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In this report, I have identified a leader back in my own country, India. He is a very good friend of mine. I interviewed him telephonically and after about one hour of conversation, I received very good results and answers from him. Hopefully, I can convert and adopt those qualities in my attitude.
I interwied Mr. Ravinder Bishnoi who is a leader cum owner of two franchises of stocks. So, literally, he is a stockist at two shops which are biggest in the city. Ravinder has stock of medicines and those medicines are from top companies of India like Cipla, Ranbaxy etc.
Mr. Ravinder found his interest in business when he was 16 years old due to his father's interest in business news and keeping himself up to date. Then, due to his interest, he completed bachelor in business management and now he has pity good knowledge to run these two franchises effectively.
From my selected questions and according to requirement of given assignment, I found out following information about this leader.
A. Leadership Concepts
Behaviours: - According to my interview conducted and my past life spent with this human being, I figured out that he has following behaviour qualities in himself and these are : -
He is pity funny guy.
He used to being nice and to the point all the times.
He gives values to other's point of views and ideas.
And sometimes, he behaves politically as well.
He behaves according to situation.
Traits: - Again, as I interviewed him, I figured out that he has many traits and also these traits are important to have as a leader.
Skills: - As figured out, Mr. Ravinder has some special skill which I never seen in anyone, I know. Some of the skills, I got to know through the interview, I conducted. So, skills that Ravinder has, are: -
He used to vision out problems very soon and get their solutions as well.
Great communications skills: - Sometimes, it surprises me that how can he has so good communication skills. As, I have seen many of his friends even like to share their personal life as well and I was one of them, when I was in India.
He has a good skill of persuading as well. He just needs 10-15 minutes to persuade anyone to say yes to run his business at higher heights.
He has the ability to convert anything to his favour, somehow.
Attitudes: - If I talk about his attitude, he has some special attitude that can be seen easily but believe me, it's not so easy to adopt personally.
As I mentioned before that he is a funny guy who likes to have fun even during the intervals of his work.
He is pity much open minded and political as well. He always ready to listen to anyone's point of view and looks for good ideas.
Always has the attitude that anything is possible and can be done by any possible means.
He is also atheistic.
Knowledge: - He got good knowledge in many aspects and areas.
Good business knowledge: - Mr. Ravinder has got very good knowledge of business. He can handle business very effectively as he always looks for some chances to grow his business. In relation to business, he has knowledge of 'how to run a business effectively' and 'how to keep it running' etc.
Good market knowledge: - He has a deep knowledge of the market sales. He knows that which product is getting good sales in which part of the city.
Excellent communication knowledge: - This is the knowledge that he knows how to persuade anyone. As I know him personally as well, I can tell you the reason behind his knowledge and that is reading skills. He has read book of Khera. i.e. You Can Win
Knowledge of competitive wholesalers and stockist: - He knows his competitive rates of products, their hired companies and their market area as well and he use d to change some structure as well but only sometimes. As he believes that completive thing should be when we are near to the top of others and it is used to maintain our position at the top.
Situational factors of Leadership: -
There are different levels at which a business used to manage like below given in descending order: -
As we say, there are many possible levels of an organisation but my selected leader's organisation is small and in total 9 workers are working under tow stock sales hops in to different areas of a city and it has following managing levels: -
6 Lower Staff: - In total, there are six lower staff in tow franchises. Three in each franchise working as distributors. They used to collect products from company, maintain in the shop and distributes further to the retailers.
Two Assistant managers: - One in each shop. This is the guy who maintains all paper work of the shop. He receives orders from retailers and gives further order to the company and gives direction to his four workers to do their work effectively.
One manager: - There is one manager who used to mange two assistant managers and he is the guy who is directly under the control of leader (Ravinder).
So, this is the level of the management in this organisation which can also be describes with the help of the following model: -
Business life cycle: -
Now, let us discuss the current stage of Ravinder's business. As we know, every business has a life cycle and its life cycle at some times. Following given chart is explaining it in more detail: -
In any business, if we want to find out the current stage of its life cycle, we need to have data related to sales. This is the easiest way to find out the business's life cycle stage.
And during my interview, I had a chance to figure out the sales of Ravinder's business he said "My business sale is growing as compared to the last year sales and even last month sales but not at a higher rate.
So, according to the shown graph this business is at growth stage or more deeply at the starting of the growth stage.
This organisation has a definite strategy to look up and that is given with vision, mission and purpose of the organisation below: -
Vision: - Excellence in providing services to customers as a stockist.
Mission: - Mission is growth as a stockist
Purpose: - To become number one stockist in sales and services in the whole country and high quality services.
Strategy of this organisation is to serve their customers (consumers) at their best because if they would be happy then so this organisation will be.
Secondly, he used to do SWOT analysis of this organisation at regular basis to deal with weaknesses and go for new opportunities.
There are many stakeholders that this organisation has and which are: -
Managers, Management staff, staff, Consumers, Customers, Suppliers, Companies or any other organisation attached.
Reflections on me: -
This leader (Ravinder) has a nice reflection on me. As, I mentioned before, he is a funny guy and nice hearted person, he is of this nature.
But in a business when some mistake or downfall comes, it is bit hard to maintain this type of nature or may be not so easy to bring changes in the business but he does it very well and approximately in a perfect way.
I have so many things to learn form as a leader.
Leadership style: - His leadership style is transformational as he motivates his own team members and no need to mention that his base of leadership is his communication skills and he is a goal oriented person. In the end, who analyse where we are and where we planned to be.
Lessons I have learned from him: -
Here are few lessons that I have learnt from him:-
Communication skill: - Good communication skill is the thing that is required to have great leadership skill like he has.
Goal: - There should be specific definite goals before we start and mean while and approx in the end, we should analyse what we have done and where we were wrong like in SWOT analysis.
Do everything in a nice way and take everyone with you.
Part - B:-
(I) Change model - I: -
John Kotter's 8 - steps change model: -
This model gives detail information about the process of change management.
It also includes internal factors into consideration like personal factors, emotional factors.
This model is bit hard to understand and same as to apply in the business.
It is not so serious about goal and its objective of the organisation as Lewin's model does this.
Change Model - II: -
Lewin's change management model: -
This change model is so simple to understand and so easy to manage.
It is a very rational and goal oriented model.
It doesn't take personal factors in consideration as they also affect the change process.
This doesn't give complete information about the process of change as John Kotter's model gives.
Change Model - III: -
McKinsey 7S Framework: -
It consider into all parts of the organisation.
It can be applied to elements of a team or projects as well.
Practically speaking, this process is bit lengthy and not so easy to use when we need quick decision.
It is not so easy to remember to take in practice.
B 1 (ii)
Steps of change model: -
To explain the steps includes in the change process, I am using John Kotter's 8 - steps change model.
As there is only one thing constant in this world and that is change itself. So, it is pity important to understand these steps and follow these steps to have a powerful and successful change.
So, steps are: -
Create Urgency: - As a leader, we have to create urgency in the mind of employee.
Form a powerful coalition: - After creating urgency, it is important to convince others that this change is a necessity and explaining not having the drawbacks of change.
Create vision for change: - A clear vision will help to understand that why we are working.
Communicate the vision: - Communicating vision will help in motivation and knowledge regarding goal.
Remove obstacle: - If there is anyone who is resisting change, he/she should be treated as an obstacle.
Create short-term wins: - To celebrate and have good time while we achieve our goals.
Build on the change: - Keep making improvements regarding new concepts.
Anchor the changes in corporate culture.
There are few suggestions that can be given in order to use John Kotter's change model.
One thing will be always there and i.e. hard work. We have to work hard and keep looking for improvements.
Secondly, proper foundation and because of that implementing change would be much easier.
We have to have patience.
Every step of this change model is as important as the other steps.
Be careful during the process and after the process of change because there would be some pshcychological issues to solve.
During the process of change, we must consider some cultural issues and they could come an end point without considering them.
Personally, I feel that creating short-term wins and celebrating them with staff member is an important step for motivation and we know that great motivation can move a paralysed person as well like a miracle.
After going through each very carefully and in enjoyable way, then in the end, we can sit back and look the effect of that change and enjoy while having feedback.
Six reasons why people resist change: -
As there is a change process is going into the organisation and things need to change which they are having from last 15 years.
It will be important and helpful for new leader to understand that.
Why do people resist change: -
There are few reasons which are given below: -
Fear: - I personally believe hat this is the main reason behind the resistance of change into people mind.
They have fear of losing money, network, power control, status.
Generally, approximately everyone is against or negative whatever is new or different.
A person and an individual doesn't show interest in that new idea or change because that person already has few goals in his/her life.
That individual does not understand the result of that change.
Trust issues can also come acres while you are representing that change process.
Everyone has a touting and they all do everything according their habits. It is really hard to break the cycle of continuousness.
B 1 (IV)
I would like to recommend Lewin's change management model. This model has following three stages which explain the process of change: -
Unfreeze: - Unfreezing involves steps to determine
What type of chance is required
Why we need it
Create the need of change in other's and owns eyes
Change: - This stage involves the communication of change idea or process and involving people in the process. It is also important to remove obstacles.
Refreezes: - In this final stage, we develop number of ways to sustain the change and that can be done by keep looking for improvements.
Providing support and training can also help in refreezing.
I recommended this model due to following reasons: -
Lewin's model is so simple to understand.
This model also so easy to manage within an organisation.
This model also explains how to develop confidence in unfreezing stage and why to do that.
There are few advantages and some disadvantages of this change model explained below: -
Advantages: - some advantages of Lewin's change model explained below: -
It is so simple to understand due to just three understandable stages.
Lewin's model is very rational, goal and plan oriented.
If we use this change model, it's so easy to manage within an organisation.
Disadvantages: - Some disadvantages of Lewin's change model explained below: -
It doesn't take personal factors in consideration as they also affect the change process.
This doesn't give complete information about the process of change as John Kotter's model gives.
It makes rational sense for change management.
Role of the leader I this form of change: -
This model needs a special/unique type of leadership style and i.e.
Task - oriented leader: - This is the leadership style which is totally task or goal oriented and so as the change model of Lewin's.
About this leadership style - 'Task oriented leadership style' concept was given by Fiedler in 1967 and modified by Rowly and Roevens in 1999.
They said that his type of leader focuses or concentrates on the specific tasks to get the already settled goal.
Four example of change strategies that colleague adopts : -
There are few strategies which can be used by colleagues during the process of change: -
Communication Strategies: - As there would be some change in process. So, employees should have good communication within the organisation between staff and management.
It can be done by
The corporate intranet
Through a notice board
Staff forums for the CEO
Asking help or training from higher staff: - Colleague or employee should ask for help. There is a change going on, there would be some doubts in heir mind which should be clear before they do any work. So, ask for help and make things clear in mind.
Try not making mistakes and improving continuously: - Employee should have faith/trust in their leader. After all information being communicated, they should try not to make mistakes and improve their mistakes continuously, we know, there would be some mistakes anyway.
Keep ourselves motivated towards the change and give regular feedback: - Employee should keep them motivated towards the change and they should keep giving feedback to higher management about new change.
I have chosen Bill Gates and Mohammad Ali as leader ad leader II
Bill Gates: -
Bill gates is co-founder, chairman and chief executive officer of Microsoft Corporation.
He has a very unique leadership style which business would have never seen before.
In a leadership model, their position was like good delegates which have a belief in talented workers. He would appear in that position because he likes to hires only brightest talent available in the market and never wants to given up on them.
Bill gates has two form of power which are following: -
Positional power: - this power is also called legitimate power. I is the power of a person because of the current positions, he/she holds and duties he/ she has.
Referent power: - This is second power that bill gates has over their staff/ followers.
Coercive Power: - It involves punishment and withhold of rewards to influence compliances.
There is few factors that may have inflected their enhancement of love leadership and factors are: -
Intelligent - He has great believe in intelligence and belives that he can achieve anything from his intelligence.
Passion - He has an interest in IT (computers) and he got to know this at the age of 13. He was so passionate about software.
These are those few reasons which have affected leadership of Bill Gates.
Organisation of Bill gates is of course very well known and that is 'Microsoft'.
It is an IT based company and it has its own products worldwide. It has product like window XP, window7, MS office 2010, window explorer 9 are world famous and being used by almost every pc user.
This type of organisation inflected their leadership as: -
There are so many innovations that have made during last 20years and so many yet to be made.
May be this need of innovation poured a characteristic in Bill Gates nature.
Their customer needs is the main key towards their services and products.
Muhammad Ali: -
He was the only professional boxer to win the heavyweight boxing championship three times.
His passion as a leader in leadership model was like a Charismatic leader. He has a great house of energy and he had the ability to convey that energy to his team members and spectators and not surprisingly to his opponent as well.
This type of leaders are really committed to their work and goals.
Why is he has such position in leadership model is actually not a tough question.
As we, all know that he was the greatest ever indiviual to has great quickness energy and stamina that no other man ever had before.
Forums of power: -
Muhammad Ali had mainly one power as his own over other's mind and i.e.
Referent power: - He had referent power that is tally based on abilities of an individual to attract others and build a feeling of loyalty in others. It all based on their chrisma and interpersonal skills.
There is only few factors that have influenced his enactment of leadership: -
Beloved of Allah: - he had a deep belief in Allah and he was inspired from activist Malcolon X.
He had an impression like "Float like a butterfly, sting like a bee".
Passion for his work and goals
Muhammad Ali doesn't have any organisation but he had an area and that is boxing.
Boxing was his passion and his life. Nature of the area is energetic, hardworking, passionate, and determinate and these all qualities, he had.
He had hard - working spirit in his life and he was ready to do anything for his passion.
Evaluation and comparison:-
As I mentioned,
Bill Gates was like a good delegate/ task- oriented guy in the leadership model and Muhammad Ali was like a charismatic leader.
Both had a great passion for their own trades or areas.
Both had some special qualities due to that they have that special type of leader position in leadership model.
Form of power: -
As I mentioned earlier, Bill gates had three types of power that are: -
But Muhammad Ali has one power but it is similar to that Bill Gates had i.e. Referent Power. So, I think, Bill Gates was better as compared to Muhammad Ali's power in regards to leadership.
Both have some characteristic or factors which are responsible for their enactment of leadership style.
Bill Gates has characteristic like intelligence and passion while Muhammad Ali has believed to Allah and passion for his work like Bill Gates.
Bill gates's organisation's nature is demanding and need innovation and that he did while Muhammad Ali's organisation's nature is passion, hard work and determination and these are the same qualities that Muhammad Ali had and that's why both earned what they had today because they did what they wanted to do and IN the final analysis, they got what they WANTED.