Blog 5 Why should anyone be lead by you

The final blog focuses on the issue of “leadership”. At the beginning it will show the author’s type of leader and two main methods to lead others. And then demonstrate author vision of leadership and use real example to show who inspire author for understand effective leadership. Also it illustrates leadership skill which author will learn in MBA process.

What type of leader are you
There are several leadership style in the organisation, such as laissez-faire, autocratic, participative, transactional and transformational. The author tend to become participative leader which also called the democratic leadership style. The leadership values the input of team members and peers, and the participative leader is responsible for make final decision. It can help the author receive different opinions or suggestions to improve the quality of final decision. Also the leadership can boots staff morale, because every employee has opportunity to make contribution to the decision-making process, this makes them to feel as part of the organisation and their opinions are important. In addition, if a company wants to make changes, a participative leader can help staff accept changes easily, because they play a role in the process. However, participative leadership may meet challenges when a company want to make a decision in short time (Chen and Tjosvold 2006).

 

How ready are you to lead others
The author concludes two main methods to lead others effective.

1 Vision is more important than control
Vision is the company’s own long-term development plan and the description of ultimate goal, the company which lack of ideals and vision to guide business will cringe before the risks and challenges, they are engaged in the business is not possible to have the confidence of the firm. Some people mistakenly believe that the responsible of leader is manage and control organisational structure, operations and people. The top-down command management style can play a certain effect at some point, but it will greatly limit the creativity of employees and businesses, and easy to lose business goal. In contrast, the leader sets up a clear, exciting and achievable vision of company is significant important for the long term development of an enterprise (Landsberg 2011).

2 Faith is more important than the index
Every business leader should insist on the right of the faith, not just one-sided pursuit of targets or achievements of some of the figures or all decisions are made for the short term interests to give up the most basic standards of corporate behavior. The correct faith can bring sustainable development opportunities, conversely, if all the focus on the pursuit of short-term indicators, although there is a moment of opportunity to get the results, it may lead to bias the direction of enterprise development and enable enterprises quickly lose motivation of development (Dorr 2007).

 

Successful companies always stick to their core values. For instance, “Never satisfied and to be the best” is one of Google’s core values, for search technology, Google constantly through research, development and innovation to achieve the long-term development, and aims to be a pioneer in this area. Despite Google is the industry’s leading search technology company, it is still absolutely determined to adhere to the “insatiable” belief, continue to achieve beyond their own and dedicated to the user getting good search products (Google 2014).

 

What is your vision of leadership?
The author’s vision of Leadership refers the act of inspiring subordinates to perform and engage in a common goal or objective effective. A good leader can make people do their job positive – “I want to do it”. It can bring better result than management which make people passive – “ask people to do it” (Lussier and Achua 2012).

John Watkins, the tutor of Leading in a Changing World inspired the author directly understand of effective leadership in this term. because, compare with other tutors John usually spent more about 10 minutes to detailed explain what the seminar will cover in this time and ask did students happy for that in each beginning of seminar. Also, involved almost every group discussion in the class to answer question carefully, and confirmed did everyone understand knowledge to day in the end of class. In addition, John replied email to care about author when author absented class because of allergy. These actions makes HRM students feel that their opinions and feedback of this course are important for the tutor and they are the part of teaching process. This can help students enjoy 3 hours seminar and learn knowledge positive and effective.

The team is more important than the individual is a idea which the author learnt from colleagues. For example, one person can not finish the activity in Liverpool Street station in week 1. Also in audit industry, individual can not finish project for a huge organisation, team work will provide more effective and accurate work for the project. Furthermore, during the period of MBA in Coventry University London Campus, the author will develop leadership skills which are received feedback and use it to improve final decision, comprehensive analyse individual results and give them useful feedback and increase ability to improve performance of team work.

 

In conclusion, the author is a participative leader and concluded two main methods to lead others which are vision is more important than control and faith is more important than the index. In addition, leadership can inspire people to finish a common goal, also John Watkins help author more understand about leadership. finally, team can provided more effective and accurate performance in audit industry and author will develop decision-making, analysis and performance skill in MBA process.

 

List of references
Chen, Y. F. and Tjosvold, D. ‘Participative Leadership by American and Chinese Managers in China: The Role of Relationships’. Journal of Management Studies 43 (8), 1727-1752

Dorr, D. (2007) Faith at Work: A Spirituality of Leadership. Collegeville: Liturgical Press

Google. (2014) Annual Report 2013. Mountain View: Google Inc

Landsberg, M. (2011) The Tools Of Leadership: Vision, Inspiration, Momentum. London: Profile Books Ltd

Lussier, R. and Achua, C. (2012) Leadership: Theory, Application, & Skill Development. Mason: South Western Educational Publishing

 

 

Blog 4 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).

 

This blog focus on the issue of “ethical leadership”. The author will talk about whether ethical leadership can bring positive effects for an organisation at the beginning, and then use example of Arthur Andersen and PricewaterhouseCoopers to demonstrate different ethical leadership effects for an organisation. Finally, it will show 5 principles for ethical leadership.

 

What are the different sides of this debate?
Traditionally, the main goad of leadership is to increased production and profit of an organisation, however, the traditional thinking of leadership is gradually diminishing in current years, leaders should also has responsible to make sure the standards of ethical conduct. The author agree with the statement of ethical leadership, because ethical leadership can help the company develop more value from employees to earn more profits, increase trust between company and clients by high quality and Professional ethics, also increase company’s reputation to attract more customers. However, leaders should also pay attention on performance of business, if leaders always concern ethics and ignore profits of business, this may lead the company suffer losses (Langlois 2011).

 

What organisational example from your chosen industry illustrates this debate?

Arthur Andersen is an example that the company did not pay attention to ethical leadership. The company was one of the “big five accounting firms” along with PricewaterhouseCoopers, Deloitte, Ernst & Young and KPMG. However, due to lack of ethical leadership, the firm surrendered its licenses Certified Public Accountants to the United States government. And its accounting firm of American and China was purchased by Ernst & Young and PricewaterhouseCoopers respectively. Now there is only “big four accounting firms” in the world (Duska 2005).

There are some examples of Arthur Andersen lack its ethical leadership. Firstly, the case of West Management Corporation false contract in 1996, the company’s financial statements had false income up to 1 billion dollars from 1992 to 1996. The Securities and Exchange Commission found that Arthur Andersen’s audit report very untrue, but also misleading, and alleged Arthur Andersen had improper professional operation. Andersen accepted the determination and paid 7 million dollars for civil penalty, and also cost 220 million dollars for partial payment of court settlement, but the company did not admit any wrongdoing. Secondly, the case of SUNBEAM company bankruptcy in 1997, the company alleged counterfeit sales, profits and expenses. However, under the premise of Arthur Andersen’s partner, the accounting firm still recognized the financial statements of SUNBEAM. Eventually, the company has declared bankruptcy. And Arthur Andersen showed strongly opposed for The Securities and Exchange Commission claims. Finally, in the case of the accused noncommittal, the company and shareholders had an out-of-court settlement, compensation 110 million dollars. Thirdly, the case of Waste Management INC in 2002, Arthur Andersen purposely increased the company’s income 1.43 billion dollars during 1992 to 1996, this approach is clearly to mislead investors. Lastly, the company declared bankruptcy and Washington federal court decided to use the crime of “deception and false accounting to sentenced Arthur Andersen sentenced 7 million dollars. Finally, the event of Enron company which Arthur Andersen helped it to created fictitious profits 586 million dollars from 1997 to 2001, this leaded Arthur Andersen surrender its CPA licences to American government (Jennings 2011).

 

PricewaterhouseCoopers did well on the ethical leadership in the same industry, the company put ethical leadership in to part of strategy to achieve the company’s value. It includes four main areas.

Responsible business practices – Provide high quality service for clients and deeply trust between PWC and clients.

Diversification and integration of employees – Promote a healthy work-life balance, so as to create value for our employees and customers. And through the annual family day and International Women’s Day events to caring staff and their families.

Community involvement – Support employees to join community event. And about 2,000 staff involved in volunteer activities which occupy 20% of the total number of employees in Mainland China and Hong Kong area.

Environmental management – Measuring and reducing carbon emissions. Also, PWC employees and partners plant more than 20,000 trees in 2012 in China.

Also ethical leadership prompted the company to become the first batch of organizations signed the United Nations Global Compact, PWC adhere to the basic principles of contract regarding human rights, labor standards, environment and anti-corruption (PWC 2013). In current years, PwC has the potential to become the first of the big four accounting firms, this shows that the good ethical leadership can bring positive effect for the company.

 

What are your conclusions from this debate for your understanding of the role of a manager or leader in your chosen industry?
The author think that there are 5 principles can help an ethical leader mange ethical leadership to earn positive effect.

1 Ethical leaders should respect others – Leaders need to understand people’s value and dignity, also respect the differences personal value.

2 Ethical leaders should serve others – This is based on concern for others and help leader become a mentor to strengthen teamwork effective.

3 Pay attention on Justice – Justice is the centre of decision-making and everyone is equal. Unless there are special requirements, no one should be discriminatory and there should be no discrimination towards others.

4 Pay attention on honest – Ethical leaders are not only to be honest, but also must be trustworthy and be open with others.

5 Pay attention on communication – The leader’s attitude has influence to the group of common goals, the consistent attitude between leaders and followers usually means successful for the goals (Thornton 2013).

 

In conclusion, the author agree with that ethical leadership can bring good effects for a company. The example of PricewaterhouseCoopers showed the good effects and Arthur Andersen illustrated opposite one. And author provided 5 principles to help leadership increase the influence of ethical leadership in an organisation.

 

List of references
Duska, R. (2005) ‘The Good Auditor–Skeptic or Wealth Accumulator? Ethical Lessons Learned From the Arthur Andersen Debacle’. Journal of Business Ethics 57 (1), 17-29

Jennings, M. (2011) Business Ethics: Case Studies and Selected Readings. Mason: South-Western

Langlois, L. (2011) The Anatomy of Ethical Leadership: To Lead Our Organizatioins in a Conscientious and Authentic Manner. Edmonton: AU Press

PricewaterhouseCoopers. (2013) Corporate Responsibility Report 2012. Beijing: PricewaterhouseCoopers

Thornton, L. F. (2013) 7 Lenses: Learning the Principles and Practices of Ethical Leadership. Richmond: Leading in Context LLC

Blog 3 Managing 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 2010: 753).

 

The purpose of this blog discuss about issue “managing change’’. At the beginning, it use JC Penny case to debate the statement of Mullins and then introduce Adair’s model to help managers managing change. In addition, the management of Yahoo shows how to managing change in Internet service industry and PDCA Cycle is the other method to managing change.

 

Debate the following statement, providing arguments for and against the point of view proposed by the author

Changing is a process of become different and it is inevitable. People who likes meet challenge or opportunity will easy to accept change, oppositely people who tend to enjoy stable life will resist change (West and Markiewicz 2008). The author does not agree with Mullins statement, because changing may happen in every part of an organisation, the management can reduce resistance to change. For example, Myron E Ullman – the CEO of JC Penny who helped the company pass hard situation. Ullman changed the organisational management culture from rigid to flexible style by use various method, such as “just call me Mike.” Some employees resisted for this change, because they were used to the old things and scared new management may let them suffer losses. However, their resistance of change were reduced by the new management of JC Penny helped the company achieve huge success (Williams 2012).

 

 

Examine the role that managers play in avoiding and overcoming resistance to change and the value that resistance can bring to the change process

Adair’s model can used by managers to managing change, it considers that leadership or management should meet needs of three areas which are Task, Team and Individual (Adair 2011). Managers need to finish the task or target for the company, but should also pay attention on individual changes. They ought to meet the needs of the individual members of team, notice to personal changing, give praise an status for changing or training the individual if necessary. This can help the manager manage changing appropriately and provide better performance for organisation (Williams 2006).

 

 

What organisational examples from your chosen industry illustrate this debate?

Yahoo is one of the biggest company in Internet service industry, Marissa Ann Mayer is the current CEO of Yahoo, she helped Yahoo get better performance. For example, the company increased 100 million mobile subscribers in 2012 and 90% of them are active users. Also produced very popular product Yahoo Weather and Flickr. And more important is the rate of demission decreased by 50% and applicants were twice than before (Yahoo 2014). The success came from her flexible management style to people for adapt changing need. For instance, the company provides free advanced products for employees, such as Phone and Jawbone. Also improve work environment which some staff did not satisfy to help them work effective. Moreover, establish a platform that staff can write their suggestion and others can vote. If the vote number exceed 50, Mayer will pay attention on the issue and normally solve it in one week. For example, a employee complained that restaurant provides too much greasy food and get support more than 50, then the restaurant launched new delicious food quickly. In addition, Yahoo has every Friday meeting called FIY (For your information), every employee can put forward their suggestions of working process, the meeting help Yahoo to improve efficiency of operations (Yahoo 2013). All the methods mentioned before make staff of Yahoo feel that their changing are important and the company try to inspire them, it is a useful way to reduce resistance of change. This management style helps Yahoo get better performance in 2012.

 

 

What are your conclusions from this debate for your understanding about how change could be managed in your chosen industry?

The author considers that PDCA Cycle (Deming Cycle) can help manage changing in Internet service industry, it is a an iterative four steps (Plan – Do – Check – Action) management method used in business for control and continuous improve services or products (Sokovic et al. 2010).

 

 

Plan: Establish the plan

Do:Implement the plan

Check: Compare the actual results with expected target to looking for differences or problems

Act: Request corrective actions on differences or problems and analyse them to define where should changes to improve products or services.

 

The step of check and act can also used to help an organisation find the changing of their employees and change its management style to adapt changing situation. This can help the company produce better performance in Internet service industry.

 

In conclusion, the author used a case study of JC Penny contradict Mullins’s statement and both Adair’s model and PDCA Cycle can help an organisation managing change appropriately to get better performance. Moreover, the example of Yahoo illustrated a good way to managing change.

 

 

 

List of references

Adair, J. (2011) John Adair’s 100 Greatest Ideas for Effective Leadership. Chichester: Capstone

 

Yahoo. (2014) Company Information [Online] available from: <https://info.yahoo.com/company> [18 March 2014]

 

Pavletic, M., Pavletic, D. and Pipan, K. K. ‘Quality improvement methodologies–PDCA cycle, RADAR matrix, DMAIC and DFSS’. Journal of Achievements in Materials and Manufacturing Engineering 43 (1), 476-483

 

Williams, C. (2012) Management. Mason: CENGAGE Learning Custom Publishing

 

Williams, M. (2006) Mastering Leadership. London: Thorogood

 

West, M. A. and Markiewicz, L. (2008) Building Team-Based Working: A Practical Guide to Organizational Transformation. Oxford: Wiley-Blackwell

 

Yahoo. (2013) Annual Report 2012. Sunnyvale: Yahoo Investor Relations

 

Blog 2 Most Effective Leadership Style to Managing the Work of Subordinates

 

Which personal style should managers adopt to ensure success? What is the most effective approach to managing the work of subordinates? These questions have been extensively researched and debated over the last century, and while the general consensus has moved away from ‘command and control’ to management and leadership towards more consultative and participative approaches, there is no single ideal, as the best approach may vary according to circumstances and individual characteristics (CMI 2013).

 

This blog will revolving around issue “Most Effective Leadership Style to Managing the Work of Subordinates”. The similarities and differences between management and leadership will be discuss at the beginning, and then respond the suggestion of CMI. Also reflect on how author would like to be managed or led in a team.

 

Based on your research, compare & contrast the similarities & differences between management & leadership
Management is the function that coordinate available resources to finish goals or objectives effective in a business organisation (Samson and Daft 2012).
Leadership refers a process of social influence which a person can encourage or support others to finish a common goal or objective. Or simply define that one person guides or directs others to achieve a common goal (Burns 2012).

 

There are two similarities between management and leadership. Firstly, based on the definition of management and leadership, they has same target which is work for achieve a common goal. Both leader and manager are required to plan and decision, however leader normally makes long-term planning or macroscopic decision-making for an organisation, and manager make short and medium-term or micro decision-making. Secondly, management and leadership are the part of work. But leader usually deal with the event of organisation and grasp overall things. And manager is responsible for everyday things (Gilley 2005).

 

There are also has three main differences between management and leadership. Firstly, they have different objectives, leadership tend to influence people and management tend to control things. For example the relationship between management and leadership likes football coach and players. The coach focus team formation, tactical implementation and coordinate each player. And the player aim to how to pass the football effective and kick the ball into goal.

Secondly, leadership will make employees become positive such as “I want to do it”. And management will lead staff become passivity such as “ask me to do it” (Maccoby 2000). Thirdly, they have different function in an organisation. Management is responsible for control and solve problem. And leadership will focus on determine business direction set up develop strategy for long-term goals (Bertocci 2009).

 

Following this discussion how do you respond to the point of view suggested by the CMI?
The author strongly agree with the statement “the best approach may vary according to circumstances and individual characteristics”. Every individual has their own characteristics, such as cultures, habits and values. A single management model can not adapt every situation. The organisation ought to use comprehensive management model which based on understand individual characteristics to achieve maximum efficiency of work (Schermerhorn 2011).

 

As a member of a team, reflect on how you would like to be managed or led?
It is important that choose a suitable management or leadership style for a team, this may provide better performance or efficiency work for the team. The author would like to be led by participative leadership, this style allows employees to make efforts to target independently and leaders tend to listen carefully to the views of subordinates and to solicit their opinions. Moreover, the main policy will discussed by the members of the organisation and everyone is equal during the meeting (Rothwell 2012). If author involved in a participative leadership team, it will make author feel get respect and easy to join team discussion. Also it can help the team produce better results.

 

In conclusion, the target is the main similarity between management and leadership, and their differences contain objectives, function, active and passive. Moreover, the author strong agree with CMI statement that a company’s management should according to circumstances and individual characteristics , also author would like to join a participative leadership team and enjoy team work.

 

List of references
Bertocci, D. I. (2009) Leadership in Organizations: There is a Difference Between Leaders and Managers. Lanham: University Press Of America

Burns, J. M. (2012) Leadership. New York: Harper Perennial Modern Classics

Gilley, A. M. (2005) The Manager as Change Leader. Westport: Praeger

Maccoby, M. (2000) ‘Understanding the Difference Between Management and Leadership’. Journal of Research Technology Management 43 (1), 57-59

Rothwell, J. (2012) In Mixed Company: Communicating in Small Groups. Boston: CENGAGE Learning Custom Publishing

Samson, D. and Daft, R. L. (2012) Management. South Melbourne: Cengage Learning Australia

Schermerhorn, J. R. (2011) Introduction to Management. New jersey: John Wiley & Sons

Blog 1 Diverse Teams Produce Better Results

 

“Research has consistently shown that diverse teams produce better results, provided they are well led. The ability to bring together people from different backgrounds, disciplines, cultures, and generations and leverage all they have to offer, therefore, is a must-have for leaders” (Ibarra and Hansen 2011: 71).

 

This blog will focus on the topic “Diverse Teams Produce Better Results”. The author will use real internship experiences to indentify that whether managing a diverse team is the most important skill for profession services industry. And use a model and a real example to suggest how a manager use the knowledge of diversity to produce better results.

 

Is managing a diverse team the most important skill for professional services industry?
Management skill the most important factor for a diverse team in professional services industry, it can bring better performance for team. Team Diversity is the uniqueness of each individual on a team. This should not only include the normal diverse, such as gender, age or nation. But also contains personality characteristics, for example introverts and extroverts (Gardenswartz and Rowe 2003). PricewaterhouseCoopers (PWC) is a multinational professional services firm which provide audit, tax, consulting and other services for clients (PWC 2014). The author was an intern in human resource department of PWC Beijing Branch, this help the author get the opportunity to understands the important of managing a diverse team in professional services industry. The author was responsible for arrange partner interview and found that partners tend to recruit new employees with different backgrounds in their group. The author asked this situation to a HR manager and get the answer was: “the global strategy of PWC is support by diversified employment strategy, the firm think that diverse talents can create products or services to meet the diverse needs of consumers. Diversification can light up the team’s creativity and inspiration. The firm make people who has different countries, cultural backgrounds, skin color and gender work together and blend it into one group. In PWC China, the staff from more than 15 countries and regions, such as mainland China, Hong Kong, Taiwan, India and Thailand. This can help the company face the challenges of globalisation.” The employee strategy shows that diverse team is the most important part of PWC, and even for the whole professional services industry.

 

How might a manager use the knowledge of diversity to produce better results?
Hofetede’s Cultural Dimensions is a framework for cross-cultural communication and managers can also use it to indentify the different values of their employees from different countries (Piepenburg 2011). Managers can assign task to the suitable people or a task can be finished in effective way. An example will show in figure below:

The figure shows China in comparison with Britain, managers should really concern about individualism which has significant different between two counties, and also pay attention to power distance, pragmatism and indulgence, because these differences will influence the results of a diverse team (Mannix and Neale 2005).

Based on the author’s internship experiences, there is a real example of a manager lead a diverse team get a better result. A potential client from Guangdong province of China wanted to consult business problem, but the client can only speak Cantonese and a little English. Therefore, the manager of a diversity team decided to dispatch a team member who come from Guangdong province as well to meet the client, instead of normal receptionist who can fluent speak mandarin and English. The team earned the contract in the final, because the team communicated with client by using client’s language to make them understand each other well. Also during the contract period, the manager sent most extroverts team members who can easy to adapt client’s character and collaborate work well to responsible this project, this help the team finish project successfully and get a long team contract with the client. This shows the manager can use specific value of employee to achieve better result.

 

Diverse team can contribute a lot of benefits for results, such as bring more idea during decision process, complementary strategies and finish the task effective. However, the manager can not simply seek diverse team, for example recruiting many different countries employees to build a diverse team. It may lead the low quality of employees and language barrier which are not good for performance (Halverson and Tirmizi 2008).

 

In conclusion, managing a diverse team is the most important skill for professional services industry and a manager can use some model such as Hofetede’s Cultural Dimensions to manage diverse team get better results. Moreover, even the diverse team brings lot of benefits, the manager should also consider about the quality of employees and language barrier issue.

 

List of references
Gardenswartz, L. and Rowe, A. (2003) Diverse Teams at Work: Capitalizing on the Power of Diversity. Alexandria: Society For Human Resource Management

Halverson, C. B. and Tirmizi, S. A. (2008) Effective Multicultural Teams: Theory and Practice. New York: Springer

Mannix, E. and Neale, M. A. (2005) ‘What Differences Make a Difference? The Promise and Reality of Diverse Teams in Organizations’. Psychological Science in the Public Interest 6 (2), 31-55

Piepenburg, K. (2011) Critical Analysis of Hofstede’s Model of Cultural Dimensions: To What Extent are His Findings Reliable, Valid and Applicable to Organisations in the 21st century? Munich: GRIN Verlag

PricewaterhouseCoopers (2014) Who We Are [online] available from <https://www.pwc.co.uk/who-we-are/index-more.jhtml&gt; [3 March 2014]