In your opinion, how should groups work to be the most productive?

One of the most important elements of being a successful group is to trust each other and collaborate in such a way that there is a minimal possibility of a mistake happening. In addition, the leader of the groups must ensure that all the members are properly aligned with the objectives of the project and if someone is depressed then it is his duty to motivate them. In addition, the manager should be monitoring the progress every now and then to analyze whether the group is meeting the required standards or not. If he finds something lacking then he should prove the positive feedback which is necessary for the group members.

What is your leadership style?

My leadership style is democratic or participative and I have adopted this style because it ensures a balance between organizational objectives and employee satisfaction. In my opinion, this leadership style is the best and most promising out of all other styles. For instance, some leadership styles focus more on whether tasks are being completed or not. Their focus is on meeting the deadlines and obtaining effective outcomes despite the side-effects. Meanwhile, some other styles focus a lot more on the motivation of workers and ensuring that they are retained. These types are not concerned with the outcomes of projects which makes them inefficient for the organization. Therefore, I have chosen the participative style of leadership which maintains a balance between keeping the workers happy and obtaining positive results. It proves to be the best for the organization as well (Bhatti, Maitlo, Shaikh, Hashmi, & Shaikh, 2012).

In your opinion, how should leaders handle an unproductive team member?

Generally, there is a reason why a certain member of the team is not being productive even when he is capable of doing so. There can be tons of issues which can cause him to not be focused on the work at present. Leaders should reach out to that person and understand his reasons for being unproductive. If the reasons are valid then they should tried to be resolved while if they are invalid, leaders should take action against such a worker. For starters, warning for the first time is fine.

What should happen if the leader is the person who isn’t productive?

In such a case, members of the team will have to find a solution and take the action. For instance, the second-in-command member of the team should communicate with the other members and explain the situation of leader not being careful or productive. They can together report this to the manager if the case is too severe. If it isn’t, they can consult the leader themselves and find out the issue (Dulewicz & Higgs, 2005).

References of  your opinion, how should groups work to be the most productive?

Bhatti, N., Maitlo, G. M., Shaikh, N., Hashmi, M. A., & Shaikh, F. M. (2012). The impact of autocratic and democratic leadership style on

job satisfaction. International Business Research, 5(2), 192.

Dulewicz, V., & Higgs, M. (2005). Assessing leadership styles and organisational context. Journal of Managerial Psychology , 20(2), 105-

123.