July 16, 2016

Health and Safety and Excellence

This was the one of the most interesting module for me that I learnt nothing in in-class activities and I learnt vast while writing PMA. I read investigations about HS accidents, I found some case studies and the way the other companies changed their HS attempts. This was what I looked for in our in-class activities. However, our style of teamwork had not provided us that type of environment. What I learnt from that situaiton is, leaders must show the way and must be the pioneer. I will try to lead my pioneers by coaching them.

I selected the Health and Safety topic for my PMA and I learnt that this topic is vital for sustainability. It includes facility management, environmental management, resource allocation, security; nearly all other asset management topics. It is mostly related with behaviour and knowledge of internal stakeholders which is one the intangible assets. What I learnt from this PMA is all asset management subjects are related with each other and we have to think holistic. Not from one perspective. Cross functional teams are crucial for companies for different point of views.

HS management investments are like paying for insurance. You are spending against the possibility of risk occurance. However, there are some additional benefits that this payment turns back with more conscious stakeholders. we should approach to subject from this perspective. Moreover, improvements on HS is directly correlated with "People, Planet and Profit" mentality of excellence which must be the vision of all organisations.

June 11, 2016

How not to prepare presentation?

I have to mention that I learnt nothing about Knowledge Management and Asset Management at this process. Why I am saying this; because for our arguments, any team didn't look the handout-documentation of WaveRiders, we have not used any part of Financial Statements, Interviews etc to support our claims. Moreover, most of our recommendations do not ground on papers or articles. We haven't discussed our suggestions' negative and positive sides. The only true is our true. There is no way to sustain instead of our 5-year plan. This has not got academic value in my point of view and this is what I mean with "I did not learn from my friends". Maybe we develop our presentation skills, teamwork capabilities or self-confidence level. These are also vital for business life but my question is "did we come here to develop those?"

We said that we learnt how to make research and find resources for our business cases. I wonder how many of us will be able to use this learning point in our business life. Will we have enough time to find and understand resources, case studies? or even if we have time, Will we able to use our Warwick account to open these articles? because they cost too much to open them if we do not use university account. I will ask it to course office.

On the other hand, What I learnt again is critical thinking must be the essential part of any presentation. If not, it is not convincing. I asked some questions to one group and their answers were not supported by academic references. So, if I want to convince somebody, I must have proof for my argument. (Actually, I knew it before coming here)

The last point, when Paul asked for areas of improvement for KBAM, I checked the objectives and content page of KBAM in moodle. I suggest Paul change or delete most of the bullet points (Only 1st and 2nd is ok).

I reckon I won't write more blogs and I hope my blogs were reflective enough to get marks.

I want to finish my blog with


June 07, 2016

Last reflections and one step forward suggestion

Today, at the end of our seminar session, we talked about new trial on next year MBE students. We have discussed our ideas with Paul. I am writing this blog to express my ideas in a more clear way.

Firstly, I have never said that blogs or teamworks are useless. For me, the issue about presentations is we start with "nobody knows anything" position and we try to reach "everybody has a general view". However, we do not know if our general view is right or not. Over and above, is a general view the thing that we expected to get or is it a differentiative for employability for our future employers?

Secondly, maybe I told it to my close friends but most of my colleagues have a different perspective about my ideas for MBE and Paul Roberts. I have never talked behind Paul which I didn't say to him and I have never utter any other subject that I wrote from blogs or I expressed in class. Because I haven't got any personal issues with him. Actually, I respect his ideas and I think we are not too far within the scope of MBE education. I just expected more academic discussion in the class.

I do not want to write more because we swap our notes at the end of the lecture.

Since there will be Pass-Fail system for modules next year and the operation will be the same (tutor wont share his experiences or his critical academic knowledge, nothing academical will be discussed in lessons), I suggest Paul to change the assignment timing for modules. What I mean is, Paul can give the module notes and assignment topic one month before the module. Students must write their PreModule Assignments before the module starts. So, students get the basic and essential knowledge for their module and it may be expected that they will be able to apply and discuss their learnings in the class. Presentations, in-module simulations and reflective pieces of modules may strengthen the learning.

For the current situation, WMG's education style does not support learning environment. Critical thinking approach of WMG tutors can be argued. When I talked with students of WMG, most of them express that they see WMG as a trade company that sells one-year Master programme and certification. It annoys me because if it is real, my hope or my wish about future world will be destructed again.

To sum up, I said what I said to improve the quality of education in WMG for FUTURE students. From MBE course What I learnt is, I was in the right path before I came to UK. My leadership style was not wrong. I was not sure if I follow my style which is similar to SoPK, I would get success in our business. Now, I learnt that it is the basis of excellence. I have more self-confidence when I compare myself with my pre-MBE psychology.

June 02, 2016

Asset Management

Asset management is about how organisations use what they have already and how to gather more value in organisation. It seems asset management is relatively not a big issue for small organisations. It is not hard to control and develop the assets of company when there is not too many components.

However, when the company grows up, the importance of asset management is getting vital in medium and large organisations. Managing the physical assets is complicated but can be regulated with some tools and techniques by documenting them. These can be managed by engineering solutions. This asset management approach was enough for industrial age. Nowadays, when the shift from industrial age to information age is the fact, basis of organisations become knowledge, not tangible assets alone. This shift made asset management more complex.

This awareness is important because in our company in Turkey, my father tries to control everyting and he manages everything by himself without using tools or techniques. He is used to do this. However, in recent years, our company's sales increased and we built a factory in other city. The processes got complicated and now he can not suffice all points. It is dangerous for sustainability of our company.

What we should do is, firstly, we must allocate some of our time over what people are doing in our company (firstly,us). We have to document processes and policies which is not codified yet (so, all of them). We must see our company's explicit knowledge level and how well we use our machines, facilities. After that we should discuss with our stakeholders, how we can improve our product, service and people quality. These will require revolutionary level of change for our company.

After documentation process is finished or reached a sufficient level and we get some new ideas and opinions to increase the efficiency of assets, we have to designate and reveal the tacit knowledge level of our all stakeholders. This will be the hardest and sensitive part of our cultural change. There are some risks that all our efforts may backlash. We will need expertise and consulting at most in that level. A systematic approach must be applied to our stakeholders and it must encourage them to share their knowledge. We must give a clear answer to our stakeholders to the question of 'what is in it for me?'

The importance of existing tacit knowledge is very high in our sector that the growing generation does not have any experience before induction. Most of the young people do not have the loyalty to their company. In that conditions, if the tacit knowledge level is high in a company, it impedes the sustainability of organisation. If we can not retain our experienced stakeholders and convert their tacit knowledge to explicit knowledge and share this explicit knowledge, we will not be able to keep or get this knowledge which may probably cost too much to us.


March 20, 2016

PMA process again

When I started to make research about this PMA, I realised that there is a huge amount of sources about leadership theories. In that kind of circumstances, I experienced again that if there are too many journals studied for a given subject, it is getting hard to find the right sources. Moreover, given topic is vast. There are many subtitles which have different names in different sources. There is no consensus on the definition of leadership so it is the same for leadership theories. Top it all off, the abstruse language used in books made it hard to understand. I decided to focus on one book (Daft & Lane 2008) which uses limpid words. I learnt that if the academic research will be done for theories, I do not need to find too many sources. Few comprehensive books are enough.

On the other hand, it is interesting that the leadership theories are generally constructed from the previous theory. For example, trait theories were asserted firstly. Then behavioural theories raised which advocates traits are not sufficient for realising leadership capability of the person, there are also some behaviours that leaders perform. After that contingency/situational theories argued behaviours and traits do not work by their selves, conditions must be appeared and so on.

While writing PMA, I faced that learning theories are not equal to practice or teach them. Selecting the suitable leadership theory for CEO and director took too much time for me. I have discussed theories with my friends whether I understood them truly or not. This discussion and thinking aloud practices helped me to make decisions about what I would write.

March 19, 2016

Leadership and Excellence PMA

It is a sadness for me that I do not know deep information about leadership theories yet. I started studying on it on Monday and my days passed firstly for finding right resources then reading them. The problem is I can not understand the topic unless I read them 3-4 times. It has taken too much time to read some journals and books. However, now I am not sure that if I understand right and enough.

What I understood is, the leadership theories are not useful to coach somebody. Their approach is open-ended and intangible. They say the leaders should make followers follow him/her or leaders should do this this this. ok. but how to change non-leader to be a leader. For example, if the trustworthiness is a trait of a leader, how can you convert a liar to a trustworthy person. or if a boss act as a transactional leader, how can we change his/her behaviours to make them transformational? Articles and books I have read, don't mention this question. They only give brief information or even if they give detailed information, I do not understand them. Additionally, I haven't got enough time to learn them. This module and PMA was again not adequately beneficial for me. I prefer Paul did not accept my request for this course.

Anyway, I have to write something that I learned as a blog to get some marks. I learnt that I am not good at time management. Most of the leadership theories are useless but I like Deming's profound knowledge that it covers psychology. On the other hand, I understood that Motivation affects the quality of outcome. I haven't got intrinsic motivation factor to write this PMA. I am doing it for compliance. The quality will not be bad but I do not force myself to write a better paper.

I learnt that critical thinking is not a good feature for me. uttering my ideas does not bring any benefits. It is better to shut my big mouth. I tried to apply it in lectures. I am not feeling good but it is better than feeling bad.

I am sorry for the unstructured blog but I am writing what comes to my mind.

What I learnt, what I learnt???

As I understand, every theory appeared to close the gap of the previous one. Firstly, trait theory appeared. Then some scientists claimed that traits are not enough but behaviours also important. After those others advocated traits and behaviours are not enough to be a leader, the appropriate situation is required. Then, follower features, emotional intelligence, self-assessment... It is interesting that after this huge amount of researches and theories, there is still no consensus on the definition of leadership.

March 12, 2016

Presentation Process Judgement

When the case study papers had handed out in the class on Monday, Jeff Jones took the first decisions of all teams. For this first decision of team, I can say that we made them unconsciously. Because we didn't understand the situation in the given time interval. As a member of our group, I don't remember our location decision. Moreover, for marketing strategy decision, we said the internet is the best way without discussing anything. Actually, I said it and others agreed with me in seconds because we use the internet frequently. What I learnt from these knee-jerk decisions is; when there is not enough and clear information and group members do not understand the case very well, people make decisions purely based on their judgements and group members tend to "kowtow" and string along with group decision.

After lectures and seminars, we set a meeting to brainstorm and to determine and delegate the tasks to teammates. All meetings' time and place were decided in the context of availability of members and timetable of Jeff Jones. What I learnt from the decision-making process of meetings is to use the technology and the internet help us to make practical decisions when every member uses internet actively. The important point for our group's efficiency was we never discussed the WaveRiders case over the internet applications. We have always studied together around the same table. Every teammate has worked on their part with observing what the others are doing. This supported our coordination.

We didn't determine a leader. General topics and outline are drawn and determined by discussions, debating and brainstorming. Everybody made the research individually for their parts to find the best tools and techniques. Every next meeting we shared our findings with the team and took their ideas. I observed that this was very useful for our decision-making process's robustness. At the end, all teammates were confident about the recommendations to the board.

March 06, 2016

Robust Decision Making ?? What did I learn??

The first thing I learnt from this module is I must not try to present more than 500 slides in two days. Because I observed that most of the classmates didn't understand the content and we couldn't focus on what is going on. Especially, the ones whose English is not good (like me) and who didn't hear anything about the content before attending this presentation sessions, tend to give up listening. If I will be the presenter and I want to teach something (the ideas that Jeff wanted to teach, I do not agree), I would not compress the fully filled 500 slides into two days when I have two weeks to teach. This was the first thing I learnt.

Secondly, Jeff showed us some videos and shared some experiments about judgement. I knew most of them before attending this class (the visual judgement (tables) experiment, turn of the figure, basketball experiment, change blindness experiment etc.). To sum up the first day, Jeff tried to convince us that "human judgement, in the main, awful" while making decisions where there is no "right decision". The expected result of the first day was people do not make decisions robustly. They can make it robustly by using some tools and techniques. I acted like I accepted this, so It may be assumed that I learnt this.

Last day of lessons was interesting for me. The tutor of module read and showed us slides about tools and techniques. The objective of tutor was to reach the last slide. When a question arose from the student side, the answer was "google it". There were too many points that I didn't understand. However, I didn't ask most of them because the answer would be "google it". If we come to learning points of second day, I can say that I learnt the names of some tools and techniques. I am not sure the correctness of what I learnt. However, as I understand, these tools rely on human judgements which are awful. Moreover, these tools and techniques help to make the most logical decision but the right decision do not have to be the logical one in the world of risks and uncertanties.

For the seminar session, the crocodile example and decision tree example were helpful for understanding the technique.

As a result, it seems like I have to improve my English level to understand the lessons efficiently and I noticed that my decision making system is based on System 2. For the future, I can not say I will use that techniques or that tools, not because of I think they are useless, just because of I do not understand them very well in these three days of lessons.

February 21, 2016


For me, leaders can not be successful unless they have a strong team next to them. The team of the leader must be set up with members who accept the leader as a leader and they must have leadership qualities. Moreover, it is not true to call these team members as followers. They have the leadership capabilities but they respect to their leader. This is my observation from my experiences and in-class exercises.

For example, in all our class exercises, when we support the assigned leader, we saw that the team reach success easily or leader doesn't have to put too much effort to get energy on the team. At our last exercises, we all expected that Dee will get angry with the team members because of her competitive trait. However, at the beginning, I and Kush take responsibilities, Purbasha and Kate support the efforts. Dee saw that we all care mission and she kept herself back. When she has some questions in her mind, we answered immediately and in a convincing way. We gave her confidence and she trusted us. All members of our team had got the leadership capabilities and used it.

The day before, when I played the cynical terrorist role when Jom was the leader. The team members were not supporting the leader. Only two of them tried to help assigned leader. In that case, there was a big impact of disengaged team members. The leader became demotivated because of these disengaged people.

To sum up, if we want to be an effective leader, we have to establish a strong team with full of leaders who respect our leadership. Only then we can find followers for our vision.

February 15, 2016

Corporate Social Responsibility for HR

In Turkey, it is getting hard to find a qualified employee for any position. There are many reasons for this issue but this is not the case. Because of this issue, finding and keeping these qualified employees become important to make the difference from the competitors.

The first reaction of employers to this progress was increase the salaries (extrinsic motivator). However, employers could afford to a certain level of salary. This extrinsic motivator lost its positive effect immediately.

In this situation, employers/bosses started to check their working environment and they started to improve the working environment. They built shiny, fancy offices or they re-organised the workshop. When all competitors do the same, it became standard.

Now, organisations attract qualified employees with their reputation. For good reputation, CSR efforts constitute the biggest part. These scarce employees look for good reputation of companies. Because salaries and working environments of the companies are similar. Nobody wants to work at a company who has a bad reputation.

As a result, CSR projects are not being made for customers for more sales, they are also helpful to find, get and keep the qualified team members.

The question is; when CSR lost its effectiveness, when all options would have the good reputation, what would effect the decision making process of potential qualified employees?? or from the perspective of employer, will it be more effective to reduce the need for qualification by using technology (I prefer this and I did this)?

What is the next step for future's leaders after applying accomplished CSR??

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