Assignment: People Management

1. 1.1Personal Reflection
I am very excited to write this about me and what I truly think about the person I have come to know
after the course.
I am outgoing, dynamic and highly strung I am calm and very confident, and I am motivated with a
lot of energy that can come across as intimidating and aggressive to others.
I love to achieve the desired results that I set for myself in any situation. I love to be challenged which
pushes to do anything to the best of my ability. I always love to lead and push others into action
because I love to win.
I share goals and I can motivate others to work. I am mature and trusting I have no issues to delegate.
I am a very emotional person I do not shy away from expressing myself when I am disappointed and
frustrated. I cry and express myself when I am disappointed.
I love to have control over any situation, I handle confrontation with facts not with emotions, I am
very cautious of how I want the confrontation to end I handle them well.
I am a manager that generate action and thrive on pressure, I spot talent easy and delegate workload
accordingly making sure that I have a diverse team of people that are willing to work together.
I rise above all my problems with a smile and I soldier on. I am a straight talker who does not mind
being unpopular because of decisions that need to be taken.
I was happy to know, and I do agree that I generally command respect.
Respect and communication are key things to me, they both generate trust.

Strengths:
My positive energy and drive, the fact that I am always ready to challenge inactivity, ineffectiveness,
inefficiency and self-deception.
I welcome everyone’s contribution looking into merit without being bias with the focus on the
objective.
One of the things I had to understand with my management skills is that I do consider followers at any
situation- their ability and experience is more important to me. Their willingness to take responsibility
with accountability is what I emphasise in a Team.
I am willing to learn and trainable to better fit the style of the followers but clearly out line the
expectations and understand their readiness readiness

Weakness:
One of the most weakness I have had to overcome was Assumptions…
Assuming that people will easily adapt to my style of doing things without communication.
How difficult it was for me to improve on that personally meant:
  I had to learn more flexible in my way of doing things
o I needed to read the situations better
 Strive to get the teams to be more willing and able to improve in situations.
I have no as regards to intellectual or creative ability.
I am very likely to provocation, I can see when people when people try to undermine and want to
ridicule me.
I can see when people are irritated and impatient, I can also read when there is a tendency of
offending others.
I am very persuasive my scores reflect to that, I have the tendency to try to stand up for oneself
without being pushy, a hands-on approach to conflict and willingness to collaborate.

My Unique Attributes:
I am above average on numerical ability, I pay attention to detail and accuracy.
I can work independently and under pressure without any supervision, I have excellent
Communication & Presentation skills.
I am a positive team player, self-starter and results driven individual. I need to be challenged to
develop my potential further.
I am a creative and dynamic person with a proactive and can-do attitude and an open-minded
personality.
I have optimal interpersonal skills which allow me to relate well with people at all levels and with my
strong communication skills I am able to create trustworthy and fair relationships.
I have a lot of experience in Manufacturing: I am able to work under pressure, to collaborate with
cross functional teams and to handle deadlines as a result.
I am a vibrant self-motivated & target driven individual, a hard worker who is willing to work
independently under pressure without any supervision.
My daily objective is to achieve daily goals that I set for myself.
I am very organized with time management that never misses what needs to be done.
I can achieve thoroughness and accuracy when accomplishing any given task.
I am a very good problem solver and team collaborator who is willing to contribute to a creative team.
I am fluent in both oral and written English, I can communicate and motivate effectively.

1.2 Personal Feed Back

o Situational Behaviour

Developed by Paul Hersey and Kenneth H. Blanchard:

People have been involved in a search for the best style in Leadership, yet evidence from the
research there is no single app purpose leadership style.
 Successful leaders are those who cab adapt their behaviours to meet the demands of their
situation.
Recognition of task and relationship as two critical dimensions of a managers behaviour has been
an important part of researchers over the past decades.
Task Behaviour: is an employee's response to a task-based environment in which this employee
operates. The term describes how employees perform their tasks and whether the environment
appears to be responsive to their task performance.
Relationship Behaviour: Is the style of leadership that is concerned with guiding how people
interact, instead of the mechanics of how they complete the task.
Based on the outcome of the situational leadership questionnaire my flexibility scores indicate
that:
Low Supervision and High Support, I am a coach willing to mentor and directive.
 I would be less controlling
 I would not supervise staff that was doing well and only supervise those that need help
and aren’t doing so well
 I would interfere less in teams that are on track and are doing what is expected of them
 I would stop being rigid and be more flexible

o The Belbin Team Roles

A tendency to behave, contribute and interrelate with other in a particular way – when working in a
team.
o My results show that I am a Shaper (SH)

I challenge and drive the team forward to achieve its goals and objectives.
Shapers are dynamic and highly-motivated individuals with a lot of nervous energy and a great need
for achievement. They’re primarily interested in getting things done – as quickly as possible.
Shapers are best managed by a Co-ordinator who can channel their drive, or a Monitor Evaluator who
can help them to think before acting. As managers, Shapers work well when supported by an
Implementer (whose efficiency and task focus will be appreciated) or a Team worker, who can
smooth over any misunderstandings that might arise.

✔ Do...
Use a factual and goal-oriented approach. Talk in terms of what can be achieved and when the
deadline might be.

✖ Don’t...
Make personal attacks in arguments or allow yourself to get off-topic in discussions. Avoid ambiguity
wherever possible.

o Feedback I received from the group

It was highlighted that because I am goal orientated I tend to focus more on it, and I am very
emotional about my opinions.
I do not like uncomfortable situations. I feel I cannot be myself when there is an elephant in the room
(the conflict). Until the issue has can be discussed and we come to some sort of understanding. Once
we have resolved the issue I feel more at ease and all will be back to how things were before the
conflict.
I am more comfortable where we all establish Ground Rules so that the team does not lose focus.
Areas of Improvement:
 As part of my development plan, I need to work more on not being emotional when people
don’t understand the tasks.
 Ask clarity seeking questions to client to with regards to the scope
 Discuss roles and responsibilities
 Discuss strengths and weaknesses of all members.

Question 2:

Ford Production System(FPS) Transformation Plan 2020 for IMG

Background:
I will be analysing the Ford FPS Master Team which will be responsible for the implementation of the
FPS Transformation Plan 2020.
The meetings have not been very pleasant and have not led us to move on any progress. We would
meet and agree and then there will be an email with minutes that follows will not be in line with what
we agreed on.
We have a lot of strong personalities with everyone wanting their opinions to matter and no decision
will be made about any issues.
People will be having meetings with each other within the team and no decision on how we needed to
create a plan.
We have had Master Trainers electing themselves as weekly as chairpersons to push their own
agendas . We have had people resign from the project team because of disagreements with other
members.

ANALYSIS:
 o Core:

I joined the team when the project was on it’s early stages and immediately I had an issue with how
the project was being handled.
My understanding was that a Project lead should be identified so that they he/she can lead the team.
We needed to have a criteria and matrix that will be used to elect the Lead.
The above would eliminate people going to meetings to do their own things during with no
formalities in terms of work load delegation. We could not all agree on issues but there should be a
final stance which should be given by the leader.
o Structure:

The structure of this team is 4 Master Trainers from All the shops and 4 FPS coordinators from each
shop.
The Master Trainers will always lead because they had better benefits than the coordinators.
All members needed to be in the same level in position and with rate of pay because they all had the
same qualification and they were playing the same role.

o Culture:

The culture was all animals are equal but some more equal than others.
We all do the same thing but with pay we differ.
The norms are to only focus on your role and do your job even if you would know of something that
would help a fellow colleague to make their jobs easier.
Those that earned more have caused tension and there is no cohesiveness in any of team projects.
People will choose to be leads whenever the role suited them
This also causes trust issues that don’t get better because people keep repeating the same behaviour.
Everyone was always moody and by themselves with no team work.

o Pattern:

Every morning people will go to meetings with food and they would play games.
The junior members have grown increasingly quite because they know their views will not be taken
into consideration because of their roles within the company.
The seniors have become increasingly aggressive in tabling their suggestions because they feel there
is no leadership, they don’t respect the chairperson and their views.
The communication of the team has broken down and everyone feels the meetings were not important
and a waste of time.
 o Performance:

The Content:
We started drafting minutes and reading them after the meeting with people signing on tasks that
needed to be performed.
Verbal:
We started communicating on delegating all that needed to be dome with timing on when we needed
to finish and submit tasks
Non-verbal
Roles were changed and everyone was at the same level and position which gave everyone equal
rights to perform.
Production:
We created a work environment where everyone was celebrated when they did right and corrected
when there was a need
Decisions:
We would vote on what needed to happen and object with resolutions on issues that we did not agree
on.
Output:
We became a team that was winning with passion knowing your role and contribution mattered.

2.2
I would make the two following g recommendations for the project team so that we are able to m
move forward.

Brainstorming: The team generates ideas or alternative through brainstorming.

Procedure:
The team decides on an issue that it wishes to brainstorm like the ideas for the event. Members will all
share their different views. We will then then document the ideas and then when we are completed we
then discuss them within the team and come to some conclusion.

Rules;
• Everything goes
• No submission should not be criticized
• Generate as many ideas as possible
• Build on one another’s ideas
SWOT Analysis: The team lists strengths, weaknesses, opportunities and threats
Potential- failure Analysis: To analyse potential failures or problems relating to the implementation of
the proposed plan.
Decision Trees : A tree will be drawn to assist the team in choosing the best alternative
Snow Ball : To categories ideas by pinning idea cards on the wall