论文代写：应急理论
我认为引导人们的最好方法是使用应急理论（Bolman＆Deal，2017; Wheatley，2011）。这个理论的问题是它是主观的，所有的角色在上下文中都是相互关联的。战略意外理论是一种基于我个人领导人思想的理论（Schein，2006）。它指出，要领导人民，人民必须创造一种领导风格来控制局势。在这种情况下，我觉得我的团队成员都是聪明的人，并有接触来开发适当的解决方案。这让我对他们在特定情况下的想法感到同情。但是，我并没有意识到我是这个过程中受到强烈意见的人。
论文代写：应急理论
我的团队成员的领导方式与我的方法不同。他们专注于建立关系的各个方面。他们更关心如何把利益相关者聚集在一起。我想要一个具体的计划来确保每个成员都有适当的指导方针来制定可持续的计划。我的团队成员想要一个关于要求人们创新的计划。我想表明，并非公司里的所有人都可以精通技术。由于这一点，出现了混乱和冲突（Bass＆Riggio，2006）。然后我试图成为一个好的追随者。我相信一个好的领导者需要成为一个好的追随者。我们试图给予彼此积极的意见，并在冲突中努力。由此，我们试图整理一个关于促进关系和具体细节的计划。据观察，人们提出想法并将其提交给最高管理层的自由度。在这个过程中发展了促进联系的重要性。经过反思，我认为投资于人并重点关注一些具体问题非常重要。尽管掌握技术知识非常重要，但重要的是要引导人们走向正确的方向。
论文代写：应急理论
I assumed that the best method of guiding the people was by the use of the contingency theory (Bolman & Deal, 2017; Wheatley, 2011). The issue with this theory is that it is subjective and all the characters are relative to each other in the context. The strategic contingency theory is a theory that is based on my personal ideology of leading people (Schein, 2006). It states that to lead people, it is imperative for the people to create a style of leadership to control the situation. In this context, I felt that my team members were all people who were smart and had the exposure to develop the appropriate solutions. This gave me empathy as to how they thought in a particular situation. However, I did not realize that I was the one being strongly opinioned in the process.
论文代写：应急理论
My team members approach to leadership were different from my approach. They focused on the aspects of building relationships. They were more concerned about how to bring the stakeholders together. I wanted a specific plan to ensure that each member had the appropriate guidelines for the creation of a sustainable plan. My team members wanted a plan that was about asking the people to innovate. I wanted to profess that not all the people in a company can be tech savvy. Owing to this, there was a confusion and conflict (Bass & Riggio, 2006). I then tried to be a good follower. I believe that being a good follower is needed for a good leader. We tried to give positive opinions about one another and worked our way through the conflict. From this, we tried to collate a plan that was about fostering relationship and having some specifics. It was observed that the latitude for the people to come up with ideas and submit it to the top management. The importance of fostering connection was developed in the process. On reflection, I think it is important to invest in people and focus on some specifics. While it is important to have technical knowledge, it is important to lead people towards the right direction.
