Thursday, April 4, 2013

A500.2.3.RB_OYEYEMIOLUSANYA-TELL YOUR STORY


My name is Oyeyemi Olusanya, hail from Iju (Town near Akure city) in Ondo State, Nigeria West Africa.  I was born on the July 11th, 1975 to the family of late Aladesae Oyeyemi (High Chief Asaoye of Isa-oye Quarters, Iju).

To begin with, Nigerian education system is a little different from American school system.  It is called, 6.3.3.4.  that is;
·      6 years of primary schooling
·      3 years of junior secondary schooling (J.S.S 1 to 3)
·      3 years of senior secondary schooling (S.S.S 1 to 3)
·      4 years of university education
This is equivalent to American school system,
Elementary school (K-5), middle school (6-8), high school (9-12), then, undergraduate program.

I came from a polygamous family of four wives.  My father was a goldsmith, and later turns it to Bicycle repairer meaning he was the first in town, though the business stops long ago. He died as a commercial farmer last year, own big cocoa farm spread on acres of land. My mother, Oyeyemi Modupe.  She trade in foodstuffs (Beans, Rise, pepper etc.), she buys her goods from far north (Kano, Sokoto, Maiduguri etc.).  Sells in southwest, Ondo, and Ekiti state.  She’s popularly known as “Iya-Elewa” meaning, the woman that sells beans.

My story is like a tree with many branches; love life, academic life, family life etc.  I will be telling my leadership story in the course of my academic life.  I was led to enrolled in primary one in 1982 at Local Authority primary school, Iju.  My mother completed her house early in 1983 and we moved in. We did not live in the same house with my father.
My school has to change because of distance to our new house.  In the new school, (St. Matthew’s Anglican primary school). I had to repeat the same class that I have passed. Therefore, I repeat primary one.  I became the class leader popularly called “class captain” in my primary three through primary five. 

Something happened after the promotion to primary six.  The school has just six-block of classrooms that were not enough for the students.  The community secondary school by the other side of the road (Elu-Iju high school, Iju) gave us some classrooms in addition. Our headmaster was transferred to another school, the new one made a new change.  She (Mrs Agbalaja) stop student from crossing the express road because of the age.  However, the classrooms that were available are not enough.  That year, a private nursery and primary school was introduced which reduced the number of pupil admission that year.  Headmaster looked into promotion sheet, in a class where 30 pupils were promoted, the last five in their class average will be withdrawn to the previous class.  I was withdrawn to primary five after promotion to primary six.

In primary six, government transfer the headmaster (Mr Olanipekun) back to the school.  When the time for prefect selection came, our headmaster announces on Friday that we should dress nice on while come next Monday.  His system of selection was democracy by open ballot system. There was a boy, a good friend of mine.  Very brilliants.  Every one of us believes Ilesanmi to be the next head boy.
At the assembly on Monday money, where we normally sing, pray and listen to the announcement each day.  The headmaster, asked us to nominate candidate for different position then, we vote for them by raising hands, monitored by all staff to prevent double counting and voting.
I was the first person to nominate, I nominated Ohunakin Ilesanmi. To my dismay, the second nomination was my name from Oyaniran Monisola. After the voting, I lead Ilesanmi with five points.  However, our headmaster disagrees because it was obvious that he wants the other person to lead.  He reject the voting and conducted another one, encouraged everybody to vote.  To his surprise, I won by 25 points.

After our primary school, we dispersed to various high schools.  Fortunately, Ilesanmi and I found our selves in the community high school (Elu- Iju High School, Iju).  Both of us were the class captains in our various classes from J.S.S. 1 to J.S.S. 3.
In S.S.S. 1, we both choose science class as our option.  We both reject the offer to be the class captain for that year asked someone else to go for it.

In S.S.S. 2, there was a crisis in the school after a month that our seniors were selected for school prefects.  One of their classmate, disrespect a female teacher, when the principal hared the issue he decided to give them a punishment.  In those days, the punishment was to cut school main field grass.  They refused to do so including the prefect among them.  The principal decided to set up another promotion examination for them and raise the promotion criteria.  They also refused to take the exam after been promoted.

The following week, Principle dissolved their leadership and selected two male and two female from S.S.S. 2 to lead the student for that year.  Fortunately, the two male was Ilesanmi and I.  The following year, in our S.S.S. 3, we were honoured for successful leadership.  It took the whole staff more than two months to decide who the next Head boy would be.  Ilesanmi was the most brilliant but Olusanya has the leadership skill required.  Looking at our promotion result, out of nine subjects offered, Ilesanmi had Credit and distinction all through.  I had seven credits, one distinction, and one pass.  To my dismay, my result reads 10 subjects, which increased my credits to 8.
I learnt later that it was recorded for me to have the same credit with him because some teachers want me as the next head boy.  Among the staff, I had more supporters.

One afternoon, we were having personal study during lunchtime.  I was the initiator of the personal study group, which Ilesanmi was a prominent member. Then, Olorunsola Dele and Orimaye Adebayo.  A teacher sent for Ilesanmi, they were sitting under a big tree in front of our class.  Few minute later, they sent for me.  When I got there, I saw Ilesanmi stood aloof.  They sent me to a junior class to curb them of their noise during lunchtime.  I went there and in a few minute the whole school was at peace. When I came back, they faced Ilesanmi.  “That is what we asked you to do, you can not even command your junior”.  They asked us to leave.
The following Monday, Ilesanmi was announced as the head boy while I was made the labour prefect.  Students were supersized because everybody was expecting my name to be mentioned for head boy, for I had done it once successfully.  Later, I heard that the staff concluded that I posses more leadership skill and that skill will be more useful as a labour prefect than head boy.  Labour prefect is closely related to that of prime minister while the Head boy position is like Queen Elizabeth in UK.  Even now, some of our junior still refers to me as the head boy, because I was the one performing even when Ilesanmi had a good idea, he will communicate it through me.

In my undergraduate days, I was afraid of going into student politics because it was obvious that lots of cult boy were involved. These people create much turbulence in the school and kill at will.  However, in final year, I was nominated for senate from the school of engineering.  I served in the student parliament for one year.  At the same time, the president of drama group in the school.

First job I got after graduation was a teaching job in a private school of nursery through high school, a private school in Iju.  I taught Mathematic and Computer both in primary school and High school, at the same time the school electric mentainance man.  After my first year in the school, the principle nominated five of the staff to coordinated the election for prefect selection in the school for 2005/2006 academic sessions.  I was the leader of electoral committee.  The proprietress has introduced democracy in the school since she joins politics.  That year, she was the commissioner for youth and women affairs in Ondo state.
The election was open ballot system, the student nominates their candidate, and votes for them we record the outcome on board so that the looser can contest for another post.  I submitted election report to the principal.  He took the list to the proprietress but she disagree with the person that won the position of head boy because, the proprietress was lobbying to be as a senate candidate in her party (People Democratic Parties), but the boy that won the head boy in her school’s grand father was a strong antagonist to her ambition in the party.
However, it was too late to manipulate the result been open ballot that the entire student already have the result.  I was suspended for one month for conducting a free and fair election.  Though before the end of the month, Parent Teacher Association of the school sent delegate to appeal to me to come back but I did not. I got a job to oil and Gas subsidiary company six months later in Lagos.  I worked there for four and half years and moved to united state late 2010.

I see ability to lead in me as a natural thing, even when I want to run away from it something will happen that I will be left with only the option to lead.  There was still some indirect leadership that I control the decision of the leader both younger and elders.

At times, my suggestion may be neglected but things will surely turn around that they will come back to it.  I am not ways right but my leadership ability paved ways for me.  I can say that faithfulness in my opinion or assumption and suggestion has helped me.
I may say that, the skill was acquired from both parents because both of them were leaders and orator, but more from my mum.  For example, both in primary school and secondary school her opinion was cherished.  My mother’s opinion and suggestion at  “Parent Teacher Association” (PTA) meeting. For this reason, teachers seek for her availability at every meeting, because she is a very busy woman.  “Even though she’s not learned but wise” that is the congregational evaluation of her whenever she contributes to bible study in the church.

References:




Saturday, March 30, 2013

A500.1.5.RB_OYEYEMIOLUSANYA

A500.1.5.RB_OYEYEMIOLUSANYA - Intellectual Perseverance

Intellectual Perseverance: Having a consciousness of the need to use intellectual insights and truths in spite of difficulties, obstacles, and frustrations; firm adherence to rational principles despite the irrational opposition of others; a sense of the need to struggle with confusion and unsettled questions over an extended period of time to achieve deeper understanding or insight.

Intellectual perseverance is the ability to recognize the source of an obstacle and commit a steady persistence in a course of action, a purpose, and a state, especially in spite of difficulties or discouragement.  In other words, The intellectually perseverant person displays firm adherence to rational principles despite the irrational opposition of others, and has a realistic sense of the need to struggle with confusion and unsettled questions over an extended time to achieve understanding or insight.  Perseverance commonly suggests activity maintained in spite of difficulties or steadfast and long-continued application: Endurance and perseverance combined to win in the end.  It is regularly used in a favorable sense.  Persistence, which may be used in either a favorable or an unfavorable sense implies unremitting (and sometimes annoying) perseverance: persistence in a belief; persistence in talking when others wish to study.  Tenacity with the original meaning of adhesiveness, as of glue, is a dogged and determined holding on.  Whether used literally or figuratively it has favorable implications: a bulldog quality of tenacity; the tenacity of one's memory.  Pertinacity unlike its related word is used chiefly in an unfavorable sense, that of over insistent tenacity: the pertinacity of the social climber.
Intellectual perseverance is the only key to my success in this graduate degree, combining class assignments, studying my text book with daily duty required at work and lots of studying material to be professional in my job, one need unwavering commitment and continues focus at the result.  It is illegal to the call of duty to study personal material at while at work.  Working on the machine maintenance for whole day as a technician and stay awake at night to study for assignment that needs to be submitted requires dedication.  In the course of this, I still need to study for promotion examination, which is the source of school fees.
For example, I resume work not later than 7a.-m and close at 5p.m. each day including weekend when on duty.  Take care of family issue as a married man and stay late to contribute to class discussion.  Wake up early at 3:30am to study and prepare for work.  Highest challenge is when we are on the way.  Internet usage in the office for unofficial work is not allowed so; one has to be very fast and smart.  Like this week, we lost the Internet on the ship for about three days and class discussion was due for submission, I sent it to my wife via office outlook that was the only means to reach out.  She missed it, been her first time.  Both A500.1.3.DQ-Discusion and A500.1.4.DQ-Discussion were submitted at the same place thinking that they were the same as they read discussion.  Eventually, the Internet came up and I have not seen any evidence that she submitted, I sent mail to confirm but she was not available, I had to re-submit it.  She replied latter that she has submitted.  This is what I faced and will be facing each time the Ship is on the deployment, long or short.
It is like, “the brick walls are there for a reason.  The brick walls are not there to keep us out.  The brick walls are there to give us a chance to show how badly we want something.  Because the brick walls are there to stop the people who don’t want it badly enough.  They’re there to stop the other people.” – Randy Pausch.I stated this class with tuition assistance to be top-up with MGI-bill because school fee is more than what tuition assistance can pay.  I was not approved for GIL-BILL because of my years in service and now tuition assistance is counseled.  With all these challenges, I am still forging ahead.  I believe, “There are times to stay put, and what you want will come to you, and there are times to go out into the world and find such a thing for yourself.” – Lemony Snicket.
Considering my reason for choosing this course and viewing myself as one of the future leader help me to persevere and come into conclusion that “You may encounter many defeats, but you must not be defeated.  In fact, it may be necessary to encounter the defeats, so you can know who you are, what you can rise from, how you can still come out of it.” – Maya Angelou
My yearnings to be a good leader like King Solomon’s prayer to lead aright; Solomon prayed to God, “You have shown great loving kindness to David my father, and have made me king in his place.  Now, Yahweh God, let your promise to David my father be established; for you have made me king over a people like the dust of the earth in multitude.  Now give me wisdom and knowledge, that I may go out and come in before this people; for who can judge this great people of yours?”  2 Chronicle, chapter 8-10.  “ Even if I knew that tomorrow the world would go to pieces, I would still plant my apple tree.

References:

 Bible (2 Chronicle, chapter 8-10.)
 http://www.goodreads.com/quotes/tag/perseverance

Saturday, March 9, 2013

A511.8.4.RB_ OYEYEMIOLUSANYA


Now, reflect upon and analyse what Rosabeth Moss Kanter has to say and how that does or does not coincide with what Yukl says about gender-based discrimination.  Do you agree?  Why or why not?

Throughout the twentieth century, gender-base discrimination was supported by age-old beliefs that men are more qualified than women for leadership roles (Ayman and Korabik, 2010).  These beliefs involve assumptions about the trait and skills required for effective leadership in organizations (implicit theories), assumptions about inherent differences between men and women (gender stereotypes), and assumptions about appropriate behavior for men and women (role expectations).
Kanter point out that, women are having the same orientation and education with their men counterpart.  There is no empirical support for the belief that men are more qualified to be leaders, and laws now exist in the United State to stop sex-based discrimination.  However, as with earlier claims that men are more qualified to be leaders, the claims that women are more qualified appear to be based on weak assumptions and exaggerated gender stereotypes Yukl, (2013, p.358).
The strong tendency to favour men over women in filling high-level leadership positions has been referred to as the “glass ceiling”.  Sex-based discrimination in leadership selection also reflects the influence of popular stereotypes and role expectations for men and women (Heilman, 2001).  Kanter point out that, different job demand different dedication and 24/7 commitments.  Women considering caring for their family do not put themselves in position to be considered for these posts. Greedy demanding nature of top job and joggling with family responsibility makes it tough for women getting to the pick of their career which affect the number of women at the top.  Men are more in high-risk job that pay much because of the risk involves than women (Kanter).
Interest in studying barriers to advancement for women has been increasing.  A study by Bell and Nkomo (2001) found that one of the major barriers (especially for black women) was limited access to social and informal networks in their organizations.
Women still contribute to the economy by establishing their own business that allows for their personal family caring by Kanter.  Differential treatment during childhood causes men and women to have different values, traits, skills, and ways of dealing with situations.  Although not mutually exclusive, these explanations lead to different implications for the selection and training of leaders and the elimination of unfair discrimination Yukl, (2013,p.362).
All persons are considered to have inherent and equal worth, independent of their gender.  This led naturally to an opposition to sexism, and an acceptance of female ministers by Bruce (2011).
WASHINGTON — Defense Secretary Leon E. Panetta is lifting the military’s official ban on women in combat, which will open up hundreds of thousands of additional front-line jobs to them, senior defense officials said Wednesday by The new york times (2013).
Based on all these point from different resources, it is evident that what Rosabeth Moss Kanter said about gender-based discrimination coincide with Yukl submission and I am in support too.
There is little reason to believe that either women or men make superior managers, or that women and men are different types of managers.  Instead, there are likely to be excellent, average, and poor managerial performers within each sex.  Success in today’s highly competitive marketplace calls for organizations to make best use of the talent available to them.  To do this, they need to identify, develop, encourage, and promote the effective managers regardless of sex (Powell, 1990, P.74).

Reference:
Anu Bhagwati
The New York Times (2013).

Ayman, R., and Korabik, K. (2010).
Leadership: why gender culture matter.  American Psychologist, 65, 157-170

Bell, E. L., and Nkomo, S. M. (2001).
Our separate ways: Black and white woman and the struggle for professional identity.  Boston: Harvard Business School press.

Bruce A. Robinson (2011).

Heilman, M. E. (2001).
Description and prescription: how gender stereotypes prevent women’s ascent up the organizational ladder.  Journal of social Issues, 57, 657-674.

Powell, G. N. (1990).
One more time: Do female and male managers differ?  Academy of Management Executives, 4, 68-75.

Rosabeth Moss Kanter

Gary Yukl, (2013).  Leadership in Organization


Friday, March 1, 2013

A511.7.2.GA_OYEYEMIOLUSANYA


PUT YOUR EMPLOYEE FIRST

Vineet Nayer point out in his interview with HBS that employee should be view as the real value, because they create value in organization.  Build an envelop of trust.  Build transformation on subordinate to build change in them.  Burns (1978, P.20) described transforming leadership as a process in which “leaders and followers” raise one another to higher levels of morality and motivation.”  These leaders seek to raise the consciousness of followers by appealing to ideals and moral values such as liberty, justice, equity, peace, and humanitarianism, not to baser emotions such as fear, jealousy, or hatred.
Servant leader must attend to the needs of followers and help them become healthier, wiser, and more willing to accept their responsibilities.  Servant leader must listen to followers, learn about their needs and aspiration, and be willing to share in their pain and frustration.  Servant leader must empower followers instead of using power to dominate them.
Vineet point out that, “Transparency create trust in employee”.  Trust is being completely honest and open, keeping actions consistent with values, and showing trust in followers.  Leader’s integrity and concern for subordinate is likely to increase their trust, loyalty, and satisfaction with the leader.  A favorable relationship and increased referent power to the leader make it easier to influence subordinates to carry out requests Yukl, (2013. p.337).
Vineet said that, employee should be encouraged so that when they come to work they will work.
The influence of authentic leader with some followers is enhanced by their confidence, clarity of value, and integrity.  It is easier for follower to be influenced by a leader who is perceived to be credible, focused, and confident.  Followers of authentic leaders have identification that is more personal with the leader and more social identification with the team or organizational unit Yukl, (2013, P.340).  Leaders of today should be in front, why tomorrow leader be behind them, building them to make change by Vineet.
Follower perception of leader authenticity may be jointly influenced credible, on the extent to which the expressed values and emotions are consistent with follower perception of the situation, and on follower ability to accurately perceive when a leader is expressing genuine emotions and value Yukl, (2013, P.340).  Leader should belief they do not have all answers, opening to accountability, evaluate to see transformation.  Traditional leader should make change.  Organization has to design when to transform, by Vineet.
Leaders can reinforce ethical behavior by including it in the criteria used to evaluate and reward follower performance.  A leader’s own actions provide an example of ethical behavior to be imitated by people who admire and identify with the leader.  Leaders can facilitate problem solving by helping people getting information, by identifying points of agreement and disagreement, and encouraging people to find integrative solutions to conflicts.  Some ways a top executive can influence the ethical climate in an organization include talking about the importance of positive values, setting an example of ethical behavior, making decisions that show integrity is as important as profits, and enforcing discipline for ethics violations Yukl, (2013, P. 343-344).

Reference:

Burns, J. M. (1978).  Leadership.  New York: Harper and Row. 

Vineet Nayer

Gary Yukl, (2013).  Leadership in Organization