Business Analysis: Nbcuniversal

Leadership Models: From Weber to Burns to Bass Presentation Introduction Max Weber Model of Transactional and Transformational Leaders James MacGregor Burns Model of Transactional and Transformational Leaders Bernard M. Bass Model of Transactional and Transformational Leaders Bennis & Nanus Transformational Leaders Schein Culture Change as Transformation Introduction Introduction: From Weber to Burns to Bass Traits Behaviour Charisma Situation Transformational Leadership Max Weber 's Model of Transactional and Transformational Leaders Max Weber Asks how a leader can "legitimately" give a command and have actions carried out? Classified claims to the "legitimacy" in the exercise of

Over the past twenty years, an abundant body of researches have been done to review transformational leadership and transactional leadership. Burn (1978) was the first person to introduce and conceptualize the concept of transformational leadership and transactional leadership. Bass (1985) based on Burn’s concept and deepen his notion with modifications, which stated that one of the best frameworks of leadership is transformational or transactional, but not opposing to each other. Followed by Bass and Avolio (1994), they provide the idea of these two leaderships and generalize them into the development of global economic world. Bass and Avolio (1997) also suggested that there was no need to view transformational and

Transactional leadership is built on reciprocity, the ways in which leaders and followers influence one another, and the idea that the relationship between leader and their followers develops from the exchange of some reward, such as performance rating’s, pay, recognition, or praise (Marturano, 2004). This style of leadership does not promote a close relationship amongst the boss

If elected, a C4U government would work to create accessible and affordable education for all Canadian citizens, to provide equal development opportunities. The bulk of this cost would be recovered by a new revenue stream coming from private businesses, refunding the educational costs of the students once hired. This would also eliminate students from coming out of education with massive debt. With companies generating high profit margins through this movement, the extra income gathered is entirely invested into advancing and growing the current educational system. The refunding mechanism will also subsidize the investment in improving online learning and remote education platforms. The government and students are hereby freed from

Finish Line combined with its subsidiaries, is one of the biggest athletic apparel retailers in the United States. The Finish Line company operates two different retail stores around the country, one under the Finish Line brand name and the other called Running Specialty. Finish Line is a premium retailer of athletic shoes, apparel and accessories. As of April 4, 2014, the company operated 644 Finish Line stores (Sec.gov). Also, the company operates a website www.finishline.com. Brand names sold by Finish Line include Nike, Brand Jordan, Rebook, adidas, Under Armour, New Balance and more. Footwear accounts for approximately 89% of Finish Line’s net sales (Sec.gov). Finish Line’s goal is to continue to be a premium athletic footwear retailer by selling the most updated products from the biggest brand names in an engaging and exciting shopping environment with knowledgeable staff trained to deliver excellent customer service.

I work in media sales for Comcast. We work with advertisers and ad agencies in the Chicago Market. To be brief, we sell TV commercials on Cable Networks. The most egregious example of rent seeking would be our make-good process working with ad agencies and/or advertisers. Basically, we have it written in our terms and conditions that we are allowed to make-good dropped spots however we see fit unless specified by the advertiser or ad agency. The savvy buyers are very specific on how dropped spots can be made good. On the surface, seems like this relatively harmless, right? It would make business sense to make-good the dropped spots on like networks and programs. Happy client equals more revenue long-term. The main issue is how our Account Managers are compensated and not the terms and conditions. Our Account Managers main responsibility is to ensure 100% run-rate meaning we can invoice the client for the full amount of the contract. The bonuses of the Account Managers are based on run-rate. The incentive is built in to throw those dropped spots back on wherever they will run to make sure the bonus checks keep coming. A common phrase that is uttered by Account Managers is “I make the dollars good, I don’t make the spots good.”

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“The media’s the most powerful entity on earth. They have the power to make the innocent guilty and the guilty innocent, and that’s power. Because they control the minds of the masses.”. In the media industry everyone is always wanting to gain more power, the more power you have, the larger audience mass you gain. “Comcast” as a type of organisational company owns many media sectors and these include; video, high speed internet, phone, advertising, franchise fees, cable, corporate, NBS cable networks, NBC Broadcasting television, Universal Filmed Entertainment, Universal Theme parks and NBC Universal. Here is a chart demonstrating their revenue income

Comcast is back at it again. In February, the FCC voted on a plan to open up the cable box market to competition, which would allow you the opportunity to buy your own, technologically advanced box. Now you won’t have to put up with those terrible out dated black boxes underneath your television sets. You theoretically would be able to purchase your own box instead of paying monthly fees to rent a huge rectangle that someone had rented for years prior.

Another stakeholder of Comcast is its employees. Employees want and need an objective so he or she can fulfill its obligations. Employees want to know its responsibility daily to ensure the completion of the job satisfactorily. Employees want goals to have clarity and outlined on a regular basis. Another need employee’s want is for the goals of the company remain measurable and obtainable. Another need employee’s want is the ability to make decisions. This action enables the employees to feel like an important member of the team. Employees need independence and flexibility when working because it demonstrates trust in their

Comcast Corporation, based in Philadelphia, Pennsylvania, is the largest cable company in the United States. Comcast develops broadband cable networks and are involved in electronic retailing and television programming content.

3.) Strong presence in high margin health services business. In addition to UnitedHealth Group’s leadership position in the health benefits market segment, UnitedHealth Group has strong information and technology based health services platform through its business segments which is Ingenix, OptumHealth and PrescriptionSolutions. The “CNN MONEY” (2012) website states Ingenix is one of the largest health information, technology and consulting companies in the world. The UnitedHealth Group derived $2.3 billion of revenues from Ingenix which contributed $284 million (excluding $200 million in goodwill impairment and business line deposition charges) of operating profit, and an operating margin of 12.1% during FY2010.

Bass, B. M. (1990, Winter). From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics, pp. 19-31.

Over the past twenty years, an abundant body of researches have been done to review transformational leadership and transactional leadership. Burn (1978) was the first person to introduce and conceptualize the concept of transformational leadership and transactional leadership. Bass (1985) based on Burn’s concept and deepened his notion with modifications, which stated that one of the best frameworks of leadership is transformational or transactional. Following Bass and Avolio (1994, p. 4) provided the idea of these two leaderships and generalized them into the development of global economic world. Bass and Avolio (1997) also suggested that there was no need to view transformational and transactional leadership as

For this paper, we were asked if we saw ourselves as a transactional leader or a transformational leader. This was a tough question. When I held managerial positions, I would not have my worker do anything I would not do. I would work beside my workers and encourage them along with overseeing their work. Overall I feel I am a mixture of both leader styles. I will discuss why below.