Leadership skills
Task 3
SEMCO came into being in 1912 by Antonio Semler, at that time SEMCO was a centrifuges producing company, in 1980 his father retired from the company and handed over to his son Ricardo Semler . Ricardo Semler is the CEO of SEMCO, when he took over the company, he got very stressed because of the disastrous situation of the company plus he wanted to end the autocratic leadership style that his father had adopted as being the CEO of the company. On his first day in SEMCO he fired the majority of the managers, removed all the job titles, and gave employees the authority of setting their wages.Semler worked day and night to safe company from going down ,he would use to work extra time in office so that there is some progression in the company .It was not until he fainted on his business trip to US and that’s when he decided to end the way his company was operating .The following figure shows a comparison between leadership styles of Ricardo and his father
With the passage of time there were bigger changes such as, at SEMCO every employee was given the right to express, they were welcomed to bring in any positive changes for the organisation. Ricardo Semler states himself that the style he adopted in the beginning was so called “corporate oppression”, and because of this he emphasized on developing flexibility and innovation within the organisation and later on that’s what he did. Giving interview to Charles Handy, BBC World Service, Ricardo Semler says that, “Give people the freedom to do what they want and over the long haul successes will far outnumber their failures”. As we read more on Semler and his organisation we get to know that he adopted democratic leadership style but with that his leadership style was blend of so many systems, such as he took ideas from capitalism (when it comes to personal freedom), individualism and socialism .we can also find a touch of participative
SEMCO came into being in 1912 by Antonio Semler, at that time SEMCO was a centrifuges producing company, in 1980 his father retired from the company and handed over to his son Ricardo Semler . Ricardo Semler is the CEO of SEMCO, when he took over the company, he got very stressed because of the disastrous situation of the company plus he wanted to end the autocratic leadership style that his father had adopted as being the CEO of the company. On his first day in SEMCO he fired the majority of the managers, removed all the job titles, and gave employees the authority of setting their wages.Semler worked day and night to safe company from going down ,he would use to work extra time in office so that there is some progression in the company .It was not until he fainted on his business trip to US and that’s when he decided to end the way his company was operating .The following figure shows a comparison between leadership styles of Ricardo and his father
With the passage of time there were bigger changes such as, at SEMCO every employee was given the right to express, they were welcomed to bring in any positive changes for the organisation. Ricardo Semler states himself that the style he adopted in the beginning was so called “corporate oppression”, and because of this he emphasized on developing flexibility and innovation within the organisation and later on that’s what he did. Giving interview to Charles Handy, BBC World Service, Ricardo Semler says that, “Give people the freedom to do what they want and over the long haul successes will far outnumber their failures”. As we read more on Semler and his organisation we get to know that he adopted democratic leadership style but with that his leadership style was blend of so many systems, such as he took ideas from capitalism (when it comes to personal freedom), individualism and socialism .we can also find a touch of participative
References: http://www.slideshare.net/JCILondon/myth-about-leadership-jci-london (JCI London -network for young professionals, no date, online) http://lambtonhat.weebly.com/uploads/4/4/1/3/4413567/semco_a_vision_of_the_future_.pdf (CarlBamford/Traci.L.FentonWorldDynamics, Inc.2002) http://www.cassbettinger.com/Articles/360LeaderDev.pdf (cas bettinger and associates, the 360 degree leadership development progress, no date, online) http://www.slideshare.net/pinkdecember/leadership-by-maxwell-9188095 (John c Maxell, leadership no date,) online http://www.newunionism.net/library/case%20studies/SEMCO%20-%20Employee-Powered%20Leadership%20-%20Brazil%20-%202005.pdf (Peter A. Maresco, Christopher C .yov , Ricardo semler : creating organizational change through employee empowered leadership ,no date ,online ) Submitted by: Alizeh hussain Words: 1255