Frederick Kandala | University of Bradford,UK (original) (raw)
Uploads
Papers by Frederick Kandala
Evaluating staff training & development at the University of Stirling: staff perceptions of train... more Evaluating staff training & development at the University of Stirling: staff perceptions of training.
University of Stirling, 2017
The leadership process of decision making in a complex business situation to help leaders to addr... more The leadership process of decision making in a complex business situation to help leaders to address some exceptionally competitive global environment (Awre et al. 2015; Fien and Wilson 2014; Grint 2014). The framework adopted from Grint (2010) suggested the way of solving wicked problems by creating a clumsy solution space. This framework can provide clues as to how leadership make choices. Within the aggressive environment in which SuperFiber (SF) is operating, the management wanted to assess the options for cost reduction. The aim of this paper is to discuss to what extent Soft Systems Methodology (SSM) enabled a clumsy solution to be produced in the SF challenge. The first section will briefly review Grint’s clumsy solution theories of leadership to enhance the process of decision making. The second section will discuss the advantage and disadvantage of using SSM to solve the SF problem. The third section draw conclusion that SSM helps produce a clumsy solution to a wicked problem, but only if the groups are stitched together as a distributed leadership and this can provide effective group processes.
The question was asked whether the SSM approach helped to deliver a clumsy solution to the SF wicked problem. Looking at the SSM framework that offers five to seven stages of analysis, using rich pictures from a different leadership group the learning process took the form of an enquiry process on the SF wicked problem which the CEO and the management team were concerned about. The process leads to actions, which was turned into a never-ending study cycle, where the action taken, become a brand-new problem with new characteristics and the process of studying the problem could start over again.
The SSM helped to provide a ‘clumsy solution’ because of its effectiveness in dealing with wicked problems, which helped the SF leadership group to work in collaboration between the groups with the different rich pictures that was produced and selected in each process step, providing various possible to the solutions which were presented to the SF CEO before making any critical decision in face of extreme pressures, in a time of, uncertainty with high stakes for the company. However, SSM did only help provide a 65% clumsy solution because all three organisational group were not working together, only the egalitarian and hierarchies groups were much involved in the SSM process and leaving out the individualist 35% that could provide the missing possible solution. It would be convenient in future all three groups to work together when dealing with a wicked problem that need a clumsy solution.
Drafts by Frederick Kandala
The aim of this paper is to reflect on my understanding and changing my behaviour an action learn... more The aim of this paper is to reflect on my understanding and changing my behaviour an action learning project. My behaviour to change is to improve my reading habit in daily basis because it has been identified, through discussion with peers in my group. Starting with identifying behaviour to change, planned and implement the change my behaviour. The degree of success I achieved. Looking at what I have learned about changing my own behaviours. Looking at what I have learned about changing other people. Then I will evaluate the support I receive from a member of my support group and how that could improve. I will assess the support I provided to my support group and how this could have enhanced.
I have learned that changing my own behaviour was challenging my feeling was constantly unstable, even do I have a clear goal, time bound and group support. There was restraining forces trying to stop me to change. At the individual level changing your behaviour require problem identification, evaluating the solution that would realise within specific time and considering restraining force such as feeling.
University of Plymouth, 2015
The emerge of social media and the use of smart devices has increase the number of online shoppin... more The emerge of social media and the use of smart devices has increase the number of online shopping and reservation for hotels, restaurants and other travel sector businesses. Social media have emerged a new communication and distribution channel that opened well for marketing research. However, digital marketing has changed the way travellers wish hotel they will stay when travelled. Hilton Hotels in London have to understand customers’ attitudes toward social media marketing and find practicable ways to access and manage information obtainable on social medial tools such as interacting with their consumers on Facebook, Twitter, and YouTube or more tools; In sharing data, can help evaluating for services failure, by applying the correct approach to correct it, and to enhance their brand.
The report presented broad views of consumers’ rapidly changing field by accessing and gathering information before making any decision regarding reservation and purchasing online based on critical literature reviews. The result of the study shown that many travellers opt for Hilton hotels due to its luxury, and some visited it because of their restauration and shopping around, and some opted Hilton hotels for reason of its location, most of them use hotel search engine or online service for their hotel search as well, however they give less attention to their friends and family recommendation. Though, their experience was a clear message on determining any booking; Different from leisure travellers, who pay more attention to friends, and family recommendation.
Thesis Chapters by Frederick Kandala
University of Stirling, 2017
The purpose of this study was to investigate the relationship between the University’s evaluatio... more The purpose of this study was to investigate the relationship between the University’s
evaluation of training & development and staff perceptions of the training they undertook at
the University of Stirling from September 2016 to May 2017. The research hypotheses
focussed on four categories of variables (perceived benefit, motivation, access and support
from line managers) of training which enabled the survey (N= 25, 31%) to find 47% of staff
correlated with higher rates of staff satisfaction with training and individual experiences, in
contrast with 13% unhappy and 20% undecided. The literature was developed within a
dimensional framework consisting of staff perceptions (benefit, motivation, access and support
from line managers) of training. The hypotheses were built on resource based interpretation
and social argument theory. Quantitative method was adopted to help collect, analyse, discuss
and present data collected through a survey at the University of Stirling HR & OD department,
to the staff who received (LD and ILM 2, 3, 4, 5 to 10) training. ANOVA and correlation tests
were used to test the reliability of the scales and the significance of the hypotheses. The
findings revealed that the overall training programme was seen in a positive light by the staff
and HR & OD trainers. Implications have been recommended to both researchers and work,
organisational development, to continuing evaluation of training for feedback, accountability,
marketing, promoting learning and being people oriented.
University of Stirling, 2017
The purpose of this study was to investigate the relationship between the University’s evaluatio... more The purpose of this study was to investigate the relationship between the University’s
evaluation of training & development and staff perceptions of the training they undertook at
the University of Stirling from September 2016 to May 2017. The research hypotheses
focussed on four categories of variables (perceived benefit, motivation, access, and support
from line managers) of training which enabled the survey (N= 25, 31%) to find 47% of staff
correlated with higher rates of staff satisfaction with training and individual experiences, in
contrast with 13% unhappy and 20% undecided. The literature was developed within a
dimensional framework consisting of staff perceptions (benefit, motivation, access, and support
from line managers) of training. The hypotheses were built on resource-based interpretation
and social argument theory. Quantitative method was adopted to help collect, analyse, discuss
and present data collected through a survey at the University of Stirling HR & OD department,
to the staff who received (LD and ILM 2, 3, 4, 5 to 10) training. ANOVA and correlation tests
were used to test the reliability of the scales and the significance of the hypotheses. The
findings revealed that the overall training programme was seen in a positive light by the staff
and HR & OD trainers. Implications have been recommended to both researchers and work,
organisational development, to continuing evaluation of training for feedback, accountability,
marketing, promoting learning and being people oriented.
Evaluating staff training & development at the University of Stirling: staff perceptions of train... more Evaluating staff training & development at the University of Stirling: staff perceptions of training.
University of Stirling, 2017
The leadership process of decision making in a complex business situation to help leaders to addr... more The leadership process of decision making in a complex business situation to help leaders to address some exceptionally competitive global environment (Awre et al. 2015; Fien and Wilson 2014; Grint 2014). The framework adopted from Grint (2010) suggested the way of solving wicked problems by creating a clumsy solution space. This framework can provide clues as to how leadership make choices. Within the aggressive environment in which SuperFiber (SF) is operating, the management wanted to assess the options for cost reduction. The aim of this paper is to discuss to what extent Soft Systems Methodology (SSM) enabled a clumsy solution to be produced in the SF challenge. The first section will briefly review Grint’s clumsy solution theories of leadership to enhance the process of decision making. The second section will discuss the advantage and disadvantage of using SSM to solve the SF problem. The third section draw conclusion that SSM helps produce a clumsy solution to a wicked problem, but only if the groups are stitched together as a distributed leadership and this can provide effective group processes.
The question was asked whether the SSM approach helped to deliver a clumsy solution to the SF wicked problem. Looking at the SSM framework that offers five to seven stages of analysis, using rich pictures from a different leadership group the learning process took the form of an enquiry process on the SF wicked problem which the CEO and the management team were concerned about. The process leads to actions, which was turned into a never-ending study cycle, where the action taken, become a brand-new problem with new characteristics and the process of studying the problem could start over again.
The SSM helped to provide a ‘clumsy solution’ because of its effectiveness in dealing with wicked problems, which helped the SF leadership group to work in collaboration between the groups with the different rich pictures that was produced and selected in each process step, providing various possible to the solutions which were presented to the SF CEO before making any critical decision in face of extreme pressures, in a time of, uncertainty with high stakes for the company. However, SSM did only help provide a 65% clumsy solution because all three organisational group were not working together, only the egalitarian and hierarchies groups were much involved in the SSM process and leaving out the individualist 35% that could provide the missing possible solution. It would be convenient in future all three groups to work together when dealing with a wicked problem that need a clumsy solution.
The aim of this paper is to reflect on my understanding and changing my behaviour an action learn... more The aim of this paper is to reflect on my understanding and changing my behaviour an action learning project. My behaviour to change is to improve my reading habit in daily basis because it has been identified, through discussion with peers in my group. Starting with identifying behaviour to change, planned and implement the change my behaviour. The degree of success I achieved. Looking at what I have learned about changing my own behaviours. Looking at what I have learned about changing other people. Then I will evaluate the support I receive from a member of my support group and how that could improve. I will assess the support I provided to my support group and how this could have enhanced.
I have learned that changing my own behaviour was challenging my feeling was constantly unstable, even do I have a clear goal, time bound and group support. There was restraining forces trying to stop me to change. At the individual level changing your behaviour require problem identification, evaluating the solution that would realise within specific time and considering restraining force such as feeling.
University of Plymouth, 2015
The emerge of social media and the use of smart devices has increase the number of online shoppin... more The emerge of social media and the use of smart devices has increase the number of online shopping and reservation for hotels, restaurants and other travel sector businesses. Social media have emerged a new communication and distribution channel that opened well for marketing research. However, digital marketing has changed the way travellers wish hotel they will stay when travelled. Hilton Hotels in London have to understand customers’ attitudes toward social media marketing and find practicable ways to access and manage information obtainable on social medial tools such as interacting with their consumers on Facebook, Twitter, and YouTube or more tools; In sharing data, can help evaluating for services failure, by applying the correct approach to correct it, and to enhance their brand.
The report presented broad views of consumers’ rapidly changing field by accessing and gathering information before making any decision regarding reservation and purchasing online based on critical literature reviews. The result of the study shown that many travellers opt for Hilton hotels due to its luxury, and some visited it because of their restauration and shopping around, and some opted Hilton hotels for reason of its location, most of them use hotel search engine or online service for their hotel search as well, however they give less attention to their friends and family recommendation. Though, their experience was a clear message on determining any booking; Different from leisure travellers, who pay more attention to friends, and family recommendation.
University of Stirling, 2017
The purpose of this study was to investigate the relationship between the University’s evaluatio... more The purpose of this study was to investigate the relationship between the University’s
evaluation of training & development and staff perceptions of the training they undertook at
the University of Stirling from September 2016 to May 2017. The research hypotheses
focussed on four categories of variables (perceived benefit, motivation, access and support
from line managers) of training which enabled the survey (N= 25, 31%) to find 47% of staff
correlated with higher rates of staff satisfaction with training and individual experiences, in
contrast with 13% unhappy and 20% undecided. The literature was developed within a
dimensional framework consisting of staff perceptions (benefit, motivation, access and support
from line managers) of training. The hypotheses were built on resource based interpretation
and social argument theory. Quantitative method was adopted to help collect, analyse, discuss
and present data collected through a survey at the University of Stirling HR & OD department,
to the staff who received (LD and ILM 2, 3, 4, 5 to 10) training. ANOVA and correlation tests
were used to test the reliability of the scales and the significance of the hypotheses. The
findings revealed that the overall training programme was seen in a positive light by the staff
and HR & OD trainers. Implications have been recommended to both researchers and work,
organisational development, to continuing evaluation of training for feedback, accountability,
marketing, promoting learning and being people oriented.
University of Stirling, 2017
The purpose of this study was to investigate the relationship between the University’s evaluatio... more The purpose of this study was to investigate the relationship between the University’s
evaluation of training & development and staff perceptions of the training they undertook at
the University of Stirling from September 2016 to May 2017. The research hypotheses
focussed on four categories of variables (perceived benefit, motivation, access, and support
from line managers) of training which enabled the survey (N= 25, 31%) to find 47% of staff
correlated with higher rates of staff satisfaction with training and individual experiences, in
contrast with 13% unhappy and 20% undecided. The literature was developed within a
dimensional framework consisting of staff perceptions (benefit, motivation, access, and support
from line managers) of training. The hypotheses were built on resource-based interpretation
and social argument theory. Quantitative method was adopted to help collect, analyse, discuss
and present data collected through a survey at the University of Stirling HR & OD department,
to the staff who received (LD and ILM 2, 3, 4, 5 to 10) training. ANOVA and correlation tests
were used to test the reliability of the scales and the significance of the hypotheses. The
findings revealed that the overall training programme was seen in a positive light by the staff
and HR & OD trainers. Implications have been recommended to both researchers and work,
organisational development, to continuing evaluation of training for feedback, accountability,
marketing, promoting learning and being people oriented.