Northrop Grumman's Leadership

The intention of this paper is to introduce my leadership philosophy. I will start off defining leadership as well as explaining my leadership philosophy. I will then share a summary of an interview with a Squadron Commander about a difficult situation that he needed to use his philosophy to work through and analyze how my philosophy applies to the same situation followed by a brief summary.

Leadership development in the military is critical to its mission and objectives. Understanding and embracing leadership will foster an agile culture and facilitate attainment of strategic goals. People desire quality leadership to assist with achieving their goals, albeit personal or professional development. Having a clear vision and the motivation to perform at high-levels influences others to work synergistically together to achieve organizational goals. Insomuch, employees value being treated respectfully, fairly, and ethically. Leaders serve people best when they help them develop their own initiative and good judgment, enable them to grow, and help them become better contributors.

NSI is a good strategic fit for Lockheed Martin (LM). LM’s goal is to “return at least half of free cash flow to shareholders through stock repurchases and dividends.” LM has completed 25 large acquisitions since 2001 and looks for firms that have the following:

The story of Captain D. Michael Abrashoff and his command of USS Benfold has now become legendary inside and outside the Navy. Captain Abrashoff offers this tale of top-down change for anyone trying to navigate today’s uncertain seas. When Captain Abrashoff took over as the commander of USS Benfold, which is a ship that is completely armed with every cutting-edge system available, but unfortunately, the ship was like a business that has all the latest technology but it lacked in productivity and teamwork. Knowing that that the responsibility for improving performance rested with him as the new USS Benfold’s Captain, Abrashoff realized that he had to improve his own leadership skills before he could improve the crew aboard the ship. Within months, Abrashoff created a crew of confident and inspired problem solvers eager to take initiative and responsibility for their actions. The slogan on board became “It’s your ship,” and the USS Benfold was soon recognized far and wide as a model of naval efficiency. (Abrashoff, 2002) From achieving amazing cost savings to winning the highest gunnery score in the Pacific Fleet, Captain Abrashoff’s extraordinary campaign sent shock waves throughout the entire U.S. Navy fleet. By reading this book, it can really help you change the course of your leadership skills, no matter where your battles are fought. As a society, we continue to invest in the latest

Lockheed Martin Corporation is the largest Defense Contractor in the world with $46 billion in net sales in 2015 (10-K, 2016). Has been the prime contractor in many of the Air Forces biggest projects in recent years. No other contractor has been awarded a fighter or attack aircraft contract since 1988.

Boeing was founded in 1916 and has become a leading producer in military and commercial aircrafts. The organization consists of two businesses supported by nine corporate functions. The company leadership roster includes one who is the chairman, president and chief executive officer and a ten person executive council. Boeing operates using their own management model which is used to attain world class growth and productivity. “Boeing strives to achieve their leadership and management goals worldwide in all activities and at every level by encouraging team effort, recognizing

To develop this complex and comprehensive set of leader capabilities requires a strategy that employs federal and civilian education, leverages experience gained during positions within operational or staff models, as well as self-development activities that are broad ranging. This strategy must product a steady flow of talented, agile leaders who are proficient in core leader and functional competencies across the protection and mission support

Today’s companies are challenged by frequent changes in market demands and consumers’ desires for new products and services. Companies which fail to adapt to these changing conditions often find themselves struggling to survive. This is the situation for the Texas Plant, as described in the case study by Pryor, Humphreys, and Taneja (2011). The Vice President, Human Resources Director, and Organizational Development Manager find themselves not only facing the struggles of transforming the Texas Plant, but also the difficulties of working together to achieve it. The following paper describes these difficulties and examines how the actions of the leaders impacted the change process. Recommendations to assist the plant’s leadership in moving forward will be offered.

As a government contractor in the defense sector, it is not surprising that Northrop Grumman has made significant efforts to promote the hiring of

Our talented workforce reflects and champions all of our strengths and diversity – personal, professional, and educational. We offer a workplace that values and rewards leadership, collaboration and innovation, and personal and professional development.

Great leaders have shaped the World we live in today and they are remembered for what they were able to accomplish during their lifetime. The history books are filled with leaders that changed the very nature of something by taking a different road or challenging the way everyone perceived things. Leaders would not be able to accomplish these daring feats without the help of their followers, the individuals in the background giving them their support (Schermerhorn & Uhl-Bien, 2014). Colleen Barrett was able to break through the glass ceiling and led Southwest Airlines (SWA) to become one of the most successful airlines in the industries (Dierendonck & Patterson, 2010). In the following pages will explore Colleen Barrett’s leadership

The most valuable asset we have in the HIM Dept. is our employees. The collective summation of the specific differences, life experiences, knowledge, resourcefulness, innovation, self-expression, unique capabilities and talent that our employees invest in their work represents a substantial part of not only our culture, but our reputation, our department and company’s success as well.

HR Policies and Leadership: The advanced employee training techniques and employee engagement is an important element of Southwest’s success so far. The exceptional customer service which differentiates SW from their competitors is attributed to their strong employee base. Herb Kelleher, a transformational leader, led the organization by maintaining a fun-filled culture. By creating a friendly working environment in the organization, CEO of southwest airlines was able to retain the employees in the organization. Employees were not only extrinsically motivated to be in the company but intrinsically motivated to be a part of the Southwest Airlines family. It was demonstrated from the fact that when there was a downturn, managers froze their salary for 5 years just to maintain

The Company is committed to providing their employees with a stable work environment with equal growth opportunities. Creativity and innovation are encouraged for improving the effectiveness of Southwest Airlines. (The Mission of Southwest Airlines, 2011)

There is no greater importance to its company than having a productive workforce. Too often we see the breakdown in corporate leaders, upper management and union level employees. This can directly impact revenue streams. So by identifying the qualities that make up a great leader and discussing ways to improve relations between the corporate and union leaderships we can provide a greater understanding for each party.