Leading in a changing world MOO5LON CO1 Student Name: Ulhas Rajanikanth Doddamani Student ID: 4068105

Part 1: Critically evaluate Adairs approach as a model of leadership for global business what are the advantages and limitations of this model? Part 2: Analyze feedback received from your peers based on the behaviors of Adairs model. What evidence supports your identification of strengths and areas to develop as a future leader of teams?

INRTODUCTION:John Adair, born 1934, British, developed his Action Centered Leadership model while lecturing at Sandhurst Royal Military Academy and as assistant director and head of leadership department at The Industrial Society. This would have been during the 1960's and 70's, so in terms of management theories, Adair's works is relatively recent. His work certainly encompasses and endorses much of the previous thinking on human needs and motivation by Maslow, Herzberg and Fayol, and his theory adds an elegant and simple additional organizational dimension to these earlier works. Very importantly, Adair was probably the first to demonstrate that leadership is a trainable, transferable skill, rather than it being an exclusively inborn ability.(website of john Adair) John Adair is the best top ten professor in the management field he has written lots of articles and management related things. He is very famous for his work on effective leadership and leadership model. The model of three-circle of Adair, namely the team for task and individual consist of circles that overlap. This shows that one depends on the other. They overlap because; a task without a team cannot be accomplished. If the needs of team are not encountered, the individuals do not run, and if the needs of the individual are not met, the team cannot work together to complete the task. The good directors and good leaders must have a good knowledge of the above three sectors of direction of action. By following the model, a director or the leader can obtain best results, improve quality, productivity, and build the morale of team.

Adair, J, Leadership skills, Chartered Institute of Personnel Development, London, 1977. This model can be used to meet the ask direction of modern matters. In the model, the responsibilities of the director for a team are: to identify the vision, the goal direction, the objectives, the resources and the tools. The norms set up, create projects to attain tasks, to check the execution, to maintain results of activities and reviewed. The responsibilities of directors for an Equipe are: to develop the team cooperation, identify needs of formation, communicate norms, maintain discipline, the resolution conflict, establish the style and the culture, encourage, facilitates, and give constructive reactions. And at last the responsibilities for every individual are to understand a forces of team members, needs and the fears, to give them the assistance, give rewards, the praises and the recognition, this will encourage them. To furnish them with training and the personal space. (TDS) The goal of this model is better to understand than the qualities of direction and competences demanded while working in a team. This helps an individual becomes good leaders or the directors. Its characteristics define a task, planning briefing, check, evaluate, motivate, organize and furnish the examples to the team. Although the model can appear simple, it covers all the conditions, that a leader or a director has detachment, to manage a team and completes tasks while keeping the team members satisfy. This model is suitable for almost the whole style of direction, even to this modern day. It can be used in the global matters, provided that an "Equipe" is implied. This modelis did not use in case of a leader with out a team or a leader that is the solo. The solo and Associates Leader (Belbin, 1993). This model would be ideal, for the new directors and the new leaders that demand to work in the big teams, as this model is based on the foundations of direction and it furnishes indications. It does the simpler tasks and easier. It helps the leader to proceed in the common sense.

The advantage of this model is that it helps identifies you a lot of the problems organizational. First of all it is simple and easy to understand, and easily can be used by the individuals, different funds. The model was used by the royal navy and according to them models it worked "in the Piece of Operations of a boat under the assault, on the bridge while transiting in transmits or during the try standard everyday routine to maintain the boat and his business". (The action A Centered Direction and his Evolution with The Royal Navy) This says us that it even can be applied in the positions the more complexes. Nevertheless, the model has certain limitations, although Adair proposed a useful contribution with a series of functions of direction that include the planning, putting to the current to check, interception and evaluate, it the principal application was an individual one to have to produce a specific result with a certain period of time. In the complex world of today, we cannot count on the behaviors and the human methods. A model can take a long time to apply, and cannot be used while doing the quick decisions. A vision of the individual and the mission can change progressively. This is risked (John potter) The motivation is essential in any organization. The styles and the different theories of motivation are by the hierarchy of Maslow or need, the motivation of Herzberg and the theory of hygiene and the motivation of effective Adair. They mention the different manners to motivate an individual.

Importance of motivation
When a person is motivated they execute well, and work quicker with the better results. They accomplish tasks in a timely manner. The motivation keeps the employees satisfy and happy. Nevertheless every individual can have different needs and not the same method of motivation, everyone would treat. Someone can prefer the better salary; the better condition of functioning, and someone can want the security of the job. As the theory of motivation of Herzberg talks about the factors of hygiene and factors of motivation. The motivation is a constant one and on to go treats. It takes the very small time for a person to be demotivated, that also the problem. In an organization, the employees can take these rewards, these recognitions, pay the increase for granted and can demand sometimes. In the direction model, we learn, the need of knowledge of the forces of teams and weakness. This is a good manner to discover what motivates the team; this in the bend can do feel them important and valid.

My Leadership capabilities with peer feedback

When the team members each reconsider and gives of the reactions to constructive is called the peer review. The peer review improves our work. We often do not return counts the errors are done while doing a task, as no references, no quotations, no grammar errors, addressing styles, the moved structure and no usage of language of matters. When a peer reconsiders the work, they tend to find a lot of errors that we could have neglected. This helps us to improve in these sectors. I divided my reactions verbally just like by the questionnaires that was done go out by an e-mail. I received, the reactions in the same manner. I did also of the grades of them to work on each the reactions. This helps compares to me the next reactions that I receive, verify if I improved.

My conclusion key is that I possess the good capacities of direction, I come ready to the class, while reading the advance for the studies of case or any activities of team. I listen my team members, that have different ideas and contributes also with my opinions. I do not hesitate in to participate. I can very be implied in the work and am a good person having the team spirit. I try to think outside the can, to propose newer ideas. I am good to manage time and recalls also my team members of him. My team members think also the same, of my qualities as asserted in the reaction questionnaire. Plan the work and organize have and the responsibilities of the reactions should illustrate my capacities. Nevertheless, one of my team member, my states that we had problems while communicating and understood itself poorly. This could have arrived when it gave instructions for the activity of egg , and I did not do the attention, as I was to try taken care of to amount the enigma all alone. I must improve my competences listening. In comparison with the model of Adair, I must work to every condition of the individual and the data or his attention, that will construct the team spirit. While treating a task I must give more occasions to my team members, and them building permit their competences of direction also. This will help the grows in the team and the also helps in to accept the responsibilities. As the members in the team come from a different cultural bottom, knowing that the fact personally a lot of differences while working together, as they would be comfortable to address their problems. This would help realizes me the team forces, weakness, like that one hates.

Action plan What will I develop? How will I develop? By when- What are my deadlines? By the end of term 3 I will know I have been successful when My success criteria would be when my team members give me a good feedback and getting good marks in my dissertation My success criteria would be when my team members give me a good feedback

1)writing skills

2) Listening skills

To improve my writing skills and implement business language in it, I do more and more reading work and try to write what I read from the artical I will improve my listening skills by concentrating on the others speak, and try to analysis what they have spoke

By the end of term 2

Conclusion:In the report that I discussed the model of Adair of John of direction. This model helped becomes me in the process of a good leader and of others around the world to become better leaders and the better directors. And this can be attained not only while following simply or execute the model but also using the constructive reactions.

Reference: Adair, J. (1973) Action-Centred Leadership.New York,:McGraw-Hill. Belbin, R. M. (1993) Team Roles at Work.Oxford: Butterworth-Heinemann. http://www.johnadair.co.uk/ Training and development (2012) adairs action centeres leadership model [online] available from<http://www.trainanddevelop.co.uk/article/adairs-action-centredleadership-model-a161> [2012] Adair, J, Leadership skills, Chartered Institute of Personnel Development, London, 1977.

Word Count: Excluding references, action plan name and topic is 1577. Word Count: Including Action plan, references and topic name is 1803.