Good To Great Summary

Dorothy Allison's “I'm Working on My Charm” is a story of a young sixteen-year-old girl who works as a waitress with her mother. As a young daughter coming to the same field as the mother, the mother becomes a role model here and supports and helps her daughter on becoming a good waitress. She makes sure the environment her daughter is working on is good and that she is aware of the Yankees. Yankees doesn't see waitresses on the same level as they are. So, the mother is worried how her daughter will deal with Yankees and makes sure she knows how to handle different situations. The daughter is taught to use her charm to influence people. Also, Mabel, her mother's friend, teaches her how to bet on tips from customer. This story illustrates how an older person can be a guide for younger ones to be successful and accepted in the society.

Lee Cockerell’s first leadership strategy that he outlines in his “Creating Magic” book is taking care of employees. In this instance Cockerell goes into detail on saying that in order to be able to run a very successful company the owners/company itself needs to give respect, appreciation, value, into everyone. He outlines this with his acronym RAVE (respect, appreciation, value, everyone). In doing so, the company will have a lot of loyalty and respect back from its employees. Cockerell implemented this concept with Disney, as Disney has the lowest turnover rate in their industry. By giving employers the RAVE treatment, employees genuinely care about their company because they view that the company cares about them. This method that Cockerell outlined in his speech and in his book is very similar to a leadership theory that we have learned in class this year, called path-goal theory. The path-goal theory is an ideology that focuses on the leaders to motivate their follower’s. In this instance Cockerell was in an executive position with Disney, and he had to make a decision on how to efficiently and effectively run the company through his position. He decided to motivate his employees through compassion. Cockerell was a very compassionate person towards his employees. One of the most significant ways that Cockerell was able to achieve this was with the RAVE method. The RAVE method was able to motivate his employees by giving them purpose in the business which created a

Indian Uprising of 1622: After Powhatan Chief Opechancanough was planning to befriend the English, so that he could play a clever ruse, in which they would get revenge by attacking the English after befriending them, but the Indians would later be defeated with many casualties by the

“Bad dude” is an article about Ms Rayos, who is innocent and has been living in the United states for twenty-one years and is known to the authorities at this point in phoenix. Furthermore, this article highlights some of the policies of the trump administration against immigrants and the atrocities of custom and enforcement agencies. Moreover, this article highlights the reaction from civil society against the deportation of MS Rayos and raises the concerns of all innocent immigrant families living in the united states for years.

The documentary This Film is Not Yet Rated, provides an account about the MPAA and their rating system. The film contends three main arguments against the MPAA rating's prejudice between; sex and violent content, homosexual sex and heterosexual sex, and bloody and non-bloody violence, by their use of side-by-side comparisons. A main argument in the film is how the MPAA differs in its treatment of sexual content versus violent content. The documentary contends that main difference between NC-17 and R is that R would only show missionary position sex; while other type of sexual behaviors is NC-17. Side-by-side examinations of The Cooler and Scary Movie, is used as evidence for this argument.

The purpose of the book is to help the reader discover their “True North.” One of the most profound arguments was that leadership is “not a set of genetic characteristics, but the result of a lifelong process of self-discovery.” I have always believed that a person's leadership style grows overtime, so I like the idea that we are all born as a blank-slate with leadership potential. In addition, the idea that “no one can be authentic by trying to be like someone else [...] you can learn from others’ experiences, but you cannot be successful trying to be like them”(485) really stood out to me because this concept can definitely be applied to SLC. Our class is filled with a wide range of influential leaders with a lot of potential but who

The boss Bill Lumbergh plays favorites, doesn’t run the office effectively, and lacks the principles that a leader should have. This steers employees to be very unhappy at their job, to be treated unfairly, and not want to respect the company. None of these characters seem to think through any of their decisions. They all acted and awaited the consequences. I think many of these ethical issues could have been avoid if the company was ran appropriately, leaders acted in a way to be respected, and the employees enjoyed their job and were rewarded suitably. It is hard for employees to be motivated when the ones who were not doing their job promoted and those who work hard were seen getting

Collins illustrates a persuasive profile of what it takes to be the leader of not a good but a great organization in the modern day. He also demonstrates the development of successful organizations as a consequence of ethical behavior rather than despite

I was asked to write and submit a 4-6 page book summary of the text “Overcoming the Dark Side of Leadership” by Gary L. McIntosh and Samuel D. Rima. This book report should summarize the basic purpose of the book, the most important leadership principles contained, and the student’s evaluation of the book’s strengths and weaknesses. The goals of this book are to guide the reader in understanding what the dark side is, assist the reader in identifying your own dark side, and give the reader some specific steps for overcoming the dark side lurking on your success before you unexpectedly get blindsided by it.

The first article (Hopkins, 1998) and the second (Ballon, 1998) exemplify managerial styles that are paternal and dictatorial. Bloomberg from the Hopkins article claims to give and expect high levels of loyalty, at least as long as he's the one telling the story. He encourages his employees to think of the company first and foremost, something which I'm sure works well for the company but maybe not so much for the employees. The style of Hartnett at Sonic is slightly different, but has the same paternal overtones. His micromanagement of employees' lives is highly paternal, and he also seeks a high level of loyalty and dedication from his employees.

Excellent businesses are the direct result of excellent management, and Fortune magazine highly ranks them as one of the “Best Companies to Work For” (Schermerhorn & Bachrach. 2015. p. 456). His leadership style is a balance of both the Human Relations and Democratic styles. He shows the Human Relations style through the support of his employees over the tasks of work by his philosophy of building the culture and all other aspects of the business will follow suit (Schermerhorn & Bachrach. 2015. p. 456). The only aspect of his leadership that could come under criticism would be where the line between work and fun is drawn. With the company’s focus on quality over quantity, there might be financial benefits that are not being realized. The leadership approach that he takes is definitely situational and would not achieve the same result if it were implemented in such fields as health care or the legal profession.

Discussion Questions 1. Evaluate this situation from the view point of David Edmondson’s ethical leadership. What could Radio Shack have done differently? In this world some people want money and power. To gain these two things often people choose the wrong ways. David Edmondson is one of them, because he cheated on his resume. David Edmondson is a fraud that means he is not an ethical leader at all. Because of Edmondson’s cheating his company RadioShack faced losses, so he didn’t do ethical leadership in his workplace. If a manager cheats, lies, steals, manipulates, take advantages of situations, or treat others unfairly that is not an ethical behavior. That is called unethical behavior. We can see

A critical analysis of a journal article SIEGEL, D. S. (2014). RESPONSIBLE LEADERSHIP. Academy Of Management Perspectives, 28(3), 221-223.

I have learned many lessons from Jack Welch on leadership. Jack Welch has been with the General Electric Company (GE) since 1960. Having taken over GE with a market capitalization of about $12 billion, Jack Welch turned it into one of the largest and most admired companies in the world by the time he stepped down as its CEO 20 years later, in 2000. Jack Welch used his uncanny instincts and unique leadership strategies to run GE, the most complex organization in the world and increased its market value by more than $400 billion over two decades. He remains a highly regarded figure in business circles due to his innovative leadership style. Jack Welch demonstrated Kouzes and Posner’s five practices of modeling the way, inspiring a shared

There are two reasons for setting a business. One is to profit. The other reason is to become successful. Good leadership is important in achieving these goals. Melchar and Bosco (2010) defined leadership as an integral component of organizational success. A successful organization will always keep abreast of modern development. According to Hossain (2015), such an organization has to be in a position to serve customers effectively. Yet in order to address, leaders have to address the plight of their employees. This paper analyzes life, accomplishments and traits of Richard Branson.