Ricardo Semler 's Leadership Style

In this type of leadership, the leader is always welcoming new ideas, new ways of doing things and new opportunities for employees. The line of communication is very open, employees

If invested in and developed, employees are more likely to feel their social needs are met by being part of a team are well regarded and appreciated for their skill set and therefore motivated to work harder to reciprocate which leads to higher production and efficiency. People are able to realise their abilities and potential, take on more responsibility or variety of tasks which improves versatility and prevents boredom leading to demotivation. Staff feel happier if they feel valued and are likely to stay within the organisation.

Employees are the most important asset of an organization and organization has the responsibility to keep happy, motivated and satisfied so that their interest does not diminish in work. Moreover, when employees are kept happy and satisfied then their productivity rises as they feel that the company has given them the importance.

For instance, having an employee’s feedback box will provide all employees’ access to address different issue without the feeling of intimidation. The employees are aware that these issues can be very damaging to the company, if not addressed in the proper manner. I just think that the employees are more in tuned with the issues that are more pertinent. The area of Pay and Benefits is also an important factor.

Employees are an important part of any organization and organizations need to treat them as thus. In the 21st Century, as a result of changes in the labor markets, organizations are more responsive to worker conditions and this might have resulted in the

Morale: With employees, more engaged in their work and more pleased with the corporate culture, their morale will naturally be higher. This leads to less time and productivity lost to illness, tardiness, or extended breaks and lunches.

Give employees the level of energy, commitment, and creativity that they can add to jobs.

This leadership style give every member a role in the discussion making. They’re given an opportunity speak freely about ideas and concerns. I want to work for a company to will give me a chance to grow as an employer and gain more valuable skills. I also want to be able to help them find a way to reach our goals. I’m also would to work with a leader who leads with a transformational style. They raise their member to a higher level of motivation. Create a positive environment for their employers to gain the skills they need to mold themselves into a leader. This type of leader is willing to work with other to shape them into type of leader they see themselves as. This style is one I would like to work for when I’m sure that I can be a positon to lead

Bill Gates was the former CEO of the computer software giant Microsoft. It was not purely on inherited merit or luck that he was able to lead and maintain Microsoft, one substantial attribution to the success of Microsoft was due to the leadership style of Bill Gates. The main philosophy that Bill Gates used was autocratic leadership. Autocratic leadership can be defined as: a person who maintains most of the decision making process for themselves (DuBrin A.J., 2013). An advantage of the autocratic leadership style was that corporate decisions were made more efficiently, if Bill were a democratic or consultative leader, it might have taken longer for Microsoft to seize primary markets of interests. Gates was also competent in delegating tasks to the right people, such as allowing the engineering teams to work at full capacity to meet their production goals. Microsoft’s success can be linked to the proper delegation of duties to the correct personnel, and a focus on goal-based decision making.

Most important, the employees can earn stock, which gives them voice within the company to make pertinent decisions.

As we all know, voting is really important. I believe in the democracy that we live and I absolutely appreciate the opportunity to voice my opinion. However, because the majority wins with elections, allowing employees to vote for their boss may not be such a great idea. It has also been my experience that the Board of Directors or other outside appointing individuals realize that a change is best and those outsiders can see this opportunity more so than the employees. Employees may think that they can elect the best candidate but really the votes cast are for the most popular individual.

To include rotating these employees’s in varying positions to minimize employee burnout and stagnation. The responsibility increases would also add to the employee’s feelings of empowerment and job satisfaction. Another important factor I would add would be increased and regular communications throughout the organization. These implemented factors would substantially increase employee loyalty and commitment directly supporting the organizations competitive goals.

- Provide more authority for the employees to self-manage and make decisions.-Invite the employees to contribute to more important department or company-wide decisions and planning.-Provide more access to important and desirable meetings.-Provide more information by including the employee on specific mailing lists, in company briefings, and in our confidence.-Provide more opportunity to establish goals, priorities, and measurements.-Assign the employee to head up projects or teams.-Provide the opportunity for the employee to cross-train in other roles and responsibilities.

Employees are encouraged to share with each other on the lessons learned from project and events through debriefing sessions.Company also reward employees through several different variable-pay programs. Employees have these stock as part of their benefit. This helps to retain employees and motivate employees to work harder. Moreover, company also provides educational forums so that staff can discuss and learn about different topics that interest them.

The employees feel that they have greater responsibility and trust put on them, this can generate greater participation, commitment, and a better job performance.