Blog 5: My Vision of Leadership

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My Vision of Leadership

“LEAD AND INSPIRE PEOPLE. DON’T TRY TO MANAGE AND MANIPULATE PEOPLE. INVENTORIES CAN BE MANAGED BUT PEOPLE MUST BE LEAD.” – ROSS PEROT

(Kruse 2012)

This statement clearly concluded the real meaning of leadership as being a real successful and influential leader, they does not have to own multiple certificates or award to support their action; they do need to own the knowledge, ability and skill which enable them to inspire people where people would feel valued and fulfilled.

Personal Vision of Leadership

In my point of view, leader has to be confidence, worrisome and things might go beyond plan; hence, leader has to assure everyone is maintaining on the right track, focusing on the larger goal. When a leader stay confident and calm, employee would feel the same which direct everyone moving forward on achieving organization’s goal. Leader inspire team to forsee the vision of the successes which create enthusiasm of member helping in focusing on goals and issues. Leader is someone who holds positive attitude, keeping team motivated, ensuring high energy level and high spirit among members which in short they have the power to influenced people, turning them to a new leaf. Most important, leader appreciate on every single thing especially their employees as they work in a team not by individual.

My Inspiration: Sir Richard Branson

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Figure 1: Richard Branson, the owner and CEO of the Virgin Group (Schawbel 2014)

Sir Richard Branson, founder and CEO of Virgin Group, he is one perfect example that demonstrate the essence of leadership through his thoughts and vision. Branson inspire people through his vision and successfully earn fortune from his diversify business (Schawbel 2014). Most impressive is that he respects and values his employees, once he said “The way you treat your employees is the way they will treat your customers”. He believes that when employees enjoy doing their task, they will perform well as they feel appreciated. Moreover, he listens to employee’s sound and embraces clear vision causes members feel captive towards Virgin Group (Schawbel 2014).

Feedback from Colleagues

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Figure 2: Bill Gates Quote (Source: Google Image)

Quoting from Bill Gates saying people need feedback for improvement, undeniable the statement is a truth but it is not easy to accept feedbacks openly as human would avoid negative comments and listen to positive comments. I continue my MBA studies right after my degree, thus most feedback I’m receiving is to enhance my experience in terms of the latest news, written or communication skill. Besides, advice such as being more interactive during class and take the initiative to communicate with others. I truly appreciate feedback given by my colleagues as it helps me to realize my weaknesses throughout the semester. A leader has to be full equip with the latest news and knowledge to react upon occurrence of emergency circumstances, foremost important leader has to be confidence, able to communicate well with subordinates and initiate conversation perfectly to expand their relationship network. These weaknesses on me definitely need improvement to be more effective in leading.

Developing Leadership Skills and How?

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Figure 3: Brian Tracy Quote(Source: Google Image)

No one is a born leader—everyone can develop leadership skills and everyone can benefit from using them. There are various skills to develop depending on the styles of leadership we wanted to be, in order to be the effective leader that I would like to follow, one of the main skill I would like to develop is the ability to inspire and motivate others. Leaders lead by action, to become a motivational leader, I have to be self-motivated first, committing self in putting full passion on doing a task striving toward excellence and it will indirectly inspire and motivate others to complete the task. Time management is important in every aspect in life cause when time is not well-organized, there will be wastage of extra times on doing things that we should not be doing. It becomes more critic when deadlines are not met, customers will have serious impact towards the leader itself and his companies. Thus, planning and organizing wisely is important to ensure time is well-managed.

Conclusions

In conclusion, throughout the five blogs I have did in this module of “Leading in the Changing World”, it widens my thought and perspectives towards leadership. There is no magic formula making a person instantly a great leader, in fact it is a timeless practice of guiding, inspiring and motivating others in pursuit goal, destination, or desired outcome. Anyhow, there are much more for me to learn as a leader as learning is never an ending process.  

(768 Words)

References

Kruse, K. (2012) Forbes [online] available from <http://www.forbes.com/sites/kevinkruse/2012/10/16/quotes-on-leadership/#4f79c5d47106> [13 November 2016]

Prive, T. (2014) Top 10 Qualities That Make A Great Leader [online] available from <http://www.forbes.com/sites/tanyaprive/2012/12/19/top-10-qualities-that-make-a-great-leader/#46ebf7635648&gt; [15 November 2016]

Schawbel, D. (2014) Richard Branson’s Three Most Important Leadership Principles [online] available from <http://www.forbes.com/sites/danschawbel/2014/09/23/richard-branson-his-3-most-important-leadership-principles/#41bfbe7f5ccf&gt> [15 November 2016]

 

Blog 4: Leadership & Change

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Leadership & Change

Change is nothing new and a simple fact of life. Some people actively thrive on new challenges and constant change, while others prefer the comfort of the status quo and strongly resist any change. It is all down to the personality of the individual and there is little management can do about resistance to change (Mullins 2013: 712).

Everything in this world need to change as nothing would stay constant forever, it is inevitable. We have been witnessing the rapid changes and evolution occurs in our daily life, change tend to be affecting us in every aspect of life which cause us human hard to overlook and keep living in our own comfort zone. Rivalry tend to be brutal in the present-day, thus to survive and maintain in the current market, changes has to be made to create a dynamic organization which is able to adopt to any circumstances occurs (Munassar, Ghanim, and Dahlan 2013). Hence, statement by Mullins is delightful as change is necessary in our daily life. However, change might be resisted on certain individual or organization as they are worry in terms of losing something valuable or uncertain about the unknown future might happen (Mullins 2013).

Role of Managers in Change

During the implementation of change, manager perform in various roles to overcome the resistance of change. Perform as communicators, communicate information with employees about changes, understand more about employees and find solution to solve any problems arise from employees; supporters as to provide support to employees during the implementation of change and trainers as to train employees during the changing process (Ionescua, Meruì ă a and Dragomiroiu 2014).

Change Management Models

Manager could implement Kotter’s eight steps model who aiming to implement successful change in the organization.

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Figure 1: Kotter’s eight steps to Change Management model (Source: Kotter 1996).

Kotter model list out the common problems managers might make when implementing change. Firstly, incapability creating sense of urgency about the basic for change, failure creating a coalition for organization the change process, absenting of change’s vision, failure communicating the vision effectively, failure removing difficulties that could obstruct the achievement of the vision, failure providing short-term achievable goals, tendency declaring victory too soon, and failure anchoring the changes into the organization’s culture. With these errors, Kotter proposed the eight-step change model (Lunenburg 2010). Table below stating the Kotter’s eight-step Process for implementing change.

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Source: (Lunenburg 2010)

Company Embracing Change – SANTANDER

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Figure 2: Santander Bank Branch (Source: Google Image).

Santander is now one of the country’s largest bank provider in mortgages and savings. In order to maintain strong in UK banking sector, change implemented to compete with their competitors. In 2008, they made a risky decision to acquire all UK traditional financial institution and grouped them as Santander, aiming to discharge their engrained processes and transform into formidable retail bank (Arnold 2015). Everyone were fully briefed when change impacted, issues and risks were mitigated and discussed; ensuring change is has been enforced that old way will be remove and they embrace a new banking era-revolutionizing banking forever (Smith 2016). Last but not least, Santander managed to win the award for their smoothest major change.

Company Resisting Change – NOKIA

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Figure 3: Nokia Tagline (Source: Google Image).

One famous examples of organization that resist to change is Nokia. They were once consumer favorite in 1990s. During the period, Nokia manage to deliver the greatest platform to the market but throughout the evolvement of technology, they have been slow in reacting, resist to invest in their R&D to keep up the latest trend and eventually they fail to satisfy the new customer’s needs with the old technology provided (Rick 2012). Hence, causes the failure of the company due to customer transition from mobile-phone to smart-phone.

Conclusions

In conclusions, change is inevitable in our daily lives. Though we do knew progress means change and we need to progress no matter how but not everyone is willing and ready to move toward change or indeed to embrace the change. Widely believing that most people resist change due to fear and uncertain. Thus, managers should ensure they themselves cooperate and work with employees to solve any problems arise after change was implemented for greater achievement and sustainment of the organization.

(711 Words)

References

Arnold, P. (2015) The 5 Greatest Examples of Change Management in Business History. [online] available from <http://www.managers.org.uk/insights/news/2015/july/the-5-greatest-examples-of-change-management-in-business-history&gt; [13 November 2016]

Ionescua, E., Meruì ă a, A. and Dragomiroiu, R. (2014) “Role of Managers in Management of Change”. ScienceDirect [online] 293 – 298. available from <http://www.sciencedirect.com/science/article/pii/S2212567114008041&gt; [13 November 2016]

Lunenburg, F. (2010) “Approaches to Managing Organizational Change”. International Journal of Scholarly Academic Intellectual Diversity [online] 12 (1). available from <http://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C%20Approaches%20to%20Managing%20Organizational%20Change%20IJSAID%20v12%20n1%202010.pdf > [13 November 2016]

Mullins. L. J. (2013) Management & Organisational Behaviour. 10th edn. Pearson Education Limited. United Kingdom

Munassar, F., Ghanim, A. and Dahlan, A. R. (2013) “Change Management and its Contribution to the Success of IT Project Implementation”. International Journal of Information and Communication Technology Research [online] 3 (4), 134-140. available from <http://esjournals.org/journaloftechnology/archive/vol3no4/vol3no4_2.pdf&gt; [13 November 2016]

Rick, T. (2012) Top 11 Companies That are Struggling With Disruptive Change. [online] available from <https://www.torbenrick.eu/blog/strategy/companies-that-struggle-with-disruptive-change/&gt; [13 November 2016]

Smith, C. (2016) 5 Companies with Oscar-Worthy Leadership and Change Management Strategies. [online] available from <http://change.walkme.com/5-oscar-worthy-examples-of-change-management-in-business-history/&gt; [13 November 2016]

 

Blog 3: Most Effective Leadership & Management Styles & Approaches

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Most Effective Leadership & Management Styles & Approaches

Leadership vs. Management?

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Figure 1: Manager vs. Leader (Source: Verma 2015).

Both leadership and management do influence, working with people to achieve a common goals (The Guardian 2013). However, differences such as leadership is the process of influencing and facilitating individual to recognize task and work need to be completed and how to complete it where individual pay certain effort to achieve a common goals (Yukl 2011). Leadership drives employees’ motivation and influence them by taking account of their interpersonal behavior however the management refers to a group of people who work together within a company to achieve the targeted objectives (Mullins 2013). According to Mullins (2013), in terms of relationship, managers actually retain low level emotional involvement; leaders having more emotional with empathy, giving full attention and concern to people.

Leading Vs. Managing

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Figure 2: Leading vs. Managing (Source: Karoleff 2014).

According to Kent (2005), leadership and management were separated by actions. 

Managers do things right, leaders do the right things;

Managing is an authority relationship; leading is an influence relationship;

Managing creates stability; leading creates change.

Effective Management Approach

Statement from CMI (2013) concern on flexibility, managers have flexible leadership style where style can be adjustable following the circumstances occur in the workplace. Managers has to do the right things at the right time with efficient supervising to boost the performance. Anyhow, there is never a perfect style that will be effective throughout the lifetime in managing; hence, approach may vary according to different circumstances.

Ideal type of being led is transformational leader as they are leader who stimulate and inspire by transform the followers in order to achieve extraordinary outcome (Singh 2015). Leaders led by charisma, creating positive change, taking care other interests and act in interests of group as whole, motivate subordinates emotionally and develop their confidence level which eventually produces high level of satisfaction and trust relationship between leaders and employees. Experience will be wonderful while working with transformational leader as they truly care about their subordinates, hoping them to succeed, completing stuff and task with full energy and passion.

Example of Leadership 

Steve Job

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Figure 3: Steve Jobs as on “The Economist” Magazine (Source: Google Image).

Steve Jobs was the founder of Apple and Pixar, known as one of the most innovative and influential leaders. He diversified in various industry such as hand phone, movies, music, computers, and software applications by new creation with better quality provided. His creation and innovation made him a great leader. Besides, Steve has the ability to inspire his subordinates to innovate. Steve will say “Yes you can do it. You can deliver, don’t be afraid.”, as when employee facing difficulties in their task (Anon. 2015). Steve Jobs motivate his employees by challenging them to act and move towards the targeted vision and creative vision. Visions set by him providing a clear idea in future helped Steve pull his teams together and cooperate together to work towards a common goal for the future of Apple which makes him being famous in transformational leaders.

 

Howard Schultz

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Figure 4: Howard Schultz as on the “Success” Magazine 

(Source: Coaches Hot Seat NFL 2015).

Howard Schultz is the CEO for Starbucks, he is one of the famous transformational leaders where he always ensures that the company exist trust, respect, honesty and commitment. He believes in hiring the right people for the company, he organized a conference in New Orleans for his 10,000 managers, motivate and inspire them hoping team will be more energized than before (Chris 2015). Besides, he is always open to his employees, allowing and seek feedback from them through personal calls and emails. Starbucks employees’ will constantly receive training to ensure they develop the right skills during their serving to customers as customers is the pillars of a business; hence, Schultz consistently deliver the best quality of products and services, ensuring customer has the same experience and taste no matter reaching in any of the stores globally. Basically Schultz’s ideals, goals and approach to employees is the driving force to successful.

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Figure 2: Leadership Quotes (Source: Google Image).

In conclusion, a good leader should have positive mindset to influence, respecting subordinates, fair and equality treated to all employee throughout the organization.

(712 Words)

Blog 2: Challenge of Managing Diverse Teams

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Challenge of Managing Diverse Teams

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Figure 1: The definition of Diversity (Source: Google Image).

Due to globalization, workforce in an organizations are diversified with the purpose of serving large market segment with the availability of products and services offered (Wiersema and Bowen 2008). Crossing of geographical boundaries leads to the new era or multicultural organization where employees from various countries works together (Singh n.d.). It may be attractive but it comes with certain degree of risk.

Video 1: Diversity Management (Source: Petanque Consultancy 2016).

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Figure 2: Hofstede’s Dimensions of National Culture (Source: Flood 2014).

Framework developed from Hofstede’s theory of Cultural Dimensions is crucial as to gain a depth knowledge regarding of diversity, knowing the effect of culture on influencing organization’s performance and values.

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Figure 3: Advantages of Diversity (Source: Bosch n.d.).

Diversify teams benefit in terms of creativity and innovation as team members are from different array of background including race, religion, ethnicity and gender (Singh n.d.) which provides wider variety of information which boost the company’s performance; leading members towards a deeper, broader, sophisticated and exploration of understanding on ideas (Klein n.d.). Diversity is crucial for a company to success, in an era where creativity and flexibility are keys to competitiveness (Green, López and Wysocki et al. 2015). Hence, it will ultimately lower the employees’ turnover and contribute a rapid growth to company (Monroe Consulting Group 2016).

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Figure 4: Team Conflict (Source: Morris 2015).

However, there are also some downsides with having a diverse team. The cost of communication of diverse team is higher as there might occur conflict and disputes cause by different background of team members such as prejudice, racism and discrimination (Yeager and Nafukho 2012:390); as well as complaints and legal actions against the organization (Green, López and Wysocki et al. 2015). Differences in behaviors, culture and environment causes employees suffer of cultural shock where they feel insecurity and disorientation in a total new different culture; hence, occurrence of ineffective communications, misunderstanding and misinterpretation which leads to decrease unity and increase conflict in the organization (Staples and Zhao 2006: 391). These negative behaviors could damage work productivity and harm working relationship which has serious impact to the organization (Green, López and Wysocki et al. 2015).

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Figure 5: Tuckman’s Model of Group Development (Source: Wheaton College 2016).

Tuckman’s model consists of 5 main stages can be used by leaders to manage within a period (Tuckman and Jensen 2010: 43). Leaders must have clear responsibilities of team (forming), then understand members’ needs and maintain good relationship to prevent future dispute (storming), follow with empowering members’ strength (norming) and direct them to perform together by execution to achieve a set target (performing). Lastly, assessment made for members’ evaluation for future improvement (Businessballs 2016). Cycle repeated again for continuously improvement.

General Samsung Electronics Images Ahead Of Preliminary Earnings
One of Samsung Electronics Co.’s offices is seen in this photograph taken with a fish-eye lens in Seoul, South Korea, on Thursday, April 5, 2012. Samsung Electronics Co., Asia’s largest consumer-electronics maker, is expected to announce its first-quarter profit. Photographer: SeongJoon Cho/Bloomberg

Figure 6: Samsung Electronics’ main building in southern Seoul (Source: Cho 2016).

Samsung Electronics industry has put in efforts to diversify its workforce. Samsung Electronics flagship electronics has introduced a system which recruits all graduates with disabilities; however, in order to take care of them, program Samsung Barrier Free was launched (Cho 2012), it is a standard to ensure the building is friendly to them to minimize the inconvenience of group. This was implemented because Samsung realize there are actually a great portion of talented workforce in these groups as they got ignored previously due to disabilities. Besides, Samsung increases amount of female officers as claiming that they have flexible mind, good leading in teams and good in adapting to new environment (Cho 2012).

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Figure 7: Disabled workers in workforce (Source: Anon 2016).

In order to achieve sustainable growth of company, Samsung Electronics believes that global expansion and new business expansion are critical (Samsung Electronics 2012). Rises of employment for female workers, disabled workers and foreign workers form the talented and diverse workforce to the company. According to Samsung’s sustainability report (2012), Samsung Electronics’ revenues achieve close to 85% since they have implemented the diverse teams. Samsung Electronic emphasis on equality of opportunity and non-discrimination within the organization with full respects of human rights and diversity as to promote more diverse workers (female, disabled and foreign workers) participation in their economic activities (Samsung Electronics 2012).

In conclusion, the business environment is becoming increasingly diverse. As such, promoting of diversity is encourage to practice in the workplace in order to achieve better success as diverse teams made up of different professionals from different experiences, skill, culture and backgrounds; this is crucial for business to succeed in a changing world.

 

(745 Words)

 

Blog 1 – Leadership and Ethics

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Leadership and Ethics

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Figure 1: The symbolic of power (Source: Google Image).

“Power tends to corrupt, and absolute power corrupts absolutely.” This quotation was declared by the famous British historian name Lord Acton in the 19th century. It seemed to balance the different leaders’ needs and interests by challenging the most ethical of them leaders. So, when leaders were under pressured continually on delivering a better outcomes, can the leaders’ afford on holding their morals and ethics? Leaders with high authority in power but still hold on the right believes form to be an ethical leader.

Ethical leadership is defined as the ethical activities which leaders develop to achieve their own and constituents (followers and key stakeholders) same common visions, purposes and values (Freeman & Stewart, 2006). Thus, ethical leader has to be influential through values, principles and beliefs embracing the right behavior in leadership (Van Buren, n.d.).

Deontological vs Teleological

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Figure 2: Ethical Paths in Western Philosophy (Source: Traer, 2007).

Deontological is a “rule” or “duty” or “obligation” based ethics. It is defined as the standard ethical guidance of the morality deeds about the common rules (Waller, 2005). Deontological ethics emphasis on actions but not the consequences that may derive from the actions (BBC, 2014). Pros of this theory is its intuitive appeal where the outcome is practical and theoretical (Rabin, 2003) whereas the pitfalls is creating insoluble dilemmas as it does not clarify the ranking of the duties (Rudnick, 2011).

Teleological theory refers to the consequences. It is an ethical perspective describing either a wrongness or rightness action is solely based on their consequences (Al-Kadhim, et al., 2015). Thus, a righteous action performed when the consequences is good that achieves the best results (BBC, 2014).

So, for example, Deontological approaches shows that telling a lie is faulty even though the motive is to save a friend from murder but Teleological approaches shows that in this case telling a lie to save a friend is a righteous action. In brief, focusing on action then decide the rightness or wrongness is the Deontological approaches; whereas, focusing on the consequences of an action to perform the best alternatives is the Teleological approaches.

The 4-V Model of Ethical Leadership

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Figure 3: The 4-V model (Source: The Center for Ethical Leadership, 2016).

Framework developed from Dr. Bill Grace is crucial as to be a guidance on actions for ethical leaders. In order to realize the purpose of common good, this model framework works perfectly aligns with internal elements such as beliefs and values and the external elements such as people’s behaviors and actions (Kar, 2014).

According to The Centre of Ethical Leadership (2016), elements of values and vision defines the organization’s purpose and directions, directing the organization’s decision making followed by the pre-set goals. Next, the element of voice makes the values and vision of the organization to be more lively as voice can be influential and motivational to others by realizing the vision set. Last but not least, element of virtue concerned on the leaders from differentiating ethical from unethical practices in  reality by using the correct conduct in order to achieve the organization’s goal.

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Howard Schultz, former CEO of Starbucks Coffee Company is one of the ethical leader in the business industry. He was honored by the Ethics Resource Center for the Stanley C. Pace Award for Leadership in Ethics in 2013 (ECI, 2014). Due to his respect for humanity and high ethical leadership in establishing a high values based organization with high standards of quality product and services provided to the community; thus, Mr. Schultz was selected as he had been implemented varies ethics and compliance program which really do concern to his employees and consumers.

 

Figure 4: Howard Schultz as on the “Success” Magazine
(Source: Coaches Hot Seat NFL, 2015).

Howard Schultz: Ethical & Strategic Leadership

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Figure 5: Tian Wenhua, Sanlu Group Co.’s former board chairwoman and general manager
(Source: McMaster, 2008).

Tian Wenhua, the former board executive from Sanlu Group, she was sentenced in jail due to her involvement in Sanlu milk scandal as the powdered milk produced by her company contains Melamine, where a chemical used in producing plastics and this particular chemical could cause harms to infants and young children (McMaster, 2008). Using Melamine as it is rich in nitrogen, and relatively cheaper which makes the milk’s protein level appear to be higher. Due to her unethical deeds, 6 children were killed and 6244 confirmed cases up to September 18th, 2008 and it had caused a national food scare to the dairies industry (Song, 2009). Perhaps with the acts of saving company’s cost, Tian took such huge risk to sacrifice other people’s interest and lives for her dishonest gains.

To conclude, leader holds a vital position throughout the whole organization, anything he acts will be followed. Thus, a successful ethical leader has to lead the organization to a positive direction and perform each actions by considering wisely for the company and public’s goods.

(747 Words)