Leadership Reflection: Workplace Leadership, Team Dynamics, and Change

This reflective assignment analyzes the student's experience with leadership within an organization, focusing on a situation where a team leader's departure created instability. The student applies the theory of cognitive dissonance to understand the impact of this event on team dynamics and leadership effectiveness. The reflection explores the student's efforts to lead the team, emphasizing the prioritization of team goals, fostering communication, and adapting leadership styles to address challenges. The assignment delves into the influence of teamwork on the student's development, identifying both positive and negative factors affecting team performance. The student discusses strategies for managing employee behavior during organizational changes, including the importance of empathy, clear communication, and realistic expectations. The reflection highlights the interplay of empathetic and strict approaches in managing employee involvement and resistance to change, ultimately providing insights into enhancing leadership and team performance within an organizational context.

Running Head: REFLECTION ON ORGANIZATIONAL BEHAVIOUR
REFLECTION ON ORGANIZATIONAL BEHAVIOUR
Name of the Student
Name of the University
Author Note

1REFLECTION ON ORGANIZATIONAL BEHAVIOUR
I work in an organization where I had to face transformational situations. Once, the leaders of our
team left the team due to some issues with the management. The issue was related to payment. This
payment issue became a hindrance in the way of stability of our team leader in the organization.
According to the theory of cognitive dissonance of organizational behavior, every individual, working
within an organization requires stability with a minimum of dissonance, but our team leader could not
afford to stay in the organization, due to the high levels of dissonance created by the situation.
It can be said that, this situation was an example of the discrepancy between theory and practice
which led to the violation of the cognitive dissonance theory of organizational behavior (Wilson, 2018).
The situation was meaningful as well as important for me and my growth in the organization because,
during that period our team was going through turmoil, lack of discipline as the leader of our team had
resigned and I had to take the responsibility to leading the team (Martin, 2017).
I had put my best efforts to make my leadership effective for the growth of the team and the
organization as well. I prioritize the overall goals, objectives and vision of the team rather than my own
interest. I also motivated the team members to cooperate and coordinate and enhance their productivity. I
took a friendly approach to deal with the problems faced by the team members, so that a good network of
communication can be established within the team and all problems in he way of the overall growth of the
team can be eliminated.
This is the way how I tried to eliminate all the discrepancies between the leadership behavior that is
rewarded, and the behavior that is needed to manage a team effectively. Still there might be discrepancies
between my perspectives to look at effective leadership and the expectation or perspectives of the team
members. This can be explained with an example, when more than 10 members of a team of 20 people
demanded for leaves on the same day, I was not able to allow all of them to take a leave, as that could
hamper the productivity of the team. This was also against the work ethics of the organization as well
()Gyekye & Haybatollahi, 2015).

2REFLECTION ON ORGANIZATIONAL BEHAVIOUR
This incident elaborated in the example had a deep influence on me and my leadership style. I
realized that satisfying all the members of the team and maintaining the work ethics cannot be done at the
same time. I also realized that I need to be stricter so that such unethical demands could not come to me.
As the influence of working in teams I can talk about some qualities which I inculcated within me,
these are- cooperation, communication, motivation skills, along with the quality of a leader who can be
strict when necessary (King & Lawley, 2016).
These are the factors that have impacted the performance of the team positively leading to a
substantial increase in the productivity and the quality of the performance of the team. Hence, this can be
considered as one of the strengths of the approaches to change.
Sometimes, the lack of dedication as well as cooperation of some of the team members, lack of
patience on my part affected the performance of the tam negatively (Ranjan, 2017).
This sometimes tends to interrupt the discipline, consistency, and overall rhythm of the work culture
of the organization I work in. this can be considered as one of the weaknesses to the approach to change.
My experience as a team leader has helped me to develop a strategy for managing the behavior of
other employees in the team with a purpose of addressing the workplace situation. As the first most
effective strategies to deal with the change and enhancing the quality of leadership, I need positive as well
as empathetic attitude. I need to listen to all the requirements of the team members. I need to
communicate my perspectives more clearly. And ask again and again, whether the members are able to
understand and agree with me. I should also allow them to suggest strategies to enhance the management
of changes, management of the team and its performance as well. Hence, these are the strategies to cope
with changes within a team and enhance the quality of the performance of the team members (Zayas-
Ortiz, et al., 2015).

3REFLECTION ON ORGANIZATIONAL BEHAVIOUR
From the above analysis of the situation it is vivid that, both empathetic and strict attitudes are
required to manage the involvement and resistance of the employees towards an organizational change.
Apart from this
From the above reflection I have learnt that, communicating with employees in meetings and
conveying them clear and realistic expectations related to key goals, are other essential strategies to deal
with change. All these can constrain and promote organizational change and control political behavior
with an organization.

4REFLECTION ON ORGANIZATIONAL BEHAVIOUR
References
Wilson, F. M. (2018). Organizational behaviour and work: a critical introduction. Oxford university press.
King, D., & Lawley, S. (2016). Organizational behaviour. Oxford University Press.
Zayas-Ortiz, M., Rosario, E., Marquez, E., & Colón Gruñeiro, P. (2015). Relationship between
organizational commitments and organizational citizenship behaviour in a sample of private banking
employees. International journal of sociology and social policy, 35(1/2), 91-106.
Ranjan, P. (2017). Human Resource Management and Organizational Behaviour. Journal of HR,
Organizational Behaviour & Entrepreneurship Development, 1(1), 8-12.
Gyekye, S. A., & Haybatollahi, M. (2015). Organizational citizenship behaviour: An empirical
investigation of the impact of age and job satisfaction on Ghanaian industrial workers. International
Journal of Organizational Analysis, 23(2), 285-301.
Martin, A. (Ed.). (2017). Organizational Behaviour-Verhalten in Organisationen. Kohlhammer Verlag.