What type of leader are you?

At this stage in your studies of business and leadership, what type of leader are you? And how ready are you to lead others?

You should watch this video in order to understand how to become a great leader

To start with, these two videos are inspiring me to become a leader who led people to a better life.  I was dreaming to see my world (organisation) with happy workers in the near future, however, every single person has fear, I do as well, I was lack of confidence before, and I always think that I cannot be a leader. The reason is that I do not know how to control people; I do not know how to shout or command my team. Time goes by, I gain lots of experience when stating abroad for more than 5 years, I gain my confidence and I started to think that one day I could be a good leader. A good leader does not have to shout at their teams, I can control them like my parent does to my older brother and me but the thing is I have to be stronger in terms of spirit. After I have been through not only Leading in a Changing World course, but also Organisation Behaviour module, and Human Resources Management in my bachelor, it inspires me that everyone with strong passion and ethics can be an effective leader like one of the speaker said in the video.

Being a leader, you should have:

  • “Strong Vision”
  • Be optimistic (tings always be better)
  • BIG Ego (believe what they believe is right),
  • Charisma (connect with people that you are involved in)
  • PASSION (passionate what you do)
  • Trust (when go too deep it leads to Faith)
  • Alignment with Personal value

Moreover as I state before, personally, Confidence is essential but it should be in the moderate limit with morality. Also, a good leader should open for any opinions and suggestions from others no matter who they are. It might be useful not only for you but also for organisation as a whole. 597691d42 726587-topic-ix-1 my_king_paragraphparagraph_698

My inspired leader

I would say that The King of Thailand is my inspired leader; Thailand is one of many countries that respect our king. We as Thais known him by heart, everyone respects and believe in him because of what he did since he became the king of Thailand.

He improved and developed country not for himself but for Thai people, which he called as his children and we called him as father. He went to many places in very outskirt of the city like the place that we never think about before in order to see the problem and use his intelligence to find out the solution, but he did not give a solution back straight away, he taught people who involved in that situation or circumstance to do it as well, and let them think. The reason behind is that he wants them to learn and know how to survive by their own feet in the future if something happen. Furthermore, he was working since he was young until now he is sick but still coordinate with others to help Thais. He is such a good supportive leader, which I understand how effective leader is.


Colleagues Supports

Not only from Leading in a changing world class that when we had group activities in class, we always suggest and give feedback to each other. What I learnt from them is that I know and clearly understand what I have to do, but I have to be more organized and precise especially with the time management. I am quite laid back person, and always panic when I see the deadline. They always say that I am such a creative person, I do appreciate that because I want to work in the event or organizer companies which creativity is a must. I am always responsible for decorate and making visual presentation because I love what I did. The outcomes are always positive and sometimes I learn from mistakes that I did which I can use to develop my skill in the future.


Developing Leadership Skills

I would say being more decisive and stronger in spirit in different situation due to the fact that in my class within fashion major, the majority of nationality is Chinese, and I found the huge barrier of communication and misunderstanding about cultures. However, in this industry, fashion, we need a connection for effective results. Moreover, being supportive is another area that I have to integrate to colleagues, I always do double work because they get used to with my kindness. Being supportive does not mean finish any tasks for others but teach and tell them how to do it. Last but not least, I have to learn how to trust my team members, I always afraid of their working styles so, I have to build a trust on them and getting to understand them more in the future.


“We can give back more than we receive”


Ethical Leadership

Ethical leadership, defining it as “the demonstration of normatively appropriate conduct through personal actions and interpersonal relationships, and the promotion of such conduct to followers through two-way communication, reinforcement and decision-making”… [and] the evidence suggests that ethical leader behavior can have important positive effects on both individual and organizational effectiveness (Rubin et al 2010: 216-17).

First of all, let’s look at what is Ethical?

The modern Oxford English Dictionary says:

“Ethical is that Relating to moral principles or the branch of knowledge dealing with these…” (Oxforddictionaries, 2014)

Why managers or leaders have to practice ethical?

This question might comes to people mind why they have to do that, what are the reasons of being ethical leaders or managers in organisations.

However, the objective of being traditional leaders or managers is that to develop, control resources within organisations for the best outcomes and earn the most profit. Time changes, there are many new competitors and issues in the industry, so organisation itself has to find ways or method to maintain their reputation and profits in order to survive in the industry. Practicing ethical is one method to show how much managers or leaders response to the community and environment, which related to organisation. Leaders or managers have to encourage their team members or subordinates to practice ethical as well to achieve the goal of organisation and the organisation as a whole with vast spans of communication and disparate areas of responsibility needs a bonding agent to make people feel they are making a unique and valuable contribution to the whole. (Ethicalleadership, 2014)

According to above statement, ethical leader or manager behaviour can have significant positive effects on both individual and to organisations that he or she belongs to.

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Individual Aspect

Most of the task that leaders or managers have to do is influence and encourage their teams. Furthermore, the most important point is to make the purpose of practicing ethical for organisation clearly for effective performances. A good leader or manager should take a responsibility in leverage values of subordinates to use in ethical way. Also as a manager or leader should be supportive for team members such as, keeping their records, reward them when necessary, develop and employee handbooks, and communicate any policy changes (be updated). (Sba, 2013)


Below here is the commitment or code of practice of CMI about ethical leadership.

For the wider community I will:

  • Be honest, open and truthful in all external communications
  • Respect the customs, practices and reasonable ambitions of others
  • Ensure that I am aware of, and comply with, all relevant legislation and regulations in the country where I am operating
  • Respect social, environmental and wider corporate responsibility concerns, assessing the impact of my actions on the environment and society around me, and seeking to conserve resources wherever possible (CMI, 2014)




Organisation Aspect

It can be the competitive advantage of organisation in particular industry. There are many companies nowadays developing CSR in order to gain a reputation and build an image for organisation themselves. It is obviously seen that in hospitality industry, most of the big hotel chain are developing CSR across the world to show that they are concerning about environment and community in the area that hotel situated such as, hotel in Shangri-La group, Six-senses group, and etc.


Shangri-La CSR

We do not inherit the earth from our ancestors, we borrow it from our children.” – Native AmericanProverb


It is obviously seen that there are many advantages of practicing ethical in organisation both for individual and organsations, which you can see from the video above.

Furthermore in fashion industry, there are many brands in different markets that using CSR to build a brand promise and brand reputation to their clients.

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In conclusion, from my perspective, it is not only managers or leaders responsibility for practicing ethical, however they are the most important key driver to drive organisations or firms to work effectively and more productive. Not only to earn profit and reputation, but also for themselves in order to change team members mind about ethical for peaceful society in the near future.


Mullins, L.J. (2013). Management and Organisational Behaviour. United Kingdom: FT Publishing International.

Oxforddictionaries. 2014. ethical: definition. [ONLINE] Available at: http://www.oxforddictionaries.com/definition/english/ethical. [Accessed 26 March 14].

CMI. 2014. Code of Practice for Professional Managers. [ONLINE] Available at: http://www.managers.org.uk/code/view-code-conduct. [Accessed 18 March 14].

Caron B.. 2013. How To Be an Ethical, Fair and Lawful Manager of Employees (While Protecting Your Interests). [ONLINE] Available at: http://www.sba.gov/community/blogs/how-be-ethical-fair-and-lawful-manager-employees-while-protecting-your-interests. [Accessed 20 March 14].

Eco-business. 2013. Corporate social responsibility in the fashion industry. [ONLINE] Available at: http://www.eco-business.com/opinion/corporate-social-responsibility-fashion-industry/. [Accessed 21 March 14].


Facing Changes

Change is nothing new and a simple fact of life. Some people actively thrive on new challenges and constant change, while others prefer the comfort of the status quo and strongly resist any change. It is all down to the personality of the individual and there is little management can do about resistance to change (Mullins 2010: 753).


At the very first here, I would like everyone who visit my blog please watch this video, in the first few minutes of this video you might think, “Why I post this video?” And probably you are not going to continue watching it but please watch until it finishes.



In everyone’s life, we do not know the future except we are fortunetellers so; it’s true that we can’t avoid changing in life neither in every day’s life nor in business term.

Why people do not want to change?

According to Management and Organisational Behaviour text book stated possible factors which are individual resistance (Selective perception, Habit, Inconvenience or loss of freedom, Economic implications, Security in the past, Fear of the unknown) and organizational resistance (Organisational culture, Maintaining stability, Investment in resources, Past contracts or agreements, Threats to power or influence) (Mullins, 2013)

Focusing on changes in organisations that might happen in every firm at every single second. “One of the most baffling and recalcitrant of the problems which business executives face is employee resistance to change” (Paul R., 1969)

According to above sentence, it is extremely true that many organisations all around the world are facing in these days. It is such a big influence that impacts the performance of employees in an organisation into either good or bad ways. It may decrease the capability of them in workplace or it might help to drive them work harder because of fear. Furthermore, these employees’ reactions will affect organisation image and stability, for example organisations might face the situation that they are lack of staffs because of negative reputation that staffs within firms are rumor about. On the other hand, fortunately firms’ revenue will amazingly increase because of positive reputations and professional image of organisations.

“The manager or leader has a responsibility to facilitate and enable change, and all that is implied within that statement, especially to understand the situation from an objective standpoint and then to help people understand reasons, aims, and ways of responding positively according to employees’ own situations and capabilities.” (Businessballs, 2014)

By the way, a manager is one of the most important people in every company that influences changes. In business context, the responsibility for managing change is for management and executives in the organisation, it is not an employees’ responsibility to manage changes in organisation. Employees have to behave and control themselves in term of their personal changes such as health, family, maturity, or personality) Therefore, organisations should prepare or have the process of management development which adapted to firm’s objectives, resources and other requirements. Human resource department is a particular department in organisation that the process of management development will work effectively due to the fact that recruitment is an early stage of building organisation. Having said that good resources build better organisation. (Mullins, 2013)

According to Leading in Changing World lecture, we all understand how JCP Company deals with the changing in the organisation and how effective they were in order to make a better environment within the workplace and for a better staff’s performances. Furthermore, British Airways is another good example that they faced the huge changing in the company in 1981 due to the fact that at that time the chairman saw the gap that effects company’s revenue (wasting their resources) and it is true that in an airline industry these days, the number of competitors is tremendously increasing year by year. Therefore, the chairman privatized the areas of changing in company and he found that the most important area is leadership and communication where can lead to serious problems like bankruptcy if they did not decide to change their management at that time (Brighthubpm, 2012)

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Personally, I am interested in Hospitality and Fashion industries, which are some of the most competitive industries. However, people who are in these industries have to face changes all the time. They have to be aware and prepare for unexpected situation that might come into their lives at anytime. To conclude, understanding people in organisation or team is one of the most important things for manager along with the goal’s of company and better outcomes will come to your firm without any fear from people in organisation.


Mullins, L.J. (2013). Management and Organisational Behaviour. United Kingdom: FT Publishing International.

Misty Faucheux. 2013. Examples of Change Management Plans That Worked. [ONLINE] Available at: http://www.brighthubpm.com/change-management/55056-examples-of-change-management-plans-that-worked/. [Accessed 12 March 14].

Businessballs. 2014. Change Management. [ONLINE] Available at: http://www.businessballs.com/changemanagement.htm. [Accessed 13 March 14].

Paul R. Lawrence. 1969. How to Deal With Resistance to Change. [ONLINE] Available at: http://hbr.org/1969/01/how-to-deal-with-resistance-to-change/ar/1. [Accessed 21 March 14].


“Leaders aren’t born, they’re made. Here’s how to make yourself” – by Marc A. Price

“Leadership is an art and management is a science”

“Leadership is more flexible and management is more structured”

(Creditunionbusiness, 2013)


Most of the people always confuse between management and leadership, they think it they are the same in general however; there are some areas of similarities and differences for management and leadership.

From the research of Zhao and Xu, students from ier institute, stated that the improvement of leadership behavior can not separated from the goals of management activities and practicing. (Ire-institute, 2012) Nevertheless, there are blurred points that show the differences between management and leadership. According to Dr. Sandra L. Torres research, a short common definition of leadership can be “ The ability to influence others” On the other hand for management could be “ Performing operational tasks such as the supervision of others” (Dr. Sandra L., 2013)


In terms of the definition, Leadership means the ability of an individual to influence, motivate, and enable others members in the organisation to contribute toward the effectiveness and successful. While Management is about directing and controlling a group of one or more people or entities for the purpose of coordinating and harmonizing that group towards accomplishing a goal. (Diffen, 2012)

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“ Managers have subordinates but Leaders have followers” this quote is incredibly interesting. For manager tend to be one of the most important in an organisation who has to control their subordinators with the authority. On the other side, to lead is to have followers, think about making a big campaign, it consists of leader who lead the event also it is not going to work without followers who support the event. The leaders with strong attitude and personality have the ability to control and attract people to the same track as them.


Which personal style should managers adopt to ensure success? What is the most effective approach to managing the work of subordinates? These questions have been extensively researched and debated over the last century, and while the general consensus has moved away from ‘command and control’ to management and leadership towards more consultative and participative approaches, there is no single ideal, as the best approach may vary according to circumstances and individual characteristics (CMI 2013).

From the discussion above, the personal style is really crucial in order to find yourself. No matter which positions or roles are you in; the most important is spirit and how you act in the reality. Hence, the action and your personal style when you treat or be with your colleagues, subordinates, or team members are some of stuffs that can judge who you are either manager or leader. (Managers, 2008)

In business society these days, there are innumerable leadership theories and models that are extremely useful for both organisation and individuals. (Marc A., 2014)

Contingency theories of leadership includes four majors models which are:

  1. Favourability of leadership situation – Fiedler
  2. Quality and acceptance of leader’ decision – Vroom and Yetton and Vroom and Jago
  3. Path-goal theory – House, and House and Dessler
  4. Readiness level of followers – Hersey and Blanchard.

Focusing on Path-goal theory, which identifies four different types of leadership behaviour. The theory said that leadership behaviour is a motivation of subordinates. (Mullins 2013: 383)

–       Directive leadership

–       Supportive leadership

–       Participative leadership

–       Achievement-oriented leadership

In different types of leadership has its own advantages, it is really depend on leaders or managers pick up in which situations.

Further than that, Rensis Likert, who conducted research on human behaviour within organisations, identified four major systems of management styles which are:

–       The exploitive-authoritative system

–       The benevolent-authoritative system

–       The consultative system

–       The participative-group system (Training&developmentsolutions, 2004)

Comparing two theories, there are some similar areas that showed people characteristics in organisations, which we can identify that which types are they either leaders or managers.


After has done the research and clearly understand the similarities and differences between managers and leaderships, I would rather be a person to be managed due to the fact that my personality need a person who push me to get the work done. I have such a very low level of self-assessment. From my point of view, managers are being able to help if needed more than leaders. Leader is more likely to command by using his or her authority, however manager is controlling his or her subordinates so, I would rather be a person who is managed by reasonable and supportive manager.

Watch this! He is the kind of person who I want to work with and I believe that people in his company are cheerful and happy to work with him!


Mullins, L.J. (2013). Management and Organisational Behaviour. United Kingdom: FT Publishing International.

Dr. Sandra L. Torres. 2014. Leadership vs. Management: Differences and Similarities. [ONLINE] Available at: http://www.creditunionbusiness.com/2013/09/19/leadership-vs-management-differences-and-similarities/. [Accessed 04 March 14].

Marc A. Price. 2010. Effective Leadership Theories in Business. [ONLINE] Available at: http://www.expertbusinessadvice.com/leadership/effective-leadership-theories-in-business-55.html. [Accessed 08 March 14].

Trainanddevelop. 2014. Rensis Likert and Management Styles. [ONLINE] Available at: http://www.trainanddevelop.co.uk/article/rensis-likert-and-management-styles-a174. [Accessed 08 March 14].


Diverse Team

Research has consistently shown that diverse teams produce better results, provided they are well led. The ability to bring together people from different backgrounds, disciplines, cultures, and generations and leverage all they have to offer, therefore, is a must-have for leaders

(Ibarra and Hansen 2011: 71).


Every department in organisation is as important as organs in human bodies. Harmony is extremely vital for effective outcomes and brings peaceful within the organisation. However, globalization has such a huge impact on society also on organisations as well. There are many issues always come up in the organisation and one of the most common issues is about diversity.

According to InnovationTools.com, “Diversity is the key to creativity”. Therefore, Diverse team is the combination or a cluster of people in different backgrounds, societies, cultures, fields, and languages or even from different countries, which work in the same place and have the same achievement, which make an organisation become better. It can be a benefit or a barrier for different perspectives.  (InnovationTools.com, 2013)

Choosing the right team is one step further to success in the workplace. In Fashion Industry, this is one of the vital drivers to make things done perfectly. Due to the fact that fashion is all about creativity and style, having group of different wide range of people in a team is such a benefit for working on one project. Brainstorming is one of the early steps in the working process. It is much better to gather ideas and experiences from people in various fields than get it from people in the same scope or people who have the same experience and background. For example, making a show for one collection, there are many processes and many other departments that as a team have to deal with. In order to create such an incredible creative show, a team needs very fresh distinct idea to create unique show. Moreover, this will affect the impression of audiences and making profits for the brand in the future also improving brand performance and reputation for the best benefit.

According to Simon Mitchell, UK general manager and European marketing director at talent management consultancy DDI, he stated that to lead the diverse team is challenging and tough for managers because groups of people from different backgrounds, generations, cultures, ages, and etc. actually have different perspectives and thoughts. Therefore, managers should work very hard, be open-minded, and understand international culture environment. (Simon M., 2013)

Here is the top ten tips of how to manage diverse team from managementtoday.co.uk

1. Don’t have favourites

2. Give feedback

3. Just because you’ve gone on holiday there once, doesn’t mean you know the culture

4. Use social tools to communicate better

5. Have an open-door policy

6.Tackle conflict and build a common workplace culture

7. Communicate regularly to unify the team

8. Email is easily misunderstood

9. Treat others as you would like to be treated

10. Set an example (Simon M., 2013)

These ten tips are just some tools that managers can use to make their diverse team work efficiency. As a manager, he or she can use the benefits of diversity in the team to make the best outcomes due to the fact that, the more variety skills in the team, the more creative and productive works are made. For example, in a team who have to make a business plan for new boutique hotel in Bangkok. There are varieties in the team not only different in genders, ages, nationalities, but also in different expertise. Manager should know the strength of individual in the team and give a right task to the right person in the team for the best result. Not only team members will produce such a productive work, but also they might feel more comfortable and happier to during their work. This will bring the good atmosphere to the workplace and build the team spirit, which will lead to the bigger profit to the organisation.


On the other hand, some people may say no or avoid working in a diversity team because they thought that it is very easy to make a conflict in a workplace according to the misunderstanding of cultures and verbal languages. Moreover, people from different countries have different styles of working, this might lead to the delay of result or even annoyed by some of team member’s reaction. Then the disunity will happen in a workplace, make people feel uncomfortable to work and end up with the high turn over rate.

In conclusion, as a manager, he or she should firstly understand team members individually; make them feel comfortable to be in the team and asking them for feedbacks, like how they feel? Or anything that as a manager can help to improve for a better outcome. After I have been researched about pro and cons of diversity team plus my personal experience, I would say that working in a diversity team is more productive and people can learn from each other during they are working. Also, it is kind of people in a team can broaden their knowledge individually and get different ideas or perspectives to produce the best work for their organisation.


Mullins, L.J. (2013). Management and Organisational Behaviour. United Kingdom: FT Publishing International.

Employerbrandingtoday. 2012. The Pros and Cons to Diversity. [ONLINE] Available at: http://www.employerbrandingtoday.com/blog/2012/02/08/the-pros-and-cons-to-diversity/. [Accessed 25 March 14].

Harvard Business Review, Jeeffrey T. 2008. Making Diverse Teams Click. [ONLINE] Available at: http://hbr.org/2008/07/making-diverse-teams-click/ar/1. [Accessed 21 February 14].

 InnovationManagement. 2013. Why diversity is the mother of creativity. [ONLINE] Available at: https://www.innovationmanagement.se/imtool-articles/why-diversity-is-the-mother-of-creativity/. [Accessed 20 February 14].

ManagementToday. 2013. Top Ten Tips: How To Manage Diverse Teams. [ONLINE] Available at: http://www.managementtoday.co.uk/news/1181428/top-ten-tips-manage-diverse-teams/. [Accessed 21 February 14].

Boundless. 2014. Importance of Managing Diversity. [ONLINE] Available at: https://www.boundless.com/management/diversity-in-a-global-business-world/diversity-in-organizations/importance-of-managing-diversity/. [Accessed 12 March 14].