REFLECTIVE REPORT

Professor: Dr. Nguyet Que Class: MBUS 2.3 Student: Nguyen Tien Phi Date: May 7th 2012

I.

INTRODUCTION The context for management practice includes all organization: social, business, government, religious, sporttherefore, being a manager is a big job. In order to be an effective manager, we'll want to constantly sharpen and refine our management skills. In this course, I also want to improve and develop my management skill. Flowing professors guide and read Developing Management Skills book, there are five-steps learning model is the most effective for helping individuals to develop management skills. They are skill assessment, skill learning, skill analysis, skill practice, skill application. This reflective report is one of approaches to achieve the results from learning this course. Through five topics for me to use knowledge and guideline principles and adapt these to personal style, receive feedback and assistance. There for, I can easily to transfer classroom learning to real-life situations. This report includes five topics from five different chapters. Each topic has two parts: individual answer and group reflection. I hope through this report, I can achieve the objectives of this assessment item.

II. 2.1.

ANALYSIS OF FIVE CASES Case study one ethics case studies (chapter 1 page 40-2)

2.1.1. Individual task: The Water Department had the Employee Assistance Program to provide counseling sessions for the employees. It had been successful in providing individual counseling session, but encountered problems in the team-building session. There are some reasons that the original request for a team-building workshop would not work. First reason, in the Water department had morale problem, and it is necessary to make a team-building. However, before setting the work shop, the counselor needs to find out all problems and arrange workshop reasonably. The time and information content are also important too. The employees must have time to speak out about their concern and feeling. From that, they can more chances to understand each other, their contributions make workshop more successful.

The ethical issues in the Water Department were the result of some factors: the personal differences, the poor information processes, the role incompatibility, and the environmental stress. Personal differences occurred when the employees offered varying on their expectations of relationship in a workgroup. Individual brought different backgrounds to their roles in organizations. The Water Department also encountered different rumors that had little evidences to support. This was because of the poor information processes of the Water Department. For example, one of the rumors was that the Water Department was overstaffed by 1.5 full-time employees. This specific rumor had affected the productivity seriously in the fear of sacking staff. There were other rumors and other suggestions that people assumed and repeated to others inappropriately. More seriously, the staff lacked of consultation and instruction of the changes to routine procedures and regulations We can see that two major sources of conflict: poor information processes and role confusion. Environmental stress also begins from rumors of the lack of information. In addition, there were some tensions between employees that could be attributed to personal differences. So, I with the role of investigator will propose to step to resolve that conflict. First step, we must extinguish all rumors in that department. We can set a meeting between board of chairman and all employees to let them understand strategies of department and make clear working policies, rosters. The Department must indentify and remove the overlap of duties and responsibilities between the team leader and the manager. 2.2.1. Group reflection We all know that the Water department had low working morale. And the original team-building just contributed to the low working morale, because individual had problem with team. They must have time to speak out about their concern and feeling. Unless this department resolves the conflict involved the ethical issues, team building will be more successful. Our group has the same opinion of ethical issues. They come from the result of some factors: the personal differences, the poor information processes, the role incompatibility, and the environmental stress. Among of them, two major sources of conflict appeared to be poor information processes and role

confusion. Therefore, many rumors occurs with less evidences, staff are panic and do not believe colleges and company. The team had interdependent roles. The staffs were even confused about the duties and responsibilities of the team leader and the manager because they were working on the similar tasks. Staffs are also lack of skills in dealing with differences. Stress environment contributed more sources of conflict. Through this issue of department, our group solve depend on sources of conflict. First, we should settle two major of conflict-poor information processes and role confusion. Each member chooses little different way, but has the same aims: extinguish all rumors in the department, arrange job description and responsibilities of team leaders and managers. From that, staff can easily to continue their jobs. The department will support many training to help employees more skills to deal with differences and the counseling sessions to listen to the staff comments and concerns. 2.2. Matching, self-awareness and cross-cultural management, case one & two chapter 2 page 101 2.2.1. Case one 2.2.1.1 Individual task:

In a joint venture company between the Nordic managers and the Chinese managers, the Nordic managers have attempted to develop a positive working relationship with their Chinese associates. This has led to the achievement of successful outcomes. The Nordic managers have introduced policies in ways that gave respect to age and built trust gradually over time. The policies is suitable to the Asian cultures, but not to the Nordic cultures. According Trompennaars social factor, there are some value dimensions on which significant differences occur between two national cultures. First, universalism vs. particularism, the Nordic manager aware societal rules and norms are value, but the Chinese managers think individual relationships are value. 2.2.1.2. Group reflection

When read this case, our group agrees the problem come from the different value across cultures. The special different cultural China present for the Asian

cultural and Nordic present for the European. The Nordic managers have attempted to develop a positive working relationship with their Chinese associates by introducing policies in ways that gave respect to age and built trust gradually over time. This polices make Nordic managers felt uncomfortable. According to Trompenaars seven value dimensions, I see there are three value dimensions: universalism vs. particularism, achievement vs. ascription and past present vs. future. But our group pinpoints that just two value dimensions: universalism vs. particularism, achievement vs. ascription are suitable to this case. Past present vs. future value dimensions are not direct in this case. 2.2.2. Case two 2.2.2.1. Individual task

The manager of a Coca-Cola bottling plant in China was faced with his subordinates demand to appoint their relatives to positions at the bottling plant. This was clearly against global company policy. However, attempts to argue this position were met with absenteeism and passive resistance. The problem here is prevailing in Asian countries, where cultures and norms valued the integrating of the lifes role in the family. Chinese people integrate lifes role which is valued, when the manager wants to segregate lifes role which is valued. The last one, achievement vs. ascription, the manager asks any employees who want to work at plant, need depend on their capacity not relationship. In this case, the manager understands clearly the different value in across-cultural work place. He knows his value and staffs sensitive line. From that, he builds a smart strategy to match his value to staffs value successfully. According to Trompenaars seven value dimensions, there are some personal value dimensions between two nations: universalism vs. particularism, Chinese subordinates were affected by the thought of individual relationships should be valued, contrary to them the manager societal rules and norms should be valued. Next, specific vs. diffuse, Chinese people integrate lifes role that is valued, when the manager wants to segregate lifes role that is valued. 2.2.2.2. Group reflection

There is also case of different value of two cultural values when they work together. However manger has smart strategy to mach two different values become one that keep standard of job and satisfy staff. The manager is flexible when he agrees for staff to appoint their relatives to positions in the plant, if relatives are better, they do not lose people who suitable for working. Staff will be happier to can choose their relatives but they must consider their allocated budget. According to Trompenaars seven value dimensions, Our group get agreements, there are some personal value dimensions between two nations: universalism vs. particularism, Chinese subordinates were affected by the thought of individual relationships should be valued, contrary to them the manager societal rules and norms should be valued. Next, specific vs. diffuse, Chinese people integrate lifes role that is valued, when the manager wants to segregate lifes role that is valued. In my opinion, the last one, achievement vs. ascription, the manager asks any employees who want to work at plant; need depend on their capacity not relationship. After discussing, we conclusion it is not direct impact in this case. 2.3. Work/life balance analysis chapter 3 page166

2.3.1. Individual task According figure 3.6 balancing life of activities, I spend my time 45% for work activities, 5% for intellectual activities, 20% for family activities, 0% for spiritual activities, 30% for social activities, 0% for cultural activities, and 0% physical activities. I am in the labor age now, so the time I go to work cost nearly half of my time a day. Because I need to raise myself and gain money to spend for personal needs. I try so hard to get the promotion and get respects from other, so I will increase the percentage to 50% of my time use for work. For the need of balancing between work and life, I think I will change the percentage of the other activities to most satisfy myself. Now, I recognize that I had spent too much time on social activities and friends. Therefore, Ill balance social activities and family activities with the same

portion: 20%. Then 10% rest of my time will be equal for both physical activities and intellectual activities.

2.3.2. Group reflection According figure 3.6 balancing life of activities, our group give ideal time to balance work/life. Spending 30% for work activities, 20% for intellectual activities, 10% for family activities, 15% for each spiritual activities social activities, 5% for each cultural activities and physical actives wedges. Our group members are also young in this working field. We try and spend many our life to work and can enough time to for other things like family, entertainment Through I see my image in group. We also decide to change; we should to find out the more effective way to working with slogan less time, more effectiveness. About intellectual, our group understands clearly, this segment is very critical for us in this time. It helps us broaden our knowledge, experiences, increase social activities, cultural activities. We all know that this is important and necessary base for us to develop in the future. So, 20% time of studying is reasonable. Besides many efforts of working and studying to affirm ourselves, we should balance life by many cultural activities, social activities and family activities. When we are stressful, one call from family, closed friend will make us more energy to stand up. Outside activities not also give more chance enjoy life, but also have peaceful soul to lower our life. Spirit and physical wedges are small. But we consider an indispensable part to life. With stronger, beautiful body and healthy, we are pretty confident to continue any others activities. We all recognize this work/life balance life; we discuss many activities to increase social and cultural activities like place of coffee, some place to enjoy at weekend, sport game, many different hobbies. In the past we limited ourself. Now, we can see that life is worthy and abundant. Many things are new to us and why we take it all and make our life happier than I used to. And to our group, just one issue we preoccupied that is how we practice our plan. Between thinking and real activities are different. Each people come from different environment, having different plans to accomplish it is easy to

understand. Nevertheless, we together remind our group to try and try more to get balance in work life. 2.4. Exercise in applying conceptual blockbusting chapter 4, page 218-219. Business school is operating in an increasingly competitive environment and, while an accreditation process does exit, public perception of the quality and effectiveness of business school is driven by business publication and the various ranking procedures. Substantial portion of each ranking rests on name recognition, visibility or public acclaim. While numerous other criteria are considered, name recognition is the most crucial factor in the ranking process. There for, many business schools invest a lot to become well-known by many strategies. One business school in this case also has the strategy to increase visibility. Currently, this particular school does not appear in the top 20 on the major ranking lists. They hired world-renowned architect Frank O.Gehry to design a new business school building. It is a US$70 million building that houses all the educational activities of the school. But, with this new landmark building is that so unusual, so avant-garde, that is not even recognized as a building. So, the problem I am going to solve is increasing visibility of this business school by considering to implementing this building design. Investing a large amount in building a new landmark building must to be careful. Because the budget is limited, there are possible ways to resolve this problem. The school could become better known by creating advertising programs, circulating internal publications to other business schools and media outlets, and hiring additional staff to market the school. Creating more advertising programs would improve the image of the school among the public. Circulating internal publication to other business schools and media outlets is a cost-effective and useful way. However, merely advertising the image could make the school more popular and could not replace one school in the top 20 rankings. The school could allocate the budget for a new building to improve the teaching facilities and hiring experienced and well-known professors, who may came from the 20 top ranking schools. By this way, the quality of the school can be truly recognized and the rankings can improve gradually.

2.4.1. Individual task

2.4.2. Group reflection In our group opinion, we all agree the problem of this particular school is dilemmas between build or not build this design. And to solve the problem, we give many alternative solutions. There are two kind of decision: one way to continue this design and support by marketing campaign, or change new design. If not building, they use that amount of money to implement many different marketing strategies. We can focus on team of professors, hire famous ones from top 20 business school rankings and change the way teaching and learning. Besides, let this business school become better well know by advertising programs. When I consider opinions of group, now I see clearly how important to work in group. Working together is easier to find out the analytically and creatively. Our group decides the alternative to solve this problem is implementing of building. Building it, we get challenge, of course, is that no one is exactly sure how to make this happen. However, we explain that it is a part of a strategy to increase visibility. Win or failure also gives this positive impact to this business school. The building is successful, it create new definition about building of business school than they are used to. So, top 20 is aim that this business school can achieve. Contrast to win; they lose in this field with big amount of money. It also create scandal, we can use it to let people heard this name of school. To business school, method of teaching and learning is the most critical, one building just is not face-value and this design is belong to famous world-renowned architect. So, we get big failure is impossible. After that, we depend on current situation to renew strategy to support campaign. To follow this alternative, we already set two strategy to face with issue happening. First, if building is successful, we immediately launch marketing campaign to expend the fame of building. Using it like strong point to reach top 20 business school raking. Unless we win, we have other strategy; use this scandal like step to implement other aims. 2.5. Assignment Option 1 chapter 6 page 318-319.

2.5.1. Individual task

After reading the case of Jeremy Fernandez and using the assessment model (see figure 6.7, we follow up this proceed to pinpoint plausible performance problems. Figure 6.7 shows effort as the beginning point for the model. Recall that motivation is manifested as work effort and that effort consists of desire and commitment. We can see desire of working in Jeremy. He just 35 years old, he is married and has four children. Of courses, he is burdened with family. Besides, he does not high degree and has worked one position at many companies for long time. Those things make him stronger desire to work hard. About, goals/expectation, this company accepted him because this company needed him desperately. And that time, the challenging and specific occurred; the tension in the office run pretty high some days to unbearable time pressures and the lack of adequate. Feedback did not occur; they did not conduct a formal performance review or any career counseling. Jeremy joined the architectural firm when he is 35 years old and had four children. He has been working as the draft person for 16 years for 4 companies since graduated from a two-year college course. The man came to firm with mediocre introduction from his previous employer. He had the long experience and the desire to demonstrate the ability in the new company. However, the new employer expected him as an ordinary worker in the time of the construction boom. The employer did not conducted performance review or did any career counseling. Therefore, Jeremys capability had not been assessed correctly. In addition, the extremely high workload led to unbearable time pressure. Therefore, the environmental stress has put a tension on the work of Jeremy in particular. He worked hard and consistently produced high-quality work. But his ideas were not seen high as other hotshot architect, he gained no respects for his opinion. Moreover, his salary was paid not based on the work he had done. When the outcome does not have relevant reward and do not receive the social equity, the satisfaction is negative and lead to absenteeism, illness and turnover. 2.5.2. Group reflection There are list of specific questions which was asked to identify, accurately from point his view, the obstacles to his high performance. 1. Do you agree your

performance is below expectation? 2. Do you have the resources necessary to do the job well? 3. Is a lack of training interfering with your job performance? 4. Do you feel rewards are being distributed equitably? When understand this case, we should have solution to increase Jeremy immediately. If being too late, it does not also lose this company but also damage him. We must understand his problem, reason why he loses his performance, current situation, his expectation from company. In this case, we see that two main point, we must solve priority. First, he is bored and satisfied with his job because he does not reach any recognition from colleges and company. To solve this issue, we should conduct a formal performance review and evaluation. Any staff that contributed for company in that difficult time to deserver well and he will be is one of them. Let others know his attempt. By that way, we can remove a part of his discomfort. Next, we should give him a challenge to present himself. Now he is thinking people ignore him because his lack of degree. And we see that he does not enough conditions for pursuing degree of architecture. We talk to him we will support him a chance to study and look for his performance next time. If he can reach two conditions, why not a higher position that is ready for him.