Part A
Conceptualizing and understanding the ‘self’ A framework for students
The article illustrates many insights regarding self-behavior. Culturally and ethnically, everyone is different from others. It seems tough to answer who we are in a diverse culture. In this article, one of the main issues is describing us. Pertinent points and relevant theories are to be presented
Usually, an individual does not know what to explain about himself to others. It looks complex or complicated, and obviously, an effective framework is needed. Another main issue in this article is the development of character. It is a fact that every individual may have a different character due to diversity, cultural differences, and ethnic values. Based on cultural values, stories, experience, and artwork in society, a person can build his character that can be different from others. Many things in like compel, people, to streamline their interests, attractions, and intention. Every man has a limited knowledge domain and perception level. Accordingly, he has to build his character. Ethical values create an impact on human character and behavior.
By explaining or depicting ethical values or norms, a person can streamline his character. It also opens ways to find ourselves regarding character, personality, and leadership. Another main point in the article is the existence of multiple dimensions to understand self-behavior. The dimension, which is quite prominent, is the behavior according to the different circumstances. Behavior or character can be changed due to different situations. The role of these multiple dimensions is vital to understand self-behavior. Finding self-behavior is integrated with these multiple dimensions to derive some key insights. The pertinent theory or model in this article to understand the self is in the limelight.
It is a five-dimension model or framework that highlights different dimensions to understand self. For Instance, these five dimensions are identity, relational self, organizational self, emotional self, and developing self. All five dimensions are effective to describe possible ways to understand self. For Instance, in the developing self, an individual can judge himself by navigating the thinking behavior. In the relational self, a person can identify or understand self by navigating the impact of other’s attitudes, behaviors, and beliefs. In the emotional self-dimension, the framework depicts the level of emotional intelligence in humans. To understand self, a person must have to derive things that contain emotional and sentimental attachments. Identifying is an important dimension. The person’s experience of being himself helps to understand self. We have to meet different people, live together, and share many things in society. The most important thing is how people perceive us. We are what people perceive, and it makes our identity.
This framework also elaborates the dimension of organizational self. In an organization, everyone has to make the difference regarding the work life and personal life. The most important thing is how we manage ourselves in an organization regarding our boundaries, responsibilities, duties, and roles. Professional behavior creates an impact on the personality, which gradually shapes the character, attitude, belief. The five dimensions framework is an effective model to understand self and derive several insights regarding human behavior in society in different circumstances. Another model in this article is the Johari window. To understand self, an individual must know his strengths and weaknesses. What is known to self and others is important to observe or judge. On the other hand, what is not known to self and others is also important to understand self (Wilson & Catley, 2017).
Thus, these are some main points, issues, and pertinent, models, which have been elaborated in this article. Understanding self is important to improve one’s personality and emerge as a great contributor to society.
Part B
Groups and Teams at Work
The main point in this article is the impact of the team or group on organizational performance. Team members in a team have been assigned different roles and responsibilities. In the study group, it was a wonderful experience to share ideas and collaborate to accomplish tasks effectively. It can also be reflected in the following elaboration
Meeting these roles and responsibilities effectively and efficiently is helpful to meet long terms goals and objectives of organizations. Another main point in the article is team diversity. For Instance, remarkable outputs or results can be obtained by combining different skills. People have to share knowledge and enhance collaborative efforts in the team to find better solutions. The concept of the theory of lean production is quite visible in the article. The lean production is explained in the NUMMI case. Through lean production, the management of the company can depict the work process in a systematic way. It improves efficiency, effectiveness and work sustainability in the long run.
Lean production is possible by teamwork. People are divided into different teams and intend to accomplish different tasks quickly. Another model in the article is a multi-member learning cycle to understand team behavior, performance, and effectiveness. Knowledge capital applied, community practice, business process knowledge and capital stewarded are some key elements of the learning cycle. Interestingly, every aspect takes the leverage. The team development theory has been examined in this article. The team can be developed in five stages.
These five stages are Forming, Storming, Norming, Performing and Adjourning. In the forming stage, people or team members have to know each other. In storms, members intend to resolve conflicts due to differences. In Norming, work patterns, work objective, and behavior conduct are streamlined. In the performing stage, team members share tasks and intend to accomplish goals and objectives. Finally, the team can be dissolved after accomplishing tasks (Contu, 2012).
The performance of the team must be improved to increase overall business performance. In the team or group, I have gained experience of team development. I participated in all stages or phases of team development. Therefore, this theory is quite pertinent to my personal experience.
Understanding the Basic team Process
It is necessary for the management of the company to increase the team performance and assertiveness or member by motivating them. Working in a team was a good experience for me. Working with great motivation and objectivity improves the performance of each member.
The main issue or point in this article is motivation. Several motivational tools can be used by the management to enhance the visibility of motivation. How to motivate team members to meet goals and work effectively? It has become a big issue or challenge in model organizations. As far as team performance and motivation is concerned, the article describes social loafing as a key issue. It reduces team performance and motivation. People in different teams are becoming ineffective regarding their efforts. They believe that their efforts are not important to the team. The basic team process is triggered by the motivation process that can make all team members think differently and contributors.
Several points illustrated in the article such as group cohesion, team efficacy, task delegation, and social behaviors are part of the team building process. Through delegation or giving responsibility, members can be motivated to make a difference. Social behaviors should be formed by team management to increase motivation and cohesion. The pertinent model discussed in this article is the process of teamwork. It includes task support, collective efficacy, social support, group cohesion and motivation, and improved team performance. The main point in this article is that team performance can be improved by enhancing motivation. Motivation can increase group cohesion in an organization. It seems purposeful in the company to depict harmony or integrity through group cohesion and motivation (Levi, 2014).
In the modern business era, the better team process can be shaped by the management by better delegations. These are several points, issues, and models, which have been discussed in this article along with some key insights. I have improved my performance in the study group, and it is quite pertinent to the process of the team process that is described above.
Part C
Studying Followers
The main point in this article is fellowship, and it is the backbone of leadership. It has been revealed that people may have a positive or negative impact of leadership. Leadership followership theories along with some insights and impacts are to be illustrated.
The pertinent theory in the article is the social construction of followership. People, instead of perceiving their leaders, must have to perceive their behavior. Self-focus can help to become better followers that can help to identify the difference between right and wrong. Also, self-focus can help to find a rationale behind anything, and it can lead towards better decision-making process. Moreover, the implicit followership theory is also prominent in the article. It describes the impact of leaders on followers (Harding, 2015).
It is imperative to understand the difference between the leader and followers, and through understanding these effective theories, it can also be understood. In the study group, I was a leader. I guided students to divide lessons and help each other improve the learning process. It was the glimpse implicit followership theory.
The Evolution of Leadership Theory
Leadership theory has evolved with time due to different circumstances or situations. In a group study, the situation changed with time. I had to pretend myself as a different leader in different situations.
Different theories have been presented in different eras, and it seems the main point of the article. For Instance, personality, influence, behavior, situation, contingency, transnational culture, anti-leadership, and transformation are some eras, which present different leadership theories. For Instance, in the transformational era, the leadership theory came up differently. The transformational leadership emerged in this era, as many organizations intended to make some changes. It can be said that the leading theory is to be evolved with the evolvements of the organization (Seters & Field, 1990).
Transformational leadership in the transformational era is an example of the theory evolvement. Similarly, in each era, different theories can be obtained. In the group study, I also played the role of transformational leader to make some changes in different situations.
Management derailment: Personality Assessment and Mitigation
The management derailment can be understood as incompetency or failure. Transition management is a better solution to mitigate incompetency in the management process. In the group study, I was prepared and integrated enough to treat students effectively.
This article illustrates the management derailment as the main issue. The management of the company has to improve the performance of the business by improving the management process. People are to be managed effectively by management that can create a positive impact on performance. People in the United States of America, working as managers in different companies, states that they contain stressful job, which creates a negative impact on their performance.
Poor relationships with subordinates, poor image, and performance problems are some key issues, which have been highlighted by the authors of this article? Thus, mitigating and preventing derailment, the model of transition management comes into life. Preparation and integration are two major elements that can help management get rid of these problems. These are some key management principles that can help management to manage effectively. This model articulates the systematic process to treat people effectively and improve the overall performance (Hogan, Hogan, & Kaiser, 2010).
Transition management has become the main solution to mitigate the management derailment. I have faced failure when managing a team of students in the study process. I did not understand the behaviors. However, I have practiced the transition management theory to get things settled.
References
Contu, A. (2012). Groups and Teams at Work. In D. Knights, & H. Willmott, Introducing Organizational Behaviour and Management (2 ed., pp. 116-158). United Kingdom: Cengage Learning.
Harding, N. (2015). Studying followers. In B. Carroll, J. Ford, & S. Taylor, Leadership Contemporary critical perspectives (1 ed., pp. 150-166). London: SAGE.
Hogan, J., Hogan, R., & Kaiser, R. B. (2010). Management derailment: Personality assessment and mitigation. In S. Zedeck, American Psychological Association Handbook of Industrial and Organizational Psychology (pp. 1-28). Washington, DC: American Psychological Association.
Levi, D. J. (2014). Group Dynamics for TEAMS (4 ed.). SAGE Publications.
Seters, D. A., & Field, R. H. (1990). The Evolution of Leadership Theory. Journal of Organizational Change Management, 3(3), 29-45.
Wilson, S., & Catley, B. (2017). Conceptualising and understanding the self: A framework for students. Unpublished teaching resource. School of Management, Massey University, 1-15.
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