Working With Atlantis Global Corporation

When a company’s market share or bottom-line is being threatened effectiveness is showing signs of deterioration ineffectiveness a growing number of studies addresses the influence of leadership behaviors in shaping an organization’s culture, and ultimately their success (Yahaya & Ebrahim, 2016). This awareness can have a profound impact on strategic initiatives that drive organizational effectiveness, such as human capital.

Hence, at the offset of working with Atlantis Global Corporation (AGC) is to identify the leadership styles of both John Dawson, the CEO, COO, and Chairman of the Board of Directors and Shawn Williams, the Director of Global Human Capital Management. Thus, the overview of the AGC human capital challenges (Colorado Technical

According to research, a core characteristic of an Authoritative leader is that the organization’s they lead adapts to a top-down leadership approach, and the include something else (Colorado Technical University, 2017; Rubin, 2013). While this leadership style may be less inviting in most contemporary workplaces, an authoritative style of leadership can be fitting for a work environment where employees need clear direction. Therefore, working with John, I must be mindful to take consideration John’s propensity to be controlling, maintain the status quo, and to challenge change. Thus, acknowledging John's knowledge, and the level of success he has accomplished with AGC will also be significant. Most, importantly when I provide information and make recommendations to support AGC human capital strategy objectives John will likely need evidence-based data to persuade his decision-making. Lastly, coaching John to let go of some control could help with creating a more participatory work

Among the characteristics used to describe a transformational leader include: influential; a focus on collective interest, develop change by crafting the vision; championing followers to buy-in to the vision; and inspiring their subordinates to a higher level of performance (Rubin, 2013; Yahaya & Ebrahim, 2016, Marques, 2015). Yahya and Ebrahim (2016) study on leadership styles and organizational commitment describe transformational leadership as the “most influential leadership theory in the last two decades” (p.194).

While having Shawn with the traits of a transformation may seem promising for the dealing with the human capital challenges at AGC, there can be cautionary tendencies associate with a transformational leader that should not be ignored. For example, transformational leaders tend to focus on the goals or the big picture and less attention if any at all to the details (Rubin, 2013). Additionally, when it comes to organizational change, transformational leaders may put too much focus on changing their “followers,” and lose focus on other changes needed for the organization (Anderson,