What type of leader are you?

Business people

 

The most effective leadership style is “Vision” that is the fundamental of successful leader. Vision is the most powerful more leadership because vision can set the direction of organisation and it can interpret the potential of the mission that they will manage. Some manages are concerning with the company mission that they are creating the visible outcome as much as they can such as profit, sales, such like. Meantime, many managers are controlling their subordinates to work as a team and concerning personal satisfaction of subordinates. In my opinion, vision is showing the overall capability of the leader both how they treat subordinate and managing style. I will say that when the internal component is perfect, then the external environment or output will come with perfect pieces as well.

 

Sharing vision to the other is compelling subordinates to perform following the purpose of successful business (Heathfield 2014). Work as a team is the secret to accomplish company’s goals by inspiring loyalty and  caring employees satisfaction. Reflection of strength has encourage employees to believe in own performance and enthusiastic behavior on their work. Vision is the heart of management that improve company potential and consolidating employees loyalty for quality work.

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Sir James Dyson, former of Dyson company, is the effective leader who learning from failure of many prototypes that he made. “Never give up” is the key concept to be the successful businessman. He build the error and developed to reach 6 million pounds initially. The effective style is knowledge of Dyson, he is the designer and producer who understand all of process in his company (Davies 2012). Dyson always say about his failure to public and his subordinates to inspire them for work. He is a democratic leader to run their business which opening idea by establishing Dyson award for new innovative design with reward for £30,000 for the international winner and £10,000 for university of winner (Dyson-foundation 2014). Dyson is the open mind leadership and always sharing knowledge to others. In addition, he also have a foundation to pool donation fund and giving to university for education. Therefore, Dyson is the effective leader in the modern time in term of successful business.

 

The reflection from colleagues shows implicitly meaning to leader for the strength and weakness of managing style. The feedback such as team performance, behavior interpret how good of leadership style you are. Praise and admiration is the simple way to observe that they are agree with your vision. That means of your strength of manager. On the other hand, the ignorance of colleagues is presenting of disagree or the ideas should develop more. In insurance industry, I have an experience of dealing claim with surveyor who conducting site survey and negotiating claim with customers, the frequency of calling is some kind of feedback that shows how good of communication and assigning work to colleagues you have done.

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Feedback from colleagues is expressed when contributing trust with your colleagues or building close relationship with them (Proctor 2014). Many times that you have a question about what they are thinking? It is not easy to understand their style but it is very common to hear by following step:

– Open-door policy: inviting them to open their mind

– Asking again and again: Asking is the easiest way but it may not work for some employees

– Having team meal: Arranging team meal can built close relationship with colleagues.

– Make them believe: Building trust and believe in you as team leader.

– Following up

According to above step will help you to get the feedback easily and to be as a team more than ignorance and working as usual.

 

 

Eventually, regarding to the 4 blogs that I have written about leadership, I have learn many things about how to become a good leader with different view such as ethical leader, sympathetic leader, effective leader etc. Caring is crucial for working as a team that helps team performance and team relationship among members. Moreover, managing style in different field of work is important for each situation such as the bad things a like force but it helps team in emergency situation. Furthermore, always changing style play important role in the business sector and producing advantage from change. So, to be a good leader is not easily if you are careless personality, think of the others and concentrate to work is the most effective style with surrounding parties.

 

 

List of reference

Davies, M. (2012) James Dyson, great innovator, great leader. [Online] available on: <http://www.thethinkteam.com/join-us/blog/james-dyson-great-innovator-great-leader> [22 June 2014]

Dyson-foundation (2014) James Dyson Award 2014. [Online] available on: <http://www.jamesdysonaward.org/en-GB/> [22 June 2014]

Heathfield, S. (2014) Leadership Vision, Leadership success secret. [Online] available on: <http://humanresources.about.com/od/leadership/a/leader_vision.htm> [ 22 June 2014]

Proctor, P, (2014) 5 steps to getting better employee feedback. [Online] available on: < http://www.entrepreneur.com/article/232596> [22 June 2014]

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Ethical leadership

“Ethical leadership, defining it as ‘the demonstration of normatively appropriate conduct through personal actions and interpersonal relationships, and the promotion of such conduct to followers through two-way communication, reinforcement and decision-making’… [and] the evidence suggests that ethical leader behavior can have important positive effects on both individual and organizational effectiveness” (Rubin et al 2010: 216-17).

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Several definitions of the ethical leadership were defined in the different perspectives that it could influences on industry business categories perhaps. Although the definitions are different meanings and there is no absolute answer for moral leadership, the core value of ethical leadership is going to the same direction that is “Doing what is right” based on morality both leading style and business performance (Community-tool-box 2014). A reflection of leader’s behavior is presenting the influence to subordinates and organisation ethically. Integrity is also the important part of the ethical manage with the relationship that ethical behavior create integrity and creating integrity produce ethical manament.

Jim Skinner, McDonald’s CEO, is apparently the good example of the ethical leader that drives McDonald’s to the worldwide brand. He established the business direction ethically by concerning to customers’ mind and healthy. He focused to the children health by launched healthier food option for kids. (MBA 2012)

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Skinner produces a trust to customers by launching products with fairness and transparency management. He treats all concerned parties fairly that create loyalty to the McDonald’s brand to customers and employees. This is a kind of the ethical leadership that lead McDonald’s successful.

There is no strictly rule and general concept of ethical leadership but it is combining in the word of ‘Fairness’ that can generate ‘trust’ to become a good ‘collaboration’ in organisation (Community-tool-box 2014).

The way to become a ethical leader is not a difficult way but if managing without concentrate that cane become unethical behaviour. Dishonesty, greed, withholding information, excessive profit, distortion of facts, unfairness, misleading are some kind of the unethical behavior that is immorality and those behavior may harm the organisation structure (Business-balls 2014). The unethical behavior is not unlawful behavior but many people will consider that is unfair and unacceptable in part of business sector.

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In the modern time, people is more concern about ethic that obviously action in many activities that cal Corporate Social Responsibility (CSR). CSR is the famous method to show that your organisation is the ethical company. Meanwhile, some companies is using CSR directly to the intrinsic value to create brand awareness and advertising. According to the CSR is the low cost of advertising and creating the positive attitude to public, this is the popular way for the immoral organisation. Therefore, the main objective is not concern about how you conduct or present your behavior but it is the purpose of behavior and activity that you intend to do that is the sustainable strategy to manage your business.

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4-V model for ethical leadership is aligning the value, beliefs, behaviors and actions for the good practice of leading style. 4-V medel was created by Dr. Bill Grace based on ethic. There are 4 relevant factors to be a good leader (Ethical leadership 2014):

1. Value – begins and establishs core value individually based on personal identity.

2. Vision – ability to scope of our actions

3. Voice – sharing your voice by articulating our vision to motivate them to action

4. Virtue – it is combined 3 above factors to do right and good things

 

According to insurance industry in Thailand, there was a big flood occurred in 2011 damaged to the majority of north and central part of Thailand. All damaged insured intended to claim the coverage from the policy which cover flood damage but in the right value of the damage properties that should less depreciation. The ethical companies indemnified regarding to the policy condition. The Managing Director of insurer had issued the giving resident project to help employees for who was impact from this catastrophic damage and donate money to communities for treat victims of disaster.

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On the other hand, some companies were using this situation to indemnify the loss over the actual value to help the companies who came from the same countries. Moreover, some company rejected to indemnify the coverage because the management did not have enough money to pay but told the customers about no coverage for flood (Siamturakij 2012).

In conclusion, the leader or manager play the important role to conduct the company’s direction in the integrity for the effective management and maintain the loyalty of subordinates and customers. Making the right choices helps company to gain the long-term benefit. Furthermore, the moral leader can drive company over the competitors by gaining competitive advantages, gaining positive value to customers and strong customers’ loyalty. So, ethical behavior is the essential style for the leader to built the sustainable business strategy and transparency management.

 

 

 

 

 

 

List of reference

Business-balls (2014) Ethical leadership, decision making and organisations. [Online] available on: <http://www.businessballs.com/ethical_management_leadership.htm> [18 June 2014]

Community-tool-box (2014) Leadership and management. [Online] available on: <http://ctb.ku.edu/en/table-of-contents/leadership/leadership-ideas/ethical-leadership/main> [18 June 2014]

Ethical leadership (2014) Ethical leadership. [Online] available on: <http://ethicalleadership.org/about-us/philosophies-definitions/ethical-leadership&gt; [5 July 2014]

MBA (2012) 10 Most Ethical CEOs in Corporate America. [Online] available on: <http://www.onlinemba.com/blog/10-most-ethical-ceos-in-corporate-america/> [18 June 2014]

Siamturakij (2012) Reinsurance ready to indemnify flood 2011 in Thaland. [Online] available on: <http://www.siamturakij.com/home/news/display_news.php?news_id=413358951> [18 June 2014]

 

Management change is the secret of successful organisation

“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 2010: 753).

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Everything in the world is always changing by the most effective factor that we call “Time”. Why do we need to change when the time changes? it is commonly to answer that we need to adapt ourselves to survive and handle all change things to be better than the past. Change is the common things of human life cycle, people always change the job when they dissatisfy or get better position, because they are changing to the better thing.

Why the organisation is keeping change? Getting ready for the change is the advantage of company and it helps company to understand the elements of change that the change can brings benefits and drive company forward to the setting goals. (Root III 2014) The organisation should keep changing because the market demand is changing by the surrounding factors that directly affected need and want of customers and the company need to improve the organisation structure to the better standard of performance.

There are a number of benefits that enhancing company improved. First, change is moving the company forward that is improving staff the gain new skills and knowledge. Employee is the important resource of the organisation if they are the quality employee the company will drive forward that can be one of the strength. This is the sign to employees to get ready for the change which is inevitable and understanding it. (Faucheux 2009)

Secondly, change is improving company to get stronger against competitors and gain more competitive advantage that will generate higher profit. To become a leader in the market is the objective of every companies that revolution of company can support the fundamental structure for more market share. (Faucheux 2009)

Demolishing company weakness is vital. Seeking the spot of weaknesses inside the organisation for eliminated and create the better methodology of operation with minimizing uncertainty. Change is adjusting the weak point of company and emphasize the good things, for instance, managing cost control by reducing expenses and spending for the necessary things for growth that would effects efficiency and maintain company’s productivity. (Root III 2014)

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Avoiding and overcoming the resistance of change is the thing that manager should do and take action with it. Lawrence stated that there are 3 step to deal with the resistance attitude (Lawrence 2014):

1. Getting people involve to participate the change. The participation is the intrinsic meaning of “listen” because they need to know before they make a decision. (Unfreeze)

2. Understanding the nature of resistance and using human relationships ease up the social change instead of technical change. (Change)

3. Taking concrete step with the staff attitude and emphasize the new standard performance to encourage them to think in different ways. (Refreeze)

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The resistance is cannot be avoid from the colleagues that have different perspectives with the leader or management. The way overcome with resistance is open-mind and understand all involved parties that have affected.

According to Insurance industry in Thailand, Srimuang Insurance is the insurer who provide all classed of insurance in Thailand. In 2011, there was a big flood in Thailand and all industries were effected, 7 industrial estate was submerged that was cost 24,654 trillion. (Thaipublics 2011) Srimunag was acquired by Tokio Marine group in Japan to indemnify the loss of flood.

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The organisation structure was changed with the Japanese management who governing all activities. Some staffs were resigning from the change situation including the president of company. However, after the flood situation, the company is growing steadily to become to 10 rank in industry. (Tokio Marine 2014) So, the change is significant impact to the organisation and brings a lot of benefits inside operation but there are some difficulties that should be concerned with the employees to accept then change and move forward together with the company.

In my opinion, I personally agree with the change that can develop the performance and create optimistic trend in the future. Moreover, the weakness is eliminated from the diagnosis of internal process. It is challenging to the organisation but it is the worthwhile experience with the objective of organisation. Anyhow, before the change, management should concern more about the factors that could happen after change and setting up a plan to handle with all employees and company’s performance.

 

List of reference

Faucheux, M. (2009) Negotiating the Advantage and Disadvantage of Change in Management. [Online] available on: <http://www.brighthubpm.com/change-management/18477-negotiating-the-advantages-and-disadvantages-of-change-management/> [16 June 2014]

Lawrence, R. (2014) How to Deal with Resistance to Change. [Online] available on: <http://hbr.org/1969/01/how-to-deal-with-resistance-to-change/ar/1> [16 June 2014]

Root III, G. (2014) What are the Benefits of Managing Change in Organisation? [Online] available on: <http://smallbusiness.chron.com/benefits-managing-change-organizations-108.html> [16 June 2104]

Thaipublica (2011) Thailand flood 2011: Bank of Thailand. [Online] available on: <http://thaipublica.org/2011/12/world-bank-flood-damage/> [16 June 2014]

Tokio Marine (2014) Company profile. [Online] available on: <https://www.tokiomarine.co.th/company01.php> [16 June 2014]

What is the most effective approach to managing the work of subordinates?

The most effective leadership style is crucial because leadership will drive the team toward the goals or objectives among problems and conflictions of team members. The successful team is consisting of 2 important factors which are  the high quality of management and effective leadership style that directly impacted to the team. Those are not the same thing but they are linked together for successful business.

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According to the above diagram, the leadership and management have the same purpose that consider company’s solvency and encourage company growth by setting up mission and applying several strategy to reach their goals. The achievement is the major part that leader and manager are involving to obtain by using several strategies with their teams. Managers and leaders are analysing the business environment to create business opportunities to company and measuring organisation performance to improve company standard against competitors in the market. Moreover, the important thing is the both of them should motivate and encourage subordinates with strategic communication and monitoring working performance.

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Theory X and Y is developed by Douglas McGregor which the above lists is showing the different between Theory X and Y. Theory X is a commanding style that assigned to work and controlling to work. On the other hand, theory Y is a fairly manage tasks with own decision making and getting involved with team. Theory Y can generated more ideas and effective performance than theory X. Although theory X seems to be better but it depends on situation and criteria of work.

There are a number of differences between leader and manager. The manager tasks are planning, organising, budgeting, problem solving, staffing and clarifying jobs. The manager is monitoring their employees to stick with the plan and focusing to the objective (Ratcliffe 2013). Management is maintaining the performance and controlling structure and system in short range view with work focus. Manager have subordinates that concerning of seniority and have power over the other, manager tell subordinates to do what to do (Changingmind 2014).

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Leadership is focusing on people that encouraging them to have inspiration and they do not have subordinates unless they are also managers. The lead needs follower to following of activities. Communication, motivation and inspiration are the general tasks that leader should given to their followers which the following is not benefits to follower by rewards but it would have some advantages such as becoming better people (Changingmind 2014). Developing is the main duty of leader that is relating to people and performance.

According to the CMI, the best approach may vary according to circumstances and individual characteristics (CMI 2013), I strongly agree with CMI because the circumstance is very important and the direction should change follow by the situation and the group members are vital factors that leader concerned. This is the desirable concept for company and employees.

The leadership style is the important behavior that followers are considering to follow and the advantages and disadvantages are depending on the industries and roles. There are 4 styles of leadership as following detail (Benincase 2012):

Pacesetting leader is the self-direction that would be “doing likes I am doing” which is more effective when telling followers who has motivated and skilled. This style will bring a quick result. This style is appropriate with the long relationship team who know what to do.

Secondly, Authoritative leader is the style that focusing on the final goals and moving team by common vision. This style is work well in the situation always changed and need new vision to move forward. There is no explicit guidance but just going with the leaders.

The coaching leaders is helping teammates to build lasting strength. this style is more effective when the teammates are unwilling to do and learn or feels depress. For instance, the coach of football team is always motivate players to win by encouraging speech.

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Fourthly, the coercive leader needs compliance form followers when it is in crisis situation or emergency circumstance such as fire emergency or tornado. This is like a force style that pressured by situation. However, this should be avoided.

Lastly, the democratic leader is the democratic style which asking teammates to express or share their ideas and voting the best decision in each situation. Democratic style is most acceptable in the currently situation of business. This style is given the ownership of team to everybody and giving freedom of innovative ideas.

The different styles are relating to the circumstance of business and the organisational culture that consisting of seniority, empowerment, authority and direction. As a member, the most effective style is democratic leadership because the several ideas from members will create the different views that the leader and consider and apply to the current situation. I can share my idea among group members and listen to other views. This is good to lead and follow.

 

 

List of references

Benincase, R. (2012) 6 leadership styles and when you can use them. {Online] available on: <http://www.fastcompany.com/1838481/6-leadership-styles-and-when-you-should-use-them> [13 June 2014]

Changingmind (2014) Leadership vs. Management. [Online] available on: <http://changingminds.org/disciplines/leadership/articles/manager_leader.htm> [14 June 2014]

Ratcliffe, R. (2013) What’s the difference between leadership and management? [Online] available on: <http://careers.theguardian.com/difference-between-leadership-management> [14 June 2014]

Diverse teams produce better results

“Diverse teams at a workplace or in an organization include people from different ages, ethnicities, cultural backgrounds, genders, departments, ways of thinking and experiences.” (Murdock 2009)

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The diverse teams are becoming more common organisational structure creating various benefits to company. The world has changed in globally direction that the demographic trend has fluctuated following by immigration, global business strategy, education and such like (Hamilton, Nickerson & Owan 2004). Then, the diversity of population is obviously found in many developed countries around the world such as United States of America, United Kingdom who are in the frontline of global business presently. The below world map shows the ethnicity of people by each country.

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It is distinctly presented that UK, USA, Australia and some countries are in blue area which means there is no traditional ethnic definitions. Diverse workplaces is usually appearing in the organisation that has a lot of heterogeneous employees with different genders, cultures, nationalities and languages. It is physically shown of the difficulty and complexity of working environment but that is the massive change of positive outcomes. There are many proves that diverse team produces better results. Although the diverse team produce better results, the drawbacks should be considered by the same time to improve diverse team performance.

The cross-cultural workplace is the opportunity to motivate self-learning and personal growth to employees in the complex work environment. The complexity of diverse team has an intrinsic benefits underneath the difficult operation (Ingram 2009). The self-learning is exposed from the new ideas with different perspectives from colleagues that help individuals gain intellectually information.

The diverse experience is the vital part of  self-motivation in learning new knowledge from workmates that generating the innovative ideas when combined all ideas together that created better result. For instance, in the insurance industry, there are a number of surveyor company who conducting site investigation on the post-lost damage at the insured premises. Mostly of employees of those companies are engineers. The company who have several fields of engineer such as civil engineer, maniacal engineer and such like will be assigned due to they can share knowledge and produce better solutions.

The diverse team has a comprehensive perspective from the different cultures, backgrounds and work methods that different way to look at the world or business (Murdock 2009). In every countries in the world, people have different understanding and believes that influence the various living style and basic perceptions. Then, the diverse team can do better in perspective because there are many ideas came out from the same thing. Many perspectives is establishing the macro-perspective view from developing group members. the good example is Coca-Cola, they are rice of the diverse people for the sustainable business. They use diversity training as a strategy to developing employees for the global company (Coca-Cola 2014).

Thirdly, the networking is the visible benefit of diverse team that has expanded to be large network than homogeneous group (Murdock 2009). If the group members are from the different country around the world that means they have a wide spectrum of community to contact. The networking or contacts are not based on countries only it can be from specific group of people such as hobbies, genders, business, educations, languages. Specifically, languages have played important role to expanding or understanding people globally that is the first impression to contact other people. There must be a problem from the homogeneous group that can speak only one language please see below video:

The problem of language barrier is directly affected to the company operation that company cannot move forward if we cannot understand each other. Therefore, the diverse team has a massive networking and the language barriers will be demolished. Although the multi-cultural team can create many advantages and benefits to organization for better results, the diverse team is the sword with 2 edges that should be considered the drawback in the same time. The self-learning is the way to develop employees but it can make employees frustrated. Moreover, the languages is enhancing contact to outsider from effective operation however there is an contradiction among the group members. Time wasting could be occurred from the cross-cultural teams.

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The diverse team is a bit more difficult to manage but there is 4 steps of Bruce Tuckman to develop the diverse team and produce the best performance (Clarion 2014):

1. Forming – establishing common purpose and standard to objective

2. Storming – addressing tasks and attempting to goals

3. Norming – Starting powerful experience to come together

4.. Performing – high level of trust, unity toward result

 

In summary, the diverse team is creating many benefits to organisation with the effective results but the drawback should be considered for the high performance operation of company. Before managing diverse team, the group leader should control each member and understanding them.Therefore, the diverse team is the quality way for globalisation.

 

List of reference

Clarion (2014) Team learning. [Online] available on: <http://www.clarionlearning.com.au/team-learning.php&gt; [4 July 2014]

Coca-Cola (2014) Workplace culture. [Online] available on: <http://www.coca-colacompany.com/our-company/diversity/workplace-culture&gt; [2 July 2014]

Hamilton, B., Nickerson, J. & Owan, H. (2004)Diversity and Productivity in Production Teams. [Online] available on: <http://apps.olin.wustl.edu/faculty/hamiltonb/wpapers/Diversity%20and%20Productivity%20in%20Production%20Teams.pdf> [2 June 2014]

Ingram, D. (2009) Advantages and Disadvantages of Diversity in Workplace. [Online] available on: <http://smallbusiness.chron.com/advantages-disadvantages-diversity-workplace-3041.html> [2 June 2014]

Murdock, R. (2009) What are some Advantages of Diversity in Teams? [Online] available on: <http://www.ehow.com/info_8543211_advantages-diversity-teams.html> [3 June 2014]