Let's do a small summary trying to see the main concepts
or the golden nuggets of this Unit.
As we said before, leadership and culture are two sides of the same coin.
Because leadership influences the culture of an organization
and the behavior of workers.
Leadership creates and changes the culture.
So, that's why we have to take care of what we create
or how we change something.
There are different theories on leadership
that have emerged throughout history.
These theories explain different ways of leading
and some are closely interrelated.
In this NOOC we have reviewed Theory X and Theory Y.
If you remember, Theory X leaders assume that workers are not motivated,
well, they are, but they go to work just to make some money for a living.
And in most cases, these leaders dislike the job they do.
So, they tend to do micromanaging,
trying to see when their workers are failing.
While Theory Y shows a very optimistic way or leadership,
where leaders and supervisors tend to think
that their people enjoy their job.
They believe that their team members are happy to work on their own initiative,
and thus, they are going to be
more motivated and involved in their jobs.
We also saw the situational leadership, managerial grid model
and the full range leadership model.
All of them helped us to place different leadership styles,
from negative ones or more Theory X leadership styles
to more theory Y leadership styles, where leaders could walk
a path back and forth, trying to adapt to their team mates.
And finally, we discovered
what transformational leadership is
and we compared it to transactional leadership.
If you are a transformational leader,
it's because you look for having your people go an extra mile
and enjoy their jobs and duties.
Also, you are looking for a very independent
and creative group of people,
aligned with your goals and the goals of your organization.
Transformational leaders are beacons for their teams.
They always have to take into account
that transformational leadership has four fundamental components:
idealized influence, inspirational motivation,
intellectual stimulation and individualized consideration.
We are all different.
When a transformational leader works on these four fundamental components,
it is possible to transform our people's culture and behaviors
into one of commitment with the group and the organization,
where people will always do their best for their leader,
because they feel well treated and feel worthy for their team.
With this part, we finish this Unit three.
And we can apply all our knowledge to the nuclear industry. Lets continue.