I want to write this blog and making people learn as well of what I have experienced and challenges that you might face in the workplace.

Interlinking course concepts of “synergy” to what can help you. This is probably in every organization and here is a theory called LMX. This is really beneficial and would intertwine with “synergy”.

Suppose you have three different kinds of people. One is a jokester and not very task-oriented. Another is a “toe-the-line” kind of individual, who has little tolerance for off-task behavior. The remaining member appears to be more interested in telling you how to do your job (or in trying to do it for you) than in being a team player. How would you interact with each of these individuals in an effort to have them function as a cohesive unit that satisfactorily completes its tasks?

Consider their cultural background or you can just imagine your workplace and see if those 3 you recognize.

I believe that the LMX theory applies in every organization. I have it in my workplace.

Now having 3 different characters in my staff means 3 different approaches. But those 3 types of approaches sum up to one. Which is strengthen the relationship between leader and follower (Northouse, 2012, p.137 – 160).

I would honestly start by adapting “synergy” in the workplace. I’ll talk to everyone individually at first.

I’ll start with the jokester. They are quite common in the workplace. Ill engage in a nice personal relationship to get to know him/her better. I will get him/her comfortable and then ill approach him/her in a way that will analyze the situation by what I expect from him/her. I will give in my help, say that I want him/her to go beyond his abilities and that I want to gain his/her trust. This will enable the jokester to actually know when to joke and when to be serious. He/she has to love his work and proceed to accomplish more. Ill also take his/her opinion of working with other member in the company and try to get an idea of how he/she feels about it and make a positive thing out of it

Stating “LMX theory is noteworthy because it directs our attention to the importance of communication in leadership” (Nourthouse, 2012, p.146).

Moving on to the member that is “toe-the-line” kind of character. Now in the workplace you can’t expect employees to work overtime or do extra for something in return “quid pro quo”.  This also I believe exists in every organization where employees just want to do their job and go home. Which forms an “out-group” (Northouse, 2012, p.138-139). And no one really likes having to be an out group member. It can be perceived as unfair and employees will adapt to jealousy and envy. So talking to the “toe-the-line” employee, ill also talk to him/her individually and try to make him/her participate in events or activities. This will be a chance to the employee to be an in-group.  Then I will also try to make the employee work with other team members. To respect other members and learn from other mentalities and formulate a team. If he/she is not comfortable and has zero tolerance then that’s up to the employee as he/she was given a chance. Ill also try be a bit personal and try to inform the employee that if he/she wants to participate later on, if he/she changed his/her mind, I’ll be a friend and give him/her another chance. Rewards will be given for persistence and effort.

The remaining member shows determination and clearly wants to be an in-group member. That has an advantage to me and the company. I’ll sit with him/her and see where the employee’s mentality is heading. Then I would suggest that he approaches the other members and try to intertwine ideas and be respectful and friendly towards accomplishing a goal. I would use his/her ability to help them out as well (Nourthouse, 2012, case 7.3, p152 – 154).

Having them all work as a team is really important. The “synergy” affect will cause a positive and greater outcome. The LMX theory is a given statement in every workplace. So given the chances to adapt change will increase the likelihood of a stronger relationship with the leader and the followers.

References:

Peter, G. Northouse (2012). Leadership & Practice. Western Michigan University. Sage Publications.

https://courses.worldcampus.psu.edu/fa15/olead410/001/content/06_lesson/03_page.html

I am going to talk about “servant leadership”.

This is because you can all relate to in if you have it in the workplace.

Servant leader is a paradox – an approach to leadership that runs counter to common sense (Northouse, 2012, p 225).

Looking at learning the definition is quite safe to say that I can agree that “everyone can learn to be a servant leader”. Yet that is not a fact. It’s debatable at best.

Servant leadership emphasizes that leaders need to be attentive to the concerns of followers “first”, empower them, and help them develop their full personal capacities (Northouse, 2012, p 225). What really answers the thought questions is how can everyone learn to be a servant leader and at the same time have ethical standards that contribute to serve the greater good of the organization, community, and society? I believe “time” is the most concern. Can leaders actually have the time to learn to be a servant leader? Will they shrug it off because of bigger priorities?

What most leaders don’t know, is that followers are an asset to the firm/company. They would be stuck to the top of the hierarchy as they are of value to the organization.  It is stated that “if inequalities and social injustices exist, a servant leader tries to remove them (Graham, 1991). That shows his/her ethical standards. Another statement suggests “Servant leadership values community because it provides a face to face opportunity for individuals to experience interdependence, respect, trust, and individual growth (Greenleaf, 1970). This implies how beneficial it is to the organization that followers or servants can be treated in a particular way that brings the best out of them.

There are around 10 or more characteristics that can qualify a servant leader. That does not necessarily mean that every single trait has to be in the leader to qualify them as “servant leader”. These are traits that specify what it takes of each individually listed concept of the word that is listed to glean the perception of servant leadership.

These 10 represent Greenleaf’s seminal work on the servant as leader. They provide a creative lens from which to view the complexities of servant leadership (Northouse, 2012, p 229).

Characteristics for servant leadership is as follows:

1. Listening = Leaders listen first, communication is critical.
2. Empathy = Standing in one’s shoe to see different perspectives.
3. Healing = Supporting & overcoming follower’s personal problems.
4. Awareness = acutely attuned and receptive to leaders own perspective in the situation.
5. Persuasion = Convincing with clear and persistent communication.
6. Conceptualization = Leaders responding to complex organizational problems & seeing the big picture “visionary”.
7. Foresight = Leaders predicting the future. Anticipating outcomes.
8. Stewardship = Accepting the responsibility for managing people and organization.
9. Commitment to the growth of People = Treating followers with value and applying uniqueness.
10. Building community = Making the organization a home, where followers feel safe and connected with others.

Traits and qualities listed explains how simple it is to understand how these characteristics intertwine the complexity of being a servant leader.

However, Individuals bring their own traits and ideas about leading to leadership process. A leader or “servant” leader must welcome it.

The Model of Servant Leadership (Northouse, 2012, p 232), explains the way leader attributes and follower’s receptivity combine with “Antecedent Conditions, Servant Leader behaviors and outcomes”.

Example of this is having “context and culture, leader attributes and follower receptivity” linkage to process with servant leadership behavior “Putting followers first, behaving ethically etc.” which bring out the outcome “follower’s performance and growth etc.”

Contradicting to what a lot of people may believe. Followers to not always want a servant leader. Some followers insist that they do not want their leader to get to know them or try to help, develop, or guide them (Liden, Wayne, et al., 2008).

In any case I believe any leader should motivate and make their followers grow and succeed. Prior to lesson 8 being an authentic leader, this is hard to accomplish if the leaders ethical standards in the workplace is not in his/her attribute as a leader and his/her character.

Regardless followers need to be appreciated. And leaders need to accomplish and learn to have an emotional intelligence attribute inside the organization and value their followers.

So knowing if everyone can learn how to be a servant leader is really debatable and hard to answer. A servant authentic leader needs to push followers to become their best. He/she also needs to know if they actually need or want it. As not every follower welcomes the idea of closeness and wanting a mentor.

Yet the followers that do require trust, influence, a leader that makes them grow, and creates a 2^nd like home for them that they can actually be comfortable while connecting to others in the organization. A leader also needs to understand that servant leadership can create “competition” in my opinion. As it raises the question of who the favorite. In-out groups can form in the organization, which doesn’t necessarily apply a healthy work environment sometimes. But as I have learned, this can inevitable to avoid. There are followers who do want be close to leaders and some don’t at all.

Now the term “servant” does not really do justice to the approach. That’s probably criticizing it. Yet it’s unique because it creates altruism the main component of the leadership process.

I believe nearly every process will be criticized in a way. The only thing that matters if it works for a certain organization and the other not then the leader is either making mistakes about the approach or not using the right approach.

Servant Leadership questionnaire (Northouse, 2012, p 250) illustrates how a leader can check his skills and attributes as a “servant” leader with his/her followers.  This will show the leaders progress by checking his/her score in qualifying for a servant leader, or needing improvements, or not even required to serve as a servant leader.

Lastly, I believe personality and character of the leader interprets if he/she is able to become a servant leader. Maybe it can be a trait or a knack for some people and maybe it can be taught and learnt by progress and persistence over experience and time.

So I really think it is debatable at best for “Everyone can learn to be a servant leader”.

What do you guys think?

References: 

Peter, G. Northouse (2012). Leadership & Practice. Western Michigan University. Sage Publications.

Organizational Culture

Let’s think about what those words mean in a simple form.

How an organization reacts towards people in another organization, is how employees and the CEO interact with each other within the organization.

Meaning it all comes down to behavior in the workplace. And everyone has a way on how to connect to one another. Whether it is competition or just being friendly. The behavior in the workplace is how the firm/company is represented to the world.

When you and your coworker/employee interact together, you form a connection. Whether it’s good or bad, it’s usually determined by how the leader approaches his/her employee and how the coworkers interact with how comfortable they are.

Now how to you do you determine behavior in an organization?

First of all, every organization is different in their own way. Every organization has its own beliefs, culture, ethical standards, and values.

When it comes to culture, people need to understand that it’s critical to understand ones culture before you interact with them. You need to understand their background, beliefs’ etc.

Because let’s face it, we are all different in in the way we grew up and we live different backgrounds from different places around the globe.

Within the Organization a leader can make that happen with making people at work bond together. This can be done by joining employees into teams. Making them get to know each other. Develop trust with the leader. Try not to form In-out groups as much as he/she can.

Then combine synergy and find interests in the people that work for the organization.

Do they follow the ethical standards in the workplace? Do they like working?

How is the atmosphere that is created in the workplace? Do employees get along or is their competition and negativity?

Forming positive competition, enabling trust, emotional intelligence will have a positive outcome to the firm/company when all employees are comfortable together and learning from one another.

They represent the company, and the way they are treated and how they learn different things from different mentalities with a healthy attitude will cause succession as all will be working for a common goal.

I believe this is really important and people take for granted sometimes.

References:

http://study.com/academy/lesson/what-is-organizational-culture-definition-characteristics.html

I’m going to talk about synergy and its importance to organizations.
Synergy is a process where the interaction of two or more agents or forces combined effect is greater than the sum of their individual effects. Synergy leadership is a reality created by the conditional interaction between formal leaders and all other individuals creating value for the organization. The product of Synergy Leadership is a phenomenon having the combined effect of the relationships far exceeds the sum of their otherwise individual effects. (adapted from B. DePorter, 1992). The greater value of the combined effect results from individuals working together in mutually enhancing ways to achieve success by inspiring one another to set and accomplish both personal and organizational objectives.
Synergy is defined by Curley (1998, p. 70) as “an evolving phenomenon that occurs when individuals work together in mutually enhancing ways toward a common goal.” Synergy Leaders must take the responsibility for helping to establishing the environment where this kind of enhancing can take place.
When defining and understanding synergy we need to look to the past to try to understand the future by that what is meant is unclear and ambiguous. Synergy is not something we can hold in our hand but the term implies a multiplier effect which can allow the energy of individual work or service. “Fuller” was the person most responsible for making Synergy a common term.
Example: The leader must create a vision of the idealized organization first and articulate how team members can share thinking productively as a core competency to support the organizational structure.
Finally, Synergy goes beyond just team work. It needs perseverance, dedication and effectiveness to really accomplish synergy in the work place. And the leader needs to understand all these traits to establish a great work environment and accomplish the required goals.

References:

http://study.com/academy/lesson/synergy-in-business-definition-examples-quiz.html
Moran, R.T., Abramson, N.R., Moran, S.V. (2014). Managing cultural differences. (9th ed.) New York, NY: Routledge.

I found this chart pretty interesting to share with you.

What I found interesting in chapter 3 is how the lesson describes diversity in women.

How complicated when there are so many countries in the world with so many cultures, beliefs, tradition and values.

How were woman treated a long time ago?

Is the 21 century better for woman then the old centuries that are gone?

If we do a bit of research, it proves statistically that woman are getting there fair. But slowly.

When researching “multicultural advantage” it shows you how diversity is really on everyones side.

There is something called “More effective execution” which means that a workplace with diversity and encourage it, will achieve and inspire all employees to work at their best sbility.

Apart from challenges such as communication and resistance to change. This idea of execution is interesting and effective when applied to the workplace. It will cause employees to step up and prove themeselves.

References:

http://www.mckinsey.com/insights/organization/lessons_from_the_leading_edge_of_gender_diversity

http://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-benefits-challenges-solutions.asp

How do we perceive culture as a whole?
What Influences out there that are teaching us about culture?
Well there is the media and your friends.
What would be a more reliable source?
I would choose friends.
The reason is clear. Media has really taken over. Things such as stereotyping. Which is field by the media.
I’m an Egyptian. Born and raised in Egypt.
What do you think of when you hear the word Egypt?
Probably camels, desert, and pyramids right? Or even crazy Arabs that want trouble etc.
For people who have visited Egypt will come back with a whole different perspective.
For instance my first impression of “Spain” were the bulls and football matches.
As stupid and closed as I was that is what I thought when I was younger.
When I have been in Spain there were a lot similar to how I lived.
Parties, restaurants, hangouts. The people were very friendly and some had the same handshake gesture.
For a long moment I wanted to live there. I loved the country.
The point of this, is you really don’t know how people are in different countries until you experience it yourself and go abroad.
You can study books about different cultures but what really has a big effect is experiencing it for yourself.
I liked to post this because I want to know how people think about it and what cultures they thought about when reading this and the first thing you thought about when I said “I’m Egyptian”.
It is really important in business to go abroad. It is beneficial and really matters when you want to connect for your benefit and the benefit of others. It makes you grow and so does your business.

My Name is Moataz Sidahmed, I am surveying manger hired for shipping lines such as MEARSK and MSC.
I live in Alexandria, Egypt.
My Long term goals is stability and having my company have braches in other countries so I can experience the work abroad and experience different people and living.
I am surveying manager so I lead surveyors. We work as a team and that’s how I like to have it. It creates synergy and a positive outcome. I don’t lay back and give orders. I interact with them.
I’m in a committed long term relationship for 2 years 3 months now and not yet married nor have children.
I love to go to the gym, meeting new people and watching football (soccer).
I am a Barcelona fan since I was born. I love sports in general.

Never knew how learning about culture is critical until today.

I am a type of guy that loves travelling. Love having different race of friends and colleagues. Does that mean I have a good understanding of adapting different cultures? Maybe, but I can never be 100 % accurate on having the full understanding of culture.

My definition of culture is knowing what is right or wrong in order to behave in a sort of way according to the narrow perception within a given society in the world. Set of rules to live by, set of concepts to adapt from a very young age. Which then you interpret are an accepted way to live.

Anyone can speculate cultures. But who really understands the complexity it takes to understand the whole concept? Not many. Having travelled a few times in my life, I came across weird gestures and behavior’s that I never knew existed. Such behaviors are  like how you greet someone. I live in Egypt. Having to say hello here is by shaking hands. Knowing the person quite well, you give 2 kisses on both cheeks. Male or female. You can hug the same sex if you miss them. But in Spain for example this is not acceptable and perceived as weird.

Another example is my brother who was quite an egocentric person before he travelled to the states. He never really opened up his mind a little of how other cultures live life, and have different rules according to his. 2 months now living in the states, my brother became part of them (Americans). And he enjoys it.

His English improved and is still learning how to adapt to the culture. One part that he still has some problem adapting to is having showers in the changing room when all males are naked and getting dressed. In Egypt you always change privately with no one looking at you. But I believe that he will change and adapt to that and more.  One funny thing in the states is that they call football “soccer” where as in Egypt they think that Football is called football because you mostly use your feet. And having Americans calling it soccer is just too weird for him and annoys him.

Some things done don’t change though. Some things are interlinking values and culture together. Values no matter where you are, you are the one who change them, and you are the one in control of them.

To sum up, I believe that In order to adapt to culture, it takes time and practice, no matter how much you study and learn things about the specified topic. And you will ALWAYS learn new things.

My name is Moataz Sidahmed, I am a managing surveyor in the “Arab Survey & Salvage office”

I was born and raised in Alexandria, Egypt. I still live there. I was promoted to be a “Managing Surveyor” 1 month ago. I was a regular surveyor with routine work for a long while.

I love learning new things and most of all, I believe experience beats anything. I hope after I graduate from Penn State, I register for masters on campus in the US.

In my spare time, I “try” as much as I can to read books. I go to the gym 4 times a week & love Football “soccer”. I support FC Barcelona.

Moreover , most importantly Im looking forward to me all of you and have a successful semester.