Course Spanning Capstone - Term Paper Example

Spanning Capstone The of the family business is Onestop Selection, and its formation took place in 2000 in the form of a sole proprietorship. It operates under the retail stores sector and over the past years, it has managed to expand and operate discount stores, supercenters, warehouse, supermarkets, hypermarkets, home improvement stores, restaurants, apparel stores, specialty electronics stores, drug stores, and convenience stores, all in the home market of the U.S. Various products and items are offered in these stores in order to meet the varying needs of customers. However, the growth rate of Onestop Selection has been relatively slower than expected, especially after the 2008 financial crisis. Therefore, Onestop Selection has developed a strategic map and goals to expand its operations in the local markets and also capitalize on new markets in the emerging economies. Therefore, Onestop Selection is on the path of internationalizing its operations. This goal is, however, been approached with a lot of caution since the international market might be different from the local market because of factors like competition, regulatory, legal and cultural challenges, and attempting to alter local shopping behavior. These goals can, however, be successfully attained through good leadership. Through an effective leadership, the complex is simplified, doubt is set aside and the action is made more compelling and successful. Learning from the available leadership theories, I will be expected to exhibit the qualities of an effective leader. Through the trait approach, I will display self-confidence, vigor as well as persistence in the pursuit of the local and global expansion goals, and tolerance for uncertainty and frustration. In addition, my drive is to lead with honesty and integrity, emotional maturity, internal locus of control orientation, moderate achievement motivation, socialized power motivation, cognitive ability and vast knowledge of the business. From the leadership style approach, I will lead my employees in a way that they feel they are part of the various policies, procedures and processes necessary for Onestop Selection to run effectively and profitably. Borrowing from the contingency approaches, I will exercise the leadership qualities based on the underlying circumstances. I will also motivate employees by convincing them that after completing some tasks, they will have achieved some desirable objectives. Additionally, the needs, values, personality and abilities of employees and the structure of the tasks will guide me in deciding whether to use supportive, participative, directive or achievement-oriented leadership. In the pursuit of the global expansion goals, I will be required to have knowledge about processes, methods, and other approaches to conducting business activities accordingly. In addition, conceptual skills are necessary since good judgment intuition, creativity, foresight, and the ability to look for meaning in ambiguous and uncertain events are critical. Interpersonal skills are also required since I will be required to communicate clearly and persuasively. Overview of the Business (Onestop Selection) The registration of this business took place in the year 2000 as a sole proprietorship under the name Onestop Selection, and in accordance with the Delaware laws. The main objective behind its formation was to engage in retail store operations. The business has significantly grown in the recent times and started operating discount stores, supercenters, warehouse, supermarkets, hypermarkets, home improvement stores, restaurants, apparel stores, specialty electronics stores, drug stores, and convenience stores. In regard to technology, Onestop Selection opened a retail Website called Onestop Selection.com. Through these stores and formats, Onestop Selection offers meat, produce, dairy, frozen foods, bakery, alcoholic and non-alcoholic beverages, deli, and floral and dry grocery; baby products, household chemicals, health and beauty aids, paper goods, and pet supplies; photo processing services, cameras and supplies, toys, electronics, cellular phones, cellular service plan contracts, as well as prepaid services, music, movies, video games, and books; and over-the-counter drugs, pharmacy, optical, and clinical services. The merchandise of Onestop Selection also includes stationery, sporting goods, fabrics and crafts, automotive accessories, hardware and paint, and seasonal merchandise; apparel and shoes for men, boys, women, girls, and infants, jewelry, and accessories; and home furnishings, bedding, home décor, outdoor living, housewares and small appliances, and horticulture products. Over the past fifteen years, Onestop Selection has experienced some tremendous growth. This has seen it expand its operations by opening new branches across the U.S states. The rationale behind this success is the strategy of business expansion, where the management’s standpoint has been on location. When planning on the need to open a new store, Onestop Selection considers the strategic location for the store. Such best locations would, however, vary by geography due to distances and costs. In locating its new stores, Onestop Selection always considers the distribution center to reduce the transportation time and expense for trucks. Another factor considered in establishing a store is the market such that the store should be located in the community; Thus more convenient for customers to shop since they are saved the driving time, implying that the availability of a parking lot is also a factor to consider in the expansion plan. The success of Onestop Selection has also resulted from its motivated workforce through all levels of positions. Even though Onestop Selection has expanded its network, it has not been at the anticipated pace, especially after the 2008 global financial meltdown. This has made it a victim of an uneven economic recovery, hindering its desire to operate efficiently, be a cost leader and make customers shop conveniently. Objectives of Onestop Selection and Contribution of Leadership towards their Attainment The primary goal of Onestop Selection is to increase its market share in the U.S, and across the globe. Indeed, Onestop Selection aims at capitalizing on the potential market for the emerging economies due to the fact that global expansion has been pursued by many organizations with targets of increasing their profits, as well as market share. As noted by Mun and Yazdanifard (2011), global expansion has been attracting not only large organizations, but also small and medium sized companies, both existing and companies new to international development. In this case, Onestop Selection will be a new company trying to expand into the international arena since it has not internationalized its operations. My optimistic that Onestop Selection’s goals to internationalize will successfully materialize is based on some practical cases where newer specialty retailers have successfully expanded globally. These include Shanghai Tang of Hong Kong, H&M of Sweden, and Zara of Spain that are motivating us and have paved the way for Onestop Selection to follow. However, care must be taken since there are those organizations that tried to globalize their operations in particular markets, but ended up failing due to factors such as competition, regulatory, legal and cultural challenges, and attempt to alter local shopping behavior. In this regard, it becomes evident that if Onestop Selection continues to operate only in neighboring markets and markets located close to its home markets, it might face a lower level of such risks. In trying to build up the global enterprise, managers and leaders are required to be cautious in maintaining a collective identity and culture. In addition, it is very tough for managers and, in that case, for me to make accurate decisions regarding the choice of markets due to the lack of accurate and reliable information. This is especially the case because market players tend only to give the potential and positive side of the market and conceal the disadvantages in order to attract businesses into the market. However, there is no doubt that these goals will be realized through proper leadership. In todays thinking about productive, effective and enduring entity, an organization needs to be reorganized, restructured and re-engineered in addition to building the necessary change on the preeminence of human resources (Mendes & Stander, 2011). According to Shekari and Nikooparvar (2012), people and processes are more important than organizational structure and tasks in achieving goals and productivity. It is, therefore, critical and a prerequisite that people who involve themselves in making systems and processes to be effective. It is only by having a highly motivated and trained human resource that an organization can be effective in achieving its goals. Leaders motivate their followers (employees) by investing in them, as well as empowering them to do their best. Shekari and Nikooparvar (2012) argued that leadership entails the use of character to overcome external challenges. Through an effective leadership, the complex is simplified, doubts are set aside and the action is made more compelling and successful. Just as a leader converts purpose and vision into action, effective leadership will convert the vision and goals of Onestop Selection into action that lead to the realization of appealing results. Leadership Theories and their Application to Aid in the Goal Achievement Several scholars (Phillips, 2009; Hartog & Koopman, 2011; Ogbonna & Harris, 2000) have advanced different approaches to the study of leadership. These theories have looked into the followership. The trait approach This is a theory that base its argument on the personal characteristics of leaders with the implicit idea being that leaders are born and not made (Ogbonna & Harris, 2000). Leaders are characterized by stable attributes that instills leadership in them (Phillips, 2009). According to Hartog and Koopman (2011), the focus was to identify and measure traits that distinguish leaders from people who were not leaders or effective leaders from ineffective ones. This led to the derivation of a profile of an ideal leader, and that could be used as a basis for selection of future leaders. There were three main categories of personal characteristics that were used to identify the ideal leaders. The first one was the physical features, including physique, height, age and appearance; while the second category was the characteristic ability and included fluency of speech, intelligence and knowledge. The third category was personality traits and included expressiveness and introversion, emotional control and dominance. Borrowing from this theory to lead Onestop Selection, I will exhibit self-confidence, vigor, as well as persistence in the pursuit of local and global expansion goals, and tolerance for uncertainty and frustration. In addition, my drive to lead with honesty and integrity, emotional maturity, internal locus of control orientation, moderate achievement motivation, socialized power motivation, cognitive ability and vast knowledge of the business will be some of the personal characteristics that I will show to ensure that a conducive working environment exists for every member of Onestop Selection (Yukl, 2010; Obiwuru, Okwu, Akpa, & Nwankwere, 2011; and Association of Leadership Educators, 2009). Leadership style theory This theory emphasizes on the leader’s behavior through arguing that the effective leadership depends on the exerted leadership style (Phillips, 2009). This theory further views leadership as a behavioral pattern, which can be learned (Obiwuru, Okwu, Akpa, & Nwankwere, 2011). The task remains in identifying the right style whereby one is trained to exhibit that behavior and become a better leader (Hartog & Koopman, 2011; Bass, 2000). According to this theory, an effective leader is both people and task-oriented. In addition, the leader practices participative leadership. Borrowing from this theory, I will lead my employees in a way that they feel they are part of the various policies, procedures and processes necessary for Onestop Selection to run effectively and profitably. However, it should be understood that the exercised leadership style must not have correlated results (Association of Leadership Educators, 2009; Ogbonna & Harris, 2000). This implies that, besides practicing the expected behavior, I will pay attention to the situational characteristics, including the subordinate characteristics like experience and motivation, and task characteristics, including complexity and interdependence. In addition, the organizational culture and environmental factors that are likely to affect the outcomes will be considered (Yukl, 2010). Contingency approaches These theories argue that the effectiveness of a leader is dependent on the situation, including followers. One such theory was developed by Fiedler, who through his model of least-preferred-coworker, argued that a leader’s influence depends on the structure of the tasks, power of the position he holds, and the interpersonal relationship between him/her and his/her followers (Ogbonna & Harris, 2000; Association of Leadership Educators, 2009). Precisely, leaders would have the most favorable conditions when they have significant power, a good relationship with followers and direct highly structured tasks. As a leader, I would ensure that the various activities performed in Onestop Selection are highly structured, and a good relationship subsists between me and the subordinates. According to the House’s Path-Goal theory, a leader influences the perception of his followers on the task paths and the goals desirability (Association of Leadership Educators, 2009). In order to achieve the global expansion goal, I will motivate employees by convincing them that after completing some task, they will have achieved some desirable objectives. It is the needs, values, personality and abilities of the employees and the structure of the tasks that will guide me in deciding whether to use supportive, participative, directive or achievement-oriented leadership (Phillips, 2009). Another contingency approach is the Situational Leadership theory and is termed the most effective leadership style since it matches the readiness level of followers. In this situation, I will provide most directions when employees lack the ability and motivation and give very little guidance to the highly skilled and motivated employees where necessary. Integrative approach According to Yukl (2010), this theory combines more leadership variables. The self-concept theory of charismatic leadership is one such approach, and I would use this to win the efforts of employees and make them sacrifice to accomplish the intended mission. Skills and Traits Self-confidence is an important trait of a leader. As such, I will exhibit self-esteem and self-efficacy to make influential attempts. Through self-confidence, Onestop will undertake difficult tasks towards the achievement of challenging objectives. Through persistence and optimism in efforts to achieve the global expansion goal, I will increase commitment by subordinates. Additionally, as a leader, I will exhibit an internal locus of control by appreciating actions taken by employees, especially those that determine the outcome of an event as opposed to chance. In this context, our actions will determine our destiny of expanding our business operations. Emotional stability and maturity is another quality of an effective leader (Yukl, 2010) and will ensure that as a leader, I do not suffer from severe psychological disorders. Instead, it will enable me capitalize on my strength, learn from mistakes and lead others towards our goal. Personal integrity is another trait that I will exhibit to gain trust from my subordinates and also teach them how and the need of being trustworthy. As a leader, I will be achievement-oriented by developing the required attitude, needs, and values, the desire to excel, willingness to assume responsibilities, drive to succeed, and concern for task objectives. Among the skills that I will need to possess are the technical skills as I will be required to have knowledge about processes, methods, and other approaches to conducting business activities accordingly. This will also entail having the knowledge about our organization’s products and services, rules, employee characteristics, and the management system. Through conceptual skills, I will have a good judgment intuition, creativity, foresight, and the ability to look for meaning in ambiguous and uncertain events (Yukl, 2010). These skills will be critical for strategic planning, organizing and problem-solving. I will also be well placed to analyze events, perceive trends, anticipate changes, and identify opportunities and potential problems. Other necessary skills include interpersonal skills since I will be required to have some knowledge about the employees’ behavior, feelings, and attitudes, motives in addition to communicating clearly and persuasively (Association of Leadership Educators, 2009). In this regard, I will manage to develop and maintain a cooperative relationship with subordinates. References Association of Leadership Educators. (2009). Introducing Followership into the Leadership Classroom: An Integrative Approach. Journal of Leadership Education, Vol 8 (2), 1-256. Bass, B. M. (2000). The Future of Leadership in Learning Organizations. The Journal of Leadership Studies, Vol 7 (3), 18-40. Hartog, D. N., & Koopman, P. L. (2011). Leadership in Organizations "Handbook of Industrial, Work and Organisational Psychology". Sage Publications. Mendes, F., & Stander, M. W. (2011). Positive organization: The role of leader behavior in work engagement and retention. South African Journal of Industrial Psychology, Vol 37 (1), http://www.sajip.co.za/index.php/sajip/article/view/900/1032. Mun, L. Y., & Yazdanifard, R. (2011). Walmart Success in Mexico, Canada, and China: Global Expansion, strategies, Entry Modes, Threats, and Opportunities. Cyberjaya, Malaysia: Multimedia University. Obiwuru, T. C., Okwu, A. T., Akpa, V. O., & Nwankwere, I. A. (2011). Effects of Leadership Style on Organisational Performance: A Survey of Selected Small Scale Enterprises in Ikosi-Ketu Council Development Area of Lagos State, Nigeria. Australian Journal of Business and Management Research, 100-111. Ogbonna, E., & Harris, L. C. (2000). Leadership style, organizational culture, and performance: empirical evidence from UK companies. The International Journal of Human Resource Management, 766-788. Phillips, D. T. (2009). Lincoln On Leadership. New York: Donald T Phillips. Shekari, H., & Nikooparvar, M. Z. (2012). Promoting Leadership Effectiveness in Organizations: A Case Study on the Involved Factors of Servant Leadership. International Journal of Business Administration, Vol 3 (1), 54-65. Yukl, G. (2010). Leadership in organizations 7th Ed. New York: Pearson. Read More