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April 25, 2011

Critical Thinking in Decision–Making

Dealing with RDM PMA, I found something interesting concept about critical thinking as important aspect for decision makers. In my opinion, most decision makers make a decision based on their believe about something which lead them in judgmental bias, for instance conformation trap or anchor heuristic. Thus, in order to avoid this potential issue, decision makers should employ critical thinking whenever make decision. Critical thinking means, decision makers analyze, evaluate and challenge what they belief in particular subject in order to minimize bias and make certain judgment in objective manner. By having this approach in mind, decision makers will able improve the quality of the decision itself. However, it will probably depend on the leadership style of decision makers. Let say, the leader is autocratic. She/he will not listen to any input from  followers which lead to foster creation of judgmental bias when a decision need to be made since leader will rely on her/his intuition or certain knowledge without taking any input from others, which trigger me to conclude, in my opinion, that decision makers’ behavior and leadership style will affect quality of decision.


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. 


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 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.


February 24, 2011

Coaching Clinic

Today, I had good exercise on how to utilize coaching as one tools for leader to build voluntary influence toward its followers. At the first time, I thought coaching is about giving a direct order from the boss to his/her subordinate and no two-ways communication between them. In other word, followers just take it for granted all leaders instruction. However, today all my understanding about coaching is changed! I think it’s one powerful tool for any type of leader to build socio-emotional relationship in order to foster personal power, which eventually creates voluntary influence.

Nevertheless, doing coaching is not an easy job for leader since there are several things that leader shouldn’t do. For instance, offering solution! Perhaps, as human being you always want to help each other by giving them appropriate answer or solution to solve the problem. Thus, when the solution worked, you will feel happy because you able to use your intelligence to solve particular problems. Yet, this situation has greater consequence since people who think you as leader as the best place to find an answer for every problem and it also impact the ability for that particular follower to stop thinking critically to solve the problem.

So, I’m happy for having such a good exercise in coaching session and hopefully I could practice it in the real world to help people solve their problem using their own thought.


February 23, 2011

Deception in Social Responsibility ???

More and more people more concern about the impact that result from company day-to-day operation to society, people and environment. Thus, it triggers many leaders in those firms to include social responsibility aspect in their strategic objectives. Now, the question is related to this is: does company doing CSR in sincerely manner or just lip service to show that they contribute to society? Therefore, after doing the presentation of CSR I realize that there are two types of philanthropy, first is traditional which related to charity and second is community development. For the first one I think it’s the easiest way to gain good brand image from customer. Nevertheless, in today’s competitive world, organization should think more than just charity and start to form modern philanthropy activities to gain win win advantages.

I think my previous experience provide me a real example how multinational tried to do social responsibilities in the context of community development. They provide education, training, and support in terms of technologies and tools to help local communities produce better quality of products that eventually they sell to the company. This one example raise my question, Does Company do social responsibilities program limited to area that will give them competitive advantage in future only? If so, can these activities categorize as deception to society itself?


nevertheless, doing social activities is always good and hopefully more and more people will aware about this matter in years to come.


February 21, 2011

Leader Complacency

As gone through this leadership module, a leader should influence people or its followers and foster volunteer action to achieve the shared goals. Thus, when a person lead using its positional power and managing by fear it can be categorized as a manager not a leader! Thus a question crosses in my mind now, is it possible for a leader to maintain its style years by years? Because I believe everybody is changing, and by nature needs to change in order to survive. Thus another question:

Can be an effective leader that employs series of good practise of leadership to shift/change to a leader who manage by fear due to complacency of power?


Manage Strong Personality

When you have opportunity as a leader, one thing that inevitable is choosing your followers. I mean, there are a lot of people characteristics, start from walking death followers to strong personality. Thus, during the seminar, we tried to discuss an effective way to manage these strong personality people in order to unleash their potential capability and contribute to organization. Well, the key word is ‘Engagement’. To some extent, I agree with this approach since this type of people should be well managed in order to avoid potential problem to become urban terrorist. Thus, series of activities such as building socio-emotional relationship, empowerment, delegation of responsibilities and firing as last resort action were defined during seminar session. Personally, I had colleague’s worker from my previous job who has very strong personality. Based on my observation, she always tried to challenge every policy that made by her boss. However, every time I saw she argued with her boss, she always has valid point which to some extent can be categorized as internal feedback. Thus, it’s good to have this type follower in your team in order to have different point of view when dealing with some project. Nevertheless, leader should be able to channel this strong energy in the positive manner so these types of people don’t change to become rebellion that might influence other followers to fight against the leader.

Additionally, I like when a friend of mine asked to Paul whether we should be a leader or manager to achieve the objectives. The answer comes from Paul was exactly precise what I Though, both! Now, it depends on the leader to define how much he/she wants to be. Perhaps, difference environment, culture and situation will influence number of percentage for each role.


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