BUS501: Organisational and Leadership Reflective Report

This assignment presents a reflective report on leadership, exploring the author's personal leadership style and philosophy within an organizational context. The report begins with an introduction to leadership concepts, defining the qualities of a leader and setting the stage for self-assessment. The author critically reflects on their leadership style, identifying strengths related to trustworthiness, punctuality, and teamwork, aligning with a democratic and transformational approach. The report then delves into leadership principles the author values, emphasizing the importance of trust and ethical conduct. Furthermore, the impact of personal beliefs on their leadership is discussed, highlighting the need for self-awareness and conflict resolution skills. Key experiences from the author's previous organization inform their leadership approach, emphasizing the value of establishing strong relationships with team members and understanding their issues. The report also identifies a key leadership issue in the author's previous organization, specifically addressing team coordination problems, conflicts, and the HR manager's ineffective handling of employee issues. The author proposes a leadership approach to resolve this issue, emphasizing communication, analysis, and a democratic leadership style to foster cooperation and resolve conflicts effectively. The conclusion summarizes the author's alignment with democratic and transformational leadership styles, recognizing the need for careful application of these approaches to improve organizational performance and culture.

Running Head: Leadership
Organisation and Leadership
Reflective Report
System04104
8/9/2019

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PART-1
Introduction
A leader is a person who motivates, encourages, and guides other people and set a
standard for people to achieve the goals and objectives (Basham, 2012). These qualities of
leader make them different from other and these qualities also attract people towards the
leader. This critical reflection shows my own experience and style of leadership where I
suggest areas for my own improvement and self-development. I am also using various
theoretical models and concept to evaluate my leadership style. The leadership experience
explained in this assignment is also based on my past experience that I have experienced in
my previous work place. My organisational experience helps me to suggest areas of
development in my own leadership style and thinking. This assignment also considers the
leadership style of some of my previous colleagues who were working with me in my
previous organisation.
Critical Reflection on My Own Leadership Style
The term leadership is not found only in organisations or at workplace, rather it is all
around us. Leadership skill enables the people to take one-step forward and take charge of the
situation (Morse & Buss, 2014). Generally, leaders are not born rather they have some
personal traits or credibility that makes them different from other people and people would
love to follow them (Metcalf & Benn, 2013). However, my own thinking about a leader is
that leader should have qualities to influence, motivate, and encourage people so the goals of
individual or group of people or an organisation can easily be achieved. As a leader, I believe
that a leader should be trustworthy and hardworking. The leader should have abilities to
persuade others and influence them to achieve the desired goals (Ayman & Korabik, 2010).
Apart from this, I believe that the capabilities of taking responsibility, punctuality in life, time
management, commitment towards the work, and ability to meet deadlines are so crucial in a
leader and I feel that I have all these leadership qualities. I am very trustworthy and punctual
and I have ability to work in a team. I can also guide people in the team towards the team
goals and take the responsibility of team to get the success in both short term and long term.
In my last organisation, I have won rewards for best team member and appreciated by my

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supervisors for my contribution in the organisation. My supervisor appreciated me for my
hard work and ensured me that when I will complete my course the organisation will offer me
a post of team leader in the organisation.
My Leadership Style
As per the above evaluation of my leadership style, I have found that my leadership
style is related to democratic leadership style. In the democratic leadership style, leader
involves the employees and team members in goals setting and considers the opinion of
people. The democratic leadership style involves the other team member and considers their
opinion but decision is generally taken by the leader of the group (Pereira & Gomes, 2012).
However, the transformational leadership style is another type of leadership in which leader
motivates individuals to perform beyond normal expectations by encouraging and motivating
people (Akeel & Indra, 2013). I have found that I generally prefer to enhance the self-interest
of people and enhance their confidence to perform excellently in the organisation and achieve
the extraordinary missions articulated by the leader. I believe that I have the qualities of a
transformational leadership style and I generally avoid to being a transactional leadership
style in me in which a leader punish or give reward to the employees based on their
performance. The transactional leadership style also called ‘stick and carrot’ leadership style,
which I generally not prefer to use in my leadership. I believe in transformational leadership
style or democratic leadership style that also helps a leader to establish a good relationship
with the followers.
Leadership/ Principles that I do not want to Violate
I think, as a leader one should not break the trust of people. Trustworthiness is the
fundamental necessity in any leader. Although, the other principles of leadership such as
encourages people, set standards, commitment, hard work, and loyalty etc. are as important as
trust, but these all principle of leadership based on the trust. Apart from this, a leader should
also believe in ethical practices and never violate the rules and principles related to work. I
have experienced and saw in my previous workplace that people at the top post in the
organisation generally violates the law and regulations in the organisation. For example, Mr
A was senior sales manager in my previous organisation and he usually coming late in the
office. Another person, Mr B was not punctual in the office and it leaves a bad message
among the employees and people generally assumes that as a leader he unnecessary take the
advantages of their senior designation. When I will be a leader, I will avoid such type of

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things in my organisation and set a standard for people so other people can follow my
approach and give their best to the organisation. Trust is the key thing in positive leadership
and it should not be violated at any cost in the organisation.
Impact of Personal Belief on My leadership Approach
The personal beliefs play an important role in leadership approach (Ekaterini, 2010). I
have seen that some people think that if people are not agreeing with them, it means they are
wrong. I do not believe such type of thinking. Although, sometimes I feel that my feelings are
justified and in such scenario, I normally failed to analyse the opinion of others. However, I
have found that sometimes I become aggressive and it will affect my decision making. For
example, in my previous organisation, I was in a conflict with a team member and I take the
decision to complain against him in the management. However, I need to resolve the conflict
with personal conversation with that particular team member. Sometime it has been seen that
a leader a person see the situation from different perspective and think that people who see
the situation with different perspective are wrong and have bad ideas (Ferguson, Kim, &
McCoy, 2011). However, these types of personal thoughts and belief, I need to avoid if I
want to become a good leader in future.
Key Experience that Informed my Leadership Approach
As a trainee in my previous organisation, I have closely observed and experienced the
key leadership approach of my senior team members. I found that Mr C, who was senior HR
manager in the organisation generally talks and listen problems of the employees. He was
also trying to establish a good relationship with all team members. This approach of Mr C
helped him to understand the problems and issue of employees at very personal level. This
approach helped him to closely monitor the issue and mentality of people in the organisation.
The relationship with people helps him to create a place in the heart of employees and so they
are emotionally connected with Mr C. The advantage of this personal relationship and good
communication with employees helped Mr C to boost the confidence level of his
subordinates and they give their best in their work. A leader should always prefer to establish
a good relationship with employees and closely monitor their performance and should
personally talk to every people about their issues and problems (Morgeson, DeRue, & Karam,
2010). However, I am very frank and friendly with people and these personal traits help me to
understand the problems of other very closely. This would really help me to establish myself
as a good and effective leader in any kind of organisation.

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PART-2
Key Leadership Issue in My Previous Organisation
I was working in a manufacturing company name ABC Ltd. There were more than
150 employees in the organisation. One of the major problems in the organisation is related
with rude behaviour of senior HR manager with employees. Every employee needs support
and care from the top management (Pucetaite, Novelskaite, & Markunaite, 2015). The
employees were very frustrated with their senior HR manager because he never considers the
issues of people rather he avoid every issue with a rude reply. As a leader, it is the
requirement that leader should listen and understand the issues or problems of their
subordinates (Conger, 2015). As a leader, the HR manager was failed to leave a good
impression on the employee. I have seen these situations in the organisation. I was very
surprised that how a leader of an organisation can avoid the issue and neglect the problems of
people rather than resolve the issues of employees. As per discussion with unsatisfied
employees, I found that a leader must be careful about the behaviour and should have
capabilities to listen the problems of others. This approach of leader not only helps to
motivate the people rather it also create a good work environment in the organisation (Frost,
2014).
Brief Overview of the Issue
The issue was related with team coordination. There are more than 150 employees in
the organisation and all have different religion, thoughts, and belief. The issue was related
with a team conflict where one member is facing issue related with other member of team.
Mr X who was the key member in the manufacturing section had a personal conflict with Mr
Y in the organisation. Although both were working in a same team but both have different
ideas about team goals and performance. The conflict was raised because both have different
plan and ideas and they do not like each other so they reject the ideas of each other as well.
Conflict is the major obstacle in the team performance (Mittal, & Dhar, 2015). The bad
relationship between X and Y should require a mutual agreement but both were failed to do
so. Mr X complaint the behaviour of Y to senior manager but the HR manager rejected their
complaints to resolve the situation by mutual conversation and consent. The senior manager
failed to understand the complexity of situation and its impact on the organisation. As a
leader of the team, the manager should talk with X and Y. However, the conflict was
unsolved and it badly affects the performance of the team. After a month, the manager fired

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both X and Y from the organisation because he thought they are damaging the work
environment of the organisation.
My approach as a leader to resolve the issue
As a leader, I would like to talk with both the members of the team and listen bout
their issues. As a leader, a person must have capabilities to communicate people, retrieve
information, and analyse the exact issue or situation and then make a decision to resolve the
issue (Al-Najem, Dhakal, & Bennett, 2012). As a leader of the team or senior HR manager, I
prefer to talk both the parties and allow them one week to resolve the issue, otherwise, I will
take strict actions. Before that, I would prefer the democratic style of leadership to resolve the
issue. A leader must be capable in analysing the issue and make the decision on the basis of
analysis of the problem. A leader must have capabilities to establish a good relationship in the
team members and ensure that every people cooperate each other in the organisation (Gabel,
2012). However, as I believe that a leader should have capabilities of understanding the
problems of others and this leadership skill is inbuilt with my personality, I can easily solve
this problem with my leadership traits.
Conclusion
In conclusion, I can be said that my style of leadership is matched with democratic
style of leadership and transformational style of leadership. As both the leadership styles may
be prospective for the improvement of the organisational performance and also lead to create
a good organisational culture, but I need to apply these leadership styles very carefully. As
sometimes I face the issue of biasness with my own decision, I need to make improvement in
my personal thoughts about people. As a leader, I need to focus on both professional and
personal approach to resolve a situation rather than thinking only about professional decision-
makings.

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