Week Five – Organizational Culture

After spending five full weeks together, our small staff has become very close knit. We have even gotten to the point where we spend time together outside of work. This has strengthened our bond and has allowed for better communication throughout the workday. However, the line between friend and boss for both the site director is sometimes blurred. As an intern, this can be frustrating but it is evident that his leadership style is a result of his implicit leadership theories. Due to his ILT’s, he has a certain perspective of what characterizes a good leader. Since he is working with young people, he thinks that the most effective leader will be friends with his followers. He knows that he has the power in the situation, so he acts like a friend at times but then gives directions and criticisms at other times. His personal ILTs cause him to lead in this way. However my personal ILTs cause biasing effects on his perceived leadership. I see the traits that I want to see, and downplay the ones I don’t want to see. At first glance, I perceive the site directors leadership style as unprofessional. However, due to my knowledge of ILT’s I know that everyone has a different perception of what makes a good leader. Clearly, his leadership style is appropriate for the nature of the job due to the success of the newly established learning center.

By virtue of the nature of the field and working with children, we have bonded over our teaching experiences and time with the kids. Due to this fact, we support each other throughout the work day whether it’s during meals, teaching, bible time, or recess. We know each kid and how they act, so we all have an equal understanding of how to handle behavioral and educational issues. Therefore, we are able to work together to achieve Youth Life’s core values of academic success, character development, spiritual identity, physical and emotional security, and family and community connection.