Universal Mobile Business Simulation

PART A: SIMULATION ANALYSIS

Executive summary

This report is about Universal mobile, located in the Netherlands, and their products are produced in Asia. This company seeks to expand its market and attain leadership in the mobile industry using a combination of three competitive strategies product leadership, customer intimacy, and cost leadership. They have set their KPI’s Key Performance Indicators which they intend to achieve in their trading period of five years from 2022-2026. They also look forwards to reaching out to a great share of their target market through their marketing operations. They have created a big brand name due to the premium, highly reliable smartphones that assure customers secure personal data. The company is experiencing a hard time managing their finances as their income is less their expenses; they have taken loans and are accumulating more debts due to the consistent losses they have incurred for the five years. For the inefficiencies to be solved, I, the CEO of Universal mobile company, am resolving the decisions I made through a reflection process that will help me reflect on my weak areas and decisions I made that were not in alignment with the company’s objectives for better results in another simulation.

Vision and strategy

In every new organization, they start with an idea and behind the idea is a vision of what they could be in the right leadership, funding, and people who believe in the vision (Baldwin et al., 2021). A company’s vision gives the bigger picture of their future; it prioritizes their potential and what they aspire to be. A vision statement lays the foundation for every activity in the organization. Employees rely on the vision statement for long-term direction, and every member of the organization has to be educated on the vision for its effectiveness (Bosse et al., 2017). Universal mobile has its core values that have guided in creating their vision statement; they include premium phones, high reliability, and securing personal data. Universal mobile vision statement: assuring the world of premium phones that provide customers with the confidence of secure personal data, which can only be found in Universal’s highly reliable smartphones (Dijkstra et al., 2021).

Universal mobile phones are assuring their customers of high premium mobile phones, which is a very quality product due to their employees’ education, they are exposed to technology and more experiences that keep them motivated to produce quality products. The capability to secure their data through the product leadership strategy ensures exclusive quality and assures customers of exclusive smartphones (Jiang et al., 2020). Universal mobile strategies competitive strategy is product leadership that ensures differentiation through quality with a combination of customers’ intimacy which can be fostered through a strong brand and innovation. The Ansoff matrix is used in diversification and penetration of the market to create more awareness of their brand to their target market.

Performance review

Round 2

Universal mobile’s business plan will be active from round 2 to round 6; the company decided to combine two strategies: product leadership and customers’ intimacy, differentiating their products by offering quality and innovation. This led to a decrease in the phone’s initial selling price, assuming the cost leadership strategy. The company aims to make an average profit of $8100000 by the end of 2026.

Round 3

On this round, the company is working on the KPI return total assets of the company. The company had a decline in the total assets returned as it decreased from 0 to -11. The company position changed from 0 to 5 by 2023. The company target by 2026 is 17% which can be achieved by increased innovation and production of high-quality smartphones.

Round 4

This round is based on the customers and the market; it focuses on Universal mobile KPI, which is quality compared to their competitors. As the table has demonstrated, the number of quality competitors in the market has reduced in 2022-2023, but the market started to get on track from 2023 to 2025 as it has risen from 7 to 8 and 11 consistently has remained at 11 in 2026. The company has a target of leading the market from point 5 to 1. The figure shows there is no stiff competition in the market, and there is no entry of many competitors in the market every year. This affects their competitive strategies, their business plan, and their competitiveness.

Round 5

During this round, the company focused on the average age of inventory in days; this target is a KPI. Universal mobiles aim to increase their internal efficiencies and ensure there is no inventory laying down as it is money tied up. The company has targeted to reduce the average age of inventory from 60 to 10. The SWOT analysis model determines a company’s competitivenessOpportunities aid a company to attain growth and development (Juliana et al., 2021). As the European and Asian markets are stable and the quality of smartphones offered is unmatched with Universal mobile, they can rise and occupy the two markets. Also, the presence of existing players in the market threatens the company’s ability to maintain its level of competitiveness in the market.

Round 6

Universal mobiles have decided to improve on the education levels of their employees to motivate and keep them engaged to increase their productivity. The company’s target is to attain a maximum score of 100% in terms of its innovation and technology levels. This is a strength to the SWOT analysis model as it will facilitate and improve on the high performance they had in their previous market and produce quality products which are their ultimate goal (Dijkstra et al., 2021). The only weakness they have is joining the market late, which has negatively affected their position in the market but can be improved by the ability of their employees to influence their productivity and quality.

Simulation performance results

Round 2: Finance

Universal mobile company had a target of making $8100000 by the end of 2026, but the results reflected a deficit by their net profit for 2022, 2023,2024,2025, and 2026 respectively the outcome were as follows -533,000.00, -11,667,209.79,-11,086,380.81, -12,755,666.83 and -14,953,368.52. According to the income statement, there has been a high turnover of their inventory to $38,924,655.00 but a negative net profit; this can only be explained by the presence of already existing players in the market who understand the market properly and have a grip hold of their target market. The cash flow shows the income and expenses of an organization. In this case, Universal mobile had an income of (38,710,377.00) and the expenses were (61,996,720.72), which means the number of expenses was more than the organization’s income. Universal mobile was funding so many internal and external expenses, including hiring employees, Research and Development, repayment of loans, and marketing activities. This demonstrates the inability of Universal mobile to balance their income and expenses, which can lead to a lack of achieving their goals and objectives by 2026. All the expenses incurred by the company are the components of Key Performance Indicators of the company, but they should be balanced to succeed in meeting their goals (Dijkstra et al., 2021).

Round 3: Strategy

Universal Mobile’s strategy aimed to create a strong brand while considering the quality and costs. The company had targeted to increase their return total sales by 17% but based on the company performance; they did not reach their target. The total return sales decreased to -3.25% in 2026 from 0.10% in 2022. Return on assets demonstrates an organization’s profitability in terms of its assets. The target KPI helps investors understand the financial strength and how a company generates revenue using the assets; it can be calculated by dividing its total assets by the net income. This demonstrates a failure in their implemented strategies of product leadership, cost leadership, and customer intimacy. Universal mobile has shown its inability to use its assets with a combination of the strategies to reach its target or make profits. Rather it has made profits as the expenses have been more than their income. Strategies are very helpful in attaining business success, but they must align with an organization’s goal to be more effective (Bosse et al., 2017).

Round 4: Marketing and product development

Marketing in an organization aims to increase revenue generation, while product development aims to diversify target customers, which leads to increased sales and profits (Krstić et al., 2021). The universal mobile company maintained its fifth position from 2021 to 2024 and dropped to position 6 in 2025 and later to position 5 in 2026. Their results show the ineffectiveness of the marketing activities within the five years. They developed a global offline promotion campaign and had $2600000 as a big-budget influencing the market share gained. They also had a campaign effect in which they chose brand knowledge to emphasize their difference from their competitors and was still on the overall marketing budget. They also sought E-marketing through Search engine optimization, which was on a $25000 budget. They also sought social media marketing services with a budget of $30000. The research and development had a budget of 56,250,000 euros, which had many processes that were still catered from the budget, such as the research machines, reliability research progress, and many other activities. Although the research and development increased employees’ effectiveness by 85%, it still did not efficiently serve customers’ needs. The company budget on the marketing department is very high, but the results are not the company’s target which is a failure.

Round 5: Human resources

Employee motivation is very crucial as it reflects an organization’s performance. The universal mobile company began its operations with 16 workers at the headquarters and later increased to 25 employees at the end of the year. They had an annual salary of 41,898.14, which was later on increased by 5.9% as a bonus and increased their motivation towards work. They were also allocated bonuses based on their performance employees with the above target were allocated a 3.9% bonus on their salary; on-target performance would receive a 2.3%, while those who had a below-target performance received 1%. The company’s profits were distributed 0.9% to all employees on every profit. Employees’ education is very important as it exposes them to what they might be missing while working; this is also a development opportunity that keeps them highly motivated. Universal mobile had set aside an education budget of 200 euros. They had the potential increase program, which helps reduce the chances of an employee leaving the company, and a coaching and mentorship program. In the year 2022-2024, 9 employees left the company, which would have caused inefficiencies and inability to achieve the expected results as the recruitment budget was 10,000 euros for hiring one employee hence the increased expenses.

Round 6: Logistics and responses to world events

Effective and experienced logistics companies help organizations deliver effectively and on time. The universal company uses SBP as their logistic provider; this is a highly reliable company that does deliveries in one week and has a relatively affordable budget for distribution. An efficient logistics provider improves a customer’s experience; they help control inventory and increase efficiency (Juliana et al., 2021). Although at times the company could use SpeedNet, which hurts the distribution of the products, it may be cheaper, but it leads to late deliveries, and most importantly, it may lead to the increased average age of inventory for the company, and Universal mobile target is to reduce the target in five years form 2022-2026. A reliable logistics service provider is important as they make order fulfillment easy from purchase to delivery. It also helps transport products from one location to another (Krstić et al., 2021).

Future company strategy and Recommendations

Key decisions for the next five years

Introduce mobile marketing

The universal mobile organization had invested so many marketing resources and did not give back the expected results. This was one of the reasons they did not achieve their ultimate goals, and this is one of the strategies they used in the marketing that should be changed (Lakso, 2021). Mobile marketing is a form of advertising and marketing that focuses on smartphones and tablet computers. Most mobile advertising companies use Status updates and location awareness. Statistics suggest that mobile users account for a significant portion of online activity. 5 billion people worldwide have mobile phones, and more than half of all web traffic comes from mobile devices. Smartphones and other mobile devices have become critical components of the buying process. According to 2018 Google estimates, When it comes to making an online purchase, 61% of those sales were made using a smartphone (Lakso, 2021). This would be one of the best strategies to help Universal mobile attain a higher market share and outdo the existing players in the smartphone industry.

Improve on employee retention

The universal mobile company has participated in motivating its employees through training. Employees feel appreciated and involved in an organization through training as it helps them progress in their careers (Marquez-Barja et al., 2021). The company has allocated a large amount to the coaching and mentoring programs, and later more than nine employees left in 2022-2024. Use strategies that can help retain their trained and competent employees. A company’s productivity can be saved if it can retain its employees. Employees in high-retention workplaces tend to be more engaged, which leads to a higher level of productivity (Bosse et al., 2017). Engaged employees can achieve more productive teams and better customer interactions.

Expanding their market

Market expansion means moving into new geographical areas that may offer growth opportunities (Modgil et al., 2021). In countries like Africa, there is a low number of competitors in the mobile industry, which means this is a growth opportunity for countries like Nigeria and South Africa. Most countries in Africa are developing and are reliant on their mobile phones to boost their economy, increase trade practices, and social life. The growing population in the continents means the higher the demand for Universal mobile phone products will be needed. This will help them dominate in these countries as they prefer quality and highly reliant mobile phones that offer them privacy and data security (Mulia et al., 2020).

Changes to the current strategy

Universal mobile current strategies are product leadership, cost leadership, and customer intimacy. The strategies are very efficient when used in any organization and will greatly contribute to profits. As long as the organization’s core values are aligned, it will be a successful mission (Negro et al., 2020). There is no need to change the company’s strategies as they are in alignment with their core values, high reliability, a guarantee of personal and secure data, and also high quality (Negro et al., 2020) Product leadership strategy helps will help have the highest quality product in the market which is one of the core values, cost leadership helps offer a product at the best affordable price which is what they intend to use to have a large market share. The universal mobile company focuses on customer intimacy, which is essential for creating lasting relationships influenced by a strong brand, quality, and price. That would only be possible by combining the three strategies. The three strategies were not a complete fail, but the strategy implementation would be an added advantage to the success of the strategies. The strategy should be implemented in the HR, production, Operation, and logistics departments to align with the core values and strategies (Ngabekti et al., 2019). Every mobile company needs a product leadership strategy for innovation purposes to remain in the industry for long.

Recommendations

The universal mobile company has the right strategies for its success that align with its core values. Besides having this combination from 2022-to 2026, the company has never made profits and has consistently made losses over the past five years. Their net income is less than their expenses; hence, they should develop an improvement plan that should help them regulate their expenses and increase their income. They had five KPI they intended to attain by 2026, but they could not hit their targets, especially on return total assets and taking the lead in the mobile industry. The company used the SWOT analysis, which is very helpful in evaluating external and internal factors influencing a company (Krstić et al., 2021). For the SWOT analysis model to be effective, there has to be a systematic analysis of the current performance as with the new wave of technology; it keeps on changing.

Despite setting long-term objectives, it would be wise to set short-term objectives, which will help take small steps in achieving the long-term objectives (Patall, 2021). The goals set should be SMART in that they are specific measurable. They should have an amount or percent they would want to attain at the end of the five years; their goals should also be achievable. This means it should be a goal that can be worked on and very possible to get results, it should be realistic, make sense to the stakeholders of the entire company, and lastly, the objectives must be time-bound. They should be achieved within a stipulated time, such as after five years from 2022-2026, they should have expanded their market and attained the leading position in the mobile company industry. They should also employ the services of a consultant who will help them in setting their company budget according to the resources they have to prevent instances of having more expenses to incomes which only leads them to increase the amounts of loans they have taken to clear their expenses while gaining nothing (Pattanayak, 2020).

Areas for improvement

Marketing a company has long shifted from offline strategies to being online most mobile companies have shifted to the online method of advertising their smartphones (Popoola et al., 2021). The universal company should shift to the modern marketing method to attract a larger market share through social media platforms. Also, the world is changing, and new technologies are introduced daily. They should improve on the research and Development department. They should employ innovative employees and have experience working in this department. Market expansion will play a key role in achieving their market lead vision and total return assets. This will be possible in developing countries with no dominant key players in the industry (Ramazan et al., 2020).

Part B: PROFESSIONAL DEVELOPMENT REFLECTION

Report summary

This report summary is built on a reflection of Part A of the business simulation. It shows my ability to deal with challenging situations and develop solutions. The challenges of lack of teamwork have changed my perspective on teamwork; I have learned teamwork is an element of successful companies. Everyone needs the motivation to keep going, and for better results, self-determination theory has elaborated on the types of motivation that keep an employee motivated and satisfied in their employment. I have learned to apply situational leadership theory according to the different situations presented. The professional development skill I have gained are collaboration and problem-solving skills. The reflection process has helped me gain critical skills in employing literature and solving challenges. Business simulations are challenging but give enormous knowledge in decision-making.

Introduction

As the CEO of Universal mobile, a self-reflection report is very important to comprehensively analyze my leadership skills in the organization, the different events I handled, and how they played a part in my professional advancement. My leadership role took place in part A, where I participated in the simulation from 2022-2026, located in the Netherlands, and its manufacturing team in Asia. Being the CEO, I was tasked with running the company’s operations and making appropriate and accurate decisions. To keep the company running smoothly, the company’s management was hierarchical, and I was involved in most of the decisions. I was involved in the human resources department, Research and Development, Distribution, marketing, and management. The company has opened up branches in other countries like China, India, France, Canada, and the United States and ventured into African countries such as South Africa and Nigeria (Roquet et al., 2022). I was involved in various activities such as ensuring customer satisfaction is prioritized, frequently analyzing the business environment, and searching for an appropriate place for investment.

Identified Events

Lack of teamwork and undeveloped communication skills

In an organization, for the successful accomplishment of goals and objectives, there should be synergy, which is only possible with a working team and a set of proper communication skills (Sansone et al., 2021). During my self-reflection, I realized that most of the employees in the organization were tackling their tasks individually. It came to my attention that every employee in the organization would work on their roles independently without help from their members, and this was one of the reasons for the failed objectives earlier on in part A. Most of the roles that required them to work together they did individually and would submit their work individually for feedback (Siregar et al., 2019) In my opinion, I thought this was a good idea because after all the tasks had been carried out and when corrections were needed we corrected. I learned that most of the successful organizations had integration of their departments. Every department is connected with the other department, and they have to function together as they are intertwined. For instance, for the production department to function, they must have raw materials that have to be ordered by the supply chain department. This department must have acquired the transaction’s approval from the Finance department. Lack of teamwork had greatly contributed to the death of communication in the organization, and everyone took their tasks, and the teamwork touch escaped. Teamwork is essential as it builds the spirit of communication in an organization. It also makes it easy to solve any challenges that may be hindering the attainment of goals (Sansone et al., 2021).

Lack of motivation and poor leadership skills

During my reflection, I noticed the increased level of employees resigning from their positions regardless of the enormous budget we had invested in their training and development programs. This shows the company had a law level of retention of employees. During my analysis, I found out that most of the employees were not motivated; this was regardless of the bonuses we had allocated them for based on the performance in the organization. For instance, the marketing department had all the resources they needed to advertise and create awareness of their product to their target market, but they did not deliver the expected results in the entire period of five years. Despite every department having undergone training on how to perform their tasks, their work was not satisfactory as it had no positive impact on the organization (Stone et al., 2020). Most of the employees in this department had no motivation to work, which greatly affected the company’s overall goals. I also identified some issues with the leaders. They were rooted in democratic leadership, where they would involve the employees in the decision-making process but had common control in the department. This led to a lack of supervision of their tasks, which left employees de-motivated to work as they were not responsible for anything as no supervision would be done. Most of the employees had created a comfort zone in the company where they would idle and also engage in unnecessary talks that did not help attain the organizational goals (Wuryani et al., 2021). It was one of the main reasons for the failed organization goals. It led me to doubt the departmental manager and the human resource over the recruitment process as they were supposed to bring experts to the organization.

Application of Theory and Practice to Identified Events

Lack of teamwork and communication skills

I concluded that I also noticed that failed teamwork in the universal company was the inability to communicate ineffectively. Self-reflection is a process that helps leaders identify their strengths and weaknesses (Ahmed et al., 2020). It is termed the best proof a leader can use to solve a problem in the organization. I contemplated why the employees would not communicate freely and greatly avoided teamwork. As much as we offered training to the employees on their tasks, I realized that we never had training on the importance of collaboration and forming healthy and helpful relationships while working. Without these skills, employees would not know what competencies their colleagues had, and hence they would rarely handle tasks as a team and would prefer to work alone (Ahmed et al., 2020). According to Richard Beckhard’s GRIP model, the components would be an advantage to the Universal organization as they would help in inter-relating Goals, Roles, Interpersonal and Processes to have effective teamwork (Baldwin et al., 2021).

The Goals in the model suggest that every member of an organization should understand and be fully committed to the company’s goals (Jiang et al., 2020). They should be in alignment with these goals to create trust, ensure progress and also get the desired outcome. one of the reasons the employees refrained from teamwork is that no strategy made employees aware of the long-term objective of the company; hence they failed to align their goals with the organization goals (Jiang et al., 2020). Roles are the second in the model where all team members are expected to know their role in the organization and should be held responsible and accountable; this was left unconsidered with our leadership as we were never involved in supervising the employee’s work the failure. Holding employees responsible would have contributed to enormous success as they would be produced due to the authoritarian leadership offered by the managers. Interpersonal is a step that encourages quality communication and collaboration that fosters trust among team members and flexibility to deal with different situations (Krstić et al., 2021). If this had been implemented, there would be health communication which would have created trust among the employees and fostered more of their teamwork. Processes are the last step of the model, and it shows a well-constructed system on how decisions are made, how problems and conflicts are solved, and also the right procedures in completing projects (Patall, 2021) I realized if this model had been used in the first year of the business trading period everyone would know what is expected and everything would run systematically as all rules and procedure would have been laid out as they have been laid out by the GRIP model.

Figure 1: GRIP model (Patall, 2021)

Situational leadership theory

Situational leadership theory was created by Paul Hersey and Ken Blanchard in 1962. It suggests that there is no specific leadership style. It all depends on the kind of leadership and strategies that are best for a specific situation. Most successful leaders have adapted this theory as they are able to use their style to the situation and look at cues of the job description, nature of the team, and other factors that contribute to the work being done (Juliana et al., 2021). In the marketing department, the employees were so relaxed due to the use of democratic leadership where the manager had lower control of the employees (Krstić et al., 2021). This left the employee feeling unobligated to perform their projects successfully and align themselves with the company’s objectives. As a leader, I would have loved the manager in charge to change the leadership approach and gain more knowledge on the situation leadership theory so that they could use this to realign the employees and ensure effectiveness. I would want to see more of an autocratic leader who has the assertiveness to make decisions on their own and has a low degree of including employees in the decision-making process. The confidence in making decisions without consulting would ensure employees follow instructions, own the responsibility for their tasks, and would be accountable for the end results (Marquez-Barja et al., 2021). This theory will help bring the company on track, and there will be increased productivity. I realized my leadership was also wrong as I needed to adapt the situational theory leadership as the CEO to turn around the current situation of Universal mobile company. This leadership would help me regain my confidence as I lost my self-esteem and doubted my leadership skill due to the continuous failure for the five trading years.

A brief review of the applied theory and concepts

Teamwork and communication skills

Teamwork is the backbone of every successful organization as it is made up of employees with different competencies, and they come together to complement each other (Popoola et al., 2021). Team works create a conducive environment where employees have open communication, and it boosts the ability to solve challenges and any conflicts that may hinder the teamwork. Teamwork helps create creativity, a workable plan, and a positive approach to any challenges. Effective teams have shared goals, they have clearly defined their goals, they show mutual respect, and they share knowledge and skills (Popoola et al., 2021) The GRIP model offered more knowledge on how teams should work by having defined goals, having roles, interpersonal traits and also processes. As a leader, it is very efficient to understand the right conditions my team can work under to attain the desired goals. The model gives insights on how effective teamwork functions and the components that are a focus for success. I will use this model in any other leadership role I get, and I trust that it will have a positive impact in the organization’s performance.

During the simulation, I ensured that the employees were motivated by providing salaries along with other monetary rewards and was still accompanied by employees’ education. Regardless of all the efforts of keeping the employees motivated some opted to resign even after the training. Even after the organization offered the high remuneration those who were left still underperformed, and this intensifies the ability to effectively complete tasks and it resulted to failure. All this motivation factors that we included in our employees’ program but still failed. I related the situation to self-determination theory which is also a motivational theory which suggests that motivations are promoted by intrinsic and extrinsic factors. This theory suggest that employees work to earn a living and remuneration will only make them work hard to achieve a company’s objectives, I failed to recognize that remuneration does not motivate employees to increase their productivity or give satisfactory results.

The poor performance reflected by the employees proved that the motivation methods we used did not serve the needs of the employees. More than the intrinsic factors we offered them that is training, rewards and financial needs we did not match their extrinsic needs such as a conducive working environment and well defined tasks (Bosse et al., 2017). Those factors would lead to satisfaction in their work, excitement when working and they would have the feeling of accomplishment in their tasks. I came to realize that intrinsic motivational factors are important but there must be a balance with the extrinsic factors. This would help me get the employees involved and more dedicated to performing their tasks.

Brief review on the applied theories and concepts

Motivation is one of the factors that keep employees engaged and also very productive (Siregar et al., 2019). During the simulation I have learnt more on motivating employees and ensure they are satisfied with the working environment and can boost their productivity. Regardless of the financial rewards we attach to motivation the self- determination theory has proved that employees extrinsic and intrinsic factors should be considered when motivating and retaining them in a certain organization or for them to deliver good performance. Intrinsic factors of motivation are based on the ability of an employee to see the value of their employment while extrinsic motivation are attached to financial needs such as monetary rewards and remuneration (Ramazan et al., 2020). Motivation is generally attached to financial needs, and the feeling of job satisfaction, feeling of accomplishment of projects. I realized why our organization failed despite having a well-planned business plan and very efficient competitive strategies. For instance, when an organization meets their targets they do not appreciate their employees it should be a fair deal where employees are allocated a share of the profit the company makes. Also instead of hiring new managers they should promote their current managers to fill such position and this will serve their intrinsic motivation (Krstić et al., 2021). I have recognized my weakness as a leader and I will work to ensure employees are well motivated as they are the backbone of an organization. Employees are the majority determiners of an organization’s success.

Discussion and Recommendations

The issues I faced in Universal mobile have created a learning and development opportunity both personally and professionally. These new strategies I have learnt will help me in future and will lead me to future opportunities and serve like an exemplary leader. Some of the skills I gained are

Teamwork collaboration

Before the reflection process I thought it was appropriate for employees to handle their tasks individually as long as they delivered the work as expected. With gaining knowledge, I have learnt that teamwork is one of the components of successful companies such as Amazon, Google. I acknowledge that people working as a team creates a conducive working environment in the company and also it creates synergy. Employees are able to exchange ideas and they can be more innovative and creative in such a setting (Negro et al., 2020). It also fosters the spirit of respect for each other in the company and this establishes a healthy organizational culture. I can use this skill in my personal and professional life to educate others on importance of a collaborative team work.

Problem-solving skills

After the consistent failure in achieving Universal mobile goals, I was very sad of the situation, demotivated and had self-doubt on my leadership skills. This whole situation was a problem as the entire team could not offer good results and this promoted me to have a self-reflection on my leadership (Baldwin et al., 2021). I am happy to have solved the team work issue and create a healthy working environment for all employees. Through the process I have learnt how to handle critical issues and also self-regulate myself through the emotional intelligence as most of the situations were challenging as the failure was my responsibility and I had to be accountable for performance.

Recommendations

The simulation has increased my level of knowledge in business management and also general knowledge on the phone industry. I would advise any other leader to be flexible as times are changing and so are the techniques that have been implemented earlier before. I have learnt how departments in an organization function to give successful results and I am more knowledgeable of the different activities that happen in the marketing, logistics, operations and the Human Resource departments. Use of leadership theories will help acquire more insights on how to lead and how to be effective in all operations concerning leadership. I believe leaders are not born, leaders are made through learning and the experienced gained through the leadership process.

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