My vision of leadership

pexels-photo

“How can I be a leader?” I believe this is the ideal of most MBA students want to ask. This ideal is not so much attracted by the great aura of modern leaders, but rather a desire for the great responsibility and challenge of the leader’s management profession. As the famous management expert in the United States, Bower said: “For our society, any job is not important to the management of the management of the decision whether our social institutions can serve us well, or whether Will waste our talents and resources” (Bower, 1977).

 

Good commutation is the essential character of the leader

What I am talking about does not mean that the leader should have a linguistic ability like a lecturer. The most important means by which the leader communicates with others is action, not language. The issuance of a medal, the appointment and removal of a personnel, a new sales policy, an urgent problem, and even a look of language cannot achieve the communication effect. Remember that communication must be two-way, and you cannot communicate with others when you want to communicate. If you let an employee who does not make an appointment to report an emergency to you at the door for 30 minutes, you are unmistakably conveying a message that despises him (Valenti, 2017).

 

I still clearly remember that my last leader and senior management of the annual budget meeting, the last time the leadership of the rise of the endless talk about one and a half hours. But when he stopped dry mouth, full of hope can cause a warm reaction, did not expect the participants are silent. He made a name to one of the speakers, the staff said: “Huang total, you agree that these views, but we are now the most perplexed is not to know whether to seize the market share, or to improve profit margins? Once the leadership of a sudden vent gas, that one and a half hours of “communication” the whole fee. So he fell into the growing distress – why is it so rare?

Since then, I have begun to consciously follow the communication expert’s textbook to train myself “listening” ability. A person who could do so, if not take the initiative to “listen” others speech, cannot quickly understand the problem of others, cannot be a good leader.

 

Honesty is the essential character of the leader

Want to take someone else’s hand and brain, to complete their own ideas of the leaders, first of all to get someone else’s trust. To get the trust of others, you should not only treat others honestly, but also treat yourself honestly. People do not want to make friends with dishonest people; but in order to survive, they can work for dishonest leaders, but who is willing to work hard for a dishonest leader? So, a dishonest leader, a certain leader Is a team cannot contribute to work (Entrepreneur, 2015). A dare to subordinate said: “I do not understand, you teach me” leader, can become a subordinate sincere admire the leadership; a dare to the board said: “I’m sorry, this decision is wrong.” The leader is the board Really trust the manager; so, these people can be willing to work for you.

The following story takes place before the company that I worked for, and has always been a case to tell us:

In 1997, China Resources launched Esprit clothing retail business in China. We sent a person who did not do the clothing business as the company’s leader. He put this in 1997 only 200-million-yuan turnover, profit less than 10 million yuan of business, within 5 years to do 10 billion in turnover and 1 billion profit. When he taught the Chinese Esprit case, he said: “I was a layman, took over a professional company, the beginning of the heart is fictitious, but when I began to admit I did not understand when my heart put down when I open my heart When consulting with colleagues at the Esprit headquarters and my subordinates, I have not only had never been cold and embarrassed. Instead, everyone gave me an unexpected help, which not only accelerated my pace of study, but also made them take the initiative for me jobs”.

Honesty is the basis of credit. In addition to honesty, the leader must also be a person with a letter. The leader’s words should be honored, including the wrong promises.

 

Leaders must have the ability to learn and reflect on themselves

In addition to the rapid changes in modern economic and technological changes, leaders should continue to learn to update the knowledge in order to ensure that enterprises are not eliminated, the leader of the work itself (the hands of others and the brain up), but also requires them to master other professional knowledge competent (Ambler, 2016). For example, you have five children, Saturday you intend to let them together in the morning to do housework, afternoon to take them to the beach to play. So you need to allocate among them who weed, who water the flowers, who sucks up and who wipes and so on. But if you do not know how to do these jobs and who are good at doing, how can you allocate these jobs rationally? Therefore, a good leader should first be one or several industry experts in the job. Because management has always been concrete.

leader-23f019z

In a good leader, regardless of his or her professional origin, you will often find that he will have half of the accountants, half of the lawyers, half of the engineers and even half of the sales expert’s shadow. People who have not done a leader often say, “Do you learn what professionalisms do?” Do not you know that professionals cannot make a decision to replace the leader. If you do not have some professional knowledge, how can professionals explain their decision-making problems to you? If you do not understand other people’s questions, how can you help others make decisions? For example, in the annual financial report, Ambiguous large cost is put this year, or into next year? At this time the chief financial officer can not make decisions on your behalf. Some people jokingly said: “Leaders in the school, may not necessarily be a good student; but the beginning of work, have become the most practical students.” Do not you know, this is the leader of the professional requirements.

Not only need to lead the entire team to complete the short-term goals in the enterprise; also need to strategically determine the direction for the enterprise. You are not only responsible for the mistakes of subordinates, but also for the mistakes of the board of directors. You not only in the hard targets (turnover, profit margins, market share) on the qualified, but also in the soft indicators (vision planning, corporate culture, team building) have achievements. Some people may ask: “Is the leader is Superman?” Yes! Good leadership, in addition to being a shrewd manager, must also be a leader with insight, courage, courage, influence and heart.

References

Ambler, G., 2016. Successful Leaders Know Themselves. [Online]
Available at: http://www.georgeambler.com/successful-leaders-know/
[Accessed 8 3 2017].

Bower, J. L., 1977. Effective Public Management. [Online]
Available at: https://hbr.org/1977/03/effective-public-management
[Accessed 8 3 2017].

Entrepreneur, 2015. 4 Personality Traits That Make You an Effective Leader. [Online]
Available at: https://www.entrepreneur.com/article/245394
[Accessed 5 3 2017].

Valenti, A., 2017. Leadership : Five Essential Qualities of Leadership. [Online]
Available at: https://www.leader-values.com/article.php?aid=276
[Accessed 8 3 2017].

 

 

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Leadership & Change

Change is necessary for the organizations where it is required. Kodak, Nokia, Blackberry were some of the top leading companies a few years ago but where they are gone now? The reason behind this is that they couldn’t adopt change. Companies like iPhone and Samsung had realized the changing circumstances in the technology and being successful to identify the customer’s needs and wants. According to the point of view (Mullins 2010: 753), that change is a simple fact of life, but the important issue which needs to be highlighted is that why people want change? What is the reason for the change? And how people will adopt it? The change is highly dependent on the managers instead of employees, and I agree with the fact that some people could easily adopt change while others should face various issues and challenges to adopting it.

SHELL (Google, 2017)

 

I have read the book about “Transformational Leadership” from PricewaterhouseCoopers. In the first part of this book was talked about Shell’s oil case, which succeeded in predicting the rapid rise in oil prices in the early 1970s due to the embargo imposed by the Organization of Petroleum Exporting Countries. It was the first oil company to find and evaluate potential alternative energy sources and was the first company to have a plan for a sudden oil crisis. The key to Shell’s success is that it uses a series of extremely sophisticated and accurate scenarios. Shell managers initially avoided the uncertainty in decision-making, but in the end, they had to admit its extreme importance in decision-making. This eventually made Shell stand out from the competition. In other places, there are several cases that are written by Ziyad’s advertising company, and this example is very useful to us, and the book has more benefits for me (PWC, 2017).

 

This book is mainly talking about the five paradoxes of change, it is innovative, one of the principles of paradox is “positive change requires a stable foundation”; the second is “to build individual enterprises concerned”; third is “committed to corporate culture, is not only straightforward but also to Tao for the straight “; four” real authorization requires a strong leadership “; five is” not broken without legislation. ” These five are very good, my favourite is the fourth point, now just to see here. Of course, the first point in the past few days to see, the feeling is also necessary. In the case of stabilization, there is a Procter & Gamble example, and I think it is representative, and the authors point out more representative: “Over the past decade, General Electric was in Jack Welch’s Under the leadership of the company, under the leadership of Michael Eisner, Disney has undergone a positive change. “Regarding change, we can also learn more about the success stories of the two companies (PWC, 2017).

 

 

Resistance to organizational change resistance is not terrible, leading to the failure of the results because there is no effective management of the resistance to change. In the elimination of the resistance to change, do the following is quite effective (Lawrence, 1969):

To create a climate of reform approaching: through a variety of means to tell the staff, reform is imminent, so that they are fully prepared.

 

Explain why changes are needed: let employees know the importance of reform, what impact the reform will have on individuals and organizations, tell them what benefits they can bring to them, and what the way companies do to make up for their losses.

Listen to opinions: Looking for someone around you can provide good advice.

 

Watch the signal of resistance to change: when the signal of resistance to change appears, some things in the change are wrong. It should take time to study carefully the causes of the mood, and then take the appropriate solution.

 

Promote active employee participation: always, management should actively ask employees to participate in the reform. Employees will have a sense of ownership and control of change; they will be more actively engaged in the change to go.

 

Pay attention to training and communication: through training and communication, so that the relevant personnel to fully understand the purpose of reform, content, implementation methods and possible results, as far as possible to eliminate unnecessary misunderstanding.

 

Do not change for change: it is important to think about change as a leader and to make sure that change is due to change. Not because of some insignificant reasons to implement change, but rather self-defeating.

 

To avoid surprising employees: in the process of organizational change, we must carefully arrange the preparatory work to avoid the staff in the process of change inexplicable. For example, before importing a new management system, fully understand what problems already exist, what advice are available to employees, and what help the new system can bring.

 

Focus on changing the attitude of employees: inherent employee’s way of thinking, attitude is one of the sources of resistance. Management should use a variety of ways to update yourself and employees’ attitudes.

 

To avoid continuous change: continuous change will make employees no sense of stability. If the enterprise for two years for the four-stubble leadership, each leader took office to take organizational structure, management system surgery, employees complained. Try to extend the time interval of the two changes.

 

Lewin (Mind Tools Editorial , 2017).

Lewin’s Change Model: Unfreeze, Change, Refreeze

By looking at change as process with distinct stages, you can prepare yourself for what is coming and make a plan to manage the transition – looking before you leap, so to speak. All too often, people go into change blindly, causing much unnecessary turmoil and chaos.

 

To begin any successful change process, you must first start by understanding why the change must take place. As Lewin put it, “Motivation for change must be generated before change can occur. One must be helped to re-examine many cherished assumptions about oneself and one’s relations to others.” This is the unfreezing stage from which change begins (Mind Tools Editorial , 2017).

 

In 2005, its state-owned telecom company Qtel, led by chairman Sheikh Abdullah Bin Mohammed Bin Saud Al Thani, and CEO Dr Nasser Mohammed Marafih, embarked on an ambitious acquisition spree; by 2012, Qtel owned 17 telecoms operators in the Muslim world and had become the world’s fastest growing telecoms operator by revenue. In 2012, however, Qtel began to shift its strategy away from growth through acquisition towards growth through integration. Alignment, clarity of purpose and a ruthless focus on implementation showed the world what Qatar and Qataris can do (CMI, 2015).

 

In my opinion, the managers need to communicate the advantages for adopting the change, the managers need to understand how to facilitate “Change” within the organization and identify, which theory is most appropriate and relevant for the job.

 

References

CMI, 2015. THE 5 GREATEST EXAMPLES OF CHANGE MANAGEMENT IN BUSINESS HISTORY. [Online]
Available at: http://www.managers.org.uk/insights/news/2015/july/the-5-greatest-examples-of-change-management-in-business-history
[Accessed 18 2 2017].

Google, 2017. Oil company logos. [Online]
Available at: https://www.google.co.uk/imgres?imgurl=https://s-media-cache-ak0.pinimg.com/736x/68/77/a8/6877a80e4d402f41284c4c793797427a.jpg&imgrefurl=https://www.pinterest.com/explore/oil-company-logos/&h=736&w=736&tbnid=7IuprW_EqVWCtM:&vet=1&tbnh=151&tbnw=151&docid=-BKWtjPsGYpFwM&itg=1&usg=__Nqg2f5FBScly8DycbSTdA3VZ8C8=&sa=X&sqi=2&ved=0ahUKEwixhuDWpJ3SAhUkJMAKHVHLB_8Q_B0IdTAK#h=736&imgrc=7IuprW_EqVWCtM:&tbnh=151&tbnw=151&vet=1&w=736
[Accessed 18 2 2017].

Lawrence, P. R., 1969. How to Deal With Resistance to Change. [Online]
Available at: https://hbr.org/1969/01/how-to-deal-with-resistance-to-change
[Accessed 18 2 2017].

Mind Tools Editorial , 2017. Lewin’s Change Management Model. [Online]
Available at: https://www.mindtools.com/pages/article/newPPM_94.htm
[Accessed 18 2 2017].

PWC, 2017. How to create transformational leaders. [Online]
Available at: http://pwc.blogs.com/deals/2016/11/how-transformational-leaders-are-pivotal-in-reducing-a-cost-base-at-pace.html
[Accessed 18 2 2017].

 

 

Most effective Leadership & Management Styles & approaches

Most effective Leadership & Management Styles & approaches

 

Many people like me are confused about the relationship between leadership and management and use the terms interchangeably.  So, today’s topic is talk about the how these two terms differentiate from each other and in what circumstances they should be used.

leadership-management

 (Truss, 2012)

 

First, leaders and managers deal with the problem of different focus (The Wall Street Journal, 2017).

 

As the leader of the task is responsible for the overall development, so the need for everything from the overall situation weigh the pros and cons; and managers responsible for local management, everything only from the local considerations. For example, a leader is responsible for the development of products, cost accounting, through the general market forecast for the overall price positioning and determine the overall sales target; and managers are responsible for the local market survey, sales and according to the level of local consumption Product positioning and so on. It can be said that the leader is abstract; the manager is specific. Therefore, the leader to deal with each problem, must be carefully faced, must be from the overall interests of long-term interests to weigh the pros and cons, relatively speaking, managers do not have much to worry about, and sometimes only in accordance with the management system to perform on the line.

 

Second, the leadership and manager positions require professional quality level and the level of comprehensive quality level is not the same.

 

As the leader is mainly based on their own professional vision to observe, to capture opportunities, so as to determine the direction for the development of enterprises, to create a better business development space, so the leadership position requires more emphasis on the leader’s own insight into the market capacity. Predict the ability to analyse and co-ordinate the overall situation. And managers only use their own management methods to maintain the current order or seek greater development will be able to basically complete their tasks, so the manager’s position requires more emphasis on their own analytical skills, ability to sum up and solve practical problems (The guardian, 2013). From the staff – junior manager – senior manager – chairman of the level of the process to see the process, you have only done the minister to Pu level for the manager, only after the excellent manager of this off, you are eligible when the chairman, Which in addition to emphasizing the importance of experience, but also shows that the overall quality requirements of the leader than the manager a higher level.

 

 

Third, the leader of the pursuit of reform, innovation; managers focus on maintaining the status quo.

 

As the leader aims to develop the whole, the manager is responsible for doing a good job, leading the leaders and managers to focus on their daily economic activities. Managers generally focus on maintaining the current order, the use of established systems, regulations to make their own management of the scope of the management in accordance with the wishes of the run, if no problems, errors, the successful completion of the task of organizational account is a good manager (go2HR, 2017).

 

Management style refers to the manager by its organizational culture and management philosophy of the performance of the style, behaviour patterns, such as:

 

The culture of the China focuses on human relations and stresses the relationship, emphasizing the “rule of the country”; the Western culture is more in accordance with the established rules of service, adhering to the “rule of the country to rule the country” principle. If we are concerned about the history of the development of philosophy of the East and West, we will see that the China has long been advocating the idea of “making good use of people and making good use of it”. In contrast, Western management scientists have continued to work tirelessly. The pursuit of the fine management of the work (World Business Culture, 2017).

 

Therefore, for Chinese and Western enterprises, under the influence of their social and cultural environment, the organizational concept of oriental enterprises is more focused on “sensibility, affection”, while the Western corporate organization philosophy is more focused on “rationality, rules.” From the management style, the East enterprises are mostly concerned about “people”; and Western companies are more focused on “work” (Thomas Hout, 2014).

 

 

In the daily management, there are different management styles:

 

  1. Instructional style of management

By the manager to specify the subordinate or team specific work, what to do, how to do, when to do, where to do, to what extent, unavoidably, meticulous (known as high duty behaviour).

The management behaviour model is: “I have to decide, you do”. The management tools used are informing, directing, guiding and establishing.

 

  1. Coaching style of management

Communicate, listen, encourage, counsel, clarify, and motivate (known as high support) between managers and subordinates with both directions and directions.

The management behaviour model is: “We explore, I come to decide”. The management tools used are marketing, explaining, clarifying and persuading.

 

  1. Team style management style

Managers to subordinates to a general description, and with the subordinates to start work, pay attention to listen to subordinate’s advice and feelings, encourage subordinates to actively participate.

The management behaviour model is: “We explore, we decide.” Its use of management tools is participation, encouragement, cooperation and commitment.

 

  1. Authorized management style

Managers, with full confidence in subordinates, give subordinates full authority to use high support (relationships) in the management process.

The management behaviour pattern is: “You come to decide that you do it.”

In the traditional management theory, limited to the advantages and disadvantages of different management style, concerned about which management style is more effective, managers should use supportive behaviour.

 

And many managers also exist a fixed mode of thinking, that their management style is long-term formation, it is difficult to change, and ultimately the formation of “character management”, refused to change, and hope subordinates to adapt to their management style (Cardinal, 2013).haier

 Haier Ubot household robots (DAVID MCNEW/AFP/Getty Images)

 

Lenovo, Haier is China’s more well-known enterprises, the two-business management model and style are very different. Haier is a centralized leadership system. In Haier, Mr Zhang is a word of course; and Lenovo is a democratic leadership system. In Lenovo, Mr Liu make major decisions, the general and vice president and ministers to communicate and communicate, and he also has a practice, once the leader and vice president of contradictions, first of all to listen to the views of deputy, rather than the views of leaders. In the Lenovo, the vice president of the total understanding of the situation, so he made the decision firstly (Paul Nunes, 2016).

richard

Richard Branson is on everyone’s mind in some way or the other. I particularly refer him for studying his leadership style with an aim to develop leaders at the workplace. Branson’s style of leadership doesn’t regard money as a measure to retain employees but the work culture; that everyone feels proud to be the part of the Virgin family, which stops them from moving to other jobs even though it may provide them some salary hike (Schawbel, 2014).

 

In conclusion, leadership and management, though distinct from each other, have shared connotations also. As CMI argues, the best approach should be determined by circumstances and individual characteristics. In my point of view, I would like to be managed or led under the coach style as to improve my strengths and work performance.

 

References

Cardinal, R., 2013. 6 MANAGEMENT STYLES AND WHEN BEST TO USE THEM – THE LEADERS13 TOOL KIT. [Online]
Available at: https://leadersinheels.com/career/6-management-styles-and-when-best-to-use-them-the-leaders-tool-kit/
[Accessed 18 2 2017].

go2HR, 2017. UNDERSTANDING THE DIFFERENCES: LEADERSHIP VS. MANAGEMENT. [Online]
Available at: https://www.go2hr.ca/articles/understanding-differences-leadership-vs-management
[Accessed 2017].

Paul Nunes, L. D., 2016. At Haier and Lenovo, Chinese-Style Open Innovation. [Online]
Available at: http://www.forbes.com/sites/bigbangdisruption/2016/09/26/at-haier-and-lenovo-chinese-style-open-innovation/#7fc2c0da4bb5
[Accessed 18 2 2017].

Schawbel, D., 2014. Richard Branson’s Three Most Important Leadership Principles. [Online]
Available at: http://www.forbes.com/sites/danschawbel/2014/09/23/richard-branson-his-3-most-important-leadership-principles/#4329ce065ccf
[Accessed 18 2 2017].

The guardian, 2013. [Online]
Available at: https://www.theguardian.com/careers/difference-between-leadership-management
[Accessed 19 2 2017].

The Wall Street Journal, 2017. What is the Difference Between Management and Leadership?. [Online]
Available at: http://guides.wsj.com/management/developing-a-leadership-style/what-is-the-difference-between-management-and-leadership/
[Accessed 18 2 2017].

Thomas Hout, D. M., 2014. A Chinese Approach to Management. [Online]
Available at: https://hbr.org/2014/09/a-chinese-approach-to-management
[Accessed 18 2 2017].

Truss, D., 2012. Leadership and Management. [Online]
Available at: http://pairadimes.davidtruss.com/leadership-and-management
[Accessed 17 2 2017].

World Business Culture, 2017. Chinese Management Style. [Online]
Available at: http://www.worldbusinessculture.com/Chinese-Management-Style.html
[Accessed 18 2 2017].

 

 

The challenge of managing diverse teams

 

diversDiversification increases the potential efficiency while increasing the complexity of team member management processes in which the team must understand the full results of the process. Intercultural teams may have higher performance than homogeneous teams, but may also experience greater losses due to incorrect processes. Cross-cultural team performance may be higher, may be lower, or no difference with the homogeneous team. For example, cross-cultural teams can look at an environment from multiple perspectives and may therefore increase their insight and result in higher performance. However, in interpreting and evaluating these perspectives, cross-cultural teams are more difficult than homogeneous teams, and losses can be caused by erroneous processes. As cross-cultural team members are more difficult to observe, understand and act in a similar way, cultural diversity can make teams run more challenging, and diversity makes it more difficult to agree on decisions. While homogenous team members communicate with each other more accurately and more willing to trust each other. Intercultural team members are often under more pressure than homogeneous team members because they often disagree about future expectations, the accuracy of relevant information, and the need for specific decisions. Therefore, in the cross-cultural team in the wrong feeling, poor communication, incorrect interpretation and evaluation after another. Diversity increases the uncertainty, complexity, and inherent chaos of the team’s operations, which in turn reduces team performance (Greenberg, 2017).

 

There are some example talk about these leading organizations who are paving the way for the future of diversity and inclusion.

BASF. Earning a spot on DiversityInc’s Top 50 in 2015, 2014 and 2013, BASF is a global force properly leveraging D&I.

Ford Motor Company. Ford made DiversityInc’s Top 50 an impressive 11 times.

Sodexo. Sodexo was the recipient of the Catalyst Award in 2012 and earned a spot on DiversityInc’s Top 50 on eight different occasions (Aperian GLOBAL, 2015).

 

 

Companies will want to achieve the market share, profit margins, brand awareness and talent of the specific competitiveness, such as experience, skills, values, personality, etc. linked. However, the actual operation of enterprises in need is not an individual go it alone, but the team’s collective efforts, even the CEO will have the board and executive management to cooperate with the management company (Prokesch, 2009). Therefore, the combat effectiveness of the team will directly affect the survival and development of enterprises, but the team’s combat effectiveness is a simple superposition of individual competitiveness it? The answer is obviously no.

1

In the day-to-day operations of the enterprise, each person in the enterprise has a specific division of labor, assuming different roles (technical experts, project team members, small team managers, business department heads, etc.), and in most cases , A person may be responsible for multiple roles or even slightly overlapping multiple roles (such as commitment to leaders, experts and team members of the triple role). In order to be able to successfully complete the assigned tasks, people need to combine their own competitiveness in a few to carry out, when selected part of their competitiveness to assume the responsibility as a team member, this behavior we define it as Assume the “team role.” (Team, 2017)

There is the viedo talk about the “Belbin’s Team Role”

 

What the most challenge of manage the diverse teams?

  1. Understand why people behave differently than expected

According to Gugin’s survey, cultivating this understanding is the most challenging task facing the cultural diversity team. so, when you are managing people from a different culture you have to their norms and values in order to understand their behavior.

 

  1. Avoid getting frustrated and angry

An example:

If you value always being on time you will get frustrated if some of your team members are notoriously late. Because they are usually late for appointments you might start adding attributes to their personality which are not rooted in reality but solely matches your perception of people who are always late. Instead of building a tower of prejudges try to mobilize curiosity with the purpose to uncover the underlying norms and values. When that has been achieved you might be able to reconcile the opposing views on time orientation.

 

  1. Motivating a cultural diverse team

Some people find it highly motivating having a huge influence on how to organize their own job. They like to know what to deliver and enjoy the freedom to figure out themselves how, when and where to get the job done. Other people however will feel extremely uncomfortable with that “freedom”, because they will expect their manager to tell them how to do their job. In extreme situations nothing will be done until a detailed roadmap and job description has been provided.

 

  1. Achieve the desired level of efficiency

Some people value to make decision fast and move on, while others value to take the time to analyze the situation thoroughly, consult their team and then make their decision. People who like to make decisions fast regard the consensus-oriented people as slow and inefficient. But research has shown that people who take individual decisions more often have to have to re-do their decisions than people who opt for collective decision making. So the collective decision making might take longer time, but it has a better quality. In reality we need to do both types of decisions, so reconciling the two views will lead to increased organisational effectiveness.

There have the example talk about how to manage diversity in the workplace.

 

HR managers state that a diverse team has many benefits such as market understanding, more innovation are creativity and more talents (Harvard Business Review).

 

For my opine, leaders can also use Belbin’s team roles to leverage their strengths to turn them into power. For example, a person may have more potential than another person in achieving a particular task.

REFERNENCES

Aperian GLOBAL, 2015. Leaders in Diversity and Inclusion: 5 Lessons From Top Global Companies. [Online]
Available at: http://www.aperianglobal.com/leaders-diversity-inclusion-5-lessons-top-global-companies/
[Accessed 11 2 2017].

Barber, A., 2013. Team coaching: what’s the point?. [Online]
Available at: https://www.davidclutterbuckpartnership.com/team-coaching-whats-the-point/
[Accessed 11 2 2017].

Greenberg, J., 2017. Diversity in the Workplace: Benefits, Challenges and Solutions. [Online]
Available at: http://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-benefits-challenges-solutions.asp
[Accessed 11 2 2017].

Managemnet tody, 2013. Top Ten Tips: How to manage diverse teams. [Online]
Available at: http://www.managementtoday.co.uk/top-ten-tips-manage-diverse-teams/leadership-lessons/article/1181428
[Accessed 11 2 2017].

Prokesch, S., 2009. How GE Teaches Teams to Lead Change. [Online]
Available at: https://hbr.org/2009/01/how-ge-teaches-teams-to-lead-change
[Accessed 11 2 2017].

Team, M. T. E., 2017. Belbin’s Team Roles. [Online]
Available at: https://www.mindtools.com/pages/article/newLDR_83.htm
[Accessed 11 2 2017].

 

 

 

ETHIC AND LEADERSHIP

In this blog, I will be introducing ethic leadership and use the 2 principle areas of ethics, Deontological and Consequentialist and give the example of these. After that conclude by refrying for my talks.

leadership(source:Inspiring leadership, 2017)

Ethical leadership is defined as “through the individual action and interpersonal relationships to prove the appropriate behavior, and through two-way communication, strengthening and decision-making, to followers to promote such behavior … and evidence that moral leadership behavior can be personal and Organizational effectiveness has an important positive impact “(Rubin et al2010:216-17)

4v-model (Grace, 2017)

 

No matter what type of leadership, I just think ethically is important. In a sense, leadership is ethic. To support leadership must have four elements: vision, values, voice and virtue. If the four elements are out of balance and there is a terrible combination of ambiguity, personal power is higher than the organizational vision, placing personal interests in front of overall situation – selfish leaders. And if there is no vision, integrity does not have the ideal combination, will create a right but not the ability to achieve leadership. Voice cannot force the combination can lead to charity, but it will not open the new world. I believe only by balancing these that the leader can be loyal to an ethical ambition and fulfil that purpose for others (Grace, 2017).

 

 

In my opinion, the leadership issues and ethical issues are not simply black-and-white. There are two ethical issues: easy and challenging. The former is in the right not to choose between errors, while the latter is the correct choice between incorrect. If you do not have ethics and morality, you cannot have leadership; both cannot be separated. Moral character, as an important part of one’s life, is of importance for an eminent leader, because the essential difference between a prominent leader and a dangerous man is the important difference in moral character He was worthless and dangerous if he thought that the leader had no moral character (Andrews, 1989).

Do you agree with my vision of an ethical leader? Please leave your opinion below:

 

In recent years, some well-known Western companies such as Enron, Arthur Andersen, Clement Cross, and other companies because of moral problems leading to the collapse of severe collapse, resulted in Western scholars on corporate ethics moral concern, put forward the concept of corporate ethics leadership (Brooks, 2013).

 

 

 

 

With the deepening of the socialist market economy, the value of people tends to diversify increasingly, some leaders of various interests and opportunities of temptation, moral loss, alienation, moral leadership, and transformation of the integration of recent remodelling, it is a profound theoretical problem and an urgent practical problem. As far as I can see, as a leader, he should make clear his difficult position, take the miserable positioning as the benchmark, take the ancient history as a mirror, and rely on the moral belief, and continually improve their moral quality (Hill, 2007).

 

I will give the bad business ethics example by McDonald’s is what is known as the “McDonald’s Legislation” in popular parlance. In 1972, Ray Kroc, the company’s founder made a rare donation of $250,000 to Nixon’s reelection campaign and in return got a favorable legislation that allowed companies such as McDonald’s to pay teenage employees 20 percent less than federal minimum wages.  at the same time McDonald’s promoted Third World poverty, sold unhealthy food, exploited workers and children, tortured animals, and destroyed the Amazon rain forest. McDonald’s sued the group for libel (Bright Hub, 2014).

west-point (WEST POINT, 2017)

From the experience of leadership at West Point, I suggest that the pursuit of truth, judgment, self-discipline, and determination are the sources of influence on leaders of excellence, and the foundation upon which they inspire and motivate others. Courage, commitment, ability to make decisions, integrity, hardiness, empathy, adaptability, higher salience, etc. Also, and so is the West Point soldiers insisted on four years of philosophy and behavior. Excellence in leadership can be said that the leadership of the overall quality of the refining process, but also the process of improving the character (WEST POINT, 2017).

 

 

In the workplace, poor moral people, even if the ability to do something is right, not necessarily have a good result; good moral people, whether in the workplace or other ways will have good popularity, good opportunities. Good ethics, colleagues, and supervisors are willing to not get along with you, do not deal with you, will help you, there will be good job opportunities, the corresponding will have good results. In short, the future is the era of leadership, rather than the era of managers. It is not born ability, but the day after tomorrow to create it. As a leader, there must be three awe, namely fear of law and discipline, fear of personality, fear of word of mouth. Finally, I hope that every leader can re-regulation, improve moral self-cultivation.

leader

From my personal experience, I can say that the activities carried out during the leadership class helped me understand the fundamental role of leadership. To be a successful leader, it is important to create a stable environment in an organization where no stable staff will not be able to communicate effectively with the mutual understanding between leaders and followers in the organization, which can lead to chaos surroundings. In my opinion, the leader must combine the use of moral and purposeful methods, as well as the ability to listen to employees, by setting a positive example, respect the behavior of others as an example.

 

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