Strategic Leadership and People Management

Running head: HRM
Strategic Leadership and People Management
Name of the Student:
Name of the University:
Author Note:

1MANAGEMENT
Executive Summary:
The report aims at providing a review on how leadership plays a key role in defining the culture
at Apple. The report also critically evaluates the implications of leadership in the application of
the HRM strategy for workforce management by focusing on the styles and modes of leadership,
authority, power and accountability, conflict and politics, attitudes towards the work motivation,
development, performance management reward, job satisfaction, team and group dynamics and
the effectiveness in the management of the employee relations. There is also action plan
mentioned showing the ways in which the chosen organization identifies issues.

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Table of Contents
1. Critical Analysis of how Leadership Defines Culture in Apple..................................................3
2. Critical Evaluation of the Implications of Leadership for Applying HRM Strategy on
Managing the Workforce.................................................................................................................6
3. Action Plan Showing How Chosen Organization Should Respond to Issues...........................11
References:....................................................................................................................................14

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1. Critical Analysis of how Leadership Defines Culture in Apple
According to Ertureten, Cemalcilar and Aycan (2013), it is believed that leadership styles
can either break or make an organization. A manager capable of inspiring and energizing build a
work place culture where the employees are capable of doing their best. On the other hand,
managers constantly criticizing create an ambience where the employees remain eager in going
home. Leaders remain instrumental in not only setting tone for a workplace culture but also in
doing their work in larger context influenced by the existing culture.
Guiso, Sapienza and Zingales (2015) stated that the culture of the company can be
unintentionally created. The fact that there does not exists any conscious effort in building a
culture or communicate a vision that might lead to a workplace where efforts are not coordinated
and workers mostly feel frustrated. It has been noted that when the workers does not have clarity
about the expectations of leadership then do not have clear parameters for accessing the success
and failure. In such cases, they simply come to work for paycheck instead of enjoying the
meaning and satisfaction that comes with the creative collaboration, positive feedback and the
visible results.
However, Ghasabeh, Soosay, and Reaiche (2015) stated that vision is vital for the
leadership of an organization since it puts across a guiding principle that a leader remains
responsible in communicating. An inspirational and successful leader mostly uses larger vision
for organizing and inspiring team work towards a shared goal. Leaders also remain instrumental
in the establishment and reinforcement of the values of the organization that remain central to the
culture. It is believed that any employee is able to influence the workplace environment through