Principle of Management Leadership - Research Paper Example

I. Company Profile: CPI Outsourcing (CPI Outsourcing, provides out support related functions in a specialized and efficient service to its various clients. It specializes in attendance monitoring and payroll. It relieves its clients the clerical burden inherent in these business processes leaving them ample time for the more analytical and challenging function to be able to focus more on its core business. It has 20 years experience in the business and had developed procedures, metrics and quality systems to guarantee its clients superior service at competitive prices. Currently, it processes more than 25,000 heads for its attendance monitoring and payroll services. The Resource Person chosen as a subject for discussion in this paper is the Managing Director of CPI Outsourcing. He is one of the pioneers of the company who built it from a small start-up company to a leading outsource company. II. Job and Leadership Style The job of the Managing Director entails the managing of the company in its daily operation. In a way, he acts like a General Manager because he sees to it that all departments functions according to the desired performance desired by the company. He also ensures that under no circumstance, should the company be late in its service delivery to its client. He also ensures that their accuracy is always maintained because this is what gives the company a competitive edge for their client to source their attendance monitoring and payroll. With regard to leadership style, the Resource Speaker strives to become a transformational leader; a leader that inspires people in the organization to be at their best and to become leaders themselves (Tichy & Devanna, 1990). According to him, while the company has very strict processes and metrices that need to be followed, doing the job itself for the sake of complying to these processes and metrices will not suffice for the over-all growth and competitiveness of the company. According to him, people in the organization should inherently be doing their best. Quality should not just be enforced by processes and metrices the but by the culture of an organization. Because from there, quality, timeliness and competitiveness will just naturally follow. Such, he stresses, how important it is to inspire people. He said that “I am more of the inspiring leader than that of a punitive one.” III. Exercising Power in the Organization Power, or the ability to get something done through other people the way you wanted them is a capability inherent in leadership (Schermerhorn et al, 2004). According to the Resource Person, power should be prudently exercised within an organization. It should be used to achieve the over-all objective of an organization and whenever possible, it should be used to better the welfare of employees. He said that his personal belief about power is that it should be used to empower people in an organization. Because by having a shared sense of power to change things, the organization in general will have a better capacity not only to hurdle challenges but to better itself that could contribute to its long-term growth. IV. Personal Traits and Behaviors According to the Resource Person, as a leader in an organization where people looks up to him for direction and guidance, such it is imperative that he should be mindful of his demeanor and behavior that it should not undermine his ascendancy as a leader. He stressed that this is important because “if you lose your credibility to the point that people will not believe nor follow you, then that’s it, you’re already done as a leader. If you stay long enough, you will not only undermine yourself but the organization as well.” He said that to be able to inspire people to be at their best, it is important that his own traits and behaviors will also be inspiring. He said that though he has certain flaws, but he always strive to be better. According to him, leadership is not just about being high in the organization’s hierarchy. H e said that real ascendancy is not just about hierarchy but the ability to earn people’s trust and confidence that whenever you set a directive or introduce any new processes, they will believe without reservation that it will be good for the company and themselves. V. Role Model and Source of Influence He said that his mentors in his social club back in during his teenage years were his role models and source of influence to become what he is right now. He narrated that as a young teenager, he was like everyone else who likes to have fun and was quite troublesome. He said that he was particularly respectful of his mentors because of their patience to understand him as a troubled youth. That even as they understand, they never failed to make him understand to set his priorities. He said that even today, he is still wondering about their leadership and ability to influence people because despite of rebellious personality during his youth, he still followed their advice. And if it is not for their good leadership and influence, he would have been somewhere doing less desirable things right now. He said, that whenever he is faced with leadership dilemma or difficulty in instituting changes, he always look back at his mentors on how they do things. He also said that his experience with his mentors made him more tolerant with the differences inherent in people. VI. Formal Education He graduated with a degree in BS Physics and took a Masters degree in Information Technology. Right now, he is in the processes of finishing his Masters in Business Administration (MBA). VII. Should I Follow his Leadership Style? Why or why not? Being where he is right now and how his subordinates, peers and co-workers looked up and respected at him, I believe I should follow his leadership style. I particularly like his idea about leadership that it should inspire people to be at their best. I also like his idea about exercising the powers inherent in a leader in an organization to use it to empower also other people. Because having a shared power in an organization, the organization becomes stronger to overcome any challenges and makes it more viable in the long run. As a person, his leadership style matches with my personality and I personally believe that this kind of leadership is the type that really works. References: CPI Technologies (2011). Online [http://www.cpi-outsourcing.com]. Retrieved 12 August 2011 Interview with Ramoncito Javier, Managing Director of CPI Technologies. Tichy, Noel M., Devanna, Mary Anne (1990). The Transformational Leader: The Key to Global Competitiveness. 1st ed. John Wiley & Sons, Inc. Schermerhorn, John R., Hunt, James G., Osborn, Richard N. (2004). Core Concepts of Organizational Behavior. Chapter 15: Power and Politics. John Wiley & Sons Inc. Read More