Northrop Grumman's Leadership

Thesis statement: In every organization there are systems or patterns of values, symbols, rituals, myths, and practices that have evolved over time. These shared values determine to large degree what employees see and how they respond to their world. How an organization determines the demand for employees is a result of demand for the organization’s products or services. How Northrop Grumman satisfies these goals and demands shall be analyzed.

Northouse discusses leadership and management in depth, explaining the differences, similarities, and the theories behind each. The manager and leader roles are intertwined and contain many similar qualities such as working with others, influence, and accomplishing goals effectively and efficiently (Northouse, p. ). On another note, there are established differences between the two as explained by Northouse.

Leadership is not a simple, static concept. It does not form overnight. Instead, it develops alongside experiences which form a person’s character. It is as dynamic as the events that shape our lives. My life experiences equip me with the knowledge to form my own leadership philosophy. As a Noncommissioned Officer, I ensure my subordinates understand my philosophy. I ensure they understand what I expect of them. The basis of my leadership philosophy is promoting self-development, serving others, being proactive, and being an example of effective leadership.

Tuck Northrop should receive the Beard Award because I truly cannot think of a person who is as caring and kind as he is and also excels in so many areas. I’m a junior at Fairfield Ludlowe High School, and though Tuck is not one of my academic teachers, he coaches me in both the fall and spring on our high school sailing team.

Dick’s Sporting Goods also known as Dick’s Clothing and Sporting Goods is a fast growing company that carries products ranging from Taylormade golf clubs to The North Face winter jackets. Dick’s Sporting goods was founded in 1948 by Dick Stack who in which was only 18 years old at the time. In 1948, Stack was working at an Army Surplus store in New York, where his boss asked his opinion on which new tackle products should introduced into the fishing business. Dick was an experienced fisher, when he gave his ideas to boss, his ideas were turned down. Stack was not happy and spoke to his late grandmother about the situation and she gave him the funds he needed to start his own tackle store. In 1958, Stack had created a business that is very much like what a typical Dick’s Sporting Goods is today. He was a driven young individual that felt his knowledge would allow him to be successful in the tackle business. Not only did his tackle business succeed, but what is now the Dick’s Sporting Goods Brand has greatly succeeded.

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

Northrop Grumman Corporation is one of the largest, American, aerospace and defense technology companies in the world. As of 2015, Northrop Grumman is the 5th largest defense contractor and has reported revenues of over twenty-five billion dollars, making Northrop Grumman number 7 on the Fortune 500 list. With these facts in mind, it should be clear as to just how important Corporate Social Responsibility, Integrity, Diversity, and all the other aspects of Human Resources are to creating and maintaining the visions, strategies, and goals of Northrop Grumman. In order to get a grasp and better understanding of the human point of view of how Human Resources plays itself out in Northrop Grumman, I interviewed Mr. Lu de le Fortrie, one of the

One of the most successful companies in this century is Microsoft. This company has been known to be treating their employees as their major assets as one of their ways to remain successful in the future. They conduct leadership and management development training for their employees to keep them globally competitive in their jobs and as influential people (Microsoft,

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.

People clearly are an organization’s most critical resource. Their knowledge and skills along with their commitment, creativity, and effort are the basis for competitive advantage. It is people that have creative ideas for new products or for process improvements that devise marketing strategy or take technologies to the next level.

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.

Northrup Grumman is a leader in the global security industry. When I graduate with my Masters in business Education, it is my desire to align myself with a company or organization that has a market in the healthcare industry that is works with the government organizations, on a state as well as a federal level. This report will show that Northrup Grumman has a strong reputation in the industry as being ethically and financially sound. They not only employ a wide variety of individuals but they also offer career growth and development within their organizations. These qualities along with some others is why I would like to have a career with Northup Grumman.

He instills a sense of ownership, pride, and camaraderie at all levels in the command and displays a keen foresight that results in continual process improvement focused on mission accomplishment. His vast influence throughout the command is evident in the command's successes and overall positive climate. He is a leader amongst his peers who demands excellence with unstoppable initiative and dedication.

When I became the commander of a ship as a young officer, it was clear to me that I was the least professional person on board. Nevertheless, I had the responsibility to lead the team, to go out to sea whether it was stormy or calm, to carry out missions whether they were routine or dangerous, to bring the team and the ship back safely to port. I knew it and the soldiers knew it. “Necessity created a kind of leadership that doesn’t derive from professional training (which comes with time) but from mutual trust between a commander who takes decisions and soldiers who do their best to carry them out. I believe this applies to anyone who commanded in the field and had to lead in the face of a great deal of uncertainty. Which is what happens in a startup every day.” Gura adds, “Just like in the army, in the startup world you also need to ‘forge ahead, not give up, not be afraid and fight to the end.’” Waldman says that, “Being an officer in Golani helped me later when I needed to cope with stress.” His tip for those soldiers who didn’t serve in technological units? “Work towards success at all times, and don’t give up when it gets hard.”

For the majority of American workers, the ultimate mission of their employer is to make a quality product, with the ultimate goal of making a profit. For my employer, the Department of Defense (DOD), the mission, “is to provide the military forces to deter war and to protect the security of our country” (About the Department of Defense, 2015). Having employees that understand how they contribute to the mission, vision, and goals of the DOD is taught from day one. With the ultimate responsibility of taking life, strong core values are also of high importance. Each component of the DOD create their own statements of how to complete their specific area of responsibility in the DOD mission. For the Air Force, each section all the way down to individual units, develop their own statements on how they fit into the overall mission. The following paragraphs will discuss the Technical Order Home Office’s, core values, mission, vision, goals, structure of the unit, and how the key leaders contribute to the overall success of the Air Force and the DOD.