A631.9.2.RB - Video Debrief of Team MA

After watching the video above, write a well-written reflection blog, discuss how your characteristics would have fit with the makeup and culture of the NeXT startup team. Your reflection should be very specific to the environment that you witness in the video. Make sure that you use your MA results as the basis for your discussion.

         Considering the age of the video, the session about NeXT featuring Steve Jobs demonstrates that innovation and entrepreneurship is something that will never go out of style.  What worked in the past can and will still works in the future.  It is amazing to see leadership in action.  You get to see the birth of a company that would change the technology world as we know it.  Steve Jobs definitely had his own style of leadership; many would say overly aggressive and somewhat pompous.  Sometimes, those are the leadership traits one has to have to create something the world has not seen.  However he was very definitive in his expectations; which seemed to stress out those working for him; however history has shown that many including those in the video bought into his vision. 

After watching this video twice and then looking at my assessment I am not sure if I would have fit into the working group.  I know I could have started out with the team, but I am not sure how long I would have lasted.  I had an enlighten discussion with Tom Labrecque in regards to my Management Assessment Style.  As I reflect back on the conversation, I realize that my Management Assessment Style were very similar to my Myers–Briggs Type Indicator (MBTI) assessment results.  I considered how my assessment results and personality type would benefit me in order to be successful with such a team.  My personal Management Assessment (MA) shows that I am best fitted for a large dynamic, venture business environment organization.  Although NeXT was not there yet, that was the vision of Jobs.  I am not surprised, because I tend to gravitate toward such operations.  The MA shows me that I am very goal ambitious and highly self-motivated (like Jobs) to succeed, but reserved in wanting recognition. If I were a part of the NeXT team; I would find myself in an optimal working environment.  I would be ok with the overall business venture risk because there was no personal risk involved. 

I attribute most of the assessment conclusion due to my 20 year career in the United States Air Force.  The assessment classified me as someone with a confident, highly introverted logistical leader management style and I contribute all that to my time in the military.  However, I do feel there would have been conflict between the way Jobs operates and the way I operate.  Hopefully, any conflict regarding our management styles would only be healthy productive conflict.  I’m motivated to solve problems not to create them.  However, the team relied upon someone else to solve their problems.  I am not sure if I could have been completely okay with that type of approach to problem solving.  It’s funny that my military career (aviation operations) was focused on problem solving and fact finding.  Those are two areas in which I agree with the MA, which stated I gravitated towards environments that required disciplined and constrained thought.

In conclusion, I could have fit within the NeXT culture; however, I do not have a strong desire to be recognized publically.  I just take pride in knowing I am doing my part to help the team.  Let Steve Jobs take all the attention he needs for his ego. As my MA results show, I would have loved the challenges they faced for this startup.  I have always been aware of my leadership traits and that I am motivated by internal recognition.  Being a role model is and has never been high on my list of priorities.  I am an operations manager and professional trainer by trade and I know very little about the internal workings of a computer or its programming; however it would have been such an outstanding experience to work with the NeXT team.  I think overall the management assessment results support the fact that I would have been a great contributor.  In the past, I have worked with plenty of bosses like Mr. Jobs and I have been successful. 

  

Youtube: Steve Jobs Brainstorms with NeXT Team.  https://www.youtube.

      com/watch?v=loQhufxiorM&feature=youtu.be

A634.9.5.RB - A Reflection of Our Learning

When I enrolled in this course I had no expectations.  So we now come to the end of our nine week journey in the world of leadership and ethics.  So for the final week, the task is broken down into several sections:

·         Reflect on the three key lessons you take away from the course -

The three key lessons I learned from this course are (1) I need to be aware that every ethically based decision can easily go wrong and in a blink of an eye lead to a slippery slope situation.  (2) Since, I had no true expectations at the beginning of this course the material we covered gave me a different perspective on the subject.  I will admit that I was ignorant and very close minded to the subject until it was discussed in the course.  (3) Ethical decision-making is an everyday task, and I need to make time to think about moral dilemmas I face everyday before making a judgment call.

·         Reflect on our perceived value of this course.  The course had valuable information in it because it served as a stepping stone that allowed me to think about the decisions we all make every day.  The course forced me to think beyond my comfort zone because of the subject matter.  I was able to take a look at myself to really see how much I have grown or changed from the beginning of the course.  I learned to think about my ethical decision making from an organizational and leadership perspective.   

·         Discuss both positive and negative aspects of your experience. 

Positive: My overall experience was a good one.  I really enjoyed that there were some students who were not afraid to challenge the opinions of others and at the same time say how they felt without feeling restricted.  Like I mentioned above, I learned how to think about my actions and decisions from an ethical perspective.  That is very important in today’s business environment. 

Negative: There were a couple of assignments I did not completely understand.  One was the group projects. They were challenging because you had to try to work with different personalities.  However, I did not feel I benefitted from doing group projects.  The other assignment that left me disappointed was “The Tale of Two Leaders” research project.  I did not feel I gained any additional knowledge from this assignment. 

·         What could the faculty have done to improve the learning experience?  The assignments could have been more flexible to allow students to incorporate their background into each assignment.  It would have been beneficial to further explore the personality traits section of the curriculum. 

·         How might the University or our instructor provide additional support for our learning?  After having taken several classes at this university, I can say without a doubt, there is inconsistency between the instructors.  In order to provide additional support for our learning, the instructors should provide detailed information about group projects and set definitive guidelines for assignment deadlines.  

 

·         Were there topics covered that seem particularly relevant or irrelevant to our experiences and to what we expect to come in future courses?  I think that the topics were relevant to our experiences.  I think that it could have been more relevant by exploring our personal experiences further.  Every day we experience an ethical decision; either it is one that we ourselves make, or one made by our leaders at work or for our country as a whole.  In either case, we often see how the outcome affects us and those around us.  I think we take something from every class and utilize it in another class.  It may be a little or it may be a lot, but we always take something with us.  Every class I have had has some sort of team project.  Each time, I learn more about working with others to complete a task in a timely manner.  I will this experience as well as the others with me to all my future courses.

 

 

 

 

 

 

 

A631.8.4.RB - Reflective Analysis

After reviewing this assignment, it made me think about how many similar type personality assessments I have taken.  As luck would have it, there have been quite a few.  I have previously taken the Myers Briggs Personality Type Indicator (MBTI) and others to include the DiSC, Keirsey Temperament Sorter (KTS) and Strength Finder 2.0 and the DWIC (Dealing with Conflict Instrument).  The one I remember the most is the MBTI.  For this personality test my results were as follows: ISTJ – Introvert (56%)…Sensing (25%)…Thinking (45%) and Judging (44%)

• You have moderate preference of Introversion over Extraversion (56%)
• You have moderate preference of Sensing over Intuition (25%)
• You have moderate preference of Thinking over Feeling (45%)
• You have moderate preference of Judging over Perceiving (44%)

I believe these results are very accurate in regards to analyzing my personality as it relates to leadership and managerial traits.  I love the fact that I fall in a category that is identified by individuals who know what the rules of the game are and value predictability more than imagination.  It was also interesting that I have some the same traits as Queen Elizabeth II, Harry Truman, Warren Buffett, Queen Victoria, George H.W. Bush, and J.D. Rockefeller.  As identified by the assessment, I agree that I have strong internal sense of duty (which was strengthen by my military service), which drives me to take accountability of my actions while pushing myself to succeed at any task undertake.  I’ve always been strong in organization skills (very responsible; as identified by MBTI); being a leader who is an advocate of chain of command order and organization structure.  The reputation that follows me identifies me as a leader who is brutally honest (honest and direct; as identified by MBTI) and as a result driven hard charger when it comes to work and leadership.  Other traits that correlate with the MBTI results include being known as person that is meticulous and methodical when it comes to detail.  I think it is very important for me to have an in-depth understanding of my personality type for me to understand how others may view me.  Within the context of a leadership position within an organization, I strongly believe managers need to have a sense of what is wrong and what is right (create and enforce order as identified by MBTI).  As the assessments states, I am a strong believer in facts and definitely a strong advocate of time management. 

However, I am not ignorant to the fact that everything is not perfect when it come to my personality style (ISTJ) as identified by the MBTI.  Depending on the situation, I have been known to resist change (stubborn; as identified by MBTI) and view individuals who portray ingenuity with skepticism (judgmental; as identified by MBTI).  I often question opinions or can be seen as overly critical of the opinion of others when I don’t think they have credibility in the subject matter that is being discussed.  Because of my rigid nature (always by the book, as identified by MBTI), subordinates, peers, and family members have often viewed me as close minded; however, I disagree with that assumption.  One could expect me to disagree based on all the personality traits discussed so far.   Other flaws in my personality style (ISTJ) are the fact that I have learned to accept that I am not a touchy feely type of person (insensitive; as identified by MBTI); I do prefer looking at what is logical versus situations that are emotionally based.  Sometimes, when you work in an organization you must adjust your personality to get certain tasks completed.  This is especially difficult when working with others because sometimes personalities clash.  I also noticed that I am hard on myself whenever a task I am in charge of fails. This has happened to me several times during this educational program when I see the required weekly assignments and I will briefly lose my ability to see things calmly.  Usually my wife will have to tell me have to tell me to slow down. 

Overall, I am pleased with the type of leader I am and how my personality traits have benefitted me in past organizations.  I am aware of what I am good at, and how I can leverage my strengths in leadership to provide balance for some of my weaknesses.  I think it is very important to understand and become self-aware of certain traits you possess.  I am aware that I am very organized, almost to the point of having OCD.  So far my style of leadership has led to success, but I am a realist and also understand that because my environment is changing, I too must change.  I believe in what it means to be in a leadership position and I also believe it is important for leaders to become self-aware.  From a leadership stand point, I believe that the MBTI allows individuals to see where there they stand or at least get an understanding of their personality traits.  Furthermore, I know that there are parts of my personality that I must continue to work on because like everything I have to make adjustments whether in a leadership positon or everyday life. 

 

References

16 personalities. (n.d.). ISTJ Strengths and weaknesses.  Retrieved from http://www.16personalities.com

Keirsey.com. (n.d.). Guardian^tm Portrait of the inspector (ISTJ).  Retrieved form http://www.Keirsey.com

Profile of the ISTJ Personality Type (n.d.). |Retrieved form http://www.truity.com/personality-type/istj#ixzz3LUMbSF1S

 

A634.8.3.RB - Gun Control: What is the Answer?

I know there are many people out there who think and feel that guns do nothing but kill or harm others.  However, I feel that guns have a purpose in our society.  The media, however, does not show a positive view of gun ownership--only the negative side of what happens when guns are a part of a bad situation.  The Second Amendment to the US Constitution protects the rights of American citizens to keep and bear arms.  This is an amendment that many hold sacred and dear; but as with anything positive, there is also a negative.  By the same token, during the time that this amendment was established, they did not have semi automatic assault weapons.  For the last ten years, the debate continues in our society regarding personal gun ownership and the true necessity for it as well as the necessity of the types of guns that are being kept in American homes.  I would like to consider myself as a responsible gun owner; I do maintain all weapons in a safe manner and away from my kids.  However, I do not own any weapons such as the AR-15, M-16, and AK-47 that discharge large amounts of ammunition at rapid speeds.

I agree with author that it would be impossible to completely take guns off the street (LaFollette, 2007).  To even attempt such an action would most likely cause an underground movement equal to that of the prohibition.  I also agree that actions like requiring gun owners to purchase additional insurance would be a positive move because it helps with the accountability of being a gun owner (LaFollette, 2007).  I think that there should be restrictions and guidelines as to how a gun is obtained and who can obtain it.  Even though there are laws currently in place to regulate legal gun ownership, there needs to be stricter laws and a means of monitoring those laws.  The whole point of owning a gun is having the means necessary to protect oneself. Gun ownership has protected people since the founding fathers of our country created the 2^nd Amendment. Their goal was to protect us from the oppressive rule of the British. Today, we use their law to protect our property, family, and liberty (Gun Control, 2013).  It would seem to me that with out guns the tyranny feared by our fore fathers would surely come to fruition.  Let us think about the countless time police officer, sheriffs or other types of law enforcement officials have died trying to deliver a summons or protect an innocent person from a person firing a weapon.  If that officer or law enforcement official did not have that gun to protect themselves and other what would the outcome be in that situation?  I know there is another side to that situation; however, I am addressing the use of firearms as a measure of protection in a dangerous situation.

Tragic events like the massacre that occurred at Sandy Hook Elementary School, the shooting that occurred at the West Nickel Mines School, and the Columbine High School massacre have highlighted the flaws of our gun control laws. We must remember the destruction and chaos that comes with gun ownership.  It is said that guns kill people, not people.  One can take this statement and place it alongside the unfortunate events that our country faces.  When a weapon of any kind falls into the hands of someone who is inexperienced, unstable, and irresponsible—people get hurt.  The Aurora Theater shooting was a recent tragic event that proved that the “control” in gun regulations did not prove so useful.  James Eagan Holmes, the alleged gunman who took the lives of 12 people, was heavily armed before his attack.  For months in advance, Holmes had made several gun purchases in preparation (Memmott, 2012).  No one expected Holmes had been planning anything even though he had an extreme amount of ammunition and made numerous gun purchases prior to the shooting.  At the end of the day, it did not matter how many firearms were purchased.  All that matters is the innocent lives that were lost because of the senseless violence.

In conclusion, I can understand both sides of the debate; however I still don’t feel the need to own a semi automatic weapon.  Furthermore, human beings have the ever changing ability to try to circumvent each new law that is designed for their protection.  With that in mind, law enforcement, politicians, and even every day citizens have to work together just to keep up with those that seek to undermine gun control laws for their personal gain.  It is quite difficult, if not impossible, to determine each scenario that will lead to senseless gun violence.  It is equally difficult to determine each situation in which a gun may save someone’s life.  I suppose that means this debate will continue now and far into the future.  The true determining factor of gun control is the choices that each one of us chooses to make.

 

 

References

 

La Follette, H. (2007). The Practice of Ethics. Malden, MA: Blackwell Publish.

Memmott, M. (2012, July 21). Aurora Suspect: A 'Smart And Quiet Man' Who Allegedly Hid A 'Deadly Plan' Retrieved December 9, 2014, from http://www.npr.org/blogs/thetwo-way/2012/07/21/157154514/aurora-suspect-a-smart-and-quiet-man-who-allegedly-hid-a-deadly-plan

Nov 06 Pro or Anti Gun Control Only You Can Decide. (2013, November 6). Retrieved December 9, 2014, from http://prosandconsofguncontrol.net/

 

A634.7.4.RB - Ethics and Behaviors

The assigned video presentations by Dr. Bruce Weinstein (The Ethics Guy) and Chuck Gallagher, were quite eye opening.  I can see the personal and professional ethical behaviors of the organization where I am currently employed.  I must admit that I have unconsciously participated in unethical behavior at my workplace; however my eyes are wide open, and I am aware of how and why such actions happen.  I’m more cognizant to break the pattern and stay off of the slippery slope that leads to unethical behavior.  Just last year, I witnessed a situation (forging travel documents and lying about it) where a coworker was unethical which led to that persons termination.  The only problem was others in the office had done a lot worse and were still employed.  It is funny how leadership picks and chooses which situations are worth addressing and which ones are not.  To me it is a very sad situation, when you witness unethical practices and there is no accountability for such actions.  Nepotism, cronyism and discrimination happen on a daily basis as if it were common practice.  The most disturbing of all is that it does not really matter where one works or it that organization holds itself to a higher standard or it society holds an organization to a higher standard unethical practices will occur.  It is a common practice for certain employees to claim work time they did not work.  Now, I will be fair and say recently this issue has been addressed.  However, we all know that other situations of an ethical nature will surely arise.  Gallagher points out that the choices we make will define one’s life forever.  I take that statement very seriously and think of unethical men like Bernie Madoff and Kenneth Lay who are more infamous than famous.  No one wants to be remembered like that.  Although it been over a year ago, I wonder if my former coworker thinks about the mistakes they made and what they learned from the situation.  One thing that sticks out to me is that at one time this person may have had the highest standards of ethics.  These same ethical standards slowly fade when one starts to live by the old saying, “when in Rome do as the Romans do”.  The problem is one often forgets that Rome burned down.  I wonder what this experience really taught him. As Gallagher stated he needs to hear the words, “although you did make a terrible mistake, your not one. (Gallagher, 2013)

 

Gallagher, C.  (2013). Business Ethics Keynote Speaker - Chuck Gallagher – shares Straight Talk about Ethics!  Retrieved from http://www.youtube.com/watch?v=gUJ00vNGCPE

Weinstein, B. (2012). The ethics guy. Retrieved from:            https://www.youtube.com/watch?v=eLxbHBpilJQ

 

A631.7.4.RB - Future of OD

Given what you have learned over the past two courses, what do you see as the future of the OD discipline?

Organization Development is a continuously growing field.  Other professions often refer OD to the closely related concept Organizational Behavior (OB) -- the study and application of knowledge about how people, as individuals and as groups, act within organizations (Newstrom & Davis, 1993).  Although similar Organization Development (OD) is defined as a process by which behavioral science knowledge and practices are used to help organizations achieve greater effectiveness, including improved quality of work life and increased productivity (Cummings, & Huse, 1989).  During its short history, the Organization Development (OD) profession has become an integral part of the business climate.  From its inception the OD practice has aimed to help organizations become more effective by means of methodical interventions which focus on the organizations culture, processes, and structure.  Looking back on the history of OD and from what I have experienced and learned through countless hours of education, I believe that the OD practitioner will always be present in some shape or form now and far into the future. 

However, for any organizational development program to be successful, it must be embraced at all levels of an organization.  It must be recognized as a vital business necessity and not just another expendable department.  Companies are now realizing that today’s workforce has changed.  OD was created to deal with the ever changing workforce to help organizations remain productive while maintaining, if not, improving their competitive edge.  The 21st-century has a new addition to its workforce, something it has never seen before, the millennial workforce.  The millennial workforce is comprised of tech-savvy, flexibility demanding, highly educated, and very talented individuals.  Although the field of OD draws on its progression throughout history, many professionals attribute its evolution to an ability to adapt to the new workforce, new business trends and the ability to incorporate new technology paradigms to a workforce that has become more demanding and complex.  In the future the focus of the OD practitioner will be on promoting organizational global adaptability while incorporating traditional and e-learning platforms, and converting the organization an into high-performance organization that can compete in a global market.  I personally feel if organizational development programs are fully integrated, organizations can improve effectiveness, achieve goals its objectives, build capacity, and overcome challenges in the present and future business economy.

 

Cummings, T. & Huse, E. (1989). Organization Development and Change. St Paul, MN: West Publishing Company. (Pp. 5-13).

Newstrom, J. & Davis, K. (1993). Organization Behavior: Human Behavior at Work. New York: McGraw-Hill. (p. 293).

A634.6.3.RB - What are Virtues?

The virtue test concluded that I am on the right path but I could certainly pay more attention to being more clean and orderly.  While answering some of the questions, I had to disagree with some of the provided answers; however, I chose the one that most closely resembled the answer I would have chosen.  For my task, I have chosen three of Benjamin’s virtues that I can relate to in my daily life activities.

·         Order: Let all your things have their places.  Let each part of your business have its time.When it comes to order, I am a true believe that everything has a place and time.  I believe order is important when it comes to work, play, and family. Although order is good, I have often been told that I have too much order; often referred to as rigid or over structured.  I chose this virtue because I believe I am a strong enforcer of having order in my life – whether in my professional or personal life.  As I have matured, how I view order has changed.  Once work was the priority, now family takes precedence over everything.  The more mature person understands that there needs to be a balance when it comes to order, if not chaos is always around the corner.

·         Silence: Speak not but what may benefit others or yourself.  Avoid trifling conversation. This is a great virtue I hold very close to my heart, especially in today's society.  I have often been misunderstood when it comes to silence due to the fact that I avoid trivial conversation; even to the point of being called anti-social.  I try to use this virtue to my advantage in several ways.  I have learned to be an active listener, while at the same time, I use critical thinking before I act upon what I have heard.  With that being said I have learned that silence is a very powerful tool in a world filled with various methods for people to communicate with each other around the world.

·      Humility: Imitate Jesus and Socrates.  At this stage in my life, I consider myself “humble”.  I have realized that everything you have can be taken away in an instance. The definition of humility that I think really speak volumes is, “Acknowledging that achievements result from the investment of others in my life.” (Character qualities, 2013). To me, it is so important to always try and remain humble and count your blessings and to never compare your actions with others around you.  As I have matured, I try to be aware of the feelings of others, and I try to respect those feelings.

 

References:

Character qualities. (2013). Retrieved from http://www.characterfirst.com/qualities/
 

PBS. (n.d.). Ben’s 13 virtues. Retrieved from 

http://www.pbs.org/benfranklin/pop_virtues_list.html

 

 

 

 

A631.6.4.RB Transformational Strategies

I really enjoyed looking at transformational leadership from two leadership styles videos that couldn’t be more different.  In the Gallery Furniture video, Jim "Mattress Mack" McIngvale faces a situation in which cultural change was required due to internal and external situations.  Some of the changes included a shift in employee demographics.  At the same time, the local economy was having a direct negative impact on business profits, and the company experienced a devastating warehouse fire that was a blow to overall operations.  On the flip side, General McChrystal in his Ted Talks video called “Listen, Learn ….Then Lead” shares his leadership and how he had to change due to technology, global separation, and changing demographics in the Army. 

The common theme for both leaders is that they both highlighted leadership techniques that were examined in the course textbook; Experiential Approach to Organization Development.  However, how the techniques were applied and executed were different.  Jim McIngvale realized that his organization was in a desperate survival situation and needed an infusion of change to stay competitive and profitable.  His techniques were similar to that in the textbook.  He addressed the strategy culture matrix in which he analyzed several factors: (1) declining employee performance, (2) how to build on their strengths and (3) how to address their weaknesses to better benefit the individual and the organization.  His use of the transformational change process allowed him to get to the root cause of his companies failures.  He focused on various forms of training to include making contact with employees and helping them become more computer literate.  From the video, it would seem that the efforts were a good investment for Gallery Furniture.

General McChrystal had a totally different environment that he had to address.  I can personally relate to what the general was talking about because I spent 20 years in the military during the same timeframe.  He discusses the importance of understanding the changes in the way people communicate and how he (the leader) had to relearn how to communicate on different levels with today’s technology.  Gone were the days of looking subordinate leaders directly in their eyes to gage their confidence and understanding.  As he stated, “I had to learn to use video teleconferences, I've got to use chat, I've got to use email, I've got to use phone calls -- I've got to use everything I can, not just for communication, but for leadership” (McChrystal, TedTalks, 2011).

Both McIngvale and McChrystal discussed the importance of the ever changing environment and culture (the leaders, location, and mission) when considering making organizational changes. The correlation in both videos showed how leaders can make changes for the better during transformational change; even when utilizing different techniques. 

Brown, D.R. (2011). An experiential approach to organization development (8th ed.).Upper Saddle River, NJ: Prentice Hall

http://www.vitalsmarts.com/casestudies/gallery-furniture/

http://www.ted.com/talks/stanley_mcchrystal.html

A631.5.4.RB - Leading System Wide Change

In the Apple video, Think Differently, you hear words like, “rebels”, “trouble makers” and “ones who see things differently.”  These are all negative comments about people that were the catalyst for a positive society.  Just imagine the world without the contributions that these individuals made.  This video made you think adversely about people/employees who started a mini revolution.  They were forward thinkers that worked their way to the top while being able to adapt to their environment, never losing sight of the objective.  What makes these so call rebel leaders so great is the fact that they were catalysts for change.  In 2009, Entrepreneur and blogger Seth Godin did a power speech on TED Talks.  In that speech, he argued that things like the internet give ordinary people the power to lead and make big change (http://www.ted.com/talks/seth_godin_on_the_tribes_we_lead).

It’s hard enough being a leader in modern day society.  Today’s leaders must deal with many unpredictable situations; however, the one constant is the knowledge that change is the only true thing that is guaranteed.  With this understanding, what is required for a leader to be successful?  To me there is no one trait that will make a leader successful.  Author Simon Sinek (2009) describes how it is that great leaders inspire action, why some people are able to achieve things, when others are not.  In his own way, he is a rebel who wants to change the way of looking at how people approach what they do (http://www.ted.com/talks/simon_sinek_how_great_leaders_inspire_action?language=en).  It is said there is a very fine line between crazy and genius.  Men like Albert Einstein have introduced changes that still affect the entire world today.  Einstein was known as very eccentric and quite possibly crazy; however, his mathematical mind and theories will forever make their mark on mathematics and the sciences.  He was the perfect example of a leader who drove change despite what others thought about him. He was someone who stepped outside of the box to solve a problem that affected a society.

Let us put things into perspective when it comes to business and society leaders.   Not everyone in leadership positions will be considered a great leader; those who become truly transformational begin with themselves and have a vision.  I can’t say that one single leadership trait or attribute makes one successful.  The traits that come to mind when thinking of leaders of change include honesty (with oneself and others), courage (the drive and desire to go against the norm), commitment (sacrifice and servitude), the ability to inspire and relate to others, the ability to communicate with others (it serves no purpose if no one understands your message), strategic thinking (able to deal with and overcome uncertainty) and last but not least, passion for what you are doing.  When you look at today’s successful companies, their leaders emulate passion.  For example, Steve Jobs of Apple was a man that was extremely passionate about his ideas for change in the technology industry.  One could say, he gave the technology industry a needed jolt of electricity.  Some critics called Jobs a tyrannical leader that pushed his people too.  Maybe he did push hard because he had the traits of a leader.  These are just a few important traits, but in a way that is still a lot to put on one person; who would want such a responsibility.  The Apple video made a great point; leaders are the “crazy ones.”

A634.5.4.RB - Is Marketing Evil?

Do you feel ethical guidelines make a difference to marketers? Personally, I feel marketers have a different view of what is ethical and what is not ethical.  Ethical guidelines in business and our personal lives can be interpreted differently depending on the product.  As mentioned in the "Is marketing evil?" article, there are many companies whose mission it is to abide by and follow ethical practices, while there are others who take ethics lightly.  Take Camel cigarettes for example, from its origination to the early 90’s the company is well known and highly successful for advertising by using the Joe Camel image which appealed to teenagers.  The question is how far is too far when it comes to advertisement.  Anyone who has an in-depth appreciation of business history clearly understands that business ethics is a complicated and contentious subject.  The connection between doing the right thing by society standards and the ability of the business to make a profit has been studied by both academics and business leaders for years with very little consensus reached.  So exactly how should we define unethical advertising?  Well according to the website Marketing-Schools.org, some of the typical unethical practices include:

o   Surrogate Advertising –Surrogate advertising finds ways to remind consumers of these products without referencing them directly.

o   Exaggeration –Some advertisers use false claims about a product's quality or popularity.  A Slogan like “get coverage everywhere on earth” cannot be delivered or justified.

o   Puffery – When an advertiser relies on subjective rather than objective claims, they are puffing up their products. “The best tasting coffee” cannot be confirmed objectively.

o   Unverified Claims –Products that promise to deliver results without providing any scientific evidence. Shampoo commercials that promise stronger, shinier hair do so without telling consumers why or how.

o   Stereotyping Women – Women in advertising have often been portrayed as sex objects or domestic servants; trafficking negative stereotypes and contributing to a sexist culture.

o   False Brand Comparisons – Any time a company makes false or misleading claims about their competitors they are spreading misinformation.

o   Children in Advertising – Children consume huge amounts of advertising without being able to evaluate it objectively.  Exploiting this innocence is one of the most common unethical marketing practices.

How can companies balance the need to win with being ethical?  This goes back to the old adage of the end justifies the means or the means justify the end.  I believe that companies need to think about the impact of their advertising on society.  Are they really being a socially responsible organization if they place profit over ethics and the well-being of society.  Business ethics is dependent upon culture in which you live.  In Middle Eastern countries, bribery is considered an everyday practice while in the United States it is considered illegal.  In European countries, advertising partial nudity on public television and in newspapers is an everyday practice while in the United States, it would cause public outrage.  I do not feel as if there is a correct answer for this question.  We as a society would like for companies to focus on advertising a product for the consumer’s needs and by doing so develop an ethical strategy in which the company will have a win-win situation.  However, reality tells us it is not that simple.  It’s hard to stay competitive when the competitors are playing by different rules; especially in a global economy. 

Is it ethical to track your buying habits or web visits to target you for marketing purposes? Wow, what a question.  This is the type of question that can open Pandora’s Box.  Are we talking about an invasion of privacy like the situation with Edward Joseph "Ed" Snowden, an American computer professional who leaked classified information about the National Security Agency tracking telephone calls or about Facebook’s criticism of tracking site usage for marketing usage?  I think we as consumers have to be more aware of putting ourselves in positions to be tracked.  I do believe it is unethical, but I also believe there are actions you as a consumer can take.  Very few of us want a company tracking our website usage, but let be honest, many of them already do it.

As a leader, how will you manage the ethical aspects of your marketing efforts? As a business manager, I would try to keep in perspective that the customer is the most important factor for my business to survive.  I just don’t need the customer to purchase from me once; I need them to keep coming back.  If they find out that my business is unethical, they may leave forever.  One should never try to take for granted consumer intelligence or try to take advantage of them.  I will try to offer a good product.  I would only back something that I truly believe in so that when I market any product or service I can truly represent what that product does.  Authenticity goes a very long way with the consumer.

A631.4.4.RB – INSEAD Reflection

What do you see as some of the major benefits and drawbacks of self-managed teams?

To understand self-managed teams; it is important to find an acceptable definition.  Self-managed teams are a group of employees that are responsible and accountable for all or most aspects of producing a product or delivering a service.  Self-managed teams are provided an increased responsibility of ownership of the tasks they are assigned.  One of the biggest benefits of a self-managed team is the cross training developmental opportunities that occur when an individual has to fill in when team members are absent.  The decision making process normally involves less conflict between the team members because they make the decisions and agree upon how to accomplish task.  The individuals who decide on the task are the ones who accomplish the job.  The last benefit that I feel I need to discuss is team cohesion.  Self-managed teams are able to truly succeed and fail as a team, which can promote teamwork and relationship-building.

However, there are some drawbacks to self-managed teams.  One of the biggest problems I have seen is groupthink; “the go along to get along mentality” that results in an accelerated, false consensus.  Another drawback associated with self-managed teams is that the decision-making process may take longer to finalize as compared to when there is no authority figure.  One fact that must be kept in perspective is self-managed teams still require leadership.  This leader is usually appointed to guide the team through the decision-making process, acting much like a chairperson for a committee.  Last but not least is the fact that self-managed teams are prone to personality clashes and without a strong leadership presence the team can quickly breakdown.

 

Would you like to work within such a team?

Knowing my personality style, I have not always had the best experience with the concept of a self-managed team.  I am a person who needs structure, clear direction, and well established parameters.  However if it were the right group of individuals, I think it would be an interesting experience to be part of a self-managed team that relates to my career aspirations. By keeping an open mind, I feel being a member of such a team would not only enable me share my experiences, it would also allow me to learn new techniques to grow as a professional.    

 

What competencies would you need to develop to be an effective external manager of a self-managed work team?

At first I was wondering why a person needs competence to manage a self-managed team.  Then I think back to the self-managed teams I have had to assemble for special projects and I realized that self-managed teams are not without leadership.  When you really think about it, the role of the leader in self-managing teams is vital to the team’s success, because this team will be a standalone entity with a lot of self-imposed accountability and responsibility.  Without a doubt, the first and foremost skill needed is the ability to communicate clearly and concisely.  Before a team is established as a self-managed team, it must be given direction and guidance.  This is done when the external manager clearly communicates with the team and establishes organizational goals.  Once the initial communication process is done, the job of the external manager is not done.  He or she must have the foresight to delegate responsibilities to the team members and give them the opportunity to do the job they have been given.  In other words, the external managers must delegate and give the team the authority to make decisions.  Let them learn from their successes and failures.  As retired General Stanley McCrystal once said his boss taught him, “A good leader will let his subordinates fail without letting them become failures.   

 

A634.4.4.RB - Is Affirmative Action Ethical?

Despite the many strides for equality in the United States, there are still inequities between genders and races in the workforce community.  Nonetheless, approximately 97 percent of senior corporate executives in the United States are Caucasian. Still African Americans comprise 12.7 percent of the work force while only 5 percent of all professionals are African American. Hispanics hold only 4 percent of white-collar jobs but make up 7.5 percent of the work force. In 1970, women comprised only 5 percent of lawyers compared to 20 percent today.  Twenty-five years ago, the student population at the University of California, Berkeley, was 80 percent white. Today the current white population is at about 45 percent.  So before we ask if affirmative action is ethical, we must first define what it is.  Believe me; I have heard the well-spoken definition of affirmative action and the most ridiculous definition as well.  First and foremost, it is not a quota system for minorities to get jobs.  Second, it is not made to hire unqualified individuals over qualified individuals.    

Affirmative action is a US policy or program designed to counter discrimination against minority groups and women in areas such as employment and education historically dominated by white men; requiring employers and institutions to set goals for hiring or admitting qualified minorities.  Many white males may argue it is a form of discrimination, but so are bona fide occupational qualifications used in hiring.  So for the sake of argument, let us refer to it as equivalent positive discrimination.  So referring back to the first paragraph, what would the discussed demographics be if there were no programs to counter discrimination? The question is, what is truly unethical, a century-long legacy of racism and sexism against minorities or a program aimed to prevent discrimination against employees or applicants for employment on the basis of color, religion, sex, age, or national origin. 

There are numerous arguments against affirmative action programs.  Some of the most recognized include the California (Proposition 209), the Washington (Initiative 200), the Michigan (Michigan Civil Rights Initiative), and the Nebraska (Nebraska Civil Rights Initiative).  Personally, I don’t fully understand why there is such controversy, but then on the other hand, I do.  Often those who discriminate do not see the effects of their actions.  However when they feel they are discriminated against, it becomes a worthy cause.  The sad thing is this is exactly what the Declaration of Independence avowed so many years before when it stated “all men are created equal” and by the Equal Protection Clause of the Fourteenth Amendment stating that the Constitution be colorblind and neither know nor tolerate classes among citizens.”

Here is my perspective; we as a nation are still ignorant and stubborn to the intent of affirmative action.  When courses like this address controversial subjects such as affirmation action, you begin to see covert and overt hatred, the ignorance, and bigotry from peers.  I went back and read blogs from past classes in this program, and all I can say is wow.  We still have a long way to go as a nation.  So as far as I see it, affirmative action is not unethical.  What is unethical is our failure or reluctance to educate one another of the true intent of the affirmative action policy. 

A631.3.4.RB. - Feedback and Goals

I have learned over time that before you analyze an issue, you must have an understanding or acceptable definition of the issue.  For this task, the terms are feedback and goals (as related to employees).  Feedback means letting someone know in a timely manner and on an ongoing basis how they are performing, and it includes both positive and negative observations (Biswal, 2013). As an educator or as a coach, providing feedback becomes a skill that you comprehend very well.  You must know when to provide instant feedback and when to provide a long in-depth feedback to individuals.  The same process applies to how you set goals for individuals to achieve.  In his book “An Experimental Approach to Organizational Development”, Brown (2011) discusses that any one born after 1980 requires more feedback than those born before that date.  The textbook highlights the generational implications regarding the amount of feedback; specifically “GEN Y” verses older generations and their desire for more feedback.

I personally feel that most leaders do not understand the value of providing feedback or setting the right type of goals for employees and for students in the academic arena.  For the business community, I feel feedback is without a doubt one of the biggest developmental tools leaders can use today.  Good feedback provides a measurable value to the organization and its employees. This is the same for setting goals. 

It seems obvious that setting goals should be based on achievable outcomes, but from a personal perspective I have learned through research and experience that these goals should be tangible and doable (Mitchell, 2014).  Often leaders forget the simplest formula for setting goals: SMART…

·         Specific – target a specific area for improvement.

·         Measurable – quantify or at least suggest an indicator of progress.

·         Assignable – specify who will do it.

·         Realistic – state what results can realistically be achieved, given available resources.

·         Time-related – specify when the result(s) can be achieved.

When you add the SMART process with real-time feedback it enhances the opportunity for employees (especially the newer generations of employees) to become better performers and to achieve the goals you set for them.  I think one of the biggest reasons there are generational differences between employees is because of competition in the workplace and workforce today. The goal-setting theory posits that people who set goals perform more effectively than those who do not set goals no matter what generation they belong to (Merritt & Berger, 1998).

For me personally, I am not sure to what degree I require feedback, but make no mistake; I do need it.  When the situation arises in which I receive no feedback or poor feedback, I begin to question the credibility of the instructor or the supervisor.  As Brown would explain, maybe this has something to do with me fitting into that baby boomer category.  Don’t get me wrong, I want feedback; I just want it from a person who knows what they are doing and from someone whom I feel has credibility.  I desire targeted feedback and SMART goal setting.  This process has provided me with an excellent high performance work history.  When I receive good feedback I feel that supervisors value me and respect me if they are taking the time to provide feedback that I feel is meaningful, and constructive, whether it is good or bad.  Whether it's your direct report, a boss, a co-worker, or a fellow team member on a project, constructive feedback can be very useful for enhancing relationships and performance (Russell, 2012).  For me, feedback should be a continuous program for employee improvement for all stakeholders to share information about an individual’s performance.  Feedbacks allow a means for individuals to build on the things they are good at and improve on the things they are not so good at.

 

Biswal, S. (Apr 2013).  Feedback , Please.  International Journal of Management, IT and Engineering. (4)

514-521. Retrieved from http://search.proquest.com.ezproxy.libproxy.db.erau.edu/docview/1412312881?pq-origsite=summon

 

Clung, B. G. (Oct 1997): Collecting and using employee feedback. Cornell Hotel and Restaurant

Administration Quarterly (38) 50-52. Retrieved from http://search.proquest.com.ezproxy.libproxy.db.erau.edu/docview/209732455?pq-origsite=summon

 Merritt, E. & Berger, F. (Feb 1998). The value of setting goals. ornell Hotel and Restaurant

Administration Quarterly (39) 40-49. Retrieved from http://search.proquest.com.ezproxy.libproxy.db.erau.edu/docview/209697321/fulltext?accountid=27203

Mitchell, C. (Jun 2014). Being SMART with NRM Performance Goals.  Australasian Science (35) 48.

Retrieved from http://search.proquest.com.ezproxy.libproxy.db.erau.edu/docview/1540458223?pq-origsite=summon

Russell, J. E. (Mar 2012) Tips for providing employee feedback, The Washington Post (19).26.

Retrieved from http://search.proquest.com.ezproxy.libproxy.db.erau.edu/docview/929133723?pq-origsite=summon