As a student in a graduate school, I have maintained my position as a group leader. As a result, I have learnt to appreciate and deal with individuals who have different cultural backgrounds and ethnicity.
There were also times when conflicts of interests are present within the group that I handle. By establishing an open communication line with the team members, I was able to successfully resolve the misunderstandings and arguments within the group. In the process of calming down the increasing tension, I have taught my group mates the importance of Tai Chi as a relaxation technique wherein the group members have decided to individually write down their frustrations, anger and discouragement in a piece of paper and place them in the ‘garbage basket.’ As a result, I was able to successfully reduce the negative pressure that exists among the team members.
In general, the practice of a weak leadership is likely to contribute to the organizational failure and inefficient operations within the Navy. In line with the inefficiency in the Navy’s operational system, there is a higher chance of having a decreased working attitude and morale of the leaders as well as his or her subordinates. In the end, it becomes more difficult to create and maintain a healthy and peaceful working environment for the team members.
Based on my previous leadership experiences when implementing an important organizational change, ‘resistance to change’ among the team members is one of the most common loop-hole or bottleneck that could impede the planning of developmental stage in the Navy. Basically, the three major factors that could promote resistance to change include: (1) the fact that people may feel that they have no control over the sudden changes.