Management Science assignment

ZENVIRON
Strategic
proposal
Prepared by :
Lee Pei Gie 0315653
Yong Seen Yee 0315883
Na Yeow Sing 0320385
Jenny Hoo Yee Tyng 0321841
Chin Weng Lok 0323583
ZENVIRON Construction Sdn. Bhd.
193, Jalan Aman U5/F,
Kuala Lumpur,
Selangor, Malaysia.
Management Science ( MGT 60203 )
BACHELOR OF QUANTITY SURVEYING
SCHOOL OF ARCHITECTURE, BUILDING AND DESIGN

TABLE OF CONTENT
1.0 Company Profile 1-5
- Company Background
- Our Vision
- Our Mission
- Our Goals
- Organizational Chart
2.0 Talent Development 6-12
- Selection Criteria
- Training and Development Plan
- Management Trainee Selection Process
( Interview Activities )
3.0 Technology Leverage 13-17
- Information Technology
- Information Management Skills
4.0 Appendix 18-42

1
ZENVIRON Construction Sdn. Bhd Part 1 Company Profile
COMPANY
PROFILE

2
Company Background
ZENVIRON Construction Sdn. Bhd. is a
company that set up in year 2015 when the
5 friends who are Chin Weng Lok, Jenny Hoo
Yee Tyng, Lee Pei Gie, Na Yeow Sing and
Yong Seen Yee who are experienced in
construction industry, successfully secured 5
projects upon receipt of the Letter of Award
from clients.
The company was named ZENVIRON,
which is the combination of Zen and
Environment. ZENVIRON is expertise in a
wide range of civil engineering and construction works, including prestigious
road works and new township developments and complex infrastructure
projects.
Today, ZENVIRON has a total number of 27 full time staff in offices and
over 100 employees on the site. Our company is in Kuala Lumpur and its
operations extend throughout the state of Selangor. Driven by our vision of
Striving for Excellence in areas of our expertise and powered by a bunch of
experienced and dynamic team, ZENVIRON soars even higher in the years to
come.

3
Our Vision
Striving for Excellence in areas of our expertise
We continue a commitment to excellence by striving for quality in every
project regardless of size, budget or time line. As we aim to be one of the top
contractors in Asia, our services will expand to provide the best services to our
clients. To enter international market, we will continuously diversify our skill set
to distinguish us from our competition and foster loyal customers as we build
projects that improve the quality of life in Asia. Millerwhite (n.d.)
Our Mission
1. We deliver quality products and services to clients.
This will ensure ZENVIRON’s client satisfy with its product. Therefore, we
ensure that our services commit to promised quality.
2. We develop, train and reward passionate and committed employees.
Give your employees the opportunity to develop and the freedom to
make decisions, and they will succeed. Beyond technical, hands-on
training, ZENVIRON train its staff to be equipped for work and life in the
21st century. By offering ZENVRION’s employees knowledge,
experience, know-how and accomplishment, job satisfaction and
exceptional work follow.
3. We promote sustainable development.
Advancements in technology make buildings increasingly complex.
Yet the demand for timely, quality and cost effective delivery has not
changed. In order to match quality with efficiency in construction,
ZENVIRON’s innovative use of technologies enables cohesive project
management that increases efficiency and improves communication.
4. We commit to safety.
ZENVIRON requires that all practical efforts be taken to provide a work
environment that is free from recognized safety and health hazards.
Accordingly, we are committed to achieving and sustaining a “Zero
Accident Tolerance” policy through continuous improvement
practices.
WCT (n.d.)

4
Our Goals
Short term goal
 To ensure our employees experience positive attitudes, flexibility,
transparency, timeliness, and quality workmanship.
 To strategically grow in revenue at a rate of 15% per year.
 To achieve safety and quality consciousness in every project.
Mid- term goal
 To deliver sustainable returns to our shareholder in year 2020.
 To achieve widely known corporate culture that is challenging,
rewarding and a lot of fun.
Long term goal
 To develop a reputation of top quality service and recognized
worldwide in year 2025.
 To undertake international projects in year 2025.
 To become top employer in Malaysia in year 2025.

5
Organizational Chart
* Refer to Appendix A1.1 on Job Description of each role.
General
Manager
Admin
Manager
HR Manager
Secretary
PR & Administration
Manager
Project
Manager
Project
Engineer
Quantity
Surveyor
Foreman
Financial
Manager
Accountant
Accountant
Clerk

6
ZENVIRON Construction Sdn. Bhd Part 2 Talent Development
TALENT
DEVELOPMENT

7
Selection Criteria
ZENVIRON Management Trainee ( ZMT ) Programme is specially designed for
talented graduates to receive training and to guide their career path. It can help to
develop trainees with strong potential to become a manager or leader in an
organization. Management trainees will have the opportunity to work in different
departments in the company on a rotation basis, which means can provide basic
knowledge and exposure to every aspect of business and roles. Although this
management trainee programme is time consuming, it is beneficial for the company
to increase the productivity and achieve the long term goal.
SELECTION CRITERIA
 Candidates must have Bachelor’s degree of ALL disciplines from an
accredited university with a minimum of CGPA 3.3 or equivalent.
Major in: Civil engineering/ Quantity surveyor/ Construction
management/ Property valuation/ Real estate/ Business administration/
Finance/ Accounting.
 Fresh graduates or those with less than one year working experience
are welcome to apply.
 Proficient in spoken and written English and Bahasa Malaysia. Ability to
communicate in Chinese is an added advantage.
 Able to work well independently as well as in team setting.
 Have positive attitude with good interpersonal and communication
skills.
 Candidates have demonstrated strong leadership experience.
 Strong evidence of a high sense of achievement.
*Refer to Appendix A1.2 for further details of the criteria.

8
Training and Development Plan
This one and a half years programme is designed to nurture competent and
professional management talents for the future development of ZENVIRON.
First 1 week First 6 months 7th to 12th month 13th to 18th month Cost
Corporate
Induction
Rotation
attachments
First assignment in
a key department
Second assignment
in a key department
RM 8,000
On-the-job development and formal
training
Continuous monitoring of the trainee’s performance and
development
First Six Months:
 Rotate to various departments to familiarize the trainees with diversified
company operations and businesses.
 Build the breadth and depth of the company’s core business and
operations.
7th to 18th Month:
 Undertake two postings, each of which lasts five to six months.
 Direct mentoring and coaching by senior management to deepen the
understanding of company businesses and management skills.
 Participate in internal staff training sessions.
(5-6 months) (5-6 months)
 Duration of each rotation will be subject to individual performance and organizational
requirements.

9
Management Trainee Selection
Process
Interview for Management Trainees
We recruit professionals and fresh graduates through ZENVIRON
Management Trainee (ZMT) Programme that aims to identify and develop
young talents to become the future leaders of the organisation, industry and
nation.
A rigorous selection progress is employed to ensure that we bring in fresh
graduates with high potential to be accelerated in their development from
the start of their career. Celcom (1999-2015)
There are 3 parts in the interview component:
- Pre-Screening (Through phone interview)
- Individual Interview
- Behavioural Profiling
- Learning Agility
- Leadership Competencies
- Group Assessments

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i) Pre-Screening
At pre-screening, we examine one’s qualification based on the selection
criteria of requirements stated previously whose in summary, graduates or
experienced professionals with a global outlook and all-round capability. This
is carried out through telephone pre-screening interview session.
Telephone pre-screening interview
A telephone pre-screening interview will be conducted by 5 HR officers,
which take between 20 to 30 minutes and provide the interviewer with
enough information to determine whether the candidate is a good match for
the position. We will prepare assessment scorecard in advance to aid in the
sorting process and take notes to use for comparing candidates. (Refer to
Appendix A1.3)

11
ii) Individual interview
If candidates meet the criteria, we will ask them to sit for the next assessment
interview to provide us with a more holistic view of their capabilities, in terms
of behavioural compatibility, learning agility and leadership competencies.
i) Behavioural Profiling
This exercise enables us to determine candidates’ behavioural profile and to
gauge their behavioural tendencies in different situations. This interview
session will be conducted using DISC index. Candidates are required to take
a 10-15 minute assessment answering questions about his/her behaviour at
work before they enter into discussion room for the individual interview. After
they review the report and graph from DISC report, interviewers start to
discuss the four questions (Refer to Appendix A1.4) and record key points for
review.
ii) Learning Agility
This interview session provides us with a gauge of various aspects of
candidate’s learning strengths and styles. As we believe their development
should begin at the point of selection, this input enables us to better plan their
future learning and development. (Refer to Appendix A1.5 for interview
question list.) This interview session will be carried out for 30-45 minutes by 3 HR
officers.
iii) Leadership Competencies
Candidate will also go through a structured interview and an assessment
centre for us to gauge the following leadership competencies:
Results Achievement
Bias for action and tangible results and is able to understand the basis of
action to organise work in anticipation of possible roadblocks to deliver the
desired results relentlessly.
Relationships
Able to engage and build relationships with diverse people in garnering their
support and buy-in leading to win-win situations.
Strategic Thinking
Able to analyse and pull together varying information and data in forming
steps towards achievement of the strategic objectives.

12
Leadership interview questions focus on exploring and evaluating recognized
leadership competencies. The questions are designed to assess whether the
candidate has both leadership skills and leadership potential. (Refer to
Appendix A1.6.) This interview session will be carried out for 30-45 minutes by 3
HR officers. Celcom (1999-2015)
iii) Group Assessment
After passing the 3 interviews, a group assessment is carried out to determine
candidate’s soft skills such as communication and problem-solving skills in
action, and to ensure that he/she can work effectively in a team. As part of
the group interview activity, we will employ ‘Marshmallow Spaghetti Tower’
activity by Tom Wujec, which will be conducted by HR manager and 5-7 HR
officers, takes around 45minutes. (Refer to Appendix A1.7a on how
Marshmallow Spaghetti Tower Activity is carried out, Appendix A1.7b on
assessment scorecard)

13
ZENVIRON Construction Sdn. Bhd Part 3 Technology Leverage
TECHNOLOGY
LEVERAGE

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Information Management ( IM )
Information management is the management of organizational process and
system that acquire, create, organize, distribute and use information. In other
words, information management is an application of management
techniques to collect information, communicate it within and outside of the
organization, and process it to enable managers to make quicker and better
decisions. For example, a manager uses the company information system to
makes decision and convey the decision to the working level employee or
staff. Thus, the decision made is communicated among the people and help
to improve time management in the workplace, which can increase
productivity.
Application of Information Management
i) Balanced Scorecard
Balanced scorecard (BSC) is a strategic planning and management
system that is used extensively in business and industry, government, and non-
profit organizations worldwide to align business activities to the vision, mission
and strategies of the organization, improve internal and external
communications, and monitor organization performance against strategic
goals and objectives (Balanced Scorecard Institute, 2015).
ZENVIRON Construction Sdn. Bhd. adopts a BSC framework which is the
software automotion of the Nine Steps to Success TM, called QuickScore TM. It is
a web-based balanced scorecard automation tool which is easy to use and
allows our company to quickly view the results from our balanced scorecard
investment. It provides our company a real-time access to the data that we
need and transforms static performance measurement data and all the
corporate data into information and knowledge and helps our corporate
management in making a better decision. Besides, it is an action planning
and performance collaboration tool designed to help our company to drive
measurable improvement. Consequently, it helps our company to
communicate performance information internally to the employees and
externally to other stakeholders.

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ii) Relational Database Management System (RDBMS)
In ZENVIRON, we are going to implement Microsoft SQL Server 2014
Standard Edition as our database server and it costs around 13,000.00 Ringgit
Malaysia. The main reason for purchasing this server is because of it is more
cost-effective in helping our company to build mission-critical applications
with high-performance, in memory security technology across online
transaction processing and data warehousing that help our company make
better decisions in a short time.
As a construction company, a few databases are required to run a
project. In other words, each database is owned by a specific functional
department. Therefore, these databases will be setting up and operate within
a Relational Database Management System (RDBMS) server.
Basically, the tendering department maintains a database of tenders
submitted. For instance, the database stores information such as the priced
Bill of Quantities (BQ), job descriptions, particular specifications, clients,
architect and engineer drawings, photos and calculations for building up
rates as well as remarks and decisions made for the tender submission. This
database is passed to the project team and Quantity Surveyors to run it when
a tender is successful.
Then, the QS department must assure all jobs are in progress by
maintaining databases. Interim statements will be generated from these
databases and so will be variations, claims and final accounts. All the
completed jobs will be archived for the tendering department reference.
Also, the cost-oriented databases must be accessible by the site staff such as
site QS, engineers and project manager) in order to update interim
statements and claims. Moreover, the QS will provide a schedule of material
of material requirements for the purchasing department to negotiate
contracts with suppliers.

16
Information Technology ( IT )
Information technology (IT) refers to a wide variety of items and abilities used
in the creation, storage, and dispersal of data and information as well as in
the creation of knowledge. Data are raw facts, figures, and details.
Information refers to an organized, meaningful, and useful interpretation of
data, while knowledge is the awareness and understanding of a set of
information and how that information can be put to the best use.
Information technology (IT) has transformed the business way in the
construction technology. It is a revolution and an innovation agent that
allows new and different perspectives when operating a business model.
i) Software application - BIM (Building Information Modelling)
Traditionally, there have not been agents of change within the building
industry. They have long been resigned to typical construction project
problems, such as cost overruns, schedule delays, and quality issues (Jackson
2002). Therefore, to enhance traceability of the progress of the particular big
project, Building Information Modelling (BIM) can be used and it costs around
8,190.00 Ringgit Malaysia.
BIM is one of the most promising developments in the engineering, and
construction (EC) department. The firm that provides services to EC
professionals is to save time and money. An accurate building model benefits
all members of the project team. It allows for a smoother and better planned
construction process that saves time and money and reduces the potential
for errors and conflicts.
Thus, our company will uses BIM in dealing with:
 constructability analysis and cash detection,
 quantity takeoff and cost estimating,
 construction analysis and planning, integration with cost and schedule
control and other management functions,
 offsite fabrication,
 verification, guidance, and tracking of construction activities
 handover and commissioning
It is followed by a discussion of the contractual and organizational changes
that are needed to fully exploit BIM offers to our company and can be
implemented in a construction company.

17
ii) Mobile App – ZENVIRON Contractor
With the arising number of apps available in all mobile devices, it’s no doubt
that there is an average of 5 apps in an individual’s mobile device. People
nowadays are trying to save time and thus even using the browser of the
mobile phone instead of the laptop. Thus, our company will take advantage
of this trend to create a mobile device app for convenience use and
efficiency of employees and project team.
This app called "ZENVIRON Contractor” shall have details such as our
company background, the building that we had constructed and our latest
update like new building location or projects that we responsible for.
Employees are required to download the app and with a single tap on the
icon, our homepage will appear on the screen. The design of this app is
estimated to cost approximately 3,000.00 Ringgit Malaysia.
Besides, this app benefits clients and third parties too. It helps in time-saving
when clients enquire on information about a specific project’s progress,
hence increasing their satisfaction level towards ZENVIRON. In addition, the
relevant project team which includes other contractors, subcontractors,
suppliers and clients will be acknowledged on specification or requirement
changes, which certainly proves integrity throughout the project.

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ZENVIRON Construction Sdn. Bhd Appendix
Appendix

19
A1.1 Job Description
General Manager
 Maintains quality service by establishing and enforcing organization
standards.
 Contributes to team effort by accomplishing related results as needed.
 Builds company image by collaborating with customers, government,
community organizations, and employees; enforcing ethical business
practices
 Reviews operations and plans to meet requirements for sales planning
and to ascertain manufacturing or outsourcing requirements to
develop new markets.
 Develops, reviews, updates and implements business strategic planning,
including sales, financial performance and new product development

20
Admin Manager
 Maintains administrative staff by recruiting, selecting, orienting, and
training employees; maintaining a safe and secure work environment;
developing personal growth opportunities.
 Provides communication systems by identifying needs; evaluating
options; maintaining equipment; approving invoices.
 Achieves financial objectives by anticipating requirements; submitting
information for budget preparation; scheduling expenditures;
monitoring costs; analysing variances.
 Completes special projects by organizing and coordinating information
and requirements; planning, arranging, and meeting schedules;
monitoring results.
 Contributes to team effort by accomplishing related results as needed.
Human Recourses Manager
 Maintains the work structure by updating job requirements and job
descriptions for all positions.
 Maintains management guidelines by preparing, updating, and
recommending human resource policies and procedures.
 Maintains historical human resource records by designing a filing and
retrieval system; keeping past and current records.
 Maintains human resource staff by recruiting, selecting, orienting, and
training employees.
 Maintains human resource staff job results by counselling and
disciplining employees; planning, monitoring, and appraising job results.
Secretary
 Completes requests by greeting customers, in person or on the
telephone; answering or referring inquiries.
 Maintains customer confidence and protects operations by keeping
information confidential.
 Prepares reports by collecting information.
 Maintains technical knowledge by attending educational workshops;
reading secretarial publications.
 Maintains department schedule by maintaining calendars for
department personnel; arranging meetings, conferences,
teleconferences, and travel.

21
PR & Administration Manager
 Develop PR strategies, campaigns, and initiatives to improve public
perception of company.
 Respond to information queries from media and the general public.
 Maintain effective working relationships with local and municipal
government officials and media representatives.
 Compile comprehensive information about the company for the
media.
 Develop and launch Internet or intranet web pages.
Project manager
 Meets financial objectives by forecasting requirements; preparing an
annual budget; scheduling expenditures; analysing variances; initiating
corrective actions.
 Updates job knowledge by participating in educational opportunities;
reading professional publications; maintaining personal networks;
participating in professional organizations.
 Enhances department and organization reputation by accepting
ownership for accomplishing new and different requests; exploring
opportunities to add value to job accomplishments.
 Successfully manage the relationship with the client and all
stakeholders
 Ensure that all projects are delivered on-time, within scope and within
budget
Project Engineer
 Controls project plan by reviewing design, specifications, and plan and
schedule changes; recommending actions.
 Controls project costs by approving expenditures; administering
contractor contracts.
 Maintains safe and clean working environment by enforcing
procedures, rules, and regulations.
 Confirms product performance by designing and conducting tests.
 Develops project objectives by reviewing project proposals and plans;
conferring with management.

22
Quantity Surveyor
 preparing tender and contract documents, including bills of quantities
with the architect and/or the client
 undertaking cost analysis for repair and maintenance project work
 assisting in establishing a client's requirements and undertaking
feasibility studies
 performing risk, value management and cost control
 advising on procurement strategy
Foreman
 To ensure service and repair targets are met.
 To ensure financial targets are met within own sphere of responsibility,
maintaining minimal stock of parts, authorising orders up to the
prescribed limit.
 Foremen may have to give progress reports and tours to customers.
 To monitor work progress, and pursue as necessary.
 To ensure the efficient and effective use of staff, workshop facilities and
equipment
Financial manager
 collecting, preparing and interpreting reports, budgets, accounts,
commentaries and financial statements
 Overseeing the flow of cash and financial instruments
 Planning and directing the activities of workers in branches or
departments
 Preparing reports as required by law, regulations or company policies
 Ensuring compliance with applicable laws and procedures
Accountant
 Prepares asset, liability, and capital account entries by compiling and
analysing account information.
 Maintains accounting controls by preparing and recommending
policies and procedures
 Summarizes current financial status by collecting information; preparing
balance sheet, profit and loss statement, and other reports
 Maintains customer confidence and protects operations by keeping
financial information confidential.
 Secures financial information by completing data base backups

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Account Clerk
 Maintains accounting records by making copies; filing documents
 Verifies financial reports by running performance analysis software
program.
 Determines value of depreciable assets by running depreciation
software program.
 Protects organization's value by keeping information confidential.
 Accomplishes accounting and organization mission by completing
related results as needed.

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A1.2 Selection Criteria
 Candidates must have Bachelor’s degree of ALL disciplines from an
accredited university with a minimum of CGPA 3.3 or equivalent.
Major in: Civil engineering/ Quantity surveyor/ Construction
management/ Property valuation/ Real estate/ Business administration/
Finance/ Accounting.
The candidates must possess knowledge and skills relevant to our
field in order to understand the jobs scope.
 Fresh graduates or those with less than one year working experience
are welcome to apply.
Fresh graduates are willing to learn in the working environment and
have opportunity to shape them into what you need. They can inject
creative and new ideas from their academic to the company. They
are up to date with the new technology so they can introduce the
new technology to the company and improve productivity. Meanwhile,
hiring fresh graduates are cheaper than experienced workers but
provide huge potential to the organization.
 Proficient in spoken and written English and Bahasa Malaysia. Ability to
communicate in Chinese is an added advantage.
The candidates must be able to speak and write in English and
Bahasa Malaysia fluently because majority of documents and
communications are in English. However, sometimes Bahasa Malaysia
and Chinese are required to handling the government documents and
communications with the suppliers or clients from China. Therefore,
language skills are essential for the candidates to effectively
communicate with others.

25
 Able to work well independently as well as in team setting.
Candidates are able to work in flexible way that means they can
adopt any changes in the workplace. Moreover, teamwork skills are
important for candidates because most of them will work in team and
collaborate with others. For example, in a building construction project
the architect, quantity surveyor, civil engineer and management team
have to cooperate together in order to accomplish the task
successfully. They have to well communicated and share information
among the team members so that the conflict between them will
reduce.
 Have positive attitude with good interpersonal and communication
skills.
Positive people are able to maintain a broader perspective and
see the big picture which helps them identify solutions whereas
negative people maintain a narrower perspective and tend to focus
on problems. The candidates with good interpersonal skills able to
communicate with the clients effectively and resolve conflicts well.
Besides, through the connection with the suppliers and investors,
company is able to gain more exciting opportunities to expand the
business.
 Candidates have demonstrated strong leadership experience.
Leadership skills are critical for the trainees because most of them
will become the managerial level in our company. Great leadership
skills enable them to build a healthy working environment and
achieving company’s goal. A good leader will coach and help
employees to develop themselves and improve their job satisfaction in
order to make them participate in achieving goals. The different type
of leadership style will also affect the organizational culture.

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
 Strong evidence of a high sense of achievement.
The trainees will be given goal and tasks to complete. Therefore,
they must be self- motivated to complete those allocated task as the
senior management will evaluate their performances at the end of the
programme.

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A1.3 Telephone pre-screening
interview question list
1) Tell me about yourself.
Take a minute to walk the candidate through ZENVIRON’s interview process
so they can know what to expect and confirm the candidate's acceptance
of the overall approach.
2) Where do you think you will be in five years?
Get a good overview of the candidate, and good sense of their vision for
themselves.
3) What do you think you are good at ? / What type of work you enjoy doing?
To ensure candidate perform in the role we look for, if candidate tell
otherwise, he/she can be eliminated at this stage.
4) Tell me about your past leadership experience/ greatest accomplishment
in college/university.
Discussion on resume ( past experience ).

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A1.4 Behavioural Profiling
Interview Question List
1. From your list of tendencies, which are your three greatest strengths
and how do they help you on your job or in your personal relationships?
2. From the list of reasons you might need others, what appears to be
your greatest limitation and how does it hinder your job or interpersonal
effectiveness?
3. From the list of environmental factors you might desire, what are your
strongest motivators? Are they currently present in your work or home
environment?
4. From the list of suggestions on becoming more effective, state one
action step you can take to improve your performance at work or your
personal relationships.

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A1.5 Learning Agility Interview
Question List
1) Would you prefer to learn by reading instructions, watching someone else
perform a task, or by doing it on your own by trial-and-error?
Answer Guide: The candidate should demonstrate self-awareness about
how he or she learns and integrates new information into everyday activities.
2) Do you think it’s important to always have an answer for customer’s
questions – why or why not?
Answer Guide: The candidate should exhibit a willingness to go to co-workers
or supervisors whenever he or she doesn’t have complete answers to
questions.
3) Share an example of a time when you had to collaborate with a team
mate to succeed at completing a project. Specifically how did you work
together to do a good job?
Answer Guide: The candidate should display an ability to include others’
perspectives and experiences in completing assignments.
4) How do you use failure as a learning opportunity?
Answer Guide: The candidate can provide one or two examples of
unsuccessful attempts at an assignment and how he or she learned from
those experiences.
5) Describe an assignment that you volunteered for at work, even though you
weren’t 100% sure you knew how to proceed at the beginning.
Answer Guide: The candidate should demonstrate a willingness to take on
projects even though he or she isn’t completely certain at the beginning how
to complete every phase of the project.
6) What do you see as your top skill, and how did you learn it?
Answer Guide: The candidate should exhibit self-awareness about how he or
she takes in and processes new information.

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7) Describe a crisis you had to handle at work and grade yourself on how you
handled it.
Answer Guide: The candidate should have a calm approach towards
identifying and handling priorities in crisis management.
8) When you’re leading or participating on a team, what steps do you take
to get team members to contribute ideas?
Answer Guide: The candidate should demonstrate a willingness to learn from
team members, regardless of their individual role, in the team problem solving
process.
9) What is the your most challenging aspect of making decisions when
circumstances are constantly changing, and how do you handle this?
Answer Guide: The candidate should exhibit an understanding of the
importance of organizational and personal change and ways to stay calm
during times of change.

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A1.6 Leadership Competencies
Question List
1) How would your team members describe your leadership style? Give us an
example to support your answer.
The purpose of this question is to find out if the style is congruent with the
organizational culture. The perceptive leader is able to adapt his or her style
to fit the follower's, employee's and organizational needs.
2) What are the most important values and ethics you demonstrate as a
leader? Give us an example of these in practice.
Integrity- being truthful and trustworthy and having conviction - is an essential
leadership competency. The effective leader demonstrates values and ethics
in personal behavior and integrates these values and ethics into
organizational practices and activities. A good leader acts with the courage
of his/her convictions. While leaders are open with their employees and
model honesty, transparency and fairness, they do not violate confidences or
divulge potentially harmful information.
3) Name some situations in which a leader may fail. Tell us about a time when
you failed as a leader?
A number of factors can fall outside a leader's control such as the available
skill pool in the organization, time constraints, the economic climate. If
employees are lethargic and negatively orientated, it can create a situation
ripe for failure. In answering leadership interview questions that explore how
one deals with difficult challenges, listen for how the candidates were able to
analyze the setback and seek honest feedback to learn from failure and how
they used the difficult situation to encourage constructive questioning of
policies and practices. This is an opportunity to show what their ability is to be
resilient in the face of failure and to constantly work towards improvement.
4) What role does leadership play for a manager? How have you
demonstrated this with your managers?
The leader's role is to communicate the strategic vision to management with
clarity...to translate the vision into concrete direction and plans; to identify
and communicate priorities, short term objectives, timelines, performance

32
measures, clear accountabilities and performance agreements to
management; and to provide quality judgment and advice.
5) Tell us about an innovative solution you developed to a non-traditional
problem.
Effective leaders promote change and innovation. Finding solutions to unique
problems are facilitated by encouraging a constant information flow in all
directions and emphasizing responsiveness to changing demands.
6) Tell us about a time when the going got really tough. How did you rally the
team members and build morale?
Leaders build a sense of common purpose by promoting the organizational
vision both internally and externally. They develop and implement effective
communication strategies within the organization. Remove barriers to
collaboration. Provide clear direction on priorities. This type of question
hopefully prompts the candidate to give clear and honest feedback to
inspire trust.
7) What methods have you used to gain commitment from your team?
Leaders gain commitment by influencing and persuading the team to set
objectives and buy into the process. They establish a spirit of cooperation
and cohesion for goal attainment. They take the team into the performing
phase as quickly as possible. Leaders encourage debate and ideas from all
stakeholders. They inspire a commitment to success and excellence by
demonstrating passionate personal commitment and promote a productive
culture by valuing individuals and their contributions.
8) All leaders have to deal with conflict situations. Describe a recent
disagreement or conflict you personally had to handle.
Leadership interview questions explore how a candidate handles conflict
and seeks responses that look at their ability to understand and respect
different views. Candidates demonstrate their ability to settle dispute by
focusing on solving the problem taking into consideration the personalities
involved, to evaluate the viability of different dispute resolution mechanisms
available, and provide support and expertise to others to negotiate
compromise.

33
A1.7a Marshmallow Spaghetti
Tower Activity
How to conduct the activity
1. Divide a big group of candidates into teams of 3-5 members.
2. Give each team the same amount of tape, string, spaghetti, and
marshmallow. Provide each team access to scissors.
3. Read the following instructions to all teams at the same time.
Each team has 18 minutes to build the tallest, free-standing structure
using the materials supplied to each group. The marshmallow must be
attached to the top of the structure you build. After 18 minutes, I will
measure the height of each structure that remains standing with the
marshmallow on top. The winner is the team whose free-standing
structure is the tallest.
4. Answer any questions the teams may have and give the groups a 30
second warning. After 30 seconds, start the activity and stand back.
Ensure that they are following the rules of the game. Remind them that
the marshmallow must be on the top of the structure, and that the
structure itself must be free-standing when the activity concludes. Let
them know how much time has passed until 18 minutes is up.
5. At the end of 18 minutes, measure those structures created within the
rules and that are still standing. They are also required to pitch about
their structure.
During the activity, there will be 2 observers allocated in every group. The two
observers will have to assess the candidates’ working behaviour based on
the assessment scorecard. (Refer to A5.)

34
A1.7b Group Activity Assessment
Scorecard
Profiles Behaviours
Expectations
towards
Candidates
Assessor Rating
Comme
nts
Non
-
exist
ent
Slig
htly
Ave
rag
e
Oft
en
Exis
tent
Relationshi
p
Managem
ent
This profile is
very focused
on long-term
relationship
building,
connecting
with people,
and has a
customer
focus. They
need to be
reliable, have
effective
communicati
on and be
emotionally
intelligent.
Able to utilize the
relationship built
to generate
higher result.
(Team)
Able to utilize the
relationship built
to generate
higher result.
(Clients)
Able to utilize the
relationship built
to generate
higher result.
(Other teams)
Analytical
Skills
Analytical
profiles are
detail-
oriented,
process
focused
individuals.
They need to
be
responsible,
punctual and
able to work
individually
and in a
team.
Plays the game
stratigically
(prototype)
Observe other
groups and learn
from them
Right allocation of
team members

35
Project
Managem
ent
Good project
managers
have time
management
skills, are able
to prioritize,
and are
committed to
results. Being
able to
multitask and
be
adaptable in
their roles is
key.
Keeping track of
the goal and
achievement.
Planning for each
round
Crisis
management
(towards the
changes)
Marketing
Skills
Marketing
profiles are
creative,
detail
oriented, and
good story-
tellers. They
need to be
proactive
learners who
are wanting
to be up-to-
date and
aware of
information
and trends.
How well are they
good at crafting
the designs
to suit the
requirement but
also able to relate
the designs to the
target audience.
Able to relate the
"in" trends to their
designs.
Asked for
feedback
regarding their
design after the
assessment.
Sales Skills
People who
are driven,
results
oriented, and
resilient. They
aren’t
necessarily
the loudest or
the most
talkative
people, but
the person
Very persistence
and continues
selling even after
the assessor
keeps declining 5
times.
Sees the assessor
as a friend
instead of a
customer. Sees

36
who can
persuade,
build and
foster
relationships,
and is willing
to persevere
to
accomplish
their goals,
even when
the going
gets tough.
the benefits of
being in a long
term partnership
instead of being
a "touch n' go"
customer.
Able to surprise or
leaves an impact
in the accessor's
mind during the
entire duration of
the sales pitch.

37
Preliminary Meeting Minutes
Date of meeting : 16th Oct 2015 ( Friday )
Venue : Library Front, Taylor’s University
Attendees : Lee Pei Gie, Yong Seen Yee, Chin Weng Lok, Jenny , Na Yeow Sing
Absentees : -
Content : - ZENVIRON is our company name.
- Every member posts their part on FB group at 6th November 2015.
Job Scope :
Lee Pei Gie
 Company Background
 Organization Chart
 Selection Process (Interview)
 Final check and compilation
Yong Seen Yee
 Vision
 Mission
 Company Goals
 Reference list compilation
Chin Weng Lok
 Information Management (IM)
Jenny Hoo Yee Tyng
 Information Technology (IT)
Na Yeow Sing
 Selection Criteria
 Training and Development Plan
Prepared by;
Lee Pei Gie

38
Follow Up Meeting Minutes
Date of discussion : 6th Nov 2015 ( Friday )
Venue : Skype meeting
Absentees : -
Content :
- Compilation of report done by 10th Nov 2015 (Tuesday).
- Every member posts their presentation slides at 13th Nov 2015 (Friday).
Sun Mon Tues Wed Thurs Fri Sat
1 2 3 4 5 6
Report post
on FB
7
8 9 10
Report
compilation
completed
11 12 13
Post
presentation
slides on FB
14
15 16
Presentation
slides
compilation
completed
17 18
Rehearsal,
Report
printing
19
Presentation,
Submission
20 21
22 23 24 25 26 27 28
29 30
Prepared by;
Lee Pei Gie

39
Final Meeting Minutes
Date of discussion : 13th Nov 2015 ( Friday )
Venue : Whatsapp meeting
Absentees : -
Reminders :
- Presentation slides compilation completed by 16th Nov 2015 ( Monday ).
- Presentation rehearsal at 18th Nov 2015 ( Wednesday ).
- Report printed at 18th Nov 2015 ( Wednesday ).
Prepared by;
Lee Pei Gie

40
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server/Features.aspx

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from http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-
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