This case study analyzes the issues in Travis Kalanick's managerial approach at Uber, including unrestrained workplace culture, unlawful activities, and gender gap. Solutions and recommendations are provided.
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1MANAGEMENT Executive Summary Structural features of a governance system related to its size and structure of the board in addition to the implementation of most efficient practices for assessment, risk, compensation, as well as progression do not have a reliable or dependable impact on actions, performance and outcomes of the organization. It has been noted that organization which tend to engage in misbehaviour or unethical means show an implication to reveal continual problems over time. These challenges however sheds light on the unconstructive governance might be systemic. However, it is not apparent he types of roles of organizational leadership as well as culture serve in contributing to chronic misconduct and the approach in which it tends to intensify right throughanorganization.Furthermore,ithasbeenhighlyuncleartonotethatoncethe organizational culture is shaped the level of challenges organizations are likely to face to reshape the culture and regain its growth and reputation.Such has been the case of Uber Technologies during its leadership tenure of former CEO Travis Kalanick. The given case study has offered insights of Uber’s former CEO Kalanick’s managerial approach. Drawing insights from the case, the report has identified three primary issues of Kalanick’s managerial approach and has analysed them with relevant theories and solutions in addition to recommendations.
2MANAGEMENT Table of Contents Introduction......................................................................................................................................3 Background......................................................................................................................................3 Identification of issues and problems..............................................................................................4 Kalanick’s approach encouraged unrestrained workplace culture..............................................4 Kalanick’s unlawful activities to achieve success.......................................................................6 Kalanick’s Management Reflected Wide Gender Gap................................................................6 Discussion........................................................................................................................................7 Solutions..........................................................................................................................................8 SMART GOAL...........................................................................................................................8 Recommendations..........................................................................................................................11 Conclusion.....................................................................................................................................12 References......................................................................................................................................13
3MANAGEMENT Introduction Kalanick and Garrett Camp founded Uber in 2009 after each started and sold achievable companies. Reports of Larcker and Tayan (2017) have revealed that Uber has developed as the most popular unicorn in the ‘there is an app for that’ financial system at the initial phase of 2015. Consumer adoption has gradually shifted due to the accessibility of its usage in addition to an increasing product services as well as geographic scope. Such shift as per the opinion of Jones (2017) have raised uncertainties among investors to get engaged into the business of Uber due to its capacity of causing disruptions in industries and its exceptional growth. Berdahl et al. (2018) have noted that Travis Kalanick, former Uber’s Co-founder and CEO has been credited for the expansion and growth experienced by Uber mainly due to his competence of predicting, strategically visualizing, maintaining resilience as well as empower others. It has been noted that the managerial approach of Kalanick strategically determined Uber’s planned direction and further managed the resource portfolio of the organization by upholding its cultural patterns by establishing ethical standards for Uber’s practices. The given case study has provided insights of Uber’s former CEO Kalanick’s managerial approach. Drawing insights from the case, the report will identify three primary issues of Kalanick’s managerial approach and evaluate them with relevant theories. Background The given case highlights that although Kalanick has successfully established internal approach for Uber by strategically cultivating a cult of personality and sexism, his ignorance towards company’s rules and regulations, his disrespect towards his workforce and customers has started to reflect a type of mismanagement within the organization.Studies of Larcker and
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4MANAGEMENT Tayan (2017) have revealed that Kalanick’s managerial approach gradually emerged as an area of concern, with many posing question about the ethicality of his tactics. Moreover, Berdahl et al. (2018) have speculated the ways in which key stakeholders might continue to respond to Kalanick’s aggressive decisions. On the other hand, as per the reports of Berdahl et al. (2018), such a mismanagerial approach of Kalanick has led him to encounter questions on whether he would be able to successfully address the frequently competing demands coming from diverse range of stakeholders and the types of demands where he should emphasize on in order to shift from an aspirant start-up to an individual and well-established business enterprise in the entire USA taxi-cab market. At this juncture, it is important to note that majority of the issues regarding Kalanick’s managerial approach have been linked to highly entrenched stringent internal organization culture and the consequences of Uber’s ‘win-at-any-cost’ approach that eventually resulted to increasing level of attrition in the organization (Uber Advanced Technologies Group 2019). Furthermore, from the given case study, Kalanick’s disregard towards legal regulations and policies has been identified. Studies of Von Kutzschenbach and Brønn 2017) have claimed that through Kalanick’s managerial approach, the company used driver lawsuits and software tools which have been purposed in order to con law enforcement agencies from failing to identify areas where Uber has been indulgent in unlawful activities to increase its growth in the market. Identification of issues and problems Kalanick’s approach encouraged unrestrained workplace culture Studies conducted by Kamalnath (2018) have revealed unpitying and harsh managerial approach of Kalanick which led Uber’s workplace culture to be a highly unrestrained one for its
5MANAGEMENT employees.ReportsofMatherneandO’Toole(2017)haverevealedahighlypervasive environment raised by Kalanick that gave many employees the unlawful right to harass and also backstab or exploit other employees to gain power in the organization. Such an unrestrained workplace culture has risen as a critical concern amongst many after been reported that Kalanick’s mismanagement has led managers to harassed their employees and discriminate against them on the basis of sex, orientation, ethnicity and nationality. Moreover, Larcker and Tayan (2017) have noted that several employees argued that the 14 established values of Kalanickratherthanpromotingaconstructiveworkplacecultureencouragedthetoxic environment. Matherne and O’Toole (2017) at this juncture have cited example of one of the Uber employees who faced severe physical threats for been unable to accomplish the target. However, in the view of Kamalnath (2018), although Kalanick established 14 values have aided Uber to develop one of the Silicon Valley’s greatest achievements, the highly competitive nature and demand of driving the most effective results of Kalanick has triggered a Hobbesian workplace culture within the organization which led one employee to con the other whereby every manager has been competing with associates with an attempt to undermine their direct supervisor to attain the position in the organization. On the other hand, one of the issues which have been highlighted during Kalanick’s management approach is the critical case of sexual harassment. Reports of Matherne and O’Toole (2017) have revealed that unconstructive workplace climate advocated by Kalanick aggravated an internal crisis situation for its female employees that resulted to women workers facing sexual harassment or critical backlashes from their male counterparts or managers.The concept of values and attitudes tend to interact differently based upon the approach in question. Values and attitude of leaders typically leverage the perception and behaviour of employees.
6MANAGEMENT Kalanick’s unlawful activities to achieve success Kalanick while showcasing his managerial techniques in Uber overlooked the fine-line between pragmatism and desperation which he has clearly surpassed with many of his unlawful activities to attain success. Reports of Taplin (2017) have revealed that Kalanick’s strategies have exceeded legislation, regulations and legal norms and further subjugated legal grey areas by illegally deceiving its stakeholders and employees.The former CEO of Uber has been severely accused by many of its stakeholders for breach of contract as well as fiduciary duty thus exploiting his vital position in order to conceal the controversies arising regarding employees indulging into sexual harassment, lackof reverence for diversity, maltreatment and retaliation againstemployeeswhohavebeencriticizingtheseruthlessactsendorsedbyKalanick (Kamalnath2018).Additionally,asperthereportsofWong(2017),althoughwithan outstanding revenue trajectory, Uber has been accused of exploiting its price-transparency laws andallegedtheftofschematicsalongwithotherdocumentsoutliningAlphabetInc.’s autonomous-driving technology. Kalanick’s Management Reflected Wide Gender Gap Uber’s male domination in its workforce has reflected critical gender gap constituting of only 15% of women engaged in tech roles. Reports of authors have noted that Uber has been lackinginBlackand Hispanicworkersspecificallyinleadershippositionsanditsmale dominatedworkplaceculture(Cookeetal.2018).Furthermore,Kalanick’snegatively constructedculturereflectedsevereissuesregardingfemaleemployeestobecontinually subjugated and subjective to repeated sexual harassment by male employees and managers as well as discrimination.
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7MANAGEMENT Discussion Drawing relevance from the insights obtained from the case of Kalanick’s promoted unrestrained workplace culture; his ego-defensive type of attitude can be reflected. Such a tendency of Kalanick has led its subordinates to unethically achieve success to protect their ego thus leading to a universally negative attitude. Iqbal, Anwar and Haider (2015) have noted that Kalanick through his ego-defensive attitude has established a work environment, in which managers have criticized employees’ work without offering suggestions for development thus developing unconstructive and aggressive attitude within the employees. The case of Kalanick’s unlawful activities to achieve success reflects Kalanick’s belief in autocratic leadership style thusshowing complete authority whereby followers have obeyed his instructions without questioning and without receiving an explanation or rationale for such instructions.Dudley,BanisterandSchwanen(2017)havenotedthatKalanick’s acknowledgement of getting involved unlawful activities and breaching price-transparency laws have reflected heavily centralized command of autocratic leadership style ensures that the system depends entirely on the leader in addition to the one-sided communication of Kalanick with his employees thus resulting a major proportion of Uber’s employees to be unknown of the former CEO’s intention of pushing legal legislations and breaching the policies of the company. At this juncture, Wong (2017) has suggested that divergent to assertions of close management with comprehensive instructions to decrease pressure and further enhance employees’ efficiency, theory of authoritarianleadershiprevealsthatsuch actionstendto be unconstructiveor demotivating for employees thus resulting to increase tension, misinterpretation and resentment within the workforce (Iqbal, Anwar and Haider 2015).
8MANAGEMENT Critical cases of gender gap, sexual harassment has reflected Kalanick’s establishment of a monolithic concept within the organization. Authors have noted that monolithic concept has been exhibiting a homogenous workforce. Uber’s former CEO with pursue of monolithic idea have led men to take majority of managerial positions thus keeping women and other minority members to remain in a disadvantageous position in the organization. Moreover, in the view of Foong et al. (2018), due to increasing homogeneity of the workforce, inter-group conflict based on culture-group identity has been severely reduced. However, as per the view of authors, Kalanick with its lack of institutional theory has failed to successfully integrate women and minority sections within its workforce thus faced substantial level of criticisms and disapproval. AccordingtoIqbal,AnwarandHaider(2015),asperInstitutionalTheoryofDiversity Management, leaders who have been incompetent to understand the structure of the organization critically show unachievable outcomes in comprehending the behavioural patterns of employees thus constraining its vital factors such as legislation, laws, conventions, regulations in addition to social as well as professional norms (Imasogie, Oyatogun and Taiwo 2018).Considering the case of Uber’s gender gap and issues of discrimination against female employees, the organization has been highly incompetent in pursuing these regulations or norms thus its operations have been questioned and criticized for violating the law. Solutions SMART GOAL SMARTGOALS SpecificKalanick’sruthlessmanagerialapproachtowardsfemaleemployeesand promoting a gender biased workplace culture must be reduced by improving his communication and leadership skills. Furthermore, his behavioural approach towards employees of diverse backgrounds must also be developed.
9MANAGEMENT measurableReading journals, articles related to dynamic leadership theorise and techniques as well as attending local leadership programmes will facilitate the level of understanding to eliminate the highly authoritarian strategies while leading a thriving organization and thus establishing a positive competitive culture within theorganization.Furthermore,successfulexchangeoffeedbacksandvalid reviewsfromalltheemployeesofUberwouldhelpincomprehendthe improvement and further support in releasing the current position of Kalanick within the organization. AttainableThese goals can easily be attained with the increasing rate of technological services which will further aid Kalanick to achieve accessibility to a range of business journals, blogs, articles, leadership and organizational management videosandinterviewsinrelationtoeffectivecommunicationanddynamic leadership abilities needed for leaders to form constructive organizational culture. On the other hand, successfully attending leadership development sessions by renownedorganizationalleadersalongwithleadershipandbehavioural development courses will help in successfully developing qualified, specialized and social interactive abilities. RelevantThe goal is relevant as these leadership and behavioural skills training courses and obtaining insights from various organizational leaders will help them in understanding attributes of female employees and diverse cultural employees. Furthermore, watching videos and interviews of organizational leadership and diversity management theories will provide important opportunities of obtaining ethical and proficient ways to make lawful decisions and judgements with stakeholders and employees and can further efficiently value the deep-seated rationale for employees’ concerns and uncertainties regarding organizational decision making (Nanjundeswaraswamy and Swamy 2014). TimeThe goal can be attained within the span of 3-6 months. SMARTGOALS SpecificTo establish a smooth communication base with employees and manage teams and groups in organization, must focus on improving communication with female employees and minority members of Uber who have been facing challenges due to ruthless workplace culture. Formation of stronger associations with each and every employee is essential for leaders of thriving organizations to obtain. Furthermore, for a leader in order to succeed with the team, efficient leaders must obtain knowledge of successfully putting their differences aside in order to attain a common goal. MeasurableAttendingcommunicationdevelopmentclassesandlecturesessionsfrom renowned personalities and seeking comments, judgements and opinions from stakeholders, employees and mentors will facilitate the intensity of understanding to rise above issues and mismanagement done previously. Reading various forms of resources regarding diversity management theories and equal pay concepts will offer insightful information which will have the capacity to facilitate an autocratic leader to change his vision. Furthermore, regular
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10MANAGEMENT leadership development sessions with skill development sessions by leaders of renownedorganizationswouldfurthersuccessfullyprovidewitheffectual managingabilitiesalongwiththeunderstandingoftheirabilitiesand competencies and further distinguish level of skills which can be attainable. AttainableLeaders can successfully accomplish these goals with various resources available online and from organizational journals and in-house discussion forums. These will have the capacity to aid leaders in successfully acquiring not only online resources, journals, organizational studies and videos of communication skills and ability to manage teams and groups. Furthermore, efficiently attending workshops, interviewing experts who have substantial experiences and knowledge on the respective area and understand their opinion about the leadership skill which has been portrayed till date will aid leaders to mitigate issues of misinterpretation and lack of communication within the organization. Furthermore, leadership and management growth courses will facilitateinsuccessfullyenhancingtheprofessionalandsocialinteractive competencies of leaders. RelevantThese leadership and managerial courses and taking interviews of experts and attending communication workshops will aid them in identifying types and relevant attributes of diverse individuals. Inadditiontothis,watchingmanagementvideosofcommunicationand supervision skills will offer important prospect of learning effectual ways to implement direct and unrestricted conversations with employees and further promote the concept of gender and racial diversity and successful team work within the organization (Kamalnath 2018). TimeThe goal can be attained within the span of 3-6 months. Recommendations Tosuccessfullymanagegenderdiversity,thenewlyappointedCEOofUber TechnologiesDara Khosrowshahimust possess an individualistic drive to make diversity a priority for the organization. Not only ensuring effective recruitment, selection and appraisal of female employees, Uber new CEO Khosrowshahi must have an approach which will effectively flowthroughthedailyconversationsanddecision-makingprocessesoftheorganization. Furthermore, in order to be a proficient organizational leader, he must engage in selecting
11MANAGEMENT diverse groups for projects to guarantee the gender diversity approach (Nanjundeswaraswamy and Swamy (2014. Meanwhile, providing insights to employees about success stories from gender-diverse work cultures can aid organizations like Uber to connect to the idea of diversity to enhance diversity in the cultural pattern of the organization. On the other hand, creating flexible benefit as well as retention schemes will aid employees to take advantage of the things which are of utmost significance to them. CEO Khosrowshahi can offer numerous diverse medical-care savings options for both men and women employees. Furthermore, CEO Khosrowshahi should reformulate Uber’s written cultural values as it is imperative that the organization reflect more inclusive as well as positive behaviours. Thus, in order to accomplish this reformulation of the values, CEO Khosrowshahi can follow several steps such as engage into an established and esteemed organization which has knowledge in organizational change to regurgitate the values with important contribution from employees further consider defining the values in an approach that will be more reachable and implicit for workforce and also adopt principles that are more wide-ranging and contribute to a shared work environment. Conclusion Therefore, from the above discussion it can be concluded that a manager tends to have the ability to influence employee’s attitude if the root cause relates to work conditions or work setting. Thus, the newly employed CEO must develop strong work environment which will be highly vital for an effective and efficient workplace.It has been noted that leaders who tend to exhibit constructive managerial approach are likely to stimulate employees and encourage work environment which will have the capacity to successfully seek solutions and remain loyal, even
12MANAGEMENT if the business faces financial difficulties.However, it is important to note that fostering managerial initiatives that influence behavioural patterns of employees do not provide utmost productivity;Uberinordertostabilizeitsbusinessoperationsmustshowsubstantial commitment towards the accomplishment of these initiatives.
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13MANAGEMENT References Berdahl, J.L., Cooper, M., Glick, P., Livingston, R.W. and Williams, J.C., 2018. Work as a masculinity contest.Journal of Social Issues,74(3), pp.422-448. Cook, C., Diamond, R., Hall, J., List, J.A. and Oyer, P., 2018.The gender earnings gap in the gig economy: Evidence from over a million rideshare drivers(No. w24732). National Bureau of Economic Research. Dudley, G., Banister, D. and Schwanen, T., 2017. The rise of Uber and regulating the disruptive innovator.The political quarterly,88(3), pp.492-499. Foong, E., Vincent, N., Hecht, B. and Gerber, E.M., 2018. Women (Still) Ask For Less: Gender Differences in Hourly Rate in an Online Labor Marketplace.Proceedings of the ACM on Human-Computer Interaction,2(CSCW), p.53. Greenhouse, S., 2015. Uber: On the road to nowhere.The American Prospect. Imasogie, B.I., Oyatogun, G.M. and Taiwo, K.A., 2018, November. Enhancing Gender Balance in Engineering Education and Practice. In2018 World Engineering Education Forum-Global Engineering Deans Council (WEEF-GEDC)(pp. 1-8). IEEE. Iqbal,N.,Anwar,S.andHaider,N.,2015.Effectofleadershipstyleonemployee performance.Arabian Journal of Business and Management Review,5(5), pp.1-6. Jones, R.M., 2017. The Unicorn Governance Trap.U. Pa. L. Rev. Online,166, p.165. Kamalnath, A., 2018. Corporate Diversity 2.0: Lessons from Silicon Valley's Missteps.Or. Rev. Int'l L.,20, p.113.
14MANAGEMENT Kelly, L. and Dorian, M., 2017. Doing Well and Good: An Exploration of the Role of MindfulnessintheEntrepreneurialOpportunityRecognitionandEvaluationProcess.New England Journal of Entrepreneurship,20(2), pp.26-36. Larcker,D.F.andTayan,B.,2017.GovernanceGoneWild:EpicMisbehavioratUber Technologies.Rock Center for Corporate Governance at Stanford University Closer Look Series: Topics, Issues and Controversies in Corporate Governance No. CGRP-70, pp.18-3. Lockhart, K.M., 2018. A Corporate Democracy: Freedom of Speech and the SEC.Va. L. Rev.,104, p.1593. Matherne, B.P. and O’Toole, J., 2017. Uber: aggressive management for growth.The CASE Journal,13(4), pp.561-586. Nanjundeswaraswamy,T.S.andSwamy,D.R.,2014.Leadershipstyles.Advancesin management,7(2), p.57. Taplin, J., 2017. Is It Time to Break Up Google.New York Times,22. Uber Advanced Technologies Group., 2019.Uber Advanced Technologies Group. [online] Uber Advanced Technologies Group. Available at: https://www.uber.com/info/atg/ [Accessed 24 Apr. 2019]. Von Kutzschenbach, M. and Brønn, C., 2017. Education for managing digital transformation: a feedback systems approach.J Syst Cybernet Informat JSCI,15(2), pp.14-19. Wirtz, J. and Tang, C., 2016. Uber: Competing as market leader in the US versus being a distant second in China. InSERVICES MARKETING: People Technology Strategy(pp. 626-632).
15MANAGEMENT Wong, J.C., 2017. Uber concealed massive hack that exposed data of 57m users and drivers.The Guardian) Retrieved from https://www. theguardian. com/technology/2017/nov/21/uber-data- hack-cyber-attack.