Japan to Australia, he will be facing some problems.
He will face the issue of body language. In Australia, the custom of shaking hands or hugging is
relevant and well accepted in order to show appreciation or gratitude (Boer et al.,2017). However
in Japan, people usually try to maintain a safe distance from one another. They consider too
much physical closeness as indecent and they usually bow down before each other to show
respect. Apart from this a person traveling to Japan from Australia must also try to abide by the

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system of dependency and hierarchy in the work field. Unlike Australia work culture, people in
Japan do not really show any such freedom or independence at the workplace. They always
believe in moving forward in a collective and collaborative way.
Week 6: Analysis on 500 words poster.
Summarizing any activity is of utmost importance. Thus as a leader I felt that finding out the
good and the bad aspects. I recollected the things that went well and the ones that were negative
and needed improvement. Thus I had some kinds of issues with the team mates due to problems
like limited resources and time. However I made sure that the team members are being able to
solve their problems and the understanding that the participative leadership styles would be very
helpful for the purpose of understanding and solving all the different team development issues.
Thus it is very essential to stay close to the team members and make s clear understanding about
the different issue that they are facing
My leadership philosophy is to take care of the welfare interests of all the team members so
that I can guide them at every point of time (Kiweewa et al., 2018). As per my understanding, the
good leadership philosophy is not to impose the strengths or the decisions oneself on the other
employees but to make sure that all the employees are taking part in the entire decision making
procedure. This will help make the employees know that they are important and the valuable
aspects of the organization and they will always get the needed support from me.
Teamwork is one of the most important and essential aspects that help in shaping the leading
personality of the individuals. I have been able to identify the same in the last two team activities
that were conducted in the semesters. There was team 1 and team 2. Both the teams had to

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conduct a group work on hotel and hospitality administration (Kiweewa et al., 2018). The factors
that usually affect the group discussion or the proper working of a team are as follows-
Cooperation, coordination, communication, conflict, coaching, cognition, composition, culture,
context, and many other such factors. I have realized that there are conflicts or conscious that
often arise in team development activities. I was the supervisor of both the teams and was
guiding them on how to work in the future days.
I saw that there were communication gaps and often verbal abuse among one another due to
the intercultural and the interpersonal difference. Thus I realized that as a leader I have to make
the two teams work together in a joint united and collaborative manner so that there is the
maximum production and overall welfare and the organization can be initiated. Thus I thought of
using the Tuckman’s model
Forming
This was the initial time when both teams were formed and were explained their respective
goals.
Storming
As days went by there was lack of unity among team members (Kiweewa et al., 2018). As a
leader, I analyzed that as the team members came from different parts of the world they had
differences in their culture, religion, language and other such aspects. However, I later realized
that these differences have to be removed so that there is amalgamation of all the useful and
multicultural ideas coming from different employees. Thus I arranged for regular cross-cultural
meetings and seminars.

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Norming
In this stage, all the team members of both teams started showing signs of unity. This was
in the second semester when the team members realized that they have been able to recognize
some grounds of common belief and interest.
Performing
In this stage, I saw that there was a feeling healthy competition among team members. These
conflicts help in generating new ideas and properly discuss all the upcoming issues. I saw that all
the team members were being able to understand their tasks and also taking up the collective
responsibility. This was really very essential for the teams to perform properly and develop a
feeling of understanding and cooperation. However conflicts are natural parts of any team work.
Thus there were conflicts and as their leader I tried my level best to guide them throughout and
make sure that they are able to overcome each and every hurdle.
Adjourning
In this final stage, I saw that all the team members were able to make some positive and
productive contributions towards the team. They were no longer abusing each other. They
learned how to embrace their differences and generate some useful ideas from the same. Thus at
the end of the results of the semester wax really good and all the individual team members were
able to identify their mistakes and their strengths. Thus they joined hands together and put
forward a cooperative and collaborative approach to solve all the conflicts in a healthy way.

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Key leadership theory
Transformational leadership theory holds well in this aspect. Transformational leadership
theory is one of the most important and useful theory as per my perception. I have learned from
my experience with the two teams of this semester that I can be a good leader only if I try to
bring a change by changing myself. In other words, I have to set some brilliant examples in front
of my team members so that they can utilize the same. At the same time, I must honestly confess
about the different faults or any kinds of drawbacks that are present within me.
Conclusion:
Thus it can be concluded that setting up a good organizational culture is largely based on
the leadership structure that is being followed in the respective organization. I have been able to
identify my areas of strengths and weakness. As an ESTJ, I do have to work over some specific
grounds where there is a huge scope of improvement. For instance, I must try to be empathic and
supportive of my team members. However, I will be sticking to the facts and the practical aspects
but at the same time, I have to understand the needs and the skill gaps of my team so that I can
provide them all the possible support and help them improve towards the future.

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References
Afsar, B., & Umrani, W. A. (2019). Transformational leadership and innovative work
behavior. European Journal of Innovation Management.
Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life
Science Journal, 14(5), 12-16.
Andersson, S. (2017). Assessing Job Satisfaction Using Herzberg’s Two-Factor Theory: A
Qualitative Study Between US and Japanese Insurance Employees. IAFOR Journal of
Business & Management, 2(1), 22-35.
Banks, G. C., McCauley, K. D., Gardner, W. L., & Guler, C. E. (2016). A meta-analytic review
of authentic and transformational leadership: A test for redundancy. The Leadership
Quarterly, 27(4), 634-652.
Baty, C. K., Lane, M., Cater-Steel, A., & Ally, M. (2017, December). The role of national
culture in the strategic use of and investment in ICT: a comparative study of Japanese and
Australian organisations. In Proceedings of the 28th Australasian Conference on
Information Systems (ACIS 2017). Australian Association for Information Systems.
Boer, H., Berger, A., Chapman, R., & Gertsen, F. (2017). CI Changes from Suggestion Box to
Organisational Learning: Continuous Improvement in Europe and Australia: Continuous
Improvement in Europe and Australia. Routledge.
Ghasabeh, M. S., Soosay, C., & Reaiche, C. (2015). The emerging role of transformational
leadership. The Journal of Developing Areas, 49(6), 459-467.

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Kiweewa, J. M., Gilbride, D., Luke, M., & Clingerman, T. (2018). Tracking growth factors in
experiential training groups through Tuckman’s conceptual model. The Journal for
Specialists in Group Work, 43(3), 274-296.

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Appendices