All entries for October 2013

October 19, 2013

My Reflections 2– learning week

Learning this week for me was like opening a box full of treasures. As i sat in class all through the presentations and seminars all i could think to myself was how can you take all this back home and apply to real life situation. Well for now all i could do in my head was to just try and arrange the puzzle.

In my country, not much is been done on the status of customer orientation and its impact on business performance. Most industries survival lifespan is usually between 5-10years especially SME'S. How can someone create business excellence in situations like this.Well i guess thats what i have been learning all through the week. We can't give nothing and then expect something or better feedback in return. To create business excellence, i have learnt that organisations should strive for quality in everything they do.

Quality in terms of product,people(employees),processes and even quality in leadership and management aspect of the oganisation. Quality gives a company that competitive edge over its competitors. I once interned at one organisation where i noticed most of the employees are not motivated to work . They are always happy when granted leave and even when they return from the leave they would still be finding ways to apply get another leave of abscence. I just couldn't see the enthusiasim and i thought to myself this isn't what i want for myself. looking back at that time and applying what i have learnt so far on this module, i would say organisations should try and invovle their employees in the developement of values,encouraging them also to align their behaviours towards this values and then reward their effort for giving their best towards creating a good brand image.

I would encourage performance related pay because it really helps employees to stay committed to their work . From low level staff to high level staff, everyone should be rewarded when they perform well at their job. Performance related pay shows how much a company values its workers and encourage them to release their full potential. Creating a family like atmosphere for employees would give a business the long standing that its needs, desired customer results and also societal results. Employees wouldnt see the worplace as a money making venture but a place whereby they can effect change through Creativity, teamwork,honesty e.t.c

October 12, 2013

Emotional intellIgence vs Leadership and Job Performance

Emotional intelligence vs. leadership and job performance

 Emotional intelligence is the ability to be aware, control and manage ones emotion and that of others. (Daniel Goleman 1995). Emotional intelligence to my own understanding is the ability to recognize ones strength and weaknesses and to serve others without seeing it’s as a “big deal”. Some leaders in the world today do see their people as an unimportant and also think why they should care what people feel or need since they take orders from him. But the irony of the matter is every leader supposed to be a servant to the group of people he leads. I was the maid of honor at my cousin’s wedding and she told me that ‘I want you to handle my 14 bridesmaids’ .As the wedding event came to a close, a bridesmaid walked up to me and told me you handled everything so well and you were calm all along. Looking back at that time I thought to myself that what could have helped me stay so calm and handle all the stress so well then I said it must be my Emotional Intelligence at work. My ability to not boss the bridesmaid around and respond positively to each and every one of them needs. The concept of emotional intelligence can also be understood in the works of Douglas McGregor theory X-Y (1960).

In the business world today, leaders are chosen based on their level of educational attainment and intelligence quotient. Some leaders do perform so well while some don’t but why is this? Demonstrating a high intelligence quotient is a different ball game to having Emotional Intelligence. The leaders who have demonstrated a high intelligence quotient and succeeded at their work one can say they must also have a high level of emotional intelligence. In one of Goleman’s work where he researched about 200 international companies he found out that the normal qualities that defines a leader i.e. intelligence, toughness, determination, and vision are attributes a leader must possess and are required for success but they are not sufficient.

Emotional intelligence can be attributed to these variables (Daniel Goleman).

  • Self-awareness: the ability to identify ones emotions.
  • Self-regulation: ability to manage ones emotions.
  • Motivation: ability to put effort into a job not because of the pay or the status.
  • Empathy: the ability to recognize and respond to the needs of others.
  • Social-skills- the ability to build good rapport within ones social environment.

This is summarized with an emotional competence framework,

  • Personal competence- self-awareness, self-regulation, and self-motivation.
  • Social competence- social awareness.

According the article “why an emotional education is indispensable” (Forbes) some questions were asked, where is the Harvard business school equivalent for emotional education? Why shouldn’t one prepare for emotional conflicts and management while one prepares for a career in business? for the society to build a leader I think more focus should be put on emotional intelligence. Families should help children develop a good emotional intelligence so they can grow up to be effective and successful leaders.

In conclusion, intelligence quotient as well as all other attribute of a good leader is very important in building a successful leader but emotional intelligence is the ‘heartbeat’ of any good leadership.


October 08, 2013

My Reflections

Blogging,this is so new to me. But anyways...... lets see how this goes.

I thought to myself what sould be my first blog entry........(thinking)?? then an answer popped up in my head "what have you been learning or what have you learnt so far this past few days???". Well, answering my own question, i think i have learnt a lot from the induction week till date. During the induction week we were made familiar with this saying"Give a man a fish and you feed him for a day but teach a man how to fish and you feed him for a lifetime" WMG has so far been teaching me how to fish in this huge ocean of knowledge and during my second week i actually caught a big "fish" in my first module...(smile) Creating Business Excellence. This is one topic i suddenly became keen about, i found it interesting and questionable at the same time. The interesting part is that i get to learn from whole new perspective and actually think the way people in advanced countries think and how various excellence models has been working for them. Models like the Malcom Baldridge model(American),the EFQM.model(European foundation for quality management) and the Deming models which is very practical and very logical which i very much agree with to an extent.The Deming excellence model whose keypoints is about the proper coordination of all the process in place i.e"enablers" which help the company to achieve its desired outcome "results" which brings me to wonder that if applying excellence model in an organistaion helps organisation achieve its goals, or get the desired output, then what about scenerios where the leaders of the organisations who are part of the enablers are maintaining the status quo and are arent willing to be the change agent.Speaking for my home country, i would say applying this excellence models can be very difficult to achieve cos the employees are not allowed flexibility in the working enviroment.Based on experience, i have seen where individuals mindset and approach to work is "whatever" and i thought to myself how then can the excellence model be achieved when the whole workforce of an organisation all have a kinda weird norm. Thinking this through from what my tutor Paul said today, that one should be the agent of change anywhere we find ourselves(i strongly pray to be one)and he also said "every leaders job is to grow a leader" truth, but what happens when the leader isnt "leader enough" to grow another leader.........???. I think i have to sleep over this one(yawn).

October 2013

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