Leadership Change through Globalization, Leadership of Steve Jobs - Coursework Example

Leadership change through globalization Name Student No Course Date Introduction In each and every organization, change occurs. A number of organizations expand while other companies have to rationalize. Most companies view the necessity to change in the organizations vision. It is important to learn how to manage the change. This is a key in ensuring that the transition moves on quite smoothly despite of all that the change demands. The principles of leadership are stable but leaders have to persistently adapt to changes. Globalization has affected the substance and the style of leadership. As globalization takes over the world, leaders usually are tasked with leading employees who are distributed nationally and globally. The employees are learned and hence expected to perform more. The leadership territory keeps on growing. The leaders should be role models of their organizations. They set the tone on what should be done and how it should be done. Furthermore, leadership based on values and ethics is important to attract and retain talents and loyal clients in additional to business partners (Campbell, 2005). The basics of effective leadership are always critical. Good leaders always posses an effervescent vision which has the capability of taking them through the recent disorganization of data. The leader’s vision is communicated to the different stake holders in a brilliant manner. Beat leaders are hard working and dedicated to their organization’s success. They are always straightforward and honest, and appreciate that this is an asset which is most precious. A good example of such a leader is Steve Jobs. Steve Jobs and Steve Wozniak co founded apple computers. Through the leadership of Steve Jobs, the organization established revolutionary technology. This technology includes iPad and iPhone. Some of the Steve Job critics argued that he broke the leadership rules (Isaacson, 2012). They say that he was a dictator, a shallow minded narcissist and a micro manager. During the leadership of Job’s, Apple was an unforgiving and brutal company with cruel organization culture. There was strict accountability and the top level management made the decisions while there was no room for shortcomings. What amazed me about Steve Jobs is his courageous search for greatness, revolutionary entrepreneurship, and inventive company policies in addition to his eccentric style of leadership (Isaacson, 2012). This paper will discuss how leadership has changed in relation to globalization. Leadership and change Leadership is neither managing nor directing, it is ability to influence and inspire people to move towards the leader’s goals and objectives. Leaders help other people and themselves carry out the right things. They create new things, build a motivating vision and set directions. Leadership is dynamic, inspiring and exciting. It is about setting the goals as a team or an organization and achieving them. While the leaders decide the direction, they are required to also incorporate their management expertise to direct their followers in the correct direction in an efficient and smooth manner (Kotter & Cohen, 2002). The high performing and well integrated teams have always been self sustaining and their goals and objectives lead their vision. This is made possible by effective leadership. In most cases, these organizations are lead by a leader who generates the work place environment and creates the operating values and beliefs that are favorable for a good performance. This is evidence in the Apple organization where Steve Jobs created a high performing team (Kotter & Cohen, 2002). While distinguished leaders ought to be adaptable, they must hold their feelings and center to accomplishing the objective or vision. Through a conviction, extraordinary leaders have propelled others to aspire and make change. These leaders have intelligently shown others how it’s done, never censuring an alternate's convictions, yet rather moving in others the yearning to change. It is through allure and instinct that leaders can start developments that make change Developments for change are not constrained to just political greats, they are additionally found in our educational systems. Taking up the role of the leader in a school must be painstakingly considered. It ought to be a part that one accepts with the comprehension that they will both straightforwardly and by implication influence, either absolutely or contrarily, those that will take after their lead (Kotter & Cohen, 2002). Staff and students indistinguishable will be influenced by the kind of leadership parts they have in their educational systems, so it must be recalled that school leadership is not constrained to the parameters of the school, it influences eras that later will influence prospects (Bell, 2007). During these times of uncertainty, the great leaders mostly lead by use of influence, but not through the power. The past control, command and hierarchical structures have vanished. Those were the days when a leader used to give orders. The leaders also manipulate other individuals outside the organization so as to capture, distribute and create value via organization’s network. This is obviously known as network of enterprise and partnership. It is not possible for a single leader to control all network parts; hence there is distribution of leadership. For that reason, influence is paramount. For a leader to earn influence, he must get the respect and trust from the companies that constitute the enterprise (Kotter & Cohen, 2002). The competence of this kind of commitment needs outstanding skills in communication and empathy. Leaders should perform extremely well at recognizing prospective partners and afterwards instigate, sustain and frequently improve these associations. This improves the leader’s integrity value (Bell, 2007). Leadership and organization culture Organizational culture mainly refers to the behavior of individuals in an organization and the interpretations that people have to those particular behaviors. Culture is inclusive of the organization’s norms, values, symbols, system, vision, habits, assumption, beliefs and language; it also includes the ideas of what the objectives should be. The main idea in organization culture is to make individuals reflect on the collective good of the organization because the flourishing of the organization in return also benefits its employees as well (Arnott, 2000). Organizational culture has an effect on the way individuals and groups intermingle with one another, stakeholders and clients. To Change an organization's culture is a standout amongst the most troublesome leadership challenge. This is on account that the corporate culture includes an interlocking set of objectives, processes, techniques, values, interchanges practices, state of mind and suspicions (Kanter, 2003). Worldwide leaders are the individuals who can possibly direct through within the minutiae of the business world which is transactional. The leaders articulate the plan and the vision in a multi environment from a various usefulness viewpoint with the goal that they can put together the whole group (George & Jones, 2012). This obliges putting up samples exhaustive decided leadership plus imparting the perspectives of the colleagues. This suggests quick paced advancement for potential people alongside a multi-social introduction, execution examinations and formative chances to keep them inspired. The groups headed by worldwide administrators require a dream and a worldwide individual feeling (Kanter, 2003). This implies that elite worldwide associations ought to make a comprehensive culture where individuals feel that their advantage is in line with that of the association and thus they stay self-tested as per the mission control panel. In such nature's turf, a feeling of having a place predominates and inspiration comes from regular qualities and goals, being included in tasks that are both testing and has importance as well. Such associations are not diverted by internal problems. They have an agreeable motivation and concentrate on rivalry, customers and groups (Arnott, 2000). According to Arnott (2000), the style of leadership plus culture have all an enormous effect on the execution and proficiency yield of any association, representative relations as well have an effect. These factors combined significantly influence the execution of any association. One leadership style is transformational style of leadership. In this style the leader’s demonstration are past their plans as feelings cow them to (George & Jones, 2012). The other alternate is transactional style of leadership. Here the leaders map deliberations with legitimate prizes. Notwithstanding the transactional style of leadership routines for prize and discipline, the transformational leader utilizes their allure to inspire devotees to accomplish more than what would ordinarily be normal (Yardley & Kakabadse, 2007). A good example is Steve Jobs. Regardless, the fundamental constituents which produce great performances are fitting talent preparation and advancement, occupation outline, enduring discussions and direction in additional to contribution (George & Jones, 2012). Alongside this methodology is the act of reasonable and great administration which advertises a positive self-esteem focused around fair-minded choices and shared trust consolidated into the corporate culture (Arnott, 2000). The results of this methodology are specifically associated with organization's execution as it influences the commitment level of workers, other than their inspiration to perform and exceed expectations (Yardley & Kakabadse, 2007). Due to the above reasons, as a leader it is exceptionally critical to keep up solid worker relations. Steve Jobs leadership style Steve handled his employees in an autocratic manner while applying tyrannical style of leadership. It was the policy of Jobs to hire and fire at his will so as to make sure that the employees performed well and produced high quality products. His critics viewed this as lack of democracy at the Apples organization. This can be referred to as what makes shining example of customary organizational ethics like top down leadership, centralized control and forcefully various leveled association. It's Steve's organization – seeking after his vision, with his speed, with his group, producing his items (Isaacson, 2012). Devoid of Steve’s tyrant leadership, Apple could have only been another normal Silicon Valley company. Steve is an uncommon case of a leader who ruled his organization representatives and directed the employees appropriately using his dictator style of leadership in additional to his vision which was unmatchable. He accepted that a single man with a single vision can turn Apple to a famous organization and brand. Through this we can see that his principle came to be. Steve Jobs was an inspiring leader; however he was additionally a high-upkeep colleague who named individuals who didn't awe him as “bozos” (Isaacson, 2012). Steve Jobs was in a position to apply his autocratic style of leadership due to the fact that he passed through hard periods and emerged victorious from those testing circumstances. When he was absent from apple other than bending low, he picked up using his captivating style, fresh and complex challenges. Jobs purchased Pixar and changed it from a small simulation to be a leader in the industry which was in charge of movies like Toy Story. NeXT, a company he started was acquired by Apple (Isaacson, 2012). The ability of jobs to emerge victorious out of hard situations provided inspiration to many of his workers. This had an effect on the employees, they were challenged and they believed that they can always achieve all that looks unattainable. This inflicted passion to them making the employees to produce revolutionary products (Denning, 2011). Steve Jobs was well conversant with the supremacy of cultural influence that facilitated supporting strategic capacities entrenched in his vision which was to create an organization where individuals are motivated to produce quality products. An organization which will make an impact even to the generations that will come (Denning, 2011. At Apple, there was a culture which Jobs founded where groups would work in seclusion and compete with others within the company in product designing. Jobs had all the authority about the company. He encouraged accountability within the organization through meeting regularly with the executives to review product development groups. Steve Jobs was weak with the skills of managing individuals. He was abusive and stormy to the employees and they didn’t like this behavior of his (Isaacson, 2012). Globalization and leadership Most people talk about globalization but its actual meaning is almost unclear. It is not very clear how global leaders can be developed, the skills that they need. How the company leaders deal with a work force which is dispersed globally and diverse is also not very clear (Campbell, 2005). During change, the culture has to shift in support of development of global leaders. With good leadership, Organization influence innovation to maintain globalization (Anderson, 2008). There are principles that leaders need to have to drive their organizations through globalization. Act and think globally It is a must to have global mindsets as a leader. An individual who has lived in different countries, speaks different languages, is an emigrant and manages a diverse team never assures an effective leader. Achievement of a global mindset helps a leader to exercise effective leadership within a global capacity. When business and culture diversity increases, the global mindset demands also increases (Campbell, 2005). Global mindset can be termed as the capacity to persuade people, organizations or groups with diverse social, psychological and intellectual intelligence that are different from yours. Leaders should have the ability to act and think locally and globally and not like the past leaders who used to think globally but acted locally. This calls for a leader to widen the understanding of diverse cultures. The leader has to recognize situations that need local and global elements together (Anderson, 2008). Embrace diversity In Organizations like Apple that have global mindset, the leaders are held accountable for comprehensiveness. This made sure that Steve Jobs is open to elements of global issues and situations, especially to customers and other leaders who reasoned differently and acted contrary to what he did. To lead and manage Apple organization effectively, Steve Jobs had to be a risk taker, curious and he disregarded the common phrase of doing things in a specific way over and over again. He understood how to work with diversity (Bell, 2007). This is an asset that must be developed by the global leaders. Steve Jobs recruited and employed the most talented people especially the Y generation. He also respected their style of learning in which mostly they prefer the social style while balancing the requirements of both work and life. Steve jobs recognized the various way of reasoning concerning the solutions to opportunities of the modern day (Anderson, 2008). Control technology for teamwork According to Anderson (2008), leaders who have a sense of comfort utilizing the present technology devices and assets are an aggressive advantage for their worldwide companies. Moreover, present leaders request more from technology than simply an empowering influence of procedure effectiveness and related expense diminishment. They hope to utilize innovation in addition have it affect their workforces globally in these routes: to make learning accessible when required by whoever requires it despite their location, to accommodate videoconferencing, teleconferencing, meetings plus application offering by leaders who are in outlying urban areas, to consider client made substance to make data accessible all the more rapidly and in the arrangement which can be best utilized and re-used by the leaders (Campbell, 2005). This will also help the leaders to be extra successful in a virtual part by encouraging virtual systems administration and coordinated effort. Cooperation is an empowering influence of fruitful change on the grounds that it captivates those affected, and makes a more elevated amount of possession for moves to be made. Worldwide cooperation involves connecting the right individuals to the right tasks at the opportune time. Collaborative advantage is progressively attached to Competitive advantage (Anderson, 2008). Being an agent of change   Development and inventiveness are the latest necessities for leaders championing for business in worldwide markets. Precedent leaders possibly will were profoundly effective in created markets, yet they confront totally distinctive difficulties in the recent upcoming ones that they are ill-equipped about. Duplicating the most excellent performance which they controlled in the past can only lead a leader to disappointment. Most developing nations can miss out on development steps of services and products which Western nations stick to. Subsequently, they can enhance at speedier rates (Anderson, 2008). Due to this, the business atmosphere becomes multifaceted in nature in additional to increasing the test of progress. Just by transporting our insight, abilities, and encounters together, normally through systems administration made conceivable by innovation, can the present global leaders expect to effectively explore this many-sided quality. Today’s leaders are required to be customary. They have to be adaptable, inventive, ready to change, and actually, yearning for change and development. Leaders who are not happy with new controls for working together and their related uncertainty, will probably not be a successful worldwide leader (Campbell, 2005).  Conclusion In matters decision making, Steve Jobs was creative. This aspect together with the capability to adapt to the varying market situations and his captivating leadership were the foundation of the success of Apple. Jobs took leadership position which assisted the Apple organization to establish itself as a reputable technological organization. Apple organization was a contributor to the digital era in an outstanding manner. In 1984 the company introduced the initial commercial viable graphical user interface (Isaacson, 2012). The creativity of Steve Jobs was instrumental in assisting the organization to become a technologically innovative company. By the time Steve Jobs made a comeback to Apple, the organization was experiencing a horrifying period (Denning, 2011). The organization was in dire need of a charismatic leader to come and change the company. Steve Jobs came and fashioned the organization vision. The fact that Jobs would connect with the customers, shareholders and employees emotionally was the supreme stronghold of Jobs as a leader. Steve jobs dynamically paid attention to the needs of the end user through improvement of the client’s experience. Jobs worked hard and founded the organizations working policies which were focused on continual quality improvement while keeping the production cost constant (Denning, 2011). Having in mind the principles discussed above, it can be suggested that comprehensive leadership is a technique of leading effectively in the present globe. This is so because so many organizations have expanded their territories and are conducting their businesses in foreign countries. The first step is to identify the skills of global leadership which includes: to think globally, to develop the technological knowhow, to collaborate and network across borders, to build alliance and partnership, to appreciate diversity in culture (Denning, 2011). The rate at which organizations are changing has not going down. Due to the present economical speed, the rate is not expected to go down any time soon. The only option left for the organizations is to embrace and adapt to these changes competently (Yardley & Kakabadse, 2007). This can only be achieved if the leaders accept change and spearhead the change themselves. That is the leaders should be the agents of change References Anderson, J. (2008). Driving change through diversity and globalization (1st ed.). Sterling, Va.: Stylus Pub. Arnott, D. (2000). Corporate cults (1st ed.). New York: AMACOM. Bell, M. (2007). Diversity in organizations (1st ed.). Mason, OH: Thomson/South-Western. Campbell, D. (2005). Globalization: The basic principles of leadership are universal and timeless. Advances In Global Leadership, 4, 143--158. Denning, S. (2011). Steve Jobs: Management Innovator. Forbes.com. Retrieved 18 September 2014, from http://www.forbes.com/sites/stevedenning/2011/10/31/steve-jobs-management-innovator/ George, J., & Jones, G. (2012). Understanding and managing organizational behavior (1st ed.). Boston: Prentice Hall. Isaacson, W. (2012). The real leadership lessons of Steve Jobs. Harvard Business Review, 90(4), 92--102. Kanter, R. (2003). Challenge of organizational change: How companies experience it and leaders guide it. S.l.: Free Pr Kotter, J., & Cohen, D. (2002). The heart of change (1st ed.). Boston, Mass.: Harvard Business School Press. Yardley, I., & Kakabadse, A. (2007). Understanding mission command: a model for developing competitive advantage in a business context. Strategic Change, 16(1-2), 69--78. Read More