Table of Contents INTRODUCTION..........................................................................................................................1 PART 1............................................................................................................................................1 a) Importance of in-depth leadership development................................................................1 b) Aspiration gained from prevailing leadership style...........................................................2 c) Key challenges and strength..............................................................................................2 PART 2............................................................................................................................................3 a) Overview of contemporary leadership styles.....................................................................3 b) Critical evaluation of Mark Parker’s leadership style........................................................6 c) Recommendations for Mark Parker in terms of how he should select his successor.........8 CONCLUSION..............................................................................................................................9 REFERENCES.............................................................................................................................11
INTRODUCTION The level of competition is rising day by day in drastic manner. This is creating a serious issue for business organisations since they are loosing their existing position from marketplace and particular industry (Kotter, 2012). The reason of the same phenomena is nothing but the introduction of large number of companies within market dealing in similar sector. In order to cope with existed situation, firms need to adopt effective leadership style for leading their business actions in proper ways. For achieving the identical styles of leadership, it is important to employ suitable leaders bygiving them responsibilities regarding providing right direction to company. They will definitely assist their corporations in attaining all pre - determined aims and objectives.The present report is designed by considering a popular organisation known as 'Nike'. In this project, various contemporary leadership styles has been highlighted that the venture should follow. Besides this, leading style adopted by Mark Parker for gaining employ engagement and change management is also described properly. PART 1 a) Importance of in-depth leadership development Leadership can be simply defined as the art of inspiring team members for acting towards reaching a mutual target. Thus, leaders play an eminent role in an enterprise as they are performing for the development of not only organisation but also for the workers as well. To achieve better result, it is vital for contemporary leaders to receive in – depth leadership development (Giltinane, 2013). This will help them in attaining high degree of employee engagement, securing corporation-al sustainability along with gaining competitive benefits. By implementing the strategy of in-depth leadership development, leaders can become able to understand their followers in more better ways since highest level of interaction from group associates is being carried on at similar programme. Additionally, under this session team heads used to resolve issues associated with each and every employee by interacting with them appropriately. This will help in ensuring organisational sustainability for longer period of time. After receiving positive and healthy environment via implementation of in-depth leading sessions, retention scale of personnels will get increased. Apart from that, leaders also get capable of giving innovational training to subordinates. Thereafter, people working at enterprise can easily manufacture innovative products and services which will seek attention of more & 1
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more customers. Therefore, company would gain competitive advantages as a fruitful outcome. Hence, it can be said that every contemporary leaders ought to acquire in-depth leadership development. b) Aspiration gained from prevailing leadership style This is being noticed that various types of leadership style is present in the arena of corporate world. Some of them are autocratic, democratic, strategic, transformational, Laissez – faire, etc. (Knapp,2015). People are choosing suitable one according to their views and goals. As I want to gain highest possible level of employee engagement at workstation, I shall go with the democratic leadership style. I wish to work in sportswear manufacturing as this segment attracts my attention and leadership style is at par with my requirements. In this regard I will prefer 'Trait approach' as I found this attractive. By executing democratic style, I would work by giving importance to my team members and sub - associates. While taking decisions, I will welcome the ideas of my subordinates. By doing this, I can easily motivate people by making them feel worthy and valued at corporation. Subsequently, as a good result, staff members will show interest during the process of decision making. Thus, it would improve the degree of workers involvement and they give their best in achieving goal of company. This aspires me to work for the upliftment of my followers as well as entire organisation. One of mine desire is to hold a good position at my work – premises. This is being full-filled by adopting democratic guiding pattern. It is to be noted that authority of making final determination and conclusion is lying in the hand of democratic leaders. Hence, I will be able to dominate and control my followers by showing them correct direction. Besides this, I am having the power of delegating my responsibilities to other personnels who would be capable of playing my roles efficiently. Therefore, it is a plus point for me as in my absence I can delegate duty of mine to other people according to my choice. These all situations motivate me to work in business environment of my firm. c) Key challenges and strength I am an effective and outstanding leader of my organisation. There are some qualities which made me worthy in this context. Major strength posses by me are mentioned below : It is my passion to lead people since I used to cater correct and effective solutions for any issue related to work to my subordinates. Apart fro this, I am able to attract personnels by 2
expressing my views or opinions on particular subject. Thus, level of motivation can be enhanced by me in effectual manner. I am confident in nature, thus trust on my decisions. I can ensure the sustainability of organisation by engaging workers towards estimated goals. I am of helping behaviour which makes me a suitable leader. I can not see anyone struggling in poor conditions. So, I generally find solutions for those persons and help them in modifying their working situations. I believe in creating healthy and optimistic relationship with civilians. For doing the same, I generally determine issues and difficulties of workers performing at enterprise at personal level. Afterwards, I cater appropriate resolutions for reducing such problems. This assist me in enhancing employee engagement as well as inspiring personnels. It is passionate in working for the welfare of customers. I am honest in both situation i.e. within as well as outside the corporation since integrity is running in the fabric of my heart and soul. None of my followers accused me in terms of acting as a detached team head. Challenge faced me are following : I used to take views of my subordinates at the time of making important decisions. However, some challenges is being faced by me during this process that is outcome is affected since it consumes more time by the involvement of all people working at corporation. For resolving this issue, Iam trying to gather inputs from seniors so that their experience leads to formulation of constructive decisions. PART 2 a) Overview of contemporary leadership styles Leadership refers to a dynamic relation which is made on the basis of common intention and mutual influences established between collaborators and leaders. This provide assistance in leading both parties to high level of inspiration and moral improvement since they are evoking real changes. There are various contemporary leadership styles which are being followed by leaders of Nike (Kottke, Pelletier and Agars,2013). It is to be noted that this is only a leader who can decide which kind of style is best suited for the development of venture. These decisions are made by team heads on the ground of certain situation existing within workplace. 3
In this context, group heads existed in Nike play an important part in taking correct decisions regardingselectionofappropriateleadershipstyle.Thedifferentkindsofcontemporary leadership adopted by Nike's leaders as per the existing condition are explained below : Transformational leadership style :This was firstly coined by Sir J.V. Downtown. By applying concepts of transformation, leaders used to motivate, inspire and encourage their staff members for creating changes and innovation. This in turn assist in growing as well as shaping the upcoming success of enterprise. For accomplishing the similar goal, an example should be setted by chief of association at executive level by making strong sense of corporal culture, worker ownership & independence in the working sites. It is being focussed that leader following this leadership pattern try to encourage and motivate personnelswithoutmicromanaging i.e. they generally trustonskilled andtrained workforces for taking authorisation over decisions in their allotted job roles. On the other hand, it is a management style that is framed for supplying more room and infrastructure to employees for becoming more creative, looking to future consequences and finding new resolutions for previous issues (Transformational leadership style,2018). Chiefs of specific team existing at Nike are playing an important role in selecting the type of leadership style. They have selected transformational leadership style as they feel the need of innovation in existed products and services. This is considered in the case of making innovational merchandises and services. For instance, when buyers are not satisfied with the products offered by Nike and are demanding something new & unique. Then, leaders of Nike commonly attempt to arrange a meeting for all workforce in order to convince them for doing modification in existing services and goods. They used to make an effective strategy for sowing seeds of innovation in the mind of workers. Afterwards, people think to bring or produce creative products so that they would meet the desires of targeted users especially athelete present across entire world. 4
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(Source : Transformational leadership style, 2018) Transactional leadership style :This is a unique style which is completely opposite of transformational leading. Leaders following similar concepts believe in “carrot & stick” approach and take use of punishments as well as rewards while guiding their followers. Thus, it can be stated that head of a team are depending on a different constructs for creating motivation amongst subordinates that is reward & penalty (Contemporary Leadership Styles,2018). Leader performing at Nike commonly apply this leadership style when they do not need innovation. Irrespective of that, they concentrate on maintaining consistency and predictability over time. At the same time, leaders pay attention on faults or errors occurred at work – station. This is accomplished by close supervision, monitoring in terms of performance of employees, oversight and deep investigation. The main reason of adopting this approach is to focus on achieving short term aims & objectives rather than long term. Charismatic leadership style :According to the name of this style, team heads commonly influence their associates by showing natural charm and unique attributes. In addition to this, leaders posses differentiating visions, self – confidence and are mainly known for utilising unconventional approaches (Gehrke and Claes, 2017). It is their aura & attractive personality that seek attention of people working at organisation, thus assist them in gathering personnels. Therefore, it can be said that chief of the group are depending on their charms instead of power and capabilities for giving impacts. They are also having surprising confidence level that helps them in representing views among huge 5 Illustration1: Transformational leadership style
crowd of workforces. This has been observed that leaders existing at Nike are applying charismatic leadership style when they have to give presentations in front of subordinates and other highly authorised employers. By spreading fragrance of charm and attractive personality, they attempt to attract audiences and hearers who are present at their exhibitions. Leader also used to generate a feeling of trust and reliance amongst workforce for itself by using the art of visible self sacrifice. These actions aid them in gaining more support as well as contribution of staff members. b) Critical evaluation of Mark Parker’s leadership style The Nike is an American multinational corporation that put efforts to design develop, manufacture at global level along with marketing and sales of footwear, apparel, equipment, accessories and other services. It was founded by Bill Bowerman and Phil Knight in the year around 1964, almost 54 years ago.It provides several product or services to people for completing their desires properly. This organisation is headquartered in Washington Country United States and serve worldwide. They have approximately 74400 staff members working on regular basis in this company. It is considered as world's largest supplier of athletic shoes, apparel and a major manufacturer of sports equipment that have revenue in excess of around US$24.1 billion in its fiscal year. Mark Parker has played so many roles such as CEO (i.e. Chief Executive Officer), Chairman and President of organisation. During his professional life span, he had used various types of leadership styles as per the condition existed in work – premises and corporate world. According to Cuadrado and et. al., (2012), for implementing change management Parker has takenuseoftransformationalleadingstylesincetherewasrequirementofcreativeand innovative production. He set up aggressive long term targets which can be achieved through right transformation of existing workforce of the company. Customers are demanding unique sports wear products at cheaper rates. Thus, by considering this situation Mark Parker decided to bring innovation in their whole creation. He is a man of imaginative as well as innovative actions, this makes him an effective leader and visionary. Because of this quality, he was regarded as “Person of the Year”. In context to this, he was personally making different strategies for creating a feeling of motivation in staff associates as it is obvious that anyone may resist to change if he or she will become habitual of doing identical task. Therefore, workers performing at Nike were also opposing to the process of change management since they are 6
working under specific pattern from long time. Hence, these personnels are not wishing to leave their comfort level which is not in favour of company as well as leader. For coping with this, Parker is attempting to sow the seed of enthusiasm at business environment of Nike. By using motivational and inspirational policies, Parker is able to do this since people get ready to work according to their guide lines. He is showing the light of innovation and creativeness to all personnels so that they start thinking in innovative way. This help workforces in manufacturing unique and innovational goods & services. By the development of such kinds of productions, it become easy to attract large number of customers towards the corporation. Nike is thus satisfying the requirements and demands of their expected consumers by offering them products as per their wish. Therefore, the productivity and brand value of Nike will get improved efficiently as well as effectively prior to appointing Parker as the CEO. It was rumoured that Phil knight owner of the brand was not confident of abilities of Mark Parker to lead a brand to which he proved wrong. On the another side, one of the reason of generating feeling associated with encouragement, motivation, enthusiasms and inspiration in workers is to upgrade the existing level of employee engagement at workplace(Fernando, 2016). Parker used to build attractive and realistic mission and vision for the upliftment of Nike. This in turn seek attention of large number of personnels as most of them are target oriented. In addition to this, they are being rewarded in different forms such as giving appraisals along with rise in post or designations. It is generally accomplished by examining the past and present performances, devotion & determination towards job roles, skills & talent of people. By this way, sub – associates get involved in attaining the goal of venture. For brining the cloud of innovation, he is taking assistance of modern tools and techniques.Thus, as per the view point of Bateman and Snell (2011), this procedure is quite expensive in nature. Thus, the author argues with the above mentioned statement and saying that transformational leadership style should not be used by Parker. According to their perspective, leader have to examine the budgets as well as financial condition of organisation before executing any plan like that. By the introduction of digital technologies, Nike may suffer from loss since it will consume a huge amount of money. At the similar time frame, by implementing any new strategical plan of innovation, Nike has to face different ranges of risks. One of the main risky factor is the failure of scheme since the probability of liking innovated goods and services is quite low since consumers may not satisfy by the manufactured products. Thus, by 7
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investigating such a huge sum of monetary value and capitals, Nike can not afford these type of situation from the side of targeted users. In addition to this, Mark Parker have to arrange proper training and development activities for their team members as they are not aware as well as habitual of working with modern machineries and techniques. This might also need a good quantity of currency in order to fulfiltheirplan.Hence,byobservingoverallcircumstances,itisdecidedthatapplying transactional leadership style is proved to be very costly. Thus, author is not suggesting to Parker to adopt the same style. This on the other hand create so many hindrances in the way of attaining employ engagement. There is possibility that people performing at Nike may not get ready for applying innovational tools and techniques in order to bring change in current deliverables. Implementation of creative strategies demand hard labour and more working hours from workforces. Most of the personnels may denied to do so due to some personal or professional reasons. This fact is valid for especially female workers as these sections of workforce are having various responsibilities at their home. For example, they have to cook food, nourish their children and many more domestic chores resist them from working late at organisation. Some of the employees might be pregnant, therefore, they needs maternity leaves for giving birth to babies along withtaking care of themselves. Hence, it can be depicted that such type of issues will be occurred during executing creative plans affiliated with change management. Mark Parker has to consider these situations while makingsuitable plan of action. If he is going to neglect such circumstances and conditions, he will surely can not achieve employee engagement. Thereby, there is 50–50 chance of achievingsuccess in context to the implementation of transformational leadership style. c) Recommendations for Mark Parker in terms of how he should select his successor This is obvious that after particular time interval, Mark Parker may get retried and the responsibility of handling whole team comes on the shoulder of some other person. Since Nike is trusting on the suggestion of presented by his outstanding member that is Parker. He should recommend organisation regarding the selection of suitable and eligible leader after him. The recommendations associated with this situation are presented below : Mark Parker should recruit someone for Nike from outside the venture since it assist in introducing creative and innovative ideas which will work for the upliftment and welfare of whole corporation. If Nike will hire any person from within the firm, then this may 8
create an environment of depression & demotivation in other employees performing at work – premises. People might think that hired leader is recruited because of having good relationship with management. Thus, they consider the act of discrimination on the basis of relations (Anderson and Sun, 2017). This is not good for the image of Nike since it will give negative impact on whole customers along with workforce. The other reason of not employing team head from within corporation is the lack of creativeness in existed employees. Personnels who are already working at Nike might not able to give unique ideas and opinions in comparison to the outsiders. The probability of having innovational constructs and thinking is more in those persons who are currently not being a part of organisation. That person may be a customer of Nike, thus, he or she comprises of more ideas and also knows the weak points of corporation since he/she has already used the productsofenterprise.Thereby,theycangiveappropriateschemeforcreating satisfaction amongst civilians living in different places. Hence, hiring a personnel from outer environment of company is proved to be more profitable when compared in inner one. A suitable leaders should have various competencies in terms of knowledge, behaviour and skills. A good group head ought to be courteous in nature as this will help them in dealing with various situations related to rigid employees. Beside the same, people get convinced in better ways from a leader of polite when compared with some one who are of rude characteristics. If a person is going to work in a company like Nike, then he or she have to be highly educated since a qualified and talented personnel is able to deal any situation in effective manner. It is their qualification and knowledge which will help them in meeting the goals and missions of corporation. Skills associated with leadership such as fluent communication ability, motivating skill, honesty, creativity, trustworthiness, delegating, positivity, responsibility and many more should be present in a leader of Nike (Allen, 2012). These all abilities shows that an individual is a suitable nominee of chief of any organisation. Therefore, it is recommended to recruit a person from external surroundings of Nike who are having these kinds of qualities. From recruiting such a worker, company should do deep investigation. 9
CONCLUSION The above report had concluded that leading business organisations can be described as to make more effective as well as efficient strategies to maintain strong position in competition of market. It includes the criteria to determine beneficial opportunities in changing trends of market to grab them at correct time for boosting up productivity on regular basis. This involves the policy to be made made for development of leadership because it plays a significant role to grab more profits share of market in properly manner. There are different types of leadership styles such astransformational, transactional, charismatic and many more which can be utilised by organisations to gain better outcomes. The strategies to deal with hey challenges and balance strengths of business to attain development of company. The above assignment also includes critically evaluation of an effective leadership style which is used by Mark Parker’s to gain desired outputs in correct manner. 10
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