Introduction to Management
Final Project
Presented To:
Maam Hina Ali
Presented By:
Munawar Naser
Muhammad Arsalan
HanzalaAjmad
Arsalan Nasir
Muhammad Mubashir
Waleed Asghar
Section: D
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Acknowledgment
The success and final outcome of this project required a lot of guidance and assistance from many people. We
are extremely fortunate to that we got all the necessary guide lines that enabled us to complete the given task at
hand.
Were grateful that Maam Hina Ali gave us the opportunity to explore our potentials and beseeched us to do
such a creative project. She provided us with all the support and undivided attention and time to help us fulfil
our project. We thank her for her support and time.
Were thankful to all those whore involved in building up this project.
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Table of content
Introduction.................................................................................................................5
History and Background5
Executive Summary
.5
Traits and Behavior.....................................................................................................5
Behavior of the managers in the company...............................................................6
Different leadership styles..........................................................................................6
Evaluating the strategies.............................................................................................7
What employs want?...................................................................................................9
Specificity................................................................................................................9
Empowerment..........................................................................................................9
Honesty....................................................................................................................9
Leadership effectiveness on the team.......................................................................10
Relate different leadership theories with the interviewees responses......................11
Conclusion................................................................................................................12
Recommendations.....................................................................................................12
Check your attitude...................................................................................................15
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Introduction
We interviewed two managers of Technovision (Pvt) Ltd, MrNaeemBhatii, the sales manager and
MrTalzeemMahboob, who is working as a manger in the Solar Department of the company. We also
interviewed two employees of the company, MianAdeel and Usman Khan.
Executive Summary
We visited Technovision (Pvt) Ltd. that deals with Kholer diesel generators and the solar system. This is only
distributer company SDMO and Kholer power generators. We took the interviews of two mangers and two
employees. We asked them about the how they apply leadership strategies in the organization and how their
workers gives response. How the leadership strategies are applicable in the organization and to how extent these
are effective for the efficiency of the production.
There are different leadership styles in an organization and by evaluating most effective strategies are applied.
As the employee wants empowerment and specially honesty. Obviously in an organization good leadership has
positive effectiveness. The organization should have good relationship between the mangers and the employee.
History and Background
Technovision was established in 1995 in a small premises with limited resources. By maintaining the ethics,
code of professional conduct and the standards set by the founding pioneers, we were able to grow, compete and
build a large base of committed customers in very short period. Presently the Company operates from two
different locations Lahore & Karachi in the country with more than 100 regular employees including qualified
and trained Service Staff, Professional Marketing and Administration personnel.
Our main facility built on 2 Acres land at Multan Road Lahore is one of the largest fully equipped set ups
available today in Pakistan to provide all the services regarding Diesel & Natural Gas Power Generation.This
facility at 22-Km Multan Road Lahore comprises of Administration Block, Workshop Hall with all the facilities
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for Engine Overhauling / Alternators Reconditioning / Fuel Pump & Injectors Calibration / Load Testing of DG
Sets / Stores for Stock Inventory of Spares and Employees Residential Hostel. Primary objective for
establishing this huge set up is to cater the Power Generation requirements of our valued customers through
excellent and cost effective services.
Technovision Karachi regional office located at Karachi Saddar is equipped with all the facilities &Trained staff
for renderring services to southeren region customers.Stock inventory of KOHLER Gen Sets & necessary
spares is maintained at Technovision warehouse in the site area karachi.
Traits and Behavior
The managers, being the leaders of the company possess different traits and behaviors according to the
requirements of their respective jobs. Both the managers are always striving for the improvement. Their aim is
to get the company to achieve more. They believe that the company or organization will only have a high
growth rate if they are motivated and determined to accomplish more. In other words, their positive attitude
towards higher achievement plays a significant role in the success of the business. According to them, if their
focus is only on their personal betterment, the company is bound to suffer.
Both the managers also mentioned about the importance of leadership motivation. They are interested in
building a safe and trusting environment, as well as ensuring that the company is positioned to be successful in
the marketplace. Whenever a project is assigned to them, they provide proper directions for the group in order
to get a task completed in the most efficient manner. The mangers of this company always collaborate with the
group in order to get everyones opinion because it is vital for everyone to give their input on any given
decision. This promotes the feeling of usefulness in the employees which is extremely beneficial for their
productivity in the workplace.
Most importantly honesty and integrity play an important part in any organization. They said that by
showing integrity in the workplace, the employees as well as the employers can distinguish between what is
right and what is wrong. This also benefits the business environment where trustworthy actions set the
foundation for successful business relationships.
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As a manager self-confidence is really important. It helps to overcome many problems easily in the
company. The mangers especially MrNazeemBhatti said that sometimes they have to make some quick
decisions for the company and here self-confidence really matters. Obviously, as a leader they have all the
knowledge about their department. The job of the manger is to look after their designated department. They are
not working as an employee but have all the knowledge about the employees tasks. They always have a check
and balance on them.
Behavior of the managers in the company.
They both have the task performance behavior as their target is to ensure that the company achieves its
goal. So for that they always focus on their employees work speed and quantity of input. Group maintenance is
also very important for the mangers. They try to build a behavior that occurs between members of groups in
order to maintain reciprocal trust and cooperation. They take care of their employees feelings and comfort.
They always appreciate people to play a big role in their work.
One of the employee, when we interviewed, mentioned that the mangers are very strict about observing
regulation. They are also very strict about the amount of work they do. After every week they check every
employees progress. But on the other hand the employees are given full supports from the mangers. Award is
given to them if their work is up to the mark. Yearly bonus is also given to every employee. So this all helps the
employee to work happily in the company.
Different leadership styles
All the decisions are made by the managers that is; they follow Autocratic or Authoritarian leadership.
Managers give orders as well as assign tasks and duties without consulting the employees. The leader takes full
authority and assumes full responsibility. They think that it facilitates quick decisions, prompt action and unity
of direction. It depends on a lesser degree of delegation. But too much use of authority might result in strikes
and industrial disputes. It is likely to produce frustration and retard the growth of the company.
The employees said that they work as hard as is necessary to avoid punishment. They will thus produce
the minimum which will escape punishment.
Sometimes the managers of the company also follow Participative leadership. Managers encourage
participation in decision-making.
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Managers lead the subordinates mainly through persuasion and example rather than fear and force.
Sometimes the leader serves as a moderator of the ideas and suggestions from his group.
The Laissez-faire or Free-rein leadership is also adopted here. The mangers, in some situations, give no
direction and allow the group to establish its own goals and work out its own problems.
The leader plays only a minor role. His idea is that each member of the group when left to himself will
put forth his best effort and the maximum results can be achieved in thisway. The leader acts as an umpire. But
as no direction or control is exercised over the people, the organization is likely to flounder.
Another leadership style is also been followed in the company and that is Paternalistic leadership.
Sometimes the mangers have to treat their employees as a family member. To gain some work from them which
cant be done by forcing them.
Evaluating the strategies
The Autocratic leadership style is less likely to be effective because (i) the new generation is more
independent and less submissive and not amenable to rigid control; (ii) people look for ego satisfactions from
their jobs and (iii) revolution of rising expectations changed the attitude of the people.
Autocratic leadership may be divided into three classes:
(A) The hard-boiled autocrat who relies mainly on negative influences uses the force of fear and punishment in
directing his subordinates towards the organizational goals. This is likely to result in employees becoming
resentful.
(B) The benevolent autocrat who relies mainly on positive influences uses the reward and incentives in directing
his subordinates towards the organizational goals. By using praise and pats on the back, he secures the loyalty
of subordinates who accept his decisions.
(C) The manipulative autocrat who makes the employees feels that they are participating in decision-making
though the manager himself has taken the decision. McGregor labels this style as Theory X.
Democratic leadership style will foster enthusiasm in them. The employees feel that management is interested
in them as well as in their ideas and suggestions. They will, therefore, place their suggestions for improvement.
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Advantages for democratic leadership are as follows: (i) higher motivation and improved morale; (ii) increased
co-operation with the management; (iii) improved job performance; (iv) reduction of grievances and (v)
reduction of absenteeism and employee turnover.
The laissez-faire groups also developed friendly approaches to the leader as in the democratic group. But
suggestions from the groups were very low and they were also less productive.
Paternalistic leadership style has still been widely prevalent in small firms in India. However, this paternalistic
approach is unlikely to work with mature adult employees, many of whom do not like their interests to be
looked after by a godfather. Instead of gratitude, it might generate antagonism and resentment in the
subordinates.
Power they have in the organization:
Both the managers have some powers over the employees. The employees there are obligated to comply
with legitimate orders. Basically the managers have legitimate power over the employee. Whatever the
managers has ordered the employees have to obey them.
Reward power is also in this company, the managers also showed us the excellence award which was
given for the hard work they did for the company, that helped them to achieve the companys goal.
After interviewing the employee, we learnt that there is also coercive power. The manager gives
punishment to the employee if they are not performing well. Salaries are cut if any employee comes late or is
absent. In this way they make their employees very disciplined.
The manger in the solar department and the manger in the sales department both have the expert power.
They have full and clear knowledge related to their work in their specific departments. They usually give tips to
their employees who respect them and follow them accordingly. It is based upon employees' perception that a
manager or some other member of an organization has a high level of knowledge or a specialized set of skills
that other employees or members of the organization do not possess.
What employs want?
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Specificity
Employees want leaders to provide them with specific direction andto avoid corporate speak to get to the
point and be direct in telling them what to do and what is specifically expected from them. Dont beat around
the bush. Be specific rather than vague to avoid unexpected surprises without the proper preparation.
Leaders that are specific have strong attention to detail and are mindful of assuring their employees are
never blindsided.
Empowerment
Employees dont always want to have to ask for permission. They want to be empowered to make
decisions and to learn from their failures. Employees want leaders that will provide them with the mentoring
and wisdom to effectively solve problems and become more independent and productive.
Empowerment is the ticket to being more self-sufficient, entrepreneurial and purposeful at work, and employees
are empowered when given the right
Honesty
Many leaders tend to tell only half the truth. While it is understandable that they may want to hold back
the whole truth to avoid the unnecessary chaos and uncertainty that may come with it employees expect real
leaders to be transparent, trustworthy, open up their hearts and lead with kindness.
Employees expect leaders to be accountable to others as much as themselves. Too many leaders cut
corners, delegate too much and push off problems to others that they should handle themselves. Leaders that
avoid adversity and the accountability that goes with it are those who are trying to protect their reputations
when they should be willing to put their reputations on the line to protect those they lead.
There is a distinct difference between recognition and respect. Recognition explodes and subsides.
Respect reverberates and multiplies. The recognized leader appeals to the head where things are easily
forgotten, while the respected leader captivates the heart and the heart does not forget.
Employees want leaders who respect and value their teamwork and
individual
contributions. They expect leaders to invest in relationships that are earned over time. Leaders that stick to their
plans, take the appropriate risks when necessary, and communicate the outcomes whether success or failure are
the leaders who earn respect from those they serve and lead.
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Leadership effectiveness on the team
When a sports team is working well together, it can feel like magic. A good leader have the skills you
need to build and lead high performing teams in your organization.
An important leadership competency for any size organization, the ability to build and lead high
performing teams is especially critical in small-to-midsize businesses. Here, people must work closely together,
where many hats and work effectively across the organization to get tasks accomplished quickly enough to
remain competitive.
In order to understand the competencies needed to build and lead high performance teams, it is helpful
to first define a team. Here is a simple but effective description.
After getting the interview we realize the worker want independency our decision. The want to solve
problem himself. According to him a good leaders like as supporter o or task performer.
Employs want to direct by leader. They want leader set their goals or leader set there guideline for their
employees.
Relate different leadership theories with the interviewees responses
Autocratic or authoritarian leaders create a strict divide between the one giving the orders and those
expected to follow them. As such, autocrats tend to make decisions independently, which can result in abuse of
power and make their followers feel excluded. Lewin found that creativity decreased under autocratic
leadership. Autocratic leadership style is identified as ruler-centered.
Democratic leaders are generally more effective than autocrats. Democratic leaders offer guidance to
their team members and seek their input on making decisions.The employees in the democratic group had less
output than the authoritarian group but their work was of higher quality.
Laisserz-faire do very little in the way of "leading." the leader offers almost no guidance to group
members.Employees in the laisserz-faire group are resulted the least productive. They had no direction therefore
no real output. This style can be effective if group members are qualified in their field.
Authoritarian leaders give their followers little to no control of their environment. Democratic leaders
give their followers partial control over their tasks and decision-making process. Laissez-faire leaders give their
followers almost total control over their environments.
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Authoritarian leadership is not suited to environments in which members desire to share their opinions
and participate in decision-making processes. Democratic leadership is not useful or required in groups and
organizations with clearly defined and unchanging guidelines, roles, and practices. Laissez-faire leadership is
not suited to environments in which the members require feedback, direction, oversight, flexibility, or praise.
Conclusion
Although certain aspects of leadership came naturally to them, there are a few that took some conscious
effort. This was very important for them since they had to be able to retain workers while demonstrating that
they were the right individual for the job. They started leading regular staff meetings, which gave them the
chance to hear their concerns as well as make my expectations clear. They also wanted to motivate our workers
to succeed in their work. To do so they took various ideas from this course and put them into practice. They
made an effort to ensure that they were well trained, respected, felt as though they were appreciated, and
interested in the companys goals. For some of the employees their goals could be aligned with the companys
goals. This made my job remarkably easy! All they had to do was take the time to get to know each employee.
They now know what makes them tick, what their interests are, and what aggravates them about the job. They
really do have a greater appreciation for what their style of leadership is, but they are also aware that there style
has to be tweaked in certain situations to maximize their effectiveness.
From all this research the conclusion we find that the managers and employs always work on task performance
and try to complete the task first because they didnt want to face the punishment.
Recommendations
Follow procedures and adhere to policies.
Effective leaders are essentially good followers. They understand that they are accountable to those in
authority. They know it is not a good idea to behave as a lone wolf, but that they must instead keep their
work priorities aligned with the organizations goal and have an appropriate sense of self-importance.
People who lead in place value the necessity of following procedures and adhering to established
policies.
Submit to the authority of others.
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We are all under the authority of someone, whether it is a supervisor, director, president, board of
governors, or whomever else.
Take risks.
Sometimes it is necessary for leaders to step outside the box, to be innovative. Leaders must be flexible
enough to know when it is time to try a new procedure or implement a new policy. For many taking a
risk is frightening, but such behavior can be invaluable, benefiting the entire group.
Commitment
Any person who assumes a leadership role needs to be committed to the group. The groups vision and
mission must be internalized by the leader. An effective leader is a person who can commit to using his
or her ability to lead others, perform technical skills, and conceptualize situations, thus helping to ensure
goal achievement.
Expect conflict
Conflict among people is a natural, inevitable, and constant factor of human interaction. An
effective leader expects conflict and is able to manage it in a productive manner.
Tell the truth, but with compassion
To some degree conflicts occur because people are not able to differentiate between task-related
conflict issues and their personal investment in a given situation. Yet at the same time the leader must
compassionately tell the truth (e.g. about a faculty members job performance, etc.
Listen.
Communication plays a vital role in the achievement of interpersonal and organizational goals.
Communication is a two-way process. Effective communication requires leaders capable of effective
listening Seek First to Understand, Then Seek to Be Understood, reflects the epitome of effective
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listening. Ineffective listening undermines peoples self-esteem, self-confidence, and creativity.
Remember, hearing and listening are not synonymous terms.
Check your attitude.
I contend that effective leadership begins with a correct mindset. That mind-set is founded upon
an individuals willingness to lead, to serve others. An effective leader desires the opportunity to step up
to be involved in controlling not only his or her personal actions, but the actions of those being led. This
leadership attitude flows from a reasoned choice; it is a conscious decision to take on the role with all its
rights and responsibilities. Effective leaders are able to demonstrate a fixed purpose. Such leadership is
determined to ensure not only that personal goals are reached, but more important, that the group
achieves its objectives and fulfills its mission. Those who seek to lead in place must be compelled to
lead no matter the personal cost.
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