Management Science assignment

ZENVIRON

Strategic

proposal

Prepared by :

Lee Pei Gie 0315653Yong Seen Yee 0315883Na Yeow Sing 0320385Jenny Hoo Yee Tyng 0321841Chin Weng Lok 0323583

ZENVIRON Construction Sdn. Bhd.193, Jalan Aman U5/F,Kuala Lumpur,Selangor, Malaysia.

Management Science ( MGT 60203 )BACHELOR OF QUANTITY SURVEYINGSCHOOL OF ARCHITECTURE, BUILDING AND DESIGN

TABLE OF CONTENT

1.0 Company Profile 1-5 - Company Background - Our Vision - Our Mission - Our Goals - Organizational Chart

2.0 Talent Development 6-12 - Selection Criteria - Training and Development Plan - Management Trainee Selection Process ( Interview Activities )

3.0 Technology Leverage 13-17 - Information Technology - Information Management Skills

4.0 Appendix 18-42

1

ZENVIRON Construction Sdn. Bhd Part 1 Company Profile

COMPANY

PROFILE

2


Company Background

ZENVIRON Construction Sdn. Bhd. is a

company that set up in year 2015 when the

5 friends who are Chin Weng Lok, Jenny Hoo

Yee Tyng, Lee Pei Gie, Na Yeow Sing and

Yong Seen Yee who are experienced in

construction industry, successfully secured 5

projects upon receipt of the Letter of Award

from clients.

The company was named ZENVIRON,

which is the combination of Zen and

Environment. ZENVIRON is expertise in a

wide range of civil engineering and construction works, including prestigious

road works and new township developments and complex infrastructure

projects.

Today, ZENVIRON has a total number of 27 full time staff in offices and

over 100 employees on the site. Our company is in Kuala Lumpur and its

operations extend throughout the state of Selangor. Driven by our vision of

Striving for Excellence in areas of our expertise and powered by a bunch of

experienced and dynamic team, ZENVIRON soars even higher in the years to

come.

3


Our Vision Striving for Excellence in areas of our expertise

We continue a commitment to excellence by striving for quality in every

project regardless of size, budget or time line. As we aim to be one of the top

contractors in Asia, our services will expand to provide the best services to our

clients. To enter international market, we will continuously diversify our skill set

to distinguish us from our competition and foster loyal customers as we build

projects that improve the quality of life in Asia. Millerwhite (n.d.)

Our Mission 1. We deliver quality products and services to clients.

This will ensure ZENVIRON’s client satisfy with its product. Therefore, we

ensure that our services commit to promised quality.

2. We develop, train and reward passionate and committed employees.

Give your employees the opportunity to develop and the freedom to

make decisions, and they will succeed. Beyond technical, hands-on

training, ZENVIRON train its staff to be equipped for work and life in the

21st century. By offering ZENVRION’s employees knowledge,

experience, know-how and accomplishment, job satisfaction and

exceptional work follow.

3. We promote sustainable development.

Advancements in technology make buildings increasingly complex.

Yet the demand for timely, quality and cost effective delivery has not

changed. In order to match quality with efficiency in construction,

ZENVIRON’s innovative use of technologies enables cohesive project

management that increases efficiency and improves communication.

4. We commit to safety.

ZENVIRON requires that all practical efforts be taken to provide a work

environment that is free from recognized safety and health hazards.

Accordingly, we are committed to achieving and sustaining a “Zero

Accident Tolerance” policy through continuous improvement

practices.

WCT (n.d.)

4


Our Goals

Short term goal

To ensure our employees experience positive attitudes, flexibility,

transparency, timeliness, and quality workmanship.

To strategically grow in revenue at a rate of 15% per year.

To achieve safety and quality consciousness in every project.

Mid- term goal

To deliver sustainable returns to our shareholder in year 2020.

To achieve widely known corporate culture that is challenging,

rewarding and a lot of fun.

Long term goal

To develop a reputation of top quality service and recognized

worldwide in year 2025.

To undertake international projects in year 2025.

To become top employer in Malaysia in year 2025.

5


Organizational Chart

* Refer to Appendix A1.1 on Job Description of each role.

General Manager

Admin Manager

HR Manager

Secretary

PR & Administration

Manager

Project Manager

Project Engineer

Quantity Surveyor

Foreman

Financial Manager

Accountant

Accountant Clerk

6

ZENVIRON Construction Sdn. Bhd Part 2 Talent Development

TALENT

DEVELOPMENT

7


Selection Criteria ZENVIRON Management Trainee ( ZMT ) Programme is specially designed for

talented graduates to receive training and to guide their career path. It can help to

develop trainees with strong potential to become a manager or leader in an

organization. Management trainees will have the opportunity to work in different

departments in the company on a rotation basis, which means can provide basic

knowledge and exposure to every aspect of business and roles. Although this

management trainee programme is time consuming, it is beneficial for the company

to increase the productivity and achieve the long term goal.

SELECTION CRITERIA

Candidates must have Bachelor’s degree of ALL disciplines from an

accredited university with a minimum of CGPA 3.3 or equivalent.

Major in: Civil engineering/ Quantity surveyor/ Construction

management/ Property valuation/ Real estate/ Business administration/

Finance/ Accounting.

Fresh graduates or those with less than one year working experience

are welcome to apply.

Proficient in spoken and written English and Bahasa Malaysia. Ability to

communicate in Chinese is an added advantage.

Able to work well independently as well as in team setting.

Have positive attitude with good interpersonal and communication

skills.

Candidates have demonstrated strong leadership experience.

Strong evidence of a high sense of achievement.

*Refer to Appendix A1.2 for further details of the criteria.

8


Training and Development Plan This one and a half years programme is designed to nurture competent and

professional management talents for the future development of ZENVIRON.

First 1 week First 6 months 7th to 12th month 13th to 18th month Cost

Corporate

Induction

Rotation

attachments

First assignment in

a key department

Second assignment

in a key department

RM 8,000

On-the-job development and formal

training

Continuous monitoring of the trainee’s performance and

development

First Six Months:

Rotate to various departments to familiarize the trainees with diversified

company operations and businesses.

Build the breadth and depth of the company’s core business and

operations.

7th to 18th Month:

Undertake two postings, each of which lasts five to six months.

Direct mentoring and coaching by senior management to deepen the

understanding of company businesses and management skills.

Participate in internal staff training sessions.

(5-6 months) (5-6 months)

Duration of each rotation will be subject to individual performance and organizational

requirements.

9


Management Trainee Selection

Process

Interview for Management Trainees We recruit professionals and fresh graduates through ZENVIRON

Management Trainee (ZMT) Programme that aims to identify and develop

young talents to become the future leaders of the organisation, industry and

nation.

A rigorous selection progress is employed to ensure that we bring in fresh

graduates with high potential to be accelerated in their development from

the start of their career. Celcom (1999-2015)

There are 3 parts in the interview component:

- Pre-Screening (Through phone interview)

- Individual Interview

- Behavioural Profiling

- Learning Agility

- Leadership Competencies

- Group Assessments

10


i) Pre-Screening

At pre-screening, we examine one’s qualification based on the selection

criteria of requirements stated previously whose in summary, graduates or

experienced professionals with a global outlook and all-round capability. This

is carried out through telephone pre-screening interview session.

Telephone pre-screening interview

A telephone pre-screening interview will be conducted by 5 HR officers,

which take between 20 to 30 minutes and provide the interviewer with

enough information to determine whether the candidate is a good match for

the position. We will prepare assessment scorecard in advance to aid in the

sorting process and take notes to use for comparing candidates. (Refer to

Appendix A1.3)

11


ii) Individual interview

If candidates meet the criteria, we will ask them to sit for the next assessment

interview to provide us with a more holistic view of their capabilities, in terms

of behavioural compatibility, learning agility and leadership competencies.

i) Behavioural Profiling

This exercise enables us to determine candidates’ behavioural profile and to

gauge their behavioural tendencies in different situations. This interview

session will be conducted using DISC index. Candidates are required to take

a 10-15 minute assessment answering questions about his/her behaviour at

work before they enter into discussion room for the individual interview. After

they review the report and graph from DISC report, interviewers start to

discuss the four questions (Refer to Appendix A1.4) and record key points for

review.

ii) Learning Agility

This interview session provides us with a gauge of various aspects of

candidate’s learning strengths and styles. As we believe their development

should begin at the point of selection, this input enables us to better plan their

future learning and development. (Refer to Appendix A1.5 for interview

question list.) This interview session will be carried out for 30-45 minutes by 3 HR

officers.

iii) Leadership Competencies

Candidate will also go through a structured interview and an assessment

centre for us to gauge the following leadership competencies:

Results Achievement

Bias for action and tangible results and is able to understand the basis of

action to organise work in anticipation of possible roadblocks to deliver the

desired results relentlessly.

Relationships

Able to engage and build relationships with diverse people in garnering their

support and buy-in leading to win-win situations.

Strategic Thinking

Able to analyse and pull together varying information and data in forming

steps towards achievement of the strategic objectives.

12


Leadership interview questions focus on exploring and evaluating recognized

leadership competencies. The questions are designed to assess whether the

candidate has both leadership skills and leadership potential. (Refer to

Appendix A1.6.) This interview session will be carried out for 30-45 minutes by 3

HR officers. Celcom (1999-2015)

iii) Group Assessment

After passing the 3 interviews, a group assessment is carried out to determine

candidate’s soft skills such as communication and problem-solving skills in

action, and to ensure that he/she can work effectively in a team. As part of

the group interview activity, we will employ ‘Marshmallow Spaghetti Tower’

activity by Tom Wujec, which will be conducted by HR manager and 5-7 HR

officers, takes around 45minutes. (Refer to Appendix A1.7a on how

Marshmallow Spaghetti Tower Activity is carried out, Appendix A1.7b on

assessment scorecard)

13

ZENVIRON Construction Sdn. Bhd Part 3 Technology Leverage

TECHNOLOGY

LEVERAGE

14


Information Management ( IM ) Information management is the management of organizational process and

system that acquire, create, organize, distribute and use information. In other

words, information management is an application of management

techniques to collect information, communicate it within and outside of the

organization, and process it to enable managers to make quicker and better

decisions. For example, a manager uses the company information system to

makes decision and convey the decision to the working level employee or

staff. Thus, the decision made is communicated among the people and help

to improve time management in the workplace, which can increase

productivity.

Application of Information Management

i) Balanced Scorecard

Balanced scorecard (BSC) is a strategic planning and management

system that is used extensively in business and industry, government, and non-

profit organizations worldwide to align business activities to the vision, mission

and strategies of the organization, improve internal and external

communications, and monitor organization performance against strategic

goals and objectives (Balanced Scorecard Institute, 2015).

ZENVIRON Construction Sdn. Bhd. adopts a BSC framework which is the

software automotion of the Nine Steps to Success TM, called QuickScore TM. It is

a web-based balanced scorecard automation tool which is easy to use and

allows our company to quickly view the results from our balanced scorecard

investment. It provides our company a real-time access to the data that we

need and transforms static performance measurement data and all the

corporate data into information and knowledge and helps our corporate

management in making a better decision. Besides, it is an action planning

and performance collaboration tool designed to help our company to drive

measurable improvement. Consequently, it helps our company to

communicate performance information internally to the employees and

externally to other stakeholders.

15


ii) Relational Database Management System (RDBMS)

In ZENVIRON, we are going to implement Microsoft SQL Server 2014

Standard Edition as our database server and it costs around 13,000.00 Ringgit

Malaysia. The main reason for purchasing this server is because of it is more

cost-effective in helping our company to build mission-critical applications

with high-performance, in memory security technology across online

transaction processing and data warehousing that help our company make

better decisions in a short time.

As a construction company, a few databases are required to run a

project. In other words, each database is owned by a specific functional

department. Therefore, these databases will be setting up and operate within

a Relational Database Management System (RDBMS) server.

Basically, the tendering department maintains a database of tenders

submitted. For instance, the database stores information such as the priced

Bill of Quantities (BQ), job descriptions, particular specifications, clients,

architect and engineer drawings, photos and calculations for building up

rates as well as remarks and decisions made for the tender submission. This

database is passed to the project team and Quantity Surveyors to run it when

a tender is successful.

Then, the QS department must assure all jobs are in progress by

maintaining databases. Interim statements will be generated from these

databases and so will be variations, claims and final accounts. All the

completed jobs will be archived for the tendering department reference.

Also, the cost-oriented databases must be accessible by the site staff such as

site QS, engineers and project manager) in order to update interim

statements and claims. Moreover, the QS will provide a schedule of material

of material requirements for the purchasing department to negotiate

contracts with suppliers.

16


Information Technology ( IT ) Information technology (IT) refers to a wide variety of items and abilities used

in the creation, storage, and dispersal of data and information as well as in

the creation of knowledge. Data are raw facts, figures, and details.

Information refers to an organized, meaningful, and useful interpretation of

data, while knowledge is the awareness and understanding of a set of

information and how that information can be put to the best use.

Information technology (IT) has transformed the business way in the

construction technology. It is a revolution and an innovation agent that

allows new and different perspectives when operating a business model.

i) Software application - BIM (Building Information Modelling)

Traditionally, there have not been agents of change within the building

industry. They have long been resigned to typical construction project

problems, such as cost overruns, schedule delays, and quality issues (Jackson

2002). Therefore, to enhance traceability of the progress of the particular big

project, Building Information Modelling (BIM) can be used and it costs around

8,190.00 Ringgit Malaysia.

BIM is one of the most promising developments in the engineering, and

construction (EC) department. The firm that provides services to EC

professionals is to save time and money. An accurate building model benefits

all members of the project team. It allows for a smoother and better planned

construction process that saves time and money and reduces the potential

for errors and conflicts.

Thus, our company will uses BIM in dealing with:

constructability analysis and cash detection,

quantity takeoff and cost estimating,

construction analysis and planning, integration with cost and schedule

control and other management functions,

offsite fabrication,

verification, guidance, and tracking of construction activities

handover and commissioning

It is followed by a discussion of the contractual and organizational changes

that are needed to fully exploit BIM offers to our company and can be

implemented in a construction company.

17


ii) Mobile App – ZENVIRON Contractor

With the arising number of apps available in all mobile devices, it’s no doubt

that there is an average of 5 apps in an individual’s mobile device. People

nowadays are trying to save time and thus even using the browser of the

mobile phone instead of the laptop. Thus, our company will take advantage

of this trend to create a mobile device app for convenience use and

efficiency of employees and project team.

This app called "ZENVIRON Contractor” shall have details such as our

company background, the building that we had constructed and our latest

update like new building location or projects that we responsible for.

Employees are required to download the app and with a single tap on the

icon, our homepage will appear on the screen. The design of this app is

estimated to cost approximately 3,000.00 Ringgit Malaysia.

Besides, this app benefits clients and third parties too. It helps in time-saving

when clients enquire on information about a specific project’s progress,

hence increasing their satisfaction level towards ZENVIRON. In addition, the

relevant project team which includes other contractors, subcontractors,

suppliers and clients will be acknowledged on specification or requirement

changes, which certainly proves integrity throughout the project.

18

ZENVIRON Construction Sdn. Bhd Appendix

Appendix

19


A1.1 Job Description

General Manager

Maintains quality service by establishing and enforcing organization

standards.

Contributes to team effort by accomplishing related results as needed.

Builds company image by collaborating with customers, government,

community organizations, and employees; enforcing ethical business

practices

Reviews operations and plans to meet requirements for sales planning

and to ascertain manufacturing or outsourcing requirements to

develop new markets.

Develops, reviews, updates and implements business strategic planning,

including sales, financial performance and new product development

20


Admin Manager

Maintains administrative staff by recruiting, selecting, orienting, and

training employees; maintaining a safe and secure work environment;

developing personal growth opportunities.

Provides communication systems by identifying needs; evaluating

options; maintaining equipment; approving invoices.

Achieves financial objectives by anticipating requirements; submitting

information for budget preparation; scheduling expenditures;

monitoring costs; analysing variances.

Completes special projects by organizing and coordinating information

and requirements; planning, arranging, and meeting schedules;

monitoring results.

Contributes to team effort by accomplishing related results as needed.

Human Recourses Manager

Maintains the work structure by updating job requirements and job

descriptions for all positions.

Maintains management guidelines by preparing, updating, and

recommending human resource policies and procedures.

Maintains historical human resource records by designing a filing and

retrieval system; keeping past and current records.

Maintains human resource staff by recruiting, selecting, orienting, and

training employees.

Maintains human resource staff job results by counselling and

disciplining employees; planning, monitoring, and appraising job results.

Secretary

Completes requests by greeting customers, in person or on the

telephone; answering or referring inquiries.

Maintains customer confidence and protects operations by keeping

information confidential.

Prepares reports by collecting information.

Maintains technical knowledge by attending educational workshops;

reading secretarial publications.

Maintains department schedule by maintaining calendars for

department personnel; arranging meetings, conferences,

teleconferences, and travel.

21


PR & Administration Manager

Develop PR strategies, campaigns, and initiatives to improve public

perception of company.

Respond to information queries from media and the general public.

Maintain effective working relationships with local and municipal

government officials and media representatives.

Compile comprehensive information about the company for the

media.

Develop and launch Internet or intranet web pages.

Project manager

Meets financial objectives by forecasting requirements; preparing an

annual budget; scheduling expenditures; analysing variances; initiating

corrective actions.

Updates job knowledge by participating in educational opportunities;

reading professional publications; maintaining personal networks;

participating in professional organizations.

Enhances department and organization reputation by accepting

ownership for accomplishing new and different requests; exploring

opportunities to add value to job accomplishments.

Successfully manage the relationship with the client and all

stakeholders

Ensure that all projects are delivered on-time, within scope and within

budget

Project Engineer

Controls project plan by reviewing design, specifications, and plan and

schedule changes; recommending actions.

Controls project costs by approving expenditures; administering

contractor contracts.

Maintains safe and clean working environment by enforcing

procedures, rules, and regulations.

Confirms product performance by designing and conducting tests.

Develops project objectives by reviewing project proposals and plans;

conferring with management.

22


Quantity Surveyor

preparing tender and contract documents, including bills of quantities

with the architect and/or the client

undertaking cost analysis for repair and maintenance project work

assisting in establishing a client's requirements and undertaking

feasibility studies

performing risk, value management and cost control

advising on procurement strategy

Foreman

To ensure service and repair targets are met.

To ensure financial targets are met within own sphere of responsibility,

maintaining minimal stock of parts, authorising orders up to the

prescribed limit.

Foremen may have to give progress reports and tours to customers.

To monitor work progress, and pursue as necessary.

To ensure the efficient and effective use of staff, workshop facilities and

equipment

Financial manager

collecting, preparing and interpreting reports, budgets, accounts,

commentaries and financial statements

Overseeing the flow of cash and financial instruments

Planning and directing the activities of workers in branches or

departments

Preparing reports as required by law, regulations or company policies

Ensuring compliance with applicable laws and procedures

Accountant

Prepares asset, liability, and capital account entries by compiling and

analysing account information.

Maintains accounting controls by preparing and recommending

policies and procedures

Summarizes current financial status by collecting information; preparing

balance sheet, profit and loss statement, and other reports

Maintains customer confidence and protects operations by keeping

financial information confidential.

Secures financial information by completing data base backups

23


Account Clerk

Maintains accounting records by making copies; filing documents

Verifies financial reports by running performance analysis software

program.

Determines value of depreciable assets by running depreciation

software program.

Protects organization's value by keeping information confidential.

Accomplishes accounting and organization mission by completing

related results as needed.

24


A1.2 Selection Criteria

Candidates must have Bachelor’s degree of ALL disciplines from an

accredited university with a minimum of CGPA 3.3 or equivalent.

Major in: Civil engineering/ Quantity surveyor/ Construction

management/ Property valuation/ Real estate/ Business administration/

Finance/ Accounting.

The candidates must possess knowledge and skills relevant to our

field in order to understand the jobs scope.

Fresh graduates or those with less than one year working experience

are welcome to apply.

Fresh graduates are willing to learn in the working environment and

have opportunity to shape them into what you need. They can inject

creative and new ideas from their academic to the company. They

are up to date with the new technology so they can introduce the

new technology to the company and improve productivity. Meanwhile,

hiring fresh graduates are cheaper than experienced workers but

provide huge potential to the organization.

Proficient in spoken and written English and Bahasa Malaysia. Ability to

communicate in Chinese is an added advantage.

The candidates must be able to speak and write in English and

Bahasa Malaysia fluently because majority of documents and

communications are in English. However, sometimes Bahasa Malaysia

and Chinese are required to handling the government documents and

communications with the suppliers or clients from China. Therefore,

language skills are essential for the candidates to effectively

communicate with others.

25


Able to work well independently as well as in team setting.

Candidates are able to work in flexible way that means they can

adopt any changes in the workplace. Moreover, teamwork skills are

important for candidates because most of them will work in team and

collaborate with others. For example, in a building construction project

the architect, quantity surveyor, civil engineer and management team

have to cooperate together in order to accomplish the task

successfully. They have to well communicated and share information

among the team members so that the conflict between them will

reduce.

Have positive attitude with good interpersonal and communication

skills.

Positive people are able to maintain a broader perspective and

see the big picture which helps them identify solutions whereas

negative people maintain a narrower perspective and tend to focus

on problems. The candidates with good interpersonal skills able to

communicate with the clients effectively and resolve conflicts well.

Besides, through the connection with the suppliers and investors,

company is able to gain more exciting opportunities to expand the

business.

Candidates have demonstrated strong leadership experience.

Leadership skills are critical for the trainees because most of them

will become the managerial level in our company. Great leadership

skills enable them to build a healthy working environment and

achieving company’s goal. A good leader will coach and help

employees to develop themselves and improve their job satisfaction in

order to make them participate in achieving goals. The different type

of leadership style will also affect the organizational culture.

26


Strong evidence of a high sense of achievement.

The trainees will be given goal and tasks to complete. Therefore,

they must be self- motivated to complete those allocated task as the

senior management will evaluate their performances at the end of the

programme.

27


A1.3 Telephone pre-screening

interview question list

1) Tell me about yourself.

Take a minute to walk the candidate through ZENVIRON’s interview process

so they can know what to expect and confirm the candidate's acceptance

of the overall approach.

2) Where do you think you will be in five years?

Get a good overview of the candidate, and good sense of their vision for

themselves.

3) What do you think you are good at ? / What type of work you enjoy doing?

To ensure candidate perform in the role we look for, if candidate tell

otherwise, he/she can be eliminated at this stage.

4) Tell me about your past leadership experience/ greatest accomplishment

in college/university.

Discussion on resume ( past experience ).

28


A1.4 Behavioural Profiling

Interview Question List 1. From your list of tendencies, which are your three greatest strengths

and how do they help you on your job or in your personal relationships?

2. From the list of reasons you might need others, what appears to be

your greatest limitation and how does it hinder your job or interpersonal

effectiveness?

3. From the list of environmental factors you might desire, what are your

strongest motivators? Are they currently present in your work or home

environment?

4. From the list of suggestions on becoming more effective, state one

action step you can take to improve your performance at work or your

personal relationships.

29


A1.5 Learning Agility Interview

Question List 1) Would you prefer to learn by reading instructions, watching someone else

perform a task, or by doing it on your own by trial-and-error?

Answer Guide: The candidate should demonstrate self-awareness about

how he or she learns and integrates new information into everyday activities.

2) Do you think it’s important to always have an answer for customer’s

questions – why or why not?

Answer Guide: The candidate should exhibit a willingness to go to co-workers

or supervisors whenever he or she doesn’t have complete answers to

questions.

3) Share an example of a time when you had to collaborate with a team

mate to succeed at completing a project. Specifically how did you work

together to do a good job?

Answer Guide: The candidate should display an ability to include others’

perspectives and experiences in completing assignments.

4) How do you use failure as a learning opportunity?

Answer Guide: The candidate can provide one or two examples of

unsuccessful attempts at an assignment and how he or she learned from

those experiences.

5) Describe an assignment that you volunteered for at work, even though you

weren’t 100% sure you knew how to proceed at the beginning.

Answer Guide: The candidate should demonstrate a willingness to take on

projects even though he or she isn’t completely certain at the beginning how

to complete every phase of the project.

6) What do you see as your top skill, and how did you learn it?

Answer Guide: The candidate should exhibit self-awareness about how he or

she takes in and processes new information.

30


7) Describe a crisis you had to handle at work and grade yourself on how you

handled it.

Answer Guide: The candidate should have a calm approach towards

identifying and handling priorities in crisis management.

8) When you’re leading or participating on a team, what steps do you take

to get team members to contribute ideas?

Answer Guide: The candidate should demonstrate a willingness to learn from

team members, regardless of their individual role, in the team problem solving

process.

9) What is the your most challenging aspect of making decisions when

circumstances are constantly changing, and how do you handle this?

Answer Guide: The candidate should exhibit an understanding of the

importance of organizational and personal change and ways to stay calm

during times of change.

31


A1.6 Leadership Competencies

Question List 1) How would your team members describe your leadership style? Give us an

example to support your answer.

The purpose of this question is to find out if the style is congruent with the

organizational culture. The perceptive leader is able to adapt his or her style

to fit the follower's, employee's and organizational needs.

2) What are the most important values and ethics you demonstrate as a

leader? Give us an example of these in practice.

Integrity- being truthful and trustworthy and having conviction - is an essential

leadership competency. The effective leader demonstrates values and ethics

in personal behavior and integrates these values and ethics into

organizational practices and activities. A good leader acts with the courage

of his/her convictions. While leaders are open with their employees and

model honesty, transparency and fairness, they do not violate confidences or

divulge potentially harmful information.

3) Name some situations in which a leader may fail. Tell us about a time when

you failed as a leader?

A number of factors can fall outside a leader's control such as the available

skill pool in the organization, time constraints, the economic climate. If

employees are lethargic and negatively orientated, it can create a situation

ripe for failure. In answering leadership interview questions that explore how

one deals with difficult challenges, listen for how the candidates were able to

analyze the setback and seek honest feedback to learn from failure and how

they used the difficult situation to encourage constructive questioning of

policies and practices. This is an opportunity to show what their ability is to be

resilient in the face of failure and to constantly work towards improvement.

4) What role does leadership play for a manager? How have you

demonstrated this with your managers?

The leader's role is to communicate the strategic vision to management with

clarity...to translate the vision into concrete direction and plans; to identify

and communicate priorities, short term objectives, timelines, performance

32


measures, clear accountabilities and performance agreements to

management; and to provide quality judgment and advice.

5) Tell us about an innovative solution you developed to a non-traditional

problem.

Effective leaders promote change and innovation. Finding solutions to unique

problems are facilitated by encouraging a constant information flow in all

directions and emphasizing responsiveness to changing demands.

6) Tell us about a time when the going got really tough. How did you rally the

team members and build morale?

Leaders build a sense of common purpose by promoting the organizational

vision both internally and externally. They develop and implement effective

communication strategies within the organization. Remove barriers to

collaboration. Provide clear direction on priorities. This type of question

hopefully prompts the candidate to give clear and honest feedback to

inspire trust.

7) What methods have you used to gain commitment from your team?

Leaders gain commitment by influencing and persuading the team to set

objectives and buy into the process. They establish a spirit of cooperation

and cohesion for goal attainment. They take the team into the performing

phase as quickly as possible. Leaders encourage debate and ideas from all

stakeholders. They inspire a commitment to success and excellence by

demonstrating passionate personal commitment and promote a productive

culture by valuing individuals and their contributions.

8) All leaders have to deal with conflict situations. Describe a recent

disagreement or conflict you personally had to handle.

Leadership interview questions explore how a candidate handles conflict

and seeks responses that look at their ability to understand and respect

different views. Candidates demonstrate their ability to settle dispute by

focusing on solving the problem taking into consideration the personalities

involved, to evaluate the viability of different dispute resolution mechanisms

available, and provide support and expertise to others to negotiate

compromise.

33


A1.7a Marshmallow Spaghetti

Tower Activity

How to conduct the activity

1. Divide a big group of candidates into teams of 3-5 members.

2. Give each team the same amount of tape, string, spaghetti, and

marshmallow. Provide each team access to scissors.

3. Read the following instructions to all teams at the same time.

Each team has 18 minutes to build the tallest, free-standing structure

using the materials supplied to each group. The marshmallow must be

attached to the top of the structure you build. After 18 minutes, I will

measure the height of each structure that remains standing with the

marshmallow on top. The winner is the team whose free-standing

structure is the tallest.

4. Answer any questions the teams may have and give the groups a 30

second warning. After 30 seconds, start the activity and stand back.

Ensure that they are following the rules of the game. Remind them that

the marshmallow must be on the top of the structure, and that the

structure itself must be free-standing when the activity concludes. Let

them know how much time has passed until 18 minutes is up.

5. At the end of 18 minutes, measure those structures created within the

rules and that are still standing. They are also required to pitch about

their structure.

During the activity, there will be 2 observers allocated in every group. The two

observers will have to assess the candidates’ working behaviour based on

the assessment scorecard. (Refer to A5.)

34


A1.7b Group Activity Assessment

Scorecard

Profiles Behaviours

Expectations

towards

Candidates

Assessor Rating

Comme

nts

Non

-

exist

ent

Slig

htly

Ave

rag

e

Oft

en

Exis

tent

Relationshi

p

Managem

ent

This profile is

very focused

on long-term

relationship

building,

connecting

with people,

and has a

customer

focus. They

need to be

reliable, have

effective

communicati

on and be

emotionally

intelligent.

Able to utilize the

relationship built

to generate

higher result.

(Team)

Able to utilize the

relationship built

to generate

higher result.

(Clients)

Able to utilize the

relationship built

to generate

higher result.

(Other teams)

Analytical

Skills

Analytical

profiles are

detail-

oriented,

process

focused

individuals.

They need to

be

responsible,

punctual and

able to work

individually

and in a

team.

Plays the game

stratigically

(prototype)

Observe other

groups and learn

from them

Right allocation of

team members

35


Project

Managem

ent

Good project

managers

have time

management

skills, are able

to prioritize,

and are

committed to

results. Being

able to

multitask and

be

adaptable in

their roles is

key.

Keeping track of

the goal and

achievement.

Planning for each

round

Crisis

management

(towards the

changes)

Marketing

Skills

Marketing

profiles are

creative,

detail

oriented, and

good story-

tellers. They

need to be

proactive

learners who

are wanting

to be up-to-

date and

aware of

information

and trends.

How well are they

good at crafting

the designs

to suit the

requirement but

also able to relate

the designs to the

target audience.

Able to relate the

"in" trends to their

designs.

Asked for

feedback

regarding their

design after the

assessment.

Sales Skills

People who

are driven,

results

oriented, and

resilient. They

aren’t

necessarily

the loudest or

the most

talkative

people, but

the person

Very persistence

and continues

selling even after

the assessor

keeps declining 5

times.

Sees the assessor

as a friend

instead of a

customer. Sees

36


who can

persuade,

build and

foster

relationships,

and is willing

to persevere

to

accomplish

their goals,

even when

the going

gets tough.

the benefits of

being in a long

term partnership

instead of being

a "touch n' go"

customer.

Able to surprise or

leaves an impact

in the accessor's

mind during the

entire duration of

the sales pitch.

37


Preliminary Meeting Minutes Date of meeting : 16th Oct 2015 ( Friday )

Venue : Library Front, Taylor’s University

Attendees : Lee Pei Gie, Yong Seen Yee, Chin Weng Lok, Jenny , Na Yeow Sing

Absentees : -

Content : - ZENVIRON is our company name. - Every member posts their part on FB group at 6th November 2015.

Job Scope :

Lee Pei Gie

Company Background

Organization Chart

Selection Process (Interview)

Final check and compilation

Yong Seen Yee

Vision

Mission

Company Goals

Reference list compilation

Chin Weng Lok

Information Management (IM)

Jenny Hoo Yee Tyng

Information Technology (IT)

Na Yeow Sing

Selection Criteria

Training and Development Plan

Prepared by;

Lee Pei Gie

38


Follow Up Meeting Minutes Date of discussion : 6th Nov 2015 ( Friday )

Venue : Skype meeting


Absentees : -

Content :

- Compilation of report done by 10th Nov 2015 (Tuesday).

- Every member posts their presentation slides at 13th Nov 2015 (Friday).

Sun Mon Tues Wed Thurs Fri Sat

1 2 3 4 5 6

Report post

on FB

7

8 9 10

Report

compilation

completed

11 12

13

Post

presentation

slides on FB

14

15 16

Presentation

slides

compilation

completed

17

18

Rehearsal,

Report

printing

19

Presentation,

Submission

20

21

22 23 24 25 26

27 28

29 30

Prepared by;

Lee Pei Gie

39


Final Meeting Minutes Date of discussion : 13th Nov 2015 ( Friday )

Venue : Whatsapp meeting


Absentees : -

Reminders :

- Presentation slides compilation completed by 16th Nov 2015 ( Monday ).

- Presentation rehearsal at 18th Nov 2015 ( Wednesday ).

- Report printed at 18th Nov 2015 ( Wednesday ).

Prepared by;

Lee Pei Gie

40


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Education

Management Science assignment