“Leadership Vision is the art of seeing the invisible.” —by Jonathan Swift (1710)

 

“Leadership Vision is the art of seeing the invisible.”

—by Jonathan Swift (1710)


“Where there is no vision the people perish.”-proverb

“If you want to build a ship, don’t herd people together to collect wood and don’t assign those tasks and work, but rather teach them to long for the endless immensity of the sea-Vision.”

— Antoine de Saint-Exupery

“Leadership is the capacity to translate vision into reality.”

— Warren Bennie

Don’t underestimate the power of a vision. McDonald’s founder, Ray Kroc, pictured his empire long before it existed, and he saw how to get there. He invented the company motto — ‘Quality, service, cleanliness and value’ — and kept repeating it to employees for the rest of his life.”

— Kenneth Labich

Leadership Vision Model-

Above figure adopted from http://www.picstopin.com

Great leaders have great vision with great dream–

Nation great leader Nelson Mandela was incarcerated for 27 years in Africa, Nelson Mandela spend almost quarter of his life in Jail, never give up his dream or losing focus of his vision.   Nelson Mandela’s own word, “everyone can rise above their circumstances and achieve success if they are dedicated to and passionate about what they do” (Nelson Mandela, 1980).

There are lot of leadership qualities are learnt from great leaders such as Steve Jobs, Bill gates, Warren Buffet, most of the qualities are summed up below-[Robert p Miles (2004)]

• Great leader never swim in Well, ‘they do not play small’….
• They want to be benefits covering not only Nation but also spread throughout World…
• Great leader having courage, courage will never die if leader might die…
• The great leader capable of defeat and conquer the fear, before fear attacking the leader……
• Great leaders are role model, they not only inspires others but also bring changes in other life….
• Great leader are humble-Great leaders practice humanity….

Great leader Mr Warren Buffet’s Management and leadership vision for his company-

Warren Buffett is always humble to build the qualities of excellent leadership. Warren Buffer talks about the trust and mutual respect between all levels of management.  Warren Buffett said that “provide the overall vision of where industries might be going, and then acquires good companies that have strong business executives to help shape and execute the vision” (Warren Buffet, 2006).

Mr Buffett’s management style involves and bringing opportunities to CEO’s of his companies participate in visionary discussions and bringing things which are most headed.  Warren said that “realizes inputs from trusted colleagues are invaluable, and encouraged and the same time principal applies to all sizes of companies, and all good leaders surround themselves with very knowledgeable people to participate in shaping the vision”(Warren Buffet, 2006).

Success of executives lies with ability to have proper vision. Vision defined as, “unusual competence in discernment or perception, or intelligent foresight. Many people claim to be visionaries, and history has proven most people don’t have that ability” (American Heritage, 2004)

A good leader with vision understands that how much risks could be taken to go hand in hand with desired vision. Having proper vision and not having the courage to achieve it or to follow on vision is certainly couldn’t reach success ladder edge. (Wahba. P 2008)

The old cliché “no risk, no reward” and “no guts, no glory” are all part of the complexities of taking vision and following through until reaching it.

Warren Buffett is perfect man with vision. Bill Gates is another example, and John Chambers, the CEO of Cisco Systems is starting to demonstrated vision, proved excellent business executive. (Kotlyar, 2007)

Meg Whitman, the CEO of eBay proved her ability and proper vision achieved through both good and bad times in the business. (Kotlyar, 2007)

My Strengths to be leader in Banking Industry-      

                            

Banking business and industry knowledge-To be successful leader in Banking Industry it is essential to have knowledge of banking business.  I have studied the Banking business and also analysed the skill required by managers to handle the day to day business transactions.

Self-Motivation-

I am dedicated and self-motivated to achieve the desire goals required by business.  It is an essential tool to achieve the long term goals and objectives.

Area to be develop as a leader in Banking Industry-

Marketing skills-

Business can succeed without good marketing channels, promotional and advertising; an effective communication should flow towards target market and needy customer.  Good marketing plans and promotions skills are highly recommended for success of banking business.

Proper Vision-

All business have built plan, goals, vision, vision is not enough, and courage to turn vision into a success is smart leader.

Customer and vendor relationship-

A good long term relationship enables the business to flourish and good supplier and distributor is central key to entrepreneurial success.

 

Leadership skills developed, progressed through MBA–

<Figure adopted from Google images>

Warren Buffet video on Youtube interviewed by CNBC- Topic ‘Leadership Vision’,

Please click the link below-

Conclusion-

Whatever the a leader wanted to be achieved it can be done with cooperation of people and also proper long-term vision to be applied, with proper guiding, training to people, with creating peace and harmony, equality in work, committed to work with democratic rule, improved performance and better working environment.

References-

Mullins, J.L. (2013), ‘Management and Organisational Behaviour’, 10^th edition. Leadership Effectiveness, pp.394-396

Kotlyar, I., & Karakowsky, L. (2007). Falling Over Ourselves to Follow the Leader. Journal of Leadership & Organizational Studies

Warren E Buffett, CEO Compensation. Forbes. March 30, 2006. (Online) Available at <http://www.forbes.com/fdc/welcome_mjx.shtml> Accessed on 01.03.2014.

Wahba, Phil (September 17, 2008). “Bill Gates tops US wealth list 15 years in a row”. Reuters. (Online) Available at <http://www.ibtimes.com/worlds-richest-people-bill-gates-tops-forbes-billionaire-list-2014-aggregate-wealth-reaches-64> Accessed on 01.03.2014

Robert P. Miles (2004). Warren Buffett wealth: principles and practical methods  Accessed on 01.03.2014

Mandela, Nelson (1994). Long Walk to Freedom: The Autobiography of Nelson Mandela. Randburg: Macdonald Purnell. p. 438.

Robert Greenleaf, the Servant as Leader (Minnesota: The Robert K. Greenleaf Center, 1970)

Stephen R. Covey, Principle-Cantered Leadership (New York: Summit Books, 1992)

 

“Live one day at a time emphasizing ethics rather than rules”. Wayne Dyer

 

 “Live one day at a time emphasizing ethics rather than rules”.

Wayne Dyer

“Ethics knows the difference between what you have a right to do and what is right to do”.

By Potter Stewart

“Ethics is in origin the art of recommending to others the sacrifices required for cooperation with oneself”.

By Bertrand Russell,

The Globalisation of business has raised questions of applying ethical values to the different cultures and societies in which organisations running.  A code of ethics needs to be translated into reality through training and support from the top. (Phillippa Foster Back, Director, Institute of Business Ethics, 2012)

Based on the research conducted from last decade, several researchers in America concluded that Americans do not believe people in higher positions ethically sound.  Researcher study concluded that 55% of American public believes majority of business executives are dishonest, it’s nothing but white collar job crime in America.  Even studies proved that executives themselves bend the policies and rules set out, to go ahead. (Boatman S.A, 1997)

More over one person ethical act is different from another, it is very difficult to show and implement the ethics behaviour, and one person ethical behaviour qualities are vary with others. (Josephson, Institute of Ethics, (2004))

In Indian banking Business, the most powerful woman is Chanda Kochhar, ICICI Bank’s Managing Director, highest paid women MD’s in India.

As per Chanda Kochhar, “leaders are continuing in way of growing and learning every day of their business life”.   She found that “truth beyond the truth”; “others should also accept it and find out the proven facts coming out from what we did and what we are going to be”.  She said that “A true leader will consider world issues and ponder on what he or she can do to help, a full ownership and responsibility for his/her actions, words, conduct, behaviours’ etc. and that made the leader”  Thus leaders that came in all shapes, sizes, forms, backgrounds, Ethical Groups, and so forth (chanda Kochhar, 2005).

Integrity and ethics: “Honesty is a very expensive give don’t expect from cheap people” Buffet, 2000

When Journalist asked to Buffet to show how to instilled ethical leadership in the organisation.  Warren Buffett replied that, “got money for all purposes and need beyond to requirements, has all the money he needs and can afford to lose it on a bad decision”?

Warren Buffet said that “A reputation is built, tested and reinforced over time. Integrity and ethics are cornerstones of a solid, positive reputation. Integrity and ethics are based on trust, honesty, and sincerity and steadfastly adhering to high moral standards and principles”. (Buffett, 2005)

Buffett referred to ethics into “inner and outer scorecards”.  The inner referred to living from his values and what is really important matters in life. The outer scorecard refers to what could be measured and observed by outside world. In Buffett’s view, the inner scorecard is the one that matters lot. He summed up by saying; “you know you have led a successful life if the people that you hope will love you do”. He noted that he has seen too many business leaders who focused on the outer scorecard and not concentrated much on inside scorecards of the equation. (Buffett, 2005)

Ethical leadership honours the emotional needs of people for respect and meaning, which are reflected in “quantum leaps in personal and organizational effectiveness” (Colleen R Cooper, 2010)

It follows from its grounding in moral principles that ethical leadership is focused on service.  The ethical leader takes care that other peoples’ priority needs are being served. (Colleen R Cooper, 2010)

 

Some of the important ethical leader quotes are mentioned below,

Case study-

Mother Teresa was a charity worker in India and also a nun. She had a clear vision.

She was a selfless servant leader who dedicated her whole life to making others’ lives better. (Muggeridge, 1971)

Back to the servant eldership definition, “origin of this theory that the leader has a need/desire to serve others so that they can develop themselves and therefore perform to meet organizational needs”(Robert Greenleaf, 1970).  Those followers develop into servants themselves and help others in the organization which again helps the organization performance. According to servant leadership theory, Mother Teresa is almost a perfect model of a servant leader. (Robert Greenleaf, 1970)

Ethical behaviour is broadly categorised five parts-

 

Conclusions-

Basic thumb rules of understanding the ethical leadership is based on principles, moral and natural laws.  It is as simple as building trustworthiness, respect, integrity, honesty, fairness, equality and democracy. If this rules broken, then there will be negative repercussions that not only affect violator but also innocent people as well.  Achieving success in a competitive world, leader is follow and acquires the rule ‘Be honest and transparent’ to the outside world as much as possible.

References

Stephen R. Covey, Principle-Cantered Leadership (New York: Summit Books, 1991)

Robert Greenleaf, the Servant as Leader (Minnesota:  The Robert K. Greenleaf Centre, 1970)

Boatman, S. A. (1997) Student Leadership Development Approaches, Methods, and Models. Gini, A. (1997) Moral Leadership and Business Ethics…

Reuters 2008, ICICI Bank Limited. (Online) Available at < http://in.reuters.com/finance/stocks/officerProfile?symbol=ICBK.BO&officerId=413752&gt;

Muggeridge (1971), chapter 3, “Mother Teresa Speaks”, pp. 105, 113

Lester, Meera (2004). Saints’ Blessing. Fair Winds. p. 138.

Colleen R Cooper, 2010, Buffet Integrity, power and purpose (Online) available at<http://lansingbusinessnews.com/management-matters/565-buffet-and-gates-on-integrity-power-and-purpose.html&gt;

Forbes, (2014)World’s 100 Most Powerful Women list” (Online) Available at <http://www.forbes.com/power-women/>Retrieved 01 March 2014

Changing the thinking minds: Leadership style, ‘Situation leadership’

“The best way to teach people is by telling a story.” Kenneth H. Blanchard

Changing the thinking minds: Leadership style, ‘Situational leadership’

What do you think? “Common sense suggests that situational factors are clearly major determinants of the most appropriate leadership style.  But realistically, contingency models appeal only to teachers rather than practitioners of management” (Mullins, 2013)

General George Patton, highest ranked leader of the American military utilized the situational management and leadership style. He wrote several theories on war strategy and techniques as guide for American army. American famous situational leader, his philosophy made American to win the war was focused mainly on the situation base. The result of the situational analysis became the step stone in planning the right course of action. Patton said that it was necessary to change plans to fit the unexpected situation. (Axelrod, Alan 2006)

When come to situational leadership style and role of the Presidents, best example is former President George Bush’s and his decisions, response at the suicide bombing attacks at the World Trade Centre, Pentagon.  It showed a leader unsuccessful situation reaction happened at Washington D.C. on September 11, 2001; it is still marked as a Tragedy event. (BBC, 2001)

Situational leadership is also practiced by surgeons in the operations, especially during emergency and critical condition of patients. A surgeon might leading the operating team is an experts, but in between the operation emergencies, unknown complications will going to be arise, a surgeon has to decide instantly according to the patient’s condition. (Kenneth Blanchard and Paul Hersey, 2010)

Hersey and Blanchard suggest that “using situational leadership is that any leader behaviour may be more or less effective according to the readiness of the person the leader is attempting to influence. Herse and Blanchard’s model draw attention to the importance of developing the ability, confidence and commitment of subordinates”. Hersey-Blanchard (1977) Manager should develop by adjusting leadership behaviour through the four styles-

Telling

Selling

Participating and

Delegating

 

Situational Leadership Style-Steve jobs

 

Steve jobs, the founder of Apple company, was an innovation leader, Apple was the most successful and technology leader in public market.

Apple CEO, Steve Jobs adopted a different set of leadership theories known as the situational leadership. Before leaving the Apple Company, Steve Jobs used to manage organization through a laissez-faire style approach. This approach is mainly believed that the successful creation of Apple products basically due to the environment brought by Steve Jobs leadership style which directly encouraged and motivated the team members in the organisation. (Harvard Business Review 2012)

“Steve Jobs won the entire planet with his new ideas, innovations made in field of computer designs, techniques and made it very simple to use and access by layman easily”.  He is best known for situation leader in technological industry. (Hall Buckingham M. 2005)

The real lesson of Steve Jobs, published in Harvard Business,

The situational leadership lesson of Steve jobs are-

• Simplify theory- quick changing technology with changing environment
• Innovation theory-reinvent/rebuilt the industries.
• Ignore reality theory-create alternate to reality.
• Have Confidence, rethink and rework designs- bring creative ideas with utmost confidence
• Building Team with winners theory-people believe I could accomplish anything and everything.
• Collaboration-creativity come from continuous meeting with people, encourage interactions

 

Case study of two leader’s situational leadership approaches by

Anthony Mayo, 2010 –

Richard Branson vs. Bill Gates (Anthony Mayo, 2010)

• Richards Branson enjoys good rapport with team members while Bill gates enjoys clear chain of directing command and delegate powers to teams.

• Richard is most adoptive, participate and supportive behavior with teams while Bill gates adopts more directive approaching behavior.

• Richard gives freedom to team to perform better but Bill Gates prefer to tell to what to perform and how to perform the task with clear instructions.

Oprah’s situational Leadership philosophy (Namin Farnaz, 2008)

• Oprah relied on philosophy that choosing right people, building right vision and values.
• Maintaining and building long lost relationship with trusted mentors in the industry.
• Quick changes to customer taste and preference and listening to customers and their values is situational approach of Oprah leadership philosophy.
• Fast changes in Brand, focus on audience and area of peoples’ interest and taste

“Dreams big nothing to be charge: Ability to dream the big and confidence win the ultimate goal” (Oprah, 2002).

Conclusion-

Situation leadership is able to develop the style or theory which is most suitable for changing situation with team members or employees.  The important knowledge is to be set out the idea and bring the idea to provide structure, control, supervising and maintenance of people who actually perform it. As per Blanchard situation theory it is combinations of supportive, directive style, coaching style of leader and also how leader capable to delegate the power to team.  Situational leadership theory make the Apple company one of the most innovative technology company in the world by effective use of leadership style: Telling, selling, delegating and participating.

References-

Hersey, P. and Blanchard, K. H. (1969). Life cycle theory of leadership. Training and Development Journal, 23 (5), 26–34.

Hersey-Blanchard (1977),  ‘Situational leadership theory’

Hall Buckingham M. (2005), ‘What great managers do’,  Boston: Harvard Business Review,83, pp.50-85

Mullins, J.L. (2013), ‘Management and Organizational Behaviour’, 10^th edition. Harlow: Financial Times Prentice Hall, pp. 339-404

Mayo, Richard (1933),  ‘The Human Problem of an Industrialized Civilization’ [online] available from <http://www.unz.org/Pub/Mayo> [01 March 2014]

Namin.Farnaz 2008, Oprah leadership qualities, (Online) Available at <http://www.centerforworklife.com/oprah-winfrey-leadership-qualities> [01 March 2014]

Axelrod, Alan (2006), Patton: A Biography, London, United Kingdom: Palgrave Macmillan, ISBN 978-1-403

 Harvard business review, 2012 ‘the real leadership lesson of Steve Jobs’ Volume 90, N. 4, April 2012.

Anthony Mayo, 2010 ‘Richard vs. Bill gates’, Faculty and Research, Case collection, Published December 2010

“Intelligent is the ability to adopt to change”-Stephen Hawking

“Intelligent is the ability to adopt to change”-Stephen Hawking

Famous quotes by greatest philosophers-

“Our only security is our ability to change” – John Lilly

“Slowness to change usually means fear of the new” – Philip Crosby

“Your success in life isn’t based on your ability to simply change. It is based on your ability to change faster than your competition, customers and business “– Mark Sanborn

“If you do not change direction, you may end up where you are heading” – Lao Tzu

 Difference between manager and leaders by Steve Myers, 2013

 

 

 

Managers	Leaders
Having Employees in an organisation	Creating people to follow Leaders
Communicates employees, bringing new direction and vision to employees	Persuade followers, create changes in the real world
Reacting to the changes	Bringing changes
They have plans and directing those plans to be implement by employees	Creating changes and those changes are implemented by the followers with help of leader advice
Managers are upper level of organisation and employees are lower level of organisation.	Leaders wanted to create each follower to be leader in their team, not just followers.
Managers are control their power over people.	Leaders pursues power with people
Direct and control team in an organisation, create policies, strategies, plan that combine to operate smoothly in an organisation	Leaders creates followers and make them heroes of everyone who follow them, they excite and motivate the followers to solve problems
Authoritative, higher position, democratic, dictators etc	Influencing people, Leaders are among people, participative, transformers
Risk forwarded to employees, get involved guide how to overcome risk to employees	Risk takers, real facilitators, challengers

 

Similarities between management and leadership by petebrookshaw, 2011

 

 

Similarities	Manager and leaders
People	Both manager and leaders are Promoting, organising and inspiring people.
Planning and creating goal, vision and mission	Planning and setting clear goals and objectives to be achieved.
Inspire and motivating people	Making inspire to work with them and training them to achieve the setting goals.
Taking right decision and right action to fulfil the goal	Both managers and leaders are to be take right decision at right time to fulfil the targeted objectives
Ethical behaviour and Trustworthy to subordinates/followers	Manager and leaders have ethical and Trustworthiness to well manage the group
Long term perspective and growth of people	Both manager and leaders are long term perspective and oriented towards growth of people
Maintaining integrity and communicating with other, caring for other.	Communication is essential and maintaining integrity is most necessary for both managers and leaders.
Open for new ideas and challenges	Managers and leaders always open for new ideas and challenges to bring for better perceptivity and long term growth

 

Change is an inevitable and constant feature.  It is an inescapable part of both social and organisational life and we are all subject to continual change of one form or another. (Phillips, Julien R. 1983)

An Organisation cannot develop or change.  It is the people comprising the organisation who determine the culture of the organisation and who develop and change.  The study of organisation culture and change should therefore concentrate on the actions, behavior and effectiveness of individuals. (Mullins, 2013)

The relationship between organisation development and change is emphasised by Hamlin, Keep and Ash, who said that, “For organisations that do manage change effectively, change itself becomes the driving force that perpetuates future success and growth.  In these organisations, every change becomes welcomed as an opportunity for increasing efficiency and building new organisational success. (Hamlin, Keep and Ash, 2001)

Resistance of change is an activity, strategy plan or might be innovation is to be implemented to do better business performance in future.  If this change in an organisation not accepted then it will be difficult situation to be faced by entrepreneur in future. It is a proactive process/precautionary measure to be taken to overcome future unforeseen risk outcome in the business.  It might be modification or improvement in the business process or solution to problem that should be aim to improve overall development of business operation in an organisation.  (Kotter J, 2011)

8 step kotter theory to master organizational change

Resistance to change is unacceptable by employees because of they think they might be Loss of power, authority and control, Lack of learning new skills and interest to learn. Might be fearing about losing current job, changing bring over load work to perform in an organisation, Lack of trust in management and authority that brings change. (Anderson, 2001)

Sometimes management, higher authority thinks bringing changes involves too expensive and time consuming process; still it might be not implemented properly. (Anderson, 2001)

Organisational Change Management-

 

Overcoming resistance to change-

“Organizational leaders can change the process of organization, more effectively for the employee and only if organization pays attention to the employees’ emotional component of change”.  When the emotional aspect is missing or ignored, organizations are not successful in creating effective organizational change.
”When a leader recognizes, values and manages the emotions related to change, this enables to bring cost effective changes. Most important key factors help organisation to create more effective change, better relationship and less stress involve working with Joy, Gratitude, Serenity, Interest and Hope between employers and employees”. (Charles, 2013)

Joy of change- “If there is support or assistance given from the authority business operation in an organisation, if employee understands it is necessary to change the process/procedure then they move in the direction of the change”. (Christina, 2009)

Summary and conclusion – 

Resistance to change is a normal reaction of human beings. Employees in an organisation immediately resist the change because don’t want to leave his comfort zones and personal context or might be greatly influenced by fear of the unknown results. When organizations have ability to cope up with employees emotions and also leaders to justify the reasons for change with proper training and guidelines that effectively overcoming from resistance to change. Employer’s duty to create the best ideas and helps employees to implement the change with joyful way not by painful way.

 

 

 

References-

Mullins, J.L. (2013), ‘Management & Organizational Behaviour’, 10^th edition. Harlow:

Financial Times Prentice Hall,  pp. 690-693

Kotter, J. (July 12, 2011). “Change Management  vs. Change Leadership — What’s the Difference?” (online).<http://www.mindtools.com/pages/article/newPPM_82.htm&gt; Accessed on [01 March 2014].

Anderson, D. & Anderson, L.A. (2001). Beyond Change Management: Advanced Strategies for Today’s Transformational Leaders.  PP.56-102

Phillips, Julian R. (1983). “Enhancing the effectiveness of organizational change management”. Human Resource Management  PP. 22 (1–2): 183–99.

Marshak, Robert J. (2005). “Contemporary Challenges to the Philosophy and Practice of Organization Development”. In Bradford, David L.; Burke, W. Warner. Reinventing Organization Development: New Approaches to Change in Organizations. pp. 19–42

Dean, Christina (2009). RIMER Managing Successful Change. PP. 66-78.

PeteBrookshaw, 2011, Leadership and Management Similarities, (Online) Available at < http://www.petebrookshaw.com/2011/07/leadership-and-management.html#.Uz88NvldV1Y> accessed on [1^st march 2014]

Steve Myers, 2013, Leadership and management what is the difference?, (Online) Available at                      <http://www.teamtechnology.co.uk/leadership/management/overview > accessed on [1^st march 2014]

Team Diversity-success key to an organisaiton..How!

Team Diversity is unique features of an individual in an organization team work. Diversity not only includes the religion, sex, age and race of a person but also includes individuals’ personal characteristics. Here the researcher Ibarra and Hansen (2011), from his research argues that diverse team produces better results to the company, so manager must have ability to create diverse teams in their organization to have great success.
Yes, I agreed to his statement, it is essential for any origination’s development and growth especially banking industry, because-
As per the Deutsche Bank case study-
“Diverse teams provide important added value for Deutsche Bank,” Betterton says. “They constitute a major competitive advantage for us, and above all they give our clients access to global expertise “(Betterton 2012).
Deustsche Bank creating and securing equal opportunities for women because about 42 percent of our employees in Deutsche banks are female. Increasing the number of women in senior management is a very essential strategic necessity for business success in Banking Industry.
• As per the Han’s Food and Beverages Pvt Limited case study-
Han’s Food and beverage pvt limited case study shows that, diversity team strategy has brought business success Within 3 years of time period, the productivity of workers increased by 40% and also the net earnings per worker wages dollar have more than doubled. The company general manager also shared that having diversity workplace improves employee engagement, staff absenteeism and it is extremely low and staff turnover dropped five times in between year 2006 and 2009.
• As per the Ministry of Manpower Research-
Ministry of Manpower (MOM) in 2010, 87% of companies surveyed and a they greed that diversity in workplace brings harmony that is very essential to business success outcomes.
Research has shown that diverse team’s outstanding performance and as they were more tends to be more creative, and effective at problem solving.
• As per the Singapore workforce research study-
Singapore’s workforce has become increasingly diverse in last few decades because Employees from different generations, gender, nationalities and cultures are work together in the same organization and harmonious work place which is appreciates differences among workers and workers working towards maximizing their potential, skills, creativity and bringing new ideas.
.How manager use the knowledge of diversity to produce better Results…

 

• Firstly, manager or team leaders teach new employees about the organizational culture and educate them how to be successful within an organization.
• Secondly, the managers should offer existing employees a way to develop relationships and connect with other people within a company.
It’s important to find out what that person values, and how they, as an individual, can bring a specific skill set to the organization
Proven Pillai, an organizational ecologist based in British Columbia says, that it’s necessary to “continuously weed and seed” the right—and wrong—employees from the company.

GAO’s nine leading best practices are:

• Top leadership commitment team diversity— making diversity an organizational priority, a vision of team diversity should be demonstrated and communicated throughout an organization by top-level management.

• Diversity as part of an organization’s goals, strategic plan—a diversity strategy and Plan should be developed and aligned and designed with the organization’s plan.

• Diversity linked to performance of person— developing, focusing and sharing one’s vision of diversity, the understanding that a more diverse and work environment that would yield greater productivity and help improve individual and organizational performance.

• Measurement—set of quantitative and qualitative measures and its impact on various aspects of overall organizational goals.

• Accountability—the means to ensure that leaders are responsible for diversity by linking their performance assessment and compensation to the progress of diversity team.

• Succession planning— an ongoing goals and plans, strategic process for identifying and deploying a diverse pool of members potential talent for an organization’s potential future leaders.

• Recruitment—the process of attracting qualified, expertise person, diversified applicants for an employment.

• Diversity training and educate team—organizational efforts to inform and educate management and staff about diversity’s benefits to the organization

• Bringing people in meeting and discussions-Organization second best practice is to ‘bringing people on Board.

Conclusion-
Team Diversity can be an important element for any organization’s growth and as per the research mentioned in this reports shows that team diversity is key to success of many global organizations. Directors are responsible for setting the team diversity strategy and controlling the risk and performance of the company
Team Diversity in an organization joining the weakness with the strengths to reach a goal and objectives of on organization, it is as simple as, One person’s weakness should be another person’s strength. It will include everyone on the problem solving and decision making process. It definitely creates a team spirit and cooperation and brings harmony in the organization and economy as a whole.

 

 

 

References

Award 2012, Deutsche Bank Champion Award, (Online)  Available at  < http://opportunitynow.bitc.org.uk/our-resources/case-studies/awards-2012-deutsche-bank-champion-award > Accessed at [02 February 2014]

Ministry of Business, 2004, Food and Beverage service sector productivity study (Online) Available at <http://www.dol.govt.nz/er/bestpractice/productivity/researchreports/foodbeverage/&gt; Accessed at [02 February 2014]

Minstry of manpoer, 2010, managing work place diveristy (online) available at <http://www.mom.gov.sg/Documents/employment-practices/WDM/Workplace%20Diversity%20Management%20Tookit%20and%20Manager’s%20Guide.pdf&gt; Accessed at [02 February 2014]

Ministry of Manpower, 2013, Singapore Workforce (online) Available at <http://www.mom.gov.sg/newsroom/Pages/PressReleasesDetail.aspx?listid=535 > Accessed at [02 February 2014]

Mullins, J.L. (2013), ‘Management and Organizational Behaviour’, 10^th editionn. Harlow: Financial Times Prentice Hall, pp. 111-205