Leadership Implementation in IT Network Project - Assignment Example

Leadership implementation in IT network project” Introduction: Before we divulge into the actual case study relating to our choice of the topic .It would be best if we would touch bases with the basic concept of Leadership within an organization or a specific venture, we will also underline a theory that outlines the concept. This will help us generate the required information on these paper sheets Which states that: good quality leaders are ready not instinctive. If you take in the obsession as well as determination, you can revolve out to be an effective leader. It has also been observed by researchers that leaders who are superior in character develop all the way through a procedure of self education, which is deemed never ending .This process entails in itself the elements of tutoring, instructing and gaining experience. And while they are in the process of gaining experience, because they are teaching at the same time, they get a chance to learn and pass on what they have learnt from their experience. Now, furthermore in order to give confidence the human resources against prominent concentrations of collaboration, there are certain optimistic elements that also besides being aware of you should be able to pass on. These do not come logically, but are attained through recurrent work as well as study. Good quality leaders are recurrently working plus learning to perk up their leadership skills; they are NOT quiescent on their success. Leadership is a procedure by which a human being manipulates others to achieve an object as well as expresses the association in a technique that makes it more organized as well as consistent. Leaders hold out this progression by pertaining their leadership traits which are mostly made up of the individual’s belief, values, ethics, knowledge and norms. Although an individual’s position as a boss, manager, escort, etc. gives the influence to realize positive errands with objectives inside the organization, this POWER does not make you a leader...it simply makes you the BOSS . Another very vital aspect of leadership is that it Leadership vacillates and during that it forces the group to yearn for higher aimed goals, instead of simply leading the group. The case study: Synergis Technologies Group The Power of Creative Engineering and Multi-Project Management Envisage an establishment competent of concomitantly running more than 200 multifaceted projects. One should try and bring into imagination a conglomerate that tends to make on time deliveries available within an industry where the delivery time is being obviously slashed, alongside with where a narrative major aspect of an organizations performance is the element of delivery being given right on time. The group of Synergis Technologies. Had been actually envisaging this for the about two years now. But the predicament was that they were unable to solve this dilemma of theirs. The administration was actually quite tired of applying their highly expert ideas and end up with nothing .What they were thinking about was they thought an idea that could never be truly in all its intricacies. Synergis was a very triumphant corporation. It had brilliant engineering, exceptional developed, outstanding try out - the whole thing needed for a tool plus die shop to be victorious. That achievement brought a lot of new-fangled work as well as enlargement through attainment, but the project management techniques along with the capability to order the system did not transfigure with the corporations growth. Synergis resist. Synergis is basically an organization with a further grouping of nine companies. Normally as it is observed within most of the industries. The conglomerate has a daily routine of completing an a daily routine level certain significant issue decisions. These need to be taken every day so that the projects which are probably going to be running in the future or are running currently would in every case be maintained in proper manner .Heading and conducting all tasks on time . The conglomerate has currently 500 employees on it s payroll, they are currently, mutually generating some where more than 60 Million dollars every year. One of these 200 projects individually entails at least, a bare minimum of 150 tasks each. The major operating strategy the corporation has come up with is basically aiming to evolve into the only possible situation available to the consumers. Thus, develop into more of a worldwide provider of the one stop solution , aiming at conceiving and designing the venture from its conception to its inception . More often than not, the accomplishments at Synergis agree on inside the element of Capital Engineering, shift to prototype Building, onwards to radiating , towards the act of Machining along with congregation, to test it and subsequently conclude it with the element of Quality to end with to Quality Control. Within this ambiance they contract with a lot of indecision. For illustration, let us review the following : it is more often than not a representation of a traditionalist within the industry that when it comes to the assessment juncture of any particular task , it is appropriate to initiate it and as a consequence it tends to continue only for another approximate six weeks. What usually happens now within the corporation is that this factor along with delaying the completion of the project. Also hampers the turnover failure. This element of powerlessness is also then visible when the conglomerate is trying to fulfill the needs of its consumers. The Synergis project environment had: • No brawny project management organization • Low visibility of tribulations • fogged up inspection of priorities • Involvedness co-coordinating between facilities • Travelling traffic jammed • Late deliveries • Local versus global focus1 Their goal/ambitious target were affirmed: One of the most significant elements of the overall goals as well as ambitions of the conglomerate were to actually structure the path , that would take them safely towards the realization of their ultimate objective . Now, with the help of the TOC thinking process, the corporations administration was able to assemble together their Tree which signified there basic obstacles which they had discussed and expressed amongst themselves. These obstacles were the ones they were able to mark as a few of the impediments that were to achieve the goals and aims of the conglomerate. Synergis has always basically administered the carrying out of a venture that had come along with a comprehensive realization plan which integrated the venture management along with the software implementation and provisions within the business processes, as well as the intellectual concerns of the corporation. This team attended the Project Management Program to expand a thorough knowledge/sympathetic of TOC and Critical Chain. The subsequent group of individuals then had to be coached and actually trained as far as the Software that was being used as far as the venture was concerned. This was actually venture management software designed especially for the venture.2 Next in line with the Training Segment was the element and phase where the group members had to be trained, and taught how to use the specific software. This software was designed also specifically keeping in mind all the particular departmental , and technological predicaments that were at hand . The realization of the cultural along with the technological elements involved were also essential • International rather than restricted view of all projects • Clear identification of bottlenecks in the system • Ability to predict problems and issues ahead of time – avoiding fire-fighting with Proactive behaviour • Customers’ new found confidence in Synergis’ commitment to them. Evaluation of the Case Study: The following lines will emphasize over the analysis that I have been able to extrapolate in regards to the data and information in association with my chosen topic and its ideology As in regards the theory of leadership that seems most appropriate: The Bass’ 1989 and 1990 theory of leadership seats the most correctly matched to the circumstances at hand wherein Bass states that there are three basic ways to explain how individuals become leaders. The primary two make comprehensible the management development for a miniature quantity of citizens. These theories are: Several personality traits may direct individuals in nature into leadership roles. This is exactly what outlines the basics of the trait theory. A predicament or significant event may reason an individual to ascend to the juncture, which brings out unexpected leadership qualities within an everyday individual. The great events theory is specifically this. They can discover leadership skills. The Transformational leadership outlines the manner in which the specific leadership skills are extrapolated . It is the most extensively established theory. It seems that the project leaders at the synergies corporation were individuals, who developed out of a mix of all the three main theories stated above. 3 The case study also tends to reflect the point where there exists self serving leaders but they are not as effective as the ones mentioned in the case study. This implies that none of them was actually Self-serving leaders. The vision that the case study and its results present is more like the fact that the foundation of a good leadership is commendable character plus selfless service to your organization. Needles to say that the leaders, acts and leadership qualities and mannerisms are what are deemed as responsible for the employees overall performance, positive or negative. It also seems more that the leaders at Synergize made sure as to all basics were clear.4 What was ahead? Global rather than local view of all projects • Clear identification of bottlenecks in the system • Ability to predict problems and issues ahead of time – avoiding fire-fighting with Proactive behaviour • Customers’ new found confidence in Synergis’ commitment to them The management at Synergis also realized that Hay’s study scrutinized more than 75 key workings of worker satisfaction. This according to them is also very close to their actual performance picture 1. Allocation employees appreciate the corporation of the overall business strategy. 2. They also helped their employees comprehend how they can donate to accomplishing key business objectives. As an exercise the, management at Synergies used the Managerial Grid to evaluate ……. The Blake and Mouton Managerial Grid which was published 1985 is basically made up of elements as follows: 1. One of them is mainly the apprehension for individuals, which is premeditated upon the x axis, which is vertical. 2. Second, one is the apprehensions regarding the task that is being carried out. This is premeditated on the horizontal side which is Y axis .They jointly have a series of o to 9. The idea that just two magnitudes can describe a managerial behavior has the magnetism of effortlessness. These two dimensions are easily drawn as a graph or grid: Nearly all populace fall somewhere close to the middle of the two axes. But, by going to the extremes, that is, individuals who score on the far end of the scales, we come up with four types of leaders: Authoritarian (9 on task, 1 on people) Team Leader (9 on task, 9 on people) Country Club (1 on task, 9 on people) Impoverished (1 on task, 1 on people). 5 Subsequently the management at Synergise is aware of the fact that each organization has a meticulous work environment, which dictates to a substantial level how it’s vital to act in response to dilemma as well as prospect. Doubtless is the fact that, Leaders apply pressure on the working environment by means of three types of measures: 1. The aims as well as performance standards they institute. 2. The philosophy they originate for the organization. 3. The selling along with the community conceptions they ascertain. 6 Triumphant organizations have leaders who set towering principles as well as goals across the whole variety, such as loom, market management, plans, conventions plus presentation, efficiency, superiority, plus reliability. Values reproduce the anxiety the organization has for its human resources, clientele, investors, seller, along with surrounding community. Now, these principles and standards are what actually define the technique that would be utilized while carrying out operational activities in regards to the business. Most importantly on the other hand the elements of conceptions characterize what goods otherwise services the association will proffer in addition to the means with procedures for operating the company. Another very significant aspect is that of being able to comprehend the so called personality or character of the conglomerate .This personality or character in other words is made up of, all the goals, ambitions and objectives that the conglomerate designs for its self. The Roles and Relationships The Synergis corporation is also aware of the Roles are the situations that are clear by a set of potentials concerning activities of whichever job in office. Each function has a set of tasks as well as responsibilities that may well or may perhaps not be characterized out. It is, the new-fangled tasks as well as behaviors are probable of the current role owner for the reason that a burly relationship was developed during the past, moreover by that role owner or a preceding role owner. Culture and Climate There are two dissimilar forces that order how to take action inside an organization: The cultural element within every conglomerate is discrete. It is an amalgamation of the founders, past management, current management, predicaments, measures, the past, as well as dimension. These consequences in rites: the customs, ritual services, and the technique we do things. The climate is the sense of the organization, the character plus communal perceptions in addition to approaches of the organization's members. While the culture is the profoundly ingrained nature of the organization that is an end product of long-held bureaucrat as well as calm systems, system, society, and civilization. Climate signifies the view. These actions force both person plus team motivation. Furthermore the element of Culture signifies the shared prospect plus self-image of the association. The grown-up values that generate "tradition" or the "way we do things here." Things are done in a different way within each organization. The communal dreams in addition to ordinary myths that define the institution are a reflection of culture. . The leaders cannot individually help establish or alter the element of culture within their conglomerate, as they are only one element of the whole conglomerate. Conclusion 1. Be strictly talented - As a leader, you ought to be acquainted with your job and have a concrete awareness with your employees' errands. 2. Search for accountability as well as take liability for your dealings - look for customs to direct your association to novel altitudes. And when effects go erroneous, they at all times do quicker or later on do not charge others. Scrutinize the condition of dealings, take corrective action, plus move on to the then dare. Utilizing the full capabilities and skills of all the conglomerates skills and expertise. Taking the right decision at the right time. Leading in a manner that the groups do not feel ‘bossed; is tough to work at. But not impossible References: Bass, Bernard (1989). Stogdill's Handbook of Leadership: A Survey of Theory and Research. New York: Free Press Bass, Bernard (1990). From transactional to transformational leadership: learning to share the vision. Organizational Dynamics, Vol. 18, Issue 3, Winter, 1990, 19-31. Bolman, L. and Deal, T. (1991). Reframing Organizations. San Francisco: Jossey-Bass. Blake, Robert R. and Mouton, Janse S. (1985). The Managerial Grid III: The Key to Leadership Excellence. Houston: Gulf Publishing Co http://www.nwlink.com/~donclarark/leader/leadcon.html Critical Chain 2002, www.CriticalChain.co.uk, Accessed , 12th May 2008 Read More