Leadership and Management Portfolio: Reflective Practice & Case Study

This portfolio presents a comprehensive analysis of leadership and management principles, incorporating both theoretical frameworks and practical applications. Task 1 delves into Cox's (2005) reflective practice model, where the author describes a personal experience in a multinational cor...Read More

Portfolio

TABLE OF CONTENTS
Task 1.........................................................................................................................................3
Task 2.........................................................................................................................................4
REFERENCES...........................................................................................................................8

Task 1
Mandatory components of Cox’s (2005) reflective practice model
1.Description of experience phenomenon
Currently, I am working in an MNC and here there is a complete change in the
scenario. The culture followed here is completely different from my previous experiences.
The people across the different departments are involved with themselves and has nothing to
do with other departments. But the main thing that I observed is that the people over there are
very helpful in terms of work. The employees over there are very helpful to one another. But
I remember when it comes to one thing that one of my colleagues was talking about
something and suddenly I laughed on it but the thing is that was not at all funny but got it in
other way and my sudden reaction made it all weird.
2. Reflection
I was just trying to gel with others and to show my presence I did it. The only thing
that I wanted to achieve in the whole scenario was to increase my visibility. I am from a
different cultural background made me felt like an outsider and thus, to overcome that feeling
I tried to speak up in between. I know I reacted in a silly manner which was also irrelevant to
the topic and I just did it to make sure other know that I am interested in their talks. But my
reaction backfires, I feel like other actually ignored me after that or think that I am not a part
of their group but just an outsider. At the time of this situation, I was having a feeling that the
was it important to speak in between without thinking before speaking. I guess other people
might made the feeling of being interrupted with something not so important. I can say this
by looking at their facial expression after I spoke. They gave a different but not so acceptable
expression which forced me to think that they had that feeling.
3. Influencing factors
After this, what mainly affected is my speaking confidence. After the incident, I lose
the confidence to speak in between them or share my views or opinion. This has led to
increase in the lack of confidence level, engagement with other employees, interest towards
work. There was a sense of nervousness in me which caused to be apart from them. Through
my reaction, the external factor that got affected is that my reputation in front of my
colleagues. They must have got the impression that I have no knowledge or etiquettes in
respect to talking to others in a team or a group or how to behave and my thinking ability.
They must have also judged by character like what sort of person I am on account of doing
work with me. They might thing twice before saying or communicating something to me
related to work. All this have happened because of my different culture, the surrounding from
where I took my education.
4. Learning
Based on my reaction and after thinking about it, I thought there was other choice as
well for me. I should have thought before speaking and as I am from different background
and culture, I should have asked about the exact meaning they are trying to convey to make
sure I am thinking and getting the things in a right direction. Through this, others would have
thought that I am interested in their conversation and ready to accept them even if they are

from different cultural backgrounds. Currently, when I think about it, I get goose bumps, now
I actually laugh at myself that how can I can just laugh at the topic which was not at all funny
and what impression others would have got about me at that time. This experience has been a
part of my past experience and this was something that I never experienced before from
which I have learned new thing that I should be patient enough to make the things work. This
has made me more aware and responsible in terms of communication or starting a
conversation with someone to whom I am new. On practical aspect I have gained knowledge
on various aspects like different meaning of the same words, body language of people differs
from one culture to another. This has led to enhancement of my communication skills and
aesthetically, I have completely changed my way of responding to a conversation to a topic
and now I have adopted the formula of thing before speak specially in case where you are
completely new. Ethically there was no such big thing about losing my values as every
culture has their own values which cannot be denied. This incident has given me an
opportunity to work on myself and has created self-awareness and also self-esteem has been
modified which has been now being set at the higher place.
Task 2
Case study analysis of AmKor technologies
American Biotechnology, Inc. (ABI) is the biotechnology firm in the United States
which is headquartered in San Jose, California. It has global business exposure and the
competitive position in the market place which is due to its research and development. The
AmKor Technologies was created in order to enter the Korean market and this was done by
entering into a joint venture with the HBG (Hangul Business Group) which was headed by
Lee Seung-Ho, who is a Korean entrepreneur. The case study analysis has been broken into
several steps which helps in ensuring that all the critical points have been covered.
Identifying important facts surrounding the case
The important fact surrounding this whole case study is that whether Bird should be
sent back to California or not. The causes for this question to arise is because of changing
attitude and behaviour of the Bird. He was very energetic along with good communication
with the locals. He was having expertise in respect to the Korean business and culture and
from the very starting the Bird’s advice was taken when any difficulty arises in terms of
complex interpersonal and administrative problems. But the problem arises after few months
to the job. There were changes in the Bird being felt by Davenport which was quite
important. The attitude and behaviour of Alan bird was changing and was more inclining and
too absorbed in the Korean culture and people that at some point it was like he is losing his
American identity. All this led to the decision being made by Davenport for the best interest
of the AmKor and ABI that Bird should eb transferred back to California. Thus, upon
receiving letter from Davenport and Lee, the President of ABI is in a serious dilemma about
what should be done and therefore, she called out a meeting.
Identifying the key issue or issues
Davenport was very much concerned about the changes in the Alan Bird as this
change is having an influence over the business which might cause substantial loss in terms
of his administrative effectiveness. There was a situation which arises conflict of opinion
between the two in respect to the personnel policy changes being made by Davenport. Till

now, the company was following the traditional Korean HRM policies which involves
employee promotion practices. In this, the employees of the organization are promoted not on
the basis of performance but on the basis of seniority. But now Davenport replaced it with the
western style promotion policy according to which an employee will be promoted largely on
the basis of his or her annual performance which was being made in consultation with the
Human Resource Department (HRM). Some of the employees were not happy with this
decision as they felt this would disturb the harmony and create conflicts. They approached
Bird with the problem who went to Davenport and was providing justification for the
employee’s views and problems. But Davenport defend the new policy by saying it is
important for the global competition which requires higher performing corporations and this
policy is the best way to ensure that the employees are highly motivated towards work and
the company is having competitive workforce.
Another important point to considered here is that the employees of the organization
are more willing to introduce new ideas in the workplace rather than Bird. According to the
Davenport changes were emerging in the Korean customs and values and was very confident
that these customs are not so rigid as it might be seemed by Alan Bird. For example, it has
been observed Davenport that many of the Korean subordinates are progressive in respect to
the approach to management (Kozhakhmetova, and et.al., 2019). This can be drawn from the
incident, when Davenport felt that the women should be promoted into the male managerial
ranks, the several Korean managers did not have any objection but Bird was against it.
Through all these things it can be said that there are several challenges and responsibilities
of the global manager in respect to cross cultural management to be considered. It is
good to understand the others culture and work and take decisions taking into account the
same but at the same time it is also important to note that the importance of getting involved
in other culture is for the betterment and growth of both organization and the employees.
Sticking to the old practices will not bring any change to the society and the mind set of the
people. The organization is established across different parts of the world thus, it is important
for it align each of its units so that everyone could follow the same path. Business is all about
change and therefore, the point of concerns raised by the Davenport is crucial from the
business perspective.
Also, the case can be further related to the leading the global organization, since
American Biotechnology, Inc. (ABI) is the fastest growing company with global exposure
and there are times when the manager of the company comes across various types of culture
and it becomes essential for them to get involved with it and gain some understanding about
it which helps in proper and effective administration of the business resulting into better
growth opportunities and tacking the problems in an effective manner (FERRARIS, LONGO
and WARSITZKA, 2016). Bird was very competent in his work and there is no doubt in that
but there are other things which should be considered like in order to the expand and the
business in Korean market does not mean that the person complete forgetting their core
objective. Davenport was wrong on his part that Bird is becoming native and losing his
American identity just because of the fact that the person is getting emotional involved in the
Korean culture and increasingly speaking Korean to the AmKor employees rather than
English or Bird had married a Korean woman and moved to the Korean Locality (Bird and
Mendenhall, 2016). For a global business manager, it is very important to be open minded
and should not link professional life and personal interest.

Apart from above, the situation or the case highlights that the both the mangers are
not effective in managing the employees in some sense. Under one situation, Bird can
completely relate to the Korean employees and also the employees feel free while talking to
his and also shares their opinion, ideas, problems and issues that came across. Alan Bird can
take advantage of it by implementing new policies and convincing the staff that it will be
beneficial for all and will consequently lead to increase in the growth and profitability of the
organization and this will be the result of the hard work and competencies of the employees
(Ayundasari, Sudiro and Irawanto, 2017). But Bird is getting being very rigid in terms of
getting against the willingness or the tradition of the Korean culture. Bird should motivate the
employees towards a change which will be bring more opportunities and growth prospects for
the employees rather than being sticking to one thing. In contrast to it, Davenport who wants
to bring change in the right direction is not so famous among the staff which might be the
cause that is causing discrepancy in the change implementation. Thus, both somewhere lack
the capability to manage the work effectively and motivate the employees.
Specifying alternative courses of action
In order to improve the situation, there are certain alternative action plans that can be
used by AmKor for managing the business effectively. First, it should set the goals and
objectives of the business very clear based on which it should recognise the challenges they
might face in the business and the key responsibilities they have in respect to the global
business scenario. This will help in focussing on the common area of interest which would
lead to achieving the desired objectives and mitigating this issue (Qi, Smith and Yeoman,
2018). Second solution is that the company should administer the ways that will result into
growth and prosperity of the business. A follow plan should be formulated which highlight
the key things which are required to be carried out by the organization in order to remain at
the top and grow at the faster rate. The members are required to take into account various
aspects which are all connected together in reaching the top position. The next alternative
action plan is that the managers of the organization needs to be sure and follow the same
principles and practices in managing the organizational work and employees. Also, effective
steps should be taken for motivating the employees of the organization on account of being
accepting the change which is being taking place all over the world and not being stringent to
one thing and prospect. Effective training and seminars need to be organized which will help
the employees in knowing the changes taking place across the world and how it is beneficial
to them.
Evaluating each course of action
The first action in respect to meeting the challenges and the key responsibilities of the
managers. This will help in resolving the issue of rigidity. Through this Alan Bird would be
made aware of his roles and responsibility. This will lead to meeting with the problem that
was caused in introducing changes in the business and its policies. Like in the given case,
Bird was more rigid in changing the traditional policies of Korean culture in comparison to
some of the employees of the organization who were having no objection in implementing
changes. The fear of losing the market and faith of the employees might have caused the rigid
mind set of the employees (Maheshkar and Sharma, 2018). Thus, this action plan will lead to
effective managing and facing the complex situation and meeting the key roles and
responsibility of the organization. Second action plan will lead the business towards the top,

this will result in introducing such practices that will work in the interest of the both Bird and
Davenport. Each one of them is requires to exercise their responsibility in the interest of the
business in order to accomplish the main objective to be the fastest growing biotechnology
firm. This will require proper coordination and communication and a roll out of plan with the
consent of all which includes Davenport, Alan Bird and the staff of the organization. This
progress should be achieved considering only the Korean people and culture but the entire
world because its impact will be huge. This will consequently result into mitigation of
conflicts that arises because of professional and personal life of both as in case of AmKor
technologies where Alan Bird was judged by Davenport based on his involvement with the
Korean people, culture, history etc. The third alternative solution to these issues is that of
implementing proper principles, policies, rules and regulation sin eth organization with
respect to the working environment (Ho, 2016). Along with that a proper training session
should be conducted for the employees which brings a feeling of belongingness among the
employees. The various benefits that will arise because these changes should be explained to
the staff and should conduct question and answer session where the employees can clear their
doubts. Interactive motivational sessions will enhance the motivational level of the
employees and will pursued them in achieving higher goals.
Recommending the best course of action
Based on the current situation of the company, it is recommended to implement the
third alternative course of action which focusses on the managing the work effectively along
with motivating the employees. The staff of AmKor Technologies would gain useful insight
from it which will bring openness to welcoming the change and new and innovative ideas in
the organization. Also, it will bring positive change among the staff which will assist the
organization in introducing changes which are completely opposite to the traditional
practices, customs and value of the Korean people (Suharyati and Herfina, 2018). This will
make the employees of the organization the importance of change which will lead to change
in the thinking process and accepting the changes with a positive mind set. This action plan
will solve the major issue that the company was facing on account of resistance to change
which consequently leads to conflict of interest, cultural values and so forth. All together, this
will work on understanding the each other’s culture leading to enhancement of cross cultural
competencies (Tjosvold, 2017). This will further result into reducing the issue that have been
caused because of inclination of Alan Bird towards the Korean culture and customs which
actually turned against it which will result into avoiding conflict between Alan Bird and
Davenport in terms of change in the personnel policies like performance appraisal. Along
with that, there are chances that the Davenport might take back the decision of transferring
the Alan Bird to California office which will bring growth, opportunities, global exposure for
the company and its employees along with bringing change in the business and the working
scenarios.

REFERENCES
Books and Journals
Ayundasari, D. Y., Sudiro, A. and Irawanto, D. W., 2017. Improving employee performance
through work motivation and self-efficacy mediated by job satisfaction. Jurnal
Aplikasi Manajemen. 15(4). pp.587-599.
Bird, A. and Mendenhall, M. E., 2016. From cross-cultural management to global leadership:
Evolution and adaptation. Journal of World Business. 51(1). pp.115-126.
FERRARIS, A., LONGO, M. and WARSITZKA, M., 2016. CHAPTER THREE THE
RELEVANCE OF CULTURAL ASPECTS IN CROSS CULTURAL
MANAGEMENT IN MULTINATIONAL COMPANIES. New Business Models,
Strategies and Innovation. p.50.
Ho, O., 2016. Employee's Motivation: How to improve employees’ motivation in order to
increase work performance.
Kozhakhmetova, A and et.al., 2019. Modelling of project success factors: A cross-cultural
comparison. Economics & Sociology, 12(2). pp.219-234.
Maheshkar, C. and Sharma, V., 2018. Cross-Cultural Business Education: Leading
Businesses Across the Cultures. In Handbook of Research on Cross-Cultural
Business Education (pp. 1-35). IGI Global.
Qi, H., Smith, K. A. and Yeoman, I., 2018. Cross-cultural event volunteering: Challenge and
intelligence. Tourism Management. 69. pp.596-604.
Suharyati, H. and Herfina, H., 2018. Strengthening Motivation and Organizational
Citizenship Behavior.
Theresia, L and et.al., 2018. The influence of culture, job satisfaction and motivation on the
performance lecturer/employees. In International Conference on Industrial
Engineering and Operations Management. Bandung (pp. 2541-2552).
Tjosvold, D., 2017. Cross-cultural management: foundations and future. Routledge.