Positive Focused Strategic Leadership Business Essay

Positive Focused Strategic lead Business EssayMark Zuckerberg has shown himself to be a visionary leader, and it is that vision and the willingness to face whatsoever was put in front of him that has made Facebook the fastest growing social network website on the planet. Zuckerberg is non leading these even give awayts al iodin. In fact, fellow executives and video presentations atomic number 18 playing a significant part in the briefings. But there is no doubt that he is the main attraction. He is the person that potential investors approximately want to see.Although Zuckerberg is one of those CEOs who symbolize the values of his organization, he also appears keen that his colleagues do the same. Sharing leadership responsibility is a critical ch eitherenge for either CEO during a period of growth or change. Although investors ar attracted to Zuckerberg and are expected to flock to the IPO, many will be feeling nervous nearly whether his leadership style can adapt to me et the needs of dish outholders. Amongst his admirers are those who feel uneasy nearly his majority control and are unsure nearly his strategic focus.The CEO appears to be skilled at connecting with a wide range of spate and balances openness, informality and a bit of nerdy quirkiness with structure and ambition. He has said in the past that he is here to build both(prenominal) function for the long term. Zuckerberg has made mistakes. He has talked openly about them and learned from them. For shell, privacy plys with the introduction of Facebooks low news feed led to one user starting a group called Students against Facebook news feed which quickly gained 750,000 users in one what. What did Zuckerberg do? He personally apologized to the groups founder and asked him for advice. He made new allies and turned a PR disaster into a confirming story, which only encouraged the great unwashed to engage with Facebook even more enthusiastically.Positive Focused Strategic LeadershipTh e concept of PFSL suggests a hybrid of positive psychology and strategic leadership, which can convert Zuckerbergs Transactional style. Business leaders must also be psychological practitioners that analyze their own escapement techniques. Management could be argued to be a second embodiment of leadership, requiring leaders to assimilate genuine human experiences when interacting with their workforce. This means at some point a leader manages someone or something. The main question is how does one lead and manage at the same m? Perhaps this question is surmount answered through the concept of positive psychology.Transactional LeadershipTo better understand the hypothetic concept of any leadership style, it is imperative not to hold an intrinsic value to one notion because social sciences warrant the need for it. This means that there are no absolutes in leadership theory that best identifies a leader. Rather there is contrast and spectrums of heterogeneous theoretical models and integrations. However, TL theory is found on contingent rewards for subordinates by controlling behaviors via leaders expectations. In contrast, the leaders expectations are ultimately follow throughed by what is best for him or her as the overarching remnant of the group. This means the underlining motive of both leaders and subordinates are solely based on contingencies (e.g. money) and values individualism. Therefore, it can be argued that this does not serve as an idealistic model for sustainability.A Leadership Analysis of Mark Zuckerberg Founder and CEO of FacebookMark Zuckerbergs leadership style through a case study dress as a contrast between trait and process leadership approaches. These approaches are also compared to Zuckerbergs transactional leadership (TL) style, which is considered to be negative one. A guideline on how Zuckerberg can maintain his position of power and influence through Positive Focus Strategic Leadership (PFSL) is also discussed as a replac ement leadership approach. PFSL is a synthesis of positive and strategic leadership psychological theories. This analysis and application is imperative because Zuckerberg has recently emerged as one of the major global monetary leaders, as Facebooks CEO and co-founder. Therefore, Zuckerberg needs to be considered an influential entity and person. This whitethorn also suggest future leadership trends based on his level of control and influence.To some extent, Facebook (FB), a tool used to promote socialization, may be considered the alter ego of Zuckerberg since he has historically been known to be a little socially awkward. This brilliant base could be the result of a social skill deficit, which may be determined to be the best skill deficit of all time. For starters, he is only 27 years old and could be considered an infant in comparison to the experiences of his CEO counterparts. In addition, he has the ability to influence 10% of the worlds population and there is little known of Zuckerberg, the leader.Tim CookWhenTim Cooktook over Apple following Steve Jobs death, many wondered what kind of leader he would be. We knew he was well-set at executing on the operations behind Jobs technology and design brilliance. We knew he had been an equal to(p) and competent manager whod earned the respect of Wall bridle-path during Jobs health absences. And since fetching over the company, weve learned that hes willing to do thingsJobs was against, such as making investors and employees happy with stock-buyback and charitable-giving programs.With theannouncement of a surprisemanagement shake-up, we got an even better picture of what kind of leader Cook will be one who isnt too proud to admit his mistakes, and expects his team to be willing to do the same.Here are a few takeaways from Cooks leadership style1. Diversity of leadership is massively important The idea behind this philosophy is that pile flirt lots of different experiences to the table, and companies th at can harness the most sum ups of creative experiences will be more innovative in their approach to bloodline. Cook rattling explicitly recognizes that fact, and has made diversity a cornerstone of his management philosophy.We want diversity of thought, he says. We want diversity of style. We want people to be themselves. Its this great thing about Apple. You dont ache to be somebody else. You dont have to put on a face when you go to work and be something different. But the thing that ties us all is were brought to prolongher by values. We want to do the regenerate thing. We want to be honest and straightforward. We admit when were wrong and have the courage to change.2. Transparency is reveal Cook knew transparency would be let on. With harsh criticism about the standards of Apples global employees (especially through their manufacturing partners at Foxconn), Cook opened the doors and invited the world to see how Apples operations in factuality worked. By doing this, he not only created goodwill around the company, unless set industry standards for other manufacturers.Our transparency in supplier responsibility is an example of recognizing that the more transparent we are, the bigger difference we would make, Cook says. We want to be as innovative with supply responsibility as we are with our products. Thats a full(prenominal) bar. The more transparent we are, the more its in the public space.3. Read customer emails. (If anything, it humbles you.)- You think you understand your customersbut do you? Even Tim Cook, head of the worlds most valuable company, carves out time to walk around company stores and read customer e-mails.Ill walk around our stores, he says. You can learn a tremendous amount in a store. I get a lot of e-mails and so forth, but its a different dimension when youre in a store and talking to customers face to face. You get the vibe of the placeNot allowing yourself to be coiffe insular is very important-maybe the most important thing, I think, as a CEO.4. You can only do a few things great.- Considering the size of Apple, its pretty remarkable to think about how few products the companyactuallycreates. I mean, if you really look at it, we have quad iPods. We have two main iPhones. We have two iPads, and we have a few Macs. Thats it, he says. The point is focus on what you do best, and do it the best you can.We argue and debate like crazy about what were going to do, because we know that we can only do a few things great, he says. At the right time, well keep disrupting and keep discovering new things that people didnt know they wanted.5. Admit youre wrong Ultimately, Cooks advice for entrepreneurs and CEOs is advice thats pretty helpful for anyone, really. So many people, particularly, I think, CEOs and top executives, they get so planted in their old ideas, and they refuse or dont have the courage to admit that theyre now wrong, he says. Maybe the most underappreciated thing about Steve was that he had the courage to change his mind. And you know-its a talent. Its a talent.Word Counter 1,527Bibliographyarticles.washingtonpost.com. (n.d.). Retrieved 2 8, 2013, from http//articles.washingtonpost.com/2012-10-31/national/35500675_1_john-browett-scott-forstall-craig-federighi articles.washingtonpost.comdovbaron.com. (n.d.). Retrieved 2 8, 2013, from http//dovbaron.com/2011/01/28/zuckerberg-leadership/ http//dovbaron.com/2011/01/28/zuckerberg-leadership/www.inc.com. (n.d.). Retrieved 2 8, 2013, from http//www.inc.com/eric-markowitz/tim-cooks-message-for-ceos-admit-when-youre-wrong.html www.inc.comwww.managementtoday.co.uk. (n.d.). Retrieved 2 8, 2013, from http//www.managementtoday.co.uk/ doctrine/1131649/Leadership-lessons-Facebooks-Mark-Zuckerberg/ http//www.managementtoday.co.uk/opinion/1131649/Leadership-lessons-Facebooks-Mark-Zuckerberg/www.wired.com. (n.d.). Retrieved 2 8, 2013, from http//www.wired.com/ logical argument/2012/03/opinion_kogutkim-apple-green/ http//www.wired.com/bu siness/2012/03/opinion_kogutkim-apple-green/Mini Essay 2Cultural AwarenessIn this new era, cultural sentience is a very important factor to become a better and successful leader. Why cultural awareness is important because if you want to do any business or even a job you have to have a strong knowledge of culture otherwise you want be able to do crusade a business or do a job successfully. But when it comes to problem solving, one of the benefits of a diverse workforce to increase today, it is to obtain innovation creative ideas, and new perspectives. To take advantage of employees skill leader must have a cultural awareness.Here in impudent Zealand managed organization leaders have a solid knowledge of different cultures and to maintain peace and stability in the organization. Treaty of Waitangi is also very cross culture issue in New Zealand it was signed between Hobson and over 500 Maori leaders at that time February 6, 1840 was signed. In this contract Maori have agreed that the immigrants can come and live here in New Zealand. The Treaty of Waitangi is very sensitive issue, as in New Zealand. So there are many issues cerebrate to the Treaty of Waitangi in the previous year. This issue needs more attention as it is very sensitive in terms of cultural awareness.Cultural awareness leads to peace like in New Zealand people from different countries and working unneurotic which means it broaden the opportunity of learning various migrated and working together which means it broaden the opportunity of learning various cultures and firm the bond between different cultures. In New Zealand where Maori Language is national language and various things in this realm happens according to Maori culture which means it respects the very native culture of this land for example Haka dance which someway known as war dance is performed before every event where New Zealand is represented. Having knowledge of the other culture increases the collectivism and maintains the connection between different group of people which further helps in establishment of good relationship. A good Leader first always study the area, people inherited the area, their culture then forge his/her style of Leadership according to the environment.According to the survey by the ministry of culture and heritage that cultural consciousness has contributed to the economy of New Zealand. New Zealand organisation have also started some cross-cultural programmes when you start a new business or job in New Zealand and which is very important because if you have meager Cultural Awareness you could probably-Compromise your work project and fail it completely.Find it difficult to build good business relationship.Make people not like you in your new location.Feel frustrated, depressed, and emotionally alone.The Importance of Cross Cultural awareness-You get to know the requirements that are required to operate business effectively in an international environment.Intercultural awa reness is accepted, to create an environment that allows the culture of each.With the aim of contributing to the behaviour in a way that enriches the outcome values, perspective, constructive. innkeeper countrys laws, traditions and customs.Leaders must know their potential enemies can share a common interest to address.Understanding of political, economic, and cultural diversity to the international perspective.Under Leadership aspect cultural awareness plays a very vital role to maintain the balance between different cultures. For an organization, cultural awareness is a gravestone element to diversify the business in order to lead in the marketplace as far as business view is concerned.There is a Great relevance of Treaty of Waitangi in New Zealand business activities. Many traders say that it is irrelevant, but in many ways it is a good business that actually claims and whanau, hapu, and the sheep will help release the economic potential is relevant. Expenses related to the dis posal of existing as real fact that just fewer than 700 cardinal in debt.The Treaty is often the subject of heated debate, and much disagreement by both Maori and non-Maori New Zealanders. Many Maori feel that the Crown did not fulfill its obligations under the Treaty, and have presented evidence of this before sittings of the Tribunal. Some non-Maori New Zealanders have suggested that Maori may be abusing the Treaty in order to claim special privileges. The fight of the signing has beena national holiday, now calledWaitangi Day, since 1974.In last I would say that New Zealand is very small and beautiful country. In our country people should care about culture of other people who come from different countries and work to gather in one organization. Organizations today focus less on the individual and more on the team. This change has been brought about by the increasing attention of the benefits that diversity carries. Though much effort is required to successfully manage diversit y, cultural awareness can serve as a stepping stone to gain employees trust, respect and cooperation.Word Counter 822BibliographyInkson, K., Kolb, D. (2002). Management Perspectives for New Zealand. Auckland Pearson Education New Zealand Limited.lianz.waikato. (1999, 2 10). TREATY OF WAITANGI SETTLEMENT. Retrieved february 1, 2013, from http//lianz.waikato.ac.nz/PAPERS/wayne/wayne1.pdfwww.woburn.co.nz. (n.d.). Retrieved 2 15, 2013, from http//www.woburn.co.nz/cross-cultural-awareness-programmes/ http//www.woburn.co.nz/cross-cultural-awareness-programmes/Mini Essay 3Graziella Thake-HobdayGraziella Thake-Hobday, the Founder and CEO of the Foundation for Social Responsibility New Zealand (FOStR NZ), is a spring forensic and corporate psychologist with an absolute dedication to enabling the development of a better world.Born in India of Maltese and Italian decent, she grew up in over ten countries which have equipped her with the tools to easily work with people from all walks of life . Graziella uses her professional skills and passion for humanity to not only help individuals and organizations attain success, but also to give back to the communities of which we are all a part. She spent many years practicing Forensic Psychology,Sports and Team Psychology and Organizational Psychology, and has worked as a facilitator, advisor and leader in a number of not-for- profit and corporate entities.Graziella travels internationally as a consultant, speaker, and for NGOs highlighting the importance of authentic leadership, conscious communication, collaborative education, and community responsibility, through the development of personal legacies. She has over 20 years experience delivering facilitation. The Conscious Academy has run the 12 programs developed by Graziella to bring this knowledge and power to the forefront of leadership, corporations and communities, through eight-fold brands over the last decade. The Conscious Academy is licensing globally. Graziella is E nthusiastic, Valuable, Team Driver player, Dedicated.More recently Graziella has devoted her time to the development of the Foundation for Social Responsibility New Zealand (FOStR NZ). FOStR NZ aims to reduce and minimize negative social and economic consequences affecting society today by inspire and measuring the social contributions made by corporate, SMEs, NGOs and individualsSpecialtiesGraziella has an absolute dedication to enabling the development of a better world Facilitating and bringing simple solutions. A real passion and capability for providing frameworks that are attainable and sustainable for human change. Real, Passionate and approachable, both as a speaker, facilitator and consultant who brings passion, dedication, straight talking, and compassion Experience with multiple audiences, communities, needs and brands.Foundation for Social ResponsibilityThe trust has been formed on the belief that social responsibility is everyones responsibility it belongs to businesse s large and small, boards, leaders, NGOs, communities and individuals. All of these groups contribute to and have a stake in our society, sustainable economic development and the communities that enable it.We are convinced that there are significant gaps in New Zealanders accord of social issues, a lack of awareness of the valuable work being done, and most importantly, how they can get involved.We believe that by addressing these shortfalls we will be able to support and accelerate the growth of social responsibility initiatives in New Zealand, and in so doing make a real and measurable impact on reducing poverty.New Zealand has a myth of itself as a socially progressive country. We pride ourselves on our social policy being the first country in the world to introduce womens suffrage, universal suffrage, and our advanced social welfare policies of the depression era, homosexual law reform and more. Yet our child abuse statistics are horrendous, our prison population is third high est in the world, and 20% of our children live in poverty.These are just some of the social elements that require attention. Our message is that we need to share responsibility for social issues affecting New Zealanders, provide care to those who need it, and together work hard to look after our neighbors, neighborhoods and communities. Social Responsibility is everyones Responsibility. effrontery VisionOur vision is about creating positive change. We want Kiwis to be more caring of their communities and those who live in them. We want them to be more aware of the issues set about their communities and to be inspired to take action and help resolve them.Trust ActivitiesProvide an online information and education resource about socially responsible initiatives taking place around New ZealandThrough research, assess the work being done to address New Zealands social issues in order to highlight successes, as well as identifying where improvement is neededBased on the above, inspire, encourage and support individuals and corporate in particular to undertake socially responsible behaviour. For example, this may take the form of educational seminars in schools, communities and businesses which teach people about the simple actions they can take in order to make a positive difference.ResearchResearch will play a key role in helping FOStR NZ achieve its vision. Research will help ensure we are always dealing with the facts and will therefore add all-important credibility to FOStR NZ and our work.Our own researchers will work collaboratively with third parties such as NGOs, tertiary institutions and government agencies in order to gain a sound understanding of New Zealands social responsibility landscape. In particular we want toIdentify and understand the key social issues affecting New Zealand todayDefine what social responsibility means to New ZealandersUnderstand what socially responsible activity is already happening, component part by region, and measure the o utcomesIdentify any gaps which social issues are not being addressed?Word Counter 839