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Leadership and Organizational Behavior
Critical Reflection 
From my previous job, there was a project where I lead a team of two. The project was                                   
confidential, so it was crucial the discretion of the team, since it was a project to be launched                                   
during the next months. The project consisted on an analytical research in order to develop the                               
project, on the first stage they had to hand in the documentation of their findings, next was the                                   
development plan of the project, and lastly the delivery of the final document to execute. Further,                               
the members were going to be recognized for the project (reinforcement). Member X, was                           
always on time and in contact with the team, while member Y never deliver the required task on                                   
time, Y tended to always have a convenient excuse to justify missing the previously agreed                             
deadline, and later giving a work that didn’t meet the standards, likewise, Y wanted to have more                                 
information that needed. Moreso, in the multiple meetings we had related to this topic, we                             
discussed the way that Y could work in a more efficient way. Findings during this meeting were                                 
that we could work hand-in-hand in a more flexible work time. Nonetheless, even if Y had enough                                 
chances and flexibility, it didn’t improved Y’s job.  
While this was happening, the boss was expecting results in a qualitative, rather than fast                             
manner, even though there was a deadline, the boss was understanding for more chances on this                               
member. For the purposes of this project the contract stipulated that the responsibility was to                             
deliver their works on specific jobs and time, so at any given time, the members must have reach                                   
out in order to organize the tasks depending on the problematic, something that didn’t                           
happened.The members always had weekly meetings in order to understand what each of them                           
were doing, and to speak up on any matter that they wanted to discuss. By the end of two                                     
months of the project, little progress was done by member Y. At a meeting with the manager, this                                   
topic was discussed and while it was agreed that Y was given enough chances and that Y was                                   
delaying the project. It was concluded that this member wasn’t a good fit for the job and must be                                     
lay off, something that was my responsibility to do.  
From the course, we had learned that from the bases of power, coercive power is used when                                 
firing someone. While, the environment of the project needed more reliable members on this                           
project (legitimate power), as the contract stipulated. Y needed to be laid off, and by giving                               
feedback from their job done, and giving Y the reasoning behind this decision, Y was fired                               
without further problems, nonetheless the project was delayed, and as a two member team we                             
had to finish the task on time, taking more resources and time to finalize the project. 
In conclusion, a leader must foresee if there are red lights that might affect the project. While a                                   
leader can be empathetic with one’s problematic, and be an open-minded leader that will allow                             
the member of their team to open up and communicate, a leader must use emotional intelligence                               
to understand if this might be an issue that will or will not affect the task assigned. Being a                                     
leader, is not an easy task, communication is a must, but the consequences fall into the team                                 
leader, rather than on its members. 

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Critical reflection

  • 1. Leadership and Organizational Behavior Critical Reflection  From my previous job, there was a project where I lead a team of two. The project was                                    confidential, so it was crucial the discretion of the team, since it was a project to be launched                                    during the next months. The project consisted on an analytical research in order to develop the                                project, on the first stage they had to hand in the documentation of their findings, next was the                                    development plan of the project, and lastly the delivery of the final document to execute. Further,                                the members were going to be recognized for the project (reinforcement). Member X, was                            always on time and in contact with the team, while member Y never deliver the required task on                                    time, Y tended to always have a convenient excuse to justify missing the previously agreed                              deadline, and later giving a work that didn’t meet the standards, likewise, Y wanted to have more                                  information that needed. Moreso, in the multiple meetings we had related to this topic, we                              discussed the way that Y could work in a more efficient way. Findings during this meeting were                                  that we could work hand-in-hand in a more flexible work time. Nonetheless, even if Y had enough                                  chances and flexibility, it didn’t improved Y’s job.   While this was happening, the boss was expecting results in a qualitative, rather than fast                              manner, even though there was a deadline, the boss was understanding for more chances on this                                member. For the purposes of this project the contract stipulated that the responsibility was to                              deliver their works on specific jobs and time, so at any given time, the members must have reach                                    out in order to organize the tasks depending on the problematic, something that didn’t                            happened.The members always had weekly meetings in order to understand what each of them                            were doing, and to speak up on any matter that they wanted to discuss. By the end of two                                      months of the project, little progress was done by member Y. At a meeting with the manager, this                                    topic was discussed and while it was agreed that Y was given enough chances and that Y was                                    delaying the project. It was concluded that this member wasn’t a good fit for the job and must be                                      lay off, something that was my responsibility to do.   From the course, we had learned that from the bases of power, coercive power is used when                                  firing someone. While, the environment of the project needed more reliable members on this                            project (legitimate power), as the contract stipulated. Y needed to be laid off, and by giving                                feedback from their job done, and giving Y the reasoning behind this decision, Y was fired                               
  • 2. without further problems, nonetheless the project was delayed, and as a two member team we                              had to finish the task on time, taking more resources and time to finalize the project.  In conclusion, a leader must foresee if there are red lights that might affect the project. While a                                    leader can be empathetic with one’s problematic, and be an open-minded leader that will allow                              the member of their team to open up and communicate, a leader must use emotional intelligence                                to understand if this might be an issue that will or will not affect the task assigned. Being a                                      leader, is not an easy task, communication is a must, but the consequences fall into the team                                  leader, rather than on its members.