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The definition of an 'organization' is an arrangement to accomplish some specific purpose and the characteristics of an 'organization' are that it needs to have a distinct purpose, a group of people, and a structure.

A 'manager' needs to have conceptual skills, human skills, technical skills, and political skills (optional) to be considered as  an effective manager.

A conventional manager in a conventional organization is a manager in a respectable company (CP, DTAC, SCG). An unconventional manager in an unconventional organization could be a manager (moderator or admin) of a Facebook page because that is what we would not think of as a normal manager.

Another example is an unconventional manager in a YouTube channel. For example, two friends A and B want to motivate people by posting videos online. They decided to make a YouTube account that creates videos to meet their purpose (motivating people through videos). As their channel grows bigger, A and B decided to hire some employees to help them with video editing and content creation. They would then tell the employees what they expect from them and what is the company's goal so that the employees could understand A and B's goals and purpose. With the help of the employees, they decided to step out of full-time video creation and start doing other things such as planning their channel's future, finding sponsors, evaluating employee's performance, talking to employees (catch up what is going on with them), and giving their employees' work some feedbacks for further improvement.

Now, at first, A and B only focused on technical skills (editing and making videos), but as their channel grow bigger and bigger, they started to step out of video creation and focused on other things of the company which adds more skills into their repertoire such as human skills (interacting and managing their employees), conceptual skills (planning solutions of potential crisis that may appear in front of their channel), and political skills (finding sponsorships, going to events).

So, two people who only knows how to edit and make videos now start to gain additional skills as their organization expands since they now need to manage other part of the companies which in turn turns them into 'unconventional' managers.

In addition, A and B turned into an effective manager since they fit the criteria of an effective manager which requires three important skills: technical skills, interacting skills, and planning skills.

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One personal goal using one of the approaches and explain why decide to set this goal

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One personal goal using one of the approaches and explain why decide to set this goal

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The approach that I would like to use for accomplishing my goal is SMART (Specific, Measurable, Attainable, Relevant/ Realistic, Timely, and challenging). SMART is one of the ways to an effective goal.

The goal that I will be setting, based on the approach, is losing weight by 10 kg in 3 months. I will divide those 10 kgs into (3kg, 3kg, and 4kg) so that each month would be easier for me to attain the result. The reason I set this goal is that I am already thinking of losing weight (definitely that I can, and in my opinion, I think it is a goal that I could achieve because it is challenging yet realistic, specific, measurable, have a defined time period, and linked to rewards (getting into shape= healthy, look more handsome???). The things I listed above are the characteristics of an effective goal and an effective goal can motivate me leading me to increase my performance.

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Big Five Personality and How It Affects Managing People 

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Big Five Personality and How It Affects Managing People 

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Big Five contains 5 personality traits (OCEAN): Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (Emotional Stability).

Openness to Experience is when the willingness of one to try new things. High-level open people mean that they are open to change and willing to learn new things, unlike low-level open people. A personal example of this is when I went to study in China. When it was my first day of school in China, I  did not talk to anybody cuz I was shy and I missed my family back in Thailand so I did not do anything at all except for hoping to go back to Thailand to stay with my family, but as times passes by, I start to begin to start talking with the people in my school. This causes me to feel more confident and I start to learn more stuff in China such as learning Chinese instruments, making dumplings, and so much more. In addition, the strong feeling of missing my family starts to be lower and I start to enjoy China.

Conscientiousness is how reliable a person is. A high level of conscientiousness means that the person is reliable, organized, dependable, and persistent compared to a low level of conscientiousness.  A personal example of mine is when I am doing a project. One of my teammates is like a leader of a group. He plans out the whole project and gives each of us a deadline of when each part should be done, while my other teammate did not care at all. The deadline arrived already and yet he did not send anything at all. When the time came to present our project, we decided to tell the teacher about the teammate who did not do anything at all since he is not reliable at all and he does not help the group in any way or so.

Extraversion is basically the level of interaction a person has with their environment. A high interaction person is considered sociable, outgoing, and entertainment-seeking, while a low interaction person is the opposite of this.  An example is when I am with my friends.  I would like to find things to entertain my friends and will go anywhere my friends invite me to, while my other friend, who I always invite when going to eat or travel. He would always reject my invitation since he likes staying home and does not like to be with a lot of people. In another word, high interaction person is an extrovert, and a low interaction person can be an introvert.

Agreeableness is basically how a person treats another person.  High agreeableness tends to treat other people in a positive way/manner (sympathetic, modesty, like to help others (altruism) ), while low agreeableness tends to treat people in a negative manner (insulting, demanding, show-off).  An example is when I have a math exam tomorrow and I need help with a question I do not understand. So, I decided to ask my friend who I thought would help me. Instead, he started to insult me saying that ' how can you not understand this. It is so easy, only stupid people don't get this '. He then proceeds to not help me and just walks off.  After that, I asked my other friend for help. She would then help me explain and would ask me if I don't understand, and she would explain it to me again.

Neuroticism is basically the overall emotional stability of a person to withstand stress. Overall emotional stability is perceived as positive and negative. A positive emotional stability person tends to be confident, calm, and rarely depressed. A negative emotional stability person tends to be depressed, nervous, anxious, and easily irritated. An example could be me during and after the exam. Before the exam, I would be stressed out and anyone who says something I do not like to hear would make me very angry or irritated. However, after the exam, I would feel relieved of the stress and start to be calmer and more focused on what to do for the holiday.

Based on the Big Five, I would say that I would be low in openness and would slowly increase my level of openness. Same as extraversion. If I were to meet new people, my level of extraversion would be low however it would increase as I get to know them more.  I also have a high level of agreeableness and positive neuroticism while having a mid-level conscientiousness.

If I  were to work with people who are exactly the opposite of me, then it would be hard for me to work with. Since their extraversion is low, I would not be able to communicate with them well and if the project were to be collaborating with other teams or interviewing, then it would be hard for him/she since they would tend to keep quiet, and if they do not ask or speak up, then the work would not flow.

To solve this issue, I would personally talk with them about everything except work since getting to know them more would make them open to us. This would make them more confident in talking to me and it would make communication with them better. However, if other people start to talk to him, I would start bringing other people (1 to 2 people) to meet him and talk to him like what I did so that he could be open to them and start talking to them too.

If I were to manage a team of my own, the bias that would make me prevent from managing a team of people would be overconfidence bias since I tend to have positive neuroticism causing me to think of an idea in a super positive way without thinking of its drawback. Another bias that I would encounter is hindsight bias. Due to my over-positive personality, I might tend to go through the idea even knowing the risks that it might have. So, if I did push through the idea, and the idea did not succeed. I would have this feeling where I know that I should have not done it but still insist on doing it.  Those 2 biases are the biases that I think I would have and would prevent me from managing other people well.

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How Motivation Theory can be applied in a job 

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How Motivation Theory can be applied in a job 

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A job that I would want to learn more about and to use one of the motivation theories learned from the class is an employee of a law firm.

The theory that I will be using is Maslow's Hierarchy of Needs. This will help me identify the needs of the employee so that I can find what 'needs' I can give them so that they would feel motivated

So, starting off with psychological needs. These are the basic needs of all humans: breathing, food, water, sleep, intercourse, etc. All of this requires the same thing, which is money. So, more money means that we get a better quality of those basic needs.

Then, as we have more money, we will start wanting the safety of our family. The money we worked hard for will then be used for insurance for the house, oneself, properties, and more. As we can see, in these 2 levels of needs, money is still the main motivator. However, if a company decides to offer health insurance for their employees and their family as an incentive for joining the company, then this would be the main factor that could motivate them.

Moving on to the third level which is love/belonging. Now, people would want to start a family or find some friends since they already have accommodation and safety. Now, when it comes to this, the main motivator is now the environment of the company, not the money anymore since if you do not feel yourself belonging in this company, then why would you still want to work here?

Next on the level is self-esteem.  Now, as we start to fit in with the company, we would want to find works that would make us look great and well-respected among our colleagues. So,  we would want to show off our skills, do all the work the company gives to us and do it in a perfect way so that our colleagues would start to know that this guy got skills and they will start to respect him for the work he is doing. Now, in this case, the work itself (ranking in a law firm) is a motivator since to make other people respect us, we need something tangible to show them why should they respect us, and that is why the work itself comes into play.

Onto the final level which is self-actualization. This stage is when they are past all the ego and money stuff. People will start to enjoy the work they are doing now. Now, in this stage, I do not think there is any motivator involved. It is now us who is the motivator (getting to work where we are currently happy in).

To summarize, as the needs go up the hierarchy, an employee of a law firm's motivation starts to shift from money to work itself (promotion to junior associate --> senior associate --> partner), and at the end of the point, there is no motivator at all since we are at the point where our maximum output of comfort and happiness.

Now, as we all know, when there is a motivation, there will always be demotivation. The stress from a customer complaint, a manager's reprimand, peer pressure, and much other more. These are all part of the hardships (demotivators) we need to face so that we can move up our hierarchy of needs.

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Pick one factor of PESTLE and explain how it influences HR and choose tools to access the performance of a job I have chosen

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Pick one factor of PESTLE and explain how it influences HR and choose tools to access the performance of a job I have chosen

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A PESTLE analysis analyzes key external factors (political, economical, technological, sociological, legal, and environmental) that influence the organization. It can be used in different situations and can help guide management in strategic decision-making.

In this journal, I will be explaining how technological, one of the factors in PESTLE, affects Human Resources Management practices.

Firstly, it makes communication faster and simple. HR can instantly send out emails or text messages. Employees could get apps for messaging such as Line, WeChat, or Discord to join in workgroup chats.

Secondly, it eases the recruitment process. HR can put up a job advertisement with a mere click. After applicants send in their CVs, they can use the database of the place where they put up their job advertisements and sort through the applicants until there are only top choices left. HR could also scout through 'finding work' forums, websites, or even social media for new hires. This is less time-consuming and easier to ask others if they know someone for the job.

Finally, it gives HR too much information. Since finding information by using technology is very easy, HR could find lots of information on the employees. However, this might make the employee feel insecure due to the huge amount of information that HR has on them.

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The job that I will be choosing is a salesperson.

Their task outcome is to sell the amount of product or reach an amount of money sold which are all set by the person's company.

There are a lot of traits of a good salesperson, but I will be explaining three most important traits of a salesperson

Firstly, they need to be confident. Being confident means that we need to confidently explain how our product or service can help solve customers' problems. If we can do this, we will be able to capture the customers.

Secondly, they need to be a good listener. A good salesperson sells solution to the customer, and they do that by understanding and listening to the customers.

Finally, they need to be goal-oriented. A good salesperson understands the customer and they do not need to be told what to do next after establishing a relationship with the customer. Rather, they would figure it out by themselves that they need to use the customer relationships to generate even more leads to follow up so that they could go beyond the task outcomes set by the company.

Like traits, there are a lot of behavioral of a good salesperson, but I will be giving three behavioral traits that I think values above all others.

Firstly, knowledge of the client's business. This means that the salesperson can fulfill the customers' needs. Imagine presenting a solution for the customer, but all the salesperson was presenting about was information about his company and the service. When the customer asks the salesperson that what is the biggest problem of his company , the salesperson was unable to answer the question due to the lack of knowledge on the client's business. This ultimately make the customer know that the salesperson has no insight to their business and thus not wanting to have business with the salesperson.

Secondly, having empathy to the customer. Customer tends to seek an ongoing relationship, not just a quick sell from a salesperson. Many clients are likely to trust and invest when they feel like they are understood. This connects with the trait of being a good listener.

Finally, a salesperson needs to have transparency. Transparency means that customers are able to understand and see every actions that the salesperson or even the company of the salesperson is going to take and the reason behind it. If the salesperson's company decides to add something that might cause the client's business to be hurt, they might want to know the reason behind it, thus transparency is required so that customers can understand the logic behind it. This would make the customers trust the company even more since if the client know everything going  on with the salesperson's company and whether their decision-making process is align with that they want.

A tool that might help companies access a salesperson's performance might be MBO since a salesperson is a goal-oriented job and MBO is evaluated based on how well one accomplish specific goals. This performance appraisal method focuses on goals which is basically results-oriented. This aligns with the salesperson trait of being goal-oriented and thus is a tool that I would recommend if one were to access performance of a salesperson.

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Conflicts in past involve communication issues with other people (What are the barriers and the communication process) and pick one leadership style that will suit I the most 

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Conflicts in past involve communication issues with other people (What are the barriers and the communication process) and pick one leadership style that will suit I the most 

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A conflict in the past that involved communication issues with other people is when I texted my friend about the SAT test. My friend was being passive-aggressive when he is talking with me. When I was doing an easy question and got it wrong, he would say like 'you suck' or even 'a baby can do better than you'. However, if the questions were hard and I do not understand, he would slowly explain it to me until I understand. There was a time when he went kind of overboard with the aggressive texting and it made me so angry that I stopped talking to him for weeks, but in the end, he texted me back and said that all those mean texts that he sent to me was to kind of make me feel angry by it which in turn act as a motivator to help me study so that I would answer the questions correctly so that he would not send those mean texts again.

In my opinion, the communication process is:

Sender                                 Chanel                 Receiver

Messages want  -------> Line ------> Message received
to send                       (Text Message)

However, I feel that the message that the sender sent and the receiver received is different due to the barriers of communication which in this case is emotions because when my friends send one 'aggressive' message, I would not feel anything, but maybe after 2-3 times receiving 'aggressive' message., I would start to feel that my friend really wants to just berate me and not help me, but the truth is he wants to still help me.
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I think the leadership style that suits me the most is transactional leadership. Transactional leadership is when an executive relies on rewards and punishments to achieve optimal job from his or her subordinates. Due to the fact that this type of leadership is based on process and control, and requires a strict management structure, this makes me feel that it suits my opinion on how management need to be clearly structured so that we can know the next procedure of what to do next. Ways that I could develop relevant characteristics associated to the leadership style is by improving my communication skills since being in this leadership style requires clarity to show what we want to the employees. I also need to learn critical thinking and decision making since when in times of urgency, transactional leadership are effective executors which means that they can change the company's direction in one decision which may help or may not help the company in times of crisis. I would also want to learn on how to make a long-term goal into several short-term goal since transactional leaders tend to focus on short-term goals.

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From this experience, what do I learn about leadership and communication, or other topics in MGT/ ORG

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From this experience, what do I learn about leadership and communication, or other topics in MGT/ ORG

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After hearing the debrief from Aj. Poom, I felt like each topic in MGT/ORG connects to each other in a way. When doing origami frog, the team will motivate each other since they all want the same thing which leads to the concept we learn is a team. Then, after some time talking to the group, we will start to know each person's view of point and part of their personality, which ends up in the topic of Big Five Personality. Finally, it also leads to communication and leadership since we need to communicate to each other clearly what Ajarn wants and what should we do to achieve the best results. This leads to leadership since one can either inspire the team to do it so that they can have the best and furthest origami frog, while others might say that if they win the origami frog, they might win little things from Ajarn which would push them to make a good origami frog.

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Personal experience with failed change. How could I change the failed change to a successful one?

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Personal experience with failed change. How could I change the failed change to a successful one?

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There was once a time when I had to change my house due to the end of the contract I rented them. This happened in China and I was not good at mandarin and was new to China at that time. So, I and my roommate decided to look for a new house to stay in, but however, ended up extending the contract with the original house we stayed in due for a few reasons.

The first reason is security. When looking at new houses, I feel that it is not safe because the area is not familiar to me and I do not know how these people in the area will treat us, foreigners.

This leads to the second reason which is fear of the unknown. Since I am new to China and only know a few places which are all around the house that the contract ended, it made me feel like if I were to change to some other area, something is going to happen for sure and we would not know how to do it because of us not being accustomed to the new area yet.

The final reason is an economic concern. The house I and my roommate stayed in has the best price since we are acquainted with the owner of the house for a long time, and compared to other houses with the same amount of money of rent we paid at the original house, the original house has a ton of facilities more than other house and the location of the original house is more suitable to go anywhere in Shanghai since the metro station is next to the house and the station in my house can be switched into other 3 lines, while others have only 1 line.

After learning from the class, things that I could change so that I would move to a new house rather than extending the contract.

Firstly, we could do some research on where to find the house since what we initially did was just use an app to find a house within our price range and went there to look at the house. If we had done some research, it would narrow the scope down to the place where we want to stay and which house is suitable for both me and my roommate.

Secondly, we might have asked for our parents' insight. They could have suggestions which can help us decide on which house to choose since what we initially did was to find a house but all we did was just tell our parents that we will be changing to a house with the same rent price as the old one.

Finally, we should have learned more mandarin. When we were looking at the house, we were not that good at mandarin so we do not know if the agent was lying to us or not, and when we communicate with the agent, it was not that good since we could interpret what the agent says in a different way than the agent wants it to be. If we were able to communicate smoothly with him, I think that the concerns that we had initially could be talked out and solved at that place instantly.