I have worked in many different jobs over the years from food service to the Marine Corps, and have seen many different types of leadership. I have had good leaders, and poor ones.

Many of the restaurant general managers have adopted a model like McClelland’s acquired needs theory. There is a focus on the dining experience to be better and more efficient than competitors, and other regional stores filling the need for achievement. Being that it is a hospitality driven market, and one that fosters teamwork with coworkers, and personal relationships with regular guests, management encourages a feeling of being affiliated with the Brand X family. I think this type of leadership might be effective, but most of the workers in chain restaurants are transient. I’m not sure how long term goals for the company are really a concern for wait staff, and similar level employees.

I think one of the most interesting things comes from Herzberg’s Two-Factor Theory in how it relates to military service. I think that all the reasons for job dissatisfaction can be found in a military unit, poor working conditions, pay and security are often lacking, and if you don’t listen to your boss you could be thrown in jail. I don’t think that people in the military are dissatisfied with their work because the achievement, characteristics of the work, and responsibility outweigh those negative hygiene factors. The camaraderie gained from mutual suffering, or mission accomplishment is a very powerful motivator.

I think that there are many successful types of leadership, but what makes a good leader is knowing how to navigate individual circumstances, process perspectives, and apply the correct tools to motivate employees. As a manager, or team lead I prefer to use the Goal-Setting Theory. It sets a framework of expectations, specific targets, and reinforcement. I like the goal setting approach to leading a team because it puts things upfront, and lets the how develop more collaboratively. If I ask someone to perform a task, I don’t want to tell them step by step how to do it. I expect the product not to be damaged, be done on time, and be correct.

I always believed that traits of leadership characteristics could be natural (from birth), it is the same context of saying person is a natural athlete. I do believe certain individuals are born with certain genetics which gives them a competitive edge. I also do believe that leadership skills are able to adhere over time with practice and implementation. In the current and prior workplaces, majority of the manager utilized transnational theory, where they motivate the workers to be productive by incentives or punishment. For example, this facility just finished a multi-million complex proposal contract and year to date the awarded contracts has increase. Therefore as a reward for every individual efforts the headquarters is sponsoring a worker appreciation day by taking everyone to the bowling for a few hours. To relax, have fun, food is included to make everyone feel appreciated. Is the transnational theory is effective, well I believe it depends on the person and their happiness with the company. Everyone mindset is different.

I believe that I am in the transformational theory, I believe I am a trustworthy individual and I take great pride when people put their trust in me. I am not strict or forceful, I tried to encourage my peers and/or subordinates with my personality and also it seems that I have a well-liked personality. Whereas I also believe it would be with a combination of the trait theory, ever since I was young I was always the one volunteering, wanted to first in line, and helping my peers by providing positive encouragement. I am still that way even today.