April 24, 2011

A bizarre PMA

The RDM PMA in my opinion is really-really challenging since it emphasizes on how we critique our decision methodology approach which very limited word compare to other assignments. Thus, it requires our good analysis and decision to consider and choose which parameters should be discussed in PMA. Another decision! Yet, with word limitation in place, we should enhance our communication skill to deliver what we thought in very crystal manner. Hopefully some literature review that I found will help me finish this PMA on time. 

April 12, 2011

Mix Match of Decision Making

Time to reflect about what I have done in last KBAM in module session. In day one, we’ve been asked to act as government of one country that deals with climate change issue, which our main task is to foster that citizen awareness to provide substantial contribution in order make a better world in future, whilst at the same time government should, at least maintain or increase, their credibility for the next election.

The lesson learned that I capture from this exercise is, our team approached based on democratic style which view everybody opinion as integral part before making decision. Yet, there is no leader in our team and we never thought that this element is one of the critical elements in decision-making. At first, we felt that it’s not necessary to have leader with our team, but then we realize in the end of the exercise that by having leader we can create vision act as engine to align individual goals toward achievement the shared goals, which are increase level of awareness of climate change impact and credibility of government.

In the context of the exercise and correlation with module, I feel it’s not directly connected since it’s more emphasized on how we make robust decision-making. Yet, I realize that the connection between exercise and the module lays on ability of policy maker to manage their asset (budget) and knowledge in order to maximize the contribution for each decision taken. Thus, it’s related to another my lesson learned that I’m not utilizing those two critical elements during exercise. As consequence, our output from our decision is slightly disappointed for me in the context of credibility, although we succeed to reach certain level of awareness.

This exercise reminds me that, in every decision that related to many people interest should consider every aspect to manage asset and knowledge in the effective and efficient manner in order to result robust decision. 

Start with EFQM and end with EFQM

This week is about KBAM, like everybody said it’s a hugeeee topic and our job is to convince board director to accept our proposal. It’s quite challenging since this role play represent a real life phenomenon event that we will face in next 7 months later from now.

I’ve tried to make correlation about my topic in Health, Safety & Environment (HSE) with EFQM excellence model. Then I realize when I re-read again all the criterion and found that our MBE module was designed based on this framework! CMIIW…. And other module like FACS act as supportive element that needed in order to manage our financial asset (tangible & intangible) so they can give substantial benefit for organization overall performance.

Nevertheless, each aspect in asset management is related each other and there is inter-dependency between them. It’s like complex human organ that if one organ (function) malfunctions, it will have direct and indirect impact to other which eventually impact overall performance of the person itself.

In the context of HSE, more and more people now aware about this factor and will become more important in future. Thus, commitment from leader to put strong consideration in this area is very crucial in order to sustain in the long-term horizon. If I may use, my previous company jargon in the HSE, it says, “One Accident is one to many!” so it means, organization should aim to achieve zero accident in every single their working place. Even, in my previous organization they do some “investment” in training to “protect” their most valuable asset in company (i.e. people) from potential danger in every possible scenario by conducting comprehensive training like, first aid, using fire extinguisher and driving skills. By having this practice in place, it shows that organization show strong commitment to ensure a safe and healthy working environment for people within organization as mention in one criterion in EFQM. 

April 09, 2011

Rewards system

Only couple days left to LE PMA submission and I’m still trying to finish the essay. What bother me now is the about rewards system. I found that, an effective leader should emphasize to use intrinsic rewards approach that based on system-wide in order to foster workmanship and build strong relationship. However, this is not an easy approach since the current system work based on extrinsic rewards, which believed can make people within organization achieve the goals. Using extrinsic approach seems become effective way to motivate people to achieve certain goals, however level of performance will be limited to only achieve certain point. However, by using intrinsic approach, it will encourage people to perform beyond the expectation in the voluntary manner. Thus, I’m confused now. Which approach should I apply when I become a leader in organization that has already established system in the future?

April 07, 2011

Does size matters for situational leaders?

I was studying and trying to solve LE PMA in last 4 days. It’s taught and quite challenging assignment. I found several interesting issue when reading about situational leadership approach. It seems very comprehensive approach that leaders should be adaptive to different situation in order to achieve shared goals. Thus, the ability to shift from supportive to directive becomes most important thing for this kind of leader. However, in my opinion it’s quite difficult for leader to always changing time to time and tries to suit to every people within organization. Imagine if a leader that employ more than 100,000 employees across the world. Should she/he adjust to every employee characteristic? Or which employee characters should she/he should approach? Perhaps, if a leader manage in small numbers of followers, let say 10-20 people, this approach could be very good to be implemented. Thus I found some interesting that this approach has received acknowledgement from scholars which result criticism, does this approach applicable for workplace environment? 

March 29, 2011

Basic Maslow’s Hierarchy, Safety!

Today’s group meeting I was assigned to deal with Health & Safety and Environmental Management. It’s quite interesting topics and with no prior knowledge about these two subjects make me fire up to look supportive information. Yet, what surprise me that event I only deal with two things, the subject still can be categorized as huge topic. There are so many aspects that should be considered in order to achieve excellence organization that implement these principles. For instances, the responsible of organization to its environment and people start from procuring materials to developing communities in order to satisfy every single stakeholders related.

In the context of Health & Safety, I recalled my memory when I was asking by HSE manager in my previous organization to find appropriate supplier that can provide comprehensive training in subject of driving skills. You might curious that, why multinational company wants to spend hundred thousand pound in annual basis to give adequate training to its employee while they already passed test when get driving license? HSE manager said, at that time, that it’s becomes company responsible to ensure its employee to drive safety on the road because they provide corporate vehicle as part of their benefit. Thus, it parts of morale and social obligation from company to ensure that their valuable asset, people, are safe!

After having that such a conversation, I realize that a good or excellence organization should have comprehensive set of Health & Safety policy that cover everything in order provide assurance for its employees to feel safe. Thus, it parts of basic needs in Maslow’s hierarchy!

Complexity of Asset Management

After reading some material in KBAM website in order to make myself familiar with asset management, I can say this subject is huge! It covers almost every aspect of organization from end to end. Yet, my working experience provides preliminary insight following several things in facilities management such as; contract management, HSE, and Facility service. Thus I realize these things should be approached in practical manner since it’s exactly what professional organization deal with. I’m quite interest in contract management since it’s very related to my previous job description and it shows organization capabilities to manage its internal and external assets. External assets on this context is third party suppliers that organization should think as extension of their internal asset in order to foster creation of competitive advantages.

Nevertheless, I don’t want to limit my understanding only on contract management and hopefully I can gain valuable knowledge from other aspect of facilities management throughout this in module week.

March 28, 2011

Continuous training is not necessary?

Starting to learn thoroughly about transformation leadership for my PMA, and guess what I started to open the bible of the guru of Management, Deming! I just realize, he creates a concept or philosophy that covers almost everything in regards of how leader run his/her organization toward excellence approach. Nevertheless, I curious about one of his point in importance of training that Deming said that, people who accomplished training in particular area and achieve organization expectation, or on the other word above average control limit should not given same type of training. Thus, base on previous experience working in multinational company, leaders instruct HR department to provide refreshment training for their employees in order to maintain their level of performance. Or to give easy illustration, take a football player. We all know that players like Lionel Messi, Cristiano Ronaldo and Wayne Rooney are the best in class in current situation. Yet, they must attend every single training session in order to maintain their performance in top form.

So having this situaiton in my mind, it arise one question; why further training in same field or refreshment training is not recommended by Deming?

It’s something I must figure out; hopefully I can find the answer upon accomplishment of the PMA.

March 25, 2011

Complexity of Leadership

Okay, it’s time for Leadership PMA and now I’ve been read several books and journals to help me an idea to answer the PMA. What cross my mind now, there are many numbers of leadership style that can be used to help organization perform better. Thus, as many scholars argue that the main objective of being leader is to inspiring follower in order to improve the performance by maximizing their contribution in voluntary manner becomes the biggest challenge. It because, people in my opinion people are not like to work and as result there is need to provide directive order so they can perform better, you can call me theory x manager/leader if you like. However, after reading many type of leadership, I realize there is need to balance leadership and management since these two approaches are having influence each other.

Being leader that provide enough space for creativity, delegation of power, and open minded can be easily shift to be come laissez-faire type of leadership. Thus, a charismatic leader is also has potential to become pseudo-charismatic that inspire other people to do bad thing and create destructive action. That’s why I do feel, as a leader we should have capability to adjust to become manager and vice versa in order to avoid this problem occurs.

This journey is getting more and more interesting since there is no single leadership is better than other, yet it depends on the situation in the organization. Hopefully I could gain valuable knowledge and experience about leadership in next couple of days.

March 19, 2011

Reflect.. Reflect.. Reflect..

The RDM module is done, now it’s time to reflect what I learned about it. During the module week, our team struggles to solve the problem that has very limited data and various methods available that not sure which one is the suitable to solve the problem. Thus, our team decides to go with decision tree. This method I admit is the best one to solve the problem since consider every option and calculate future value that company might generate. I like this method since it provides comprehensive outcomes based on limited data and perhaps less bias occur if when we were using this tool. On the other hand, when our team using other method such as; paired comparison, grid, and pareto, there are lot of space for bias since it based on our judgment to rank each of parameters. It happened, perhaps, because team members have their own preference and judgment. Thus, at the same time group thinking might occur when one person has strong characteristic and opinion regarding particular thing. This situation is very inconvenience and might drive team decision into misleading. Nevertheless, our group was able to manage this issue by allowing each individual to speak up their mind and sometimes it takes an hour or more to agree on one parameter. Although it sounds, time consuming but I like it since it fosters critical thinking environment, which I believe has substantial impact for the outcomes.

Additionally, I like to talk about assumption. Our module tutor provides freedom to assume any circumstance that you like to use. Yet, what I pleased about my team is they don’t take for granted about this thing since we were trying to think every possibility that might happen in future. Perhaps, it’s good way to solve the problem since in real life assumption might drive misleading and for sure your organization will not any tolerate any decision that only base on assumption. Thus, I believe that’s why in every decision-making we should consider about sensitivity analysis that considers best-case scenario and worst scenario. By having in mind this approach, we will produce robust decision since our recommendation to top management already considered the every single possibility. That’s why I’m so pleased with our decision tree (47 arms!) great job for my team!!

This module is great, I can’t hardly wait to apply this method in real working environment which more and more complexity will affect our decision strategy and of course expectation to produce robust decision that satisfy not only our boss but also our self.

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