留学生Assignment代写-商业中的组织行为和团队合作。本文是一篇留学生assignment写作范文，这项作业引出了对团队在组织或课堂活动中的生活经验中的组织行为的讨论。团队工作中的组织行为起着至关重要的作用，这个话题已经讨论了很长时间，现在几乎每个人都知道它的概念。简单地说，这些组织只会由一个人或多个人来执行。当涉及到组织时，应该有团队合作和表现。个人不能在组织中做任何他们想做的事情，他们必须组建一个团队，并像团队一样单独表现。因此，在组建团队时，组织行为会影响团队的成功。下面就请参阅这篇留学生assignment代写范例。
INTRODUCTION 引言
The assignment brings out the discussion over the organisational behaviour in life experience of team work in organisation or in classroom activities.
Organisational behaviour in a team work plays a vital role and it is the topic has been discussed for a very long time and now nearly everyone knows about its concepts. Simply the organisations won’t perform but the one person or many people. When it comes to organisations there should be a team work and perform individuals can’t perform whatever they want in an organization they have to form a team and perform individually as well as teams. So when forming a team, organizational behaviour influence’s toward its success.
Organizational Behaviours is the key aspect to maintain and enhance interaction levels amongst people in the organizations. Other attributes like leadership, motivation, decision making, openness to discuss problems, challenge-initiative is all in the base concept of Organizational behaviour to help the business achieve its strategic and in some business objectives. The proper definition of organizational behaviour with its understanding and management has resulted in development of few key offshoots to the concept of Organizational behaviours
组织行为是保持和提高组织中人员之间互动水平的关键方面。其他属性，如领导力、动机、决策、讨论问题的开放性、挑战主动性，都是组织行为的基本概念，以帮助企业实现其战略目标和某些业务目标。对组织行为的正确定义及其理解和管理导致了组织行为概念的几个关键分支的发展
In my view a personality behaviour means how can we describe a person, how this person differences from the others behaviour, how we can measure the characteristics and differences. Psychometrics is also the most important related to the assessment and measurement of the personality, aptitude, intelligence. It is like the unique character of the individual and measure and understands the differences between the individuals. I think the term itself indicates the properties of behaviour which are both enduring and set the individual apart from others. These properties concern the individual’s typical ways of coping with life.
在我看来，人格行为意味着我们如何描述一个人，这个人与其他人的行为有何不同，我们如何衡量这些特征和差异。心理测量学也是与人格、能力和智力的评估和测量相关的最重要的。它就像是个体的独特性格，衡量和理解个体之间的差异。我认为这个词本身表明了行为的特性，这种特性既持久，又使个人与他人不同。这些特性涉及个人应对生活的典型方式。
I am going to explain a few words about the group because it will explain the importance of individual in the group. The group may spend a lot of time on the each stage, but some groups never reaching the final stages because the personality and levels of dominance of each member may play a large part in the failure or success of the group and its ability to progress through the different stages, the time goes by changes occur, such as new members joining the group or old members leaving the group may re-enter the cycle and begin the development of the process all over again.
我将解释几个关于团队的词，因为它将解释团队中个人的重要性。小组可能会在每个阶段花费大量时间，但有些小组从未达到最后阶段，因为每个成员的个性和支配水平可能在小组的失败或成功以及小组在不同阶段进步的能力中起着很大的作用，例如加入该组的新成员或离开该组的旧成员可以重新进入该循环并再次开始该过程的发展。
In this assignment i am going to use the Leadership theory and Motivation Maslow’s theory. These theories are best suitable for my opinions or views that are raised in my experience and i like those theories a lot so the two theories are chosen. Let me start with those theories
在这项作业中，我将使用领导力理论和动机马斯洛的理论。这些理论最适合我的观点或我的经验中提出的观点，我非常喜欢这些理论，因此选择了这两种理论。让我从这些理论开始
Leadership theory 领导力理论
A simple definition of leadership is that leadership is the art of motivating a group of people to act towards achieving a common goal.
领导力的一个简单定义是，领导力是激励一群人为实现共同目标而行动的艺术。
Leadership is one of the most hotly debated topics in management studies, social psychology and organisational psychology (Pfeiffer 1993). Despite the depth and breadth of debate concerning leadership effectiveness, it remains an elusive construct. As a result, researchers and practitioners have not reached a consensus on a true and concise definition that represents an accurate depiction of effective leadership in all situations and possibilities.
领导力是管理学、社会心理学和组织心理学中争论最激烈的话题之一。尽管关于领导力有效性的辩论有深度和广度，但它仍然是一个难以捉摸的概念。因此，研究人员和从业者尚未就一个真实而简洁的定义达成共识，该定义准确描述了在所有情况和可能性下的有效领导。
The leadership is one of the effective concepts and well defined as:
领导力是一个有效的概念，定义如下：
“Treat people with politeness, respect and dignity and in doing so create a strong role model for others to follow. Building a reputation of fairness gives you a buffer against the times when the policy is wrong or you behave badly” Gratton (2000:206)
Gratton说：“以礼貌、尊重和尊严待人，这样做为他人树立了一个强有力的榜样。树立公平的声誉可以让你在政策错误或行为不端时得到缓冲。”
According to Nathan F. Iannone, leadership can be defined as the art of influencing, directing, guiding, and controlling others in such a way as to obtain their willing obedience, confidence, respect and loyal cooperation in accomplishment of an objective.
根据内森·F·伊恩诺的说法，领导力可以被定义为影响、指导、指导和控制他人的艺术，以获得他们在实现目标时的自愿服从、信任、尊重和忠诚合作。
Leadership is about the future and about how do I ‘tap into’ the group orientation (into what everybody shares).
领导力关乎未来，关乎我如何“利用”团队导向（每个人都分享的内容）。
According to Jago (1982) the quality and the qualified, good leaders are not born instead they are made with the influenza ion of the training and the self-assessment, developing skills by improvising others.
根据Jago的说法，高素质和合格的优秀领导者并非天生的，而是通过培训和自我评估，通过即兴发挥来培养技能。
The natural people ability is also evaluated as a measure of ‘walk their talk’. The fascination of the leadership is much higher in terms of the charismatic leader. The leadership based on this charismatic model is really being focused towards the vision and also the ability and the talents are naturally born and also termed as gift. The natural leader adapts the tapping of their inner resources and also natural leaders are more often generalist (Stonefield, 1992:3).
自然人的能力也被评价为“言行一致”的一种衡量标准。就有魅力的领导者而言，领导者的魅力要高得多。基于这种人格魅力模型的领导层真正关注的是愿景，能力和天赋是天生的，也被称为天赋。天生的领导者适应他们内部资源的开发，而且天生的领导者往往是多面手。
The leadership theory based on this contingency model states that there is no particular model of leadership which suits as appropriate in all times of situation. The variables are the basic elements and the preliminary components which determine the success rather than the leadership style which we intend to follow or insist. The leadership has a quality in order to follow the vital roles and also in order to perform the action depending and assessing the situation through various means (Cherry, 2010).
基于这种偶然性模型的领导理论指出，没有一种特定的领导模式适合任何时候的情况。变量是决定成功的基本要素和初步组成部分，而不是我们打算遵循或坚持的领导风格。领导层具备遵循关键角色的素质，也具备通过各种手段执行行动和评估情况的素质。
The trait approach to personality is one of the major theoretical areas in the study of personality. The trait theory suggests that individual personalities are composed broad dispositions. Consider how you would describe the personality of a close friend. Chances are that you would list a number of traits, such as outgoing, kind and even-tempered. A trait can be thought of as a relatively stable characteristic that causes individuals to behave in certain ways. Unlike many other theories of personality, such as psychoanalytic or humanistic theories, the trait approach to personality is focused on differences between individuals. The combination and interaction of various traits forms a personality that is unique to each individual. Trait theory is focused on identifying and measuring these individual personality characteristics.
人格特质研究是人格研究的主要理论领域之一。特质理论认为，个人性格是由广泛的性格组成的。想想你如何描述一个亲密朋友的性格。你可能会列出一些特质，比如外向、善良甚至脾气暴躁。一种特质可以被认为是一种相对稳定的特质，它会导致个体以某种方式表现。不同于许多其他人格理论，如精神分析或人文主义理论，人格特质方法侧重于个体之间的差异。各种特质的组合和相互作用形成了每个人独特的个性。特质理论侧重于识别和衡量这些个人的性格特征。
According to Offer Mann, Hanges and Day (2001) much of the discourse on the internal characteristics of leadership over recent years has focused on values and ethics. They argue that disillusionment and a lack of confidence in political leadership have been generated by the particular values that political leaders use to motivate their actions. As a result, Offermann, Hanges and Day (2001) claim that the world is more aware of the importance that values play in leadership effectiveness and success. In addition, it has been shown that particular types of leaders attract different followers depending on their value types (Ehrhart & Klein 2001). McShane (2001) argues that in order to motivate, influence, be liked and respected, a leader’s values need to align themselves with those of their employees and to reflect integrity, honesty, compassion and assertiveness.
根据Offer Mann、Hanges和Day的说法，近年来关于领导层内部特征的大部分论述都集中在价值观和道德观上。他们认为，政治领导人用来激励其行动的特殊价值观导致了对政治领导的幻灭和缺乏信心。因此，Offermann、Hanges和Day声称，世界更加意识到价值观对领导力有效性和成功的重要性。此外，研究表明，特定类型的领导者会根据其价值类型吸引不同的追随者。McShane认为，为了激励、影响、被喜欢和尊重，领导者的价值观需要与员工的价值观保持一致，并体现正直、诚实、同情和自信。
The contingency leadership is one of the effective leadership techniques and also has an ability to act as a vital tool in establishing the focus on variables in an environment in order to determine the situations which really opt for our behaviour in any kind of situation. The leadership theory based on this contingency model states that there is no particular model of leadership which suits as appropriate in all times of situation. The variables are the basic elements and the preliminary components which determine the success rather than the leadership style which we intend to follow or insist. The leadership has a quality in order to follow the vital roles and also in order to perform the action depending and assessing the situation through various means (Cherry, 2010).
应急领导是一种有效的领导技巧，也有能力作为一种重要工具，在环境中建立对变量的关注，以确定在任何情况下真正选择我们行为的情况。基于这种偶然性模型的领导理论指出，没有一种特定的领导模式适合任何时候的情况。变量是决定成功的基本要素和初步组成部分，而不是我们打算遵循或坚持的领导风格。领导层具备遵循关键角色的素质，也具备通过各种手段执行行动和评估情况的素质。
My definition of Leadership is being able to: inspire others, motivate, set a vision, communicate, respect others, and lead by example. A leader must have an honest understanding of who they are, what they know, and what they are capable of. To be successful person you have to convince your followers, not yourself or your superiors. In my opinion this can build confidence in your followers in their faith in you to be able to lead.
我对领导力的定义是：能够激励他人、激励他人、树立愿景、沟通、尊重他人并以身作则。领导者必须诚实地了解他们是谁，他们知道什么，他们有什么能力。要成为一个成功的人，你必须说服你的追随者，而不是你自己或你的上司。在我看来，这可以在你的追随者中建立信心，让他们相信你能够领导。
Followers 追随者
Different person require different styles of leadership. For example, a company I was working requires more supervision than an experienced employee. A person who lacks motivation requires a different approach than anyone with a high degree of motivation. You must know your people! The fundamental starting point is having a good understanding of human nature, such as needs, emotions, and motivation. You must come to know your employees’ be, know, and do attributes.
不同的人需要不同的领导风格。例如，我所在的一家公司需要比经验丰富的员工更多的监督。一个缺乏动力的人需要一种不同于任何有高度动力的人的方法。你必须了解你的人民！基本的出发点是对人性有良好的理解，如需求、情绪和动机。你必须了解你的员工是、知道和做的属性。
Communication 沟通
Communication is the exchange and flow of information and ideas from one person to another person; it involves a sender transmitting an idea, information, or feeling to a receive. What and how you communicate either builds or harms the relationship between you and your employees.
沟通是信息和想法从一个人到另一个人的交流和流动；它包括发送者向接收者传递想法、信息或感觉。你的沟通方式或建立或损害了你和员工之间的关系。
Situation 形势
Situations are different from all time. Leader is an individual who can use different leadership styles based on the situations .decide the best course of action and the leadership style needed for each situation. For example, you may need to confront an employee for inappropriate behaviour, but if the confrontation is too late or too early, too harsh or too weak, then the results may prove ineffective.
形势与以往不同。领导者是一个能够根据形势使用不同领导风格的人。决定每种形势所需的最佳行动方案和领导风格。例如，您可能需要针对员工的不当行为与员工进行对抗，但如果对抗太晚或太早、太严厉或太软弱，那么结果可能会被证明无效。
Also note that the situation normally has a greater effect on a leader’s action than his or her traits. This is because while traits may have an impressive stability over a period of time, they have little consistency across situations (Mischel, 1968). This is why a number of leadership scholars think the Process Theory of Leadership is a more accurate than the Trait Theory of Leadership.
还要注意的是，这种情况对领导者的行为的影响通常比其性格更大。这是因为，虽然性格在一段时间内可能具有令人印象深刻的稳定性，但在不同情况下，它们几乎没有一致性。这就是为什么许多领导学者认为领导过程理论比领导特质理论更准确的原因。
Every organisation is subdivided into two different categories such as formal and informal. The organisation when seen as external spectator it appears to be formal with its will defined mission statement, policies and procedure and organisation structure charts, but this is just the tip of the great iceberg floating underneath in the form of informal organisation which a manger has to face. This informal organisation includes informal leaders which have no formal authority given by organisation but they have their influence on many employees, to maintain good relation with such informal leaders as sometimes they can help in getting things done. Internally organisation is subdivided into many groups based on their nature of job, their ethnicity, their culture, their language having their own norms and sentiments managers need to identify such groups and make consistent effort to maintain peace in groups by serving the role of mediator, for smooth running of organisation. Organisation consist of another route of power which can be said as counter organisation, that can be seen in the form of labour unions which are formed to keep check on organisation and make sure that profit hungry organisation don’t exploit them. Such counter organisations are needed to be handled with great care. It can be said informal organisations are formed by the people of organisation to satisfaction of their cultural needs and a sense of personal identity and personal belonging. It also provides means to highlight deficiencies in the formal organisation such as excess time taken to complete a task.
每个组织被细分为两个不同的类别，如正式和非正式。当组织被视为外部旁观者时，它似乎是正式的，有其意志明确的使命声明、政策和程序以及组织结构图，但这只是漂浮在管理者必须面对的非正式组织形式下的冰山一角。这种非正式组织包括非正式领导人，他们没有组织授予的正式权力，但他们对许多员工有影响，以保持与此类非正式领导人的良好关系，因为有时他们可以帮助完成工作。内部组织根据其工作性质、种族、文化、语言以及他们自己的规范和情感被细分为多个群体。管理者需要识别这些群体，并通过充当调解人的角色，持续努力维护群体的和平，以确保组织的顺利运行。组织由另一种权力途径组成，可以说是反组织，这可以在工会的形式中看到，工会的成立是为了检查组织并确保渴望盈利的组织不会剥削他们。需要非常小心地处理此类反组织。可以说，非正式组织是由组织中的人为了满足他们的文化需求以及个人身份和个人归属感而形成的。它还提供了强调正式组织中的不足之处的方法，例如完成任务所需的时间过长。
MASLOW THOERY OF MOTIVATION 马斯洛动机理论
Motivation is a fundamental driving force behind people behaviour and performance. When the research was done to explain different aspects of motivation from an organisational behavioural perspective many theories or models used to describe the topic of motivation basically it is described as the extent to which persistent effort is directed towards a goal. It is very important to know about different types of motivation theories and their implementation in a group or organisation. These motivation theories specify the kinds of needs people has and condition in which they would want to exemplify these needs. Motivation can be internal or external. Example of external motivation is Deadlines. The fear of losing a contract or of not finishing a job on time you started is an example of internal motivation. Both internal and external motivation can be equally powerful.
动机是人们行为和表现背后的根本动力。当研究是从组织行为的角度解释动机的不同方面时，许多理论或模型用来描述动机的主题，基本上被描述为持续努力的程度。了解不同类型的激励理论及其在团队或组织中的实施非常重要。这些动机理论规定了人们的需求类型，以及他们想要举例说明这些需求的条件。动机可以是内部的，也可以是外部的。外部激励的例子是期限。害怕失去合同或不能按时完成工作是内在动力的一个例子。内部动机和外部动机同样强大。
Why i am using this Maslow’s theory to reflect on my behaviour in group situations. This theory comes under content theories of motivation. There is significant relationship between behaviour and motivation particularly between group and individuals. Motivations of group have a serious impact on individual behaviour likewise the motivation of an individual can have serious impact on group.
为什么我要用马斯洛的理论来反思我在群体中的行为。这一理论属于动机的内容理论。行为和动机之间存在显著的关系，特别是群体和个人之间。群体的动机会对个人行为产生严重影响，同样，个人的动机也会对群体产生严重影响。
Abraham Maslow theory was proposed by Dr. Abraham Maslow in 1943, this theory is general overview of human motivation. His theory strikes a distinctive sense of balance between biological and social needs that integrates many motivational concepts. According to Maslow individual needs are set in a hierarchy, and everyone must satisfy their basic needs before they can satisfy their higher needs. The hierarchy is many times portrayed, as a pyramid beginning with physiological needs at the bottom and self-actualization at the top of this pyramid. The needs at the lower level are the most basic. These basic needs must be satisfy well before an individual can become concern with the higher needs like physiological needs, safety needs, security needs, social needs, law and affection, esteem needs. These needs must be satisfied before a person can act unselfishly. He called these needs “deficiency needs.” As long as we are motivated to satisfy these craving, people are moving toward growth, self-actualization, satisfying needs is healthy, which preventing gratification makes us sick or act evilly.
亚伯拉罕·马斯洛理论由亚伯拉罕·马斯洛博士于1943年提出，该理论是对人类动机的一般概述。他的理论在生物和社会需求之间找到了一种独特的平衡感，融合了许多激励概念。根据马斯洛的观点，个人的需求是按层次划分的，每个人都必须满足自己的基本需求，才能满足更高的需求。这个层次被多次描绘成一个金字塔，从底部的生理需求开始，在金字塔的顶部实现自我。下层的需求是最基本的。这些基本需求必须得到充分满足，个人才能关注更高的需求，如生理需求、安全需求、安全需要、社会需求、法律和情感、尊重需求。这些需求必须得到满足，一个人才能无私行事。他将这些需求称为“缺乏需求”。只要我们有动力满足这些渴望，人们就会走向成长、自我实现，满足需求是健康的，而阻止满足会让我们生病或行为邪恶。
Gareth Morgan suggests that employees are people with complex needs that must be satisfied if they are to lead perform effectively in a work place. Employees perform best when they are motivated by task, which will earn them some reward that satisfies their personal needs. Abraham Maslow’s theory of motivation most widely famous as hierarchy of needs states that human needs when arranged in form of hierarchy, ascending from lowest to the highest, as soon as need at lower level gets completed, the need at next level servers to be a motivator. Maslow divided human needs into five main categories such as physiological which include basic needs for sustaining life like food, water, shelter and sleep.
Gareth Morgan认为，员工是有着复杂需求的人，如果他们想在工作场所有效地领导工作，就必须满足这些需求。员工在受到任务激励时表现最好，这将为他们赢得一些满足个人需求的奖励。亚伯拉罕·马斯洛的激励理论最广为人知的是需求层次，它指出，当人类的需求以层次的形式排列时，从最低到最高，一旦完成了较低层次的需求，下一层次的需求就会成为激励者。马斯洛将人类的需求分为五大类，如生理需求，包括维持生命的基本需求，如食物、水、住所和睡眠。
According to Abraham Maslow there are five different levels in hierarchy of needs.
根据亚伯拉罕·马斯洛的说法，需求层次有五个不同的层次。
Self-actualizing Needs 自我实现需求
Self-actualizing Needs is the highest level of Maslow’s hierarchy of need. People are self-aware, concerned with personal growth, less concerned with the opinions of others and interested fulfilling their potential.
自我实现需求是马斯洛需求层次的最高层次。人们有自我意识，关注个人成长，较少关注他人的意见，有兴趣发挥自己的潜力。
Esteem Needs 尊重需求
Esteem needs include the things that reflect on self-esteem, personal worth, social recognition and accomplishment.
尊重需求包括反映自尊、个人价值、社会认同和成就的东西。
Social Needs 社交需求
Social needs include belonging, love and affection. Maslow considered these needs to be less basic than physiological and security needs. Relationships such as friendships, love, romantic attachments and families help fulfil this need for companionship and acceptance, as doe’s involvement in social, community or religious groups.
社交需求包括归属感、爱和亲情。马斯洛认为，这些需求不如生理和安全需求那么基本。友谊、爱情、浪漫依恋和家庭等关系有助于满足这种陪伴和接受的需求，就像母鹿参与社会、社区或宗教团体一样。
Security Needs 安全需求
Security needs include safety and security. Security needs are important for survival, but they are not as demanding as the physiological needs. Examples of security needs include a desire for steady employment, health insurance, safe neighbourhoods and shelter from the environment.
安全需求包括安全和安保。安全需求对生存很重要，但它们不像生理需求那样苛刻。安全需求的例子包括渴望稳定的就业、健康保险、安全的社区和躲避环境。
Physiological Needs 生理需求
A physiological need is low needs. These include the most basic needs that are vital to survival, such as the need for water, air, food and sleep. Maslow believed that these needs are the most basic and instinctive needs in the hierarchy because all needs become secondary until these physiological needs are met.
生理需求是低需求。其中包括对生存至关重要的最基本需求，如对水、空气、食物和睡眠的需求。马斯洛认为，这些需求是层次结构中最基本、最本能的需求，因为在满足这些生理需求之前，所有需求都是次要的。
Maslow was correct when he said that one need has to be fulfilled before we can move to the next one. Without sufficient amount sleep I wouldn’t be able to think of nothing but sleep. Also if I am hungry food will be the only thing on my mind. But because each day I satisfy these basic needs I am able to think about other things because these needs are no longer controlling my thoughts. Next priority is given to security which includes freedom from physical danger and other fears like losing job, property, food, or shelter. Since people are social animals they need to belong, to be accepted by others, hence acceptance third in the list of needs.
马斯洛说得没错，我们必须先满足一个需求，然后才能进入下一个需求。没有充足的睡眠，我除了睡觉什么都想不起来。而且，如果我饿了，食物将是我唯一的心事。但因为每天我都满足这些基本需求，所以我能够思考其他事情，因为这些需求不再控制我的想法。下一个优先事项是安全，包括免于身体危险和其他恐惧，如失去工作、财产、食物或住所。由于人是社会动物，他们需要归属，需要被他人接受，因此接受是需求清单中的第三位。
Once people satisfy their need to belong esteem needs emerge in the form of satisfactions as power, prestige, status and self-esteem and at last when all the other needs are satisfied need for self-actualization which is the desire to maximize one’s potential and achieve something. Applying this theory many organisations where suggested to motivate their employees by monetary gains or assuring security of their job. , Koontz, H, Weihrich (2008), Morgan (2006). There was a research conducted by Douglas T Hall and Khalil Nongame which studied needs of hierarchy involving a group of managers over a time span of five years. They found that there was no strong evidence of hierarchy, as managers get promoted in organisation their physiological needs tend to decrease, while on other hand needs for self-actualization tend to increase H, Koontz , H, Weihrich(2008). Upcoming flaws of Maslow’s theory the process theory of motivation stated, with the study of one’s decision making process and determining how individual behaviour is energised, directed and maintained. The major process theory of motivation includes expectancy theory, equity theory, goal setting theory and reinforcement theory.
一旦人们满足了他们的归属需求，尊重需求就会以权力、威望、地位和自尊等满足的形式出现，最后当所有其他需求都得到满足时，需要自我实现，即最大限度地发挥自己的潜力并实现某样东西的愿望。运用这一理论，许多组织建议通过金钱收益或确保工作安全来激励员工，道格拉斯·T·霍尔和哈利勒·农加姆进行了一项研究，在五年的时间跨度内研究了一组管理者的等级需求。他们发现，没有强有力的证据表明存在等级制度，当管理者在组织中晋升时，他们的生理需求往往会减少，而另一方面，自我实现的需求往往会增加。马斯洛理论中即将出现的缺陷——动机的过程理论——通过研究一个人的决策过程，并确定个人行为是如何被激励、引导和维持的。激励的主要过程理论包括期望理论、公平理论、目标设定理论和强化理论。
In my classroom activities 在我的课堂活动中
I am relating this theory’s to my classroom activities in a group. When considered my experience in a group situation once while doing a group presentation in collage we all are five people. We had a 20 days’ time to presentation and from first day we all thought to meet at my place but no one turn up this happened many time every one say some other reason. It happened for all 19 day only 1 day left to submit the presentation than I thought to divide the task to my group members. Each one is assign a separate task and the task should complete before the particular schedule time. With this I emerge as leader that made me influenza ion as Leadership. Not only Leadership but also motivation In order to sleep tonight I have to complete my task of presentation before sleep. I need to satisfy my physiological need that is to sleep in time. I should complete the presentation before night
我将这一理论与我的课堂活动联系起来。考虑到我在大学做小组演讲时在小组环境中的经历，我们都是五个人。我们有20天的时间进行演示，从第一天开始，我们都想在我的地方见面，但没人出现，每次都有人说其他原因。在19天的时间里，我只剩下1天的时间来提交报告，这比我想的将任务分配给小组成员的时间还要长。每个人都被分配一个单独的任务，任务应该在特定的计划时间之前完成。有了这一点，我成为了领导，这让我成为了领导者。不仅是领导力，还有动力为了今晚睡觉，我必须在睡觉前完成演讲任务。我需要满足我的生理需求，那就是及时睡觉。我应该在晚上之前完成演示
CONCLUSION 结论
According to the trait theory the question arises of weather a leader is born or developed. There is no defined answer as many theorists have different answers to this. Understanding the concepts from above of motivation its rewards systems as to how useful it is for a leader to understand how it can be utilized in getting work done from people, decision making and its importance in growing more efficient, managing change and adapting quickly to it, understanding human perceptions and how they affect management, understanding the value of power in an organization without which a leader is nothing, politics and control and the other factors finally lead towards the understanding that leaders are developed. Many individuals may be born with the skill to be a leader this does not prove that he grows up to be an effective leader. However he can develop the ability to become one. Experience and the urge to learn can help one become an efficient leader. According to my understanding a person might be born with natural abilities to become a leader.
根据特质理论，领导者是出生还是发展的问题就出现了。没有明确的答案，因为许多理论家对此有不同的答案。了解激励和奖励系统的概念，了解领导者如何利用激励来完成员工的工作、决策及其在提高效率、管理变革和快速适应变革方面的重要性、了解人的感知及其如何影响管理、，了解一个组织中权力的价值，如果没有权力，领导者就什么都不是，政治和控制以及其他因素最终会导致理解领导者是发展起来的。许多人可能天生就具备成为领导者的技能，但这并不能证明他长大后会成为一名有效的领导者。然而，他可以培养成为一名球员的能力。经验和学习的欲望可以帮助一个人成为高效的领导者。根据我的理解，一个人可能天生就有成为领导者的能力。
This assignment is very useful to assess my past behaviour to the present behaviour and ways to develop the behaviour and to assess the performance by using these theories in a group. These are the two oldest theories what I used because older principles are the basic for anything i.e. the applications should follows the basic principle. Only few people are reached the self-actualization concept in the Leadership theory and Maslow’s theory. I am very much willing to taste that step. So I am going to putting my effort in this way and also looking the ways to develop. In my opinion if the group activities are conducted from the child hood they will be a very useful to the individual to improve their personality, behaviour and from that the concept of Leadership and motivation skills will also improve for the betterment of the future.
这项作业对于评估我过去的行为和现在的行为，以及发展行为的方式，以及通过在小组中使用这些理论来评估绩效非常有用。这是我使用的两个最古老的理论，因为旧的原则是任何事情的基础，即应用程序应该遵循基本原则。在领导力理论和马斯洛的理论中，只有很少的人达到了自我实现的概念。我非常愿意品尝这一步。所以我将以这种方式努力，并寻找发展的途径。在我看来，如果小组活动是从儿童时期开始进行的，那么他们将非常有助于个人改善个性、行为，因此，领导力和激励技能的概念也将得到改善，以改善未来。本站提供各国各专业留学生assignment代写或指导服务，如有需要可咨询本平台。