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MGT255 Leadership And Teamwork
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MGT255 Leadership And Teamwork
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Course Code: MGT255
University: The University Of Sheffield
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Country: United Kingdom
Questions:
Answer any 5 of the following questions:
1.Are your organization’s values clearly defined? If yes, what are they? How would you describe your organization’s corporate culture? Can you identify anyone within the organization who exemplifies the corporate culture and values?
2.Visualize your ideal leader. Without vetting your thoughts, complete the below table. Try to think of as many adjectives as you can for each category of leadership traits.
Physical Traits
Personality Traits
Socioeconomic Traits
Work-performance specific traits
3.i) How does your organization measure performance?
ii) What triple bottom line reporting does your organization conduct?
4.i) Try to identify your most commonly used communication channel by conducting an audit of a typical day’s communications. Select a typical workday and itemize each communication channel you used (you may want to tally and then total at the end of the day). You can use the template provided below.
Communication Channel
Number of times used in the day
Individual face-to-face
Meeting
Presentation
Telephone calls (Including mobile)
Video-conferences
Reports
Memos
Letters
Emails
SMS
Others
ii) Do you have a preferred communication channel? Is it the most effective channel for the types of messages you typically transmit? Could you use other channels to improve your communication effectively?
5.Think of the last time you had to make a decision in the workplace. Was the decision effective? In your opinion, what makes a decision effective?
6.Do you believe ethics can be taught? If yes, why? If no, why not? In your opinion, what is the role of leaders for the development of ethical principles in their followers?
7.How is your performance measured in your current job? What leadership performance measures does your organization employ (if any)?
8.What role does CSR play within your organization? Research your organization’s CSR philosophies and literature? In your opinion, are the benefits to the organization tangible?
Answers:
1.Culture is a set of beliefs, values, attitudes and norms that must been followed in the organisation. The corporate culture of the Apple Inc. is one of the standardised cultures in the world. However, the culture is used to change from the few years due to the changes in the leadership from time to time but the values of the companies are used to be same (Guiso, Sapienza and Zingales, 2015).
The values of the company that is basically established by the Steve Jobs when he took over the charge as a CEO in 1997 that time the company was going from a bad time. The first value that to creating the best product in the market. It is the campaign for creating a brand image of the Apple. The Apple has a core value of thinking different from others by creating a unique and innovative product and marketing strategies. These core values of the Apple have helped the company to make so consistently providing excellent products. The top executives to the sales executives have been united by a common culture. The customers of apple can experience whenever they interact with the Apple. The other value of the companies believes that they are the face of the earth to make the great products. The companies believe in the simple and not the complex. The company believes that they have to own and control over the technologies of the products they make. The company has a belief to concentrate on the markets where they can make the significant contribution. The markets choose by the making where they can make a significant contribution. The company does not take thousands of the projects but they focus on the few projects that are meaningful and important for the company. The company followed the cross-pollination and deep collaboration that has allowed the company to innovate as other cannot. In a support of vision the core values are an important or an organisation (Apple, 2017).
Apple corporate culture is a key factor of the success of the organisation. Apple is known to maintain its secrecy that is considered the pinnacle of the Apple strategic marketing culture. Apple is also known to value and appreciate its employees that have helped to maintain the corporate culture in the company. Many theorists have described the Apple culture in relation to the motivation by rewarding the employees. Apple corporate culture enables the company to enables the human resource that helps or supports to achieve various strategic objectives. For example, the company’s culture traits are associated with the drive for innovation. These are the main factor that determines the competitiveness of the company in the online services, information technology and the consumer electronics industries. The corporate mission and vision statement has been based on the organisation culture. The human resource management has been continued to be maximised in the leadership of Steve Jobs and now though the leadership of Tim Cook for the business relevance in the various markets around the World. Apple uses its corporate culture as a tool for the strategic management and the success of the company. Apple corporate culture has benefitted the company to compete against the other companies like Google, Samsung, LG, Intel, Sony, Lenovo and the companies like IBM (Van and Fine, 2018).
Susan L. Wagner. Co-founder and Director of the Apple has exemplifies that the organisation culture for creative innovation. The company focussed on the high level of innovation that includes creativity and mind-set that challenges standards and conventions. The main characteristics of the corporate culture have been described the Apple director and co-founder is that the company that are:
To provide excellence at the high level
The creativity is an important factor of an organisation
Innovation is the key factor
The company maintain secrecy at all level
Moderate combativeness (Carlos, Rodrigues and Dibb, 2014)
It can be analysed that the Apple corporate governance has helped the company to achieve its vision and mission. The Apple cultural and values easily been seen by the apple customers who has been linked with the products of the Apple. Currently apple is one of the biggest companies that due to its creativity and innovations.
4.The communication channel is an important part of any organisation. Organisations that are globally established have been depended on the various types of communications. Adidas is one of the companies whose operations have been widely expanded all over the globe. Adidas is the multinational company that manufacture and design shoes, clothes and other accessories. The Adidas is famous for its sportswear items and other sport related items. There are numerous channels of communications used by Adidas for the communication. In this number of channels, it will be seen that how Adidas use each channel in a number of times a day in a below table of channels (Karjaluoto, Mustonen, and Ulkuniemi, 2015).
Communication Channel
Number of times used in the day
Individual face-to-face
10
Meeting
2
Presentation
1
Telephone calls (Including mobile)
7
Video-conferences
1
Reports
2
Memos
1
Letters
3
Emails
15
SMS
3
Others
2
It can be seen from the above table that the communication of the Adidas has been a quite similar from the other companies. It can be also noted that the email and face-to-face communication in the organisation has been widely been used. The emails are the best source to do the communication because it has been used to do the resource management and it can be said that the email has been companies preferred communication channel (Wang, and Fan, 2016).
Adidas used emails because the emails are the safest source to communicate. In emails all data has been put safe and secure. Emails are used for evidence for proving the communication. The other communication cannot be proved easily as compared to email because emails are in the written form in the digital platforms. These days it is the very common type of communication used by the companies and therefore can be said to have the most preferred communication channel (Fiordelisi, and Ricci, 2014).
Adidas has the view on why they most preferred on emails rather than any other communication channels. Adidas has stated that due to Adidas has global reach and it becomes easy for the company to reach every aspect by emailing. Adidas believes using the communication and the email is the best communication channel for the easy sharing. It is easy to measure the email from the other communication channel. The emails has the very easy process just login with your email id and password you can login, compose the email and easy to send. The emails are used by the executive to the top management and it becomes easy for the management to communicate with all (Storey, and German, 2017).
Adidas think that it is the best channel the company used for its communication for the type of work the company works. Adidas related work like designs, production requirements, operation details and other important guidelines required fast communication. The email is the best way of communication in the view of the Adidas as just not only, it is a fast way of communication but it also saves a lot of the cost for the company. In growing and developing of any company, the communication is the major source. Adidas is known to have a good leadership and flexible work environment. Adidas believes that face-to-face communication is not possible with every employee or the customer so they believe it is the best way to communicate is by email (Coombs and Holladay, 2015).
However, the email is the very good communication channel but there are some other communication channels that are also useful for communication. Many companies avoid the emails because sometimes the private information been misused by the employees. Therefore, now a days the communication through video conferencing becomes much effective than the other forms of communications. Through video conferencing, the person can communicate with any person anywhere in the World. It is also very fast communication and it is as effective as face-to-face communication. Adidas leaders can easily share their thoughts and expression to their management all over the globe. The company can give better productivity by using the video conferencing communication. The face-to-face communication is always better than the written communication but it is not as fast as email, video conferencing can be said to be the substitute of the face-to-face communication (Men, 2014).
6.Ethics are the moral principles that are used to govern the behaviour of a person or govern the activities of a person. Ethics always comes to the question that whether the ethics can be taught. In an editorial of the Wall Street that said that ethics cannot been taught and all the studies related to ethics are useless. Therefore, the issue raises that whether the ethics can be taught? (Prentice, 2015)
Philosopher Socrates has debated this question and his stand was clear that ethics is the subject that we ought to do. Therefore, ethics is a knowledge that can be taught. Most of the psychologists have been agreed with the views of the Socrates. Philosopher James Rest has described some of the answers that why ethics can be taught that are:
He has described that the ethical changes in a person comes mainly in the young age between 20-30s. The adults used the ethics for the problem solving strategies.
The ethical changes can be linked with the fundamental changes that by how the person perceives the society and his/her role in the society.
The change occurs in a number of years of the formal education like in schools, colleges.
The ethical studies helped to influence awareness of the moral problems among the peoples.
Moral perception and moral perception has generally been influenced by the person’s behaviour (Drumwright, Prentice and Biasucci, 2015).
Some leaders have mentioned that ethics can be taught and they have proved by applying the ethical values for him and for the success of the organisation. Howard Schultz an American businessperson. He was the CEO of Starbucks until 2017. Starbuck is an coffeehouse chain has been established all over the World. Starbucks has been named as one of the World’s most ethical companies and behind this, it was Howard Schultz who taught the ethics in the organisation. He has been honoured as one of the greatest leaders of the World. The Botwinick prize in the business ethics has shown the commitment of the Howard Schultz for the employees of the Starbucks. Swaya said in an interview with a magazine that Howard Schultz motivates him every day because he resides in every core of the company and its culture (Schoeman, 2016).
Howard Schultz has started the business ethics and compliance program that mission is to inspire and nurture the human spirit. One-cup, one person and one neighbourhood at a time that helps to protect the culture and by providing the resources that helps the employees to make ethical decision while working. Starbucks has the main agenda to fulfil the company’s requirements. The Starbucks has received majority of the reports by the Business ethics and Compliance that involves the issues of the employee’s relations. The employee relation has been considered important for an organisation success and the program has helped the company to provide the better ethical environment by good relations between the employees. Howard Schultz has the believe that ethics is an important for the organisational success. The program initiated by the Howard Schultz has been to distribute and develops the awareness materials that also includes the standards of the business conduct. The Standard of business conducts helps in the social responsibility and it states the employees in conducting the business. Starbucks new employees when joined the company has been exposed with the company’s policies of ethics and other social responsibilities. It has been stated that what they have to do and in what manner they have to do has been guided by the Starbucks (Banu, 2015).
Howard Schultz has proved the quality of a leader who by the good governance and with the good ethical values has been able to provide the ethical environment in the company. Howard Schultz has started many ethical training programs in the company. It can be analysed that the ethics can be taught as what Howard Schultz has able to achieve in the organisation and has proved the Philosopher Socrates view that ethics is a program that can be learned (Stephen, 2017).
7.The performance of the employee in the Toyota has been measured is by the objectives that has been set by the company. Toyota evaluates the performance by sales and production process. In order to sell the fuel-efficient cars of the company it is required to do planning and initiates the new methods to improve the sales and these are the main factors by which Toyota measured the performance. The speed for achieving the objectives is also the main performance measurement of the company. The speed to achieve the objectives depends on the good plans and technologies that are required to achieve the objective of the company. The time gap is an important factor for an employee, order placement and making the order and delivering the order to the clients on time (Shortell, Blodgett, Rundall, and Kralovec, 2018).
The staffs of the company are an important part of the organisation and for the successful business operation it is required that the employees give their best. The company must also take steps to improve the productivity of the employees by provide enough resources that can help the employees to improve the productivity (Blahová, Palka and Haghirian, 2017).
In Toyota, the global performance measurement has been taken place that suggests that how the company is doing. This global performance measurement Toyota uses the quality, financial, and safety measures of the company performance. Operation measurement is done to know how the plant and department are doing (Chiarini and Vagnoni, 2015). The global measurement of Toyota is better than the other companies. The employees work level and for the aggression for achieving the targets are very important for the company (Bento and Tontini, 2018).
Toyota has implemented some key performance indicators that have been proposed by the OIP for the better performance and leadership. These are the indicators for the balanced with Qualitative and Quantitative measures that has been used to improve the external and internal communications strategy. The key performance helps the companies to cover each are of the company. There are two forms of Quantitative measures, first is continuous that measure the values such as number of widgets, dollars, minutes and the second discrete measures that count things like number of accidents, complaints, new customer and the customer satisfaction. The Qualitative measures have been used to do the analyses the customer satisfaction measurement. It establishes the key measurements for the strategies for the companies with the balanced key performance indicators. The Toyota has clear understanding to do the progress by achieving the targeted goals and by improving the public perception and the communications (Goldman and Kates, 2017).
Toyota leadership has helped the companies in evaluating the performance of the employees. Employees have been evaluated by the Toyota. The leadership of the Toyota has been done by analysing the physical skills of the employees on the shop floor. The help has been provided to work if required without any delays. Toyota by its performance pragmas that has been discussed above has able to describe the company has achieved it goals by its good performance programs. Leadership programs have helped the management to provide the better quality and quantity to the customers. Toyota has employed the some of the important leadership programs that motivates the employees to say no to the good things and start saying yes to the best. The company believes in delivering the best and not to satisfy with the good. The leadership of the company has been analysed that how they behave with the employees or they interact with the employees. Toyota top management has the policies take meals with the employees, talk to them, and listen their problems. Toyota also focussed on the working hours, as their goal is to do the smart work in a limited time. The employees of the company have been given the proper training so they can provide the quality of work (Belandres, 2016).
8.Corporate Social Responsibility is also be said the self-governance or self-regulation. The companies made policies to govern the internal organisation or it can also be said the corporate ethic strategy. The Corporate Social Responsibility has its own importance and it is required for the companies that the company must not have the only purpose to earn profits, but they have to also think about its stakeholders. Some companies who have well managed the corporate social responsibility within their organisation. Microsoft is one of such companies who have well executed the corporate governance policies in the company and the result the company is one of the biggest companies in the World (Researchgate, 2018).
Microsoft has its separate corporate social responsibility team that collaborate the leader of all the business and operation all over the World and approach the corporate social responsibility issues. The head of the Corporate Responsibility directly reports to the president of the Microsoft and the legal head. The legal head Mr Brad Smith reports to the CEO, Satya Nadella. The company is engaged in to earn the trust of it stakeholders that include their customers, employees, shareholders, partners and the public.
The charter of the Regulatory and Public Policy Committee of the Microsoft states the responsibility of board of directors. It has been included that the company must examine or review and must provide guidance to the management and the board about the policies and programs of the company that are in relation to the corporate social responsibility, these includes environmental sustainability, ethical business practices, accessibility, human rights, privacy and cyber security and also responsible sourcing. The corporate social responsibility of the Microsoft is for the long-term business success. The other factors of the company’s self-governance they know that decisions of the company will affect their employees, customers, shareholders, partners and all the stakeholders they considers their views (Microsoft, 2018).
Microsoft has governing the Microsoft educating and empowering its employees as in the recent year Microsoft employees has done trainings on the standards of the business conduct. The Microsoft multiple channels take employees feedback and initiate the action on the issues. The company take labour and human rights at the Microsoft. Microsoft also takes care of the health and safety of the employees (Lins, Servaes and Tamayo, 2017).
Microsoft literature and philosophies regarding the corporate social responsibility has been came in the report of 2018 has been discussed. Microsoft has donated the $ 1.4 of billions of software’s and services worldwide. Microsoft TEALS program has given the computer science education to the 13,000 students in the 342 schools of the U.S. It has also spent $ 3 billion to the minority, disabled, woman owned business and the minorities. The company has been achieved the 100 % of carbon neutrality in the global operations every year since the year 2012 (Tai and Chuang, 2014).
There are different views of the philosophers on the Microsoft corporate social Responsibility. In view of the great philosopher, Melton is that if the company is achieving the profits that mean they have achieved the corporate social responsibility. But many philosophers takes other stands that corporate social responsibility does not over by earning profits as the company must achieve its goal with the fulfilment of the social responsibility is important for an organisation. Microsoft has set this example as it is the one of the biggest companies in the world and with its recent report it has showed that the company has not only the goal of achieving profits but also with the internal and external corporate social responsibility (Ahern, Byrne and Leavy, 2016).
It can be analysed that corporate social responsibility is not a burden for the company but it also helps the company in achieving their goals. Corporate Social Responsibility also helps the company to achieve both the mission and the vision.
References
Ahern, T., Byrne, P. J., and Leavy, B. (2016). Root metaphors for the management of projects: Toward a knowledge-based view. Project Management Journal, 47(3), 109-123.
Apple, M.W., (2017). Reproduction and contradiction in education:: an introduction. In Cultural and economic reproduction in education 22 (3)
Banu, L. S. (2015). Toward an ethics of speculative design. Journal of Philosophy: A Cross-Disciplinary Inquiry, 8(20), 69-76.
Belandres, E. B. (2016). Leadership Preferences of the Stakeholders of the Armed Forces of the Philippines. ABAC ODI JOURNAL VISION. ACTION. OUTCOME., 3(2).
Blahová, M., Palka, P., and Haghirian, P. (2017). Remastering contemporary enterprise performance management systems. Measuring Business Excellence, 21(3), 250-260.
Carlos Pinho, J., Paula Rodrigues, A. and Dibb, S., (2014). The role of corporate culture, market orientation and organisational commitment in organisational performance: the case of non-profit organisations. Journal of Management Development, 33(4), pp.374-398.
Carroll, A. B. (2015). Corporate social responsibility. Organizational dynamics, 44(2), 87-96.
Chiarini, A., and Vagnoni, E. (2015). World-class manufacturing by Fiat. Comparison with Toyota production system from a strategic management, management accounting, operations management and performance measurement dimension. International Journal of Production Research, 53(2), 590-606.
Coombs, W.T. and Holladay, S.J., (2015). How activists shape CSR: Insights from Internet contagion and contingency theories. In Corporate social responsibility in the digital age(pp. 85-97). Emerald Group Publishing Limited.
dos Santos Bento, G., and Tontini, G. (2018). Developing an instrument to measure lean manufacturing maturity and its relationship with operational performance. Total Quality Management & Business Excellence, 1-19.
Drumwright, M., Prentice, R., and Biasucci, C. (2015). Behavioral ethics and teaching ethical decision making. Decision Sciences Journal of Innovative Education, 13(3), 431-458.
Fiordelisi, F. and Ricci, O., 2014. Corporate culture and CEO turnover. Journal of Corporate Finance, 28, pp.66-82.
Goldman, A. H., and Kates, S. (2017). Pay-for-performance in orthopedics: how we got here and where we are going. Current reviews in musculoskeletal medicine, 10(2), 212-217.
Guiso, L., Sapienza, P. and Zingales, L., (2015). Corporate culture, societal culture, and institutions. American Economic Review, 105(5), pp.336-39.
Karjaluoto, H., Mustonen, N. and Ulkuniemi, P., (2015). The role of digital channels in industrial marketing communications. Journal of Business & Industrial Marketing, 30(6), pp.703-710.
Lins, K. V., Servaes, H., and Tamayo, A. (2017). Social capital, trust, and firm performance: The value of corporate social responsibility during the financial crisis. The Journal of Finance, 72(4), 1785-1824.
Men, L. R. (2014). Strategic internal communication: Transformational leadership, communication channels, and employee satisfaction. Management Communication Quarterly, 28(2), 264-284.
Microsoft (2018) The 2018 Corporate Social Responsibility Report. [Online] Microsoft. Available from: https://www.microsoft.com/en-us/corporate-responsibility [ Accessed 27th October 2018]
Prentice, R. A. (2015). Behavioral ethics: Can it help lawyers (and others) be their best selves. Notre Dame JL Ethics & Pub. Pol’y, 29, 35.
Researchgate (2018) Corporate Social Responsibility: A Philosophical Approach. [Online] Researchgate. Available from: https://www.researchgate.net/publication/247835603_Corporate_Social_Responsibility_A_Philosophical_Approach_from_an_Ancient_Indian_Perspective [ Accessed 27th October 2018]
Schoeman, C. (2016). Ethics and tax avoidance: ethics-in the light. HR Future, 3(Mar 2016), 36-37.
Shortell, S. M., Blodgett, J. C., Rundall, T. G., and Kralovec, P. (2018). Use of Lean and Related Transformational Performance Improvement Systems in Hospitals in the United States: Results From a National Survey. Joint Commission Journal on Quality and Patient Safety.
Stephen, J. (2017). New ethics rules attempt to keep pace with how lawyers conduct business. Wisconsin Law Journal. 13 (2)
Storey, M. A., Zagalsky, A., Singer, L., and German, D. (2017). How social and communication channels shape and challenge a participatory culture in software development. IEEE Transactions on Software Engineering, (1), 1-1.
Tai, F. M., and Chuang, S. H. (2014). Corporate social responsibility. Ibusiness, 6(03), 117.
Van Rooij, B. and Fine, A., (2018). Toxic Corporate Culture: Assessing Organizational Processes of Deviancy. Administrative Sciences, 8(3), p.23.
Wang, Y. M., Lin, H. H., Tai, W. C., and Fan, Y. L. (2016). Understanding multi-channel research shoppers: an analysis of Internet and physical channels. Information systems and e-business management, 14(2), 389-413.
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