Think Back To A Time When You Worked For A Supervisor ✓ Solved

Think back to a time when you have worked for a supervisor who

Think back to a time when you have worked for a supervisor who moved from one leadership style to another based on situational variables described in the Long and Spurlock (2008) article. Describe the situation and variables that prompted the change and what made it effective, or what may have been done differently to make it more effective. (If you have not been in this situation, describe what you think you might experience in a similar situation.)

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Throughout my career, I have had various experiences with different leadership styles from my supervisors. A significant example that stands out is when I worked on a project team, and my supervisor transitioned from a democratic leadership style to a more autocratic approach due to the circumstances and challenges we were facing. This shift was influenced by several situational variables that are well-articulated in the article by Long and Spurlock (2008).

The project involved developing a new software tool for our organization, and initially, our supervisor employed a democratic leadership style. This approach encouraged teamwork, fostered open communication, and allowed team members to contribute their ideas during the early stages of project planning. The democratic style was effective because it created an environment of trust and collaboration. Team members felt valued, which increased our commitment to the project and resulted in innovative ideas that enriched the project's initial concept.

However, as we progressed into the development phase, we encountered unforeseen technical challenges that threatened our deadlines. The pressure to deliver the project on schedule became intense as upper management emphasized the need for a quick turnaround to meet organizational goals. In response to this situation, my supervisor decided to adopt a more autocratic leadership style. This change was driven by the need for immediate decision-making and a clearer structure to navigate the complexities we were facing.

The shift to autocratic leadership involved clear directives from my supervisor, who began making decisions with less input from the team. While this style contrasted sharply with the earlier democratic approach, it was effective in swiftly addressing the technical issues. For example, my supervisor mandated specific tasks for each team member based on their expertise and established strict deadlines for completion. This method helped streamline processes and eliminated confusion, allowing us to focus on resolving the technical challenges rather than getting bogged down in discussions.

However, the transition also had its downsides. The abrupt shift in leadership style led to some dissatisfaction among team members, who felt their contributions and ideas were undervalued. This change triggered a sense of frustration, as team members who had previously enjoyed a participative role found themselves in a more rigid environment. The morale within the team began to decline, which could have hindered our creativity and problem-solving capabilities.

To enhance the effectiveness of this leadership transition, my supervisor could have implemented a more blended approach. For instance, while maintaining the necessary autocratic style for decision-making, she could have allowed some space for team input, especially concerning the technical solutions. Acknowledging team members' expertise during such critical phases could have fostered a sense of ownership over the project, ultimately leading to greater engagement and innovation even under pressure.

If I were to encounter a similar situation in the future, I would recognize the importance of flexibility in leadership styles. I would ideally like to maintain open communication with my supervisor about the changes being implemented and their rationale. As an employee, expressing concern over the shift would not only provide feedback but also encourage a more inclusive environment. Engaging in discussions about work styles could foster mutual understanding and maintain morale and creativity despite the pressures faced.

In conclusion, the ability of a supervisor to adapt their leadership style according to the situational variables can significantly impact team performance and morale. In my experience, the transition from a democratic to an autocratic style allowed for quicker decision-making but also risked lowering team morale. A balanced approach, inspired by feedback and recognition of team contributions, would have been more beneficial. Understanding situational variables and being adaptable in leadership can lead to effective project management, ultimately benefitting both leaders and their teams.

References

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