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Theories of leader influence on organizational culture
Theories of leader influence on organizational culture
Douglas mcgregor theory x and y esay
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In the infamous prose “Attention Whole Foods Shoppers” Robert Paarlberg, a Harvard international affairs expert divulges on the ongoing warfare with the issue of sustainability. Paarlberg focuses on how the rise in global starvation increases in less developed nations, but it is often ignored by those in developed countries because of their fixation with the green revolution. He asserts many claims as to why Africa and Asia still have high food deprivation rates, which quite contrary to popular belief has nothing to do with overpopulation. This stems from lack of investment into agricultural infrastructure and investments. His criticism of whole foods shoppers seeks to bring awareness to the issue of world hunger and how the quest to eat organically
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
Abstract Chipotle Mexican Grill is a well-known company that deals with fast food and has made significant and distinctive progress compared to other companies in the fast food industry. The company not only prepares food in front of customers but also makes sure that food is made with integrity. The integrity is enhanced by finding, evaluating, and choosing the right ingredients, which are from animals, farmers, and the environment (chipotle.com). These are the principles that serve to direct and guide the organization and help position it as a leader in the industry.
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
Motivation allows for an employee to work harder than he already is. Many employees tend to exhibit their ambition within careers which contain opportunities that grant the advancement to higher platforms. However, despite there being such a low amount of career advancement possibilities at McDonald’s, securing a job at the fast food restaurant did not prevent Marissa Nuñez from gaining and displaying motivation. Rather, obtaining this job sparked her desire to succeed from her first real day; she began her career with an idea to race her cousin, who was also a McDonald’s employee at the time; this race consisted of a goal which was to determine “who could get the most customers and who could fill the orders in fifty-nine seconds” (440). Although, this action was more trivial than not, it sparked Marissa Nuñez’ inspiration to strive without her even knowing.
The media text I want to analyze in my full report is Food, Inc. (2009). Food, Inc. is a documentary film meant to showcase the faults in the American food industry and persuade viewers (consumers) to change the way they eat and to buy products from companies “that treat workers, animals and the environment with respect”. The film utilizes interviews from various kind of people such as farmers and food safety advocates to persuade viewers to make a change with their relationship with food. However, some of the claims that the interviewees make are questionable. Three specific tactics (fallacies) used in the text that I found to be questionable were, hasty conclusion, freeloading term and popularity.
The documentary, Food Inc., takes a deeper look at the food industry and how it has changed over the years. The McDonald brothers played a huge part in changing the food industry forever. The brothers began to run their restaurant in a factory style. Each worker only had one specific job to do. Because the workers were assigned simple tasks, they were all paid a low wage and were easily replaced.
Specifically, Ralph’s (similar stores are Vons and Albertson’s) and Whole Foods (similar stores are Gelson’s and Trader Joes) are two firms that utilize cost leadership and differentiation. On one hand, we have Ralph’s using cost differentiation by providing a broad range of merchandise at a decent price. On the other hand, we have Whole Foods that has implemented a differentiation strategy by marketing their merchandise as healthier (organic). The trade of for both companies is that they are attracting less consumers by just marketing to a specific crowed. For instance, if Whole Foods had lowered their price and still sold premium merchandise, soon Ralph’s would be in trouble.
For the business-level, Trader Joe’s adopted a differentiation focus strategy. According to our textbook with this strategy, Trader Joe’s seeks to differentiate in its target market. They rely on providing better service than broad-based competitors. Specifically, they focus on the special needs of the buyer in other segments (Dess, Page 159). Joe’s differentiates its self from other grocers by providing a unique shopping experience fortified with their private label goods and great service from their crew members.
In conclusion, Mr. Walton transformed the retail shopping industry. He possessed many leadership traits that help him to be successful both in his business and relation to his employees. His secret of success was to treat your employees like your family and live by the company motto, “Save Money, Live Better.” to provide customer and staff to spend less for more. His vision of volume over profit is notable, and his leadership style is remarkable, he takes care of his employees,
They have the ability to work the best from the people they manage through encouragement and their personal charisma. He believed that if people are treated as self motivated, they will act in this way. Based on McGregor's theory, Apples management style is a participative management style based on the theory Y, it is able to motivate its employees to achieve the best. Reward and Punishment Reward and Punishment is an important element of an organization.
In this era of globalization, the supermarket industry is one of the common investment sectors. It is also forming retail common categories of food products such as fresh and meats, poultry and seafood, fresh fruits and vegetables, canned and frozen foods as well as various dairy products. Investment in this industry can be profitable if succeed but bear in mind that risk still exists if monitoring process is not carried out. Therefore, Professor Michael E. Porter from Harvard Business School has introduced a tool for purposes of analysis potential industry which is the most profitable and potential. Porter stated that five forces are deciding an industry either beneficial at future or it will become a case study and commerce practice (Porter, M.E., 2008).
Organisations have long struggled to retain employees without pouring in too many resources into incentives, however there are many other factors that influence the motivation for an employee to work for an organisation. The following factors are very important to retaining employees: ➔ Vision and Mission: Each organisation has a vision set by its leaders, a ground basis on which it stands for. This vision is the key for driving innovation, research and development for the company. Vision is also the driving force and motivation for its employees, to push their limits and to outperform the competition.
Motivation is essential for a group as well as an organization. In the eyes of the leader of organization McDonald’s, authorizing and inspiring staff members to do the best in their job and they’re capable of helps create job satisfaction, lowering gross revenue in an industry that has a standing for stimulating its employees. In addition, a glad, stable workforce not just conveys better customer service; it is likewise more compelling at building deals and attracting repeat business. There are five concentrate benefits of employee motivation which Mc Donald’s approached at: 1. Improved Productivity 2.
Porter’s Five Forces Model Below is Porter’s Five Forces Model applied to the Saudi Food & Beverage industry in order to assess its attractiveness. Haggling force of clients. We think the haggling force of purchasers may be low because of those restricted amount of organizations operating for dairy & juice segments relative of the secondary populace for KSA. Furthermore, Almarai, a gigantic shares of the organization for worldwide standards, is accepted with be saturating consumers’ guidelines through advertising prominent items.
