Sarah Pekoc Reflection 3 It is clear how the leadership theories can connect directly to my own development as a researcher.

Nearly any position or career requires some amount of leadership capability. Specifically, as a research, one is required to lead others in ideas and present their own ideas. Researchers with PhDs guide research assistants in daily lab tasks as well as mentoring doctoral students in the writing of theses and dissertations. With a degree such as a Phd, there is a possibility of being put into a position, which requires decision-making, for example a dean or president of an organization/school. These examples from Organizational Leadership and Management: Chapter 12 demonstrate the need for leadership-like qualities. There are several ways to connect the leadership theories to my development as a researcher. Firstly, considering the behavioral theories of leadership, I will discuss productioncentered and employee centered behavior. Production-centered behavior focuses on tasks, not people. These leaders pressure those who work below him/her to perform well and do not trust employees to do work on their own. They do not care about the quality of social connections in the work place. This is similar to initiation structure, which is the ability to take initiative and clearly lay out what needs to be done. Initiation structure is focused on leaving people alone and letting them take their own initiative on tasks. Although I do care about the quality of the social unit in my research lab, I am very production oriented and I take initiative on my own without anyone tell me to do so. I often prefer to rely on myself to get things done, rather than others. A way to improve my development in this area could be including others in my research/work, and asking others to review my research and then accept their edits. Rather than just flying by the day-to-day assignments on my own, I could ask for feedback from my research peers.

Sarah Pekoc Reflection 3 Employee centered behavior focuses on the people they work with, their success, and communication with them. These leaders are focused on the quality of social connections the forms within the work place. Employee-centered leaders combine high quality social units along with high performance in the work place. Consideration focused behavior are concerned for other members of the group and actively search out suggestions from their subordinates. This is the way my research lab is run now; the social unit is very important, but every deadline must be met. However, I do not ask for feedback nearly as often as I should; this is an area that I can improve on. In order to develop to my upmost potential as a researcher, I should continue to use a combination of these behaviors in order to further my success. Path-goal theory can also be connected to my own development as a researcher. Pathgoal theory has an emphasis on the leader helping subordinates reach their goals. This is specific to research in general; those with more advanced degrees help others learn how to present, conduct, and analyze research. This is a continuous process including research assistants and graduate students. There are four components to path-goal theory: a) directive, b) supportive, c) participative, d) achievement-oriented. Directive leader behavior focuses on what needs to be done, supportive behaviors focus on concern for subordinates as people, participative behaviors consist of consultation with subordinates before making decisions, and achievement-oriented behaviors focus on improvements in performance. These behaviors occur often in my research lab. Firstly, directive leadership takes place every day when I or another lab member focuses on the task at hand. Supportive leadership occurs when I discuss my research or my future plans with my mentor or other lab members. This also occurs when I discuss others research with them, rather than only discussing my own. Participative behaviors often occur when I consult with my mentor before making serious

Sarah Pekoc Reflection 3 decisions. Achievement-oriented behaviors take place when my mentor sets goals that I need to achieve in order to further my performance. These behaviors influence my development in research in ways such as learning focus on certain tasks and figure out how to get it done, supporting my lab members and in turn receiving support from them, accepting others advice when making serious decisions and setting goals and performing to those standards. It is clear how these leadership theories connect directly to research in several ways. Whether I am the one leading, or my mentor/lab manager is leading and I am following, these theories can be applied to several aspects of daily functioning in a research lab. Further applying these theories to my development as a research could quite possibly enhance my success in the future. Being able to listen to my subordinates, attentively, with compassion will create a positive social unit and help those who are working in it to feel appreciated. Having the ability to focus on the tasks at hand and get them done promptly and efficiently, all while considering those work with me would create a nearly unstoppable work unit. One individual alone does not complete a research project. The research process includes undergraduate and graduate research assistants, volunteers, organizations in which you must apply to funding for, and universities. In order to be the most successful research I can be, I must be able to combine a work ethic which consists of working hard, taking initiative, accepting others opinions and advice, and being considerate of those who I work with.