Asian Leadership Case Study

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I. Introduction For the last twenty years, Western companies have discovered that Asian labor is relatively low which could produce price competitive products for export. That is the reason why most international countries create their branches or manufacturing plants in Asia. While they were moving investment into Asia, they needed a lot of employees to run their business. At that time, those investors recognize that most local staffs have little leadership skill and they have not possess enough competency to manage/do the jobs. We believes that most of Asian people are having insufficient leadership mindset due to several factors, namely education, family, and society condition. First of all, their educations depend heavily on what teachers…show more content…
II. Shortage of leadership III. 1. What is shortage of leadership? Leadership: the position or function of a leader, a person who guides or directs a group Leaders are people who do the right thing; managers are people who do things right. – Professor Warren G. Bennis Leaders help themselves and others to do the right things. They set direction, build an inspiring vision, and create something new. Leadership is about mapping out where you need to go to "win" as a team or an organization. Yet, while leaders set the direction, they must also use management skills to guide their people to the right destination, in a smooth and efficient way. ( Leadership is both a research area and a practical skill, regarding the ability of an individual or organization to "lead" or guide other individuals, teams, or entire organizations. Leadership involve getting the work done through others by the act of influencing.…show more content…
Therefore, shortage of leadership refers to people having less skill in influencing others to work for them. 2. The HR issue & effect Shortage of leadership is the major concern for top management of an organization. However, the issues arising at human resource departments are recruitment, retention, discrimination, building culture, improving capacity, succession planning, and ineffective training. Recruitment: The company without leadership is finding a hard time attracting talented employees who have leadership skill. High financial compensation may not be the only factor that such skill people are looking for. They tend to work and develop at a more standardized entity where learning is a never ending exercise. This in turn will make the company less competitive advantage as human capital is limited. Retention: Suppose a local company can recruit talent people with leadership skill, they may not work as long as expected. They feel they do not belong to the organization where subordinate do not perform nor commit to improving performance.

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