Reflection Assignment #3

Management & Leadership Skills

Group #1

Anu Raj

Manali Dhingra

Sagar Jain

Tilak Aravind Kamalakannan

1. Would you predict that a person with a strong agreeableness personality dimension

would be a successful computer programmer? Why or why not?

As we know, agreeableness is a personality dimension that includes the trait of sociability and

emotional intelligence (Robert N. Lussier C. F., 2023, p. 45). This means a person with

agreeable personality dimension is comfortable in working with others and has high emotional

intelligence. They are self aware, socially aware as well as they are good at managing

relationships (Robert N. Lussier C. F., 2023, p. 45).

A job of a computer programmer is to write, modify and test software code (Government of

Canada, 2023). In my opinion, this main part of the job requires more technical skills than

interpersonal and emotional skills. So, if we see from the technical side, we might say the

agreeableness is not important in the job.

However, in my opinion, to be a successful computer programmer, the employee should also

be able to communicate effectively with the project team, assist others, and work in stressful

conditions. The programmer needs to understand the client requirement and the emotional

condition of co-workers to manage the projects effectively. And this is where the sociability

and emotional intelligence of the employee shows up. This means, for some parts of the job

agreeableness is needed.
In conclusion, I think that some level of agreeableness as well as high technical knowledge is

important to be a successful programmer. So, we cannot totally credit the success of the

programmer to their agreeable personality.

2. McGregor published Theory X and Theory Y over 30 years ago. Do we still have

Theory X managers? Why?

Theory X and theory Y management styles are totally opposite. While theory X focuses on

micromanaging, theory Y states that employees should not be micromanaged and be left to

work independently (Robert N. Lussier C. F., 2023, p. 57).

Theory Y has become really popular and is favoured by majority of employees as well as

managers around the world but there are still theory X managers (Minnar, 2023). There are

different reasons that there are still theory X managers but I think that these are some of the

main reasons:

a. Inexperience of the employee: In my personal experience, newer employees with less

or no experience needs to be micromanaged in the beginning. This is to ensure the

quality standards of the work. However, in my opinion, this cannot work in long term

as the employees become more experienced.

b. Power and Politics: It is found that managers seek power to get things done (Robert N.

Lussier C. F., 2023, p. 233). This is because the more power they have, the more they

can influence others. However, managers trying to seek power starts using politics
 (Robert N. Lussier C. F., 2023, p. 242). This lust of power and use of politics turn them

into micro-managers and they become theory X managers.

c. Personal biases: This is another major ethical topic. Some managers may have

personal bias and even micro-aggression towards certain employees (Robert N. Lussier

C. F., 2023, p. 482). This may or may not be conscious, but this might lead the manager

to micro-manage people.

There are many others reasons that we still have theory X manager like resistance to change,

organisational structure and generation gaps. However, I feel that the three above described

reasons are the primary ones in the business world as of now.

3. In-text examples related to the Pygmalion effect, Lou Holtz calls for setting a higher

standard. Have the standards in school, society, and work increased or decreased over

the last five years?

The Pygmalion effect highlights the significant influence that leaders' mindsets and standards

have on the conduct and output of their followers (Robert N. Lussier C. F., 2023, p. 58).

In the recent five years, we have seen a change in standards across various fields.

However, we cannot say that all the changes are in one direction in the past five years. It’s going

up and down. For example, during the covid-19 pandemic, the interaction between everyone

decreased, which led to lower standards and individual morale in student education, work as well

as the society. On the other hand, we felt that the same standards and expectation of people
towards each other went up after the pandemic faded away and people started interacting more

with each other. Because of pandemic, people started craving social interaction and as soon as

the pandemic ended, people started bonding more and setting high expectations towards each

other.

Apart from that, we feel that the changes in these standards may also vary from region to region

because of diversity and economic conditions.

In conclusion, the assessment of whether standards have ascended or descended depends on

specific contexts and geographical locations. Some areas have indeed witnessed an elevation in

standards, while others have grappled with fluctuations in the perception and application of these

standards.

4. Do you believe that if you use ethical behaviour, it will pay off in the long run?

I strongly believe in the long-term payoff of ethical conduct is widely embraced and

substantiated. Ethical behavior, characterized by qualities like honesty, integrity, fairness, and

consideration for others, holds several compelling advantages for individuals and organizations:

Trust and Reputation: Ethical behavior nurtures trust, both in personal relationships and within

organizations. When others trust you, they are more inclined to engage in collaborative efforts,

support your endeavors, and partake in mutually beneficial interactions. Trust is the cornerstone

of strong relationships and favorable reputations.

Sustained Success: Ethical behavior lays the foundation for long-term prosperity by promoting

sustainability. Organizations that prioritize ethical practices tend to construct resilient and
enduring business models. In contrast, short-term gains achieved through unethical means often

lead to reputational harm and legal repercussions.

Positive connections: Ethical behaviour helps to foster durable, positive connections with

stakeholders, clients, and coworkers. These connections may provide doors to projects and

alliances that would otherwise be closed to one another due to unethical means.

Legal and Regulatory Compliance: Adhering to ethical standards ensures alignment with legal

and regulatory requirements. Violating ethical principles can result in legal entanglements,

financial penalties, and harm to personal and professional standing. While there might be

instances where unethical behavior seemingly yields immediate advantages, the long-term

consequences, including fractured relationships and tarnished reputations, frequently outweigh

any short-lived benefits. Ethical conduct is not solely a moral imperative but also a strategic

choice for individuals and organizations aspiring to achieve enduring success. (Robert N. Lussier

C. F., p. 71)

5. Can ethics be taught and learned?

“Ethics the standards of right and wrong that influence behavior” (Lussier & Achua, 2023, p.

63). Yes, ethics can the taught and learned. Individuals can develop an understanding of ethical

frameworks, principles, and values through formal education, moral development, and exposure

to ethical role models. While the effectiveness of ethics education may vary, the process of

learning and applying ethical standards is a crucial component of individual and societal

development, encouraging moral reasoning and responsible decision-making.

6. Which justification do you think is used most often?

“People justify their behavior to protect their self-concept by rationalizing that there is a good

reason for using the unethical behavior” (Lussier & Achua, 2023, p. 74) .

People justify their behavior to protect their self-concept by rationalizing that there is a good

reason for using the unethical behavior. People may justify their actions by thinking that their

own needs or desires outweigh ethical considerations when they prioritise personal gain or

benefit over moral principles or the welfare of others. As people place their own interests above

moral principles like honesty, fairness, or empathy, this self-centered justification may cause

them to act in a way that is harmful to others or goes against accepted ethical standards.

7. Regarding the simple guide to ethical behaviour, how do you want to be led?

I prefer to have a leader who embodies certain principles and qualities in their ethical behaviour.

My ideal leader is someone who gives importance to transparency by openly sharing their

intentions and important details, inculcating trust, and credibility. I value being treated fairly and

evaluated on merit rather than personal biasness. Empathy is important to me, and I seek a leader

who not only understands and addresses my concerns but also support me whenever required.

Furthermore, I look for a leader who adheres to strong moral and ethical principles,

demonstrating honesty, truthfulness, and consistency in their actions, accepting their mistakes,

and learning from them. Treating everyone with respect, regardless of their position or

background, is another key quality I desire. An active listener is one of the other important
qualities which I will seek for in my ideal leader. Apart from this, valuing diverse opinion, and

promoting inclusivity are other traits I appreciate. Effective communication is also essential, and

I expect my leader to communicate their values, expectations, and decisions clearly and honestly.

In conclusion, I seek a leader who understands my unique values needs and values, making me

feel valued, respected, and motivated under their guidance.

References

Government of Canada. (2023). Computer Programmer in Canada. Retrieved from Job Bank:

https://www.jobbank.gc.ca/marketreport/occupation/22524/ca;jsessionid=C291C0069A4D43C5

9AA22096BECFA32C.jobsearch76

Minnar, J. (2023). The Modern-day Relevancy Of Theory X and Theory Y. Retrieved from Corporate Rebels

: https://www.corporate-rebels.com/blog/the-modern-day-relevancy-of-theory-x-and-theory-y

Robert N. Lussier, C. F. (2023). Leadership: Theory, Application, & Skill Development (7th Edition). In C. F.

Robert N. Lussier. texidium.

Robert N. Lussier, C. F. (n.d.). ETHICAL BEHAVIOR. In C. F. Robert N. Lussier, Leadership: Theory,

Application, & Skill Development (7th Edition) . http://texidium.com.