Presentation of Leadership and Management Strategy

Running head: 21ST CENTURY LEADERSHIP 1

21ST CENTURY LEADERSHIP 8

21st Century Leadership

Curtis Taylor

Dr. Powers

August 19, 2015

21st Century Leadership

Introduction

Leaders of different capacities exist with devised methods that work to be the driving forces of most companies. The leadership style that exists in successful organizations is due to the size and the kind of business the organizations carry out. This paper focus on the effective leadership styles, especially for chief executive officers as the senior management possess some leadership traits. In addition, analysis of the organizational structure and culture, effectiveness of the leader’s performance and the best practices that other organizational leaders can use in order to motivate employees so that the organization move to the next level, are also discussed.

Leadership styles of chief executive officer of apple

First, a good CEO is effective and efficient in academic, experience and managerial skills. Alkhafaji (2001) asserted that good CEOs of most prospering organizations like Tim Cook (chief executive of Apple Company) are reliable and committed executives, especially in performing their duties. They work hard to see an opportunity in every problem and the apply knowledge, working smarter, and exploiting opportunities while struggling to inspire workforce and do innovative breakthroughs. CEO Tim Cook does influence the leadership style by listening and respecting the employees. This is because the employees are the driving force of any organization. Affectivity and efficiency among the CEO s does not involve hesitation while mentioning the risk involved and consequences of not moving forward.

Secondly, good and stylist leaders (CEOs) are good in corporate entrepreneurship. Alkhafaji (2001) further noted that chief executives disrupt industries because they believe in a better way of doing things and always have something to prove to the world. Their vision for their company is their vision for life. A good example is Steve jobs, co-founder and former chief executive of apple company the former CEO influence the leadership style by looking at opportunities and when they are very challenging they push back hard. Therefore, any other chief executives should keep on pushing in such a way that deliberate that they know what is to be done for the success of the organization. This strategy will automatically earn you the CEO respect.

Third, CEOs use rising-star and global missionary strategy to spearhead the leadership of the organization. Their personal and corporate mission to make significant difference in society, as well as in company, hence they are inspiring and energizing (Gagné, 2014).

Organizational structure and culture of Apple Company

The organizational structure of Apple Company entails functional structure since the company is organized along functional line (Gagné, 2014). In functional kind of organizational structure, people are grouped basing on their common expertise, experience and resources. Employees within the functional divisions of an organization perform a specialized set of tasks. This results in operational efficiency within the group. However, it could also lead to lack of communication between the groups in the organization as is the case in apple.

With regard to the structure of the organization, apple’s CEO, is noted as charismatic leader who possesses a very strong passion for creativity and motivation. Based on the models that Weber, burns and bass developed, the CEOs in Apple Company can be described as a transformational leader. This is because it is evident that the human capital is highly motivated. Further, the other internal and external partners of apple are influenced to be able to attain the highest degree of efficiency. It is believed that the rise of apple was immensely aided by jobs amazing energy, compelling personality and persuasiveness.

Transformational leaders are in record to be using their authority and power to fundamentally reform the organizational operation. In this case, they change the old ways of doing things (DuBrin, 2012). This is what CEO of apple Steve Jobs has done as analysts believe that he inspired the employees at apple to come out with unconventional products by thinking differently.

However, this kind of leadership has some limitation in that duty is placed over personal consideration. This is well reflected in the report that, apple employees see it as a club rather than a family and that apple view task accomplishment more importantly than the process or relationships formed (DuBrin, 2012). Moreover, transformational leadership style sometimes become indispensable of the leader as it is a leader centric system (burns 1978) analyst has suggested that the biggest challenge facing apple is their strong attachment to its charismatic leader, jobs. A man accredited for inspiring apple to a greater height. However, stakeholders are concerned about the company’s future in his absent.

Collinson & Jay (2012) purported that Apple’s management style is a participative management style based on the theory y as it is able to motivate and draw out the best from its employees. However, apple can also be said to be using the threat of no rewards or even dismissal to force employee to work toward the organization's objective. This is consistence with the authoritarian management style of theory x.

Among the styles that the management employs to make sure that the objectives are met include the work hard play hard style. This is seen in the fact that apple employs only people who are hardworking and committed. This has enabled it to foster a culture of dedication and hard work (Collinson & Jay, 2012).

The positive side of Apple’s work ethics is its relaxed and casual work culture. Taken from the argument of Pinnow (2011), suppose a toxic or dysfunctional work environment is create, then the results would be behavior from the employees. This means that if the CEO can be able to create a relaxed functional working environment, then your employees of the company they are leading would be productive.

Considering what other organizational leaders do to motivate employees and transform their company is equally important to the development plan of apple.

Building a constituency of engaged employees in as much as this can be very important to the organization, engagement should start with each person who is subjective to any performance of the organization. Pinnow (2011) noted that employees do not check their individual personalities at the door when they come to work. Therefore it is important to know that they are respected as individuals at work can have a significant impact on how employees view their overall lives.

According to Pinnow (2011) each individual employee and their potential happen beyond the job description, hence tapping that potential means recognizing how an employee's unique set of beliefs, talents, goals, and life experiences drives his or her performance, personal success, and well-being.

The CEOs, the managers and leaders should know their people, most importantly who the people are, and not only what they do. Every interaction with an employee has the potential to influence his or her engagement and inspire discretionary effort (Collinson & Jay, 2012). How leaders manage their employees can substantially affect engagement levels in the workplace, in turn influencing the company's bottom line. Here are five strategies organizations can use to help build their constituency of engaged employees

· Using the right employee engagement survey

· Focusing on engagement at the local and organizational levels

· Selecting the right managers

· Coaching managers and hold them accountable for their employees' engagement.

· Defining and explaining engagement goals in realistic and other everyday terms

Strategic prioritization on increasing engagement should be a measure for employee engagement and its concern importance. Measuring the right things especially those that are most important for performance and provides a framework for positive change, (Alkhafaji, 2001) noted that employee engagement measurement tools can be designed to initiate company's transformation. This, however, will help create sustainable growth.

Some trait says a lot about the kind of corporate culture that apple has maintained for a long time, which differentiates them from their competitors. In the apple company employees are able to concentrate majorly on their work, but not than thinking about their appearance (Alkhafaji, 2001). This has enabled the company to achieve a high degree of employee’s commitment to work. Apple's casual dress culture may be detrimental as it may be signaling a indifferent and negligent attitude at first impression. This is to say that, they may appear unprofessional to business partners.

Business ethics

Apple's businesses ethics are a set of believe making the organization stand as it take it stages for growth. Generally, ethics covers its responsibility to apple's stakeholders, shareholders, employees, customers and the society in general. The fundamental principle of apples business ethics is said to be ‘use good judgment’. In its mission statement, apple stated that it is committed to protecting the environment and ensuring health and safety of its employees and the global community (Gagné, 2014)

Although Apple has developed consistent code of business ethics, it has not succeeded to implement them. Furthermore, it has not fostered a sound ethical organization culture. Their fundamental principle and mission statement is not reflected in the way they do business.

On the other hand, it is unethical for apple to maximize the returns to its shareholders at the expense of its employees work life balance. Making money is not wrong in itself, but it is the manner in which apple conducts its business by exploiting its workers that is wrong. All these are the making of the CEO.

Secrecy

DuBrin (2012)) suggested that a key social responsibility for any business use of its recourses and energy in activities that helps the organization increase its profits as long as it stays within the stipulated rules and engaging in open business and without deception. However, apple operates a closed business information policy. They maintain a culture of secrecy and impose harsh punishments on employees who violets the rule by sharing information.

Benefits and reward

Benefits and rewards are an important element of an organization and are the main reason why people work. It is a return in exchange between an employer and his employees as an entitlement for a job done (Collinson & Jay, 2012). This view has been supported in the apple company.

References

Top of Form

Alkhafaji, A. F. (2001). Corporate transformation and restructuring: A strategic approach. Westport, Conn [u.a.: Quorum Books.

Bottom of Form

Gagné, M. (2014). The Oxford handbook of work engagement, motivation, and self-determination theory.

DuBrin, A. J. (2012). Essentials of management. Mason, Ohio: South-Western/Thomson Learning.

Collinson, S., & Jay, M. (2012). From complexity to simplicity: Unleash your organization's potential. New York: Palgrave Macmillan.

Pinnow, D. F. (2011). Leadership - what really matters: A handbook on systemic leadership. Berlin: Springer.