My Leadership Style and Vision:

My Leadership Style and Vision:

After a study about leadership, I have a basic understanding about the leadership and leadership styles. As a personal point of view, I believe that personal charisma is one of the most important qualities that a leader should have. A respectful leader aware that they have to attract people to follow items of being more efficient and successful in leading, not ask people to follow(Susan, 2016).

Leadership is very important in any organization, a suitable leadership benefits the organization in many aspects. After studying about leadership in previous weeks, I found that transformational Leadership is the style that suit my vision about the leadership. In my opinion, a leader should have the ability to promote employee development and intellectual stimulation to encourage employees to be more than self-interested in the goals, tasks and development prospects of the group, so the origination would have a better performance. Good leadership can create excitement in an organization and it makes huge influences and impact, so individuals can discover their own value and excitement of work and life. A good leader should also care about the employees, make employees feel the leader is around them, so they would be more motivated on work. Leaders with these factors often have strong values and ideals, and they can successfully motivate employees to transcend their personal interests and work together for the great goals of the team

(from:Joel Brown, 2017)

The person who inspired me:

Bill Gates, as co-founder of the largest PC software company in the world Microsoft (Mosse, 2015). He gives me a lot inspiration of how to be a good leader. Independent thinking, honest and trustworthy, open communication, respect for others, smart, confident and visionary, self-critical and self-improvement, and never complacent, those are the characteristics that I can see from Bill Gates, also the characteristics that a good leader should have, and that is the reason why Bill Gates is one of the richest man in the world. Bill Gates is a man who has the courage and courage to be quick and decisive. In order to turn Microsoft into a multi-functional company with development and marketing capabilities, President Shelley and Gates went out of their way to search for suitable people in the group( Yprs0505, 2012). Bill Gates bring the changes on values and beliefs through self-reflective to make followers become rational, it helps to encourage the employees to be creative and innovative(Mosse, 2015).

For the individuals, Bill Gates does not treats followers as employee, he takes them as individuals, he helped choose what is best suits for individuals through their levels of knowledge and abilities, this is reason why there is always have high performance in firm (Mosse, 2015). Another valuable characteristic from Bill Gates is he still constantly evolving, he never simply be satisfied with the achievements that they made, become complacent is not an option for him and his team, he tells everyone to pay more attention and learn from failure. Bill Gates knows the company have to continually reinvent to maintain the position so he stays relevant and ingrained the culture in company (John, 2016).

Feedback from colleagues:

After couple of weeks of studying together, my team members have a basic understanding about me and my leadership performance. I can see some of my strengths reflects on my works from their feedback. First of all, I got high evaluation on the challenge part, this is also what I always do, I like the challenges because it can help me to improve myself. In addition, I did well on the encouragement, I believe that a effective team is build by all team members, not only leaders do well but also everyone else in the team. So give my appreciation and support to my team members.

Other than the strength, the feedback of weaknesses are more important for me, it helps me aware where are the areas to develop as a leader. The poor part in my evaluation is ask for feedback on how my actions influence others, I think this is due to lack of communications among my team, we did not have enough discussion between each other. Another point is lack the awareness of build consensus around organization’s values, we did not have much value among the team but my teammates ring a alarm bell for me, not only for the current study but also in the future, I should have the awareness for this.

 

Leadership skills that I want to develop:

With the studying and cooperation experience, I notice that communication is a skill that I should do better. Good communication can reduce conflicts, resolve conflicts, clarify doubts, eliminate misunderstandings and enhance internal cohesion of the team. I could do well in informal environment communication, but it seems like I do not have enough skills to handle when it come to the formal environment. So I will develop more on communication through more study and practice in MBA programs and also daily life.

 

 

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Reference:

 

Susan, M. (2016) Lead the Team: How to Become the Person Others Follow. [online] available from:https://www.thebalance.com/lead-the-team-how-to-become-the-person-others-follow-1918610 [Accessed 20 Jul. 2017].

 

Mosse (2015). Bill Gates-Transformational Leader. [online] Talesofholymoses.blogspot.my. Available at: http://talesofholymoses.blogspot.my/2015/10/bill-gates-transformational-leader.html [Accessed 20 Jul. 2017].

 

Wenku.baidu.com. (2012). Leadership of Bill Gates. [online] Available at: https://wenku.baidu.com/view/44a92548e518964bcf847c55.html [Accessed 20 Jul. 2017].

 

Rampton, J. (2016). How Bill Gates Became a Leadership Legend. [online] Entrepreneur. Available at: https://www.entrepreneur.com/article/250607 [Accessed 20 Jul. 2017].

Blog 4 Leadership and change

Blog 4 Leadership and change

 

Change is not a fangle for us and it is a thing that can not be avoided in our life. The difference is some people are positively facing the changes and making new challenges and some people would rather being satisfied with the existing state of affairs than make any changes(Mullins 2013). There is no much things that management can change because it is all about the own personality(Mullins 2013).

 

According to Cumming and Worley (2014), change is at the most basic level of movement for  the current form. The changes meant to be pull the thing from one state to another. Changes happening everyday and everywhere, it happens in our surroundings and our daily life. The changes can be internal motivated, as well as external motivated. The changes can be under the expectation also can be out of the expectation. The changes can be primary and also subordinate. Everything is changing, the only thing unchanged is the changing. However, Beck and Cowan (1996) state that human’s nature is neither static nor fixed, it changes to adapt the system, but the previous system stays with us(Beck and Cowan 1996).

 

Role of manager

Time and technology changes, all the industry also need change to catch up with the time and technology, but changes need to pay the price and some people resistance to change, that is where managers come out and play the proper role to overcome and avoid the resistance to change. First of all, managers deliverer the messages and changes. managers need to clearly and effectively communicate with employees, the explanation be clear and detail as much as they can. So the employees would reduce their anxiety through the discussion of given information and the advantages of the changes(Mintzberg, 1975). Secondly, implement the change step by step. Change is not happening overnight, it need the process, especially in the big firms. The preparation is essential step, secondly is to implement of the changes, the process helps employee to adopt the changes and help them gradually accept the changes(Jean, 2011).

 

Model of change

 

Lewin’s three steps Change Model

 

The first step of Lewin’s model is unfreezing. Preparation for the change, understanding for the change is part of this step (Burnes, 2004).

 

The second step is change. Change is develop new value or behaviors through test and implement(Burnes, 2004).

 

The last step is Refreezing. To enhance and consolidate the change (Burnes, 2004).

 

 

 

 

Kotter’s 8-Step Change Model

(from: onguard.com)

Step 1: Create a Sense of Urgency. Actively create a sense of urgency. Step 2: Form a Powerful Coalition. Visible support by key people are effective. Step 3: Create a Vision for change. Make people have a better understanding for the change. Step 4: Communicate the Vision. Clearly and effectively communication always help with the change. Step 5: Empower Others to Act on the Vision. Participate the process help employees have a better understanding about the change and make them accept the change. Step 6: Create Quick Wins. This is to give the confidence to supporters, a quick achievement help to bring people together and get more energy to keep up with the change. Step 7: Build on the Change. Quick win is beginning of the change, real change need to last long, it require keep work on the change. Step 8: Stick with the Change. Continuously monitoring the results, keep work on the change, make sure every aspect involve with the change(Michele,2011).

 

The biggest advantage for Kotter’s model are creating a sense of urgency and creating the guiding coalition. Many people get involve with change but they do not realized what the change is, and that is exactly what leaders need to convince people do. Instead of engage with people and make people understand the necessity of the change, some leaders think their personal charisma or ability can push the change, but not everyone has the slight and ability to make it, that is where the model works (Verity, 2009).

 

 

There are also some limitation for this model. First of all, it helps the change from the top to the bottom, meaning to say it is more suitable for the management level of big firms. Secondly, the system is too fixed, it has to follow the step and do the action. Lastly, it is hard to maintain the model until the very end, it does not give much specific orders to follow at the ending step (Verity, 2009).

 

 

 

 

 

 

 

Example:

 

 

(from: Kavoussi, 2014)    (from: advantech.my).

Jack Welch changed the working culture of the General Electrics while e was working for the company. By using the Charles Handy’s framework, the weakness of the autocratic culture has been stated by Jack Welch(Management Study Guide 2013). This had absolutely positive impact on the creativity and innovation of the employees. The “Six Sigma” and “Midas Touch” was used for the training of employee(Craven 2004). He was full accepted by the employees and made a new path for the communication.

 

 

 

 

Conclusion

Change happens everywhere and it has huge impact on a firm, it is necessary to have methodologies in change management. It is important for both employees and managers aware the change because enthusiasm and implement of employees’ acceptance are the key factors of a success change (Mullins 2010). However, resistance is also happens everywhere, so managers need to play a proper role in the process of change, to convince people and also to be more effective.

 

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Reference:

 

Brighthub Project Management. (2012). Dealing with Resistance in Change Management – Overcoming Resistance in Change Management. [online] Available at: http://www.brighthubpm.com/change-management/34940-overcoming-resistance-ignorance-and-denial-in-change-management/ [Accessed 14 Jul. 2017].

 

Emergent Journal. (2014). Strategies for Managing Resistance to Change. [online] Available at: http://blog.emergentconsultants.com/2011/04/05/strategies-for-managing-resistance-to-change/ [Accessed 14 Jul. 2017].

 

Mindtools.com. (2014). Kotter’s 8-Step Change Model: Implementing Change Powerfully and Successfully. [online] Available at: https://www.mindtools.com/pages/article/newPPM_82.htm [Accessed 14 Jul. 2017].

 

McDonough, M. (2011). Kotter’s 8-Step Change Model and Guidelines for Establishment. [online] Brighthub Project Management. Available at: http://www.brighthubpm.com/change-management/53142-a-look-at-kotters-8-step-change-model/ [Accessed 14 Jul. 2017].

Gough, V. (2009). Organisational change: Which model should I use?. [online] TrainingZone. Available at: https://www.trainingzone.co.uk/lead/culture/organisational-change-which-model-should-i-use [Accessed 14 Jul. 2017].

Blog 3 Most effective Leadership & Management Styles & approaches.

Blog 3 Most effective Leadership & Management Styles & approaches.

 

Management is the process of make people and organizations work together to achieve the goal of the organization(Management innovations 2008). Managing is an kind of authority relationship, manager focus on the every task to make sure the work can be completed. They make direction and strategy for the mission, and they supervise and control the subordinates for their activities (Haslam, 2004).

Leadership is kind of ability that an individual can influence or motivate followers or the subordinates(Margaret, 2014). Leader make changes and achieve difference. Leaders use their ideas or their own personal charisma and actions to inspire, effect and encourage others, to change others action or attitudes (Kent, 2005).

Similarities & differences between management & leadership

 

Differences:

According Warren Bennis’ book “On Becoming a Leader” in 1989, the manager maintains the works and the leader develops the works; the manager focuses on structure of the work and the leader focuses on the people around them (wsj.com). Most leader has great personal charisma, they are willing to take risks and their imagination are always high level. Management are mostly rational, they solve the problems, as the opposite of leader manager are risk-averse, and they are tend to  persistence and analysis(Nikhilesh, 2014). About the orientation, leaders are more people-oriented, they lead the followers and use their personal characteristic to influence the followers. Managers are more task-oriented, they manage the works and they use the formal authority and position to supervise and effect the subordinates (Kate, 2014).

(from: aikaizen.com)

Similarities:

Even thought management and leadership are different, there still have lots of similarities and heavily related between leadership and management. First of all, both leadership and management need to engage with different people, it might include the followers and the subordinates, so both of them also need good social skills. Secondly, both of them need to work together and make the plan or basic structure for the origination, within this duty, both of them have huge impact on their job is work for the organization, so both of them need to focus on achieve the goal or the plan of organization. To achieve the goals, they need to make the available resources work efficiently and effectively (transtutors.com).

(from: SupapornVee, 2014)

For manage the work of subordinates, I think the most effective approach is combine the leadership and management, gather the helpful feature and put it into the work. Because both leadership and management are crucial, the combination of good leadership and good management always make satisfactory result. Leadership can give the inspiration and motivation to followers. Management must wok together with leadership, or else bureaucracy will be increasing and their strain capacity will not strong enough. The large company’s performance would be getting deteriorate if without the leadership (Ahmad, 2014). A good manager should let the leaders get involves with their works and give some motivation to the subordinates.

 

According the CIM, The best approach is keep changing according the specific situation and personal characteristics (CMI 2013). I am strongly agree with it, circumstance can not be controlled sometimes, the way to solve problems is to change according the circumstance, so the strategy and the direction should also change according to the specific situation. Different people have different ability and characteristic, not everyone is suitable for one model, so it need to change according to different people.

 

As a member of a team, I would like to be led by situational leadership. The strategy and direction of a company should not always same, it might need to be changed and justified accordingly and a good leader should do the action. The core message of situational leadership is there is no single leadership style, at same time the leader should do the right action for the specific situation(Martin, 2016). The limitation for situational leadership is emphasize and rely on the short-term strategy, it might have the influence on the long-term development (Martin, 2016).

 

 

 

 

 

Examples

 

 

(from: coca-cola.com)

Jack Stahl: President of Coca-Cola from 1978 to 2000, his approach was an example of situational leader. Stahl articulated that he believes the best leaders are “situational”, they can get through all kinds of  circumstance and recognize that if they need to get involve to the strategy level (Prewitt, 2007). He think a effective leader should aware what oversight need to apply and when can finish the task(Martin, 2016).

 

(from: americanrhetoric.com)

General George Patton: George Patton was one of American military’s most respectful General, his greatness was not only showing on the battlefield of World War but also the papers of military and war strategy that he produced. He mentioned that analyzing the situation is one of the key factors to win a battle, his situational analysis became one of the foundational concept of the US Military. He clarified that leadership and strategy must be flexible, a good leader is able to change the leading style according to the situation(Martin, 2016).

 

 

World count: 798

 

 

Reference:

 

Rouse, M. (2015). What is leadership? – Definition from WhatIs.com. [online] SearchCIO. Available at: http://searchcio.techtarget.com/definition/leadership [Accessed 26 Jun. 2017].

 

MANAGEMENT INNOVATIONS. (2008). DEFINE MANAGEMENT & ITS FUNCTIONS. [online] Available at: https://managementinnovations.wordpress.com/2008/12/03/define-management-its-functions/ [Accessed 26 Jun. 2017].

 

Transtutors.com. (2015). Similarities Between Leadership and Management Help for – Transtutors. [online] Available at:

http://www.transtutors.com/homework-help/industrial-management/leadership/similarities-between-leadership-and-management.aspx [Accessed 26 Jun. 2017].

 

Guides.wsj.com. (2015). What is the Difference Between Management and Leadership? – Management – WSJ.com. [online] Available at:

http://guides.wsj.com/management/developing-a-leadership-style/what-is-the-difference-between-management-and-leadership/ [Accessed 26 Jun. 2017].

 

 

Kate T. (2014). Leadership vs. Management.[online] Available at:

http://www.diffen.com/difference/Leadership_vs_Management [Accessed 27 Jun. 2017].

 

Ehsani, A. (2014). Leadership vs. Management. [online] Available at:

https://www.linkedin.com/pulse/20140405095248-127785129-leadership-vs-management [Accessed 26 Jun. 2017].

 

Martin. (2016). Situational Leadership® Guide: Definition, Qualities, Pros&Cons, Examples. [online] Available at: https://www.cleverism.com/situational-leadership-guide/ [Accessed 26 Jun. 2017].

 

Nayab,N. (2011). Analyzing 5 Real-World Leadership Scenarios. [online] Available at: http://www.brighthubpm.com/resource-management/120498-five-real-world-examples-of-successful-leadership/ [Accessed 29 Jun. 2017].

Blog 2 The challenge of managing diverse team

Blog 2 The challenge of managing diverse team

Research shows that if the good leader there is, the better result would come out in a diverse teams (Ibarra & Hansen, 2011).  An organization with a diverse teams would be challenging, especially for the leaders, they need to have the ability of deal with different backgrounds, disciplines, cultures, and generations and leverage people and make them work together (Ibarra & Hansen, 2011).

Drexler/ Sibbet Team Performance Model

With the development of economic globalization, the increasing diversity of team members is an important trend. However, like everything else, diverse teams give the benefits to the organization also bring the challenges to the organization. There is a model is suitable for the further analysis about this topic, which is Drexler/ Sibbet Team Performance Model. This model illustrates how is the development of team in seven levels, in includes orientation, goal clarification, trust building, commitment, implementation, high performance and renewal. it reflects the challenges and advantages for a team.

Challenge

The first few level of challenges like orientation and goal clarification could reflects on the integration issues, the problems like different understanding of professional etiquette and working style. Diverse team member might have different values, attitudes, behaviours, and etiquette, it might cause the communication of sharing knowledge, skills and experience would not be that effectiveness (Ingram, 2010).

Others challenges could be trust building and commitment, these problems reflects on the communication issue in different languages and cultures. People speak different language in different countries, even in the same country, accents, idioms and slang might be different. The body language is another barrier, it might totally different in different place, even eye contact and shake hands are needed to pay attention, much less the communication under different religion (Hult, 2017).

Advantages

The advantages could be reflect on implementation, high performance and renewal. First, diverse team can increase the productivity. Specific market needs specific people to handle, a diverse team would be more competitive in an local market, this is because their employee would have more knowledge and insight about the regulations, the culture, and also competitive landscape of local market, they will make the business more profitable (Hult, 2017). Diversity make different talents work together, ignites their loyalty and productivity by working on a common goal, it will help with retain the best talents and also attract other talents (Sahar, 2010).

It is a vital skill to manage a diverse team. A success example of manage a diverse team is Cisco. In Cisco’s tech support team, there is a national flag on every table. The flags are not stand for decoration, it represent the people with same ethnic background and language with the flag . When Cisco customer say they want to use a their own language through the call, such as Chinese, Latin, Spanish or Bahasa Melayu, to communicate or discuss specific issues, there will be people with appropriate language and the calls can be rapidly transferred according to the flag behind them. “We’re like the United Nations,” said Karen McFadzen, she is the Cisco’s VP, Japan & Greater China , Technical Services Asia Pacific, she also is the most senior female Cisco executive in Australia. About 75 percent of her team — or about 200 — came from different area from U.S. and European countries, and most of them are multilingual. Cisco clearly knows that they need to operate in a pluralism background. They launched a number of projects, like people with different gender, age and ethnic background are combined together. Diversity and inclusiveness are one of the key performance indicators (KPI) that assess McFadzen and all executives. She think it will not be easy to attract the best talent for Cisco if they do not pay attention to the diversity of culture, gender, and age. McFadzen said, “Our clients are getting diversified. The more  diversified background we have , the more train of thought we can get.”(Yang, 2015). It can be said that Cisco has already built a diverse and efficient team.

 

As a manager, it is necessary to help organizations overcome the challenges of diversity. In particular, managers need to take various measures to create a diversified and inclusive culture in organization. The manager need to train the openness attitude, to encourage employees to express their ideas and opinions. They also need to build trust in the organization, trust is an important factor to communicate within employees in a diverse team. A good manager should build trust for teams to improve the efficiency of team collaboration according to specific situations (Geisler 2012).

 

Conclusion

As conclusion, I think the result of diverse team would be produced well if being led positively and effectively. It bring benefits also has the challenges, thus, it is a vital skill for leaders to managing a diverse team effectively. A good diverse team must be a efficient team, they would overcome the problems and create a cohesive and  functional team

 

 

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Reference

Greenberg, J. (2004). Diversity in the Workplace: Benefits, Challenges and Solutions. [online] Available at: http://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-benefits-challenges-solutions.asp [Accessed 11 May. 2017].

 

Hult News (2017). 13 benefits and challenges of cultural diversity in the workplace in 2017. [online] Available at: http://www.hult.edu/news/benefits-challenges-cultural-diversity-workplace/ [Accessed 11 May. 2017].

 

Ingram, D. (2010). Advantages and Disadvantages of Diversity in Workplace. [online] Available at:

http://smallbusiness.chron.com/advantages-disadvantages-diversity-workplace-3041.html [Accessed 11 May. 2017].

Yang, Z. (2015). How to manage a diversity team. [online] Available at:

http://www.ahsrst.cn/a/201510/82570.html  [Accessed 11 May. 2017].

 

Geisler. (2012). To build the team, build the trust, with these 8 tips. [online] Available at: http://www.poynter.org/how-tos/leadership-management/what-great-bosses-know/172819/to-build-the-team-build-the-trust-with-these-8-tips/  [Accessed 11 May. 2017].

 

Theme 1: Leadership and Ethics

Theme 1: Leadership and Ethics

 

Ethical leadership can be defined as leader exert more positive effect on the follower by personal charismatic sociality or fairness (Mullins, 2010) This kind of leadership could influence both the leader and the followers in the organization (Brown, Trevino, Harrison 2005). It shows the ethical leadership has became essential element in organization, the leaders play an indispensable role in the organization, Leader is not just the leader of groups or commander of group activities, they also have to accept of the moral and psychological evaluation, they are the guider of subordinate’s concept and behavior.

 

Ethics – 2 Principle theories

As discussion of the ethical leadership, there are two major principles of ethical thought that the philosopher called Deontological and Teleological, which are both part of the humanistic branch of ethics ( Emelda, 2011).

The first theory is Teleological ethic, teleologist do moral judgments base on the outcomes of a decision or an action(Emelda, 2011). The outcome is the the first priority of the Teleological, meaning to say the action or decision is morally right only If the outcomes are positive. On the contrary, the action or decision would consider as morally wrong if it cause harm or damages. The consequences are important but at same time, process is also important, people need to care others, even companies they have CSR to follow, so we should enjoy the process.

As the opposite of Teleological,  Deontological think the consequences is not the only aspect to justify a action or a decision(Emelda, 2011), sometimes factors are more important than good outcome, the word ‘moral’ play a very important role in an action or decision, they think we do not have to care about the outcomes if we morally obligated based on some roles or principles. A leader have the duty to set a good example, to identify for followers what is right and wrong and to make them do ethical actions(Hitt,1990).

So simply say Teleological approaches to judge a decision right or wrong through the consequence or outcomes. At the opposite, Deontological approaches to focus on the process itself, the consequence does not that matter for an action.

 

 

 

 

The 4V model of ethical leadership

In an organization, it is very important for a leader to fully aware the core value and put it into life and organization. 4V model is a suitable structure to explain all aspects of ethical leadership. 4 ‘V’ means vision, voice, values and virtue (Eshelby, 2016). Vision is leader’s ability to do the preconception and put it into the work, voice is leader speak out their vision or instruction to followers to give inspiration, and virtue is from leaders behavior and action to effect the followers. The last V is value, personally I would put the value as the most important position, value is the foundation of most organization, it provide the motivation and expectations for followers. Value would make organization work harmoniously, or else the work will become cumbersome for the follower and it will make the productivity decline.

Individual and organizational would both effected by the ethical leader behavior in a  positive way(Rubin, 2010). A leader should make clear the role positioning, constantly improve their moral quality. Most leaders are the role model of the followers, it require the leaders do appropriate action within a appropriate time.

Bad example

In 2008, China water brand Master Kong disclosed that their mineral water is filled with tap water, not what the advertisement claimed “high quality source of water”. Subsequently, Master Kong acknowledged, its production base in the Hangzhou production of mineral water is indeed the city tap water purification, and added in line with the additive that conform to the national standard(Ma, 2016). It caused the worst impact on the Master Kong within 10 years, the company executives have to make public apologies as to express the regrets.

 

 

 

 

 

 

Good example

In 2016, out of the defects involving air bags and emissions control units caused by the supplier, Toyota Motor Corp has recalled 3.37 million cars worldwide(Reuters, 2016). This is a typical ethical action, Toyota made mistakes and they admit the mistakes, they would want reduce the loss of customer rather than save profit for themselves.

Conclusion

As a conclusion, ethic leadership is like the direction of a train, if the direction and track are deflected, the greater the power of the engine, the greater the damage it cause. It can be said that with a good ethic leadership can always have some sense of self-motivation, it is the driving force of keep moving for positive. So as recommendation, I suggest that an organization should have regular effective training lesson to ensure the ethic leadership is fully realized

Word count: 821

 

Reference

Ma, H. (2016). what is happening. [online] Sohu.com. Available at: http://www.sohu.com/a/71341696_391628 [Accessed 17 May. 2017].

 

Emelda M. (2011). Deontological Ethics. [online] Available at: http://www.allaboutphilosophy.org/deontological-ethics.htm [Accessed 20 May 2017].

 

Eshelby P. (2016) The 4 Vs of Operation Management. [online] Available at:

https://www.linkedin.com/pulse/4-vs-operation-management-philip-eshelby [Accessed 20 May 2017].

 

David. (2016). Toyota recalls 3.37 million cars over air bags, emissions control. [online] Available at: http://www.reuters.com/article/us-autos-toyota-recall-idUSKCN0ZF0CX [Accessed 21 May 2017].