Leadership analysis - Walt disney 4

Organizational Leadership - Walt Disney

Sukhman Kaur

Harrisburg University of science and technology

Leading and Managing Change

The Walt Disney Company established in 1923 has seen huge changes throughout the years in leadership, motivation, power, and culture. Wolfgramm et al. (2014) plot Walt Disney' ability to lead change. The initial phase in managing change is to examine the requirement for change. Walt Disney has been a change specialist, who is important to successfully manage change. Because of his visionary leadership style, Walt Disney could shape an alliance of supports amid the early stages of the change, the alternatives leaders or change agents can utilize to manage change effectively. Walt Disney's leadership roles and responsibilities can be said to be powerful to a huge degree, despite the fact that they would change following economic encounters executed by the Great Depression (Cockerell, 2008). The case of how Walt Disney managed change demonstrates that his style to manage change met a portion of Katter's Eight Steps to Effective Change. He built up a feeling of urgency by conveying the reason as well as the need for change and developed a support change platform by holding motivating as well as presentations employees to pursue his main goal to change the company.

Through Walt Disney’s visionary initiative style, he could set up a changing culture. His vision to change the company was spread throughout the entire firm. Additionally, Walt Disney trained and enabled employees to follow up on the vision by building up training, learning, as well as improvement programs in the organization. Also, Walt Disney systematized the change in the organizational culture by making a change some part of the organization's vision and building up reward systems. The company’s growth that was quick to grasp new technologies additionally made it difficult for Disney to successful regulate individual activities and relate with every one of his employees at an individual dimension. It can be said that Disney depicted diverse leadership characteristics, for example, transformational leadership as well as authoritative leadership in the meantime.

Walt Disney enormously changed the manner in which his employees viewed different activities within the organization in their interest for both individuals as well as organizational achievement. Moreover, Disney could comprehend the need of his audience and rivaled graduates in the business region, however, he did not have such education. He was likewise speedy at making a judgment, authors state that Disney could detect the individuals who might make him and his interests to come up short or the individuals who could enable him to grow as well market his brand to the overall population (Griffin, 2012). One such example is the move to broadcast media where he could exhibit the things that he had invented. Accordingly, he could partner together with the opportune individuals in the industry and scale higher in the social economic ladder.

Problem Management and Decision Making

One of the source of contention that tormented Walt Disney was Organizational conflict. Lussier & Achua (2015) organizational conflict is characterized as "the conflict that happens when the objective coordinated behavior of one group block or defeats the objectives of another. By perceiving the main cause of the issues that Disney was encountering Walt Disney concentrated on his vision to construct an organization where individuals were motivated towards making great products. By transitioning Disney's concentrate far from profits, the organization could endure. As indicated by Wolfgramm et al. (2014), it is critical to distinguish the underlying cause so as to have the capacity to discover a solution for an issue. It appears Walt Disney was utilizing a team-centered decision-making model when making decisions so as to solve issues. By actualizing a team-centered decision-making model, Walt Disney could diffuse responsibility among individuals, enhance decision quality, and increase commitment by team members.

Disney depicted a leadership characteristic that is described by the sole control over different decisions and more often than not did not expect or tune in to the contribution of the employees especially with respect to parts of business development. He to a great extent settled on decisions based on individual thoughts and decisions, and once in a while did he acknowledge the advice offered by the workers. His leadership is generally pertinent in present-day organizations in different circumstances. For example, the modern business dynamism requires leaders who rush to make informed decisions without consulting different people, which eradicates potential delays and business loss. Disney helped in enabling the staff to concentrate on the performance of specific errands without being stressed over decision-making on complex problems.

Consensus Building and Negotiation

Walt Disney is otherwise called a great negotiator. He is well-known to be an astounding negotiator and a wonderful reputation in the art of negotiation. In this case, one of the key perspectives in Walt Disney’s negotiation is the manner by which he makes use of the title power towards his benefit during negotiation processes (Griffin, 2012). There are various power levels that Walt Disney consider using in his situation in the negotiation process (Lussier and Achua, 2012). His astounding communication skills likewise help in consensus building as well as negotiation. Also, he is depicted as one of only a few couples of persons who are called as inventive negotiators. Walt Disney has been very productive in building consensus with the general population he is included with.

Analysis Application to leadership roles and responsibilities in your organization

There is a great aspect of key perspectives that can be gained from the above discussion about leadership roles and responsibilities of Walt Disney. Examining how Walt Disney displayed aspects of leading and managing change, managing problem and making of decisions, as well as consensus building and negotiation demonstrated to me that my organization will require great leading and managing change skills so as to have the capacity to change over risks represented to by conceivable deregulations of the financial business into potential outcomes. My organization is centered around building regulatory detailing for financial related institutions. In this case, deregulation of the business would result in financial organizations purchasing less regulatory reporting software. So as to have the capacity to endure this risk my organization needs to create strong change managing skills.

I believe my essential attention will be to build up the skills for negotiation tactics as well as decision making. Concerning making of decisions, I will analyze the threats that I have to consider the conceivable outcomes which might possibly be what is expected. I will think about my position or title regarding negotiations. While negotiating, I will expand the result benefits and apparently think of a timeline on when the benefits are most likely going to be achieved. Concerning Leading and Managing Change, I realized that we are implementing the Kotter's steps process without the awareness.

References

Clark, D. (2001). Walt Disney and Europe: European Influences on the Animated Feature Films of Walt Disney (review). The Lion and the Unicorn, 25(3), 427-432. Doi: 10.1353/uni.2001.0030

Cockerell, L. (2008). Creating magic: 10 common sense leadership strategies from life at Disney. Crown Business.

Griffin, E. A. (2012). A first look at communication theory/Em Griffin. New York: McGraw-Hill,

Lussier, R. N., & Achua, C. F. (2015). Leadership: Theory, application, & skill development. Nelson Education.