Leaders Relationships in Changing Environment Leaders effective relationships in rapidly changing environments
Leaders Relationships in Changing Environment
How can leaders develop effective relationships in rapidly changing environments
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How can leaders develop effective relationships in rapidly changing environments? For example, Hadders and Miedema (2009) suggest that in order to better meet the needs for global sustainable business performance, leaders must practice ‘leadership fairness’. The need for effective leaders and leadership has likely never been greater in the world at large—in business, government, not-for-profit organisations, and in other non-governmental organisations. What should you do, and what can you learn, to become a more effective leader given today’s challenges and opportunities?
For this Key Concept Exercise you will begin to analyse various challenges faced by leadership. You will consider which practices and behaviours of global leaders might be most appropriate in helping address problems in the current global business environment.
Consider the challenges and opportunities in a global environment that require effective leadership practice.
Identify at least two specific global leadership challenges that are of particular interest to you.
In formulating your Key Concept Exercise, consider the following questions:
What are the major barriers to being an effective leader who can incite positive change in the global environment?
What specific leadership practices and behaviours differentiate a global leader from a domestic leader?
What strategies would you use to develop effective global leadership practices?
What strategies should organisations use to maximise the impact of their global leaders?
What specific leadership practices and behaviours, from those you have reviewed this week, might help you overcome any barriers to good global leadership? Why?
1) The answer must raise appropriate critical questions.
2) Do include all your references, as per the Harvard Referencing System,
3) Please don’t use Wikipedia web site.
4) I need examples from peer reviewed articles or researches.
5) Turnitin.com copy percentage must be 10% or less.
Note: To prepare for this essay please read the required articles that is attached
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Leaders Relationships in Changing Environment Sample Answer
Introduction
There has been much orientation of organizations to operate at a global level in the modern times. This orientation requires that the organization embraces the kind of leadership that is effective in addressing the challenges faced at this level. There are myriads of challenges that face the global organization leaders whether in business or nonprofit organizations. These require effective strategies by the leaders in order to have effective leadership. The global organization must also cultivate an environment that is conducive for the impacts of effective leadership. This paper analyses the challenges faced by the global organization leaders, the strategies embraced to effect leadership as well as the strategies of organizations that can enable the impact of effective leadership to be felt.
Challenges
Story, Barbuto, Luthans et al (2014) assert that; the leaders in global organizations are facing myriads of challenges that require tightening of their leadership skills. Among the challenges faced are corruption and financial issues. Corruption has crossed the national territories and engulfed the international organizations. The people in the global organizations are drawn from space, rather they originate from different countries in which most of them corruption is prevalent. This corruption habit is carried to the global organization and poses challenges to the leaders in tackling it. The financial crisis is also another challenge to the leaders in global organizations. The hard economic times subject leaders of global organizations to challenges in tackling the financial difficulties.
In order to tackle the myriads of challenges experienced in the organizations, the leaders ought to embrace appropriate practices and behaviors. The leaders must bring themselves to the awareness of the happenings in the global environment. In order to achieve this; they must endeavor to read widely and engage in social networks so as to keep updated on what is happening in the global environment. They must be able to synthesize the information that is relevant to the nature of their organization. Such leaders must also exercise cultural leaders. This denotes understanding the similarities and differences in the different cultures that may impact on the organization.
VanderPal (2014) note that; there are barriers that prevent the leaders from being effective in their leadership. One such factor is the prevailing circumstances in the country of location. For instance, the political regime may act in disfavor of the leaders in the global organizations. This mainly follows the political ties that exist between the host country and the country of origin of the organization. The economic oriented rules that are stipulated by the host country may also be a barrier to the effective leadership of the global organization leaders. For instance, the laws may be weak I tackling issues of corruption.
In order to maximize the impacts of the global leaders, the global organizations must embrace the necessary strategies. The organization must be located in areas that are appropriate in regard to the operations of the organization. For instance, the countries that seem to promise a higher national competitive advantage are the best for a business organization. Political stability must also be considered in locating the organization. According to Sommonds & Tsui (2010) the structure of the organization must be appropriate to the undertakings and the leadership positions must also be filled by qualified personnel.
Leaders Relationships in Changing Environment References
Simmonds, D, & Tsui, O 2010, ‘Effective design of a global leadership programme’, Human Resource Development International, 13, 5, pp. 519-540, Business Source Complete, EBSCOhost, viewed 16 April 2015.
VanderPal, G 2014, ‘Global Leadership, IQ and Global Quotient’, Journal Of Management Policy & Practice, 15, 5, pp. 120-134, Business Source Complete, EBSCOhost, viewed 16 April 2015.
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Explain the duties of directors of a corporation we else owes similar duties? what remedies area available for the breaches of duties
SAMPLE ANSWER
The directors of a company are the key personnel that are responsible for the management of the company. In most cases, the directors of the company work collectively as a board in order to the chant the way forward as one sole entity. The articles of association give the board of directors to delegate authority to individual directors as considered appropriate by the company. The duties and responsibilities of directors are statutory duties with their legal capacities in order to drive the company forward. The operations of the directors are closely guarded by the company constitution to ensure that all their work is reasonable and has no conflict of interest. In their duties, the directors exercise independent judgment and are not obliged to accept benefits from third parties. The directors are responsible for drawing policy initiatives for the company in accordance with the scope operations of the company.
In some instances, one or more directors can breach their duties as far as company operations are concerned. However, the law provides for a variety of remedies in the event a director breaches his duties by contravening his moral and legal authority. The remedies for breach of duties include a court injunction or declaration and compensation where appropriate. In the case where the company property is lost, the director can be ordered to restore the company property or account for profits. In case of contract breach, rescission of the relevant contract can be ordered to act as a remedy for the breach of duty. In extreme cases where the director portrays gross violation of the company rules, the director can be dismissed and be replaced with other responsible persons who can act with due diligence.
Reference
Cheeseman, H.R. (2012). Business Law 8th Edition. Prentice Hall
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Leadership Styles in Multicultural Groups Order Instructions: 1. Brief Biography (2 pages)
a. The person’s background and how it influenced/contributed to their leadership style.
b. Information their rise to their leadership position (how/why they became leaders).
Leadership Styles in Multicultural Groups
2. Organizational Profile (2 pages)
a. Description of the organization or movement at the time of their leadership. (This will vary based on the type of organization).
b. Identification of the relevant global and cultural contexts (ASL: Chapter 2), an explanation of how they are relevant.
3. Characteristics of Leadership (1 page)
a. A thorough description of multiple, specific traits that contributed to this person’s success or failure as a leader.
4. Use of Power (1 page)
a. A thorough description of the person’s use of power as a leader
b. Description of how they did or did not foster the growth of other leaders within their organization or movement.
5. Leadership Style (1 page)
a. Description of the person’s leadership style
6. Oversight of Change (1 page)
a. Description of how this person contributed to positive or negative change of their organization or movement, applying concepts from the textbook to a specific example of how they created change.
7. Implications for Other Leaders (1 page)
a. Describe the “take away” points of this person’s leadership that may be useful to others (including yourself) towards becoming successful leaders.
Leadership Styles in Multicultural Groups Sample Answer
Abstract
Leadership is a crucial aspect of any organization. Different leaders have different varied traits as well as leadership styles. These differences bring different kind of leadership which eventually affects the growth of the organizations. The leaders’ qualities do not have influence only on the growth of the organization; rather they go miles in affecting the leadership and performance of other leaders as well as ordinary employees. The leader’s background also plays a great role in influencing the type of leadership that a person will display. This paper analyses the leadership of Howard Schultz, of Starbucks Coffee Company. Different aspects of his leadership such as his background, his traits and how he has influenced other people have been discussed.
Leadership Styles in Multicultural Groups Biography
Howard Schultz, the CEO and chairman of the world renowned coffee company was born in 1953, in Brooklyn; New York. He was brought up in a poor family and this can be said to have influenced his well articulated traits of courage and hard work. He went to the University of Northern Michigan where he graduated with a bachelor’s degree in communications. According to Jennings (2015) at his young age, he was a natural athlete. He used to play football and basket ball both at home and at school. Being an athlete must have contributed to his leadership by instilling hard work in him and also by building the social skills in him. This can be attributed to his democratic kind of leadership; whereby he is known for making consultations even with the lowest level of employees before implementation of decisions.
The democratic aspect of his leadership, which can be attributed to his early involvement in athletics, has earned him accolades. This emanates from the realization that democratic kind of leadership is essential and is emulated by many who wish to have high quality kind of leadership.
It is from his indulges in athletics that he got a scholarship to Northern Michigan university. His background must have highly contributed to his highly respected kind of leadership. The fact that he received a scholarship to university must have instilled some aspects of his leadership. Howard is known for his considerate kind of leadership. This is whereby, he is known to treat all people equally especially in matters where other leaders would treat the low level workers with indignity. This seems to emanate from his poor background and the fact that, the scholarship team found him worthy of support to continue with his education.
Kaplan (2011) notes that; his education background must also have played a great role in influencing his leadership style. In the course of his studies he must have come up with the aspects of leadership that he has adopted in his leadership. In the studies on communication, he must have come across the aspects that make good leadership. This is because; leadership is very closely tied with communication. Good communication is an aspect of a good leader. His education therefore played a great role in his leadership.
The course that he did, communication, is a suitable course that is directly linked to leadership. Communication is the basic ingredient of god leadership. A leader without communication skills will not cope with the turbulence of leadership. This emanates from the fact that, leaders ought to communicate the goals and as well as the achievements of the organization.
After graduation, Howard was employed as an appliance salesman, in a company that sold coffee makers. He then became director of sales. With time he realized that he was making much of the sales to Starbucks. He made efforts to get to Star bucks.
At the time, Starbucks was owned by his former college mates. He intuitively knew that that was the place he wanted to be, but still longed to do his best to improve its status. Kaplan (2011) discloses that; at star bucks, he first began as a director of retail operations and marketing. At the time, the company only sold coffee beans and not drinks. He was found to be a fabulous communicator. This must have come from the studies he did on communication. When he came up with the idea of selling coffee drinks, the founders of Starbucks were not for the idea. He insisted and, although they later gave in, he failed in the venture because the rest of the team was not interested.
He later opened up his own coffee outlets. With its much success and help from of investors, Howard bought Starbucks and merged it with his own company to form Star bucks coffee company where he became the chairman and CEO.
The organizational profile at Starbucks
Starbucks, as a coffee company, has not adopted a different organizational structure from the commonly seen profiles. Berfield (2009) discloses that; the company has executives who oversee the operations of the company from the Seattle headquarters. District managers oversee the operations of the company at the district levels. There is always proper coordination of the activities of the different district managers. However, the unique demands and needs of each district are considered. Communication among the executives and the district managers play a crucial role in ensuring smooth running of the business. Each store normally has a manager who oversees its operations. There are also the shift supervisors, who act as managers when the chief manager is out. At the lowest level are the baristas who are the ordinary employees.
The above has been generally the alignment of the profile of the Starbucks Company. Although Starbucks has never operated in franchise system, they license front stores. The front stores are usually supervised by the Starbucks. They are also made to operate under the regulations of Starbucks. Starbucks therefore, must license every other thing that is sold by those front stores. All these are efforts to protect the name of Starbucks and ensure that nothing breaches its association with high quality.
According to Berfield (2009) The Starbucks coffee company has maintained a global picture in the sense that it has its outlets in many countries. The employees are drawn from the various countries. Some of the employees of Starbucks work at different countries from their country of origin. There has always been a global orientation for this company ever since its founding by the chairman and the CEO, Howard. There has been opening of bigger stores in countries other than the United States. For instance, the Starbucks outlet in China has been growing bigger and bigger. The outlets of Starbucks draw customers from different countries due to the mixture of the employees which creates a global orientation of the company.
The cultural context of the Starbucks Company cannot be overestimated. There has been a mixture of different culture in this world renowned coffee company. This emanates from the mixture of employees from different countries who have different cultures. This aspect has been sustained by the tolerance of the leadership to different cultures, under the leadership of Howard. Foroohar (2015) clarifies that; there has always been an orientation of tolerance to different cultures in this company. This aspect has mainly been sustained by the focus of the leader, Howard, which has been; making souls and not purely coffee.
Characteristics of leaders
The success of Howard Schultz as a leader of a multination business corporation has been influenced by his traits which are oriented on leadership. A very much outstanding character trait of Howard is his courage. Even before he became the chairman and CEO of Starbucks coffee company, Howard always demonstrated courage in his undertakings. For, instance, it took him courage to move out of the Starbucks company (in its early form, before he bought it) when the founders did not support his idea of opening up coffee drinks outlets.
It has also taken courage for Howard to make the leadership in opening of the myriad coffee outlets that has been opened in many different countries. At some points, it seems risky to open up the outlets in some of the countries. But due to his unwavering courage, Howard has overseen the opening of those outlets and the subsequent growth of the company.
His trait of hard work cannot be overlooked. This trait must have been influenced by his poor background and also his venture in athletes. This trait has seen him work hard in ensuring the success of the company. HE does so by being determined to make marks in the company while still making the vision of the company his own.
Foroohar (2015) maintains that; Howard is also a focused person. Once he eyes on a target he has to achieve it. This is a very admirable character trait and it has gone a long way in ensuring the success of the company. Being focused to see the establishment of a world renowned coffee drinks business made him make the wise investments.
Use of power
Just like any other leader, Howard has had power bestowed upon him by the virtue of being the chairman and the CEO of a multinational business organization. His appropriate use of the power has seen the growth of the company in unprecedented ways.
As Jennings (2015) found observed; Howard has always used his power to insist on the social responsibility of Starbucks as a company. He has always ensured, through the powers bestowed upon him by the company, that the suppliers of the coffee beans get a fair value for the products. It is also in the same sense that Howard has insisted on fair pricing of the coffee drinks in all the outlets located in different countries.
However, in doing this, he does not misuse his power such that he dictates the pricing of the coffee drinks in different countries. This is because; different countries have different economic prevailing and other factors that will ultimately influence the pricing. Howard uses his power in a consultative way. This emanates from his democratic kind of leadership.
He also uses his power in ensuring that the company adopts environmentally friendly practices. For instance, through his powerful leadership, the coffee grounds that have been spent are not thrown away. Instead, they are kept for farmers who would like to use them for their gardens to become acidic.
Kaplan (2011) clarifies that; this positive use of his power has fostered the growth of leaders in the company in the sense that, they have all embrace the spirit of social responsibility and conservation of the environment. Because he negotiates with them and not forcing the issues, the leaders adopt the same spirit.
His style of leadership
Aritz & Walker (2014) maintain that; there are different styles of leadership demonstrated by leaders in the world over. As Jennings (2015) found out; the style of leadership of Howard Schultz can be said to be democratic and transformational. Howard can be said to be democratic in his leadership because he has always allowed the free input of the opinions of the other stakeholders in the company. Although the ultimate decision is always made by the leader, it is important to allow the employees to give their opinions and consider them in implementing decisions especially those that will affect them directly.
Howard has also been transformational in his leadership in the sense that he has always pursued higher levels of the business operations as well as higher motivation of the employees. In transformational kind of leadership, the leader ensures that the employees are working towards clearly stipulated goals while at the same time they are free to give out their opinion on running the business. This way, the leader and the employees work towards a common goal and in an environment that eludes trust and respect.
Lorenzetti (2014) notes that; in the spirit of transformational leadership, Howard has always challenged status quo and encouraged creativity in the workers just as he himself has always been creative. In order to keep the spirit of transformational leadership, measures to ensure intellectual stimulation among the employees have always been undertaken under the leadership of Howard.
Lorenzetti (2014) asserts that; this style of leadership of Howard has realized highly motivated personnel at the Starbucks. With the motivated workers and the democratic airing of opinions, the Starbucks has been able to rise up in the market and has always maintained competitive advantage.
Oversight of change
Since the start of Starbucks coffee company, there has been great changes realized under the leadership of Howard Schultz. Most of the changes can be said to have been initiated by this great organizational leader. The main change that was effected by Howard Schultz was the change from selling the coffee beans to selling coffee drinks. Howard impacted this great change by being focused on the market demand and having the courage to venture in the market regardless of the uncertainties.
Kaplan (2011) maintains that; in the wake of the many transformational changes that have been impacted by Howard in this world renowned coffee company, one thing has been outstanding. That he remains humble despite the tremendous changes that he has always made. For instance, in describing the achievements that the company has made such as the accolades received or the myriad trophies, he always uses the term ‘we’ and not ‘I’ as many people in his shoes would say.
During hard times of changes, such as when the prices of coffee were forced to go down due to the mean demands of the customers in Manhattan, Howard moved along with the demands of the masses. This way, he helped to keep the customers and also to keep the business afloat. During those times, he did not give in to the threats of the outlet becoming a takeover target. Rather, he waited until the right time to increase the prices.
The reason why Howard has been able to impact those changes is because of being focused on the goal of the company; and the fact that he keeps dreaming big. This way, he never lost control and focus even with the many challenges that come with implementation of changes in international organizations.
Implications for other leaders
Howard Schultz has demonstrated a kind of leadership that can be emulated by any person intending to be a worthwhile leader. His character traits are basic components of his unique leadership. Courageousness, as displayed by this great organizational leader must be adopted by any person intending to be a great leader.
Hard work as a character trait is also to be emulated by anyone aspiring to be a great leader. Being focused and never losing the aim as well as making the organizational aim your own aim, are aspects of good leadership that cannot escape anyone aspiring to make it in organizational leadership just as Howard.
Embracing the best style of leadership especially in consideration of the nature of the organization as well as the prevailing circumstances goes great lengths in ensuring successful leadership. Democratic and transformational leadership can make good leadership when applied depending with the prevailing circumstances. Those are the leadership styles that have propelled Howard Schultz to the category of successful leaders.
Leadership Styles in Multicultural Groups References
Aritz, J., & Walker, R. C. (2014). Leadership Styles in Multicultural Groups: Americans and East Asians Working Together. Journal Of Business Communication, 51(1), 72-92. doi:10.1177/2329488413516211
Berfield, S. (2009). HOWARD SCHULTZ VERSUS HOWARD SCHULTZ. Businessweek, (4143), 28-33.
Foroohar, R. (2015). Starbucks for America. (Cover story). Time, 185(5), 18-24.
JENNINGS, L. (2015). HOWARD SCHULTZ. Nation’s Restaurant News, 49(1), 10.
KAPLAN, D. A. (2011). Strong Coffee. (cover story). Fortune, 164(9), 100-116.
Lorenzetti, L. (2014). Where Innovation Is Always Brewing. Fortune, 170(7), 24.
Hi there,
Can you please start doing Section 1 first? I would like to see how it works.
I will email you some useful articles that may relate to my final paper.
Thank you very much,
SAMPLE ANSWER
Section 1
Be that as it may, there are quite a number of steps that can be categorically considered in conceptualizing the ideological construct of an assessment process. The paper examines five key steps to define clearly and establish an evaluation process by demonstrating the credibility on how the organization capacity can be exclusively managed.On same note, the idea of establishing the creation of assessment process has not only helped large non-profit organizations realize success but has also enabled such organizations perform in the competitive environment (Argote, 2012). An ideal case study for this concern is the YMCA organization. The underlying key steps considered in this paper include: Becoming well acquainted with the organization’s structure,Evaluation of organization’s capacity or assessment survey. It also provide insights Virtual focus group,involving the ideology of key informant interviews and taking an active part in the sites visits (Armstrong & Taylor, 2014).
Step 1: Becoming well acquainted with the organization’ structure, culture, and assessment requirements
This first step conceptualizes the social construct of developing a comprehensive assessment process. This step explicitly establishes an idealistic understanding of the culture of the organization and the assessment protocols, particularly through developing an ideal platform for scrutiny concern in the context of the capacity of the organization. This concern has been quite essential in helping large non-profit organizations such as YMCA establish a high level management of capacity development (Burgelman, 2012). A comprehensive study of the culture and organization’s ability will conceptualize an ideal general sense to further refine a modality that will meet the organizations’ goals and objectives. Ideally this could help offer an alternative solution to issues surrounding the authenticity of the organization’s structure and culture. This first step creates the way for the organization to understand the reasons as to why they want to take part and engage in the assessment process. This step will ensure capacity building at the initial stages of the assessment process that definitely gives hope to realize success at the end of the assessment process (Malen et al., 2015). On the same note, the first step gives an objective opinion to fully develop a deeper comprehension of the organization culture and sustainability practices. This creates an ideal platform to ensuring future certainty in the evaluation of the future capacity assessment and organizational success. As observed by Grant et al.(2004), the social perception of becoming well acquainted with the organization culture and structure enables the organization to successfully determine its area of strengths and weaknesses. Additionally, the first step enables the organization’s personnel to come to friendly terms in pinpointing on the considerable framework and modalities for carrying out a convincing capacity assessment process (Gold & Arvind, 2001).
Step 2: An evaluation of the capacity/assessment survey
This step considers the ideological construct of carrying out the implementation and thorough scrutiny of the capacity assessment survey. This step conceptualizes the objective opinion of selecting a survey tool as the primary data collection technique. This objective definitely defends the idea that surveys are a cost-friendly modality for getting recommendable communicable information from a large population (Jamalli et al., 2015). Realistically, assessment survey comes out as the only ideal option in the evaluation of the capacity assessment process. This is because it establishes the opportunity of accessing a larger sample that will convincingly act as an idealistic representative of the entire organization’s ability, considering the limiting factors such as resource constraints and time(Cummings &Worley, 2014). Most notably, it is quite essential to consider the fact that the content of the survey tool can be amended dependingon the urgency and the purpose of the information describing the type of study and the outcome evaluation. The assessment survey considers the application of data management systems and the use of logic theory to explicitly carryout a substantive outcome scrutiny that would ensure participant’s satisfaction (Mills & Smith, 2011).
Step 3: Virtual Focus Group
The ideological notion of considering the essentiality of virtual focus group is to; adequately establish an objective opinion to fully take note of the factors that pose greater influence on the evaluation of the survey results at a significantly lower capacity. In as much as traditional focus groups has been applied in the previous researches, the concept of the focus group come out as an idealistic modality of taking note of the organization perception and beliefs, particularly in situations involving evaluation of capacity assessment (Grant & Baden-Fuller, 2004). The virtual focus group gives the organizations’ personnel the audacity to build trust on one another, through lively discussions. And this objectively plays a significant role in helping the organization realize success in the competitive environment(Grant et al., 2004). Realistically, the consideration of virtual focus groups in the creation of the assessment process help in the quick collection of qualitative information from the multiple personnel within the organization. This considerably would tremendously contribute to the time and the cost needed in conducting and creation of the assessment process (Malen et al., 2015). The consideration of the of virtual focus group in the creation of the assessment process is perceived as a low evaluation capacity. Since the groups will not only base their arguments on their own perspective but also consider other opinions from different responses, particularly in situations where their competency I’d doubted in the evaluation of topics.
Step 4: Key/ chief informant interviews
The key informant interviews, as the fourth step is always perceived as one-on-one interrogation. Where, the personnel of the selected organization are put to task in the evaluation of the capacity of assessment of the organization in question. Collectively, this step offers a confidential platform for addressing the areas that need evaluation for the organization to realize success at the initial stages of assessment creation(Burgelman, 2012). Interviews are selected as a requisite modality for providing an in-depth communicable information as they gauge the capacity of the understanding of assessment creation and the terminologies conceptualized in the survey. Key informant interviews are most commonly selected to define the essentiality of medium size (Grant et al., 2004).This notion provides a friendly overview of the idealistic opportunities to gather numerous and rich qualitative to address the ideology of assessment creation extensively. Realistically, this will give space to share diverse information with regards to assessment creation and evaluation strategies. Hence the step serves as a communicable theory and a model for assessment creation and capacity building.
Step 5: Site visits
Site visits are primarily preferred in the assessment creation as it tends to gather and presents a detailed data concerning the operations of the organizations’ activities from multiple personnel in a broad range of functions and idealistic roles. In view of the previous researches, site visits has been extensively perceived as a recommendable data collection modality(Gold & Arvind, 2001). These visits ensures high capacity building and creates an ideal platform to exclusively conceptualize models and approaches in validating the credibility of establishing assessment evaluation process(Grant et al., 2004).
Section 2
Variables that influence organization’s capacity
In view of the previous researchers, exclusive establishment and management of the organization’s ability basically depends on the competence, leadership skills and potential, functional collaboration with other agencies and effective management.Realistically, the essence of considering competency in outlining and defining the performance of an organization helps spans the sense of responsibility to explicitly establish an idealistic mechanism for addressing the organization drawbacks(Grant & Baden-Fuller, 2004). The idea of considering highly skilled and competitive leaders in the management of the organization helps create an idealistic patterns of relationships to effective come up with an objective opinion on how to deliver quality service(Gold & Arvind, 2001). The ideological construct of the shared leadership and collaboration helps establish a formal technique of task sharing and coordination that would enable the organization to realize success. Additionally, efficient management creates an ideal platform for the organization to consider independence as a number one priority in its endeavors for economic performance and quality service delivery.
Analysis and conceptualization of the advantages and disadvantages of outsourcing, alliances and partnership in building organization agility and capacity
In view of the benefits of outsourcing and partnership in developing the organizations’ capacity, the idea of shared leadership potential come out to be quite essential to establishing the fact that two heads are better than one. On the same note, if the knowledge and competency are borrowed from a different organization, the high sense of opportunity for income splitting is developed. Ideally this would create a chance for resultant tax savings(Argote, 2012). In addition, the idea of collaborating or rather outsourcing would ensure an easier modality to change the organizations’ legal structure in a situation where circumstances do not go as expected. Another advantage of alliances in building the capacity of the organization is that there is limited external regulation, particularly in handling matters pertaining to policy enactment (Jamali et al., 2015).
In view of the disadvantages of outsourcing, partnership and alliances, the liability of the two collaborating parties regarding the debts of the organization is unlimited. On the same note, unions are liable for their debts in the partnership pact as well as the being liable for all the incurred debts in the organization. When such situations are experienced, there are typically high risks of disagreements between the two collaborating parties. Ideally this would affect the quality of economic performance in the competitive environment (Cummings & Worley, 2014). Another disadvantage that come out quite significantly is experienced in situations where individuals may want to join or leave the alliance. In such situations, all the parties will to value all the alliance assets this would be quite costly.
Variables that impact and influence the potential models of partnership
There are quite a number of variables that would exclusively pose an impact on the essentiality of cooperation and alliances. The first variable to adequately address this concern is the size of an organization. Most notably, a larger will develop a higher sense of coordination. Articulate sense of coordination ensures active participation of the decision makers in all the departments of the organizations (Argote, 2012). Hence, when the organization is large there is high possibility that it has several professional with various skills and competence. And this will help boost human capital development and maintain the outstanding performance of the organization in the competitive environment. The culture of the organization also plays an essential role in influencing the potential theories of partnership. When business culture is deeply rooted in the skills and professionalism creation, it will be highly profitable and competitive and most organizations would want to be associated with it. Additionally, the mission of the organization also speaks a lot under the umbrella of ensuring quality service delivery and employment creation (Burgelman, 2012). This is because it creates an ideal platform for the collaborating parties to come together and present an objective opinion to adequately address the concern of capacity development.
Models that HR considers in assessing different types of partnerships
There are two major models that the HR considers in evaluating different types of partnerships. The first model that is considered is the theory of group behavior. Most human resource managers consider the ideological construct of group behavior to adequately enable them create an ideal platform for assessing different types of partnerships (Gold &Arvind, 2001). This model focuses on shared leadership potential significantly to avert the challenges that arise in situation where the competency of the personnel is doubted. The second model that is considered is theory of group development. A comprehensive conceptualization of this model helps the business partners to consider transformative social change that would adequately enable them to set up realistic goals and objectives and become very competitive in the market.
Conclusion
The idea of becoming well acquainted with the structure and the culture of the organization needs to be accorded requisite attention. This is because it has always established an ideal platform for capacity development for most organization since the dawn of time. In view of the previous researches, the fundamental idea of taking an active part and engaging in the evaluation creation has always enabled most organization across the globe to realize success in the competitive environment. Hence, the need for current organizations to engage in the evaluation process by taking note of the data collection modalities such involving focus groups and taking part in the assessment survey is inevitable.
References
Argote, L. (2012). Organizational learning: Creating, retaining and transferring knowledge. Springer Science & Business Media.
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Burgelman, R. A. (2012). Managing the internal corporate venturing process. Sloan Management Review (Winter 1984).
Cummings, T., & Worley, C. (2014). Organization development and change. Cengage learning.
Grant, R.M. and Baden-Fuller, C. (2004), “A knowledge-accessing theory of strategic alliances”, Journal of Management Studies, Vol. 41 No. 1, pp. 61-84.
Gold, A. H., & Arvind Malhotra, A. H. S. (2001). Knowledge management: An organizational capabilities perspective. Journal of management information systems, 18(1), 185-214.
Jamali, D. R., El Dirani, A. M., & Harwood, I. A. (2015). Exploring human resource management roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business Ethics: A European Review.
Mills, A. M., & Smith, T. A. (2011). Knowledge management and organizational performance: a decomposed view. Journal of Knowledge Management, 15(1), 156-171
Malen, B., Rice, J. K., Matlach, L. K., Bowsher, A., Hoyer, K. M., & Hyde, L. H. (2015). Developing Organizational Capacity for Implementing Complex Education Reform Initiatives Insights From a Multiyear Study of a Teacher Incentive Fund Program. Educational Administration Quarterly, 51(1), 133-176.
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The purpose of the Final Project is to apply the concepts and techniques of the module to the analysis of real-world situations or problems. Students are expected to use diverse sources of information and to carry out an original analysis rather than summarise or rehash existing work. Students are encouraged to use situations and data from their own experience where possible.
IMPORTANT NOTE: Please follow the following instructions exactly one by one as each point is very important. And please don’t deviate from these points.
1) You are required to complete a course project that provides an investigation of outstanding examples of leadership, providing an analysis of the leaders’ styles and effectiveness.
2)In Week 5, you needed to choose two leaders (living or deceased) that you will research with regards to their leadership traits, styles, ability to inspire change, etc.( the file for week 5 is attached)
3)The analysis and evaluation of these leadership examples must be based on the concepts you have acquired throughout the module.
4)You should then provide an analysis and evaluation of the information and insights from your journal entries against the research you conducted on the two exemplary leaders.
5)The goal is to connect what you have learned through research to your everyday and professional life. The Final Project is due this week and should follow the given outline:
1.Analysis and evaluation of Leader #1 Sir Richard Branson, CEO of the Virgin Group
2.Analysis and evaluation of Leader #2 Sir Akbar Al Baker CEO of Qatar Airways.
3.Comparison of the leaders
4.Summary of significant findings and perspectives from journal entries
5.Analysis and evaluation of journal entries to chosen leaders
6.Conclusion
6)Your Final Project should also include a section on how and where you obtained the information sources.
7)This project should follow a structured approach and should be prepared and presented as a professional business report.
8)Completion of the Final Project will require a thorough understanding and application of business leadership concepts.
9)The experience of these two people must relates to your own insights.( I work as an airline pilot)
10)In the brief to summaries your journal entries in relation to both leaders which you have not done. Please take care to do this in the final project.
11)You need to justify comparison between both leaders in relation to your own situation. (I work as an airline pilot)
12)Leadership issues are presented in somewhat general terms and again there would need to be closer alignment with your own situation. (I work as an airline pilot)
13)Again, please bear your word limit in mind and please be careful not to reproduce material from (project outline) file that is attached below.
14) Please make sure the percentage mot to exceed 20 %
15)To prepare for this essay please read the required articles that is attached
16)The following sources MUST be used in the annotated outline PLUS to use extra sources:
The following are the data sources that I intend to use in this study.
Bass, BM 2009, From Transactional to Transformational Leadership. Albany, NY: Free Press.
Pasmore, W. (2014) Developing a Leadership Strategy: A Critical Ingredient for Organizational Success. White Paper, Centre for Creative Leadership
Marx, T 2013, ‘Teaching Leadership and Strategy’, Business Education Innovation Journal, Vol. 5 no. 2, pp. 12-19.
Lang, R, & Rybnikova, I. (2012). Leadership is Going Global.
Malcolm, G. (2002). The Tipping Point: How Little Things Can Make a Big Difference. Boston: Back Bay
Books.
SAMPLE ANSWER
Introduction
Leaders have different personalities and leadership philosophies that they use to drive growth. The leadership attributes from different leaders relate to certain theories in each and every phenomenon. The Freud’s Tripartite theory uses the id, the ego, and the superego to define the overall personality of an individual with the visible traits of an individual. Eyencks personality theory on the other hand uses the extroverted and introverted theories as a means of categorizing the various possible ways a leader behaves. The other theory that useful in analyzing the leadership traits is the Allport’s trait theory and it analyses an individual with respect to in-born traits that an individual represents. This paper uses three theories to analyze the leadership of Sir Richard Branson and Sir Akbar Al Baker.
Analysis of Sir Richard Branson
The CEO of the Virgin Group had outstanding leadership style at have made him a hero even up to date. The personalities of this leader are well explained in the Allport’s Trait Theory that brings out three components evident in the life of the CEO (Wang, 2012). The theory’s components are inclusive of the ego, superego and the id all developed at different rates. Despite having all these characteristics in his leadership, Richard had an outstanding personality of its kind. Challenges were part of his leadership life, but he never gave up, he kept trying and doing his best from time to time (Burns, 2010). He is known to have a health Psyche and on top of this, he made a record of using the balloon and the boat. A good leader will have to take risks in his leadership life like in the case of Sir Richard, who took life threatening risks that yielded to high returns at the end. When the Virgin shop Ran out of cash, this failure led to the success of the CEO despite him being charged in the courts of law for the crime of evading the paying of taxes. When he was in school, he was charged with the mistake of launching a student magazine, an act deemed illegal by the management whereby, a good lawyer saved him. He had a dirty name but he successfully cleaned his name and started a new life that was extroverted and introverted (Lang & Rybnikova, 2012). He used the venture capitalism business strategy, which enabled him to control many business without risking money; since he was so smart in his strategy that led to the creation of his empire.
Richard is well known to have employed the transformational leadership style in his reign by identifying the changes needed and created a clear vision of how it ought to have been implemented for the success of the organization. Richard was more concerned at improving the performance of every individual in his organization to their full potential of doing the best. He ensured that all committed themselves wholly in their work and identified all that was needed from them by the organization to makes things work out in accordance to set plans. Richard is a person who can adapt with a harsh business climate and very flexible in dealing with his employees who may show dissatisfaction at some point. He has given his employees a reason to be happy working under his leadership by ensuring that all their needs are well catered for and they have the opportunity to air their views in decision making process (Malcolm, 2002). This is to mean that, he really encouraged team work, where all people put their efforts together leading to encouragement to one another about the goal ahead. Whenever there is team leadership, leaders are in a better position of overcoming some weakness that might be evident in transformational leadership. Richard ensured that the task that was ahead of him was achieved, and that his team was well maintained
Analysis of Sir Akbar Baker
Sir Akbar Baker the current CEO of Qatar Airways is a leader who like Richard has shown tremendous outstanding personalities that have made him a strong leader to date. His leadership styles are well explained by the use of Freud’s Tripartite Theory of Personality that explains his ability to be detailed in all his actions. The CEO has the mandate of ensuring all work is well done, including inspection of all the planes leaving the airport at all given time of the year. He is one type of a leader who believes in doing the job himself instead of delegating it to other people to do it. The CEO has many significant qualities such that even the Eysenck’s personality theory explains how he does not let himself be held accountable for any damage done thus, ensures the job is well done. This is a man who is zealous about airline to an extent some people have related his life with the airline. The high passion of the airline is the reason for the success of the Qatar Airway under his leadership (Mital & Dorfman, 2012).
Comparison of the leaders
Richard and Akbar have similar characteristic because they are authoritative leaders who want to ensure that their juniors have done their required duties without fail. To ensure people attain a self-direction, Akbar ensures that people are very hardworking on making this happen. These two leaders are well determined to transform their organizations by launching aggressive strategies that guides their operations. This is because they are visionary and capable of steering growth in their organizations during the times of problems. Unlike Baker, Sir Branson is more controversial in his operations. He has a series of controversies that stems from childhood to the time he leads his organizations. In addition, Branson also seems more tough concerning the way he handled his employees are he wants them to performs diligently in the organization. On the other hand, Baker is a soft leader since he tends to incorporate his subordinates in making decisions regarding the management of his organization.
Summary of journal entries
Leadership has a broad perspective, whereby, good leaders are in a better position of succeeding as to poor leaders. In order the organization to move forward, the leader ought to have vision that will nature the organization. There is need of the organization to provide the leaders with the best leadership skills that are needed for success of the company. To meet the set goal of any given organization, the leader ought to work in close range with the people to achieve his goal by ensuring that he serves the interest of others not his own interest. The skills possessed by a leader with the style of approach will yield to good leadership characteristics that are highly needed in the leadership skills. A leader must be creative and innovative to better his leadership skills that are helpful in making him humble in understanding the direction he want the organization to take (Samnani, & Singh, 2013). Good decision making skills where they give other people opportunity of airing their views is as well very important. Others must participate in decision making to ensure they feel part and parcel of the organization. The contingency model is useful in the identification of the best applicable style of leadership in a certain situation. This model will be best suitable in identifying how a leader can be exhibit weakness ahead of him by use of leader-member relation. There are several styles employed by good leaders in their leadership to ensure they achieve the set organizational goals and ensure everyone benefits. A good leader will portray charismatic characteristics of leadership that will be of great benefit to him and the organization that he leads. A charismatic leader is the type of a leader who compels or draws other people to do what is right through use of their outstanding leadership qualities that impress their followers. A charismatic leader will be very smart in controlling the pressure that come as result of leadership through the use of his inborn intelligence. Such leaders make good use of their personal charms and their convincing power to make things work for the good of others not their own interest (Matthews, 2014).
Through the communication of the standard vision they have about the organization to their followers, they draw them closer and increase their capability to work hard toward achieving one goal. On the other side, transformational leaders as well have a smart strategy that they use to influence change in different groups of people they are in a better position of influencing organization to follow their vision, which they deem it most important than any other for that matter. The goals and the vision of transformations leaders are meant to work for the good of everyone (Hofstede Center, 2015). Good leaders will entice team work that is very useful in helping them and overcome some weakness that mighty be evident in their leadership. When people put all their efforts together they can be in a better position of going far than they even thought. Despite all these, some major acts ought to be performed to ensure effectiveness in their leadership is attained (Pasmore, 2014). The team leaders is a person who is good in the coordination of the team activities and smart in motivating all to give their contributions to the team. An authentic leader gives his followers a chance to exploit their potential so that they become more productive and self-independent in their work. Ethics must be employed for use by good leaders as this gives out good results. Leaders are required to understand the culture of people from different to make their interaction works much easier.
Analysis and evaluation of journal entries to the leaders
Richard had the characteristic traits of influencing change in groups of people of his organization whereby, he encouraged them to work hard towards achieving the organization goal. He had a good vision of taking his organization to higher levels and he did things to ensure he achieves the good of all in the whole organization. Richard played in facilitating of good pressure whereby, his outstanding qualities drew people new to him (Northouse, 2014).
Sir Akbar is an authentic leader because he gives his followers a good opportunity of exploiting their potential to become more productive and self-independent. Sir Akbar, trained his followers to an extent they work so well without his supervision in the running of their daily routine. Sir Akbar used to encourage his employees to participate in decision making process, a factor that made them to feel acknowledge as part of the company. Akbar has focused more on the servant leadership style that focuses on bettering the relationship between the leader and his followers. He is an ethical leader who employs the use of vital mechanisms that contribute positively to his organization. He encourages his follower to be honest in their duty to ensure that there is no complain from their customers whatsoever. When people are honest, they are in a better position of doing the right things to their customers and to other people (Bass, 2009). The target of the organization is well determined by the standards of ethic employed in the organization. All workers have to comply with the airline set ethics because this help in the building of the company’s reputation in globally. This is the reason as to why inspection of all planes has to be done to increase the accuracy of the flights taking off from Qatar Airline.
Conclusion
Leaders have different personalities and leadership philosophies that they use to drive growth. The leadership attributes from different leaders relate to certain theories in each and every phenomenon. The Freud’s Tripartite theory uses the id, the ego, and the superego to define the overall personality of an individual with the visible traits of an individual. Eyencks personality theory on the other hand uses the extroverted and introverted theories as a means of categorizing the various possible ways a leader behaves. The other theory that useful in analyzing the leadership traits is the Allport’s trait theory and it analyses an individual with respect to in-born traits that an individual represent. Both Baker and Branson have similarities and differences regarding the nature of their leadership styles.
References
Bass, B. M (2009), From Transactional to Transformational Leadership. Albany, NY: Free Press
Burns, J. M (2010), Leadership. New York City, NY: Harper & Row.
Lang, R, & Rybnikova, I. (2012). Leadership is Going Global. McGraw-Hill
Malcolm, G. (2002). The Tipping Point: How Little Things Can Make a Big Difference. Boston: Back Bay Books
Mital, R., & Dorfman, PW (2012), Servant Leadership across Cultures. Journal of World Business, 47(4): 555–570
Northouse, P.G. (2014). Introduction to Leadership: Concepts and Practice, 3rd Edition. SAGE Publications
Pasmore, W. (2014) Developing a Leadership Strategy: A Critical Ingredient for Organizational Success. White Paper, Centre for Creative Leadership
Samnani, A., & Singh, P (2013). When leaders victimize: The role of charismatic leaders in facilitating group pressures, The Leadership Quarterly, Vol. 24, pp.189-202
George then sued francis, the owner of the snowmobile, his son, evan who was driving at the time of the accident dr.foote, dr cutter, and the hospital for the injuries he suffered. explain what torts have been committed, the arguments that can be used in defence, and the liability which will likely be imposed on each of the parties.
SAMPLE ANSWER
Since George has suffered from the civil wrongs done by the owner of the snow mobile, his son, Dr. Foote and Dr. Cutter, he has a right to due them for tortious liability. In this case, there were actsof negligence in these four accused persons that resulted in a series of damages realized by George. One of the arguments that can be used in defense is that the person who caused the accident was a minor who could not reason enough to avoid injuring George. However, the law allows a minor to be sued for tort by the name of the parent or the guardian (Teppler, 2011). Therefore, all these persons, including the son of the snowmobile owner can be sued for tortious liability. In the law of tort, a minor is equally liable for his actions just the same way the adults are liable for their actions. When it comes to negligence, minority can be used as a defense to reduce liability since young persons have no developed mental ability to reason for themselves. However, this is different when the minor was under the control of the adult as in this case where the owner of the snowmobile was with his son (Teppler, 2011). Since this minor was under the control of the father while driving the snowmobile, his father is liable for the damages caused to George. On the other hand, the two doctors who treated George can also be sued for negligence by breaching the duty of care. The doctors owed George the duty of care and were fully aware that acting negligently would amount to damage to their client.
Reference
Tepper, P. (2011).The Law of Contracts and the Uniform Commercial Code.Cengage Learning; 2 edition
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For this essay (entry) it is required to maintain a weekly journal, documenting important aspects of leadership they encounter over the duration of the module. Entries into the journal may include examples of leadership personally witnessed or insights gained through readings or class discussions.
1)I want 2 entries each one is around 100 words, and each entry is in separate word document.
2)Entries should be placed in a journal.
3)Entries should be based on your learning experience after reading the attached files.
4)You are free to follow your own format as long as it is logically structured.
5)Note: To prepare for this essay please read the required articles that is attached.
SAMPLE ANSWER
Entry 2
Leaders in any institution should provide a sense of direction. They have a duty to ensure that the goals and aims set are achieved. Leaders require training and learning while other have in born leadership traits. In the current world, it is important for leaders to undergo training as well as learn while transacting their duties. Experimental learning is one of the ways that leaders gain experience and skills to expedite their duties. A number of theories as well do exist that leader’s exhibit while executing their leadership responsibilities (Allio, 2012). Leaders should embrace moral principles when executing their duties. Some of the approaches I have come across among my leaders are servant leadership, transformational and charismatic leaders.
Reference list
Allio, R. 2012, “Leaders and leadership – many theories, but what advice is reliable?”, Strategy
& Leadership, Vol. 41 no. 1, pp. 4-14 http://dx.doi.org/10.1108/10878571311290016
We can write this or a similar paper for you! Simply fill the order form!
For this essay (entry) it is required to maintain a weekly journal, documenting important aspects of leadership they encounter over the duration of the module. Entries into the journal may include examples of leadership personally witnessed or insights gained through readings or class discussions.
1)I want 2 entries each one is around 100 words, and each entry is in separate word document.
2)Entries should be placed in a journal.
3)Entries should be based on your learning experience after reading the attached files.
4)You are free to follow your own format as long as it is logically structured.
5)Note: To prepare for this essay please read the required articles that is attached.
SAMPLE ANSWER
Entry 1
New leadership theories have emerged that change the primacy of individual leaders. One of such theories is the co production approach that posits leadership as a collective process. Leaders need to share with others in their leadership duties by involving everyone in their leadership role. Some adapt to authentic leadership, as they remain dear to their personal values and characteristics, others exhibit servant leadership as they prioritize the needs of the followers before their own. Therefore, distributed leadership model and shared models ensures that leaders work together. Culture is also important when providing leadership as this promotes shared meaning making (Allio, 2005). A leader must be receptive of the various cultures when providing leadership. For instance, my leader adopts a humane orientation as he encourages and provides reward to his followers.
For this essay (entry) it is required to maintain a weekly journal, documenting important aspects of leadership they encounter over the duration of the module. Entries into the journal may include examples of leadership personally witnessed or insights gained through readings or class discussions.
1)I want 2 entries each one is around 100 words, and each entry is in separate word document.
2)Entries should be placed in a journal.
3)Entries should be based on your learning experience after reading the attached files.
4)You are free to follow your own format as long as it is logically structured.
5)Note: To prepare for this essay please read the required articles that is attached.
SAMPLE ANSWER
Aspects of Leadership Journal Entry
Entry W8
Leaders must be in a position to take leadership of an entity and help spearhead reforms that will lead to achievement of the set goals. To achieve this, the leaders are expected to possess skills and knowledge that will enable them to lead the rest of the people. When offering training in leadership, it is important that the right candidates enroll, learning challenges should be created and mentoring services must be available. The training should as well provide experiments to ensure that they develop leadership competency (Allio 2005). The training should as well focus on developing self-knowledge and skills in critical thinking and rhetoric thinking. A leader is also expected to reflect on their leadership styles and actions to understand the way forward. Acton-observation –reflection models allows one to learn from the experiences as they think about the same, this enables a leader o make adjustments of the actions hence can provide superb leadership. Assessment of leadership allows a leader to identify areas that need improvement hence promotes quality leadership.
For this essay (entry) it is required to maintain a weekly journal, documenting important aspects of leadership they encounter over the duration of the module. Entries into the journal may include examples of leadership personally witnessed or insights gained through readings or class discussions.
1)I want 2 entries each one is around 100 words, and each entry is in separate word document.
2)Entries should be placed in a journal.
3)Entries should be based on your learning experience after reading the attached files.
4)You are free to follow your own format as long as it is logically structured.
5)Note:To prepare for this essay please read the required articles that is attached.
SAMPLE ANSWER
Week 7 Journal Entry
Relationship between leadership and culture
Nowadays, business is becoming more and more global and interlinked by means of communications technology as well as increased geographic accessibility. Therefore, the impact of culture becomes increasingly significant for leadership. I have learned that the relationship between leadership and culture could be understood in various ways. At the basic level for instance, good leadership requires the leader to have the knowledge of other cultures. Leaders need to not only recognize, but also acknowledge the distinctions between cultures and respond aptly. Having an understanding of other cultures can certainly assist leaders of business organizations to work with difference and aid communication between dissimilar ethnic groups.
Moreover, I have learned how various cultures around the world perceive leadership behaviours in other cultures. Cultures of Southern Asia and the Middle East score highly in self-protective behaviours such as ensuring both the security and safety of a leader, and score low in participative leadership behaviours which entail involving other people in decision-making as well as implementation. Conversely, Latin America, Latin European, and Anglo culture clusters score low in autonomous leadership behaviours and high in value-based/charismatic leadership.
Journal Entry 1:
Journal Entry 2:
Cultural differences that affect leadership practices: the UK and Saudi Arabia
Culture plays an essential role in improving leadership practices and sticking to infringing cultural practices may result in negative impact on the organization. I have learned the way the United Kingdom compares with Saudi Arabia in terms of how cultural differences affect leadership practices. In Saudi Arabia, religious activities and festivals have a major influence in leadership practices and help in ensuring that leaders actually have good skills for guiding and leading their people (The Hofstede Center 2015). In Saudi Arabia unlike in the United Kingdom, male dominance is valued and most business leaders are male. In the UK, both women and men are valued equally and many women hold leadership positions in business organizations.
Outstanding personalities of leaders
I have also learned how to describe the personalities of various leaders using the three theories of Allport’s Trait Theory, Eysenck’s Personality Theory and Freud’s Tripartite Theory of Personality. For instance, Sir Richard Branson Personality could be evaluated using Freud’s Tripartite theory of personality into 3 constituents: superego, the ego, and the id.
