Leadership Challenges in a Changing World

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Table of Contents
Blog 1........................................................................................................................................2
References...............................................................................................................................5
Blog 2........................................................................................................................................6
References...............................................................................................................................8
Blog 3........................................................................................................................................9
References.............................................................................................................................11
Blog 4......................................................................................................................................12
References.............................................................................................................................14

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Blog 1
One of the key components of a business is the organisational culture as it
defines the set of behaviours, beliefs, systems, symbols and value that drives the
operations, activities, performance and other crucial aspects (Alvesson and
Sveningsson 2015). It is the defining factor for the method of internal and external
interaction. So, it is of great prominence that an organisation maintains a sound and
effective organisational culture. However, many international organisations are
facing organisational culture issues and one of the major firm is Uber (Sundararajan
2014). Uber technology Inc. is the biggest taxi cab service provider and has also
stepped in businesses such as food delivery, transportation network company,
bicycle sharing and others. The firm however, have been engulfed in controversies
regarding the sexual assault against women, discrimination within the organisation
and several others. A study conducted on the Uber employee turnover identified that
the women employee of the firm leaves the organisation because of hostile work
environment, lack of advancement opportunities and dissatisfaction with the senior
leadership (Carson 2018). Other reasons are also influencing the organisational
culture of the Uber that needs to be mitigated.
CHALLENGES
The primary challenges faced by the firm in terms of organisational culture are
the negative competition, discrimination & priority, lack of transparency and
inadequate HRM (human resource management) (Jordan 2017). The negative
competition has filled the organisational culture with toxicity, and the seniors who
have adjusted in the environment exploit the young talent and snatches their
opportunities. It is developing a barrier between the young talents and established
employees, which will impact the firm and its culture. The second most primary
challenge is the discrimination and prioritising. The firm discriminates with the young
talents and prioritise its employee who have gained certain experience. When young
talents or women employee reach to complaint against any illegal or unethical act
conducted by the senior employee, the talent receives negative feedback instead of
help and support (Glick, Berdahl and Alonso 2018). Another one of the most primary
challenge that is leading to high rate of employee turnover is the lack of
transparency. The decisions made by the senior officials is not transparent and any

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decisions made by them has to be followed. The reason for promotion, appraisal or
other felicitation of an individual without any proper reason is believed to be stealing
the opportunity from the deserved one. Finally, the most prominent challenge is
inadequate HRM. The HRM in an organisation is designated with the responsibility to
keep the employees and the management satisfied with each other, however, the
firm is failing at it (Carson 2018). The complaints and feedbacks of the young talents
are ignored, discrimination promotional opportunities and others. So, it would be
justified to state that the most prominent challenge driving the organisation’s cultural
challenge is its HRM.
STRATEGY
To amend the organisational culture of the Uber and improve it, Lewin’s
Model of Cultural change should be adopted (Alvesson and Sveningsson 2015). As
part of the process, the first step (that is unfreezing) should be to include the
employee’s as part of the process. The organisational culture should be unfreeze
and the employee’s feedback should be collected for the development of the new
cultural guidelines. The feedback should be collected through a mixed survey format
that should consider both the closed ended and open ended questions. The
responses from the employee should be compared and contrasted with the best
organisational cultures such as that of Zappos, Google, Twitter and others along with
the organisation’s need to develop the guidelines (Naranjo-Valencia, Jiménez-
Jiménez and Sanz-Valle 2016). The next step will involves implementing the
changes as part of which the changes should be implemented. However, before
implementing the changes it is crucial to test the feasibility of changes. The feasibility
test should also be done after the implementation to ensure the success. The
changes should include non-discrimination, equal opportunity for all and other
needful aspects which are directed towards human resource satisfaction. The final
step would be to freeze the changes to make them stable and effective.
CHARTER STATEMENT
Mission- “Transportation as reliable as running water, everywhere for everyone with
safety and customer priority in mind”.
Vision- “To create safe and ethical economic opportunity for every member of the
global workforce and build a greater society together.”