Abstract This report analysis Mr. Yong Il Choi’s leadership behavior. He is a senior manager in R&D department of Samsung SDI. With 15 years of working experience in Samsung, he was known as a good leader who knows how to manage subordinate and use his power. Beside Mr. Choi, we also interview 2 other employees: Mr. Park In Seok and Mr. Chin Min Jung to see how the leader solve problems and how influence of the leader to his subordinate. Leadership Final Report SolBridge International School Of Business
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AbstractThis report analysis Mr. Yong Il Choi’s leadership behavior. He is a senior manager in R&D department of Samsung SDI. With 15 years of working experience in Samsung, he was known as a good leader who knows how to manage subordinate and use his power. Beside Mr. Yong, we also interview 2 other employees: Mr. Park In Seok and Mr. Chin Min Jung to see how the leader solve problems and how influence of the leader to his subordinate.
Leadership Final Report
SolBridge International School Of Business
2 - Leadership final report 2010
CONTENT
Section1: Samsung SDI overview and interviewer profileI-Company SDI
overview………………………………………………………………………………….3II- About Mr. Yong Il
Choi………………………………………………………………………………..3III- About Mr. Park In
Seok…………………………………………………………………………......3IV- About Mr. Chin Mi
Section 3: Using Hersey and Blanchard’s theoryI-Follower
characteristics……………………………………………………………………….……...6II- Leader behavior………………………..….………………………………………………….………6III- Conclusion form theory………………………………………………………………...….…..…6
Section 4: Moral LeadershipI- Survey and score………………………………….
…………………………………………………..7II- Analysis……………………..
……………………………………………………………………………8
Section 5: Using powerI- Powers of Mr. Choi……..
………………………………………………………………………..…9II- Situation
solving……………………………………………………………………………………..10
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SECTION1: SAMSUNG SDI OVERVIEW AND INTERVIER’S PROFILE
I- Samsung SDI Overview Samsung SDI is the energy division of Samsung. It was found in 1970 by Samsung Electronics. We
came to Samsung SDI in Korea in Cheonan-si, Chungcheongnam-do, where is researching about
rechargeable battery.
By asking permission of Mr. Yong Il Choi, the senior manager in R&D department. We have
interview with him about few employee who working for him in this department.
I I- About Mr. Yong Il Choi – senior manager
Mr. Choi is a senior manager of in Samsung energy division – Samsung
SDI (Samsung SDI was found in 1970; company business is rechargeable
battery, which is the supplier for Apple, Honda, Dell, and Nokia…). He
works in Samsung SDI for 15 years from 1995, and his main work is
training employees about new technology. He researches new
technologies together with his subordinates, especially safety
technology in rechargeable battery. His department includes 15 people.
Meanwhile he is known as a good manager and cares about his people. Furthermore he always
wants to improve his professional ability by studying and researches not only about technology,
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but also business management (said by his supervisor). He is currently studying for
international certification about management. To him the manager is not too much different to
leader; he said that he couldn’t be a good manager if he isn’t a good leade
III- About Mr. Park In Seok – Supervisor
He has just come to Mr. Choi department for 8 months. Before that he worked in
business department. At the beginning, there are a lot of problems for him
because he is still new for the job. But he got of help from his college and from
Mr. Choi.
He is a kind person. It is our feeling. When we came to Samsung SDI for the
interview, we had some problems about security and we have to make the
permission card for visiting again. It took about 1 hour and Mr. Park was really
helpful for that. During the interview time, he also helped us a lot for our convenience.
IV- About Mr. Sin Teak Jung – Engineer
He worked in R&D department over 6 years. He is one of best people of Mr.
Choi. He is getting married so he really wants to get promotion.
As said by Mr. Choi, he always works hard and accomplishes work on time. Mr.
Choi really trusts his work.
SECTION2: LEADERSHIP STYLE - FIEDLER’S CONTINGENCY MODEL
I- His leadership style
We use contingency theory to analyze his leadership behavior. At first he was given a leader ship
style survey (was attached together with this report), including 40 questions. (This survey was
downloaded and used from website: www.nwlink.com).
As the result, he usually uses participative style in his work, and he got a same percentage for
authoritarian style and delegate style.
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After that, we asked him different questions, which are related to leader-subordinate relationship
and his position power, also task structure of company. By this information we confirm his
leadership style.
II- Relationship
1. In subordinates’ view
Mr. Park as I mentioned above– his supervisor have just moved from business division about 8
months ago
At first he had a little bit hard time since moving to a new division and he didn’t know clearly about
his work
But his colleges and his boss helped him a lot adapt his work and usually go out together
Once, Mr. Choi gave him a hard task and he thought he couldn’t accomplish it on time, so he asked
for some advice and Mr. Choi is always willing to help.
Based on survey conducted by other 5 of his subordinates, almost everyone agrees that Mr. Choi
usually: provides support and encouragement when need; allows them to join decision making; has
respect from his employees also; and they have confidence in the leader – Mr. Choi.
2. In Mr. Choi’s view
When we asked about leadership style, he explained about Hersey and Blanchard’s situation theory.
And in his opinion, He is trying to use Selling style - Coaching when keep a good relationship with
employee and balance with emphasis in task structure
He said: “I always want to keep good relationship with my employees”
III- Task structure
Samsung SDI is energy division and the main work of Mr. Choi’s department is about rechargeable
battery, right now they are researching about safety for battery
The department where Mr. Choi works is R&D department, which research about new technology
and training employees.
So the task structure is low, because this work is:
Task performed by the group are undefined because they always seeking something new in
the work
It is creative work because most of work is researching
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Procedure is unclear
A goal is clear in the short period: this year, his department has to increase the percent of
safety in lithium battery.
The task is unstructured
IV- Leader Position Power
Since Mr. Choi is the senior manager so he has enough formal authority over his subordinate. And
he uses this power to plan, direct work, evaluate or reward his people.
He has a high position power
V- Conclusion from analysis
Following what we are research:
Leader-member relations is good: most of subordinates respect him, have confidence on him
Task structure is low because this is professional job
Position power: include reward power, coercive power, and legitimate power. His power is
strong since he can plan and direct the work, also evaluate it and reward or punish
Base on the Fiedler’s Contingency Model, we have conclusion
Low task-oriented and high in relationship-oriented
He is in intermediate situation
=> In the survey result that we gave him, his style is participative style, which means that he for
focus on relationship with employee. So in this case, what is he doing is proper and reasonable
VI. Explaining the conclusion
It is true that he is in intermediate situation, because when I asked him what he feels about his
work and relationship in company, the answer’s that:” Even though the work is hard and difficult
but I really satisfy with my works here and everybody working together is really good”. But still the
work is unstructured, so to be a leader, he cannot feel satisfied.
About his style, he is using participative style, which is low task-oriented and high relationship-
oriented. This is the professional job since everyone knows what to do job and how to perform
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their work. Mr. Choi used to say “My employees can lead themselves just as well as I can”. So in this
case, it is better to him to create a good relationship with his people, so everyone can work together
better and accomplish the work well.
On the other hand, he is having good interpersonal skills, many people like him (14/15), so he can
create a positive group atmosphere that will improve relationships, clarify task structure and
establish position power better.
SECTION3: LEADERSHIP STYLE - HERSEY AND BLANCHARD’S SITUATIONAL THEORY
I. Follower characteristics
Mr. Choi has already known about this theory. Actually, he spent about 20 minutes on the interview
to explain to us about this theory again. When was asked to give 2 examples in his department. He
introduced to us two employees:
Mr. Park In Seok: new employee in the department, he is willing to work because he is
enthusiastic in this department. But is unable to do the job because most of work here are
still really new to him. He need more time to study the job.
=> Willing and Unable
Mr. Chin Mi Jung: Works in this department over 6 years, one of the best people of Mr. Choi
(manager). He is getting married few weeks ago. He is not only able to perform a job but also
willing to do the job. Because he wants to get promotion in Samsung so he always works
hard in department to get good evaluation and new research.
=> Willing and Able
II. Leader behavior:
There are some behaviors of Mr. Choi toward to two of his subordinate:
To Mr. Park (new employee): When giving work to him, Mr. Choi usually clarifies for him exactly
what he needs to do in his work. Also he let another employee help him in his work at first and
closely check his work.
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To Mr. Sin Teak Jung (old employee): He was usually giving him a hard and difficult work task. Mr.
Choi doesn’t need to explain carefully what Mr. Jung what to do because he believes that Mr. Jung
know what to do and can perform a work well as he expected.
III. Conclusion from theory
What Mr. Choi did following is what we learned in Hersey and Blanchard’s situation theory.
For Mr. Park (new employee), Mr. Choi used the selling style with the moderate readiness
level. Because the follower is willing to work but unable to do the job. So high in relationship
behavior and high in task structure.
Mr. Park used to tell me that:” Mr. Choi is not only my boss, he is like my teacher also”. So we
can see that their relationship is quite good.
For Mr. Chin (older employee), Mr. Choi used the delegating style with very high readiness
level. In this case, the follower is willing do work and also able to work. Since Mr. Chin has
high level-education and also experience in work, so he accept responsibility for his own
task behavior.
Mr. Chin said that: “ He let me decide on my work”. So that, we can demonstrate that Mr.
Choi uses leadership style correctly.
SECTION4: MORAL LEADERSHIPI. Survey and score
This survey was taken from the book “The Leadership Experience of Richard L. Daft page 183. We
used this survey to check whether Mr. Choi act as a good leader with moral or not. And this is the
result from the survey. The original survey was attached together with this report.
MostlyFalse
MostlyTrue
1. My actions meet the needs of others before my own 2. I explicitly enable others to feel ownership for their work
3. I like to consult with people when making a decision
4. I’m a perfectionist 5. I like to be of service to others 6. I try to learn the needs and perfectives of others
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7. I consciously utilize the skills and talents of other 8. I am assertive about the right way to do things 9. I give away credit and recognition to others 10. I believe that others have good intentions 11. I quickly inform others of developments that affect their work
12. I tend to automatically take charge 13. I encourage the growth of others, expecting nothing in return
14. I value cooperation over competition as a way to energize people
15. I involve others in planning and goal setting 16. I put people under pressure when needed