According to Robbins and Judge (2011), leadership is the ability to influence a group toward the achievement of a vision or set of goals. Seems like the leadership from Leadership Today is not able provide this influence. In order for this company to achieve success it must change the way it is being lead. Thus, in order to this Kouzes and Posner (2010) consider that a number of 10 enduring truths about leadership will help the company or the leader to think, decide, and also to act more effectively.…
Leadership. Why is proper leadership important? Is there a model out there that makes a good leader? There are some who think that change is bad or there is fear when change is merely mentioned. Why is there so much apprehension about change, what is there to fear. “There is nothing to fear but fear itself” (FDR). We fear change because we fear that our world or our comfort zone being infringed upon. Apple Inc. has said “Here 's to the crazy ones. The misfits. The rebels. The troublemakers. The round pegs in the square holes. The ones who see things differently. They 're not fond of rules. And they have no respect for the status quo. You can quote them, disagree with them, glorify or vilify them. About the only thing you can 't do is ignore them. Because they change things. They push the human race forward. And while some may see them as the crazy ones, we see genius. Because the people who are crazy enough to think they can change the world, are the ones who do.” Is going against conventional wisdom really innovative or is it just the few who will to take the risk that can do it. In this paper I am going to analyze Apple and the change in leadership and their corporate model over the past 20 years. They went from being an innovative company to dwindling into obscurity to come roaring back into being one of the biggest companies in the world.…
Leaders are made with knowledge, and from the knowledge they gain they will be able to make better judgement. Experienced leader also are equip with being more decisive and patients. Although, there are many characteristics that a good leaders should possess focus of self improvement and the realization of growth is the most important. Implementation and acceptances of policies are miles apart, however not impossible to achieve. Proper planning, budget, timing, and introduction will accomplish the set goals. The execution of introducing new regulation should have lasting effects with precision, clarity, and directness. Leaders calculate each decision as well as the response from action, however the reaction is not always predictable. Employing and maintaining highly trained workers is the goal of every organization, the leader and the company vision has to have a good influence over its…
Reading through the Fred Maiorino’s case, it is very much clear that the main key issue for this case was lack of motivation. The way Fred’s new boss Jim Reed motivated Fred to get going on his job wasn’t a very good way. Reed failed to understand that motivating an old employee is completely different than motivating a new energized employee. From motivating followers Dr. Yammarino points out that the individualized leadership should be evaluated with respect to three practical considerations; first human motivations are complex and are not always nice; second, leaders must cope with difficult people and a competitive, somewhat Darwinian world; third, leaders must make decisions that often result in someone losing and someone winning (Yammarino, 2000). Every human being and/or employee is different in nature and reacts differently given a variety of situations. Being a leader of a group of people is a complex job where the leader has to understand each employee. Some humans are easy to understand and make understand certain things while some people are so much difficult that they can never be understood in our whole life, just like our professor Dr. Humphreys mentioned in class about one person in his career whom he didn’t find out a way to motivate. Not just a single or couple, but there will be many people in every leader’s career whom they cannot find a way to motivate in a proper way. Thus, for these kinds of situations a leader should always be prepared with a bag of solutions. It’s a leader’s job to make sure that the workplace is competitive, rewarding and appraising so that someone is winning and someone is losing.…
Ronald Heifetz and Marty Linsky’s “Leadership on the Line: Staying Alive through the Dangers of Leading” describes the risks that every leader experiences at one point or another. It explains how no matter what level of leadership you’re in, whether it be leading a small organization or a nation, each leader has internal and external conflicts that they must overcome in order to “stay alive” as a leader. Heifetz and Linsky go through the dangers of leadership by separating the book into three distinct parts. The authors discuss in the first part why leadership is dangerous and how people manage to cave in to the pressure involved with leading. In the second part of the book, there are ideas for reducing the risk of failure…
in there role. Changing the leader changes the feel of the company and can either enhance or detract from the…
The reason for this change and evolution in the leadership style is mainly due to changing business culture in the market where the level of competition has increased and increased in substitutes and complementary goods available to the consumers. thus, to meet the level of intense competition and the consumer expectations, the top management and the leaders of the organization have realized that the higher commitment and engagement of the employees would help them to meet the objectives and thus the role of employees have increased along with giving more roles, recognition and power to the employees while shifting the style of leadership to participative and transformational leadership style. most of the leaders in the companies form their competitive advantage by having skilled and talented employees all over the organization who are offering high level of commitment to the goals of the organization and thus to retain their commitment and their interest into the goals of the organization, the leaders use transformational leadership style and reduce the job attrition rate and outperform with their activities and in their tasks.…
Achieving organizational change that produces real results is not just a managerial challenge; it is also a cognitive challenge. As Peter Senge stated in an article on leadership "deep organizational change requires a change in people. Redrawing the lines and boxes in your org chart without addressing the way people within the organization interact may be like rearranging the deck chairs on the Titanic" (1996). Leaders find it easier to address tasks rather than the complex dynamics of human interactions. The outcome of which is a focus on the short-term and local not the longer-term and global results from change.…
In times of failure and success in the life of a business, the people who lead play an important role. Organizations are frequently going through times of change and for various reasons. During these changes it is up to the leaders and managers to enforce the planned momentum throughout his or her departments. The leadership is mostly responsible for making sure that processes and standards remain as important as ever during times of change. "The key role for executive leadership during convergent periods is to reemphasize strategy, mission, and core values and to keep a vigilant eye on external opportunities and or threats."…
Leaders must step down from their corporate perches and then step up to the challenge of communicating personally and transparently with their people. As counterintuitive as it might seem, the best way to lead people into the future is to connect with them deeply in the present. No one will dive into a heartfelt exchange of views with someone who seems to have a hidden agenda or a hostile manner, and any discussion that does unfold between two people will be rewarding and substantive only to the extent that each person can take the other at face value. For example, as a production team leader at a chemical company I must know exactly how to engage the crew of workers that are assigned to my area. By cultivating the art of listening to people and by learning to speak with employees directly and authentically I have found that more work gets accomplished and the overall work environment is less hostile, because workers feel comfortable engaging me in one-on-one conversation or in a group discussion. This creates an atmosphere where the workers in my area feel at ease and they are comfortable telling me about situations that occur in the field and we are able to work through them to get jobs done more effectively.…
There are many factors that contribute to an organization’s lack of success, while I could name quite a few I will empathize the ones that I’ve encountered. Whenever there is change that occurs there is always going to be resistance or opposition. This could be a result of jealous, laziness or just simple disagreement. According to Weiss (2012), “When change is arbitrarily imposed, poorly explained, and hastily announced from the top, managers and employees can become disillusioned, lose motivation, and become increasingly resentful and resistant to the change” (section 4.1, para. 6). Another factor that can cause failure is the failure to recognize the need for change. Often when the same leaders have been in place for years they continue to conduct business the same way for several years. They become extremely complacent and before you know it they are trying to save the company by implement a reactive change instead of proactive. According to Weiss (2012), “The failure to recognize the need for change continues to be a major cause of change programs that are initiated too late to regain competitiveness” (section 4.1, para. 8). Wherever there is failure there is the possibility of success, this is where the five pillars to succeed comes into play. The five pillars are leadership, strategy, culture, structure, and systems. Leaders are those who integrate the new vision, mission, and values of the organization with its changed strategy, culture, structure, and…
When an organization faces decisions that may cause change, the leadership must have a vision of the objective. In order for change to happen, the entire organization needs to share a vision of a desirable future. Today there are many reasons for change in an organization. One major factor is technology. The technological advancements in business resulted in frequent changes and more are coming. Organizations use technology to look for ways to make things easier and less costly. In an ever-changing global economy the demand for higher services and quality place pressure on an organization, implying that change is a constant way of corporate life. Businesses want results and the addition of the Internet, web meetings, and cell phones have created an environment of instant results. Technology has advanced business needs to unimaginable heights. With changes, though, comes implementation. These changes are not easy and will affect the team members. Management has to be on top of the newest developments and decide how best to use them. Leadership must implement strategies that will help the entire organization see the vision they have for the company and why this change is necessary for progress. For an organization to be…
A leader must be able to handle changes such as a merger, a reduction in force, outsourcing, and a change in customer base. An effective leader has the ability to change, adapt and grow with the company.…
The text for this course, Organizational Behavior and Management by John M. Ivanevich, Robert Konopaske and Michael T. Matteson, attempts to use the latest theories, research, and organizational applications while retaining the classic and long-standing work in organizational behavior as the basis for its discussion. It places a great deal of importance on management's understanding of organizational situations and its ability to react by properly interpreting and predicting behavior. Managing organizational change is done by focusing on behavior (individual and group), organizational structure, and processes. On the other hand, Leading Change by John P. Kotter underscores the differences between management and leadership. Strong and effective leadership is required for successful transformations of organizations. Kotter reasons that an unsuccessful transformation can be attributed to errors in the following stages: establishing a sense of urgency, creating the guiding coalition, developing a vision and strategy, communicating the change vision, empowering employees for broad-based action, generating short-term wins, consolidating gains and producing more change, and anchoring new approaches in the culture. This paper will discuss how the concepts presented in the text relate to the eight stages covered in Leading Change.…
In constantly changing world, it is essential that organizations are also able to change. Today’s organizations need true leaders, leaders who constantly strive to bring innovative or strategic changes to life.…