PROGRAM:

MASTER BUSINESS ADMINMISTRATOR

MODULE :
LEADERSHIP IN ORGANIZATIONS

FACILITATOR :
En. HISHAMUDDIN DAHALAN

PREPARED BY :
FAIZUL ZAKARIYA
( Matric : 805629 )

MASTER BUSINESS ADMINISTRATOR

MASTER BUSINESS ADMINISTRATOR 1

 UNIVERSITI UTARA MALAYSIA
06010 UUM Sintok, Kedah Darul Aman, Malaysia
Tel : (6)04-9283787

NAME OF FACILITATOR :
En. Hishamuddin Dahlan

This Final Report submitted in partial fulfillment of the requirements of

the Universiti Utara Malaysia for the MBA in Master Business
Administrator

MASTER BUSINESS ADMINISTRATOR 2

A Project paper submitters in partial fulfillment of the
requirements of the School of Management, University Utara
Malaysia for the Master Business Administrator.

NOVEMBER 2010

STATEMENT OF ORIGINAL AUTHORSHIP

MASTER BUSINESS ADMINISTRATOR 3

Master : Business Administrator
Course : Leadership Organization
Affiliated Center : Angkasa Training Center ( Seremban )

_____________________________________________________

I confirm that the materials contained in this project paper are my own work.
Where the words of others have been drawn upon, whether published or
unpublished, due acknowledgements have been given. I also hereby declare
that the materials contained in this project paper have not been published
before or presented for another programmed or Master in any University.

Signed :_________________ Date :________________

ACKNOWLEDGEMENT

MASTER BUSINESS ADMINISTRATOR 4

 I would like to thank Allah s.w.t for show me the way to write this
assignment. The most precious gift.

I also would like to thank Universiti Utara Malaysia for giving students
vast exposure to a real real experience of study. I will be able to apply the
skills that I have gained throughout their academic years. In addition, I can
enhance my knowledge and abilities at the companies that I attached to.

Finally, this dissertation could not have been written without

En. HISHAMUDDIN DAHALAN
who not only served as my Facilitator but also encouraged and challenged me
throughout my in-plant training program. He patiently guided me through the
dissertation process, never accepting less than my best efforts.

TABLE OF CONTENT
Details Of Student & Organization.…………………………………………………………..…..8
1.0 Cases 1 International Bank………..…….………………………………………….….9
1.1 Question 1………………………………………………………………………………..9
1.2 Question 2……………………………………………………………………..…….….10
1.3 Question 3……………………………………………………………………………….10

2.0 Cases 2 The New Boss……………………………………………………………...……..11

MASTER BUSINESS ADMINISTRATOR 5

2.1 Question 1.……………………………………………………………………………….11
2.2 Question 2.……………………………………………………………………………….11
2.3 Question 3………………………………………………………………………………..11

3.0 Cases 3 Young Leader Council…………………….………………………….…...………12

3.1 Question 1…………………………………………………………………..……………12
3.2 Question 2…………………………………………………………………..……………12
3.3 Question 3…………………………………………………………………..……………12

4.0 Cases 4 General Products Britain…………………………………………………………13

4.1 Question 1……………………………………………………………………………...13
4.2 Question 2……………………………………………………………………………...13
4.3 Question 3……………………………………………………………………………...13

5.0 Cases 5 The Parlor……………………………………………………………………….14

5.1 Question 1…………………………………………………………………….……… 14
5.2 Question 2……………………………………………………………………………..15
5.3 Question 3……………………………………………………………………………..15

6.0 Cases 6 Imperial Metal Products…………………………………………………………16

6.1 Question 1……………………………………………………………………………...16
6.2 Question 2……………………………………………………………………………...16
6.3 Question 3……………………………………………………………………………...16

7.0 Cases 7 Burgess Industries…………………………………………………………...…..17

7.1 Question 1………………………………………………………………………………17
7.2 Question 2…………………………………………………………………………..18~19
7.3 Question 3………………………………………………………………………………20

8.0 Cases 8 The Trouble with Bangles………………………………………………..……...21

8.1 Question 1………………………………………………………………………………21
8.2 Question 2………………………………………………………………………………21
8.3 Question 3………………………………………………………………………………21

9.0 Cases 9 Waite Pharmaceuticals ………………….…………………………….…...........22

9.1 Question 1………………………………………………………………….………...22
9.2 Question 2………………………………………………………………….………...22
9.3 Question 3………………………………………………………………….…....23~24

10.0 Cases 10 The Visionary Leader……………………………………..………...…..25

10.1 Question 1…………………………………………………………….…………...25
10.2 Question 2……………………………………………………………….………...26
10.3 Question 3…………………………………………………………….…………...26

11.0 Cases 11 Acme and Omega………………………………………………..……...27

11.1 Question 1……………………………………………………………………...27~28
11.2 Question 2……………………………………………………………….………….29
11.3 Question 3………………………………………………………………….……….30

12.0 Cases 12 MediScribe Corporation……………………………………..………….31

12.1 Question 1…………………………………………………………………………..31
12.2 Question 2…………………………………………………………………………..31
12.3 Question 3…………………………………………………………………………..31

FIGURE TABLE

List of Figures Page

Figure

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 s
Figure 1 Selection Table 9
Figure 2 characters Table 22
Figure 3 Linking Strategic vision & strategic action 26
Figure 4 competing values model 27

PROFILE

MASTER BUSINESS ADMINISTRATOR 7

 Faizul Bin Zakariya

6416 Jalan SJ 5/10B

Taman Seremban Jaya
70450 Seremban
Negeri Sembilan

Tel : 012-2321742
E-Mail : Faizulz @ Yahoo.com
Company : Samsung Corning (M) Sdn Bhd

Date of Birth : 08 Febuary 1976

Age : 34 Year
Gender : Male
Course : Master Business Administrator
( Universiti Utara Malaysia )

Cases 1 International Bank

MASTER BUSINESS ADMINISTRATOR 8

1)- Base only on the consultant’s summary, which of the three candidates would
you select as a leader for the group of loan officers? Discuss and defend your
decision.

Based on personality assessment, I will choose candidate F.C as a leader for the group
of loan officers due to he has :-
i)- High extraversion- sociable, talkative and make new friends quickly have a
tendency to seek out the company and stimulation of other people.
ii)-High conscientiousness- good at formulating long-range goals, organizing and
planning routes to these goals, and working consistently to achieve them. Despite
short-term obstacles they may encounter.
iii)-High emotional stability- They tend to be emotionally stable, calm, and do not
constantly experience negative feelings
v)- High Positive attitude- Key factor for successful effective leader

A.M J.T F.C

Low High Low High Low High
Extraversion X X X
Agreeableness X X
Conscientiousness X X
Emotional Stability X X X
Openness to
experience X
Attitude Positive
Self Concept Low

Figure 1 : Selection Table

MASTER BUSINESS ADMINISTRATOR 9

2)- The selection committee is more divided than before on who would be best
for the job. What additional information do you think you would need to help
you select the best candidate ?

-In my thinking this listed are best additional items to select the best candidate and I
will test on :-
1.1). Technical Skills - Able to understand the operation & able to tackle and make
tough decision.

1.2). Human Skills - Enable a supervisor to develop cooperation within the work
group - must aware of your own feelings, beliefs & attitudes toward others

1.3). Conceptual Skills - Can understand all parts of a business & how each part
contributes to the whole.

3)- How much weight do you think should be given to the personality
assessment ? Do you believe personality test can be useful in predicting the best
person for a job? Discuss.

-personality assessment are important in selection procedure, 75% organization

practicing personality test by survey. It provides a measure of how individual work
with people, approach their tasks, communicate, approach change, deal with stress.
Personalities test demonstrate little or no adverse impact, that is they generally do not
discriminate against members of protected groups or classes. Conclusion, Yes
personality test can be a strong predictor of job performance and oftentimes are
superior to job interviews.

MASTER BUSINESS ADMINISTRATOR 10

Cases 2 The New Boss

1)- Describe the two different mental models represented in this story.

-Both of them have difference creator Sam Nolan have leadership characteristic where
he believes that human intelligence that collaborates with technology to easygoing
employees job and fast run the company like linking all internal resources between
each other, easy to conduct job applicants, save time, double internal hiring, save
training costs.
But Tom Carr no talent as a leader thinking, he still stick at old management style and
he doesn't care about how his actions impact others.
-Sam Nolan- Globalization and high tech job base open minded, support team based
work, encourage open information sharing.
-Tom Carr-Stubborn and narrow minded, conservative and opposed to great high-tech
job.

2)- What are some of the assumption and perceptions that shape the mindset of
Sam Nolan? Of Tom Carr?

-Sam Nolan have good knowledge and good technical background he need t look goal
for company achievement by collaborates with system and technology but for Tom
Carr he no have technical background and he believe the old style of working like
human can manage human are the best way. Also from my assumption Tom Carr are
scare if Sam Nolan are more better than he because Sam Nolan got the advantage.

3)- Do you think it is possible for Carr to shift to a new mental model? If you
were Sam Nolan, what would you do?

-From my thinking Tom Carr mental model can be change by select him as a advisor
or group member of the project in organization that mean the idea are coming up from
Sam Nolan and Tom Carr (sharing idea) in this case can make Tom Carr are in
position, no heart feeling and full support for the project.

MASTER BUSINESS ADMINISTRATOR 11

Cases 3 Young Leader Council

1)- What personal and organizational factor might influence Rasinghe’s

decision?
-The personal factor might influence Rasinghe’s decision is he don’t want the past
experience or past time experience will be happen again to him in the future.
-The Organization factor might influence Rasinghe is top management. He started
from the bottom in away to make the top management believe and trust with his
ability he have to work hard. As a result the top management appointed him as
account manager and give opportunities to move forward as team member of young
leader council for top management level position.
If Rasinghe need go for promoted he need follow the majorities management but he
don’t want left from the council due to he need be promoted.

2)- Do you believe it would take courage for Rasinghe to vote against the motion?
What sources of courage might he call upon to help him vote his conscience?

No, Rasinghe agreed that the system was flawed, but he was surprised by their
suggestion for a solution. One member made an informal motion that in the next
apprisal every member of council should simply give every other member the highest
rating in aech category.
His gut feeling is that such a solution to the problem of the rating system would be
dishonest and unethical. But he remembers what it felt like to be an outsider and he
doesn't want to be there again.

3)- What do you think about the current rating system? If you were in
Rasinghe’s position, what would you do? Discuss.
-From my thinking it not very effective, Bias will be happen by manipulate the data
where the evaluation result given from members are not honestly. The council
evaluator is a team member were young manager come for the same purpose, same
interest to get position in top management.
-If I in Rasinghe position , although Im not agree with the system but I will decide just
follow the Top management decision due to I’m part of the management side. I need
showing where I’m capable of the task given by management.

MASTER BUSINESS ADMINISTRATOR 12

Cases 4 General Products Britain
1)- How would you evaluate Mitchell as a follower? Evaluate his courage and
style.
He is a good and effective follower due to :-
-Mitchell has the courage to serve. He can provide strength his leader .
-Motivated to follow their boss instruction, but he do not try to avoid risk or conflict.
-He can provide strength to his leader by supporting the leader’s decisions and by
contributing to the organization in areas that complement the leader’s position.
- think for himselves and carry out assignments with energy and enthusiasm.
-He committed to something outside his own self-interest.
-He is carry effective follower style, which a critical, independent thinker and active
in the organization.
-He keep ask Garrow for making change in organization, meanwhile also follow
superior instruction to prepare long proposal and data.
-So far, Mitchell experience provide 30 more pages of data, most of data are
irrelevant.
-spent weeks preparing graphs.

2)- If you were Mitchell, what would you do now?

-Be a smart good leader and maintain job as usual. Be proactive and keep job in track.
Try to get the discussion with the boss by showing collecting data as a evidence to
support and proving our statement for make the decision. Seeking ideas & opinions of
others to help him make a decision. Work together , sharing the idea and be a good
follower for the boss.

3)- If you were Garrow’s boss and Mitchell came to see you, what would you
say?

-If I am the Garrow’s boss and Mitchell came to see me, I will hear out and lessoning
the problem and issue highlight by Mitchell carefully, I will collect the info for
investigate what happening in the process. After that I will call Garrow’s to hear what
the real problem happening. Decision will make by me after get the real causes.

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Cases 5 The Parlor

1)- Contrast the beliefs about motivation held by Purvis and McCarthy.

Contrast the beliefs about motivation held by Purvis and McCarthy are :-

Mc Carthy
• Eliminated employees benefit.
• Poor rapport with staff.
• One way communication – avoid to take feedback from staff and customers.
• Single mindedly decision ( change menu ).
• No acknowledgement for staff on whatever that the staff has sacrificed.
• No gain sharing – not motivate staff to work together.

Purvis
• Pay for performance – pay Mc Carthy straight salary plus percentage of the
amount he saved for company.
• Even though busy with other business but he still follow up on the changes in
Parlor.
• Empowered employees where he consider their job and also employees
important.
• Good rapport with staff and also customers.

MASTER BUSINESS ADMINISTRATOR 14

2)- Do you consider either Purvis or McCarthy a leader? Discuss.

I consider Purvis and McCarthy are no aliment as a Leader due to :-

-Purvis are consider role as a businessman not a leader or owner of the business where
need looking the business successful and as a businessman he devote more time for
other business interest and as a Boss of course he take care their employees.
-McCarthy are egoist he just passionate to increase his earnings and target and he not
taking care about their subordinate.

3)- What would you do now if you were in Purvis’s position? Why?

I will do the discussion with my worker and get the info and true story for the
evidence.
After that I will terminate McCarthy cause of unsuccessful and bad performance as a
manager and leader for the company where make the business dropped and workers in
trouble .

MASTER BUSINESS ADMINISTRATOR 15

Cases 6 Imperial Metal Products

1)- How would you rate the communication climate at Imperial Metal products?

In my understanding company want give their appreciation to the employees by

installing lounge, it a good practice BUT the way of implementation flow are not
correct where have communication breakdown and misunderstanding among
management and employees.
Where top managers information never been sent to the employees before
implementation the improvement.
Not collect the feedback from employees before they want to implement the
improvement project on employee lounge, only base on the feedback from lab
employee.
No any representative from human resource or management assign aware employees
about the new facilities.

2)- What channels do you think top manager should use to improve
communications and both keep employees informed as well as learn about what
they are thinking?

In my thinking as top manager should choose face to face verbal communication

with arrange or organize round table meeting (RTM) with all workers and get their
feedback,
at the same time, employees can give their own opinion on the project.
Do the survey by questioning, fill up form or by company survey mail feedback
before make the decision.

3)- If you were a top manager at Imperial, what is the first step you would take?
Why?
I’m as a top manager, I will arrange employee meeting with top management Season,
This season will be arrange batch by batch to get their response and passing the
information about improvement project where implementation by company for
beneficence to employees.
I will take is to organizes a face to face dialogue with employees in Imperial.

MASTER BUSINESS ADMINISTRATOR 16

Cases 7 Burgess Industries

1)- Why do you think the experiment in team work at Burgess Industries has
been unsuccessful ? Consider the definition of teams, team characteristics and
team dynamics, and issues of leadership.

From my thinking the team work at Burgess Industries has been unsuccessful in term
of money of the pay system are not fair.

i)- Team – In one team all are need work hard together to achieve the goal or task for
meet the target. But in this case the goal given are clear to assemble complete the
garments but the man power are miss matching where skill and unskilled worker are
unbalance. New system are no advantage for the skill worker.

ii)-Team Characteristics – To many worker in one team around 30 to 35 persons to

complete the task where difficult to control and the workers are not yet common work
as a team before. No special training for train the leader in new team where can lead
the team to achieve the company Goal.

iii)-Team Dynamics – No dynamic & no have the ability to inspire other make other
want to follow the directions and work with leader. Member technical competency are
weak.

v)-Issues of Leadership - To play the role as supervisor or leader to manage other, but
in fact they didn’t understand the requirement of leader function,
The basic leader Job function should be introduced to them.

MASTER BUSINESS ADMINISTRATOR 17

2)- If you were a consultant to Burgess, what would you recommend managers
do to promote more effective teamwork?

1)-Communicate with all members of the team. Try to get to know a little bit about
everyone, as well as their specific role in the team.

2)-Ask other team members for help when you come across a problem you can't
solve. It will most likely result with someone coming up with a solution that you
had never considered. It will also encourage team members to go to you or someone
else when they have a problem, instead of just struggling with it on their own.

3)-Never shut down a person's idea immediately. This can hurt a person's chances of
ever speaking up again. It can also deter other members of the team from
brainstorming on a problem. Be supportive of everyone's ideas and later weed out
ideas that don't work with the group.

4)-Be accountable for your actions and never blame another team member a mistake
that you made. Never shut down a person's idea immediately. This can hurt a
person's chances of ever speaking up again. It can also deter other members of the
team from brainstorming on a problem. Be supportive of everyone's ideas and later
weed out ideas that don't work with the group

MASTER BUSINESS ADMINISTRATOR 18

-Remove individual competition – competition can kill collaboration. If you want
the team to work together, you need to not single out employees efforts and instead
look at team performance and team metrics
-Delegate clearly – give clear instructions so there is no ambiguity on who is to do
what and when.
-Define the reporting structure clearly – make it very clear who is in the lead
position and who is accountable and for what.
-Create group incentives for excellence – to motivate the team even more, offer
incentives that the group will receive.
-Clearly define expectations and what excellence looks like – this is a crucial step
to team harmony.
-Deal with staff conflicts immediately – don’t let conflicts fester and grow into
bigger conflicts. Deal with them as soon as possible and be consistent with your
approach.
-Promote acceptance of a variety of points of view – differences in cultural
backgrounds, ages, experience levels and educational levels, can influence the
foundations used to make perceptions and judgments. Being open minded to these
varying points of view should be encouraged.
-Encourage open, honest communication –Staff sees the reality of situations and
expect upper management to be not only aware of the reality but be able to act quickly
on any obvious problems.
-Make sure the basic resources are made available - it is hard to do a job without
the necessary resources.
-Articulate a clear vision and a code of behavior to get you there - if your vision
isn’t clearly articulated, your team will not know how the steps they take today
contribute to the big picture in the future. Your team needs to feel passionate about
the work they do. If they see that their efforts contribute to a big picture, they can
anticipate next steps.

MASTER BUSINESS ADMINISTRATOR 19

3)- How would you alleviate the conflicts that have developed among employees ?

Deal with both employees separately :-

-Acknowledge awareness that the conflict exists.
-Ask each employee how he or she would like to be viewed within the organization.
-Tell them candidly how they are viewed currently.
-Describe how the conflict affects the business (productivity, lost time, etc.)
-Ask if they are truly interested in returning to a non-conflict situation, and if they are
willing to take actions to do so.
-Describe consequences of not resolving the conflict.

• Understand why conflict occurs

• Identify the factors contributing to conflict behavior
• Learn the different styles of handling conflict
• Be able to choose the most appropriate style in each situation
• Learn how to use appropriate techniques for resolving conflict between you
and another person
• Learn how to use appropriate techniques for mediating conflict between two
others
• Learn how to cope with “Difficult People”
• Be able to prevent conflict and foster teamwork

MASTER BUSINESS ADMINISTRATOR 20

Cases 8 The Trouble with Bangles

1)- What is your initial reaction to this story? Why do you think you had this
reaction.
A leader not fully understands the culture of India about important of bangles for
Indian girls. Look like leaders are very rude and racist.
Solution:-
Management need do the right thing, Management are need do the round table
meeting with committee members before implementing the rules. Explain details why
company are strongly not allowed worker wearing bangles. This is related to Safety
purpose. All the workers are need to follow the company rules and regulation.

2)- Base on this limited information, how would you rate this organization in
terms of developing leadership diversity ? Discuss.

From my view and understanding Diversity-leadership means recognizing that

cultural preferences differ and adapting strategies and processes that work for more
group members.
1. All people are created equal in term of working or rule and regulation purpose.
2. Direct communication is the best solution.
3. Change is essential to progress.
4. Conflict is inevitable in group settings.

3)- If you were a top manager at this company, how would you handle this
problem ?

If I’m’ the top manager of this company I will arrange the meeting with all parties
sitting for discussion, get the solution. In safety purpose are no compromises. To
implement, practice and maintain safety and health rules and regulation all must be
followed and obedient. Companies are care about all the workers. All level must
follow from the top until the bottom.

If still not get the solution I will give the option for sign the agreement letter who still
want wearing the bangles any accident happen will be your own risk.

MASTER BUSINESS ADMINISTRATOR 21

 Cases 9 Waite Pharmaceuticals

1)- How would you explain the board’s selection of standard system ?
Small local consulting firm but have potential

• Well known as primary for helping small companies

• computerize their computing system.
• Have experience in work related to knowledge-sharing
• applications, particularly on global basis.
• Standard Systems also have some limited experience in
• more complex application.
• Have excellent manpower and good reputation.

2)- Discuss the type, sources, and relative amount of power for the three main
characters in this story.

REFERENT
1.JAMES POWER
HSU • Doesn’t have
2.AMELIA LASSITER • Have this power
3. LUCY LEE
• Have this this power • Control the
power
TYPE OF POWER •• NoDoesn’t have
Political •dependency
Political
SOURCES OF LEADER
• Politics dependency
approach • Control all
approach
POWER approach – •• Not
Notuse
control the •information
Use her position
INTERDEPARTMENTAL
impression information
legimate power to legitimate power
DENPENDENCY
management • No expert power
• Have expert
• Control the
LEGITIMATE POWER – inexperience
power because
• power
Authority have knowledge &
CONTROL OVER
using formal skills by doing her
INFORMATION
position in an own research on
• Have the
organization the project
EXPERT POWER control
• Lack of
expect power
Figure 2 : characters Table

3)- How might Lassiter have increased her power and influence over this
decision ? If you were in her position, what would you do now ?

Lassiter can increase her power and influence over this decision by applying 7 habit
method :-

MASTER BUSINESS ADMINISTRATOR 22

habit 1 - be proactive
This is the ability to control one's environment, rather than have it control you, as is
so often the case. Self determination, choice, and the power to decide response to
stimulus, conditions and circumstances
habit 2 - begin with the end in mind
calls as the habit of personal leadership - leading oneself that is, towards what you
consider your aims. By developing the habit of concentrating on relevant activities
you will build a platform to avoid distractions and become more productive and
successful.
habit 3 - put first things first
calls this as the habit of personal management. This is about organizing and
implementing activities in line with the aims established in habit
habit 4 - think win-win
calls this as the habit of interpersonal leadership, necessary because achievements are
largely dependent on co-operative efforts with others. He says that win-win is based
on the assumption that there is plenty for everyone, and that success follows a co-
operative approach more naturally than the confrontation of win-or-lose.
habit 5 - seek first to understand and then to be understood
One of the great maxims of the modern age. This is habit of communication, and it's
extremely powerful. Simple and effective, and essential for developing and
maintaining positive relationships in all aspects of life.
habit 6 - synergize
This is the habit of creative co-operation - the principle that the whole is greater than
the sum of its parts, which implicitly lays down the challenge to see the good and
potential in the other person's contribution.

habit 7 - sharpen the saw

This is the habit of self renewal and it necessarily surrounds all the other habits,
enabling and encouraging them to happen and grow.
Interprets the self into four parts :-
the spiritual, mental, physical and the social/emotional, which all need feeding and
developing.

MASTER BUSINESS ADMINISTRATOR 23

I will apply the 7 Habit for asserting leader influence approach if I in her position.
Don’t give up and be proactive and professional.

Cases 10 The Visionary Leader

1)- How effective would you rate Coleman as a visionary leader? Discuss.

Coleman are very effective a visionary leader due to :-

MASTER BUSINESS ADMINISTRATOR 24

A visionary may dream wonderful visions of the future and articulate them with great
inspiration. A visionary is good with words. But a visionary leader is good with
actions as well as words, and so can bring his vision into being in the world, thus
transforming it in some way. Visionary leadership is based on a balanced expression
of the spiritual, mental, emotional and physical dimensions. It requires core values,
clear vision, empowering relationships, and innovative action.

The Objective is to increase workplace efficiency by controlling elementary

problems with workplace education tools. Workplace education finds efficient ways
to get jobs done.

The Goal - The goal in any task is to get the job done. Leadership style controls
efficiency, which controls competitive value of product or service, which determines
the winner.

Leadership Innovation – Today, fast growing organizations are built on leadership

innovation, that is, they are not built by product visionaries but by social visionaries
— those who invent entirely new ways of organizing human effort.

2)- Where would you place Coleman on the chart of types of leaders in Exhibit
13.8? Where would you place Deacon?

MASTER BUSINESS ADMINISTRATOR 25

I will place Coleman as the effective Leader on the chart given because he has ability
as a vision for transforming Hi-Tech into world class manufacturing facility, it head
straight for a Visionary leader.

I will place Deacon as the Doer on the chart given because he has ability as a good
follower to Coleman and he work so hard for the project and well understood about
the importance and rationale underlying the vision he Inspired the employees about
what they and company will get as well as the aircraft industry.

3)- If you were Deacon, what would you do?

-If I am a Deacon, I will make a meeting with Coleman and discuss to find solutions
how and what kind of strategic action possibly be executed before Deacon’s team and
to make it worst other employees’ trusts towards the organizational change
diminished. Helping Coleman to find his best way to execute the plan.

Cases 11 Acme and Omega

MASTER BUSINESS ADMINISTRATOR 26

1)- Using the competing values model in Exhibit 14.3, what type of culture
(adaptability, achievement, clan, bureaucratic) would you say is dominant at
Acme? At Omega? What is your evidence?

Dominant at Acme is Bureaucratic Culture where Acheme had detailed

organization charts and job descriptions. They believe that everyone should have clear
responsibilities and narrowly defined job, which generates efficient performance and
high company profits. Employees were generally satisfied with their jobs, although
some managers wished for more empowerment opportunities.
Bureaucracies employ a system of delegation down these hierarchies. Employees use
discretion only within delegated limits. Job roles are defined formally (often in
writing) by profiles of task responsibility and /her authority - scope of discretion to
act. An organisational principle is that job responsibilities require equivalent authority
to carry these out. But authority comprises:-
-formal (job) authority - others know your responsibilities and their reporting
relationships
-personal (interpersonal) authority - secure others co- operation
-resource authority (hours, staff, budget, rewards) for the task
-expertise authority: having the skills, knowledge and experienceto carry out the
responsibilities.
-The authority of language and hetoric which may be difficult to argue against as all
seems so plausible.

MASTER BUSINESS ADMINISTRATOR 27

Though posts are hierarchical with successive steps embracing all those beneath it -
problems of role ambiguity, conflict & overload frequently occur. Delegation is a
complex process reliant on managers' ability to communicate well with subordinates
and obtain common perception of job Requirements (so too with colleagues with
whom the post interfaces).

Dominant at Omega is Clan Culture where Omega an open and friendly place to
work where people share a lot of themselves. It is like an extended family. Leaders
are considered to be mentors or even parental figures. Group loyalty and sense of
tradition are strong.
There is an emphasis on the long-term benefits of human resources development
and great importance is given to group cohesion. There is a strong concern for people.
The organization places a premium on teamwork, participation, and consensus.

Omega president encouraged people to communicate face to face. Make sure

everyone understands what they doing and listening suggestions. Concerned with
employee satisfaction and wanted everyone to feel part of the organization.

2)- Is there a culture gap? Which type of culture do you think is most
appropriate for the newly merged company? Why?

Yes, there are Culture Gap. From my thinking Clan culture are most appropriate for
the newly merged company due to In the values matrix Collaborate (clan) there is an

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inward focus with concern for integration. However, Collaborate (clan) emphasize
flexibility and discretion rather than the stability and control of Control (hierarchy)
and Compete (market) organizations. This basic understanding affected the way that
companies structured their companies and approached problems Their Collaborate
(clan) organizations operated more like families—hence the name—and they valued
cohesion, a humane working environment, group commitment, and loyalty.
Companies were made up of semi–autonomous teams that had the ability to hire and
fire their own members and employees were encouraged to participate in determining
how things would get done.
An open and friendly place to work where people share a lot of themselves. It is like
an extended family. Leaders are considered to be mentors or even parental figures.
Group loyalty and sense of tradition are strong. There is an emphasis on the long-term
benefits of human resources development and great importance is given to group
cohesion. There is a strong concern for people. The organization places a premium on
teamwork, participation, and consensus.

3)- If you were John Tyler, what techniques would you use to integrate and
shape the culture to overcome the culture gap?

I will keeping in mind that the provider company has a different way of solving
problems and doing business, should set a few rules from the start. For instance :-

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• In some cases there might be a conflict regarding who’s responsible for the final
product’s quality. I have to clarify the responsibilities and role of each party involved,
from the very beginning.
• Establish the cross-team, cross-organization and inter-organization reporting roles.
Also I have to determine how often reports are to be made and to whom.
• Keep in mind that some cultures, might not feel comfortable reporting problems, or
giving bad news.
This is why I should realistically define success, and give clear measurements for it.
Also,
every success you register, as a team, you should make it as public as possible, not
only to reassure customers, but also to breed enthusiasm

Cases 12 MediScribe Corporation

1)- Why do you think employees are reacting in this way to the study?

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My thinking employees reacting badly to the study due to their stressed out and
exhausted after being treated like “guinea pigs” for the three days. They not get fully
explanation and not fully understanding what purpose of the study.

2)- How could leaders have handled this situation to get greater cooperation
from employees?

-Realise the value of effective employees’ cooperation and collaboration, motivation

in the
workplace. Before implementing a change.
-Leaders should be able to understand employees’ attitudes
As leaders, leaders should guide and direct employees along the organizational
change process, be aware of importance of employees’ motivation to proceed with
change, and be receptive to new ideas that come from employees.

3)- If you were Ramona Fossett, what would you do now? What would you do to
implement any changes recommended by the study?

Leaders should continue to communicate with employees about the change

implemented. This will
promote an open exchange of ideas and information among all parties
We can conclude that before the change occurs it seems important for leaders to have
thorough
analysis of the implementation of organizational change to be able to determine to
what extent the change is beneficial to both company performance and employees.

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References

-www.Thomsonrights.com
The Leadership Experience Fourth Edition
(Richard L.Daft with Patricia G. Lane ) copyright 2008

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