Case Study: Reflection: My Leadership Approach, Apple Mac Legal Center

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SAMPLE EXCERPT:

[. . .] Although, some members may feel that they do not have decisive skills of becoming leaders. This approach would aid the development of independence and autonomy and thus aggregate responsibility a vital prerequisite in building organizational goals.

Institutionalizing leadership and diplomatic coercion

Technically, coercion seems a realistic approach since would further aggrandize my approach in understanding the required leadership parameters. In this case, coercive power was influential since I would apply diplomatic force to ensure that change was achieved. Primarily, I was advocating for the acknowledgement of better recognition of job groups and as well as the appreciation of all sexes equally. Diplomatic coercion was influential in encouraging organization members to participate in various levels of leadership. Ideally, the expertise in relation to coercion of leaders would mean that there was counter working geared towards the development of a common goal.

Relating to the concept of coercion, I did not focus on management since effective goal accomplishment was part of the role leadership cycle. Significantly, I adopted the following five steps to ensure that diplomatic leadership was achieved. These were, firstly, asymmetrical of motivation in favor of coercer. Secondly, I preferred clarity regarding the precise terms of the settlement of the crises, which in this case was matters relating to sustainbility as being applied in the organization. Fourthly, I derived a sufficient domestic and international support for the coercive action. Lastly, I developed the target fear of unacceptable escalation.

From these ingredients, I was in a better position to develop targets and targets which could be hard-pressed to comply with the organizational goals. This ideology was adopted from Herzberg motivation theories in what he considered as collective approach of minimizing disparities in understanding each other. Herzeberg was compelled by the opinion that for employee satisfaction it is necessary to separate factors that causes dissatisfaction. For instance, in the issue of sustainability, then Herzeberg would aid this approach by solidifying the understanding approach. Laasch and Conaway (2014, p. 255) further assess the happy employee attitude and how this has intrinsic rewards to the leader and further enrolling the concept of realistic synthesis. In fact, through this approach, the general systems theory would be integral in enhancing the complexity of mutually dependent variables. Through the combination of these approaches, I had a better chance of understanding leadership as a methodology for enhancing proper mechanical operations in the organization.

I owe James McNerney Jr. this leadership approach. When James came to power in the year 2009, he injected the fresh culture in a new top bottom management culture. The top management was to overcome ethical problems and restore stakeholders' confidence in the overall problem mitigation agenda. Although many would consider McNerney approach as ruthless one, it is essential to note this approach was vital in mitigating considerate organizational challenges essentially those associated with an unethical organizational culture.

The Situation

Considerably, I will apply the path goal theory to ensure that am expectant of positive results partially those which relate positively the objectives that I am pursuing. Furthermore, it is essential to engage a robust circle inside the leadership mechanism. In fact, through the illumination of path goal theory sustainability will be achieved adequately. Also, as part of the larger job group determination (respect and communication), the path goal theory will ensure that decisive satisfaction; effort and performance were accomplished imperatively.

Silverthrone (2001, pp. 152) seconded by Lunenburg, & Ornstein (2012, p. 115) suggests four distinct types of path goal model, which are considered substantial. The supportive leaders are friendly to employees and seek to resolve challenges relating to their needs. Secondly, this approach suggested the participative leadership ensuring that matters related to work is considerably addressed. Further to this, the consideration of frequent attention to subordinates is addressed. Thirdly, the path guided me on the ability to develop leadership schemes, essentially one that seeks to enhance appreciation of directive leadership. Fifthly, this leadership approach ensured that a locus of control was developed. This was substantial in ensuring that behaviorism factors were well understood in the organization. Finally, the needs and motives, as those fostering the enactment of motives, personality, and dominant needs and satisfaction were achieved collectively.

Ideally, aspect of the situation and important of prevailing norms were essential when determining the authority of leadership within the organization. It should be noted that an ideal organizational culture is one that is reflected in the aggregate employee performance. As such, it is well possible to test the nature of path-goal theory and its application to test. To respond to this, I adopted an approach previously discussed one that is based on training and how this would enhance several approaches in relation to goal theory. Training would be vital in depicting vital organizational goals in the overall approach. With time, responsibility, ethics, and humanism would be enhanced inversely to defeat degenerative sustainability.

Conclusion

This reflection has proved that a desirable leadership approach was vital in mitigating organizational problems affecting Apple Mac Legal center. The reflection has appointed six of periodical leadership approaches in the overall management mechanism. In particular, diplomatic coercion has been applied to determine the impetus of a leadership strategy. The reflection has further appointed theoretical studies that would be vital in approaching problems of communication and sustainability in the organization. In summary, it is appropriate to institute a leadership strategy since one would be vital in encouraging cohesion and development of a desirable organizational culture.

References

Grieves, J. (2010). Organizational change: Themes & issues. New York: Oxford University

Press.

Laasch, O., Conaway, R. (2014).Principles of Responsible Management: Global Sustainability,

Responsibility, and Ethics. New York: Cengage Learning

Lunenburg, F.C., & Ornstein, A.C. (2012). Educational administration: Concepts and practices.

Silverthorne, C. (2001). A test of the path-goal leadership theory in Taiwan. Leadership & Organization Development Journal, 22(4), 151-158.

Casimir, G., & Ng, Y.N. (2010). Combinative Aspects Of Leadership Style And The

Interaction Between Leadership Behaviors. Leadership & Organization Development

Journal, 31(6), 501-517.

Lai, J.Y., Lam, L.W., & Lam, S.S. (2012). Organizational citizenship behavior in work groups:

A team cultural perspective. Journal of Organizational Behavior, 4,

Lucko, G. (2011). Erratum for "Productivity Scheduling Method: Linear Schedule Analysis with Singularity Functions" by Gunnar Lucko. Journal of Construction Engineering and Management, 137(12), 1210.

Newark, S. (2006). VAT in the boardroom: a strategic analysis.… [END OF PREVIEW]

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