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A vision of Leadership

roshee12 Comments

Blog 5

Introduction

I am writing this blog to explore my thoughts on the leadership style, an overview of how several managers has influenced me throughout my academic career will be discussed. Real life examples of great leaders in food industry that started from the crash and ended up millionaires are mentioned and link with the golden words of Bill Gates. Some of the superlative skills that match my personality and the gap in skills required to become a success leader in the chosen industry will be highlighted. More or less the productivity of skills that CULC will do in my character building throughout my MBA will be explained.

Leaders whom I am inspired of?

I am greatly influenced by the thoughts of Great Autocratic leader, Adolf Hitler. As he once said, “the world will not help, the people must help themselves. Its own strength is the source of life” (Hitler, 2010). As an inspiration I have learned a lesson through his thoughts that one should never rely on others instead one should make himself capable enough to compete in the market and let others rely on you. I believe depending on others makes a man handicapped, so it better to work as a  slave then as a handicapped, this reflects to the idea of bBenson i.e. it’s better to light a candle then to sit in darkness (Benenson,1961). Thus from the real life examples of great leaders mentioned below, Benson’s statement can be approved.

Sam Walton, the founder of Walmart is a self-made man and started everything from crash. He took an initiative by doing several odd jobs simultaneously to support his family at a very early age. Gaining the experience of working in different sectors of food industry Walton decided to open a retail shop by borrowing 80% of the money and using his personal saving. Though it was a great risk but he ended up successfully (Trimble, 1991).

Howard Shultz the founder and CEO of Starbucks, was a son of a truck driver, hard work and luck was the only asset he had. After doing a graduation from Northern Michigan University through scholarship, he worked in a small café Starbucks and within 2 years of hard work he purchased the coffee shop from the original owner and started working on the ambiguous coffee brand that we know today (Beckman 2014).

How I perceive myself as a manger in food industrial?

I have excellent team building and managerial skills, I always taken keen interest in group activities so as a team leader I would always be supportive for my team. I am always ready for accepting new challenges in life besides all this flexibility is my basic strength. Good oral communication and speaking Multi lingual are the key success factors of my life. I believe I can use my strengths in a managerial roles of food industry and will help me a lot in achieving my goals.

Leadership Skills that I will develop throughout my academic year at CULC

At CULC I believe I will get the opportunity to intensify and heighten my leadership at any level that will help me pursuing my career in food industry. Through my personal enthusiasm I want to achieve the knowledge and skills that lack in a leader. CULC will support me vigorously in building my intellectual thinking skills that meet up the standards for any managerial job in food industry. As a member of mentoring club my social networking skills will help me in dealing with multi-cultural people in the organization. To have a depth understanding on culture, Hofstede cultural dimensions can be useful, as shown below the comparison of culture between United Kingdom and Pakistan (Hofstede, 2015). As I have already been using it as an example in my previous blogs (Amanullah, 2015: blog 2).

blog 5 piv(Hofstede, 2015).

Conclusion

I practically implement these words of wisdom in achieving my goals and target in food industry. I believe that working on my weaknesses and converting the threats in to opportunities can make me a successful leader. From the above example I totally agree with the golden words of great leader Bill Gates, i.e. if you are born poor it’s not your fault but if you die poor then it’s your own fault (Gates, 1995). If an individual end up poor that means he wasted all his life without giving any positive productivity to the society.
References

  • Benenson, P. (1961)Persecution, 1961.: Penguin Books
  • CIPD Publishing (2009) Leadership qualities / actions [online] available from https://www.youtube.com/watch?v=CWglvWTsswE
  • Gates, B., (1995) ’ The road ahead’: Myhrvold, N., & Rinearson, P.
  • Hitler, A. (2010)Mein Kampf.: Clube de Autores

Leadership & Change

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Blog 4

“Change is nothing new and a simple fact of life. Some people actively thrive on new challenges and constant change, while others prefer the comfort of the status quo and strongly resist any change. It is all down to the personality of the individual and there is little management can do about resistance to change” (Mullins 2010: 753)

This blog explore the major reason of adopting change in an organization. A brief video is attached to the blog which will explain the role played by the managers in adopting change smoothly.  Lewin’s model for adapting change is evaluated and linked with the useful implementation in organizations by managers. Practical examples from the food industry are explained to give a clear picture of how organizations end up while avoiding change.  In the end a conclusion is given in response to the argument provided by Mullins.

Reason for adopting change:

According to Mullins the following internal and external factors contribute to the adaptions of change:

  • Globalization
  • Advancement in technology
  • Law and order situation of the economy
  • Political instability
  • Customer demands
  • Market saturation
  • Competition
  • Organizational conflicts
  • Goals and objectives
  • Managerial rolls and organizational hierarchy
  • Some of the changes originates with in the organization due to change in infrastructure or other resources

(Mullins, 2013)

How managers manage change efficiently?

The video below describes the successful implementation of change in an organization as it is a great challenge for managers, some succeed in it while others turn to be failures.

Thus from the video above we can conclude that transparency in communication is the main factors for successful implementation of change. Communication gap between the top level managers and employees can be a major cause of failure (Anderson et al, 2010).

Lewin’s Model for understanding the concept of Change:

lewins model

freeze

Unfreeze –problem identification and employee motivation and encouragement to enable change.

Movement– initiatives and strategies required from implementation of change.

Refreeze– providing the supportive appliances and instruments in stabilizing change (Bernard, 2004).

This model explains that for instance you have an ice cube and you want to change it to cone shape so in order to bring this change in the shape certain steps need to be followed i.e. once the cubical shape ice is supposed to melt and then put that liquid in a cone shape jar and freeze it again. Basically it explains the concept that change needs time and certain steps need to be followed to bring change it cannot be done there and then. Similarly managers’ use and implement this idea in bringing change to their organization (Marina, 2012).

Major business failures due to avoidance of change:

Marno Mc Dermott and Max McGee the founders  of Chi-Chi’s, a chain that used to have more than 200 stores nationwide but now on exists in Europe. The main reason for the closure of all the stores was they didn’t bring innovation in business and were reluctant to change (Myers,D., 2013).

Key market leaders such as Star Bucks are having their competitive position in the industry due to the continuous innovation in product line, updating themselves with the technology and producing according to the market demand.

Conclusion:

I agree with the argument provided by Mullin as change is a constant and unavoidable feature. In both social and organizational level, survival is impossible without adopting change. In fact every organization should be well prepared that change can occur any time e.g. External change such as natural disasters have great impact on organizations. Every single individual living in a society is victim of continual change from one form to another. Willing or unwilling change is part of our life some of the individuals are flexible and actively thrive for change and while others try to resist but ultimately they are left with no other choice except for adopting change, as change brig innovation in ideas. Some time for doing the same thing again and again employees get demotivated so for the motivation of employees the manager bring some changes in job roles.

References:

  • Anderson, D., Anderson, L., Ackerman, J. (2010)Organizational Development : Beyond Change Management : How to Achieve Breakthrough Results Through Conscious Change Leadership [online] available from <http://site.ebrary.com/lib/coventry/docDetail.action?docID=10419190> [3 June 2015]
  • B., (2004). Kurt Lewin and the Planned Approach to Change: A Re-appraisal.’ Journal of Management Studies. Sep 2004, Vol. 41, Issue 6,p977-1002. 26p.
  • (2012). ‘Forces That Enhance Or Reduce Employee Resistance To Change’. Annals of the University Of Oradea, Economic Sciences Series. july2013, vol22, issue1.
  • Mullins, L.J. (2010), Management and Organizational Behavior, 9th Edition, Harlow: Pearson Higher Education
  • Mullins, L.J., (2013), Management and Organisational Behaviour, 10th Harlow: Pearson Higher Education
  • Myers,D. (2013) ‘the 11 Biggest Failed Chain Restaurants‘ [online] available from    <http://www.thedailymeal.com/11-biggest-failed-chain-restaurants?utm_source=huffington%2Bpost&utm_medium=partner&utm_campaign=failedchain > [7 June 2015]

Most effective Leadership & Management Styles & approaches

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Blog 3

“Which personal style should managers adopt to ensure success? What is the most effective approach to managing the work of subordinates? These questions have been extensively researched and debated over the last century, and while the general consensus has moved away from ‘command and control’ to management and leadership towards more consultative and participative approaches, there is no single ideal, as the best approach may vary according to circumstances and individual characteristics” (CMI 2013).

Most effective Leadership & Management Styles & approaches

“Which personal style should managers adopt to ensure success? What is the most effective approach to managing the work of subordinates? These questions have been extensively researched and debated over the last century, and while the general consensus has moved away from ‘command and control’ to management and leadership towards more consultative and participative approaches, there is no single ideal, as the best approach may vary according to circumstances and individual characteristics” (CMI 2013).

This blog explains the concept of most effective leadership styles in managing the work of subordinates and highlights the similarities and differences between management and leadership. A brief discussion given in responds to the suggestion of CMI with reflection to Goleman’s different leadership styles.

Based on theories, compare & contrast the similarities & differences between management & leadership

Leadership is an interaction of influencing the behaviour of an individual whereas management is   “the process through which efforts of members of the organisation are co-ordinated, directed and guided towards the achievement of organisational goals” (Mullins, 2013).

The major similarity between managers and leaders is that both have the same target i.e. they work for achieving the common goal. Managers and leaders both plan before making any decision. Managers look after day to day operations while leaders focus on the ultimate outcome of any decision regardless of the process they follow (Gilley 2005).

Goleman’s different leadership styles and implications

According to Goleman Leadership revolves around the 6 different styles which include :Coercive, Authoritative, Affiliation, Democratic, pacesetting and coaching. Goleman added to his research that leaders change each of the leadership style according to the situation (Goleman, 2000).

Authoritative is best suitable for leaders when training new employees or when manager’s power is challenged by staff, it can also be proved useful when making decision in limited time. However if staff becomes tense or fearful and with low morale so leaders should change their style. Referring to the example in my blog 2 Andrew Puzder CEO, Hardee’s should have adopted authoritative leadership style as it was a new direction for the company, for mentoring the employees coaching style could have also helped in employee development (Amanullr,2015:blog 2)

Democratic style involves the participation of team in decision making and update the staff at each level of performance, best  suitable for the encouragement of staff where as in critical decision where managers have no time and space to make mistakes he should ultimately change his leadership.

Pace setting builds challenges and exciting goals for employees and best suitable for a highly motivated and competent team. As a drawback of pace setting style it can lack emotional intelligence in employees.

Coaching helps in improving personal strengths of the employees as a matter of career aspirations and actions.to have a proper outcome continuous coaching from the managers will prove to be productive.

Coercive is said to be dictatorship mostly useful in crisis and emergency but prolong use of can make employees stifled.

Affiliative style focuses more on emotional needs over work. Best suitable in going through stressful situations. Too much of this type of approach have negative impacts on the performance of the company

 

 leadership style

(Mullins, 2013)

 Company’s like Unilever used a mixture of different leadership styles such as coaching, Affiliative and pace setting for the effectiveness in work and employee development. Furthermore to create a healthy competition for achieving the target it was prove essential. A survey was done to evaluate the employee satisfaction level from their leader, Paul Polman the CEO of Unilever and almost 90% of the employees were highly satisfied from the leadership style (Unilever, 2015).

 Conclusion

I consider Leadership skills are adopted through experience or they are inherited while managerial skills are learned through books. A leader can become a manger while all managers not necessarily have the qualities of a true leader. After doing an extensive research and from blog 1 and 2, I totally agree with the view of CMI, a manager should adopt the leadership approach according to the situation and should be flexible in approaching to different style on then it will have positive outcome. Leadership style adopted by different leaders is mostly influenced from the traditions, values, and norms of an organization. However some leaders might be using more than one style at the same time depending on the situation.

References

Diverse teams produce better results

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Blog 2

“Research has shown that diverse teams produce better results, provided they are well led. The ability to bring together people from different backgrounds, disciplines, cultures and generations and leverage all they have to offer, therefore, is a must-have for leaders” (Ibarra and Hanson 2011:71).

This blog identifies the pros and cons of diverse teams in food industry and moreover it helps leaders to understand the knowledge of managing diverse teams within the organization for achieving the target. For a better understanding of the theory certain examples of great leaders from hospitality industry are mentioned. For the critical evaluation from previous blog a brief conclusion is given by the writer.

Impact of diverse teams in food industry:

The differences in individual’s essential and primary features reflects to the concept of diversity. It focus on the collection of differences amongst the people (Mullins, 2013). Diversity has both positive and negative aspects on an organizational performance. Each member in diverse teams have certain unique strengths and weakness adopted from their culture in addition to their individuality. When managed properly diversity in work place can influence the strengths and balance the weaknesses of each worker to make the impact of the workforce greater. Colleagues with different cultural backgrounds can bring more innovative ideas in food industry (Lynn, 2008). Pooling the diverse knowledge and skills can lead to more efficient productivity and responsiveness to change in customers taste and demands.

On the contrary if the diverse teams are not well led it can result in a complete failure as it happen with Andrew Puzder CEO, Hardee’s, an American franchise opened a franchise store in Pakistan without having sufficient knowledge about the people of that specific region, employees were more power of individualism as in America. As a result of this the employees considered it as an advantage and were trying to be more authoritative amongst the teams and were only showing concern for themselves. They were focusing on achieving the ultimate goal and company had to face so many customer complaints and a complete reduction of 22% in sales.

Major reasons of managing diversity in multi-cultural nations:

  • Changing social attitudes
  • Equal employment opportunities
  • Increasing internationalization
  • Wider customer base
  • A shortage of higher level skills

Teams are classified divers on the bases of income, religious beliefs, sexual orientation, personal style and geographical locations (Cable, V., 2014).

How to manage diversity?

To understand the nature of different people from different backgrounds Hofstede’s Cultural Dimensions can be used as a tool to identify the similarities and differences amongst various cultures. It describes the impact of a society culture on the values of its members and how these values relate to behaviour, using a structure derived from factor analysis. As shown in the figure below the difference in trends between Pakistan and United States.

hofsteg

(Hofstede, 2015)

Successful leaders managing diversity in food industry?

The following leaders, C. Douglas McMillon CEO Walmart, CEO and Andy Clarke CEO, Asda Stores Limited, are the evidence from the practical world of food industry that proves that well led diverse teams produce better results.

Douglas McMillon CEO, Wal-Mart hire elderly and handicapped employees: To manage diversity in human resource Wal-Mart employs 2 million associates worldwide and nearly 220000 of them were over 55 years old. For recruitment Wal-Mart specially target churches and senior centres nationwide as an agenda of diversified working environment for mature workers. As a result of this Wal-Mart was rewarded a place in Careers and the disabled magazines or five consecutive years, and recognized it as an outstanding employer for people with disabilities. The employees were managed by giving proper training and instructions on monthly bases, moreover reward, appraisal and promotion was offered to most of the employees for their performance. As a consequences of this the company performance was outstanding and the target achieved was more than expected (Wal-Mart, 2015).

Andy Clarke CEO, Asda Stores Limited, has a diverse recruiting policy, they welcome employees from different ethnicity and backgrounds regardless of their caste, creed, colour and religion. Employees are given holidays on their religious events or festivals. In addition to this, to maintain diversity employees from all levels can directly interact with their managers (Asda, 2015). This leads to employee development and motivation which will result in effectiveness on the quality of work. Thus Asda generates more 1.5% more profit then other competitors.

Conclusion

Diversity has created new challenges and opportunity for organizations operating in United Kingdom. With the influence of globalisation it is important for leaders and professionals to have a better understanding of managing and handling diverse work force. To identify the similarities and difference in individual’s culture, Hofstede’s Cultural Dimensions can be used and implemented. Managing diversity in food industry can bring creativity. Moreover managers should avoid handling diversity issues insensitively.

 References

Leadership & Ethics

roshee22 Comments

 Blog 1

Ethical leadership, defining it as “the demonstration of normatively appropriate conduct through personal actions and interpersonal relationships, and the promotion of such conduct to followers through two-way communication, reinforcement and decision-making”… [and] the evidence suggests that ethical leader behaviour can have important positive effects on both individual and organizational effectiveness (Rubin et al 2010: 216-17).

Introduction  

The tenacity of writing this blog is to discover the degree of different leadership styles that prejudiced my behavioral thinking with respect to the food industry. These leadership flairs facilitated me in my character building, regarding the skills necessary for being a leader within the food industry. Last but not the least, some of the superlative skills that supports in becoming a real leader will be highlighted.

According to BBC ethics are the code of conduct and play a vital role in the society. Leadership and ethics are two main perspectives when combine together have a great impact on society as a whole (BBC, 2015). Ethical leaders captures the attention of followers by setting role models, through subjugating authoritative positions in the organizational hierarchy (Brown & Mitchell 2010: 585). The leaders need to understand the 4v model of ethical leadership, which bring into line the internal factors with external factors. In order to avoid the negative impacts of ethical leadership leaders should be well aware of the existing threats from internal and external organization.

Figure 1: The 4-V Model of Ethical Leadership

Value: principles followed by an ethical leader that helps in decision making.

Vision: leadership guides that predicts a future consequences.

Voice: the motivational aspect of leadership for influencing employees.

Virtue: leadership style that make leaders to achieve goals via the right path.

(The Centre for Ethical Leadership, 2014)

4v

Behavioural Impact of Ethical Leaders on Individual and Organizational Effectiveness

According to the video below, leadership is based on 3 components: fairness, power sharing and role clarification (Kalshoven, Den Hartog & De Hoogh, 2011). Fairness corresponds to trust, honesty and responsibility. Power sharing a section of ethical leader behaviour involves interaction of employees in decision making thus resulting in efficient productivity. Role clarification necessitates leaders to clarify the duty of subordinates. Thus from the data we can conclude that ethical leaders have positive impact on individual and organizational effectiveness, it reduces employee turnover and increases work force efficiency.

Leadership styles:

Deontological and Teleological are the two types of ethics. Deontological refers to the phenomena of doing the right thing regardless of the results achieved whereas teleological is justification of doing erroneous things for achieving a noble result. Teleological leaders are concerned with the end results. (Mullins, 2013).

Great Ethical Leaders in Food Industry

President and CEO of Walmart Mike Duke speaks at the Council on Foreign Relations in New York, December 11, 2012. REUTERS/Brendan McDermid
President and CEO of Walmart Mike Duke speaks at the Council on Foreign Relations in New York, December 11, 2012. REUTERS/Brendan McDermid

Mike Duke, the former CEO of Wal-Mart declared to produce packaged food with decreasing salt, fat and sugar content and also announced to cut the prices of vegetable and fruits as a matter of controlling child obesity. His agenda behind doing all this was to serve healthy food regardless of the impact on sales and consumption (Stolberg, 2011). The deontological behaviour of Duke proved to be beneficial for the society. Though the profit was not increased but he had a feeling of self-satisfaction that he is contribution something to the society, but as a matter of communal value he stuck to his decision of doing the right thing.

Unethical leader

On the contrary of this one of the famous unethical leader Khalil Sattar the CEO of K&Ns, a frozen food company decided increase sales by selling dog meat instead of halal chicken. By doing this the annual sales were increased initially by on the long run company had to pay 3 billion for the compensation penalty.

Conclusion

Generally Ethical leaders are cherished, appreciated, and considered as inspiring factors for the team. If the teams are working effectively as a consequence the overall performance of an organization will also improve. Ethical Leaders should take feasible and supportive decisions keep in considering the overall cost. Leader should build positive relation between the subordinates. The organizational environment should be friendly and supportive, and create healthy competition amongst the employees.

However there are always 2 sides for an argument, so the negative side of ethical leadership cannot be ignored. As Bucaro mentioned in 2012, one of the major drawback of ethical leader ship is that it consumes time and requires complete support and coordination of management and employees. More over maintaining the same standard of ethics requires a lot of cost.

References

  • BBC (2015)Ethics: A General Introduction [online] available from <http://www.bbc.co.uk/ethics/introduction/intro_1.shtml> [MAY 6 2015]
  • Brown, M, & Mitchell, M 2010, ‘Ethical and Unethical Leadership: Exploring New Avenues for Future Research’, Business Ethics Quarterly, 20, 4, pp. 583-616, Business Source Complete, EBSCOhost, accessed [7th may2015]
  • Bucaro (2012) ‘Challenges to Ethical Leadership’ [online] Available from<http://sustainablebusinessforum.com/frankbucaro/74736/2013-leadership-ethical-challenges> (Assessed 2 May 2015)
  • Cranfield School of Management (2013)60 Seconds with Professor Donna Ladkin – Ethical Leadership. [VIDEO]
  • Kalshoven, K, Den Hartog, D, & De Hoogh, A (2011),‘Ethical Leader Behaviour and Big Five Factors of Personality’, Journal Of Business Ethics, 100, 2, pp. 349-366, Business Source Complete, EBSCOhost, [may 12, 2015}
  • Melnick,M. How McDonald’s Plans to Make Happy Meals Healthier(2011) in. 26TH JULY 2011
  • Mullins, L.J. (2013), Management and Organisational Behaviour, 10thEdition, Pearson Higher Education
  • Rubin, R, Dierdorff, E, & Brown, M (2010), ‘Do Ethical Leaders Get Ahead? Exploring Ethical Leadership and Promotability’,Business Ethics Quarterly [online], 20, 2, pp. 215-236
  • SHERYL GAY STOLBERGJAN. 20, 2011 (2011) ‘Wal-Mart Shifts Strategy to Promote Healthy Foods’. The New York Times20th Jan 2011
  • The Centre for Ethical Leadership (2014)‘Ethical Leadership’ [online]. Available from:http://ethicalleadership.org/about-us/philosophies-definitions/ethical-leadership [9 May 2015]

Reasons for the selection of Industry

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We are a group of 6 members and each of the group members had different industries in their mind. The following were the options; hospitality, tourism, textile and food industry. On the bases of logical thinking food industry was preferred by the most of the group member.

We choose food industry for the reason that it gives 100% profit. Apart from this all the group members were showing mutual concern for food industry and most of us consider food as our passion. In addition to this food industry is considered as the sunrise i.e. one of the top most growing industry.  The requirement of skilled labour and human resource is very less in food industry as compare to financial, oil and gas industry or other manufacturing industries. Due to the change in lifestyles and income level demand for processed and ready to eat food is increasing. Food industry generates local employment contributing towards the GDP of an economy. Finally it’s a business that has a low investment and is economically feasible. There are many growth opportunities in food industry and chances of business expansion are more practicable.

After doing an extensive survey through the market we decided to interview a few experienced people who has great knowledge about the business in general and food industry in particular. For the expert’s opinion on investing in food industry the following three individuals were selected: Mr Ali the manager of Badolina, a fast food restaurant, Mrs Wai mei owner of the Chinese restaurant Kung food and Mr Smith, a sales manager of costa coffee.

The criteria for selecting the following individuals was to get knowledge about 3 different sub sectors of food industry i.e. fast food restaurant, Chinese cuisine and a coffee shop. Previously we have done vast research on the feasibility study of a coffee shop so the idea for choosing a coffee shop was not a bad one. Secondly students consider fast food as their first priority for their meal as it saves time. Majority of the group members prefer Chinese food so we decided to interview the 3rd person that is engaged in the Chinese food restaurant.

Learning Journal

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Initially we gave a brief introduction to the class and then, I learned what actually social networking is, we did a few activities to judge in which category of VAK learning we fall, there were 3 types mainly visionary,auditory and kinaesthetic To know about each other, and to have an idea about each other likes and dislikes. This was an interesting and fun loving interactive session.

Presentation was given to improve out presentation skills. On the bases of fortune 500 we selected one of the company for our Presentation. The presentation sessions were held. Then I discussed research topics and briefing with my tutor.It will help in in literature review where I will have to rephrase long journals in few paras.

We worked on our assignment regarding skill audit and PDP. We learned how to analyse our self with perspective to skills and development, Furthermore we had a feed back regarding our presentation slides and the weak points and areas and information missing in my presentation were highlighted.I learned how to write about myself in a SMART way.i.e short and brief to the point.It will help me in future presentation of all coarse works.

I was unfamiliar with the blogs on word press and in this seminar we had the opportunity of learning specially in the first 3 sessions as our librarian also guided us how to us moodle and specially locate in particular.

I need additional guidance on my research and reference area. I want to understand the writing pattern and assignment style in UK.I want to polish my presentation skills further.

my experience of collecting and analyzing data

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The data collection was an interesting part of my research, our target was students so I went across a few universities on Liverpool Street and randomly selected students and ask them can you please fill this questionnaire for me, some of them showed a positive response while others seemed busy. My tutor give a good idea that always keep a pen while distributing questionnaire because some of the people will be willing to fill but if they don’t have pen they will probably make an excuse and this really worked out. Some of the people I asked to fill the questionnaire were really not interested and showed me a cold shoulder. Collection of the data took almost 2 days. After collecting the data the next step was analysis, as it was not an online questionnaire so the analysis was not an easy work. We have to sort how many of the questionnaire were filled by male and female. Furthermore the marketing 4ps (price, place, product, and promotion) were highlighted and the demand for coffee and other hot beverage was compared. I generalised the results of these 50 questionnaires and to make the results more clear I used graphs pie charts and histograms, furthermore I differentiated them by using different colours for different responses. The analysis was done in percentages as it give more meaning to the values. This was a good experience overall, I learned how professionally we can interact with students of other institutions.

I

how i came up with my questionnaire

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=

We were a group of 5 as we decided that each individual will make 10 questions and then we will choose 10 best questions that are most relevant for our research. The criteria for our questionnaire was decided that all questions must be closed ended as closed ended questions are easily analysed plus al questions must have 4 options so it shows a uniformity, I searched for my part over the internet and read a few articles and found very useful questions from those articles.as we knew that taking idea of other research paper for questionnaire is not included in plagiarism. We changed the options that best fit our research criteria. Once we all had 10 questions each so then we decided to choose 10 from these 50 questions we tried our level best to cover all aspects of our research in these 10 questions. We finalized our questionnaire by giving a brief introduction as to what it is related so that it is more convenient in distribution. As a student we decided to have 50 copies of questionnaire and each group member was supposed to do 10 copies that makes 50 in total.in this way it won’t be a burden on any single individual. Once we were done with the printing part we decided to distribute these amongst the students of different universities on Liverpool Street. Our target was 5 main universities and ten student from each of these universities were randomly selected to fill the questionnaire.

How I did my literature Review?

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Starting with a literature review specially on the topic coffee shop was not very easy as it was my first assignment I had no idea about the university writing style and secondly the topic was limited to Liverpool street so collecting data was the difficult part.First i started looking for data on locate regarding coffee industry in UK, I hardly found anything relevant, next i went to Google scholar i could hardly get any information on it thirdly I asked my friends but unlike me they also had the same problem finally last but not the least I  went to my librarian Lore and took guidance from her regarding Locate and about how can we look for data in Locate.finally my stress was a bit released Her session was very helpful for me once I started with data collection and rephrasing,references was still a big problem for me.I watched a few tutorials on you tube regarding Harvard referencing style few of them seemed very helpful.And again when i was applying those tutorials practically faced many issue like some of the article had dates missing in some the page number was not mentioned,  was very confused that what to do but after doing extensive study on referencing I was able to do the referencing part also.

finally I was done with my literature review and submission part was only left so I checked my plagiarism on internet and finally submitted it.

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