BSc - QSCM - PT - 22.
Academic and Professional
Development in Practice
Assignment 01
Submitted by:
H.M. Amanda Miulasi Balasooriya
13279473
Bachelor of Science in Quantity Surveying
National Institute of Business Management
01. Leadership styles can vary based on the individual's
approach, characteristics, and behavior.
Here are some commonly recognized leadership styles, along with examples from Sri Lanka
and the world:
1. Autocratic Leadership:
Autocratic leaders make decisions without consulting their team members and enforce strict control.
Autocratic leadership offers advantages such as quick decision-making, clear direction, and
efficiency in emergencies. However, it also has cons, such as lack of participation, limited
creativity and innovation, reduced morale, and lack of ownership. Autocratic leaders may
make decisions independently, leading to employees feeling excluded or undervalued, which
can hinder organizational growth. Additionally, autocratic leaders may create an environment
where employees feel disempowered, demotivated, and undervalued, leading to decreased job
satisfaction, higher turnover rates, and lower productivity levels.
Lack of ownership can result in decreased accountability and dependency on the leader's
guidance. While autocratic leadership may be suitable in certain situations, its long-term
application in modern organizations can hinder employee development, creativity, and
collaboration. Instead, organizations should focus on participative and inclusive leadership
styles that promote employee empowerment, engagement, and ownership.
Some of the Examples
Adolf Hitler's leadership during World War II is an example of autocratic leadership since he
exercised total authority and made choices on his own.
Mahinda Rajapaksa's autocratic leadership style in Sri Lanka from 2005-2015 was
exemplified by his decision-making without extensive consultation. Rajapaksa's approach to
the Sri Lankan Civil War involved a military strategy, leading to the successful defeat of the
Tamil Tigers in 2009. However, the campaign was also criticized for human rights abuses and
war crimes. Rajapaksa's large-scale development projects, such as highways, ports, and
airports, faced criticism for high costs, lack of transparency, and potential environmental
impacts. The centralization of power, with family members occupying key positions, raised
concerns about nepotism, corruption, and democratic governance.
Rajapaksa's efforts to amend the constitution to expand executive powers and remove
presidential term limits faced opposition, highlighting autocratic tendencies. Despite
achieving certain goals, Rajapaksa's autocratic leadership approach faced criticism for its
impact on democratic principles, human rights, and transparency. Evaluating the success of
autocratic leadership requires considering both immediate outcomes and long-term
consequences on governance and societal well-being.
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2. Democratic Leadership:
Democratic leaders consider the ideas and advice of their team members when making decisions.
Democratic leadership, also known as participative leadership, involves involving team
members in decision-making processes and valuing their input and opinions. This approach
can lead to increased employee engagement, diverse perspectives, enhanced teamwork and
collaboration, higher employee morale, and the development of future leaders. However, it
also has cons, such as time-consuming decision-making, lack of clear direction, resistance to
change, potential conflicts, and reliance on the leader's skills. Pros of democratic leadership
include increased employee engagement, fostering a sense of ownership and commitment,
encouraging diverse perspectives, promoting a collaborative and inclusive work environment,
and fostering higher employee morale. Cons of democratic leadership include time-
consuming decision-making, lack of clear direction, resistance to change, potential conflicts,
and reliance on the leader's skills to manage and facilitate participation effectively.
In conclusion, democratic leadership offers numerous benefits, including increased employee
engagement, diverse perspectives, improved teamwork and collaboration, higher employee
morale, and the development of future leaders. However, it also has potential drawbacks,
such as time-consuming decision-making, lack of clear direction, resistance to change,
potential conflicts, and reliance on the leader's skills to effectively manage and facilitate
participation.
Some of the Examples
Ranasinghe Premadasa, the President of Sri Lanka from 1989 to 1993, is an example of a
democratic leader who aimed to involve the public in decision-making through the "Gam
Udawa" program, among other programs.
A real-world example is New Zealand's Prime Minister Jacinda Ardern, who is renowned for
her democratic leadership. She interacts with her constituents, aggressively solicits feedback
from the public, and encourages teamwork.
From 1978 until 1989, J.R. Jayewardene served as president of Sri Lanka and he exhibited
democratic leadership.
Achievements under democratic leadership: Jayewardene implemented important economic
changes, including opening up the economy to foreign investment and liberalizing trade. He
also put into effect measures meant to ease interethnic conflict and advance harmony.
While Jayewardene's democratic administration promoted economic expansion and made
some headway in resolving ethnic conflicts, it also drew criticism for consolidating power and
enacting constitutional amendments that centralized power in the presidency.
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3. Transformational Leadership:
Transformative leaders energize and encourage their followers to realize amazing results and advance
personally.
Transformational leadership offers several benefits, including increased motivation, improved
performance, enhanced creativity and innovation, stronger relationships and collaboration,
and fostering a supportive work environment. These leaders inspire and motivate followers
through a compelling vision, high expectations, and a sense of purpose, leading to increased
employee motivation and commitment to achieving organizational goals. They also promote
a culture of experimentation, fostering innovation and creativity.
However, transformational leaders may also have drawbacks, such as dependence on the
leader, unrealistic expectations, resistance to change, and overemphasis on charisma. Leaders
may become the focal point of decision-making and problem-solving, leading to followers
relying heavily on their guidance and direction, potentially hindering independent thinking
and decision-making. Unattainable expectations can lead to burnout and frustration, while
resistance to change can be challenging for some individuals within the organization.
Additionally, excessive reliance on charisma can overshadow other important leadership
qualities, such as strategic thinking and operational management.
Some of the Examples
Former cricket captain Kumar Sangakkara inspired his team to new heights, instilled
confidence, and promoted a feeling of cohesion and purpose, all of which are characteristics
of transformational leadership.
Nelson Mandela, the former president of South Africa, served as an example of
transformative leadership during the fall of apartheid. He inspired others who followed him to
work toward rapprochement, pardon, and equality.
Maithripala Sirisena, the former President of Sri Lanka from 2015 to 2019, was a prime
example of transformational leadership in the country. He campaigned on a platform of
democratic reforms, anti-corruption measures, and national reconciliation. Sirisena aimed to
strengthen democratic institutions and restore checks and balances, encouraging open
dialogue, inclusivity, and citizen participation. He introduced constitutional amendments to
limit executive powers and restore independence to key institutions like the judiciary and
police. However, some reforms faced challenges due to political complexities and resistance
from vested interests Anti-corruption measures were implemented by Sirisena, who
established the Presidential Commission of Inquiry on Serious Acts of Fraud, Corruption, and
Abuse of Power to investigate corruption allegations related to government bond issuances.
However, the progress and impact of these efforts faced criticism for being slow and
incomplete. And the process of reconciliation in Sri Lanka remains complex and multifaceted,
with further steps needed to achieve long-lasting peace and unity.
In conclusion, Sirisena's transformational leadership had a significant impact on Sri Lanka's
political landscape, but the extent to which it achieved its goals varied. Collaboration,
sustained efforts, and the support of various stakeholders are necessary to fully achieve its
goals.
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4. Laissez-Faire Leadership:
Laissez-faire leaders don't get involved or give much direction, letting the team decide on its own.
Laissez-faire leadership, also known as hands-off leadership, offers employees autonomy and
empowerment, fostering a sense of ownership, empowerment, and accountability. This
approach fosters creativity, innovation, and employee development, leading to fresh ideas,
problem-solving, and organizational adaptability. However, laissez-faire leaders may lack
guidance and structure, leading to confusion, inconsistency, and reduced productivity.
Lack of coordination and synergy can result from a lack of strong leadership presence,
causing team members to struggle to collaborate effectively. Reduced accountability may
also arise from the absence of active leadership oversight, causing employees to feel less
responsible or urgency in delivering their best work.
Lassez-faire leadership may be effective in certain situations, such as leading a team of
highly skilled and self-motivated individuals or in creative and innovative environments.
However, it may require a careful balance of guidance, support, and periodic check-ins to
ensure goals are met and the team remains cohesive and focused.
Some of the Examples
As an actual case in point, Google's co-founders Larry Page and Sergey Brin promoted
employee autonomy, invention, and creativity by fostering a culture of laissez-faire leadership
within the business.
As an example from Sri Lanka, Dhammika Perera, the chairman of Vallibel One, is well-
known for employing a laissez-faire leadership style and giving his subordinates the freedom
to assume responsibility and make judgments.
Laissez-faire leadership, characterized by minimal guidance and involvement from leaders, is
a common practice in Sri Lankan business sectors. Dhammika Perera, the Chairman of
Vallibel One, is known for his laissez-faire leadership style, empowering executives and
managers to take ownership of their areas and make decisions independently. This approach
has led to significant growth and success for the company, which operates in various sectors
such as banking, finance, leisure, and manufacturing.
Proponents of laissez-faire leadership argue that it fosters innovation, creativity, and personal
growth among employees. However, the success of laissez-faire leadership depends on factors
such as employee competence and motivation, task nature, and organizational culture.
Inefficiencies can arise from lack of guidance and support, leading to confusion, lack of
coordination, and inefficiencies.
While Dhammika Perera's laissez-faire leadership may have contributed positively to Vallibel
One's growth, it is essential to consider that leadership styles are just one aspect of an
organization's success. Factors such as market conditions, strategic decisions, and the
collective efforts of the workforce also play significant roles.
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5. Transactional Leadership:
Transactional leaders use rewards and punishments to encourage their followers while concentrating
on sustaining routine operations.
Transactional leadership offers both advantages and disadvantages. It provides clear
expectations, rewards and recognition, efficiency and productivity, stability, and
predictability. However, it can also discourage innovation and creativity, as it prioritizes
adherence to established protocols and procedures. This approach may limit employee
engagement and commitment to the organization beyond extrinsic rewards. Transactional
leaders may also have reduced autonomy and decision-making power, limiting the autonomy
and empowerment of team members.
Additionally, they may resort to micromanagement, which can erode trust, stifle creativity,
and demotivate team members. Furthermore, transactional leaders may overlook long-term
vision and strategic planning, focusing on short-term goals and immediate results. Overall,
transactional leadership can be beneficial in creating a structured work environment, but it
also has its drawbacks.
Some of the Examples
Asoka Peiris, a former police chief in Sri Lanka, used a transactional leadership approach by
defining clear goals, creating performance standards, and paying employees according to their
accomplishments.
Jack Welch, the former CEO of General Electric, is an example of transactional leadership in
action. He created a culture that was focused on performance, rewarding workers for
achieving or exceeding goals.
Under Husein Esufally's leadership, Hemas Holdings experienced significant growth and
success, focusing on performance targets, maintaining operational efficiency, and rewarding
employees based on their performance. The company experienced consistent financial
growth, increased revenues, and profitability, partly due to the performance-driven culture
fostered through transactional leadership.
Hemas Holdings expanded into new markets and diversified its business portfolio,
capitalizing on growth opportunities in sectors like healthcare, consumer goods, and leisure.
Esufally emphasized operational efficiency and continuous improvement, leading to
streamlined processes, cost optimization, and increased productivity. The transactional
leadership approach at Hemas Holdings provided clear targets and rewards, motivating
employees to perform at high levels and contributing to a results-oriented work culture.
However, other leadership styles and factors also played a role in the organization's success.
The combination of leadership, strategic decisions, market conditions, and the collective
efforts of employees contributed to the organization's success.
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2 .Team Process Lifecycle
The Team Process Lifecycle is a structure that depicts the stages and cycles that groups commonly
go through to successfully accomplish their objectives. It offers a methodical approach to
comprehending the dynamics and growth of a team. There are a few key steps in the lifecycle, each
with its own set of challenges and features. Here is a complete clarification of each move toward
the Group Cycle Lifecycle:
• Members of the team get to know one another, their roles, and
the goal of the team during the forming stage.
Forming • As members evaluate one another and form their first
relationships, excitement, anticipation, and cautious behavior
are key characteristics.
• Uncertainty, a lack of trust, and ambiguity regarding roles and
expectations are potential obstacles.
• As members of the team begin to assert their ideas, opinions,
and methods of working, the storming stage is characterized by
conflict and competition.
Storming • During this stage, disagreements, power struggles, and
resistance to authority may arise.
• To overcome these obstacles and move forward, effective
communication, active listening, and conflict resolution are
essential
• Team members begin to develop norms, values, and mutual
understanding during the norming stage.
• As the team establishes a common ground and agrees on a set
Norming of norms and working practices, cohesion, trust, and
collaboration begin to emerge.
• The members begin to appreciate each other's strengths and
contributions as roles and responsibilities become clearer.
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• Synergy, effective collaboration, and high productivity are
hallmarks of the performing stage.
• Members of the team collaborate effectively to achieve their
Performing objectives by utilizing their diverse experiences and skills.
• Conflicts are constructively resolved, and trust and respect are
established.
• When the team's work is finished and members leave, the
adjourning stage, also known as the mourning or termination
stage, takes place.
Adjourning • During this stage, it's important to reflect, celebrate
accomplishments, and acknowledge individual contributions.
• As the team disintegrates, members may experience a variety of
feelings, including fulfillment, sadness, or loss.
It is essential to keep in mind that the Team Process Lifecycle is not strictly linear.
If new difficulties or modifications arise, teams may have to return to earlier stages
or experience regression. In addition, depending on the dynamics of the team, the
complexity of the task, and external factors, teams may progress through these
stages at different rates or in a non-linear manner.
Leaders and team members benefit from an understanding of the Team Process
Lifecycle by being able to effectively navigate the stages, overcome obstacles, and
maximize the team's potential for success. It emphasizes the significance of open
lines of communication, teamwork, and adaptability for achieving desired
outcomes in a team.
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Conflict Management
Although conflict is a natural and unavoidable component of team dynamics,
effective conflict management can assist in fostering team cohesion. Throughout
the lifecycle of a team process, conflict management techniques can be used to
foster cohesion in the following ways:
Stage of Forming
• Ensure that communication is open:
From the beginning, foster a culture of honest and open
communication. To foster open communication and comprehension,
encourage team members to openly voice their opinions and concerns.
• Establish guidelines for the team:
Establish norms and ground rules for team interactions together.
Respect and active listening are encouraged as a result of this, which
contributes to the development of a shared understanding of the
expected behavior.
Stage of Storming:
• Work with productive conversations:
Recognize conflicts as they arise and address them. Members of the
team should be encouraged to share their diverse points of view. Make
sure everyone feels heard and understood by creating a secure and
encouraging setting for productive conversation.
• Using negotiation and mediation:
Facilitate mediation or negotiation sessions to find mutually beneficial
solutions if conflicts escalate. Accept compromise and look for
solutions that benefit both parties and address their fundamental
concerns
Stage of Norming:
• Create a sense of purpose for everyone:
Reiterate the values and goals that the team shares. Remind team
members of the bigger goals of the project and how important it is to
work together. Urge them to zero in on shared interests as opposed
to individual contrasts.
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• Inspire cooperation and collaboration:
Create an atmosphere that encourages cooperation and
teamwork. Tasks that require interdependence and the
importance of collective contributions should be assigned.
Celebrate accomplishments that were made possible by working
together.
Stage of Performing:
• Feedback and continuous communication:
To promptly resolve any conflicts that may arise, maintain regular
communication channels. To foster ongoing improvement and
comprehension, encourage team members to offer one another
constructive feedback.
• Methods for resolving conflicts:
To effectively resolve conflicts, employ conflict resolution
strategies like problem-solving, active listening, and empathy.
Team members should be encouraged to collaborate on conflict
resolution, looking for win-win outcomes that strengthen unity
and trust.
Stage of Adjourning:
• Consider conflict resolution:
During the project's conclusion, think about the conflict management
strategies used and how they affected team unity. Identify lessons
learned and ways to handle conflicts better in future projects.
• Recognize accomplishments:
Recognize the contributions made by each member of the team and
celebrate their accomplishments. This strengthens the bonds formed
during the project by creating a positive and supportive atmosphere.
Remember that conflict management is an ongoing process throughout the team lifecycle. By
actively addressing conflicts, promoting open communication, and utilizing appropriate
conflict resolution techniques, you can help build cohesion and trust among team members,
ultimately enhancing the overall team performance and project outcomes.
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3. Methods to make the Construction Industry
sustainable in the future
There are several approaches that can be taken to ensure the future viability of the
construction industry. Examples from the Architecture, Engineering, and Construction
(AEC) industry are used to illustrate some key strategies:
01. Accept Green Building Methods:
• Implement sustainable design guidelines:
Utilize strategies for designing in an energy-efficient manner,
such as natural lighting, passive design, and the integration of
renewable energy. Solar panels, rainwater harvesting, and
composting toilets are just a few examples of sustainable
design features found in the Bullitt Center in Seattle,
Washington, USA.
• Use eco-accommodating materials:
Choose environmentally friendly building materials like
recycled or reclaimed materials, paints with low volatile
organic compounds, and sustainable timber. Innovative
sustainable materials and technologies, such as a smart energy
system and cradle-to-cradle certified materials, are incorporated
into The Edge, a building in Amsterdam, Netherlands.
02. Apply the principles of the circular economy:
• Prioritize resource utilization:
Adopt circular economy principles, focusing on recycling
construction and demolition waste, reusing materials, and
reducing waste. Dr. Dante Bini, an architect, invented the
Binishell technology, which minimizes material waste and
makes use of inexpensive inflatable forms to construct
affordable, sustainable homes.
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• Encourage prefabrication and modular design:
Encourage off-site construction and modular methods, which
reduce waste, enhance efficiency, and improve quality control.
The 3D-printed office building in Dubai, United Arab
Emirates, demonstrates how prefabrication methods can speed
up construction while reducing waste of materials.
03. Boost Water and Energy Efficiency:
• Include energy-saving systems:
To reduce energy use, smart controls, energy-efficient HVAC
systems, and LED lighting should be installed. The Co-
operative Group's headquarters in Manchester, UK, One Angel
Square, has advanced energy management systems like heat
recovery, rainwater harvesting, and an anaerobic digestion
plant on site.
• Implement measures to save water:
Install fixtures that use less water, greywater recycling
systems, and landscape designs that use less water. A biophilic
design approach is demonstrated by the Pixel Building in
Melbourne, Australia, which incorporates solar panels,
rainwater harvesting, and energy-saving features.
04. Encourage Innovation and Collaboration:
• Encourage teamwork and the sharing of information:
Stakeholders, such as developers, architects, engineers, and
contractors, should work together to incorporate sustainable
practices throughout the project lifecycle. To achieve
sustainability objectives, projects like The Bullitt Center and
The Edge involve multidisciplinary collaboration.
• Embrace innovation and technology:
To optimize the processes of design, construction, and
operation, investigate cutting-edge options like Building
Information Modeling (BIM), digital twin technology, and
Internet of Things (IoT) applications. The Crystal in London,
UK, is a sustainable cities initiative that uses interactive
exhibits and cutting-edge technology to show sustainable
practices.
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05. Make social responsibility a priority:
• Improve the health and safety of workers:
Throughout the construction process, give worker safety, fair
wages, and ethical labor practices priority. This includes
ensuring compliance with labor standards and providing
appropriate training and protective gear. Skanska and Turner
Construction, for example, have robust safety initiatives and
programs.
• Increase community involvement:
Participate in construction projects with the local
communities, address their concerns, and incorporate their
suggestions. Enhancements to public spaces, job training
programs, and affordable housing are all examples of
community development initiatives. The local community is
involved and sustainability education is emphasized at The
Green School in Bali, Indonesia.
The construction industry has the potential to move toward a more environmentally
friendly, resource-efficient, and socially responsible future by implementing these
strategies. These real-world examples demonstrate the AEC industry's successful
sustainability practices.
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References
The Edge: https://edgetechnologies.com/
https://bullittcenter.org/
Team Development Cycle: From Forming To Performing: https://teamhood.com/team-
performance-resources/team-development-cycle/
Leadership Styles - Overview, Importance, Examples:
https://corporatefinanceinstitute.com/resources/management/leadership-styles/
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