All 16 entries tagged Le

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March 25, 2012

what it is to lead

throughout the course of the module and the research part of the module, i came up with a very interesting concept or rather theories which fall in the situational theories of leadership. Explaining in a very detailed manner the situations where certain leadership styles apply, the contingency theory also plays a part here where situations are pre-emtively considered and the appropriate style is to to be adopted.


Now, in theory it all appeals greatly to us all but moving from theory to practicality of the conern it brings about certain limitations which have a great affect on how the application is hindered and the efficacy of the theory is reduced.


concerns surround around applicability in terms of the personality and characteristics of the leaders. Since, leaders seem to have perfected their characteristics (no matter what they are), they're personalities have been strengthned on their charactertistics and by adivisng them to change them it brings about about a resistance which is all natural.


the other concern comes up when situational leaders who have been popular due to their success are not accepted afterwards in different situations.
Now the samply people for judgement or perception are the same but still they do not prefer the personality, characteristics of the leader and most of all th actions he/she makes.
take the example of Churchill, though considered the Great Briton, he was not a successful PM when he cam in office the 2nd time in his career.

Churchill



this explains the resistance of the leader to be able to change his personality or leadershp style according to his surroundings. this is natural and obvious in certain cases since the leadership style which is in him/her has been perfected because of a life time of experience and belief and to deny one's beliefs and confidence in his traits.


Last but not the least,


it in indeed a requirement of the time today for leaders to keep constantly changing their stlye according to their situations and but unfortunately still a difficult task to achieve.


March 16, 2012

Visdership

in my reading i have come across a certain match between two matters the most.

These readings can be articles stating George Bush Sr. lack of vision to Donna Ladkin's "Rethinking Leadership" to my own experiences as well. I can some what say also relate to our seminars during the LE module about "how do i find out what will make me a effective leader?", "What can leaders do to motivate their followers in difficult situations?".

we considered creating a relation between leadership and many other factors, this included vision as well but now i consider that a leader is a person who has a vision and the self-confidence to see it through too...

A vision is what gives rise to the leadership in an individual, because without vision the leader (direct leader) does not have anything to stand up and state. the vision provides the uniqueness to the individual and the basis from which he/she can rise.


February 29, 2012

can we mix leaders?

was it worth it?
to challenge years of leadership traits, an innate urge to stand forward and risk my reputation at every opportunity that comes my way? That confidence which kept on building itself and gained a momentum where i began to feel insulted if questioned.

Was it all worth it to take a leap forward let others judge myself.
personally if i tell you, i got all the reassurances i had of my leadership traits and the 'areas of improvement'.

Now, the real question comes into play when i have to analyze and select and apply a leadership theory to the leader of an organization in order to develop the leadership required to make the company successful.

The real question lies on which leadership theories will be applicable in this scenario, there is a possibility that there is a mix which will be used, my initial thought tells me that situational and management leadership theories can be used here but then management theories contain a major portion dedicated and geared towards employee reward and punishment. Recalling our LE module, i really want to refrain from using such motivational factors in terms of creating a group coordinated effort of management/employees.

I will definitely try to focus on creating a mix if possible during the course of my work in order to find the most suitable application which is optimal for the case in discussion.


February 22, 2012

London trip has a follower :)

The whole experience of being in the Leadership module gave us all an insight into our own capabilities and certain areas of improvements, but this module was more than mere insight for me.

Exercises built upon the very factors to assess leadership qualities, the pressure placed on the leaders, how they unlocked the motivation from within the team, the single factor of emerging leader etc. The Leadership module made me think, ponder over my past experiences, whether I could have done things differently and also on how to control myself in situations which I am yet to face.

One certain learning and practice was my weekend trip to London with my colleagues, a trip which was finalized on Friday so that we left on Saturday morning. I thought about it all and decided of being a loyal follower on this trip rather than inviting myself to lead. And in all honesty I should mention that the emerging leader was cracking up inside me all the time!!!

See, the thing with me is that I have always been fond of leading, may it be group projects to internship projects, out station trips to setting up the itinerary for all the members for a conference abroad. I have by some miraculous fate preferred to lead rather than follow and this urge became a habit which eventually lead to a point where I felt irritated if I was not able to lead.

During the Leadership Module I realized that I need to relax for a while and be a bit laid back, considering my current enthusiasm for leading. This unfortunately I could not during an exercise since even there I wanted to step up and start leading in the Treasure exercise.

This last weekend was a blast! Starting from deciding the route to the hotel to the lunch break to deciding what to do during the day, occasionally I brought forward my suggestions which to my utter surprise were straight away neglected J

At times I used to get frustrated because at the end of the conversation my colleagues used to reach to the same conclusion and then simply take on it instead of appreciating me a single time. This further de moralized me and I started following as the last person in the group.

This made me realize something, being a follower at times is quite a peaceful position to be in (not that I support it by any means) but for me this was a first time experience and I cherished it while all the others tried to bicker for directions and plans and what not.

A wonderful weekend in London J


February 11, 2012

films are for learning!!!

something should be confessed over here.
i watch a lot of movies and i am started to make use of a time, people started considering "wasted time".
Naah, seriously i have. I could find soo many inspirational quotes from soo many pictures that i have watched in the past...

Take for example, Inception.

Now everybody knows that the film presented a futuristic idea of 'extraction and Inception" and by the way Leonardo DiCaprio gave a wonderful performance in that picture, it probably was the rise of Tom Hardy as well from there.
Anyways, the concept of Inception and the way they actually gave the idea to Robert Fischer was different.

now, take into effect the learning we gained from Graeme's Coaching exercise.
The coach doesn't give the solution to the coachee neither does he provide any idea or past experience.
The coachee will know it was coming from someone else.

What the coachee needs to realize is that the idea or the solution to his problems in this particular case is coming from within and that is why he feels the need to perform on it and change himself.

I could go on with this...

Batman: Dark Knight

The Night is darkest before the Dawn.
Harvey Dent while making the announcement that Batman should be taken into custody.

Challenges are brought to our doors and we are faced with difficult situations and most of the times situations that we have not experienced before. there are times when things become soo dull and the motivation is at the brink of falling off from the group members.
That is the time when someone needs to make realize the group members that this moment will fade away and light will come forth.


Dead Poet's Society

Robin Williams starts making realize a group of boys at the Welton Academy to size the moment! Carpe Diem! and live for their aspirations as it is where the true passion lies in their soul...

Pictures like the Social Network provide the leadership and entrepreneural skills of the 21st century by depicting the actual events that followed in the life of one Mark Zuckerberg and fellow friend and shareholder Eduardo Saverin.

Although many films seem a good time wasted or at times a complete waste of time but there are things that can be learned from thousands of pictures.

Need i mention what a learning Godfather has been to thousands of people.


40 effective constructive performance Hours!!!

I just want to reiterate Paul's saying that one shouldn't spend more than 40 hours on one PMA.

Yes, if one begs to go beyond the stated time that is one the cost of something else; technically a zero sum game in respect. . .

i personally wanted to say putting 40 hours into a PMA and 40 Effective Constructuve Performance based Hours are two extremes :)

there are certain times when i personally work for an 8-hour stretch but the effective constructive time is probably 2 hours...
So, all of those who (might) have issues like mine!

consider when working on your PMA's.

If you want to start counting the hours to start getting estimates on your PMA's.
Try to do so by counting the effective hours!!!


February 09, 2012

the 21st Century Motivation

I'm sure almost all of you got around the insightful moments when we go through during one of the TED seminars.


Although i totally understood what he was trying to make us realize, that the 20th Century management and motivation has taken it's course and may not be able to fully maximize the performance of employees and the way to the future are the motivational factors of the 21st Century.

Autonomy
Mastery
& Purpose.

Truly concur with the arguments of the speaker that these are far more useful than the typical rewards program where performances are measured and benefits are given to employees, they being considered as the main motivation towards their performances.

But this is how i percieve the whole scenario according to my thinking.


as far as i believe, the 20th Century Management & Motivational factors have paved the way for the 21st Century Management & Motivational factors.
We as businessmen and researchers could not have started thinking about Intrinsic motivation until or unless we had applied and integrated completely the extrinsic motivational factors. Furthermore, up to the point where we started critically analyzing the extrinsic factors.

Yes, there have been exceptions where many companies have been able to successfully integrate and reap the benefits of employees through immediate intrinsic motivation but then those are exceptional cases, if they were general then the majority of the companies would have had applied these 21st century concepts.
this is in no way an argument against the intrinsic motivational factors, it is the time duration and the learning curve which is appealing to me since i belong to a region of developing countries, lack of proper education.
Where having information and just saying it out is called knowledge and intellectual people are a rare commodity.

Coming back to my original analysis, for companies which have yet to create an organizational learning impact, they require to go through a stage of extrinsic motivation and develop through it to have an overall impact. It is pertinent to have the money put aside at a certain stage, but this stage cannot come when employees do not have their basic needs.

Considering Maslow's theory of needs, money can't be put aside, yes it can be provided to such an extent that it is not considered an important factor but that only takes place when enough money has been put on the table...

Money is needed for employment, as it stands as the basic requirement, yes the differential of money whilst choosing jobs does not matter or should i say should not matter.

This begs us to consider certain assumptions when we have to bring people to their full potential which exceeds the compliance level.

1. they have enough monetary funding that their financial worries are settled/resolved.

And this is not the case for major emerging markets majority. Take India and China for example.
and then crawl this idea to other developing or recently industrialized countries as well.


Until this issue is not dealt with, the intrinsic motivational factors cannot be fully utilized or introduced in the fullest respect.


Criticism

a general discussion during sessions lead us to dwell into referring to our perceptions or experiences from the past.


i feel criticism/feedback has two sides to it.
the person giving feedback (critically analyzing)
the person receiving the feedback (person being analyzed)

According to my experiences.

criticism should always be taken positively, even at times when the criticism is being said negatively.
reason being, because these are rare opportunities of facing a true feedback.

Yes, the person giving feedback should remain on the simple stance, to give feedback but in a positive constructive manner.
This does not happen always or in all situations, mostly seniors or people giving feedback are negative in nature. They give feedback which is not geared towards resolving the concern or assisting the person in resolving it.
But the person receiving feedback should at all times focus on the critical points being mentioned during the criticism because it will eventually help him/her.


February 08, 2012

A Growing concern of critical analysis

as we are progressing further in our modules, i am realizing something i wouldn't be sure to say for other colleagues in WMG but this is for sure observable in MBE.

I recall in our first module CBE, Paul was appreciating students who came from abroad and also who did not have English as their first language. The appreciation was geared towards students making an effort of presenting with confidence an coming out of the void.

We then moved on towards Graeme's module, PUISS where we found out that Graeme would find those certain loop holes in our presentations and question us on those. He would expect us all to know every inch of the presentation; something i totally agree with, but there was an occasion where i did not answer something Graeme asked of me and that was because i did not go through that part of the presentation infact the other members had written those 3 slides out of a total of 18.
The point of the matter is that Graeme increased the level of difficulty to the compliance level so that we all should be quite aware how our presentation has been formed and support the answers with the references we used.


Come, Leadership & Excellence Module now.
I am obersving an increased level of difficulty during the presentations where Paul is expecting us to comment on the references that we have used. Paul questions us on things like whether the references we used and the conclusions we used from them are right in our sense or not?
In crux, making us increase our level of critically analyzing on authors and their papers and the credibility of those papers and their conclusions.

I honestly believe this is a stage where Paul is teaching us to get started to analyze papers and not just take them for what they say right away.

Although i should mention, that Graeme just mentioned to us riight now that the level of our presentations today compared to the PUISS module have risen by a large percent.
This means, we are improving!!!

Great going MBE's!!!


February 07, 2012

Thai Edge!!!

shhhhhh!!!

Right now, i've been given the task of an observer in a simulation Paul gave us after lunch.

A Business simulation based on Hotels, all located in Kom Phui (Thailand) and all having different catering styles and thus needs for developments.

Oh Kay, i won't make any judgement calls or say that we have a 'trend' (haha) but surely it seems from having a look at the last 3 quarters that our Hotel has improved financial performance from the being the worst to being the best and just to add evidence of this. the Simulation proves this!


Quarter 3 Results!!!And should i mention that Paul just posted the results for the 4th Quarter as well which further strengthen the strategy being applied in Thai Edge.

Not that i am currently leading this team, it is rather Ilektra and a remarkable involvement of Kidd which has resulted in the improvement of the Financial performance. Although we may not be able to conclude that we have a 'trend' which follows but nevertheless the strategy being followed showed improvement from the being the last on the performance levels to being the 1st in two consecutive quarters also having a financial performance which is about to leave the Negative value mark and move towards profit rather than a loss.



Here is the result for the end of the 4th quarter and now, the team is deciding on whether to have a disco, a gym of a cocktail bar in the hotel as an added attraction.

4th Quarter


From here we can see something.

Gudd Luck B3!!!


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