Organizational Commitment and Communications Paper

One company recognized worldwide for its family oriented services and performances is The Disney Company. The values instilled by The Disney Company (Disney) are one of the biggest contributers to its success. The following will discuss the origins and subsequent evolution of personal and workplace values and will explain how the individual values drive the actions and behaviors. The paper will also analyze the alignment between persoanl values and actions and behaviors as well as the degree of alignment between Disney’s stated values and its actual plans and actions. Finally the paper will explain and analyze the degree of alignment between personal values and the values of Disney as reflected by its plans and actions.

The Walt Disney Company values the diversity of ideas, perspective, gifts, talents, experiences, and backgrounds that each employee represents within the company. Richardson says,

Walt Disney once said, “It’s not the magic that makes it work, it’s the work that makes the magic.” (Capodagli & Jackson, 2007). Walt Disney was truly a visionary and ethical leader that used his talents as a transformational leader and artist to dream up a world that has stood the test of time for nearly 90 years. In this paper I will explain why he was both a visionary and ethical leader. It will show that he used inspirational motivation and intellectual stimulation to further his clear and easy to follow vision, inspire his personnel, and leverage their creativity. It will also show why I believe Walt Disney fit into the traits of an ethical leader by valuing his team members and creating an environment of mutual trust and respect. Then I will tell you how I have used the same transformational leadership behaviors to lead my people, have made sure not to fall into an ethical trap and take credit for the work others do. All leaders could learn something from Walt’s visionary leadership.

Within the pages of Disney U, a captivating story unfolds describing the development program designed for Disney employees. Many times reading a perfunctory book that is designed to improve one’s skills in leadership is, well, not a delight to read. However, Disney U is able to grab the reader’s attention and guide them through a thought provoking journey of ground breaking leadership tactics, inventive training methods, and creating an engaging environment for an employee.

In this essay, I am going to discuss how practices of leadership contribute to managing communication in the post bureaucratic era. This essay shall discuss the effectiveness of leadership approaches in the post bureaucratic era in managing communication in organizations. In section 1, I shall discuss leadership in terms of communication by drawing upon the article by Barry B. (2007). In addition, I shall also discuss the use of communication in running an organization in a leader’s desired way (Jack, G., 2004) and the need of contingency approach (Browning, 2007, pg 190) while communicating with employees. In section 2, I shall discuss how management stimulate loyalty in employees through embedding organizational identity (Gagne, J.F.,

The Disney Corporation is a leading diversified international family entertainment and media enterprise with five business segments: media networks, parks and resorts, studio entertainment, consumer products and interactive media. (Disney Corporate, 2009). This company did not become one of the leading corporations in the world without hard work, an extreme dedication to the mission and core values of the organization, and the successful application of the four functions of management: planning, organizing, leading, and controlling. Many internal and external factors may have a direct impact on the four functions of management like: globalization, ethics, and innovation.

Pixar is a company that has ties to other major corporations in our American culture. Pixar Animation Studios started as a part of the Lucas film computer group, which is owned by George Lucas the creator of Star Wars. However, after receiving funding from Steve Jobs the division became its own corporation in 1986. After that Disney purchased Pixar, which allowed Steve Jobs to become a shareholder in Disney also. With these changes due to the ownership of the corporation an analysis of managerial economics is overdue. What follows is an evaluate how Pixar attains balance between culture, rewards, and boundaries, what is Pixar’s organizational structure and why they have the structure they have, how Pixar’s leadership helps to create an ethical organization, how Pixar’s innovation helps the organization to accomplish its goals, how emotional intelligence helps the leadership guide the company, and how Pixar has overcome barriers to change. Pixar’s history has presented the firm with challenges and the firm has managed to overcome those challenges, anyone who plans to one day own their own business should look at the company and understand how the firm accomplished their tasks despite the presented challenges. The merger with Disney resulted in some problems for Pixar, but the merger was pursued for a reason. By merging, both firm have the potential to save time and money; there is also the potential to learn from each other.

Leadership is an important attribute in individuals such as managers, academic experts, and researchers. The topic of leadership continues to gain popularity and importance in almost all sectors. The way leaders in managerial positions communicate determines their effectiveness and success in achieving high levels of performance and success in their organizations. There are numerous books that provide an insight into effective leadership and communication. One of such books is by Atwater and Waldman (2012). This paper provides a summary, contextual analysis and critique of the book.

The first two chapters discussed the relevant background factors and the internal influences such as the art of communication involving verbal and nonverbal, defensive and supportive, emotional intelligence, and team dynamics (Tubbs, 2012). Although these concepts apply to all aspects of communication, the Tubbs model focuses more on using the communication skills to the small group context. Looking at the different types of communication and the emotional intelligence part was very eye-opening. Communication is the essence of leadership, and there is a secure connection between one’s

In this paper, we will explore the magical experience of Walt Disney Company through the structure and symbolic frames based on the Bolman and Deal?s individual lens. The structural frame focuses on the architecture of an organization and other features like: rules, regulations, goals, policies, roles, tasks, job designs, job descriptions, technology, chain of command, vertical and horizontal coordinating mechanisms, assessment and reward systems, and many more (Bolman, L., & Deal, T. 2013). The symbolic frame focuses on the culture, meaning, metaphor, ritual, ceremony, stories, heroes and inspiration of the organization (Bolman, L., & Deal, T. 2013). On this analysis I will also explain the organization?s strengths, weaknesses, opportunities and threats that impact the leadership, partners, employees and community internally and externally.

Walt Disney saw change as a consequence of employee behaviour (Brownell, 2008). If a leader were to be effective, he or she must understand the needs of a member in an organisation. This also included an awareness of motives, personalities, skills, and abilities (See ‘Emotional Intelligence’ in Northouse 2010, p. 23; Brownell, 2008). Path-Goal Theory comprises the motivation of leaders toward subordinates in order that such needs are met and achievement of an organisation’s proposed goal is reached (Northhouse 2010). Walt Disney sustained subordinate involvement and interest through his leadership commitment to employees, as well as his dynamism and enthusiasm (Bryman 1993). After all, “Walt Disney’s greatest creation was not Fantasia, [n]or Snow White, but...his uncanny ability to make people happy” (Collins and

The ability to communicate his vision was just the beginning of Walt Disney’s leadership characteristics. Simply stating ones vision is not enough, you must motivate your followers to reach goals, and Disney was an excellent motivator. One tactic he used to motivate employees was encouraging innovation and rewarding good ideas. In pursuit of additional funding to create new films, Disney reached out to his employees on possible ways to obtain funding from Disneyland. A team of seven people decided to increase revenue they would open the park on weekdays and allow corporate members to offer discounted tickets for their employees. Overall, their plan was a huge success. To reward his employees for their success, on Christmas day each employee opened their door to find Mickey Mouse standing there with an envelope. Inside it were 100 shares of Disney stock, 25 $1,000 bills and a hand-written note from Walt: “It’s fantastic. You’re fantastic. Do it again” (Bradt, 2015).

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

The first theory which is applied by Walt Disney Company is employee engagement. According to Dana Wilkie (2014a), it is named as the happiest place on the world. Naveenshahi (2013) said that Disney often focuses on people and creates a happy environment for their employees and makes them loyal to the company. To achieve the high engagement of employees, they hire and train the employees, create enthusiasm through communication and always put people at first. Walt Disney has a well-being employee engagement as there are some examples show that employees often put customers at the first place, work hard on their jobs. Mr. Kurlin who is one of the cast members picked up a thrown coffee cup while he was walking towards his working place even though

Human Resources is dependent on the success, happiness, and contentment of employees that keep the business on course. Motivation is one of the best ways to push employees forward while making sure everyone is in a comfortable position in their job. Motivational theories just attempt to explain what motivates or makes people act the way that they do. The goal of understanding these theories and their outcomes is to ensure a better performance from each employee, and to give each of those employees the best situation they can have in the workplace. Visionaries such as Abraham Maslow, Frederick Herzberg, and Henry A. Landsberger also brought forward new ways of management and ways to handle internal situations that changed the landscape of human resources as a whole. Motivational theories instituted in the workplace have a commonly positive effect on both employees and management, showing that it is important to strive for proven motivational practices.