Complexity Leadership: A study of Operationalizing Adaptive Leadership within the Resource Sector

261 Pages·2017·3.29 MB·English

by  Alkesh Vyas

Graduate School of Business

Complexity Leadership: A study of Operationalizing Adaptive
Leadership within the Resource Sector

Alkesh Dahyalal Vyas

This thesis is presented for the Degree of
Doctor of Business Administration
of
Curtin University

April 2016

TABLE OF CONTENTS
ABSTRACT ..................................................................................................................... I
DEDICATION ............................................................................................................... II
ACKNOWLEDGEMENTS ............................................................................................. III
OPERATIONAL DEFINITIONS ....................................................................................... 4
1 CHAPTER ONE: INTRODUCTION ................................................................. 6
1.1 OVERVIEW OF ISSUE...................................................................................... 6
1.2 BACKGROUND ............................................................................................... 6
1.3 SIGNIFICANCE ............................................................................................. 14
1.4 COMPLEXITY LEADERSHIP OVERVIEW ........................................................ 15
1.5 RESEARCH QUESTION & OBJECTIVES ......................................................... 16
1.6 KEY FINDINGS ............................................................................................. 16
1.7 THESIS STRUCTURE ..................................................................................... 18
2 CHAPTER TWO: SETTING THE CONTEXT ................................................. 20
2.1 INTRODUCTION............................................................................................ 20
2.2 THE RESOURCES SECTOR IN WESTERN AUSTRALIA .................................... 20
2.3 THE RESEARCH ORGANISATION .................................................................. 22
2.4 INNOVATION IN THE RESOURCES SECTOR ................................................... 23
2.5 CHAPTER SUMMARY ................................................................................... 26
3 CHAPTER THREE: LITERATURE REVIEW ................................................. 28
3.1 LITERATURE SEARCH STRATEGY ................................................................ 29
3.2 CYBERNETIC LEADERSHIP ........................................................................... 31
3.3 DETAILED DISCUSSION BY LITERATURE AREAS .......................................... 32
3.3.1 INDIVIDUAL CHARACTERISTICS................................................................ 33
3.3.1.1 SOCIAL CAPITAL, HUMAN CAPITAL AND INTELLECTUAL CAPITAL . 33
3.3.1.2 DIVERSITY ...................................................................................... 36
3.3.2 RELATIONAL CHARACTERISTICS .............................................................. 38
3.3.2.1 MANAGED SOCIALISATION ............................................................. 39
3.3.2.2 AGENTIC INTERACTIONS ................................................................. 40
3.3.2.3 COMMUNICATION ............................................................................ 42
3.3.3 ORGANISATIONAL CHARACTERISTICS ...................................................... 44
3.3.3.1 CULTURE ......................................................................................... 44
3.3.3.2 EMERGENT PROPERTIES .................................................................. 46
3.3.3.3 KNOWLEDGE MANAGEMENT .......................................................... 47
3.3.3.4 ORGANISATIONAL LEARNING ......................................................... 49
3.3.4 ADAPTIVE LEADERSHIP ............................................................................ 52
3.3.5 OPPORTUNITIES FOR RESEARCH ............................................................... 55
4 CHAPTER FOUR: RESEARCH METHODOLOGY AND CONTEXT ................ 56
4.1 INTRODUCTION............................................................................................ 56
4.1.1 PHILOSOPHY AND APPROACH ................................................................... 57
4.1.2 STRATEGY ................................................................................................ 58
4.1.3 TIME HORIZONS ....................................................................................... 59
4.1.4 TECHNIQUES AND PROCEDURES ............................................................... 59
4.2 PROCESS FOR GAINING ACCESS .................................................................. 64
4.3 ETHICAL ISSUES .......................................................................................... 66
4.4 DATA COLLECTION ..................................................................................... 67
4.4.1 ANALYSIS PROCESS .................................................................................. 69
4.4.1.1.1 OPEN CODING............................................................................ 70
4.4.1.1.2 AXIAL CODING .......................................................................... 71
4.4.1.1.3 SELECTIVE CODING ................................................................... 72
4.4.1.1.4 REFLEXIVITY ............................................................................. 72
4.4.2 SUMMARY ................................................................................................ 75
5 CHAPTER FIVE: FINDINGS ......................................................................... 77
5.1 INTRODUCTION............................................................................................ 77
5.2 HINDERING CREATIVITY AND INNOVATION ................................................ 80
5.2.1 MOTIVATING ENVIRONMENT ................................................................... 80
5.2.2 LACK OF RECOGNITION ............................................................................ 81
5.2.3 NO ACCOUNTABILITY .............................................................................. 85
5.2.4 UNDER RESOURCED ................................................................................. 86
5.2.5 FEAR AND CONTROL ................................................................................ 89
5.2.6 SUMMARY OF ELEMENTS THAT HINDER CREATIVITY AND INNOVATION .. 95
5.3 FOSTERING CREATIVITY AND INNOVATION ................................................. 96
5.3.1 COMMUNICATION AND INTERACTIONS ..................................................... 96
5.3.2 ADEQUATELY RESOURCED ..................................................................... 106
5.3.3 RECOGNITION OF EFFORT ....................................................................... 113
5.3.4 ENVIRONMENT OF TRUST ....................................................................... 117
5.3.5 SUMMARY OF ELEMENTS THAT FOSTER CREATIVITY AND INNOVATION 119
5.4 INTERNAL ENVIRONMENT ......................................................................... 120
5.4.1 BECAUSE THEY WERE ACROSS ALL DEPARTMENTS ................................. 120
5.4.2 SOMETIMES IT IS A LANGUAGE THING ..................................................... 122
5.4.3 ONCE WE’VE DECIDED WHAT OUR IDENTITY .......................................... 124
5.4.4 WOULDN'T HOLD IT UP AS AN ORGANISATION AS A MODEL .................... 124
5.4.5 THEY DON'T CARE ... THEY WON'T BE AROUND TO SEE THE IMPACT. ....... 128
5.4.6 SUMMARY OF INTERNAL ENVIRONMENT ELEMENT ................................ 128
5.5 EXTERNAL ENVIRONMENT ........................................................................ 129
5.5.1 I'M SUCH A DIFFERENT GENERATION ....................................................... 130
5.5.2 I HAVE A VERY FIRM GRASP .................................................................... 130
5.5.3 MINING INDUSTRY WAS REALLY BOOMING ............................................ 130
5.5.4 CONTRACTORS USE IT AS A FOOT IN THE DOOR ....................................... 131
5.5.5 ALWAYS BEING IN DIRT AND HARSH CONDITIONS ................................... 132
5.5.6 AFTER HOURS IS MORE ABOUT FLAT OUT FLAT OUT ............................... 132
5.5.7 SUMMARY OF EXTERNAL ENVIRONMENT ELEMENTS ............................. 133
5.6 CHAPTER SUMMARY ................................................................................. 134
6 CHAPTER SIX: DISCUSSION OF FINDINGS ............................................... 136
6.1 INTRODUCTION.......................................................................................... 136
6.2 OPERATIONALIZING .................................................................................. 137
6.2.1.1 WORKERS ..................................................................................... 143
6.2.1.2 RIGHT PEOPLE ............................................................................... 144
6.2.1.3 SHARING ....................................................................................... 147
6.2.1.4 FUNCTIONAL PARTICIPATION ........................................................ 147
6.2.1.5 TACIT KNOWLEDGE ...................................................................... 149
6.2.1.6 EMERGENCE .................................................................................. 152
6.2.1.7 PROCESS........................................................................................ 153
6.2.1.8 ORGANISATIONAL RESOURCES ..................................................... 154
6.2.1.9 UTILISING RESOURCES .................................................................. 154
6.2.1.10 CONSULT AND ENGAGE ............................................................. 156
6.2.1.11 TAKEN FOR GRANTED ............................................................... 157
6.2.1.12 RECEPTIVE AND SUPPORTIVE .................................................... 158
6.2.1.13 RISK .......................................................................................... 159
6.2.1.14 AWARENESS .............................................................................. 160
6.2.1.15 EMPOWERMENT ........................................................................ 161
6.2.1.16 RESPECT .................................................................................... 161
6.2.1.17 FEAR ......................................................................................... 164
6.2.1.18 INNOVATION ............................................................................. 165
6.3 INTERACTIONS .......................................................................................... 166
6.3.1.1 RELATIONAL CAPITAL .................................................................. 170
6.3.1.2 THIN COMMUNICATION ................................................................. 170
6.3.1.3 NETWORKS.................................................................................... 171
6.3.1.4 GENERATIVE RELATIONSHIPS ....................................................... 172
6.3.1.5 TEAM ............................................................................................ 174
6.3.1.6 TENURE ......................................................................................... 175
6.3.1.7 ESSENTIALISM ............................................................................... 176
6.3.1.8 ATTRACTORS ................................................................................ 177
6.3.1.9 STRUCTURE ................................................................................... 179
6.3.1.10 LEADERSHIP ENABLERS ............................................................ 179
6.3.1.11 COMMUNICATION ...................................................................... 180
6.3.1.12 OPENNESS ................................................................................. 180
6.3.1.13 ENCOURAGEMENT ..................................................................... 181
6.3.1.14 ADAPTIVE LEADERSHIP ............................................................. 182
6.3.1.15 IDENTITY AND TENSION ............................................................ 183
6.3.1.16 RESONATE ................................................................................. 183
6.4 SOCIAL CAPITAL ....................................................................................... 185
6.4.1.1 MESO ............................................................................................ 186
6.4.1.2 MACRO ......................................................................................... 188
6.5 CHAPTER SUMMARY ................................................................................. 190
7 CHAPTER SEVEN: CONCLUSION & RECOMMENDATIONS ...................... 194
7.1 CONTRIBUTION TO THEORY ...................................................................... 194
7.2 CONTRIBUTION TO PRACTICE .................................................................... 197
7.3 LIMITATIONS ............................................................................................. 198
7.4 FUTURE RESEARCH ................................................................................... 200
7.5 FINAL REFLECTIONS ................................................................................. 200
REFERENCES ............................................................................................................ 202
LIST OF APPENDICES
APPENDIX 1: CODING METHODOLOGY ...................................................................... 245
APPENDIX 2: SUMMARISED EMERGENT THEMES ....................................................... 246
APPENDIX 3: EMERGENT THEMES ............................................................................. 247
APPENDIX 4: INTERVIEW QUESTIONNAIRE ................................................................ 248
APPENDIX 5: INFORMATION SHEET ........................................................................... 250
APPENDIX 6: INFORMED CONSENT ............................................................................ 252
LIST OF TABLES
TABLE 1.1: SKILLED VACANCIES BY SELECTED OCCUPATION GROUP .......................... 9
TABLE 1.2: GLOBAL PRODUCTION .............................................................................. 13
TABLE 1.3: NET OVERSEAS MIGRATION ..................................................................... 14
TABLE 2.1: ORGANISATIONS OPERATING IN THE AUSTRALIAN RESOURCES SECTOR .... 21
TABLE 3.1: LITERATURE SEARCH STRATEGY .............................................................. 29
TABLE 3.2: LITERATURE GAPS USING ADAPTIVE LEADERSHIP AND CREATIVITY ....... 30
TABLE 3.3: LITERATURE GAPS USING ADAPTIVE LEADERSHIP AND INNOVATION ....... 31
TABLE 4.1: PARTICIPANT PROFILE .............................................................................. 68
LIST OF FIGURES
FIGURE 1.1: THESIS STRUCTURE ................................................................................. 19
FIGURE 2.1: MINE LIFE CYCLE CURVE ....................................................................... 25
FIGURE 2.2: MINE LIFE CYCLE STAGES ...................................................................... 27
FIGURE 3.1: LITERATURE REVIEW FRAMEWORK ......................................................... 28
FIGURE 4.1: RESEARCH METHODOLOGY ..................................................................... 57
FIGURE 4.2: THE RESEARCH DESIGN ........................................................................... 63
FIGURE 4.3: ELEMENTS OF RIGOUR ............................................................................. 76
FIGURE 5.1: CREATIVITY AND INNOVATION: RELATIONSHIPS BETWEEN KEY AREAS OF
DATA ........................................................................................................................... 78
FIGURE 5.2: ELEMENTS HINDERING CREATIVITY AND INNOVATION ........................... 80
FIGURE 5.3: ELEMENTS FOSTERING CREATIVITY AND INNOVATION ........................... 96
FIGURE 5.4: INTERNAL ENVIRONMENTAL ELEMENTS ............................................... 120
FIGURE 5.5: EXTERNAL ENVIRONMENTAL ELEMENTS .............................................. 129
FIGURE 6.1: SUMMARISED THEMES FOR DISCUSSION ................................................ 137
FIGURE 6.2: ORGANISATIONAL TENSION IDENTIFIED ................................................ 192
FIGURE 6.3: STRUCTURAL SPACE .............................................................................. 193
I
Abstract
The aim of this research was to gain a better understanding of potential strategies for
operationalizing Adaptive Leadership using Complexity Leadership Theory
principles. It was motivated by a perception that leadership has close links with
intellectual capital management and consequently on the social capital of
organisations within the natural resources sector in Western Australia. This
potentially poses significant competitive risk to organisations.

This research focused on the resources sector due to the significance of the sector to
the Australian and in particular the Western Australian economy. The sector is
characterised by high levels of investment in fixed capital, relatively fixed natural
resources, and fluctuating shortages of skilled labour. In this context, there are key
challenges and imperatives for leadership strategies that build and retain both
intellectual and social capital. Two departments within a single resources
organisation participated in this research. Face to face, interviews were conducted to
canvas the views and experiences of participants on creativity, innovation,
interactions, managed socialisation, as well as leadership within the organisation.

Operationalizing, Interactions and Social Capital are three themes that emerged.
These collectively describe the enablers and barriers to creativity and innovation as
well as the influence of adaptive leadership within the organisational context. These
themes assist in answering the research objectives identified. A model that addresses
the need for a structural space is proposed where structural space is seen as the area
of creative tension and innovation resulting from the tension generated between
maintaining a cybernetic leadership focus against the need to be creative and
innovative through an adaptive leadership focus.

This research identified a range of strategies that could potentially be beneficial to
the organisation in this study resulting in creative and innovative solutions thereby
leading to sustained competitive and comparative advantage. These include,
facilitating and enabling social interactions or managed socialisation, having a
common communication language, having independent departments to oversee the
collation, analysis, implementation, and reward of creative and innovative ideas, as
well as having people with the right skill and attitude.
II
Dedication

With love and gratitude for my Parents;

Dahyalal (Batuk) Vyas and Shardaben Vyas