The Characterities Of Howard Schultz And Walt Disney

Disney’s long-run success is mainly due to creating value through diversification. Their corporate strategies (primarily under CEO Eisner) include three dimensions: horizontal and geographic expansion as well as vertical integration. Disney is a prime example of how to achieve long-run success through the choices of business, the choice of how many activities to undertake, the choice of how many businesses to be in, the choice of how to manage a portfolio of businesses and the choice of how to create synergies between those businesses (3, p.191-221). All these choices and decisions are

Authentic” in its original sense means “genuine, original, not a fake” (Shamir & Eilam). Authenticity is also understood as the alignment of one’s behavior with one’s inner values, beliefs, convictions whether they good or bad. Authenticity does not imply that it is concerned with positive, ethical, or moral behavior, it is more concerned that you are passionate and are true to yourself and knowing who you are (Cooper, Scandrua, & Schriesheim, 2005). This is a pretty accurate description of the leadership style of Airbnb’s CEO Brian Chesky. Brian has proven to be a leader in today’s world and this paper will give some insight as to he got to where he is now.

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.

Walter Elias Disney was always seen as a very imaginative and outgoing person at any point in his life. Walt loved life and would make appearances at Disneyland all the time to make sure employees were being kind and courteous to the guests while managing to talk and ride rides with children that looked up to him. Never in his life would Walt give up on something, which made him very stubborn at times, but a good businessman with the guidance of his brother, Roy. All of these traits made Walt Disney into one of the greatest entrepreneurs the world has ever seen, and some say he even helped shape the 20th century.

The history of how The Walt Disney Company came to be started from a small individual who enjoyed drawing and used art as a way to escape reality, his name was Walt Disney. After the World War 1 ended, Disney went to Kansas City where he later created an animated company that went bankruptcy. Walt Disney moved to Hollywood where he met M.J Winkler a distributor, Disney become part of her production partner. (The Walt Disney Company) In 1927 Disney created a series where the distributor copyright the main character and Disney only made a few hundred dollars, therefore Disney decide to leave and created that same series with a different name which was Mickey Mouse. Disney decided to go with his brother Roy and created Mickey Mouse films. When Disney wanted to put out Steamboat Willie many film producers did not like the film’s idea until Pat Powers decided to release the film in theaters. The film gave Disney enough money to start on other projects which later those project turn out to be such as the amusement parks, merchandise, etc. In December 15, 1966 Walt Disney died from Lung Cancer, Disney’s brother Roy made sure that Disney’s believes and philosophy about the company would still be passed on by the company 's employee. (The Walt Disney Company) The company kept going which has become of the greatest companies that are socially responsible and sustainable.

Three weaknesses of authentic leadership are: lack of trust demonstrated from top to bottom and vice versa, a lack of development due to the infancy of this theory and the pursuit with passion can lead to a blind pursuit. Trust must be given in order to receive it, if managers are not being fully authentic with their employees, the trust and level of commitment expected will never be reciprocated. Although John usually displays this trust to his team, he is only human and at times, as with any other manager or person, people are not trustworthy. For example for years, Big Hospital has preached that everyone is a family, yet, due to certain circumstances, there had to be a lot of layoffs, and whether granted or not, this is looked as being deceitful or not being honest with your employees. The second weakness of authentic leadership can be related to its infancy and its lack of leadership development. Fusco, T. (2016, p.119) argues that the next challenging frontier is to establish genuine leadership development. Often times, leadership seems to simply fit someone’s personality, however, leaders must continue to read and develop oneself to become a better leader, either through experiences or personal training. Big Hospital provides continued training for all its employees, and although some may take it more than others, employees are often encouraged to take training classes. Lastly, the third weakness of this theory is that of a “blind pursuit” or following an idea with

Inscribed on the entry-wall at the ancient Greek Temple of Apollo at Delphi are the words “know thyself”. Can a leader be truly effective without knowing one’s self? Although it has roots in previous times Authentic Leadership is a concept that began to emerge in its modern form in the 1960s. It wasn’t until 2003 when Bill George wrote about authentic leadership and its connection to ancient Greece that it became a popular leadership concept (Clark, 2014). Bill George is senior fellow at Harvard Business School, where he has taught leadership since 2004. He is the author of four best-selling books: 7 Lessons for Leading in Crisis, True North, Finding Your True North, and Authentic Leadership, as well True North Groups. His newest book, Discover Your True North, was published in August of 2015 along with its companion workbook, The Discover Your True North Fieldbook. He describes authentic leadership as a style of leading that is consistent with the core values and personality of the leader and one who leads from an honest, ethical and practical perspective. It is through the leaders authentic self, and not just the concept of self but more importantly the actions of the leader and how that is perceived by others that determines whether they believe the leader is authentic. It is through honest relationships and ethical actions that help to maximize the efforts of others in achieving the goal (George, 2016).

In brief, authentic leadership is defined as a “leadership that emphasizes building the leader 's legitimacy through honest relationships with followers which value their input and are built on an ethical foundation” (Authentic Leadership, n.d.). As leaders, they create close, trusting bonds with their followers through their transparency and their drive to serve their followers (Northouse, 2016). Practical approaches to authentic leadership are linked to a set of five initial characteristics that individuals need to possess. These include motivation, well developed values, strong relational connections, self-control and passion (Northouse,

The CEO, Howard Schultz, has developed a mission and guiding principles of how the corporation should handle their day

Furthermore, Carl Karcher, Walt Disney and Robert Schuller are the principal pioneers who created an Anaheim growing up and stopped it began a rural city that just produced oranges. In fact, slaughterhouses, sex and drugs are a bad combinations because the people risk their life to can get a job to survive without thinking the consequences. Including, Coca-Cola, Pepsi and Dr. Pepper are a global soft drinks that control majority sales beverage manufacturer drinks in the market for children and adults who day by day consume the product.

Herminia Ibarra’s article in the Harvard Business review titled “The Authenticity Paradox” presents an interesting perspective on leadership. She emphasizes the importance of authenticity as an effective leadership tool, but cautions against an oversimplified understanding of the term. Authenticity is often associated with integrity and being honest and true to oneself, which according to Ibarra, should not be interpreted so rigidly in the workplace as it may “hinder [one’s] growth and limit [one’s] impact” (Ibarra. 55). The author defines an authentic manager as one who, while remaining true to his core values, is able to adapt to various situations, play politics when required; someone who is able to wear different hats and alter their behaviors and actions to the situation that demands it. He is someone who is not afraid to step outside of his comfort zone, is willing to try different ideas, admit his mistakes and move on to the next project or activity. Furthermore, the authentic manager is able to find a proper balance between closeness and detachment with his employee.

Following three supporting arguments about Howard Schultz will prove that he is a great business leader. In the beginning, we will discuss about his vision that he wants to accomplish through the organization. Secondly, we will examine his strategy in different situation. At the end, we will talk about how he motivates people but only externally, but also internally.

Authentic leaders create healthy enterprises for the long term and almost without exception, emerging leaders have solid values and a sense of purpose. We are looking to make a difference, to contribute to a worthwhile cause through our work and to find a reasonable balance between our work and home lives. In addition, to work where we trust the leaders and share a common set of values is essential to the chemistry involved in organizational leadership. “We have different gifts, according to the grace given us. If a man’s gift is prophesying, let him use it in proportion to his faith. If it is serving, let him serve; if it is teaching, let him teach; if it is encouraging, let him encourage; if it is contributing to the needs of others, let him give generously; if it is leadership, let him govern diligently; if it is showing mercy, let him do it cheerfully” (Romans 12:6-8, 1984, NIV).

“When you believe in a thing, believe in it all the way, implicitly and unquestionable.”

Herminia Ibarra’s article in the Harvard Business review titled “The Authenticity Paradox” presents an interesting perspective on leadership. She emphasizes the importance of authenticity as an effective leadership tool but cautions against an oversimplified understanding of the term. Authenticity is often associated with integrity and being honest and true to oneself, which according to Ibarra, should not be interpreted as such in the workplace. The author defines an authentic managers as one who, while remaining true to his values, is able to adapt to various situations, is able to balance closeness and distance with his employee. The authentic manager is someone who steps outside of his comfort zone, is willing to try different ideas, admit his mistakes and move on to the next project or activity.