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BUSI 1323 | Leadership in Organisations University of Greenwich _____________________________________________________________________________________

University of Greenwich

BUSI 1323 – LEADERSHIP IN ORGANISATIONS

STUDENT ID: anhdhgbh17012 WORD COUNT: 2167 words DATE OF SUBMISSION: 8th July, 2019

VIETNAM 2019

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BUSI 1323 | Leadership in Organisations University of Greenwich _____________________________________________________________________________________

Table of contents Table of contents………………………………………………………….……02 Introduction……………………………………………………………………03 Stage 1: Reflection on previous experiences and role models……….…..…03 Stage 2: Reflection on group interactions…………………………………...05 Stage 3: Reflection on personal future leadership plan………………….….08 Conclusion……………………………………………………………….……..10 References……………………………………………………….……………..10 Appendix………………………....………………………………………...…..11

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BUSI 1323 | Leadership in Organisations University of Greenwich _____________________________________________________________________________________

Introduction ____________________________________________________________________________ Currently, the working environment offers bunch of diverse obstacles that dig out the executive’s performance. Doubtless, high performance requires high level of leadership characteristics with the power of self-driven. The nature of issues address such each individual to have unique and strong abilities and qualifications. Therefore, this paper will describe deeper illustration into 3 stages: Reflection on previous experiences and role models, reflection on reallife group interaction and reflection on personal future leadership plan.

Stage 1: Reflection on previous experiences and role models ____________________________________________________________________________ How could I currently describe myself as a leader? In reality, I refer myself as a person who will be the leader in most situations. First of all, I have passion, which means I tend to be responsible to meet high quality and positive results. Being motivated and inspired drives me to do the best. Second of all, my ambitious characteristic boost me to aim myself and gain benefits from obstacles. That is why I am always ready to seek opportunities to be better. Thirdly, I am highly organised which means I can keep deadlines within strict detail orientations. Indeed, I consider myself as a ‘natural leader’ due to my personal skills such as communication skills, management skills and multi-tasking skills. The first time I was chosen to be the leader because my co-teammates always see me with ‘the trustfulness’. From then till now, I always play the leader position when working in group. Aside from leader, if I am a bystander, I will engage to the situation (which relates to my work). Being an engaged bystander means I can give an observation for this emergency which insiders cannot see and think. With this help, I can defuse the emergency or stable things directly. Indeed, all roles play important influence to the decision and its consequence. 3

BUSI 1323 | Leadership in Organisations University of Greenwich _____________________________________________________________________________________

Throughout 21 years, parents are always my noticeable role models, mostly my father. They are the first leaders in my life and my family is the first place that I shaped my views of leadership due to previous experience. As personal perspective, my father follows transformational leadership style because the way he compel my future vision very optimistically and enthusiastically (Hughes, 2014). Whereas he is Inspirational Motivation, I prefer myself as Idealised Influence. Till now, positively I always try to become an independent business woman who can be multi-tasking but still keep my satisfaction with job and my organisational commitment. However, it also leads to some ‘bad’ personalities such as perfectionist, greedy and conservative. Unquestionably, I will continue to improve my personal value, including hard working, confidence and power and so on. My previous experience being a leader There is twice I played leader position. The first time is when I did group assignment and the second time is when I planned my class’s camping trip. There are conflicts between my teammates, mostly because of dissent. In order to overcome obstacles, I tend to influence and persuade them by using 2 ways: Listening and being flexible. It is important to know that belief and incorporation play significant role to build up a relationship. Thus, I played as an engaged bystander, this action created the atmosphere of mutual trust and respect to all of my members. Additionally, flexibility always solve problems. Thus, even my teammates are stubborn or not, they were likely to follow my directions. That is why I handled my groups’ negotiations conflicts very well. As mentioned above, I consider myself as Idealised Influence in Transformational Leadership style and I am kind of satisfied in present. Evaluating my leadership skills, I have high self– concordance due to my positive affect, agreeableness and emotion recognition (Sheldon and Linda, 2001). Personally, it is not too hard to guide the direction for the whole group. However, there still includes some bad characteristics I need to change and some skills I should improve. In fact, I put too much effort on my teammates which leads them to pressure. Besides, because of trying to be perfectionist, I tend to focus on noticeable members that refers to the favouritism and the injustice.

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BUSI 1323 | Leadership in Organisations University of Greenwich _____________________________________________________________________________________

The positive side and potential opportunities Currently, flexibility is the ability which I do value most because being flexible means I still can learn, change and adapt new things. In fact, my business role model is Steve Jobs, the founder of Apple, who is seen as one of the most iconic transformational leadership model. He had great passion for perfection and simplicity. Indeed, Steve Jobs had got engraved into his subordinates who were working at Apple. He tended to influence and control human’s mind to think more creative and unique. That is why Apple is the stable pioneer in its tough mobilesector industry. Basing on the example of my role model, I set myself 3 personal development goals to be better leader, including: Enhancing personal productivity, eliminating stress and getting along with others.

Stage 2: Reflection on group interactions ____________________________________________________________________________ The interaction with team members This course required all students in class to engage the challenge of the project. Indeed, all students must brainstorm their own experience and engagement at Greenwich. As a team, me and other 6 members, including Tien, Linh, Khanh, Trong, Trung and Thao were working on academic/ feedback/ study support aspects. This project aims to fulfil one main goal: Identifying this aspects’ issues and recommending solutions. In order to negotiate with others, we discussed after classes and online through Facebook Messenger. I am the leader and have the most influence to the decision making process. According to Dr Meredith Belbin, there is a phenomenon called Apollo Syndrome. This term refers to a team that involves individuals whom spend exclusive time just to debate and shape other’s perspective, negatively (Belbin, 1981). Luckily, my team did not follow this phenomenon. Indeed, all members have respect to each other’s perspective.

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BUSI 1323 | Leadership in Organisations University of Greenwich _____________________________________________________________________________________

In order to interact with other members, we personally aware of each individual strengths and weaknesses. Evaluating of members during working process, all members had good attitude and they all knew the way to encourage and inspire the others. Hoang Anh, Tien, Linh and Thao are four members who have high level of self-awareness. However, there are still some passive members who played bystander role, including Trong, Trung and Khanh. As personal overview, they are also the members who are ‘second fiddle’ in my group, but they has great willingness to represent themselves as a positive member. Being the leader means I must take responsibilities to keep tasks on track, but literally, Tien is the one who always voice her ideas first. As a part of the team, it seems that sometimes a few teammates could not understand all theories and required tasks. In this aspect, Linh and Thao did a great job when they guided again in a very conscientious way. Personally, I did never hesitate to ask others’ thinking, interest and motivation while discussing and negotiating. Therefore, I know the way to find the common opinion for everyone in my group. Group’s interests and motivations As observed by Sainsbury and Walker (2009), the interaction and collaboration between twosides self in a group refers to the efficiency and productivity of each individual’s motivation and interest. From the beginning, we started by ‘learning’ each other in order to find personal perspectives, skills and abilities. It led to the shaping group’s point of view, indeed. Additionally, friendly conversation helped sharing ideas and interests easily. That is the reason why divergences does not a matter. Generally, our group spent almost time to work individually to avoid conflicts. Therefore, each participant could contribute and gain experience comfortably. During working process, all team members, including me, have same common interests and motivations. We tended to follow assignment requirements which involves pointing out issues in academic/ study and feedback aspects and recommending suitable solutions. Due to used strategy, there was no conflict between our interests. Discussing about personal interest and motivation, I aimed to enhance both my personal hard skills and soft skills. Specifically, I want to improve my leadership skills via applying some theories. Others just wanted to meet assignment and project’s requirements.

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BUSI 1323 | Leadership in Organisations University of Greenwich _____________________________________________________________________________________

Personal development goals As mentioned above, I aim to enhance personal productivity, eliminate stress and get along with others. During teamwork time, I did practice to be a better leader. Specifically, in order to get better performance, I set plan and also make to-do lists for members in my group. Thus, all team mates can stick to working process whereas they are attend or not. Besides, to-do lists help me pay attention to work and its positive side. Hence, there was less stress than usual to me and working on this project seem kind of fluent. Through team meeting and online discussion, I had chance to get along to other teammates. Considering about other members, most members tended to improve their personal KSAs (knowledge, skill and ability). That is the reason why during working process, Tien, Thao and Linh have an outstanding contribution to group’s performance. There is no doubt when saying that all these members’ KSAs has been improved a lot after this course. On the other hand, even being a leader, I still could not figure out others’ personal development goals, including Trong, Khanh and Trung. Thus, it is hard for us to help them develop themselves. However, till now, our project seems kind of successful. However, it may happen a scenario that the results are not like my expectations. My leadership style might be not useful and feasible in the situation. Or, during the action process of improving personal development goals, I may make mistakes and conflicts. Thus, it is no doubt if members can feel confused and disrespectful. In these cases, as a transformational leader, there are two possible tactics. The first one is to modify my goals to some other things which are more related to the whole groups’ adaptability and objectives. The second way is to enhance all members’ personal development goals at the same time.

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BUSI 1323 | Leadership in Organisations University of Greenwich _____________________________________________________________________________________

Stage 3: Reflection on personal future leadership plan ____________________________________________________________________________ Vision of future dream leadership kind As personal self-assessment above, I call myself as an Idealised Influence and always want to become a successful transformational leader. Therefore, to fulfil myself, I need to improve three other ‘I’, including: Inspirational Motivation, Intellectual Stimulation and Individualised Consideration (Hughes, 2014). Indeed, it is related to my three personal development goals. During teamwork process, I had chance to enhance Inspirational Motivation and Individualised Consideration. Specifically, I changed the way to talk to my teammates more encouragingly and enthusiastically. Besides, being confident help other members to have more motivation to meet group’s objectives. Moreover, because all members study in a same course, I had a chance to discuss and coach them easily and directly. I could find the most suitable treatment to each member due to his/ her particular abilities, needs and inspiration. However, I could not improve my Intellectual Stimulation. The topic scope is kind of narrow; therefore, it seems hard to explore individual’s view to look at an issue and think from diversified angles. Journal entities This table above illustrates all works we have done in five classes. In specific, I was the leader in every working group time. In order to let everybody pay their attention, the first ten minutes always is used for individual work. It means that each person must read the case; therefore, they can give their own opinion afterwards. In the first three topic, we had chance to study about transformational and transactional leadership styles. That is when I figured out my personal leadership style. In the two last ones, there are some new styles that are shared leadership, contingency model and House’s Path Goal theory. After these five main topics, I had chance to understand more specific about my own style and also found some new ways to improve my KSAs and reduce personal obstacles.

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BUSI 1323 | Leadership in Organisations University of Greenwich _____________________________________________________________________________________

Teamwork diaries and team members’ assessment These two tables following describe our working group activities and each member’s contribution and their evaluation as well. In short, all members did great work while there was no one miss the deadline. Our work went kind of fluent. As personal opinion, the reason for this ‘success’ is due to the awareness of each member’s strengths and weaknesses and we also knew how to give tasks for each of them.

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BUSI 1323 | Leadership in Organisations University of Greenwich _____________________________________________________________________________________

Conclusion ____________________________________________________________________________ In summary, leadership always is seen as an integral part of every aspect in the daily life. Doubtless, everyone can be the leader of his own life, from families to workplaces. After studying BUSI 1323 course, it can be concluded that everyone must know the way to be the leader of his own life. Their success is definitely depended on their personal leadership style, indeed.

References ____________________________________________________________________________ Hughes, T. A., (2014), “Idealized, Inspirational, and Intellectual Leaders in the Social Sector: Transformational Leadership and the Kravis Prize”, CMC Senior Theses, page 906, available from: https://scholarship.claremont.edu/cmc_theses/906/. Belbin, M., (1981), “Management Teams – Why They Succeed or Fail”, ISBN: 0-7506-02538, available from: https://www.teamtechnology.co.uk/tt/t-articl/apollo.htm. Sheldon, K. and Linda, H., (2001), “Self-concordance, goal attainment, and the pursuit of happiness: Can there be an upward spiral?”, Journal of personality and social psychology, vol. 80, no. 1, pp.152-165, available from: https://www.researchgate.net/publication/12134962_Self -concordance_goal_attainment_and_the_pursuit_of_happiness_Can_there_be_an_upward_ spiral. Sainsbury, E and Walker, R. (2009), “Motivation, learning and group work – the effect of friendship on collaboration”, Motivating Science Undergraduates: Ideas and Interventions, UniServe Science Proceedings, pp.118-124, available from: https://openjournals.library.sydney .edu.au/index.php/IISME/article/viewFile/6213/6861

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Appendix ____________________________________________________________________________ Presentation slides

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Journal entities

Figure 1: Journal working dairies

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BUSI 1323 | Leadership in Organisations University of Greenwich _____________________________________________________________________________________

Teamwork diaries

Figure 2: Teamwork diaries

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Team members’ assessment

Figure 3: Team members’ assessment

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