Introduction of OST166
This is the SAMPLE for OST166- Understanding leadership through place-based education assignment sample. This course comes under SUSS. By going through this course, you will be working towards learning how leadership works through place-based education. With the help of this course, you will be able to understand the relationship between leadership style and team performance with the help of conceptual tools and learning experiences that will develop your understanding of the relationship. This course is a mix of both practical experience and theoretical knowledge. This will make you understand the dynamics of leadership in a more detailed manner and the performance of the team in real-life cases.
Another invaluable experience during the course will be the hands-on experience you gain during the course as you collaborate to address the issues that are inherent in the ecological, cultural and economic settings of communities. You will take a closer examination of how leadership theories and case studies appear in your own life and come up with a detailed definition of what good leadership is.
This OST166 Understanding Leadership through Place-Based Education Assignment Sample is written by professional writers who have been providing Singapore assignment help for more than 8 years. Most of them have completed a PhD degree in the related subject. Most of them even take classes on subject leadership, so you can consider all of the assignments provided by them to be similar to tutor marked assignments. By going through this sample, you can understand the writing style of writers.
Assignment Task 1: Identify the principles in place-based learning and its relationship with leadership
Place-based learning is an instructional technique in which the learners are immersed as part of the local heritage, cultures, landscapes, opportunities, and experiences to learn various subjects. It has a long-standing relationship with leadership because it breeds leaders who are sensitive to their environment and can navigate effectively in the local environment.
Key principles include:
- Local Context: Understanding and exploiting the local details of a given place, for example, the past and location, ecology and socio-economic landscape.
- Engaging with Community: Another principle is involving the local stakeholders, which includes both businesses/organisations and residents who are involved in this. This is done to create real-life experiences.
- Learning through Experiences: It focuses on learning through experiences. When theoretical knowledge is used in the practical world with real-life cases, it provides practical experiences.
- Interdisciplinary Approach: This involves engaging the different disciplines for being in a place where you can understand intricate and complex local issues that you will face when using your knowledge.
- Cultural Competence: This also provides you with the knowledge of local cultures and traditions as you have to interact with different human beings. Relationship of leadership with its subordinates
- Contextual Leadership: One of the most famous leadership styles is contextual. These are the leaders who adapt their style and strategies according to the environment. They have the understanding that there is no single style or strategy that can be beneficial in all cases and in all environments.
- Community-centric Leadership: In this relationship of leadership with subordinates is based on the belief that every community have some central needs and perspectives. If you have local stakeholders from a particular community, you may benefit if you fulfil those central needs and perspectives.
- Real World Problem-Solving: In this, leaders use real-world issues for making strategies for develop strategies that will be useful in the real world. This also develops decision-making skills and critical thinking.
- Systems Thinking: This concept proposes that leaders should think of a local system complexity of many factors tied together, and promote solutions that are open-minded and consider a problem as a whole.
- Ethical Leadership: Feeling responsibility towards the local community and environment and promoting ethical decision-making.
Assignment Task 2: Outline the advantages and limitations of situational leadership
Situational leadership theory, developed by Paul Hersey and Ken Blanchard, implies that a leader should adjust his or her style to the maturity (Task-relevant skills and psychological readiness) of the followers.
Advantages Include:
- Flexibility: This opens up the path of a leader for changing his/her style so that they can fit in with different team members and situations, as all people cannot be the same in a leadership situation.
- Personal Diversity: Realises that different members of a team may need different styles of leadership, and this depends on their capabilities and confidence level.
- Development-Oriented: This leadership encourages the leader to help the followers evolve and be more independent in the long term so that personal and group development can occur.
- Task-Relevance: This considers both the competence of the person and the task that is being addressed, and it provides a more precise way of leadership.
- Improved communication: The process promotes personalised communication patterns that can lead to the creation of understanding and rapport between the leaders and the followers.
Limitations include:
- Complexity: It is the ability of leaders to make the right judgments of situations and the level of development of the followers, and this can be very difficult since the judgments can be misunderstood.
- Time-Consuming: It might be a resource-consuming activity, adapting to each new situation and each individual, which can make the decision-making process lengthy.
- Possible Inconsistency: It might cause a sense of inequality among members of the team, whereby these members may feel unfair to be treated in different ways, and this may affect the morale of the employees.
- Overreliance on Leader: The model has placed a substantial focus on the flexibility of the leader; this can underrate the contribution of the follower in their growth.
- Cultural Limitations: The model may not be able to implement cultural differences in terms of how the leadership and followers' relationships are perceived and valued.
- Skill Requirements: Leaders who possess high emotional intelligence and flexibility are in demand, and not all possess such inborn capabilities.
Assignment Task 3: Show the interconnections between personal leadership and team dynamics
The leadership and the leadership qualities and behaviours of an individual can be termed as personal leadership, whereas team dynamics are interactions, relationships and processes within a group.
Interconnections include:
- Influence of leadership: The culture and behaviour of the team are highly affected by the style of the leader. An example of this is where a leader who values open communication builds a team environment where people have no reservations about sharing ideas.
- Mutual Influence: The interactions inside a team could influence a leader and their work. The leader can be facilitated to assume a participative approach to leadership by a highly motivated group of people.
- Performance Correlation: As there is a fit between the personal leadership style and team needs, then performance is likely to be enhanced. A leader who changes his style depending on how developed the team is can make the team more productive.
- Conflict Management: The manner in which the leadership handles conflict determines how a team handles conflicts. A mediator leader can help transform conflicts into an opportunity for growth and innovation.
- Emotional Contagion: This is a possible transfer of the emotional condition and mood of the leader to the group and the degree of enthusiasm and involvement in general.
- Goal Alignment: The ability of a leader to articulate and be capable of being the goals of the team influences the alignment of the effort of the team to these goals.
- Building Trust: For determining whether the team will trust the leaders depends on the stability of a leader in both non-verbal and verbal communications.
- Culture of Learning: Culture of learning promoted by the leaders also forces the team indirectly to work on their knowledge, innovative ideas, thinking ability and overall skills.
Assignment Task 4: Recognise the relationship between effective communication and team dynamics
Effective communication is the main ingredient of every relationship, and when it comes to building trust among a team, communication is one of the most important things. This makes your team dynamics, as this will influence them in working for each other, working in collaboration, which increases productivity and makes the team successful.
Relationship built up due to effective communication and Team dynamics:
- Flow of Information: Proper communication in the team will make sure that everyone in the team is well aware of the information that can make their work better. This information is not just related to any project; it even includes the company’s information.
- Building Trust: It is psychologically proven that if you can express yourself in front of a group, you will feel comfort in that group, which will eventually help in building trust among the team members.
- Resolutions of Conflict: Where there is proper communication, the resolution of any conflict is done much faster. That conflict doesn’t even reach to management, as people involved in the conflict will resolve everything on their own.
- Decision Making: One brain is always defeated in front of several brains. With the help of communication, a team will be able to increase its decision-making ability. As you can have a different perspective on your decision when you discuss it with your team, which eventually brings you to the best decision.
- Motivation: When there is positive communication and everyone is supporting each other in their work and in their decision-making, the morale of the team and motivation increase. When someone does a good or bad job, everyone gives them positive feedback, which motivates the person to do a better job next time.
- Cohesion: A team becomes cohesive when there is constant and meaningful communication among the members. This brings the feeling of belonging among the team members.
- Problem Solving: As mentioned above, several brains will always work better than one brain, which makes problem-solving much easier. When all team members sit to solve a problem, they can have various ideas and find the best solution to that problem.
- Cultural Sensitivity: In a team, some members come from different cultures; with the help of effective communication, they can learn about each other’s cultures, which increases the cultural sensitivity among members.
- Remote Work: Communication never happens by accident; it is completely intentional. And communication among members becomes more important when most of the members in the team are working remotely.
Assignment Task 5: Appraise individual’s personal leadership attributes
This task talks about analysing the qualities of leadership by self-reflection. Analysing the qualities of personal leadership and the impact of the qualities and style on the team and overall performance is discussed.
This process includes:
- Self-awareness: The First thing that is included in this process is self-awareness, which means analysing the strengths and weaknesses of personal leadership. One has to look at their past achievements and failures to understand their weaknesses and strengths.
- Feedback Analysis: It is attention to what the peers, mentors, subordinates and superiors think. This can include official feedback systems like the application of 360-degree feedback review or unofficial feedback acquired over the years.
- Skill Assessment: This is the evaluation of specific leadership skills, such as decision-making skills, communication, empathy, strategic thinking and adaptability. This may be a self or professional evaluation.
- Behavioural Analysis: Reflection about the role of individual behaviours in team performance and organisation performance. This will entail consideration of the intended and unintended results of the kind of leadership one possesses.
- Planning Development: Improving and planning development action plans. This should include the objectives, which are specific, measurable and goal-oriented strategies.
- Values Alignment: The determination of the consistency between individual values and leadership behaviours and organisational culture.
- Situational Analysis: It is how the leadership attributes are used in different factors or hard situations.
- Emotional Intelligence: It is the skill to understand not only one's own feelings but also others and the skill to manage them.
- Cultural Competence: Understanding the ability of a personal leader to lead a team full of multicultural individuals in a diverse environment.
- Ethical Leadership: Understanding how much one is professionally committed to work, with proper ethics and one who knows how to examine the use of ethical standards in their leadership.
Assignment Task 6: Employ appropriate leadership skills and competencies to adapt to the context of the place-based inquiry and desired outcomes
The outcome is to apply leadership skills for particularly place-based learning, and also requires a small understanding of not just leadership theories but also about how unique and different place-based learning is.
Key aspects of place-based learning include:
- Analysis of Context: First comes checking on the characteristics of place-based learning, which includes learning cultural principles in the area, environmental factors, relationships among the community members, and what are the resources you have.
- Skill Selection: This is one of the most crucial choices of a leader: skill selection. Leadership skills must be based on the situation that they are in, and the results they are aiming of getting. This involves requiring different skills, like environmental, sensitivity, cultural or stewardship, obviously depending on the nature of place-based learning.
- Adaptive Style: Adaptive style simply means using a flexible style where you keep changing your style according to the changing circumstances. This means leaders must adapt different leadership styles as the project requirements or dynamic changes in their team.
- Outcome Alignment: Every single leadership strategy should be made while keeping the outcome in mind. All the strategies should be aligned with each other, and must be supportive of the targeted learning outcome.
- Cultural Sensitivity: The Style of leadership must be changed and modified according to the cultural values and norms of your team members. This can involve researching local cultures, history and social forces, to inform the leadership decisions.
- Stakeholder Engagement: Leading and involvement of various groups of local stakeholders. This can be in the form of organising joint ventures between students, community members, local experts and other willing members.
- Ethical consideration: Navigating the ethical considerations based on the local context, ensuring that the leadership takes care of the local community and the environment.
- Reflective Practice: It consists of the ongoing consideration of the effectiveness of the leadership strategies in the specific situation, and the willingness to adjust the strategies, keeping to the constant learning and feedback.
- Knowledge Integration: The ability to apply knowledge in various disciplines (e.g., environmental science, sociology, economics) to make leadership decisions in the real world.
- Sustainable Impact: Focus on those leadership strategies that promote long-term sustainable outcomes of both learning outcomes and the community.
Through mastering all these outcomes, students will gain a thorough and highly intricate viewpoint on leadership in various settings, but especially in the place-based learning setting. This will make them competent in leading effectively in different real-life scenarios with a balance between theoretical and practical application and situational sensitivity.
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