The leadership behaviors at CVS reflects the aforementioned leadership philosophy. In an interview with leaders at CVS headed by Merlo motivates their employees to accomplish more than what is usually expected of them. According to Northouse (2013), the transformational leader plays a vital role in initiating change, where followers and leaders are inextricably bound together in the transformation process (Northouse, 2013). In the case of CVS, this is clearly evident by what Scott Baker, CVS Senior Vice President has to say : “nobody works in solos, we collaborate on concepts and ideas with the goal of providing our customers with best-in-class service and high quality merchandise” (CVS, 2015). CVS’ encouragement of open communication
Organizational culture is the foundation for organizations to strive and maintain success. Its structure of standards, include planning of human resources, management, health and safety, and the like. Organizations depend on these tactics to gain revenue, marketing strategies, and satisfaction of employees, and build relationships. Management should also be involved to create positive work environments, demonstrate great attitudes, and effective communication to its employees. The organizational culture at Walgreens is based on a variety of components within the organization.
Leadership plays an important role in managing the organizational culture. Changing an organizational culture involves strategic planning with long term vision (Kreitner, 2013, p.73). I would recommend Johnson to improve the organizational culture at J.C. Penney, provide artifacts of the company’s goals and culture. Artifacts can be easily observed, changed, and distributed. Communication and collaboration of employees is also very important.
3. How will Dan’s employees, who are used to being given clear direction and procedures, respond to Asher’s more relationship-oriented style? Dan’s employees could feel overwhelmed at the start. The structure that they used to have and follow would be removed from the equation, and they would be expected to handle everything on their own with only encouragement to support them.
Their philosophy is “whatever-it takes” and delegates the frontline managers to lead “it is your business, your division, your market, your stores, your aisle and your customers (Home Depot 2009).” Finally , transformational leaders by definition seek to transform. Sometime when a organization does not transform it’s, employees become unhappy and leaders will
Organizational culture; let’s begin with the definition. “A teaching process in which organizational members teach each other about the organization’s preferred values, beliefs, expectations and behaviors.” In researching which of the eleven areas that are being employed by the immense wireless communications company Verizon. The goal; formal statement sets itself ahead of the others. Granted, the carrier excels in several areas of culture change; but, the one sector that seemed to stand out among the eleven points taught in the week 's reading was Formal Statements.
Leadership’s influence on Organizational Culture: A Rupert Murdoch mess When you read about the scandal involving Rupert Murdoch, phone hacking, and his media empire including News Of The World and News Corporation, it’s hard not to wonder, “What the heck were they thinking?” The point is that the thought processes behind these acts were ingrained in the culture of the organisation and the way the employees were being led. Keith Rupert Murdoch, global media magnate, billionaire businessman and a ruthless competitor took a small Australian daily at the age of 21 to a massive multinational company raking in upwards of $30 billion in revenues and employing 50,000 people.
An Analysis of Lincoln Electric Company’s Culture through Assessment of its Case Study After thorough investigation of the Lincoln Electric Company’s (LEC) Harvard Case Study, certain understanding and reflections may be made about the company’s culture from a multi-faceted perspectives such as the visual aspects of culture and its maintenance dynamics as observed in the textbook’s Chapter 8. ( Carpenter, Taylor, & Erdogan, 2009) Continuing Influence of Founders at Lincoln Electric It is easily evident from the case study that the diverse aspects of LEC’s operations --- from investors, employees, and customers to how the senior management conducts and approaches its business --- all reflect the philosophy, vision, and ideals of its founders:
Transformation leadership seeks to change the status quo by articulating to followers the problems in the current system and a compelling vision of what a new organization could be. He had a vision that blacks and white will unite and become as one. He envisioned that everyone will be treated equally no matter the race or gender. Transformation leader effects apply to entire organizations as well as to individual followers of the leader. I can say by watching this clip, you should never be afraid to speak up for yourself.
“Don’t Blame the Eater”, composed by David Zinczenko, discusses fast food being one of the main causes for kid's obesity. This article occurred in connection to two children documenting a claim against McDonald's for making them fat. In his article Zinczenko states, “I tend to sympathize with these portly, fast-food patrons, though. Maybe that’s because I use to be one of them''. That is precisely what he is doing, feeling for these children.
Boost Juice is an Australian organisation that specialises in making juice, but has also recently opened ‘Salsa’ stores as well. They started in 2000 and since then have opened 250 stores in 12 different countries (Boost Juice, n.d.). This report analyses the organisational culture, management and leadership styles of Boost Juice as well as how they engage and motivate employees in the documentary Undercover Boss. An issue and strength will also be identified within this and recommendations will be made. Finally, the Undercover Boss method with be evaluated in order to support the recommendations made.
I think they wanted him to completely change the atmosphere at the workplace and relationships between managers and subordinates. Taking in consideration
In order to increase strength in the position of transformational leadership. In terms of business, Lou Gerstner, the present chairman and CEO of IBM is one of the best examples
This is because he does not have the correct method to make his vision a successful reality. He seemed to want to transform and prove that new technologies and management could indeed work to make HTE the best manufacturing company. Another thing that he had done correctly was create a vision statement for all the employees to see a clear statement on the company’s vision and mission. However, the statement was unclear as the years passed due to confusion on what the employees responsibilities were. Then the employees began to feel uncomfortable due to some changes that gave employees more control in certain circumstances where it would have been better with less.
Transactional or Transformational Leadership Style Gates was both a transactional and transformational leader. As a transactional leader, he made sure to visit the new products teams and inquire challenging questions to the point that would make him satisfied and ensure that the team are on track and have a clear understanding about the aimed goal (Pamela Spahr, 2014). He is well known for his emphasis on rigid structure, hierarchy and his system of reward and punishment to achieve outcomes. His strict standards of what he wants is what made Microsoft successful and he ensures that his employees do not deviate from these standards (‘’Mindvalley academy blog’’, n.d.). In addition, Gates has a transformational leadership style.
