Blog 1 – The important of leadership in diverse teams
As multiple individuals are competent of satisfying team needs, it is important to identify that the practical view of team leadership is intentionally inclusive and confirming the right mix of diverse people. The obligation of leaders includes defining the team’s inclusive mission, objectives, and standards of performance; organising roles, forwarding feedback processes and ensuring all team members are capable of acting successfully (Frederick 2009). Leaders represent a positive role in team working, which motivates the team members with economic rewards and equips with confidence on work environment.
Over time, there are some theories of leadership have been recommended such as Transformational Leadership Theory (IAAP 2009). According to Burns (1978), which provided the initial concept of transformational leadership in his researches regarding political leaders. He defined that transformational leadership help and inspire their followers to obtain their goals and to focus on greater team (Jandaghi, Matin and Farjami 2009). For instance, at Apple, Steve Jobs is a leader whose intelligence and idealistic vision of “providing computers as a tool to change the world.” His leadership focuses on “transforming” other people glad to help each other, and he improves the morale, motivation and performance of his follower group (Agrawal 2009). Similarity, through Adair’s Action Centred Leadership model, as shown by the information in Figure 1, leaders are able to balance the ability of the three spheres operate at the same time to achieve better results (Adair 1988)
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However, leaders are not always effective in diverse teams. For example, the transformational leadership also exist negative effects in a team, such as transformational leaders need spend time and energy for building trust and convincing followers to believe in a shared vision based on diverse teams. Although transformational leadership is influential, not always used morally, for instance, Nelson Mandele and Martin Luther King Jr. are often related with this leadership style, not all who inspire or enable fit the definition. Adolph Hitler and Osama Bin Laden are examples of “pseudo-transformational” leaders (Travis 2012). In addition, an authoritarian leader applies authority by strict methods and procedures rather than encouraging team members, this style of leader will easily develop inactive resistance in his followers, leading to the poorer performance from team members. On the other hand, the free reign leader provides direction and minimal control in teamwork, but the lack of this laissez-faire leadership will result in discouraged team members, as they might feel unsupported and lost by their leader. Furthermore, the democratic leader will be perceived as insecure and unable to participate in the final decision without initial consulting his team followers (Cutajar 2012).
In conclusion, although leaders playing a considerable role in diverse teams such as motivate team members, organise team roles and build missions and goals, there always have several disadvantages influence teamwork process, which relates team members’ attitudes and performance. Therefore, companies should not only consider the current situation and the development of strategy in the future of company, but also use the most suitable leadership style in diverse team rather than unquestioning follow the currently trend. Meanwhile, companies also need to regard the ability of leaders to set up a suitable strategy to achieve the objectives of company and sustainable strategy.
Reference
Adair, J. (1988) ‘Effective Leadership’ National College for School Leadership 2003 [online] available from <http://www.inclentrust.org/uploadedbyfck/file/2%20Research%20Methodology%20(Presentations_Monographs_Guidelines)/11/effective%20leadership.pdf> [28 February 2013]
Agrawal, K. (2009) Stevejobs – Transformational Leadership (APPLE) [online] available from < http://www.slideshare.net/KunalAgrawal/stevejobs> [31 March 2013]
Cutajar, M. (2012) Pros & Cons of Team Leadership Styles [online] available from <http://www.ehow.com/info_8117744_pros-cons-team-leadership-styles.html> [31 March 2013]
Frederick, P. M. (2009) ‘Leadership in Teams:A Functional Approach to Understanding Leadership Structures and Processes’ Journal of Management [online] 10.1177 (0149206309347376), 1-39. available from <http://www.scottderue.com/wp-content/downloads/Morgeson-et-al-JOM-2010.pdf> [31 March 2013]
IAAP (2009) Leadership Theories and Styles [online] available from <http://www.etsu.edu/ahsc/documents/Leadership_Theories.pdf> [31 March 2013]
Jandaghi, G., Matin, H. Z. and Farjami, A. (2009) ‘Comparing Transformational Leadership in Successful and Unsuccessful Companies’ The Journal of International Social Research [online] 2 (6), 356-372. available from <http://www.sosyalarastirmalar.com/cilt2/sayi6pdf/jandaghi_matin_farjami.pdf> [31 March 2013]
Travis, E. (2012) The Disadvantages of Transformational Leadership [online] available from <http://www.ehow.com/info_7749368_disadvantages-transformational-leadership.html> [31 March 2013]
Blog 2 – Change and resistance to change based on JC Penny
In present-day life, the change plays a significant role in the domain of companies, but change is nothing new and not a complex issue, some people prefer to try various challenges and also usually accept change to adapt a new situation, whereas many individuals maintain their current situation and avoid any changes with strongly resistance. In this blog, I am going to argue this issue regarding the case study of the JC Penny.
Basically, resistance occurs as change involves going from the known to the unknown (Coghlan, 1993; Steinburg, 1992; Myers and Robbins, 1991; Nadler, 1981 cited in Bovey and Hede 2001). Kurt Lewin (1947a) believed a successful change issue involved three steps: unfreezing, moving and refreezing (Burnes 2004). In the case of the JC Penny, changes become a controversial issue and mostly staffs want to follow the changes towards the satisfaction of customers’ requirements, but there are some employees prefer to avoid the changes. Regarding the Lewin’s change model, the ‘unfreezing’ stage may involve various problems in different cases (Burnes 2004), the JC Penny hard to make decision as there are many tasks influencing their company’s state quo. Between 1998 and 1999, in order to trying changes in the organizational culture to explore more customers and adapt the trend, the company started investment and expanded more shops in different countries, and company achieved 80 million approximately (Purkayastha 2007). However, these replaced changes led some of the staffs difficult to deal with.
The ‘moving’ stage is necessary learn approach enables company to change to a more suitable based on human behaviours (Burnes 2004), the JC Penny got confusion in company change as their formal culture was so deeply rooted that even sensitive efforts to change certain aspects of it met with powerful resistance (Purkayastha 2007), also resistance of change was negatively related the satisfaction of customers (Ahmed et al. 2006). Although the company faced many problems, the JC Penny developed with a poster campaign called “Just Call Me Mike!” to create more positive factors which helpful to the organizational change and useful for dealing with the complex issues (Purkayastha 2007).
Finally, the ‘refreezing’ stage was the result of the ‘unfreezing’ and ‘moving’ stage, the JC Penny produced the new strategy that help company development and achieve success, from 2001 to 2007, the company enhanced to reach 90 million. Therefore, the company obtained benefits from the changes and this also shows that organisation can deal with the resistances to change.
In conclusion, although resistance is a natural part of the change process in organisations (Coghlan, 1993; Steinburg, 1992; Zaltman and Duncan, 1977 cited in Bovey and Hede 2001) which includes ‘unfreezing’, ‘moving’ and ‘refreezing’ three stages, there always have some management method can help to change which relates company’s culture and positive attitude. Therefore, companies and organisations should not only consider their culture to adapt the current trend, but also need to build the development of new strategy in the future. Meanwhile, the optimistic changing environment in the organisation will also help staffs providing creative opinions in the changing process and as a strength to help the changes (Eisenberger, Fasolo and Davis-LaMastro 1990).
Reference
Ahmed, Z. U. et al. (2006) ‘Resistance to Change and Erp Implementation Success: the Moderating Role of Change Management Initiatives’ Asian Academy of Management Journal 11 (2), 1-17.
Bovey, W. H. and Hede, A. (2001) ‘Resistance to organizational change: the role of defence mechanisms’ Journal of Managerial Psychology [online] 16 (7), 534-548. Available from < http://www.bovey.com.au/files/rdm.pdf> [31 March 2013]
Burnes, B. (2004) ‘Kurt Lewin and complexity theories: back to the future?’ Journal of Change Management [online] 4, 309-325. available from
<http://mbagroup1.tripod.com/back%20to%20the%20future.pdf> [31 March 2013]
Eisenberger, R., Fasolo, P. and Davis-LaMastro, V. (1990) ‘Perceived Organizational Support and Employee Diligence, Commitment, and innovation’ Journal of Applied Psychology [online] 75 (1) 51-59. Available from
<http://eisenberger.psych.udel.edu/files/20_Perceived_Organizational_Support_and_Employee_Diligence.pdf> [31 March 2013]
Purkayastha, D. (2007) Remaking JC Penney’s Organizational Culture. Hyderabad: ICMR Center for Management Research
Blog 3 – Analysis of leaders in Apple and Microsoft
Innovation leadership through creativity is a considerable factor in the success and competitive advantage of companies and organisations (Woodman et al., 1993 cited in Gumusluoglu and Ilsev 2007). Organisational leaders able to make decision then give the direction, vision, and momentum that bring success regarding different happened situations. Therefore, leaders usually create and manage the organisational culture, environment and new strategies that help encourage and support innovation, effectiveness, and achieve successes; Meanwhile, leaders must actively implement strategies to encourage the creativity (Agbor 2008).
Steve Jobs was known to have created Apple, which is the one of the most leading brand around the world. This brilliant leader was definitely magical, with his ability to innovate and bring other people entry to his way of thinking (Kaipa 2012). In 1985, Apple computer faced some difficult issues, Steves started to create innovation products from industry and in 1997 he has brought a series of new products include iPod, iPhone, iPad, iMac, etc. All new begins are not only presented as an important role in users’ mind, but also produce a considerable effect in the world.
“Innovation distinguishes between a leader and a follower.” Steve Jobs said (Lowry 2012). Initially, Jobs was neither becomes a software programmer nor a hardware engineer, also he never consdered he would become a manager. He thought himself as a technology leader, choosing the best people to work with, encouraging and motivating them. “He was the most passionate leader one could hope for, a motivating force without parallel,” wrote Steven Levy, author of the 1994 book Insanely Great. Apple’s unique name represented his unconventionality. Steve Jobs was the final arbiter of Apple products, and he maintains his strict standard. For instance, over the course of a year he had thrown out two iPhone prototypes, before approving the third prototype and start selling it in June 2007 (Markoff 2011).
As the mention above regarding the instance of Steve Jobs’ leadership, it shows the innovation and leaders are related, and it can affect the performance of the company.
Another considerable leader is Bill Gates, he is one of the most successful entrepreneurs of the world, and he runs a valuable IT company-Microsoft that still is a profitable entrepreneurship nowadays (Kumar 2009).
Microsoft is famous with its Windows system and becomes the market leader of the software industry. In order to satisfy the requirements of customer, Gates innovated existing products. Some people also debated that Microsoft’s overwhelming market share was a major impediment to innovation in the IT software industry. For the IT industry, Microsoft was not only played the market leader role, but also the standards supplier (ICMR 2003).
“Bill Gates is a modern business phenomenon: the greatest of the cyber-tycoons. It is one of remarkable business vision and an obsessive desire to win, and also about a leadership style that is radically different to anything the business world has seen before.” Des DearLove1 wrote on his book, Business the Bill Gates Way (ICMR 2003).
In conclusion, innovative leaders playing an important role on industry, which can steer innovation in their companies, and also they can implement their personal values. Therefore, through the examples of the leadership regarding Steve Jobs and Bill Gates, it can find a connection that link leader and innovation.
Reference
Agbor, E. (2008) ‘Creativity and Innovation: The Leadership Dynamics’ Journal of Strategic Leadership [online] 1 (1) 39-45. Available from
<http://www.regent.edu/acad/global/publications/jsl/vol1iss1/JSL_Vol1iss1_Agbor.pdf> [31 March 2013]
Gumusluoglu, L. and Ilsev, A. (2007) ‘Transformational leadership, creativity, and organizational innovation’ Journal of Business Research [online] 62 (2009) 461-473. Available from <http://yoksis.bilkent.edu.tr/doi_getpdf/articles/10.1016-j.jbusres.2007.07.032.pdf> [31 March 2013]
ICMR (2003) Leadership the Bill Gates Way [online] available from <http://www.icmrindia.org/casestudies/catalogue/Leadership%20and%20Entrepreneurship/Leadership%20the%20Bill%20Gates%20Way-Leadership%20and%20Entrepreneurship-Case%20Studies.htm> [31 March 2013]
Kaipa, P. (2012) Steve Jobs and the Art of Mental Model Innovation [online] available from <http://www.iveybusinessjournal.com/topics/leadership/steve-jobs-and-the-art-of-mental-model-innovation#.UVpKN784rKo> [31 March 2013]
Kumar, D. (2009) Report on Leadership Style of Bill Gates [online] available from <http://zh.scribd.com/doc/16315025/Leadership-Style-of-Billgates> [31 March 2013]
Lowry, J. (2012) Innovation Principles of Steve Jobs. [30 July 2012] available from <http://joshlowryblog.com> [31 March 2013]
Markoff, J. (2011) ‘Steve Jobs leaves legacy of innovation and leadership’. The Tech [online] 7 October. Available from < http://tech.mit.edu/V131/N43/jobs.html> [31 March 2013]
Blog 4 – Ethical leadership
Ethics indicate to the desirable and suitable values and morals regarding an individual or the society (Management Study Guide 2013). As an ethical leader, they have a series of vision and objectives of his organisation and also involve them to his followers. The ethical environment in a company is built and improved by an ethical leader as they represented as a powerful role and due to the fact that leaders have an effect in developing the values of company. An effective and ethical leader equip with some traits such as honesty, serving others, respectfulness and so on (Management Study Guide 2013).
Regarding this topic, a famous company Apple can become an example to discuss the ethical leadership. Based on four principles include honesty, respect, confidentiality and compliance, which are helpful for integrity, Apple also tried to confirm their staffs and those work show proper behaviour in any situation. In addition, the ethical leadership is connected with staffs’ performance. For instance, the company provides a Business Conduct Helpline to staffs in which they can use to reflect misbehaviour to Apple’s Audit and Finance Committee (Daniels Fund Ethics Initiative 2013).
Although Apple has consistently represented the considerable role as the World’s Most Admired Company, it always exist some ethical problems within recent years. These issues could become negative effects for the company’s future success. However, based on its higher ethical environment, the leadership style of Steve Jobs has helped company to reach the successful, and this display a good instance regarding ethical leadership.
Currently, Tim Cook, the new CEO of Apple applied a better measure of ethical leadership, which present apologise to every people. He try to set up a new environment that not very strict for working. This different ethical leadership style achieved positive feedback
In conclusion, ethical leadership plays an important position in companies or organisations. Without a doube, the approriate leadership can reach the higher standard of ethical behaviour (Walumbwa et al. 2008), regarding the Apple issues, it shows the effectiveness of ethical leadership, and it will connect to the new leader style as the maintain performance of Apple.
Reference
Management Study Guide (2013) Leadership Ethics – Traits of an Ethical Leader [online] available from < http://www.managementstudyguide.com/leadership-ethics.htm> [31 March 2013]
Walumbwa, F., Avolio, B. J., Gardner, W. L., Wernsing, T.S. and Peterson, S. J. (2008) ‘Authentic Leadership: Development and Validation of a Theory-Based Measure’ Journal of Management [online] 34 (1), 89-126. Available from
Blog 5 – My vision of leadership
Leadership is the most discussed and debated topic currently (Sowmya 2012). Yukl (2010) said ‘the leadership is the process of affect to other people to understand and agree the viewpoint which regard to what we have to do and how to do it’ (Yukl 2010). In this blog, I am going to discuss my leadership style and also talk about who has inspired my vision of leadership and why.
Leadership is the way to lead a company or organisation to achieve its goals. However, it can be seen from that the different leaders have different leadership styles and also the different leadership styles have their own advantages and limitations, such as Bill Gates and Steve Jobs. Both of them have led their employees and motivate them to achieve the companies’ goals. There is no way to say which leadership style is better than others, because they have their own advantages and limitations. However, I maintain the different leadership style should apply to different situations.
I identify two different types of leaders. One of them is natural leader that who is a leader when they were born, such as Steve Jobs. He is a powerful leader with his personal fascination on the side of leadership. Sometimes, his employees may be not like his leadership style that when he push employees to achieve a high standard. Other one is unnatural leader that who can learn to be a leader and in my viewpoint, the leadership can be learnt by appropriate education and experience. Compared with Steve Jobs, Bill Gates who has inspired my vision of leadership, because he might have a better way on listening to other people and his leadership style might not press his employees to achieve a high standard when he plays a supportive role. However, all leaders have their own advantages and limitations, but the personal characteristic has a huge influence on the successful leader, especially the issue of whether the leaders are diligent or not. I believe the lazy people will never be a successful leader. To be honest, I am not a really natural leader, but I believe follow my vision of leadership that listen to and learn from other people, also I would like to play a supportive role and innovate my own leadership style at the same time can achieve me to a successful leader.
I have obtained some managerial experience when I came to UK to study the MBA course. I believe this experience can allow me to be a team leader in the future. Therefore I considered as an effective leader I should focus on the performance of my team and try to push my team members to work hardly, but when I studied the knowledge of leadership. I was aware of the performance of team is not the only objectives for leader. Maslow proposed a classification of human needs into five categories: physiological, safety and security, belongingness and love, esteem and self-actualization (Lester, Hvezda, Sullivan and Plourde 1983). Therefore, I also need to satisfy the needs of the team members to motivate them. I believe that always push the team members to work is not a good way to improve the performance and also give motivation by economic rewards is not suitable for every employee. So that, I have to develop my awareness of employees needs to improve the performance of team members and motivate them to achieve a higher standard.
In addition, based on the above information, the employees also play a considerable role which can affect to leadership. Some leaders like to hire employees whose personal characteristic are better fit to the leader’s own leadership style. If the leaders lack of leading experience, they will use an incorrect method that might be meant by despotism. I do not maintain to be an autocratic leadership style.
In conclusion, I am going to learn from Bill Gates who has inspired my vision of leadership and I believe keep a diligent attitude and follow my vision of leadership that listen to and learn from other people, also I would like to play a supportive role and innovate my own leadership style at the same time can achieve me to a successful leader.
Reference
Lester, D., Hvezda, J., Sullivan, S. and Plourde, R. (1983) ‘Maslow’s Hierarchy of Needs and Psychological Health’ The Journal of General Psychology [online] 109, 83-85. available from <http://plaza.ufl.edu/phallman/hierarchy%20of%20human%20needs/5018319.pdf> [31 March 2013]
Sowmya, C. S. (2012) ‘E-biz challenges model of leadership – Learnings from the animal world’ International Journal of Multidisciplinary Research [online] 2 (1), 64-76. available from <http://zenithresearch.org.in/images/stories/pdf/2012/Jan/ZIJMR/5%20SOWMYA%20C%20Szenithresearch%20paper.pdf> [31 March 2013]
Yukl, G. A. (2010) Leadership in organisations. London : Prentice-Hall International
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