Unit 2: Leadership Theories PDF

CULMINATING SCRAPBOOK ASSIGNMENT(Unit 2) By Otis I’ll be doing… Unit 2: (Leadership and Motivation)(Leadership, Leadership Theories) Different situations, requires different types of leaders. Hence, 7 types of leaders were born: Autocratic, Laissez-faire, democratic, paternalistic, transfo...

CULMINATING SCRAPBOOK ASSIGNMENT(Unit 2) By Otis I’ll be doing… Unit 2: (Leadership and Motivation)(Leadership, Leadership Theories) Different situations, requires different types of leaders. Hence, 7 types of leaders were born: Autocratic, Laissez-faire, democratic, paternalistic, transformational, transactional and charismatic leaders. Autocratic: In an urgent scenario, it’s best not to go around asking for everybody’s opinion on the matter, it’s too time consuming. Hence, get one guy to do all the decision making, that being the most brilliant guy out there — the leader, and let the rest of the group follow his command. A huge downside of this is that this treats the employees as slaves that have no say in things, it lowers the morale and causes them to rebel if they can’t hold it in anymore. Hence, autocratic leadership works best over a short period of time. Democratic: The opposite of autocratic. The staff has the absolute control over the leader’s decision depending on the majority of votes and it takes a longer time to make decisions. This results in high morale, with most of the employees satisfied with the job. The leader tries to implement the results of the voting, hence they are more hands on. Laissez-faire: Similar to democratic. The subtle difference is that staff has full autonomy and control over their work, they don’t need to vote, they can just do the work the way they want. There is a high level of trust within the office as their staff is typically highly skilled. However, they can’t be kept entirely directionless or else they don’t know what to do, hence the leader may sometimes set goals and deadlines for them. The leader facilitates organizing projects and allocating resources. Unit 2: (Leadership and Motivation)(Leadership, Leadership Theories) Paternalistic: “Pater”—Father in Latin, is a symbolic representation of how the leader is going to be viewed by his staff, like a father– the head of the family. A family typically has a high level of trust towards the father, hence the leader is also going to have the same amount of trust coming from the staff about how he is trying to do what’s best for them and the company. But the father also have to listen to his children, it goes the same with the leader. Therefore, the leader listens to his staff but has the final say in things. Transformational: A leader that does not follow traditional norms. Often strive for positive change for the organization’s culture, hence employees feel valued. They provide the emotional support needed for their staff, in order for their employees to benefit the organization in the long term by willingly committing to the job. Transactional: Opposite of transformational, uses the traditional method of a merits based system. As the name implies, it is a “transaction” - they only give you the job only if you give them something in return. There are no emotional attachment, nothing. Every employee are just robots in a machine. Unit 2: (Leadership and Motivation)(Leadership, Leadership Theories) Different situations require different treatment. This is why there are multiple types of managers. They are classified by 2 axises, concern for people and concern for production. This is here because if people are bumped out, they are not motivated to work. However, if people are not instructed and regulated properly, they slack off. It is important to find the middle ground for people to work the most effectively. However, everybody’s “middle ground” is different as some people are type A and some type B, some are self-motivated some are not, this is why only having the “middle-of-road” manager style is not enough, as people’s individual centre has varying degrees of deviations from the center of the graph. That's why there are 4 more manager styles to accommodate for that deviations, country club for hard workers, authority-obedience managers for slackers, team managers for people with neither traits, and impoverished managers for both traits. Unit 2: (Leadership and Motivation)(Leadership, Leadership Theories) As I have previously said, the workers have varying degrees of “middle ground” based on their personalities. It can be further elaborated with 2 axises, support required and guidance required. The lower the guidance required and the support required, the better—the manager changes their approach based on where their employees fall into the grid, if the employee is well-rounded, there’s less effort that needs to be made, hence, delegating corresponds to improvised, participating corresponds to country club, team manager corresponds to selling, telling corresponds to authority obedience. Unit 2: (Leadership and Motivation)(Leadership, Leadership Theories) Advantage: The advantage that my manager is an Authority-Obedience Manager is that it makes the our coding more frequent and efficient. We communicate through discord and do not actually know each other in real life, so he doesn’t have to be concerned about personal connections with us. Our past conversations with each other only include hitboxes, the storyline and the game mechanics, no chit chat involved. In this working environment, I was able to focus more on work, and get constant feedback from my manager if I mess up , instead of getting a ted-talk. Due to the style of leadership, with employees working as efficient as us, the organization was able to release an early demo of the game within only a few days. Disadvantage: The disadvantage of my manager being an Authority-Obedience Manager is that it distances the relationship between his employees and does not give them motivation to work. Personally, I feel as if I am just a cog in the machine when I desire praise for my long, hard work of trying to improve the storyline from being too “edgy” while all I get was just a “what?” from the boss because I annoyed him after notifying him on my new idea. Perhaps this was why the staff does not engage much with conversing as they are dissatisfied with their treatment. Hence, although the development may be fast, due to the style of leadership, the quality of the work isn’t so great, as people cannot voice their opinions on how to improve the game if they were careful enough to spot the imperfections apart from the boss. Unit 2: (Leadership and Motivation)(Leadership, Leadership Theories) Undertale No Mercy vs StoryFell I recently also applied to be a programmer for StoryFell(Otis 2nd Discord, 2025). After inviting me to the discord server, the manager does nothing at all other than talking about music. Everything was chill and relaxed, as one of the staffs, I was not forced to do any work about how to program the game or make characters. We sometimes even joke around, talk about global politics, etc. This is why she is a country club manager. It is opposite to my manager in Undertale No mercy(Otis 1st Discord,2025), who is an authority-obedience manager,where he would constantly demand the work to be done in an instance. The staff are always under constant stress. The boss made me do extra work. I found myself so busy that I was not only doing programming, I was also making the dialogue, designing the character’s looks and improving upon the story’s structure, which weren’t required for me to do as I only signed up for programming. However, Undertale No Mercy was more successful than StoryFell as the early game demo was released sooner, which is all thanks to our manager constantly pushing us to work, making us more efficient. The reason why they have different approaches is that StoryFell is more like “fans making fan games” but No Mercy is more like “making a product that would probably get us some money in return”. Unit 2: (Leadership and Motivation)(Leadership, Leadership Theories) Undertale No Mercy: Although my manager can be classified as an authority-obedience manager in some instances, there are traits of my manager that would indicate that he is a country club manager instead, that pops in and out of existence from time to time. The theory only allows a person to have 1 manager style maximum, but he has at least 2. For example, although he does not chit chat with his employees and only tell them to work, he seldom chit chat with his fans, building up the organization’s reputation, as well as understanding what the fans think of the game, so staff can add or subtract parts of the code based on their preferences to make it better. StoryFell: In contrast, the theory perfectly describes this manager as a country club manager as all she does is chat about music preferences and leave the staff entirely to their own demise. She doesn’t really care about the progress of the game, so the discord server serves more of a friend’s hang-out group than an actual business, as she puts it, “chill out, little man, it’s just a fangame, no need to get all worked up”. She doesn’t even check up on the progress twice once a month, so she is not as active. Is the Blake & Mouton’s an effective way of classifying manager styles? Based on the 2 examples above, it is half-effective as only 1 out of 2 of the examples work. Unit 2: (Leadership and Motivation)(Leadership, Leadership Theories) BOH4M - 2.4c - LN, Leadership Theories use this (2025). Chris Butcher https://docs.google.com/presentation/d/16rc5VVhdi4B1v9UdQ-Z6i3ggZv138aarz5jpTuJr1R8/edit#slide=id.p1 2nd discord message(2025) Otis Wong https://discord.com/channels/@me/1324119423111532616 1st Discord message(2025) Otis Wong https://discord.com/channels/@me/1323963454692003861