March 13, 2016

Reflection 2 of the RDM Module

During the team work for Robust Decision Making Module, we were using the tools which we learnt at the beginning of the module to take managerial decisions. In the lecture, I understood and assumed that those tools are decisive, which means we can reach distinct and precise results when we used them. However, in the team work, I faced that those tools provide only the trade-offs between alternatives and they are helpful to analyse the alternatives. For example, when we used the decision tree, we get one result as that alternatives are similar in terms of their cash flows, on the other hand, we got another result, when we used the AHP Analysis. Because criteria are changing in the tools and their weights are changing. Therefore, tools are used for support our decisions and create more logical way to reach a decision.

At that time, I realized that decision making process can be effected by individual biases even using qualitative and quantitative tools as SMART, AHP and SWOT analysis etc. However, working as a team reduces the possibility of falling into those biases. Because, when someone trying to lead the project toward to personal ideas, he or she need to convince the rest of the team. So it makes the decisions more robust by eliminating unsupported and personal bias ideas.

Moreover, while we were working for the project, we learnt how to apply tools which we learnt in the study week of the module. In the other words, those tools was very theoretical before we used them as practical. Furthermore, we experienced that which tools are more appropriate for which kind of decisions and which one is not very useful. For instance, we didn’t used the SMART analysis for location decision, because of having two options. Which is less likely to eliminate the non-dominant options with two alternative. Instead of using Smart, AHP has more coverage for two alternative with many considerable criteria decisions, or pair analysis is also useful for that kind of decisions.

Additionally, working as a team for decision making process makes the process less focus on decision more focus on tools and processes themselves. By identifying criteria to analyse alternatives, we had a chance to evaluate other criteria apart from cash flow. We followed decision making process steps and it provided us to see the system as a whole and define the important criteria with their importance weights. For this reason, we had a decision making process by not just focusing on profit or cash flow. That made the decision by supported enablers, not only business result oriented…


March 05, 2016

Reflection 1 of the RDM Module

Decision Making one of the most important part of the not only in business life but also in our whole life.

Although the result of this process which means the decision is very crucial, decision makers could be fall into wrong or insufficient judgemental biases. They could avoid the rest of the picture outside the focused and obvious boundary.

It was very impressive in the lecture when we watched the videos about our judgements, every time we fell into those biases while answering questions. We choose the obvious one and all times it was wrong.

Therefore, in decision making process we should avoid our judgements without critical thinking. All of them may cause the wrong results of wrong decisions. To avoid this, critical thinking is needed. That could be provided by some tools as SWOT Analysis, Risk Analysis, Rich Picture, Decision Tree, SMART, Simulation etc.

As an experience from my last year project in my bachelor degree, my teammates and I were trying to analyse the system which we are observing to redesign. It was very interesting that when we went to factory to observe the supply chain processes, all we thought the system was controlling from management of the supply chain department as seen obviously, however, after our tutors suggest us to create a rich picture and flow charts of the system we learned that the head of the supply chain operators is the key person in the projects applications. Then we had an important support from him by conducting our project. For this reason our project is using in the factory now while the previous year students’ project was not applied. Thanks to this suggestion we realized the one of the hidden or skipped points which enhanced our project useful.

In this lectures, I realized that it is possible to have a common biased and wrong decisions as a team by only considering our judgements, however, it is needed to support our decisions with qualified and quantified tools.


February 21, 2016

Leadership Style

In a simulation activity, it was very interesting to realize that there are many leadership styles which are not open to discussion. In the other words, when someone believe one option is more appropriate for a leader, it is very difficult to convince that person for another option.

In the activity, we decided to what the leader who is leading a team in survival area should. The result was a common answer however we were a team with five. That’s why, sometimes we had disagreements and tried to solve that by explaining its consequences. At the end, we were choosing democratic way by choosing the answer which had most high number of vote. After the selection we were taking results from simulation as levels of motivation of survival team and leadership of our team. There was no one choose which is definitely correct for our team of five or even there is common option for five of us, it effected the levels of motivation and leadership negatively.

As a conclusion, it was obvious to see that in our life, there are many options in front of us but it is in our hands to choose one of them without certainty or support. Leadership is about considering other people while considering our goals. When we forgot their welfare while focusing on the goals, it is not leadership, not power, not happy people, not motivation, not real goal indeed…


February 20, 2016

Leadership without EGO

Writing about web page https://www.youtube.com/watch?v=UQrPVmcgJJk

Leadership is related to being together with people who you are leading. It was the most impressive point of the tedx speech of Bob Davids. He claims that if you push the people, you cannot know which direction they will go. However if you lead people, they will follow you. Therefore, it is not only about giving direction to people, but also standing the first place of this direction.

Moreover, to understand their feelings and their conditions, leader should be in connection with people and be in their shoes, as highlighted in the tedx speech.
This is absolutely true, if the leader try to give direction to people without any knowledge of their position, they cannot follow the leader only they feel the push effect.
From my experience in my internship, there was a general manager of factory. All employees both white-collar and blue-collar were feeling that he considers their feelings and conditions when he is taking a decision. Moreover they didn't hesitate to contact with him when they need.
In my first week I really confused to decide my internship project, then I decided to talk with him. It was really impressive that he welcomed to discuss the subject and he shared many ideas considering my internship. And also the day after, he brought and suggested to read some book related to my subject. I was really appreciated and feel very respectful to him. I was only an intern...
As a result, working, connecting and touching to people as some managers do, is not pull down the power of leader, on the contrary, it provides the respect and willing to follow that person.

Coaching

Coaching always attracted great my attention for the reason of not convincing people, leading the people to realize the right things. Actually, when our tutor asked to us as “What is coaching?” I thought that it means “show the correct way to someone” however, it is on the contrary, about the assisting to the person who has a problem to define and solve it himself/herself.

In my high school years we had a coaching support from an education coach to handle the University entry exam process. Our school provided that services to the top students to motivate them. As I remember, he was always asking questions to me. I was really impressed because my expectation was as routine speeches on the exam as always done. You should do this… You should do that… While he was keeping going on questions, I tried many strategies on my problem solving style in the exam. At the end, I found my most confident and appropriate style but more than the contribution on my exam solving style, it was very effective on my problem analysis skill. I started to asked question to myself for any problem to identify and deal with it by querying the possibilities.

In our coaching session of the Leadership lectures, our tutor highlighted the key steps and important points of coaching. Then we try to coach our friends as an exercise. In that part, I just realized that asking questions is not easy. Those questions must be chosen by very carefully, considered and relevant. Another difficult point was that trying to stay away from our EGO (not telling our stores and experiences, etc.) is quite hard. Maybe unconsciously, we want to help that person by using easy and short way so we want to mention about our inferences and lead them to our right way. However, which is definitely not effective because each situation is different. And also by doing this, we are blocking the individual approach of the person for the problem.

Coaching about them not you…(as our tutor said)


February 17, 2016

Feedback

Feedback as a word, remind us negative feedback instead of positive one. It could be both. However, even the feedback is negative, the purpose is positive. In the other words, the person who is giving negative feedback shouldn’t blame and the person who is taking feedback shouldn’t defence himself/herself. The purpose is that you should improve yourself in these areas if you desire. It is your choice whether you accept the feedback or not.

That’s why, key points, first; you should be willing to realise your improvement areas to develop them and second feedback should be given in proper way. Not blaming and not causing defence… To prevent that it can be started with positive aspects and then be moved to negative ones… And using proper non-verbal communication…

For example, in our feedback exercise my friend Stanley was my pair, and I observed him in a meeting and gave him a feedback. During the interview, I started with his positive points, then I asked to him why you were playing with your phone during meeting? Did you get bored or feel bad? My questions had a purpose of the understanding the reason of this negative behaviour to help my friend. Then he appreciated to my questions and my approach to him. At the end, I learned he was acting during meeting like an impatient and bored team member however I supposed he was behaving real. Actually, he was as usual, kidding and joking…

Essentially, people who are on the two side of the feedback should be aware of the purpose of it.


February 13, 2016

Personal Power and Positional Power of the Leader

In our case study during leadership module, we had to suggest an option by choosing one most suitable and necessary one for the firm among six options by taking into account their current situation included financial, production, organizational information. To come up a conclusion without having problems during this process, we decided to choose a leader. My team chose me as the leader of the case study. After everybody have knowledge about the situation of the company, we discussed the six options and voted which one should be 1. Suggestion as a plan A and which one should be 2. Suggestion as a plan B. Option 6 and 5 had same vote level for plan A and option 3 was selected as plan B. Then, we voted only option 6 and 5 as plan A. At the end, option 6 for plan A and option 3 for plan B are decided according to votes. Although, I voted for option 3 as plan B and option 5 as plan B, I was feeling very confident for the result. At the end of the session, we had to decide whether we are continue with our first choice or not. Because our option was risky and not very preferable among other teams. Even I wasn’t planning to choose option 6, I wanted to learn what my teammates want to decide. As a leader position, I had a position power to decide which one is going to be selected. However, I realized that I am not confident to decide my opinion without my teammates support. Which means personal power is more important than positional power. If the leader consider the other opinions as well, the result would be stronger and team could be more engage to the task rather than deciding and considering only himself/herself opinion by expecting the team’s support on it.


January 04, 2016

Design of Experiment

Taguchi methodology is more than mathematical calculations and equations. Dr. Genichi Taguchi tried to find the different way than inspecting the products. For this reason he revealed the quality is into the process and product not into inspection. Therefore, he focused on the design of product and process by conducting not huge number of experiment only sufficiently purposeful experiments. Design of experiment is created as an output of focusing on real source of quality.


November 28, 2015

Experience of Assembling Helicopter

If I tried to imagine the mass production of helicopters in an assembly line, I couldn’t point out the possible problems during production especially satisfying customer requirements. However, when we tried to produce helicopters in an activity, we experienced many drawbacks even we spent many hours for practices. These points were mainly about organization, redesign of the process, workload distribution, and resource allocation to produce helicopters both at target time and with sufficient quality in minimum variation. Moreover, it was very efficacious for our team that we fall into the bias to win the competition by slowing down to production line to reach the target. It could be understandable that this type of hidden activities cause to underutilization of resources if the whole system not considered. In that position, as Deming’s System of Profound Knowledge said, system thinking, phycology, variation and theory of knowledge should be considered at the same time.


November 26, 2015

Usage of Sİx Sigma

Six sigma is more than a tool, it is a methodology to improve processes and variations. Before the Process Improvement Using Six Sigma Module, I always thought that six sigma only a statistical measurement tool to improve the product or services variation and to eliminate the defects. However, I just realize that sig sigma projects cover the problem as a whole not only statistical way. Moreover, many tools are used for understanding problem in detailed such as charts, graphs by the project team. Additionally, this team is consist of employees from different departments but related to project. So, it creates a variation in the team and this is valuable to conduct the project with different aspects.


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