Correct My assignment

Introduction

Different business leaders employ different leadership styles in business structures. Some leaders thrive in visionary styles while others do well in managerial type of leadership. In many cases, business does well under strategic leadership styles. It is vital to note that the type of leadership implemented within any kind of business organization depends on the type of organization. Political entities thrive in charismatic leadership, family entities do well in strategic leadership, while military style organization do best under managerial type of businesses. On the same note, the type of leadership in any organization may not be one. Using traits and characters of different types of leaders in the positive format can help in building a successful business empire. This paper seeks to explore the different leadership theories, assessment tools, and roles of ethics, values, and attitudes in building a formidable work force. The paper will also evaluate strategic leadership as one of the elite leadership style that Taira Brandt can use to turn around their family business. The paper will also evaluate and assessment the transition of Taira Brandt from a company daughter to the company chief executive officer. The company in question will be Brandt Apps Inc. The paper will also assess the current role of Taira at the company and suggest mechanisms and best plans for her ensure she has a successful stint at the helm of the family business. The paper will also look at the leadership challenges that might come from the company under her leadership. Comment by Patrick Dempsey: Interesting observation. Comment by Patrick Dempsey: Statements like “this paper” or “in this paper” belong in abstracts, no introductions. Comment by Patrick Dempsey: Good identification of specifics Comment by Patrick Dempsey: her Comment by Patrick Dempsey: The case was for Invitations Inc. Please note that throughout you have strayed from the actual case as provided in class. Nevertheless, I will comment on what you have written in terms of the case you are presenting.

Types of leadership styles in business

Transactional leaders

These are goal oriented leaders that relies on rewards and compensations to attain goals. Failure to meet any simple target or mission of the organization results into punishment. On the other hand, employees who meet targets and drive the operation of the company passed the targets are rewarded handsomely. According to Scott-Halsell, Shumate, and Blum, transactional leaders often appeal to the levels of the human wants and aspiration in Maslow’s hierarchy of needs. They target the basic human needs such as food, shelter, shelter, and clothing (2008). According to this style, Taira will have to confront the employees at Brandt Inc. to successfully complete a task before they get rewards in terms of salaries and remunerations. In order words, transactional leadership will demand that any employee that fails to meet the needs of the customers of Brandt Inc. will receive a punishment in the form of non-payment of dues. In essence transactional leaders compel the workers to perform in order to avoid punishment and not necessarily in order to improve in service delivery in the market (Scott-Halsell, Shumate, and Blum, 2008). Comment by Patrick Dempsey: rely Comment by Patrick Dempsey: in Comment by Patrick Dempsey: Scott-Halsell, Shumate, and Blum (2008) . . . Comment by Patrick Dempsey: Redundant Comment by Patrick Dempsey: You would need to indicate authors here. Comment by Patrick Dempsey: I think this style would need to be modified, I am not sure “punishment” is the correct word or idea.

Transformational leadership

Transformational leadership relies on inspiration, passion, and vision for the company. Transformational leaders are more charismatic about moving the company towards higher height with the plight of all the employees and thee customers taken into account. In Maslow’s hierarchy of needs, transformational leaders strive to appeal to higher needs of the customers and the employees such as self-esteem, self-actualization, and self-fulfillment. According to Wang and Huang, transformational leaders provide individualized contemplations and intellectual motivation in the management and guidance of the employees at work place (2009). In essence transformational leadership relies on four key aspects which include individualized consideration, idealized influence, inspirational motivation, and intellectual stimulation (Wang & Huang, 2009). Comment by Patrick Dempsey: Citation? Comment by Patrick Dempsey: date Comment by Patrick Dempsey: the Comment by Patrick Dempsey: good incorporation of resources

Current role

Before appointment to head Brandt Inc., Taira was the head of promotional and marketing department at the company. In this role she spearheaded the market and used her fashion shows and ambassadorial roles to advertise and win hearts of many customers in the company. This coupled with a master degree in business administration with specialization in sales and marketing, the company performance in the sale department improved tenfold within five years of Taira’s lead at the department. As a fashion star, Taira also believe in driving company goals and mission in close coordination with the employees. In order to replicate her success stories in the promotional and marketing department to the entire company, she will have to do more. Comment by Patrick Dempsey: believes or believed Comment by Patrick Dempsey: do more what?

Different assessment tools at Companies

In order to assess the productivity and level of efficiency, Taira must develop a new work productivity assessment tool at Brandt. Since the company relied solely on external consultants in assessment productivity levels among the employees, a shift towards internal assessment will provide a platform for turning around the company fortunes. In this work productivity assessment tool, Taira must focus on facilitating discussions and deliberation within the company on issues such as the strength in terms of App sales and customer bases as well as the weaknesses and areas that require improvement. The important aspect of work productivity assessment system is that it takes into account the opinions of the company owners, management, union, and all staff during the assessment. Given that Taira is just coming into management of a family business, the tool gives her a better advantage since she will be responsible for undertaking the comments on the family concerns on the performance of the company. The positive influence on business sometimes drives an organization to the better direction (Dess, 2012). This tool will also take into account the concerns of the suppliers and a few sampled customers to ensure that all stakeholders have a say in the overall performance of the company. In this assessment tool, some of the key clusters of observations that will inform the final performance level in the process include the strategic focus of the company in terms of product thinking such as app development and software manufacture; identification of the staffs’ ability to clearly define their roles and why they hold such responsibilities; level of staff facilitation in terms of tools required for their different jobs; and whether the leadership system in place inspires the entire company. Other vital aspects that this tool can cover to help Taira understand the level of performance at Brandt Inc. include company working culture; constructive work place relationships; correlation between rewards and working conditions; and employee training and develop (Dess, 2012). Comment by Patrick Dempsey: Interesting ideas Comment by Patrick Dempsey: Citation? Comment by Patrick Dempsey: Good idea Comment by Patrick Dempsey: Good ideas and application to the case you are presenting.

Ethics, values and attitudes at work place

Work ethics represents the conglomeration of morals, behaviors, attitudes, and communication at work place. In general, every employer expects his/her employees to develop high standard work ethics that appreciates every employee. All employers strive to eliminate any form of discrimination against other employees based on the abilities, gender, race, and other differences (Maxwell, 2003). Taira must therefore reaffirm Brandt Inc. believe in all employees. She must struggle to reestablish the culture of moral correctness, and honorable behavior of all employees at work place. Some of the key issues she must address in the company culture and work ethics include the following. With ethical standards in place, the leader will be able to exert her influence and also ensure that the organization adopt the best practices in the industry.

Respect and communication

In this aspect, Taira must demand that all employees value and appreciate one another. The customers must be treated with utmost respect and dignity. In so doing the company sets precedence in developing a system that appreciates cultural diversity. Any form of disrespect should be punished as this will reflect a negative image of the organization to the customers (Pierce, & Gardner, 2002). A company that boats of internal respect and awesome communication systems promotes cultural identity in the market. Apart from such initiative developing clear and open relationship and communication among employees, it improves productivity levels since every employer and stakeholder in the company has a sense of belonging (Seligman, 2002). Comment by Patrick Dempsey: No comma Comment by Patrick Dempsey: boasts Comment by Patrick Dempsey: citation?

Cooperation and team work

Business leaders require good skills in developing cooperation and good working relationship among employees. Through involvement of all employees in decision making and conflict management in the company, Taira can develop a people’s driven decision making processes at Brandt Inc. In such a structure, managers in the company have little voice in the decision thereby giving low level employees ample time in increasing the productivity ideas. Cooperation and team work instill discipline and honesty among employees. These in turn lead to efficiency in production thereby reducing company operation costs (Pierce, & Gardner, 2002). As a transformational leader, Taira should strive to appreciate the self-actualization needs and appeal to employees’ self-esteem. This will make the employees feel as part of the system as opposed to merchants in the systems (Maxwell, 2003).

Value and Appearance

Work values represent more specific attitudes and collective expectations of the company than personal values. They have powerful correlation with general behaviors and attitudes of employees and customers at work place. This implies that developing good work values and appearance systems at Brandt Inc. will give Taira higher chances of success. As a company that seeks to revolutionize the app industry and other forms of software for internet, concern for other employees, honesty, transparency, customer service, and accountability should lead as company’s key values (Maxwell, 2003). In terms of appearance, employees should exhibit positive attitude towards dress code, health and safety procedures at work place, and respect the moral standards of self-discipline every time. In this aspect Taira must acquire the services of experts in reviewing company policies in regards to regulations and provision that govern work ethics. Even though the company should not micro manage employees out of work stations, it is imperative to develop a culture of self-respect and adequate care on how employees of Brandt Inc. carry out themselves while in public places. They should behave with decorum as they are ambassadors of company product and service whenever they are. Any form of improper behavior among the employees in public places might taint the image of the company hence should be avoided at all costs (Maslow, 1999). Comment by Patrick Dempsey: the Comment by Patrick Dempsey: the Comment by Patrick Dempsey: again, great incorporation of resources. Comment by Patrick Dempsey: micromanage Comment by Patrick Dempsey: was this really from maslow?

Best leadership for Taira

Based on the nature of the company and the talents of Taira, transformational leadership style should be the best option for her to consider in turning around the fortunes of her family business. In case Taira has to use this type of leadership style, she must master the art of using individualized consideration in management of employees. In this, she must recognize individuals as important aspects in company success and not just employees. She must therefore strive to give each employee at Brandt Inc. a personalized attention and mentor each to developing internal drive and desire for success at Brandt Inc. she must be able to develop a two-way communication system in which she accepts and receive comments and concerns of all employees. She must also be able tolerate all the employee differences and engage in delegation of roles at individual levels (Pierce, & Gardner, 2002).

Challenges

Chances of misusing influence

Taira is a star. She has a huge following and influences a large number of people in real life. At the company some of the employees may be her fans in the fashion world. However, if her charisma is not used in driving the company goals and aspiration, there exist high chances of failure in her term as the company’s chief executive officer. With huge following and company backing, her misstep in investment decision with high risk can plunder the company into losses. She must remain careful not to drive personal initiatives at while at the helm of the company (Lussier, &Achua, 2004).

Insatiable inspiration

As the lead person in the company with influence over other employees, Taira will drive the company with a lot of inspiration. If you have all employees backing you in a company, chances are high that every decision taken will receive vigorous backing among the employees. However, care is necessary constant undertaking of decision with long terms goals and less impact on the performance of the employees and the company will kill the spirit of the company. Employees lose vigor when their innate energy in production their efficiency goes down and the likelihood of losses become high (Lussier, &Achua, 2004).

Conclusion and summary

Brandt Inc. is a worldwide brand in the app industry. The company has been successful in the past ten years with rising profit margins each year. Part of this success is attributed to the role of Taira Brandt while at the helm of the promotional and marketing department at the company, she turned around the sales volumes and consumer loyalty rose by tenfold. As she moves to top of the company as the chief executive officer, she needs to reestablish her zeal and inspiration at the marketing department and replicate it in the entire company. Despite the challenges that come with such leadership as well as the entry of other competitors in the market, Taira has high chances of transforming the family business into a successful empire if she adopts the right leadership approach that will enable determine the future of the organization.

References Comment by Patrick Dempsey: I like your list of sources here but I do not see course materials?

Dess, G. G. (2012). Strategic management: Text and cases. New York: McGraw-Hill/Irwin.

Lussier, R. N., &Achua, C. F. (2004). TransformationalLeadership: Theory, application & skill development. Boston: Warner Books, Inc.

Maslow, A. (1999). A Theory of Human Motivation. Psychological Review 50, 370-396

Maxwell, J. (2003). There’s No Such Thing as Business Ethics. Boston: Warner Books, Inc.

Pierce, J. L., & Gardner, D. G. (2002). Management and organizational behavior: An integrated perspective. Cincinnati, OH: South-Western College Publishing.

Scott-Halsell, S., Shumate, S., & Blum, S. (2008). Using a Model of Emotional Intelligence Domains to Indicate Transformational Leaders in the Hospitality Industry. Journal of Human Resources in the Hospitality Industry.7(1),51-93

Wang, Y. & Huang, T. (2009). The Relationship of Transformational Leadership with Group Cohesiveness and Emotional Intelligence. Social Behavior and Personality, 37(3), 379-392.