How Has Hanna Andersson Applied Values-Based Leadership?

There is a great importance put on business leadership, this is directly due to how a business not only functions but in how fruitful the company can become. A great leader essentially can take a business plan that is weak yet turn it into a success, whereas a poor leader stands a higher chance of ruining the best of business plans. That is why it is essential to develop effective leadership throughout a companies entire management program at all levels. How does one develop or retain strong leadership? Companies must be focused on hiring strategies that encompass very specific parameters, building from within whilst creating a strong foundation for employee development and succession planning. Leadership is essential in any organization. The style and theory embraced determines whether the company will or will not achieve their goals. in all cases theory must be embraced, as a companies theory, style, and strategy is greatly dependent on the industry the company is in (Sadler, 2014). “The behavioral theory is one of the widely used theories of management. It suggests that leaders are made and not born. It gives room for training to install leadership traits in leaders at the expense of denying them a chance. There are various leadership styles embraced by companies (Cyert, & March, 2005).”  This paper takes a look at the management styles of two specific

Lack of leadership has proven to be one of the leading causes of companies not meeting their targets, and that's where Welch's four principles of establishing Mission and Values, applying Candor, implementing Differentiation, hearing the Voice of the team and rewarding accordingly have become very useful in building a strong leadership foundation. In my recent work assignment, I didn't feel I had many good examples to follow. Therefore, to delve into options of how to affect my teams' culture and support, my company's goal has led me to understand the difference between managing and leading. In this paper, I will review my leadership attributes, including any weaknesses, and study the opportunities for improvements to building a platform for effective leadership.

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

Each and every chapter in this section of the book is equally rewarding and chock-full of practical advice. Unfortunately, there is not enough space to summarize each here. One of my favorites was the first, on values, because it is the most crucial in my opinion. The values of a leader determine the values of the team and, hence, the individuals

I believe my former manager was authentic in his effort to be a company man. He was for the organization and concerned mostly about building morale during a time that the Cuyahoga County was freezing pay raises and promotions. Morale was at a low point and as a result job performances suffered. Employees began to be okay with doing the minimum or what was required and nothing more. Our department meetings were bombarded with the “be glad you got a job theme,” and that got old very quickly. My manager tried to infuse in our meetings some humor and come up with ways to keep us engaged and interested, but in my opinion failed on all accounts to build morale. As a matter of fact, most people spent more time looking for jobs and writing

success (Guyton, 2013). While all of these values may also be applied to management personnel,

information gathering and the same process were done in david jones’s rescue plan. Because of closing the online retail store they were attacked by global retailers which made them a loser in profit making in the upcoming years. This was figured out using the Nordstrom’s online store contributions i.e. it contributes Nordstrom’s 10% sales and 20% earnings where David jones and Nordstrom opened their online stores in same year i.e. 2000 but due to accumulated losses David jones closed their store where on the other side Nordstrom continued to invest in the online store which struggled in making profits but later made its income in an incremental way. When Paul was elected as CEO found this to be changed i.e. to reopen the online store and planned to open the online store again. This planning is the second stage of action research model i.e. implementing the information that we obtained from research. After opening the online store they got a lot of technology problems and this stage is the third stage of action model i.e. Action. This revealed them to upgrade their technologies which they were using from 17 years where it’s inadequate in this technological age and this is Reflection i.e. fourth stage of action model (Spriggs, J Chambers, B & Omot, N

In the past, academic literature focused on the analytical leadership approach. While still productive and

He decided to enlarge the goals of the company so as to include the marketing of the vehicles that they produced. This in itself is what entails planning. Therefore, management has affected planning in that the presence of a new CEO in the company has introduced other goals that were not there in the first place. The presence of an eligible leader led to the company building its own battery packs, power microelectronics segments and great proficiency automotive to enable them work without a license from AC Propulsion. Apart from influencing the planning of the company in a positive manner, the management also led to improved performance of the firm in that they now had extensive goals to achieve which required them to work harder (Hunger, 2010).

Leadership is something that we are all born with because we are all born. Therefore, who is a leader and who is not depends on who really wants to be a leader and who does not. Leadership is a skill and so it can be learned. As anything that is learned it demands practice and practice to be the best. It would not be something that will happen in a matter of a day. There are multiple elements that make a leader. Collaboration is a key element for successful teamwork. Therefore, a leader must always be in the look for ways to foster collaboration. Creating trust within the team, support face-to-face collaboration, transfer responsibilities when making decisions, and ultimately teach other how to be leaders. All of this is not done if it is not done from the bottom of your own heart.

Edgar Bronfman’s value system is in jeopardy of not being sustained due to his failure to fully transition from charismatic to instrumental leadership as evidenced by the employee questions following the values program training.

An essential component of leadership is to articulate and exemplify the organization's core values. These values must be clear, compelling, and repeated. The leader must both "walk the talk" and inspire his/her colleagues within the organization to also live these values. Values are at the core of individual, group or organizational identity. Values are relatively enduring conceptions or judgments about what is considered to be important to an organization. Agreement between personal and organizational values result in shared values which constitute the benchmarking of a successful business practice.

Bass, B. M. & Avolio, B. (1995). _MLQ Multifactor Leadership Questionnaire_. Technical Report. Redwood City CA.: Mind Garden.

Value leadership: are the motivations and needs of the organisation’s leaders and other personnel that influence organizational activities, decisions and employees behavior and attitudes.

IKEA is a company that is well known globally for its low prices and innovatively designed furniture. The company’s owner Ingvar Kamprad formed IKEA in 1943. (Daft, 2013, p. 287) Originally created in Sweden the company is now globally located worldwide. Amidst its formation it has succeeded in strategically in the success of its internal and external environment, organizational structure, innovation, technology, and organizational culture. As with any company there is always room for improvement. My paper will give detailed information pertaining to IKEA and also suggest recommendations for improvement.