Professional Development and Ethic

Question: Discuss anout the Professional Development and Ethic. Answer: Introduction Among the several aspects in a business firm, one of the most influencing characteristic is the presence of leaders. As stated by Ulrich, Zenger Smallwood (2013), leaders are what seatbelts are to human lives. A growth of leadership styles and performance levels by brands has led to the maximisation of competency levels. Concerning Australia, there has been a noticeable increment in the skills and ability of automobile managers. In order to learn and undertake changes to improve capabilities, the essay takes into consideration the two best leaders in the nation Briton Graeme Whickman (CEO, Ford) and Mutsuhiro Oshikiri (CEO, Mitsubishi Motors). Discussion As the CEO of the two largest giants in Australia, it is completely their responsibility to lead the firm to the peak of success. Operating in the automobile engineering and design industry, Ford and Mitsubishi is confronted with an intense level of competition (Middlebrook, 2016). In order to maintain position in the list of leaders, both Whickman and Oshikiri focus on maximising socio-cultural and personal competency ranges. Concerning Ford, the leader tends to greatly value generic, commitment, attitude, learning and leadership elements as compared to the others. While on the other hand, the head of the Japan oriented firm focus on developing cultural empathy, innovation, creativity and self direction. Reviewing the profiles of the two leaders, Hunter (2013) mentioned that there exists a similarity in their approach of valuing commitment and leadership on an equal level. In terms of marketing and sales, Whickman chooses commitment and attitude, whereas Oshikiri opts for self direction and innovation. Being the master-mind behind the development of the giant firms in Australia, the country greatly looks upon them for improving ability skills. As opined by Aaker (2012), not only the existing companies but also students who will enter the industry and has big dreams recognise Whickman and Oshikiri as the most influential giants in the developed nation. Briton Graeme Whickman Mutsuhiro Oshikiri You Generic Cultural Empathy Generic Commitment Innovation and Creativity Leadership Attitude Self Direction Commitment Leadership Leadership Attitude Learning Learning Self Direction Self Direction Commitment Learning Cultural Empathy Attitude Cultural Empathy Innovation and Creativity Generic Innovation and Creativity (Arranged according to preference) Table: Socio-cultural and Personal Competencies (Source: As created by author) In terms of values of the two leaders, there lies a difference between their approach and preferences of the several competency elements. Further, in comparison to Whickman and Oshikiri there exists a pitfall amidst the eight major developmental features. In contrast to generic, leadership and attitude elements, factors of cultural empathy and innovation are ignored. In the words of Redick et al., (2014), a presence of low learning aspect leads to an imbalance in the organisational structure. The ability to guide the firm towards achieving expected results can only be facilitated with the use of self belief factors. In order to achieve goal and objectives all the characteristics of the table should be equally valued. With a motive to heighten competency levels and also undertake changes, a proper judgement is greatly needed. As a basic necessity to facilitate communication and strategic decision making, managers vigorously undertake alterations in the ability design table. In order to implement changes leaders concentrate on volunteering positions along with building u a professional network. Moreover, a focus on identifying pitfalls and dealing them on trial and error basis will also develop capability degrees (Harrison, 2016). In addition to a deep rooted study, requirement assessment, collaboration and containment of the gaps, it is important to take part in training initiatives as well. Being able to fill the capability gaps, there will be a sufficient increase in thinking and designing processes. Additionally, there will also be a development in the career. It is noted that apart from building up profitable conditions, filling up pitfalls will also lead to a sustainable development of the society. In order to survive in the modern business world, business firms focus on benefiting the environment and the people along with heightening profit levels. Conclusion Analysing the several aspects of the essay it can be inferred that not only business organisations but also the world as a whole recognises the scope of leadership and competency ranges. It can also be seen that despite of a difference in the approach of Briton Graeme Whickman and Mutsuhiro Oshikiri, both the leaders greatly involve in maximising competencies for the betterment of their companies. Furthermore, it is only with filling up gaps in socio-cultural and capability elements that mentors are able to achieve expected results and also target towards sustainable development of the society as whole. Reference Aaker, D. A. (2012).Building strong brands. Simon and Schuster. Harrison, D. T. (2016).An examination of the relationship between experiential learning styles and the development of global competence in leaders(Doctoral dissertation, Indiana Wesleyan University). Hunter, M. (2013). Skills, Personal Competencies And Enterprise Capabilities Throughout The Organization Lifecycle.Psychosociological Issues in Human Resource Management,1(1), 37-107. Middlebrook, K. J. (2016). Automobile Industry.Social Reconstructions of the World Automobile Industry: Competition, Power and Industrial Flexibility, 200. Redick, A., Reyna, I., Schaffer, C., Toomey, D. (2014). Four-factor model for effective project leadership competency.Journal of Information Technology and Economic Development,5(1), 53. Ulrich, D., Zenger, J., Smallwood, N. (2013).Results-based leadership. Harvard Business Press.