As Captain Towns makes his way to find James Liddle, he comes across the book The Happy Isles of Ocenia that was blown out of their plane during the crash landing. The book is an auto-biographical story about a man who tries to get lost in a journey in hopes of self –discovery and it is not a coincidence that the director put that book in the shot. The groups of stranded passengers are lost in the desert and are on a voyage of self-discovery to see how long and how far they can go in order to survive.
When Towns and Liddle meet they discuss both of their perceptions about rebuilding the plane and keeping hope alive within the group. Liddle says to Captain to Towns that most people need at least one of these three things in order to survive: “someone to love, something to hope for, and something to do.” Liddle pleads with Captain Towns that if he no longer believes in hope than he (and the rest of the group) should focus on something to do, like rebuilding their plane.
The first need for survival is someone or something to love. My perspective on this need for survival and how it relates to leadership is when a leader prioritizes relationships with their employees and colleagues. According to the text, Fiedler’s Contingency Theory asserts that “leaders are either task oriented or relationship oriented” depending upon the leaders primary need for gratification (Nelson & Quick, 2013). Relationship oriented leaders feel the need to develop “comfortable interpersonal relationships” (Nelson & Quick, 2013).
The authors, Nelson and Quick describe that relationship oriented leader’s do well in situations of intermediate favorableness by determining the “degree of fit between the leader and the situation” (Nelson & Quick, 2013). Relationship oriented leaders inspire team learning and do well in situations that involve innovation or a new product. Relationship oriented leaders take on the role of being a trustworthy mentor to their subordinates. They take the time and consideration of incorporating employee’s feedback into their decision making (Nelson & Quick, 2013).
Another leadership theory that prioritizes relationships is the Team Manager under the Leadership Grid by Robert Blake and Jane Mouton. Team managers are extremely people oriented and who are committed to bringing their team together (Nelson & Quick, 2013). They believe in motivating employees to “reach their highest levels of accomplishments” (Nelson & Quick, 2013). The Leadership Grid highlights the team manager as the best style of behavior because it combines “optimal concern for people with optimal concern for results” (Nelson & Quick, 2013).
A team manager style promotes teamwork and commitment among employees. It also provides the feeling of a work-family environment because this style displays concerns for people and their needs (Nelson & Quick, 2013). A manager that can create a working environment that shows concerns for their employees, makes employees...