My vision of leadership

Is successful leader starts with vision? The answer is yes. Why? Because vision creates views of the future; therefore visionary leader creates organization future as well, isn’t it?

The effective leader should be able to define a vision and build the followers assign on it. Good leader must express their vision and inspire others that are the way to differentiate a leader from a manager.

In 1939, Kurt Lewin had created the theory about leadership styles named as Lewin’s Three Styles Model, which are Authoritarian leadership, Participative leadership and Delegative leadership. I would most prefer to be a democratic leadership style or it often called participative leadership. I believe that inspiration could bring the great efforts to the organization. Moreover, if leader make their followers feel that their opinions are matter, for example, contribute them into the decision making process; as a result it would help to boosts the employee’s morale, attitude and ethical, which could lead to the organization’s goals.

I have a story of a person who was inspired me about good leadership when I was worked for a part-time job in the restaurant. One of managers always gives an order to all staff without any inspiration or motivation such as reward. The restaurant sales decline in every single day. The staff performance in the restaurant was very poor and they seeking for the new job very often. Suddenly, this manager has to move himself to manage other branches and a new manager whose name is Tin came for replaced him. Tin has a different way to lead his subordinates. He started with participation. He became a part of a team to shows how work could be effectively done, unlike the old manager who always do nothing except obey others. In addition, Tin set a staff meeting to brainstorm and share ideas, speaking, inspiring and motivating his staff by using compensation term. Unbelievable, one month passed, the sales were 20% increased. I have experience that this kind of leader can change people and it is a reason why I would like to be a democratic leader.

Are you ready to lead? You have to listen what people say. As I am a MBA student, I have received many comments from my colleagues at Coventry University London Campus and Patara fine Thai cuisine where I have my part-time job. They all said I have a good communication skill. That is my strength, which I often inspire my friends both at the university and workplace when they get tired. Most of the time I always act as the leader to discuss, inspire and divide our task. Did you believe that when I am first came to London communication is my weakest skill? For this reason, I have tried to develop my communication skills by speak more with foreigner friends, instructor even with waitress at the restaurant I have visited but it wasn’t enough! Eventually, I have decided to work in a restaurant to practice my communication skills with the customer and it’s work! Therefore, I just recognized that good communication skill is the first step of being effective leader.

I will use Carlos Ghosn case to support my view. Ghosn is a president and Chief Executive Officer of both Renault and Nissan companies. The Fortune 500 reported that Carlos Ghosn has created the combined revenues of $143 billion. The keys behind of this success is Ghosn believe that change in the organizational structure should come from the bottom level and not be forced from the top management. His leadership style is democratic. When Ghosh established the objective, he involved his team to a decision making process. In addition, he was interested in discussing, sharing ideas and taking suggestions from his subordinates. ‘We will encourage our employees to make their decisions based on an existing experience.’ ‘I think one of the basics of transcultural leadership is empathy.’ stated by Carlos Ghosn. He inspired or empowered his subordinates to take decision, provide them challenges to perform better performance.

To conclude, democratic leadership style could bring the company achieve its goals. Because success is come from the bottom, in other word, achievement can be done by employees. Therefore, I am confident that I can be democratic leader relating to my characteristic and skills, as I am good at motivating and encouraging people.


Businessballs (n.d.) Leadership Theories [online] available from <>

Boundless (n.d.) A Leader Vision [online] available from <>

Mindtools (n.d.) Leadership Styles [online] available from <>


Managing Change

Recently, our world is about changing. Changing is a way to adopt the present world to the new world including innovation, human potential and so many other things. Meanwhile, some people prefer to remain unchanged because changing is not always the best way to create better results.

According to the Mullins’ point of view, I am agree that changing is one of a keys to success and managers can little do about people who strongly resist to any change. In Kent’s research, it is show that people who can create change is the leader not the manager. Leader can inspire and motivate them in a right way and influencing the relationship.

Nevertheless, in some situations it is not always leader who can create the change. External factors are another key that drive change such as uncertain economic conditions, government policy, demand, technology etc. From these factors, it is a time for the manager to create changes on their employees in the organization. For example, in many decades ago, people tend to use typewriter to write a document, but because of the technology change. Typewriter was obsoleted and replaced by computer. Therefore, manager can create change by offer a high paid job for computer user in that time otherwise employees will lose their jobs.

So, what manager can do in their role to avoid the resistance of change? There are two ways to avoid this problem. First is to educate the employees. The manager should give the knowledge and show that changing is not a waste but changing is a thing that could bring them to success in their life. In addition, most people prefer to remain unchanged because they afraid of unknown future, so they stay remain their currently status quo and they do not want to go higher.

As we know that manager is an authority person, manager can give them an order to change as well. For example, manager should give an instruction at the beginning of the company’s orientation such as there is company’s policy that every employees must adapt them self and changing all the time. As a result, it can help to change the perspective of the employees and it is a way to avoid the resistance of change since the beginning. If everyone adapts himself or herself to have the same belief and attitude it could help them work well together as a team in the organization and achieve the company goals.

Although, employees resistance may make the management rethink and filter of the change decision that which change are more appropriate depend on various situations. Sometimes, organization may change something in a wrong way or do it wrong; therefore, those employees resistance could remind and bring the organization up from those changes.

British Airways can be seen as an example for successful of an organization changed. Back in 1981, British Airways has brought on board a new chairperson who noticed that the company’s operating was very inefficient and wasting a lot of valuable resources. He decided to restructure the entire organization in order to make more profitable. First, he has reduced workforce, followed by closing 16 routes, 8 online stations and 2 engineering bases. He gave a reason of these layoffs as to prepare the workforce for the upcoming change. This chairman always communicated honestly and frequently manages the change. After the change for less than 10 years, BA has a strong commitment to productivity, profits and customer services. Also they have a better image, bring the company out from bankruptcy and became one of the world’s most respected airlines.

To illustration, I would recommend Kurt Lewin’s change model management. There are 3 steps in this model, first is unfreeze. Unfreeze is to motivate people the need for change and provoke them into this step. Next is transition. Once they are changed, it is highly recommend that the adequate leader should be involve and communicate with these people to be successful in the process. Freeze is the last step. After change has been successful and these people are okay, then the company should make it permanent (lock things in). The advantages of this model are easily to understand and apply, as it is able to plan and implement for achieving successful organization change. What if we talking about limitations? Timely could be an answer. Lewin’s model is a long-term changing process, so it might be unsuitable for some organization or some people who has less time. Moreover, another limitation is at freezing period. If there are worry about new change is coming, the employees can be eases of change shock. Lewin has observed the following ‘This change shock causes employees to not be as efficient or effective in their jobs.’


Change-Management-Consultant (n.d.) Kurt Lewin 3 Phases Change Theory Universally Accepted Change Management [online] Available from <>

Normandin, B. (2012) Three Types Of Change Management Models [online] available from <>

Troyani, L. (2014) 3 Examples of Organization Change and Why They Got It Right [online] available from <>


Most effective leadership style to managing the work of subordinates

Management and leadership both have the significance keys that lead organization to be successful. The best way to describe the similarity is both of them lead to better effort, most organization expects that management could work along well with leadership. Alan Murray has mentioned that ‘Leadership and management must go hand in hand. They are not the same thing. But they are necessarily linked, and complementary. Any effort to separate the two is likely to cause more problems than it solves.

However, there are various different between these. Management is focus on task and results rather than their employees. In order to accomplish the goals, management style is giving command, control and follow the organization structure. The management personality styles are often be rational and under control problem solver. Autocratic, democratic, authoritative even consultative can be described as manager. On the other hand, leadership tends to focus on motivating people. Leaders have ability to influencing, motivating and enable employees to contribute toward the effectiveness and success within an organization. They simply look at the problems and create the solutions. As a result, people naturally are willing to follow and me more loyal to the leaders rather than the manager because they of personality character.

Personally, I do believe in leadership style. People need an inspiration and motivation. These two things can make the employees loyal to the company and make the better effort. Naturally, people do not like other to control and obey them. They will just finish their work with the poor quality in each day. Therefore, if I am a member of a team, I would like to be led by leadership style rather than the manager. From CMI 2013, I am fully agreed with the statement. Different situations need different people. Sometimes it is better if leader and manager can become in one person in order to managing the task, solving problems and motivating people simultaneously. I would like to reference the McGregor’s Theories. The benefit of theory X and Y is to help managers to focus on their thought on the different ways people relate to work. So, this theory could help leader and manager understand their individual staff that how to led and manage them. In contrast, the limitation is that this method was flawed and in turn his conclusions were not even representative; therefore, the results cannot be generalized.

The first example that I would like to be led is Larry Page, the cofounder and current CEO of Google Company. He acts as leader and manager at the same time. He created the Google workplace around the world to become like a home. For instance, he created the relaxing atmosphere in their office such as table tennis inside, swimming pool, basketball field etc. The reason is he wants his subordinate to relax and get out for their stress and after that they will generate the ideas. What is more, Page challenging people to think and speak. He makes other feel safe to speak-up and confidently share their perspective point of view.

The next leader is Howard Schultz, the CEO of Starbuck. Everyone knows that Starbuck treated their staff very well, for instance, they offering insurance to even part-time workers unlikely to other coffee shop. In 1997, there are three Starbuck staff were killed in a bumbled robbery of one of their Washington D.C. stores. After Schultz knows the news, he immediately went to D.C. and spent entire week with the employees and their families to show the compassion and helped to heal the families of those victim in these tragedy. From this situation, Schultz can send any one of their employees to the D.C. but he is not. He went there by him self its mean that he cares their employees too much.

From these two example leaders, it can be seen that good leadership skills lead to succeed. Page and Schultz both are caring their staff and treat them fairy. The employees are willing to follow the leader; loyal to a company they work for and feel comfortable to work without stressful. Unlikely, putting them deeper into stress or giving too much command may cause the worse effort.

In my opinion, I would recommend the manager should familiarize the subordinate in order to know exactly what are things that could inspire individual to produce better performance. Because different people can make an different levels of an effort as well as they have different behavior, inspiration and need.


Diffen (n.d.) Leadership VS Management [online] available from <>

Enok, K. (2006) Basic Management Models And Theories Associated With Motivation And Leadership And Be Able To Apply Them To Practical Situations And Problems  [online] available from <>

Preston, J. (n.d.) The World’s Top 10 Business Leaders [online] available from <;

Stansberry, G. (2010) 10 Business Leaders You Should Strive To Emulate [online] available from <>


The challenge of managing the diverse team

We are truly live and breath in a diverse world and diversity is a one of argue topic for team building. Is it effective or ineffective in the workplace? To begin with, diverse team is the areas that include internal and external people factors in some different such as age, race, religion, gender, background, experience, abilities and so many other things. It is a challenge to leader who has to take a responsibility of merging together with these people who have different components. The leader has to select wisely with the qualities of each people to match with the organization, put them in a right place in order to produce a better outcomes. In contrast, failure to do so may cause the organization miss the opportunities for growth and expansion. Therefore, diverse team is a two-edged sword and it requires careful handing.

For the advantages, diversity in the work place delivers innovative of productivity in goods and services. A diverse staff has different experiences, knowledge, trends and options to discuss and share with their team and lead to creativity and innovation to the organization. Moreover, a diverse workforce creates more opportunities to generate new ideas and problem solving from the various skills.

On the other hand, there are some limitations in diversity. Communication seems to be one of the big issues in workplace for diverse team. Because they are various especially in ages and languages, therefore, their perception are absolutely different as well. These also bring the worse situations to the organization if employees cannot communicate with each other, so how the tasks can be done isn’t it? What is more, cultural conflict is another problem. Team can be miss understanding because of different culture perception, for example, when a staff needs to make a decision of a color in their latest product and one of Chinese staff votes the red color because it refer to good luck and wealthy but African didn’t agreed because in Africa’s culture the color of red means mourning or death.

According to my chosen industry, I will give an example of one of textile organization whose hire the diverse teams for beneficial. It can be seen in Coats PLC limited. Coats believes that every staff have opportunities to growth, therefore, the company treated them equally, fairly and put them into the diverse workforce. In addition, Coats is a truly international organization which employing 20,000 employees in over 70 countries around the world, hence, its reflected in the level of national diversity to be found in their global leadership team, which has illustrate from 25 different nationalities. Because Coats has to produce and sold their products worldwide so that’s why they have to hire many people from various nationalities. The annual report of Coats reported that the recent team (diverse team) made a profit for Coats and it increasingly every year, which the revenue are shown in $1703.7 million in 2014 when there are only gained just $1653.4 million in 2013. It can be consider that diverse team is important in textile industry.

But what are the drawbacks of diversity in workplace? Some conflict may cause by many factors such as different attitude, personal problem or even racism. I will give an illustration of racism in Lesotho. People in Lesotho give a state of ‘Anti-Chinese’. It is not a rule that not allowing Chinese to work in place but this value make pressure to Chinese and lead them to have a conflict at their work place. These could put most of Chinese out of the business like LTEA Company (one of a textile companies in Lesotho).

I would recommend that the leaders should encourage their staff to voice their opinions in order to make their staff understand differences and communicate easily. If employees be themselves, they can open-up their mind with co-workers, then they can work well with each other in long-run term. Leader has to accept the truth that nobody likes pretend someone they are not; therefore, they can’t make everyone think and act like they do. Furthermore, a good leader should recognize and welcome cultural differences. One of the most important manager’s tasks is to encourage their employees to be opened-mind and adopt their belief. After all, the organization should monitor and evaluate how diversifying affected the performance. Is it good or bad, gain or lost?

To conclude, diverse team can be beneficial to the organization if the leader can allocate well and put them into the right place, otherwise they will cause some drawbacks. It is the challenging for leadership to manage diverse team, isn’t it?


Cascio, C. (n.d.) What are some advantages of diversity in teams? [online] available from <>

Coats (n.d.) Our people [online] available from <> Finn L. (2015) Example of diversity issues in the workplace [online] available from <>

GPG (2012) Annual Report [online] available from <> Irinnews (n.d.) Lesotho: Anti-Chinese resentment flares [online] available from <>


Leadership and Ethical

The difference between Deontological and Teleological ethics is deontology believes in rules, in contrast, teleology believes in consequence. In deontology theory, it focuses on duty rather than the result. Moreover, the morality and immorality can be judge by personal actions. Deontology concerns only what people do but not with the results of the actions. The benefits of deontological ethic are concerning the value on people. The principle is focus on giving respect equally to all human being. In addition, it provides certainty. Deontology provide a clear set of moral rules to follow that which actions are wrong then do not do it but if it is right then people should do it. However, deontology may cause some drawbacks. It is difficult to patch up the conflicting duties. Because deontology cannot go along well with some cases that duties are in conflict. What is more, it reduces world’s happiness. Things cannot be flex because everything was already set that results can lead to courses of action.

On the other hand, Teleology believes in a different way. This theory believes that the bad action or immorality sometimes can lead to positive results. The goodness and badness was based on the results. Once the actions lead to the positive results, it is better to continue those act. By the way, there is some advantage in this theory. Consequentialism allows flexible in some situations. But there are some drawbacks as well. It is impossible to apply in real life moral decision because every people must research the results before make the decision in doing something. It also bad for society, where other people’s moral decisions are difficult to predict, so this may lead to the uncertain behavior.

I will illustrate the Wal-Mart Company as an example for ethical leadership organization. Wal-Mart is the country’s biggest company is the United State. Recently, Wal-Mart makes a promise that they will step the benefits to their customer under the Wal-Mart CEO, Mike Duke’s leadership. The company recently announced the they will increase healthy foods, which mean that they will cut salt, fat and sugar in store brand, as well as lower the cost of fresh fruits and vegetable on its shelves. So, these would build the benefits to Wal-Mart such as they could gain the profits or enhance brand’s image but what are the benefits for individual? After Wal-Mart announced this plan, the rest of retailers in America tend to follow, in other word, Wal-Mart set a trend isn’t it? The chain plans to work with suppliers to make similar changes in national brand foods. As the nation’s largest retailer, changes in Wal-Mart’s food policies could have an effect on food production nationwide reported by Carolyn Beeler, Newsworks.

But what about unethical leadership organization? Toyota can be one of a good example for unethical organization. Every automobile company mostly concern for safety, how people who consume their product are kept safe as well as the employees who work for their company. But it is not for the Toyota. In 2010, Toyota has failed to keep a promise by ignoring the safety concerns and the investigation recalls was delayed just because they want to save the money. When they faced the safety concerns according to the faulty breaks and sticking pedals, Toyota said ‘phasing in side airbags saved $124 million and 50,000, the cost of what it would have taken to recall and fix vehicles’. Even this situation leads to a few deaths and even more complaints; Toyota didn’t seem to think it was such a big deal. They were only sorry when they got called out on this unethical practice about their unsafe vehicles. So, what happen next for the unethical organization like Toyota? After many media reported the news of Toyota situation, it made Toyota’ sales decline, However, as a result of this story, people seems to be afraid of Japanese automobile vehicles because they are more concerning in safety and it makes Toyota’s competitors like Honda and Nissan reducing in their sales as well.

All things considered, in my opinion, ethical leadership mostly relies on Deontological because it can apply on the real world. We can compare Teleological ethical as Toyota case. Toyota may have a reason that why they have to lies on their consumer just for saving a little money. Maybe they get in a trouble and need more money, however, most people in society cannot accept it and at the end, its lead to negative results.


Beeler, C. (2011) Walmart to but salt, fat and sugar in store brand [online] available from <>

Geeri, B. (2013) 10 Most Unethical Business Practices [online] available from <>

OnlineMBA (2012) 10 Most Ethical CEOs in Corporate America [online] available from <>


How I have developed and my priorities for Term 2

From the first week of term 1 until now, I have practice many skills including some skills that I lack of such as communication skills, decision making and flexibility as I have mentioned it in ‘personal development plan’. I have done a lot of individual assignments and group works. These makes me improve my communication skills because I have to discuss among group members and share my opinions. I speak a lot with my foreigner friends and lecturer and gain a lot of experience and knowledge that I never know before.

Moreover, I have made some important decision while studying and doing the group works. For example, while we have to present in the next coming week and our work are not move on. I acted as a leader of a group to divide the task for our group member. For flexibility, it have a lot of situations in this university during this 10 weeks. I have adapt myself and depend on situations to get the best outcomes. This makes me not to struck on something and can be move on then I face some problems.

For next term, I will take the benefit from these skills and use it to develop my learning style. I will do my individual assignment more fluently, also for the group assignment. It will help me to communicate with other easier and understand faster because now I am more confidence. I can adapt myself up to the different situations and finally I will get the best outcomes.


Experience of presenting my own research

After we finish the analysis of data, we have to prepare our presentation in a few days. We have to prepare the slide for our presentation and power-point is the program we choose. First, we discuss among group that which size and font we should use, then which colour of font and background we should use to make our audience easy to see and can follow the topic we are presenting. Moreover, we talk in deeper point, which is how to make our audience understand our information data.

On the presentation day, we choose the light colour of back ground with the black font to make it clear looking. We provide our data in the percentage with many charts such as pie chart, bar chart and table chart. We explained the whole methods from the way collecting data to analysis of data. We put the conclusion and recommendation at the end of slide in the presentation. However, we received some feedbacks from lecturer. The lecturer said we miss some key information which is research topic. We totally forget because we are too much focusing on how to get attention from the audience. Finally, we got the score lower than we expected.

From this situation, I have learnt that I should concern the important thing first range it from most important to less important. I should do the important thing and follow the instructions rather than focusing on colour and font of Powerpoint slides. I learn from this mistake to adapt myself in the future.