Amal Ahmadi (Mentor)
Postdoctoral Fellow in Leadership, Organisations and Behaviour, Henley Business School, University of Reading.
Location Reading, UK
Activity
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That's great Ganesh.. Good luck!
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Thanks Sabiha.. I would say perhaps it is a two-way issue, there needs to be a personal motivation to learn and an open mind for continuous learning, and that can be further promoted and supported by the organisation.. Thanks for raising this point!
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Thanks for your input in reflecting on three of the questions raised in this step Zane.
Interesting ideas here, what do others think? Can you relate? Do these responses apply to your own organisations/contexts?
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You are right Michael.. With a clear understanding of what is out there, how it works, and what value it could add, you will surely be more comfortable in taking the next step to choose and implement the platforms that will work best for you in promoting your company. All the best, hope this course is giving you some food for thought towards creating that...
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Amal Ahmadi (Mentor) made a comment
It is great to see several of you thinking about the model and articles critically, and raising some interesting points worth considering when reflecting on the value of the business-IT alignment, as well as how this translates in practice.
Thanks all for your posts here.. What do others think?
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You are absolutely right Jane, and indeed the model actually reflects an iterative process of alignment rather than a uni-directional relationship between business and IT. This is reflected in the double-ended arrows between the two. Glad the model has given you some food for thought..
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Amal Ahmadi (Mentor) made a comment
Glad to see many of you excited about this topic.. Hope you can relate this week's content to your own organisation or context and learn from that.. All the best!
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Amal Ahmadi (Mentor) made a comment
Glad to know you are enjoying the course so far. Those who feel left behind, no worries.. The beauty of an online course like this one is that you can catch up at your own pace.. Best wishes going forward!
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Sorry for all of those who missed the poll.. Hope you find some learning from the exercise in this step and the next one anyway.
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Amal Ahmadi (Mentor) made a comment
It is interesting to the diverse roles that you all mention, and the range of e-competences that are relevant, looking at the similarities and differences within and across the various roles and industries mentioned. Thanks all for sharing!
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An interesting conversation happening here, thanks all!
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Thanks for your post Emma. Your comment can inspire those who might feel that they currently lack IT skills. The willingness and ability to learn and adapt to something new can rapidly turn one into a digital leader.
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Interesting perspective here Chris. Your comment points to the importance of creating a culture of continuous learning across the organisation in order to prevent or bridge the gaps and imbalances that you mentioned.
By the way, I could not tell from your profile whether you are who I think you are. Hilti?
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Amal Ahmadi (Mentor) made a comment
Several of the comments seem to highlight two issues: (1) Using ICT as a solution to a specific problem or business need, as opposed to merely a box ticking activity to use it for the sake of using it! and (2) The practical side of implementing ICT initiatives, for instance what, when, who and how to create, run and maintain such initiatives. Thanks for all...
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Amal Ahmadi (Mentor) replied to [Learner left FutureLearn]
Interesting view Andrew. Your comment raises the need for assessing what value apps can really add and how they can best serve the business needs rather than use them merely as a box ticking activity.
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Thanks Eunice. I would also add that the top leadership will need to translate that to the rest of the organisation so that it becomes an overall capability.
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Useful suggestions, thanks Mazharul. What do others think?
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All the best Ganesh! Welcome to the course..
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Enjoy the course Russ!
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Interesting quote Vesa.. welcome to the course, and no worries about being a week behind, the beauty of an online course like this one is you can catch up at your own pace! Hope you enjoy it!
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Great summary Irina, thanks!
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Absolutely Justin, thanks for sharing..
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The idea of continuous learning and the willingness to try despite the fear of getting wrong is interesting. Thanks for sharing..
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Thanks for sharing Beverley.. I would imagine it can't be easy having the HR team based in a different location.. Yet, it looks like there is a clear and organised process. Hope it works well!
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Hope you know more about it by now Karen! All the best!
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A new start indeed Sebastiano! All the best!
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Best wishes on your new role Neelam, glad this course has added a dose of confidence, and hope you find it helpful along the way!
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Amal Ahmadi (Mentor) replied to Shelagh Hughes
Thanks to you Shelagh for taking this journey with us too.. Another journey begins indeed, wish you all the best going forward!
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Amal Ahmadi (Mentor) replied to Ainsley Swain
That's great to know Ainsley, glad you have found the course stimulating!
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Amal Ahmadi (Mentor) replied to Marie Cooper
You are most welcome Marie. Thanks to you and other learners for your engagement and interesting discussions.
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Amal Ahmadi (Mentor) replied to joseph ryan
Thanks Joseph. Much of the content in this course can apply beyond management as well.. For instance learning about individual differences, adult learning, and motivation can all be useful for non-management roles, and for our personal lives in general. Glad you have found the course useful Joseph.
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Amal Ahmadi (Mentor) made a comment
Thanks all for sharing your expectations.. It is nice to see that we come from various locations, industries and contexts, yet can have common expectations and aspirations.. What I gather from your comments so far is a more comprehensive view of the complexity of management, and the importance of continuous learning and reflection towards effective management.
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Thanks all for your positive feedback, it means a lot knowing that you have found the course enjoyable and useful. It is all down to applying your learning into action now, and remembering to review your notes and reflect on your practice every now and then. Best wishes going forward!
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Amal Ahmadi (Mentor) made a comment
It is nice to see you've learned from each other's feedback as well as from the discussions over the course. Thanks all for your engagement!
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Amal Ahmadi (Mentor) replied to Allan Ramsay
You are right Allan, and I am glad you have enjoyed doing some research yourself before discussing with others. Best wishes going forward in applying your learning on the job!
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Amal Ahmadi (Mentor) replied to Amrita B
That's great Amrita.. What stands out to me is your comment about learning from other people's views in the discussions. It has been really interesting reading and discussing everyone's views. Thanks all for taking part and contributing to exciting conversations here!
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Amal Ahmadi (Mentor) replied to Arnulfo Aniel
That's great Arnulfo, glad you had a good first e-learning experience, and hope this won't be your last! Best wishes!
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Amal Ahmadi (Mentor) replied to Carol Homer
That's great to know Carol. And yes, the key now is to reflect on how you could apply your learning into practice at work, and to remember to reflect on this from time to time. A learning journal or a list of key learnings would certainly help with this. Best wishes going forward!
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Amal Ahmadi (Mentor) made a comment
Thank you all for your comments. It is nice to know the course has been enjoyable and useful!
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Amal Ahmadi (Mentor) replied to Lori Rome
Aww that's nice to know Lori and Kaushai, glad you have enjoyed the course!
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Amal Ahmadi (Mentor) replied to Godwin Ayesiga
That's great Godwin, glad the course has been a good reminder. You can perhaps revisit the steps or any notes you may have made through the course later on when needed. It is always good to take a step back and reflect on these theories and how they apply to your management practice. Best wishes!
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Yes, depending on the team size and composition for instance, perhaps one person can hold more than one role. Belbin's ideas can be useful in selecting the best person to fulfil each role, as well as spotting overlaps or gaps in the distribution of roles. Thanks for your comment Carol. Glad the theory is providing food for thought!
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Amal Ahmadi (Mentor) made a comment
A nice range of responses for, against, and somewhere in between!
Thanks all for sharing your views and justifications, very interesting comments! -
Thanks for the recap Leo, glad you are able to relate to social identity theory in your experiences at work..
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Amal Ahmadi (Mentor) made a comment
Thanks all for sharing your thoughts!
Two emerging themes revolve around:
(a) Task: e.g. purpose, duration and required capabilities; and
(b) People: e.g. individual differences, strengths/weaknesses, and compatibility..Lots of nice ideas here, keep them coming!
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Thanks Jasmina and Emma..
Building on your comments alongside earlier discussions in the course on individual differences, perhaps some individuals thrive when working with others and are able to be more creative in generating ideas when brainstorming with other members of a group or team. On the other hand, some individuals may feel less comfortable...
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Thanks for sharing your thoughts Eftychia.. Respect in particular seems to have resonated with other learners..
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Amal Ahmadi (Mentor) made a comment
Thanks all for sharing your examples and reflections on effective/functional and ineffective/dysfunctional teams.. I can relate to many of these, and sure that other learners can relate as well..
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Thanks all for sharing :)
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That is really interesting Veselin.. I like the way you look at it, and can certainly relate to the different ways you have mentioned, particularly the possible subconscious change in looking at an event differently..
Your comment also reminds me of an idea that someone once told me.. They said, "if you can control the event, it is ok to stress about it.....
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Thanks all, really interesting to read your examples of good stress and bad stress, which I am sure many others can relate to!
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Exactly Emma.. There are always fellow learners who are behind and catching up, and others who are ahead.. So you will almost always find others online doing the same steps as you :)
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Interesting take on it Michael.. Supportive leadership can surely make the difference! Thanks for sharing..
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Thanks for sharing Ryan.. Your comment points to the nature versus nurture argument which is interesting.. I think a bit of both helps for effective management..
What do others think, are good managers born or made?
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Amal Ahmadi (Mentor) replied to Sabine Sheehan
That's great Sabine, having a lighter week allows you to go back to content from previous weeks, and have a chance to review and consolidate your learning.. All the best!
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Amal Ahmadi (Mentor) replied to Mike Hicks
Mike, I totally relate! Remembering phone numbers can be difficult, let alone theories :) I am glad this week has given you an opportunity to review your learning.. Perhaps making notes of the main theories/ideas/learnings can help make them stick! I find that writing things down in bullet points or visuals helps.. Enjoy the remaining weeks!
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That's great Alberto.. You are right, we can learn not only from receiving feedback, but also from reading other learners' assignments and giving them feedback.. Hope you enjoy the assignments in the remaining weeks as well.
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I see you have received feedback from Alberto by now Deborah. Glad you have found the assignment and feedback helpful!
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Amal Ahmadi (Mentor) replied to Sisan Alokwe
That is no problem Sisan, you can always participate in other assignments online over the coming weeks, to get other learners' feedback..
It is nice to know you are keeping a learning journal, which I am sure will be useful when you look back at it even after the course ends.. It is also great to see the course has been helpful not only for your work like...
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It is nice to see you enjoying and learning from the course's content, assignments, and feedback Leo.. More to come in the remaining weeks!
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Amal Ahmadi (Mentor) replied to Allan Ramsay
That's great Allan, I am glad the course is providing some food for thought and ideas for application in your work context.. Enjoy the rest of it!
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Amal Ahmadi (Mentor) replied to John Purcell
It is lovely to see you both enjoying the assignment and feedback exchange!
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Amal Ahmadi (Mentor) replied to Mike Talbert
Thanks for your comment Mike.. You are absolutely right.. People go to work with different traits, cognitions, motivations, emotions and behaviours. Managing tasks and people at different levels can therefore be complex. I am glad you are finding the course useful. Enjoy the remaining topics!
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Amal Ahmadi (Mentor) replied to Emma Banks
Thanks for sharing your thoughts on the course so far Emma. Glad that you are finding it useful and now enjoying the discussions .. We can learn so much from engaging with other learners here as we all come from different backgrounds, industries and have varying perspectives on the topics covered.. Enjoy the rest of the course!
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Many of you highlight the role of the manager in providing a motivating environment. Additionally, several mention how others in the team can influence motivation as well, while others point to self-motivation..
Thanks all for sharing your thoughts.. What do others think?
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Amal Ahmadi (Mentor) made a comment
It is nice to see that different definitions resonate with different people..
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Amal Ahmadi (Mentor) made a comment
Thanks all for summarising emerging themes.. Your posts point to various important motivators.. Some comments also highlight how motivation can be individual, and how what motivates us can change over time..
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Amal Ahmadi (Mentor) replied to Richard Hand
Thanks Richard.. Your idea that what motivates us may change over time is an interesting one, and one which I could relate to.. What do others think?
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Amal Ahmadi (Mentor) replied to Leo Nicholson
Thanks for this summary Leo!
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Amal Ahmadi (Mentor) replied to Sébastien VIDAL
Thanks all for pointing to motivation drivers.. Any further ideas from others?
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Thanks all for sharing your experiences in relation to motivation..
A recurring theme seems to be around the importance of acknowledgement, appreciation or a simple "thank you" for motivation.. This is further discussed in the following steps of this week..
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Your comments point to the importance of a simple "thank you" for motivation.. Thanks all..
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Thanks all, it is interesting to view fear as a motivator. Has anyone experienced a form of fear that was the driving force towards taking action in management?
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Thanks for sharing your experience Miranda. Stay motivated, may your dream come true!
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Amal Ahmadi (Mentor) made a comment
Thanks all for sharing your reflections.. Well done reaching half way!
For those who commented on trying to catch up, the beauty of an online course like this is that you can take your time and go along the course at your own pace. You can always go back to earlier content that you may want to revisit, and will certainly find others doing the same.....
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Amal Ahmadi (Mentor) made a comment
Thanks all for sharing your views on the questions raised here.. Hope you have found this week's discussions helpful!
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Amal Ahmadi (Mentor) replied to Sophia Chan-Combrink
No need to stress Sophia and Karen! As Veselin suggests in his comment above, factors may cause stress when we perceive them as stressors.. Hope you take the assignments lightly, they are simply opportunities for further reflection on the issues that we discuss.. Next week we'll be covering motivation, another interesting topic, and week 6 will be another...
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Amal Ahmadi (Mentor) made a comment
It looks like many of you have been able to relate to and really reflect on this week's topic. It is really nice to see that many of you have been able to gain a richer understanding of stress and burnout. Several of you suggested gaining a more comprehensive idea on how to identify, manage and prevent stress for ourselves and for others in the workplace....
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Looking at some of the most liked comments, several of you believe it is up to the individual to work on their own stress. On the other hand, a common response is also around it being a shared responsibility between the individual, the manager, and the organisation. Any other views?
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Very specific stressors Karen, good list! Maybe note this list down if you're keeping a learning journal and then you can reflect and find ways to prevent each point at a time..
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That's great Margaret. What has been the impact of this investment and activities?
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Thanks Veselin. What suggestions would you have in terms of changing the relationship with the event?
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Glad this topic has encouraged you to reflect on your organisation's current absence policy Struan. As you suggested, exploring the causes of absence may be beneficial. It may be a useful activity regardless of whether or not it uncovers underlying stress or burnout.. If you give it a go, hope it goes well!
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Amal Ahmadi (Mentor) replied to Roger Nielsen
You make an interesting point here Roger. It can be difficult for managers to see it coming especially in work contexts that do not allow employees to admit when they are struggling or approaching burnout.. This points to the importance of promoting organisational cultures characterised by open communication and strong relationships, which ultimately can help...
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Amal Ahmadi (Mentor) replied to Colin Hanslip
That's an interesting point Colin. Perhaps knowing that it is "temporary" stress helps you better cope with it.
I wonder if positive thinking and focusing on the "here and now" to see stress as a temporary state (even when it may not actually be temporary) can make coping easier? Just some wishful thinking..
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Amal Ahmadi (Mentor) replied to Rodney Crisp
Thanks Rodney.. Your comment points to an important idea that the optimum level of stress for an individual may vary day to day..
Perhaps the level of stress that one can cope with in a specific situation differs from the tolerable level of stress in another situation.. Also, perhaps the level of stress a person can take in a situation today is different...
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Amal Ahmadi (Mentor) replied to Graham Wilson
Thanks Graham.. Yes, while such statements may be motivating for some, they can be dangerous for others. You comment takes us back to earlier discussions on the course around the importance of recognising individual differences. We will be talking even more around that in the following weeks. Thanks for your comment..
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Amal Ahmadi (Mentor) replied to Arnulfo Aniel
Politics can certainly be a powerful stress factor, thanks for sharing Arnulfo.
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Amal Ahmadi (Mentor) made a comment
Several of you have been able to relate to the list of stressors in your current or previous work experiences. Some of you have also added other factors to the list.
Thanks all for sharing your experiences with us, it can be comforting to know we are not alone in situations of stress, and that others may feel the same way when faced with similar...
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Amal Ahmadi (Mentor) replied to Colin Hanslip
A change of manager can certainly be a source of stress.. Thanks for sharing Colin..
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Thanks for sharing this David.
Your comment feeds into earlier discussions about how to define stress, and how to identify different degrees or levels of stress in the workplace. It illustrates how some work contexts may intrinsically pose more/higher degree of stress on people than others..
You and Roger also point to a different kind of appraisal...
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Amal Ahmadi (Mentor) replied to K G
Thanks for raising these important questions Kaushal. I hope this week gives us some food for thought and an opportunity to discuss these questions among others.
How would others respond to Kaushal's questions? Has anyone thought of these?
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Amal Ahmadi (Mentor) made a comment
Thanks all for sharing your responses to these interesting questions.. I especially enjoyed reading comments that suggest we ourselves can be a source of stress for others, just as much as others can cause our stress..
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Amal Ahmadi (Mentor) replied to Adnan Azfar
It is interesting, Bolatito, that you raise the potential impact of GR's behaviour on his own health, let alone the stress of others.. Thanks for sharing..
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Interesting idea that promoting well being may be the responsibility of managers and employees alike.. Thanks Lori and Aengus..
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Amal Ahmadi (Mentor) replied to siobhan stoneham
Interesting thought Siobhan.. What do others think?
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Amal Ahmadi (Mentor) made a comment
Great points raised here!
So far, numerous comments on what defines happiness, and how what makes one employee happy may not make another equally happy..
Also several comments adding other important factors to the equation, suggesting that happiness may be necessary but insufficient for raising productivity.
Thanks all for your ideas..
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Thanks all for this discussion..
Sebastien, you raise an interesting point by saying that a highly stressful time at work was for you one of the best times in your career.. Can a very stressed employee also be a very happy employee at the same time? I'd like to think so.. Thanks for bringing this up!
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Amal Ahmadi (Mentor) made a comment
Different takes on the pros and cons of stress already here.. Looking forward to discussing this topic with you all this week..
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Amal Ahmadi (Mentor) replied to K G
A sad thought indeed!
