Group experience reflection
First of all, reflecting on the group experience, it should be mentioned that the management style adopted by the group was the democratic style. Such a choice of management style met the requirements set before the group the most efficiently.
The group work was organized in the following way. Before the group work began, the leader was chosen. Next, the leader evaluated the group task and began to work towards this task completion.
The group was formed without knowing each other. Team members tended to behave independently and did not trust one another.
The group worked on the presentation. The focus in this group presentation was to identify the problem within the organisation and be able to think in-depth and develop management skills on how to resolve and manage the crisis that might arise within the group by applying the appropriate theory.
In addition, the group members worked with the case study given by the tutor. The case study was researched together. Next, the tasks were allocated. At this point of the group work, the problems began because of the arguments and unwillingness to cooperate. The team members did not want to accept the given tasks. This difficulty appeared the main cause of the disagreement.
To solve this complicated problem, the leader used the democratic management style. The leader reminded the team of the agreed rules and the guidelines set by the group.
The group members assembled for the coprocessing tasks. In week 8, the group went to have a meeting with the seminal leader. Their purpose was to get a piece of advice on their work for the presentation. In addition, the group members aimed to take feedback on their progress. The ultimate goal of the group members was to complete their tasks and send them to the group leader.
Analysis of the situation suggests that the chosen management style turned out successful to achieve the goals set in front of the group. The essence of the problem was skillfully identified by the leader. Seeing that the group members wanted to be heard and they needed consideration of their unique skills and abilities, the leader made the right decisions. Adoption of the democratic management style was the right decision thus because the team members wanted to have a part in the decision-making.
Analysis of the Management Style and a Critical Review of the Team’s Approach
The democratic management style is based on the principle of participation (Northouse, 2015). Its main components are consultation, consensus, and persuasion during the whole process of decision-making (Dogaru, 2012). The democratic management style assumes that final decision-making is done by the leader (Boykins et al., 2013).
The team’s approach to task completion and cooperation can be justly qualified as the democratic management style. Such a conclusion can be supported by the fact that the leader encouraged team members’ participation in the decision-making, reached consensus but left the right of final decision-making for him.
Management Style Questioner Reflection
Reflecting on the ‘management style’ questionnaire filled at the start of the semester, it should be stated that the writer’s approach to management changed since the questionnaire was completed for the first time. Particularly, the writer began to view leadership and teamwork as a united system, in which the most important point is effective cooperation based on mutual respect (Northouse, 2015). The writer also concluded that for the situations where consensus should be reached, it is important to allow the group members’ participation in the decision-making.
From the course materials and the additional academic sources researched by the writer, one realized that the team members often need their right to democracy to be realized (Northouse, 2015; Burke & Barron, 2014). Employees want to be a part of the decision-making process (Harper, 2013). This is the truth about the group work in the given case. Some leaders prefer thinking that an autocratic position is more effective. However, the situation the group faced proves that cooperation is crucial to have a good result in group work.
A good leader knows how to guide without pressure (Northouse, 2015). The group leader in the given project demonstrated excellent skills of guiding without tension. This wise behaviour helped the leader to resolve the conflict with those group members who refused to cooperate.
The writer understood that supportive communication from the leader was welcomed by the group members. When the group leader showed interest in the good results accomplishment and provided helpful feedback regarding their parts of work for all team members, the task completion progress became steadier.
Theories of Management Styles
There is a row of theories of management styles. These theories can be split into four groups. Behavioural theories assume that the major aspect of the management style is the leader’s behaviour (Harper, 2013). Behavioural theories focus on the leader’s works and based on them, they qualify the leader’s management style. Contingency theories focus on the situation the team is facing (Harper, 2013). Based on the situation, they offer the leader recommendations as for the choice of the management style, which is the best for the current state of affairs. Trait theories view leaders as owners of certain character traits that influence their management styles. Trait theories state that leaders choose the management style that best fits their personality (Harper, 2013). Finally, power and influence theories assume that leaders use various management styles depending on their views on power and authority (Harper, 2013).
Reference List
Boykins, C., Campbell, S., Moore, M. & Nayyar, S. (2013) An empirical study of leadership styles. Journal of Economic Development, Management, IT, Finance, and Marketing, 5(2), 1-31.
Burke, R. & Barron, S. (2014) Project management leadership: Building creative teams (2nd Edition). Somerset, NJ, John Wiley & Sons, Incorporated.
Dogaru, M. (2012) Practicing management styles in organizations. Valahian Journal of Economic Studies, 3(1), 59-62.
Harper, C. (2013) Exploring the relationship between management style and work-life balance. Colorado, Technical University.
Northouse, P. (2015) Leadership: theory and practice (7th ed). London, Sage.