tiểu luận quản trị học analysis of the leadership in boss da market gia khánh lê

After analyzing the leadership of the woman in the video based on the theories and models that we have learnt about the Leadership in Management, our group hopes that we can bring you the clear understanding and knowledge of the effective and efficient in leadership styles and support you to get the goals successfully In addition, we hope you are able to apply suitable theories, models and styles to become a better manager in the future A INTRODUCTION I Rationale of study Knowledge is not the only thing leading to the individual success, especially in this day and age It is necessary to have other soft skills such as managerial, decision-making, planning skills, which help you become more productive in work and easier in daily life Leadership skill is one of the most important one that everyone want to acquire and get all of it, however, there are few people having a full comprehension of leadership This report is going to give a complete analysis of leadership with the hope of helping people to gain base knowledge then put it into practice It is not totally an intrinsic trait but something you can learn to get, to improve day by day in order to develop yourself along with your community It is quite easy to know whether you are capable to be a leader or not but it takes time and effort to learn to become an effective leader And this report is an answer to that question II Research objectives This study was carried out to deliver a fundamental comprehension of leading in an easy and practical way with the purpose of providing basic knowledge and various approaches to apply leadership skill in reality III Research methodology Through a video of familiar scenes in daily life, the study covers all aspects of life and all kinds of human irrespective of ages, genders and jobs escpecially the ones who are intended to become a good leader but have no idea where to begin IV Scope of study Qualitative Method: Using this type of methods, we concentrate on describing a specific situation through observations to gain an understanding of problem; therefore, help to develop ideas for potential quantitative research References and Observation Method: Methods to analyze include specific theoretical perspectives and explaining leading types We combined references and observation so that we could finish our task professionally and apply the knowledge and lessons we have learnt into the real life While references gave us a reliable source of information helping to understand the skills and the topic better, we took advantages of observation from reality and movies to be able to have a practical overview of the leading process V Structure of study This report will summarize out process to create the final product and express our point of views eight parts: Abstract, Introduction, Literature Review, Research Methodology, Findings and Analysis, Recommendations, Conclusion and Appendix While Abstract starts with the initial problems by raising a broad question, the other will help narrow down, focus on the root of problem by our approaching methods (observe, analyze data), then finally reach the conclusion and giving some recommendations for the concern B LITERATURE REVIEWS I Types of power Leader power is their right and capacity to influence work actions or decisions Five sources of leader power have been identified: legitimate, coercive, reward, expert, and referent Legitimate power: Legitimate is similar to authority Legitimate power represents the power a leader has as a result of his or her position in the organization Although people in positions of authority are also likely to have reward and coercive power, legitimate power is broader than the power to coerce and reward In the video, the main character is the market owner and she has the right to collect rents as well as invite others to join her market Coercive power: Coercive power is used to punish or control Followers react to this power out of fear of the negative results that might occur if they don’t comply Managers typically have some coercive power, such as being able to suspend or demote employees or to assign them work they find unpleasant or undesirable When the butcher continued to used wrong scale, the woman broke up the scale and threatened him not to that again Reward power: Reward power is the power to give positive rewards A reward can be anything that a person values such as money, favorable performance appraisals, promotions, interesting work assignments, friendly colleagues, and preferred work shifts or sales territories The woman did encourage sellers in the market, which represents spiritual reward for them Expert power: Expert power is power based on expertise, special skills, or knowledge If an employee has skills, knowledge, or expertise that is critical to a work group, that person’s expert power is enhanced The woman in the video must have so much experience in sales for years that she was able to open a market for other sellers to help them with job opportunities This expert power itself results in referent power Referent power: Referent power arises because of personal desirable resources or personal traits If I admire you and want to be associated with you, you can exercise power over me because I want to please you Referent power develops out of admiration of another and a desire to be like that person Although the market owner in the video is rude, all seller in the market still respect her for what she did for them For instance, she asked the coconut man to join her market due to his poor conditions II Traits approaches Arising from the “Great Man” theory, the trait approach is a way of identifying the key characteristics of successful leaders It concentrates on the idea that great leaders are born with the given abilities, and not a learned ability Individuals are brought into this world with all of the characteristics needed to become a great leader The trait approach theory, of course, comes with a fair share of controversy Numerous studies have tried to narrow down the specific personality traits that make up a good leader Nevertheless, the results have always been controversial Although those that were found might be good traits, they are not necessarily exhibited by all leaders However in those studies, there were factors that appeared more than the others, namely ‘drive’, ‘self-confidence’, ‘honesty & integrity’, ‘self confidence’, ‘intelligence’, ‘job - relevant knowledge’ and ‘extraversion’ In more details, the traits are explained as the following: Drive: Leaders exhibit a high effort level They have a relatively high desire for achievement, they are ambitious, they have a lot of energy, they are tirelessly persistent in their activities, and they show initiative Desire to lead: Leaders have a strong desire to influence and lead others They demonstrate the willingness to take responsibility Honesty and integrity: Leaders build trusting relationships with followers by being truthful or nondeceitful and by showing high consistency between word and deed Self-confidence: Followers look to leaders for an absence of self-doubt, Leaders, therefore, need to show self-confidence in order to convince followers of the rightness of their goals and decisions Intelligence: Leaders need to be intelligent enough to gather, syntherize, and interpret large amount of information, and they need to be able to create visions, solve problems and make correct decisions Job-relevant knowledge: Effective leaders have a high degree of knowledge about the company, industry, and technical matters In-depth knowledge allows leaders to make well-informed decisions and to understand the implications of those decisions Extraversion: Leaders are energetic, lively people They are sociable, assertive, and rarely silent of withdrawn III Behavioral approaches Behavioral Theory of Leadership considers the observable actions and reactions of leaders and followers in a given situation Behavioral theories assume that leaders can be made rather than born, and successful leadership is based on definable, learnable behavior For behavioral theorists, a leader behavior is the best predictor of his leadership influences and as a result, is the best determinant of his or her leadership success These theories concentrate on what leaders actually rather than on their personalities Different patterns of behavior are observed and categorized as “styles of leadership” University of Iowa studies The Iowa Studies of leadership were carried out in the 1939's by Lewin, Lippitt, and White, under the direction of Lewin This study was set out to identify different styles of leadership and it established three major leadership styles · The autocratic leader tends to make choices or decisions based on their own beliefs and not involve others for their suggestion or advice · The democratic leader takes all opinions into consideration, making a decision based on others’ input and sharing out the responsibility equally Democratic leaders let the group determine work methods, make overall goals known, and use feedback to help subordinates · The Laissez-faire leader barely uses their power and gives the group complete freedom They try to give the least possible guidance to subordinates and to achieve control through less obvious means They believe that people excel when they are left alone to respond to their responsibilities and obligations in their own ways The University of Iowa studies explored three leadership styles to find which was the most effective In fact, it depends on the situation Autocratic leadership is best applied to situations where there is little time for group decision-making or where the leader is the most knowledgeable member of the group It also shows that Laissez-faire leadership was the least effective of all three, while group members were more satisfied under a democratic leader than under an autocratic one The Managerial Grid The managerial grid, developed by Robert Blake and Jane Srygley Mouton, is a popular approach for defining leadership styles They argue that managerial behavior is a function of two variables: concern for people and concern for production  Concern for people is the degree to which a leader considers the needs of team members, their interests, and areas of personal development when deciding the best way to accomplish a task  Concern for production is the degree to which a leader emphasizes concrete objectives, organizational efficiency, and hihg productivity when deciding the best way to accomplish a task The level of concern for people (employees) is shown on the vertical axis and the level of concern for production on the horizontal axis of the grid Each axis has a scale ranging from to 9, with the higher numbers indicating greater concern for the specified variable Depending on the degree of the managerial concern for people and production, a manager can fall anywhere on the grid The five resulting leadership styles are as follows:  Impoverished management (low concern for people and low concern for tasks or production): This management style does not provide leadership in a positive sense but believes in a “laissez-faire” approach, relying on previous practice to keep the organization going  Country club management (high concern for people but low concern for production): managers try to create a work atmosphere in which everyone is relaxed, friendly, and happy However, no one is bothered about putting in the effort required to accomplish enterprise goals  Task management (high concern for production but low concern for people in this management style)  Middle-of-the- road management (intermediate amount of concern for both production and people): Managers with this management style believe in compromise, so that decisions are taken but only if endorsed by subordinates  Team management (a high concern for both production as well as employee morale and satisfaction): Team managers believe that concern for people and for tasks are compatible They believe that tasks need to be carefully explained and decisions endorsed by subordinates to achieve a high level of commitment According to Blake and Mouton, 9, orientations is the most desirable one University of Michigan studies Michigan Leadership Studies indicates the Institute for Social Research at the University of Michigan conducted empirical studies to identify styles of leader behavior that results in higher performance and satisfaction of a group The studies identified two distinct styles of leadership;  Job-oriented Leadership: Managers pay close attention to subordinates’ work, explain work procedures and are keenly interested in performance  Employee-oriented Leadership: Managers develop a cohesive group and ensure that employees are satisfied with their jobs House identified four leadership behaviors:  Directive leader: Lets subordinates know what’s expected of them, schedules work to be done, and gives specific guidance on how to accomplish tasks  Supportive leader: Shows concern for the needs of followers and is friendly  Participative leader: Consults with group members and uses their suggestions before making a decision  Achievement oriented leader: Sets challenging goals and expects followers to perform at their highest level According to the theory, these leadership styles are not mutually excusive and leaders are capable of selecting more than one kind of a style suited for a particular situation The theory also states that each of these styles will be effective in some situations but not in others It further states that the relationship between a leader’s style and effectiveness is dependent on the following variables:  Employee characteristics: These include factors such as employees’ needs, locus of control, experience, perceived ability, satisfaction, willingness to leave the organization, and anxiety For example, if followers are high inability, a directive style of leadership may be unnecessary; instead a supportive approach may be preferable  Characteristics of work environment: These include factors such as task structure and team dynamics that are outside the control of the employee For example, for employees performing simple and routine tasks, a supportive style is much effective than a directive one Similarly, the participative style works much better for non-routine tasks than routine ones When team cohesiveness is low, a supportive leadership style must be used whereas in a situation where performance-oriented team norms exist, a directive style or possibly an achievement-oriented style works better Leaders should apply directive style to counteract team norms that oppose the team’s formal objectives In conclusion, the theory has been subjected to empirical testing in several studies and has received considerable research support This theory consistently reminds the leaders that their main role as a leader is to assist the subordinates in defining their goals and then to assist them in accomplishing those goals in the most efficient and effective manner This theory gives a guide map to the leaders about how to increase subordinates satisfaction and performance level C RESEARCH METHODOLOGY I Approaches to research The purpose of the research is to analyze the leadership traits and styles of a given person based on the existing studies and theories on leadership Leadership is an area belonging to the field of social behaviour research Moreover, in identifying the traits and styles of leadership, we aim to explore and understand the meaning of individuals ascribe to the social problem Therefore, the qualitative approach was chosen to apply to this specific research II Methods to apply Based on the requirements of the research paper, we have decided to use the observation method, which may include recording, description, analysis and interpretation of people’s behaviour This method can be loosely structured or tightly structure with precise coding methods of behavioural patterns Alongside with this method, we use the professional knowledge of leadership skills as a foundation to our research When the knowledge base provides us with an overview of leadership skills, direct observation and analysis helps us to have a deeper and realistic view of the leadership process and its impact on surroundings III Research procedures On preparing for the research, we did a preliminary search for information including existing studies and theories on leadership skills Then, we began with setting out some criterias for finding the suitable video The first one is the relevance of the clip to our chosen topic, which means it needs to match our collected information, the points are clear and not cause any misunderstanding The second of our choice is the attractiveness regarding both content and visual as to make ease for delivery of analysis and findings Last but not least, the video needs to be clear in quality, the subtitle if included should be easily seen and the conversations should be able to be followed Next, after selecting some options, we did a thorough evaluation and finally agreed on the video “Boss Da Market” considering its match to our criterias The following up actions were taken to break down the details and information harnested from the clip Applying the findings and theories on leadership, we concluded the analyis results as will be discussed below D FINDINGS AND ANALYSIS I Clip summary Boss Da owns a small market, with the help of two assistants One day, when coming to collect the rent as usual, she figured out many problems in the merchandising in her market, such as wrong weighing, dirty roads, slackness, etc She tried to fix those problems in her own way Unexpectedly, videos of her breaking a stall owner’s scale, taking their goods away, carrying a person in bad health condition head to somewhere were uploaded on the social media They caused serious misunderstanding and hatred towards Boss Da, which made her be cursed and be considered “cruel, inhumane” Moreover, people boycotted and refused to go to her market and even wished her to go bankrupt However, what was shown on those videos turned out to be only a small part of the story Having known what was happening, Boss Da still decided to act the way she has always done: be a guide to her subordinates and a warm-hearted person to other people who are in a hopeless plight II Application of leadership theories on analyzing the clip Power of the leader Based on the video clip, it can be seen that the woman owns sources of leader power, which are: legitimate, referent and coercive powers More specifically: Legitimate power: The woman is the boss of the market From the clip, it is obvious she has the right to collect stall rent and ask people to sell their products at the market As a result of her position, she even gets to tell renters what to in the market For example, she demands that the place should be cleaned and the butcher should stop cheating his customers Referent power: It appears that the renters of the market still respected the woman even when she yelled at them There were no signs of them talking behind her back or speaking out against the way she ran the market This resulted from the fact that she was actually a kind - hearted boss It can be seen from the clip that she always helped out the poor by offering to lend them empty stalls in market so that they could have a place to sell their products When it came to the stall rent that she received from her renters, she showed her honesty If they overpaid her, she would immediately pay them back the surplus In addition, she even told her minions to take care of a man who fainted from working too hard Thanks to her personal traits, all of her renters respected and admired her Coercive power: The woman had the right to punish and control the way her renters ran the market She broke the butcher’s scale because he was cheating his customers Obviously, the butcher reacted out of fear when she found out about his tricks Trait approaches – trait theory As what have been stated in the Literature Review, there are no consistent sets of traits that all leaders should exhibit, only traits (‘drive’, ‘desire to lead’, ‘honesty & integrity’, ‘self - confidence’, ‘intelligence’, ‘job - relevant knowledge’, ‘extraversion’) that appear more than any others In this video clip, the woman showed that she owned all these traits However, since the content of the video is not straightforward, they are only revealed near the end of the clip For further explanation: Drive: The woman insisted that she attain her money from lending kiosks in the market Furthermore, she also had a lot of energy and power to persist with achieving her goal Desire to lead: She forced the “curly man” to open the door even though he was watching clips Also when she came into the market, she shouted at other people, complaining about the dirt and demanded that they keep the market clean Subsequently, she kept on asking for the rent expense from each renter She also had a very strong characteristic and it was displayed in the scene in which she broke the scale of the butcher, ordering him not to rip off his customers Honesty and integrity: This trait is not very straightforward in most of the video However, it was clarified at the end when the scenes revealed her kind - hearted actions towards her renters She sympathized with other people, understood their backgrounds and burdens, helped them out and therefore, built a greater relationship with them Self-confidence: She always believed in what she thinks, although sometimes this belief was shown a little bit rude She kept on doing things the same way as before even when videos on the Internet distorted the truth about her In addition, it was easy to see the confidence in her eyes and her behaviours Intelligence: It was easy to identify this trait of leaders in the whole video However, only when the woman watched the video on social media did the viewers have a full understanding of this trait of hers She was very composed and made a lot of intelligent decisions after watching her video on Facebook Even though she was misunderstood by the public, she refused to make the fuss out of it and retained her way of running the market Job-relevant knowledge: She knew exactly what happened inside the market, from the cleanliness of the market to the rent of each person Extraversion: Without a doubt, this trait was shown continuously throughout in this video The woman gave the impression of a very energetic boss with her loud voice and the lively look on her face Behavioral approaches – Iowa University Studies Among the main studies using the behavioral approaches, the leadership style of the Boss Da Market is showed clearly through theory from Iowa University, Michigan University and the Managerial Grid It can be seen that there is a flexibility in her style of leading We can describe the behavior of the boss from Boss da market with three types: Autocratic style, Employee oriented, and Concern for people from Managerial Grid 3.1 Autocratic style (Iowa University studies) Firstly, “autocratic style” is from the beginning to 1.30’ Let’s remember the theory from Iowa University, which describes that a leader with this style dictate work methods, make unilateral decisions, and limit employee participation From the beginning of the videos, she request the employees to turn off the music because “We’re collecting rent, not going to battle” We can also see that she instructs strictly about the cleanliness of the market many times : “What is this dirt ? How many times I need to say it ?”, “Everything has to be clean!”, “How many times have I told you not put the trash can in front of the stall?” These are very dominant examples of autocratic leadership style Furthermore, when collecting the rental fee from stall owners, she uses a very high tone of voice and angry facial expression, which makes them be unable to say something, so they just follow her orders without the participation 3.2 Employee-oriented (Michigan University studies) However, from 3.45’ to the end of the video, we can see that her leadership is Employee oriented She cares a lot about interpersonal relationships and taking care of employees’ needs The Michigan researchers concluded that leaders who were employee oriented were able to get high group productivity and high group member satisfaction We can see that she recruits people who are in a difficulty to enable them to make a living like the man with a cart, the deaf woman, offers them a place in the market to sell their products, give massage to the old man who got fainted She does not hesitate to help the stall owners, for examples, she bought all the fruit left of the woman with a baby and said “We can help each other” Finally, we can recognize their trust and a feeling of gratitude to the boss from their look even after the disturbance Situational approaches Via the situational approaches, it is found that the Boss Da Market’s leadership style can be analyzed clearly using the situational leadership theory (SLT) and path-goal model 4.1 Situational leadership Theory (SLT Theory) Applying this theory, we can see that the Boss Da Market use different leadership style : Telling and Selling From the beginning to 1.30’, the boss uses the telling style, because she just tells her followers what they have to do, force them to submit the tasks on time without thinking of their problematic issues and progress Her employees are low-income workers, so they not have much money The rental fees may account for a major part of their income, therefore, they are unable and unwilling to pay the boss In order to collect the rental fee, she needs to request them in a very aggressive way Moreover, they are unaware that the dirty and environment can harm to themselves and their business as well, so she instructs strictly about the cleanliness of the market many times From 3.45’ to the end of the video, the boss use the selling style, where she looks at things that the followers can best and things that she is needing, give them her direction and listen to their thoughts in order to decide whether to act or not She supports the stall owners like the man with a cart, the deaf woman with places to run business and even help the women with a baby to buy all the fruit left E RECOMMENDATION  Use suitable strategies of management to each kind of person:  X people are people who are lazy, irresponsible, dislike work and unactive in teamwork with other people On the other hand, Y people are those who totally different, they are hard working, responsible, workaholic and actively contribute to teamwork  So with each type of person, managers need to have different ways of managing With X type, managers need to supervise tightly, use rules and obligations strictly, use clear and direct insstruction and apply punishment policies to boost their discipline However, with Y type, managers should care more about their working condition, give them opportunities to show their talent and improve their ability, let them know that they are highly appreciated by performance appraisals policies and promotion opportunities  Leaders should provide high tasks and high attachmenr to employees  When employees are put under a suitable pressure not too low but not too high so they will try their best to perform the task and they can fulfill it successfully However, the leader also need to let employees know that they are always encouraging and supportive as possible so this can strengthen the relationship between the leader and employees  Trust is the essence of leadership  Leaders need to build trust in both sides: from leaders themselves and from their employees Each side need to believe in the intergity, character and ability of each other, believe that together they can overcome all difficulties and achive the organizational goals F CONCLUSION Leadership plays the most vital role in the achievement of the organizational excellence An organization without a leader is like a ship without a captain He is the one guiding the sails A leader is a man with a Vision he has to express his vision to the team and let his words turn into action No doubt all the team members are capable of achieving some good but it is the leader who extracts the best and presents a victorious picture that crowns all When we have mastered some leadership skills, they can be the things that make us who we are, they can be the voice that speak most clearly about our personality and dignity Practicing leadership is as much an art as it is a discipline It may be a rocky road - our path in obtaining and developing leadership skills However, knowing what skills we are lacking of is the first right step toward success in that path After all, we have plenty of time to develop our skills, so being aware of the problems is also the first step in solving it We should take advantage of the good study conditions and the proactive environment in Foreign Trade University as well as the willingness to help of lecturers and friends to nurture our leadership skills little by little No matter how hard it can be, we should be brave and face the challenges, get rid of fears of failure, since that is the best way to improve ourselves Our research is based on real social problems faced by thousands of student all over Vietnam nowadays Our special thanks to Mr Hoang Anh Duy - our lecturers in Management - who have taught us useful things and help us willingly with our research, video and report Working in our group at first was difficult and disheartening, however, as time passes by, we have figured out how to work effectively in a group and more importantly, how to resolve conflicts and look forward at the same goals Those skills and experiences are precious and unforgettable to us, no matter which paths we will take in the future G REFERENCES Grint, K (2000) Literature Review on Leadership Cabinet Office: Performance and Innovation Unit Leadership Central (2018), Leadership Theories [online] Available from: https://www.leadership-central.com/leadership-theories.html [Accessed: December 5, 2018] Stephen P.Robbins, Mary Coulter (2012) Management 11th edition Pearson Education Publisher Mulder, P (2018) Path-Goal Theory of Leadership, ToolsHero Available from: https://www.toolshero.com/leadership/path-goal-theory-leadership/ PathGoal (2017), Path – Goal theory Available https://pathgoal.com/path-goal-theory/ [Accessed: December 3, 2018) from: ... by the public, she refused to make the fuss out of it and retained her way of running the market Job-relevant knowledge: She knew exactly what happened inside the market, from the cleanliness of. .. Selling From the beginning to 1.30’, the boss uses the telling style, because she just tells her followers what they have to do, force them to submit the tasks on time without thinking of their... to assist the subordinates in defining their goals and then to assist them in accomplishing those goals in the most efficient and effective manner This theory gives a guide map to the leaders