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Archive for March, 2011

The Dean’s Disease

Blog 1-11

Due: 3-31-11

The Dean’s Disease

There is an inseparable linkage between power and leadership in terms of that an individual cannot be a leader without exerting power, which is the engine that drives the ability to influence over persons. However, the exercise of power sometimes is misunderstood and misused as well because managers do abuse of this to take advantage of the circumstances since their labor position. In this instance, there are two scenarios about the exercise of power: positive and negative connotations. The former uses power as a powerful tool for developing a effectiveness leadership, whereas the latter is seen as a “groupthink” style as points out Arthur Bedeian in his article (2002) entitled “The Dean’s Disease: How Darker Side of Power Manifests Itself in the Office of Dean.”

In fact, the influence of leaders in firms is vital because they should influence to their employees to work as teamwork instead of team of players. For that, the energy force from them is substantial to positively influencing in workers for attaining the goals circumscribed into the entrepreneurial vision and mission. In this context, there is a variety of power sorts, such as the power of relationships, the power of information, the power of position, etc., but managers appropriately persuade all of these types of power. Truly, the target from the power holders is positively channelized through empowerment programs wherein employees enhance their job performance. This in effect begins by the employees’ behavior and attitude changes. As a result, enterprises increase their productivity due to the practice of power.  

However, in other scenario, individuals misuse the exercise of power because they focus their efforts in negative context by acting under a “groupthink” style. This property in turn becomes to followers in cerebral paralyzed people because they foster the conformism and religiously accept orders from their hierarchal superior “without neither doubts nor gossips.” In truth, there are many experiences about the darker side of power. This is not only coming from the academic word, but also of public and private organizations. Leaders from the dark side of power in truth have undergone psychological changes but with negative results. They foster and boost an inner circle in the development of their activities; for such, unconditional lackeys, who also are benefited with the wedding cake, surround these “leaders”. In addition, these pseudo leaders defend to “clock and sword” their privileged labor positions everything by the “power hungry,” which certainly becomes a drug for them. These “leaders” are able to destroy any “enemy” that contradicts or critics their archaic and routine management. 

To conclude, the two sides of the exercise of power-positive and negative are evident and still exist. Nevertheless, the negative side, which works under a “group-think” model, should be exterminated by complete in our organizational environment for the vitality of organizations. Changing form negative to a positive power side because managers wherein work trough this model encourage value chains in terms of integrity, honesty, fairness, candor among others.  But, this will be possible when our “Crappy Systems” changes and so do not have “Crappy Deans,” who suffer with the disease of power for maintaining their delusions of grandeur.

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Senate Select Committee on Intelligence

Blog 1-10

Due: 3-29-11

Chapter 10 Extra Reading

Senate Select Committee on Intelligence

There are many sad and bitter experiences owing to a weak management. In fact, many persons, enterprises, and nations as well have had tremendous complications because of an inadequate management in their activities. This is because has not taken into account some elemental managerial criteria for doing them. Of course, some results are more evident and have greater impact than others have by the connotations wherein are involve.  Ever more so, in some cases, such as the report on pre-Iraq war intelligence was full of mistakes for the lack of leadership. This could have caused terrible consequences not only for people, but also for nations. All this is for human mistakes in working through “collective group think.”

Many decisions could be erroneously taken by having failed reports. This seems to be the invasion to Iraq for the USA because according the Senate report, they concluded that the report from the USA intelligence is lacks of realism and objectivity in relationship to that “Iraq’s continuing programs for weapons of mass destruction.” This conclusion from the USA intelligence community is because they used indirect sources as well as worked through the “groupthink” for the preparation, analysis, and conclusions of a complicated and risky issue. Indeed, the “groupthink” is harmful in all organization because people that are in this group have submissive features, do not have individual responsibility, and are not creative too.  At this point, Gary Latham (2009) in “Becoming the Evidence-Based Manager,” points out that the “groupthink” should be avoided into organizations.

Certainly, wrong reports come from poor management by lack of leadership. This is because not only we should take into account the sources of information for developing an action plan, but we should also be extremely careful in monitoring, supervising, and controlling each of the planned activities in agreement to our outlined strategies. In consequence, we should do our work with responsibility, commitment, loyalty, and veracity to avoid maybe catastrophic consequences, which to correct later would be too late.

HCL Technologies A&B

Blog 1-9

Due: 3-24-11

 HCL Technologies A&B

The success in an organization depends on its market positioning. For this, a firm should do what they know doing. In this sense, top manager should design appropriate, workable, and quantifiable strategies framed on its entrepreneurial vision, mission, and setting goals according, of course, to market requirements. Above all, managers should be leaders in their companies to have the energy and capacity of managing their organizations towards a competitive position. In the same way, they should think in mega deals instead of small-business arrangements because the latter is like to work in silos, which should be totally removed from the mind of managers. In fact, among some strategies wherein a leader is able to design are in terms of 1) capitalizing employees, 2) restructuring firms, and 3) seeking strategic alliances, which will drive to an organization to become in successful business, such as HCL Technologies Company.

Truly, one organization is similar a car in which its employees are the truck parts. These parts should be in optimal conditions to function adequately. For this reason, primarily employees are extremely important to a firm, such as HCL Technologies Company’s manager also considers to its employees as first priority, second customers. These workers first should be inspired, motivated, trained identified, and engaged with the organization purposes for satisfactorily developing their activities. To illustrate, we can have in our organization an excellent group of clients, but if we do not have competitive employees, then our organization will be unable to comply with the customer requirements. In consequence, the following saying “First things first” means to prioritize appropriate conditions in our firms, then we can do the second. With this in mind, do you think what would happen if we would not have good and proactive employees? Absolutely, our enterprise will fail in the short-run.

Another meaningful strategy is related to redirecting of enterprises. These should be constantly transforming to adapt to market dynamic and demanding. An entrepreneurial reorganization will drive to resize, redirect, and rethink what for the company is good and better. It means to capitalize its strengthening and to overcome its weaknesses. For example, if in an organization was only focused on sales, now, they should be also focused on proving the sale services. This will generate a better acceptation from customers.

With regard to strategic alliances, managers indeed should have in mind high ideals in agreement to the saying “think big and row bigger and bigger.” One of these alliances is the joint venture, which should be strategically designed for enterprises because this is the agreement between firms to develop together a particular business. In this regard, a joint venture is the blending of endeavors from the companies for accomplishing a common objective between them. HCL Technologies Company for example did different joint ventures with different companies in the correct time with the correct companies for correct services. It means The HCL Company’s bottom lines are evident.  

Growing year-to-year (YoY) sustainably as HCL Company has done should be imitated by other organizations. In truth, this company has a sustainable growth due to Nadar’s philosophy, who is an effective and successful leader undoubtedly. He is a visionary, creative, and innovative. Likewise, Nadar has a winning mindset because is focused on “Blue ocean strategies” for his organization, such as getting ahead for generating a competitive and comparative advantage from his competitors. Consequently, the company success or failure will relied on the quality of leader that this organization has because above he/she will rest the primary responsibility to design approachable, feasible, and measurable action plans on the short-term and the long-term as well.

Strategies of Effective New Product Team Leaders

Blog 1-8

Due: 3-22-11

Chapter 9 Extra Reading

 

 Strategies of Effective New Product Team Leaders

       The times changes and each thing also evolves over time and in so doing, people as well as organizations should  also be according to these accelerating changes; on the contrary, these persons and firms will be relegated to their “winter quarters” by not facing and walking in the same direction about this change processes. For avoiding this, there is a paramount and structural quality or trait, which is the leadership. Enterprises not only should have modern technology-physical resources-but should also incorporate leaders-human resources- for attaining beneficial outcomes through the development of new products (NPD).  In this instance, in Avan Jassawalla and Hemant Sashittal’s article “Strategies of Effective New Product Team Leaders,” a new product development is the working result of effective leaders; so according to their research findings classifies to team leaders in two groups: 1) team leaders with high levels of autonomy and 2) team leaders with low levels of autonomy.

       Surely, senior managements influence in team leaders’ decisions. This influence indeed could be more and less, depending on the organization cultural level. In this scenario, team leaders with low levels of autonomy have some own features, such as weak commitments, weak human relationships, and resistance to changes as well as Narcissist personality. These negative connotations block to a firm reaching and developing effective strategies, for instance NDP, a source of entrepreneurial competitive advantage. In consequence, strategies and action plans outlined by leaders are altered because there is an external manipulation towards team leaders within the same firm. For this reason, a senior management should also be a leader, who should sum efforts to the team leaders.

       On the other hand, the team leaders those have high levels of autonomy, foster clear and high level of communication by which strengthen human relations, encourage a lasting learning in terms of training and educating, promote the participation of the stakeholders in NPD activities. All this leads to develop effective labor because they will be able to take suitable decision making in which were timely and strategically planned. This is because the senior management is also an effective leader. As a result, NPD practices will be easily accomplished.

       In brief, a firm should work with team leaders wherein a senior management should be the first leader on this team. For that, previously the senior management should incorporate in his/her team individuals with intrapersonal and interpersonal skills. Afterwards, they should systematically be trained in issues related to the managing change, conflict, and teamwork. This is to avoid “R&D appointed leaders,” who are less effective team leaders in some firms, as well as to avoid a “gull mentality” in organizations too. Therefore, the effective social influence from leaders is extremely important for the success in the organizations, which not only should managers implement cutting-edge technologies in their firm, but also they should encourage cutting-edge leadership for reaching competitiveness in development of their new products. 

Compensation and Performance Evaluation at Narrow Electronics & Sins Commission: Be Careful What You Pay For, You May Get It

Blog 1-7

Due: 3-08-11

Compensation and Performance Evaluation at Narrow Electronics

Sins Commission: Be Careful What You Pay For, You May Get It

       All organization should care its human resources because they are the most valuable asset in a company, such as the Arrow Electronics Company fostered with its employees. This Company put to the right people in the right slots, a great and smart decision-making. In fact, employees are meaningful cogs in a wheel (an organization,) without them would be impossible to achieve our goal settings and in consequence to have a prosperous enterprise. Nevertheless, every manager should establish strategies not only relied on employees but also in realistic, suitable, and workable conditions and requirements of market. These strategies also mean to have goods or services in the right place, right time, and right price. For that, an initial measure in which a company should be oriented is to recruit and hire the best employees in agreement to the company purposes. These in turn should receive an effective training in which a company pursues of its employees loyalty and engagement.

       Certainly, in order to have a better performance in companies, all the employees and managers as well should systematically be assessed and receive a fair feedback of their performance. For such, there is a variety of mechanisms and criteria. However, these mechanisms and criteria should take into account certain details in which these performance assessments should be unbiased; on the contrary, these evaluations could have a negative effect and impact in the organization’s health. To illustrate, in Array Electronics company was experimented with its employees. For this reason, the manager, Steve Kaufman, decided to reassess the performance of their workers to avoid the ‘Wilson factor,’ which there were portrayed biases in the personal evaluations in terms of gender, age, race discrimination, and so forth. In this regard, an unbiased personal evaluation is fundamental because according to that a company should economically compensate to their employees.

       Above all, managers should encourage employee performance optimization. This, of course, connected to an economical incentive pay by better performance of employees. As a result, people would be more motivated. Although according to Jeffrey Pfeffer in his article “Sins of Commission: Be Careful What you Pay For, You May Get It” points out that there would be some problems with financial incentive pay in organizations because this does not effectively reflect the reality of goals to reach them. He says that performance-based incentives are used to drive behaviors; in that sense, these incentives should be avoided. Besides, it can obviously be no sustainable competitive advantage as well as once implemented incentives is much harder to change organizational culture, people’s mind-set, and beliefs; so that, managers and employees should firstly know their business model before applying a financial incentive for them.

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