Course Work On Leadership Model

Published: 2021-06-30 08:15:05
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Genesis - Schultz’s leadership model

Great leaders usually have certain characteristics that make them special. For any organization to be successful, then they should have great leaders with special characteristics. This research will evaluate the leadership of Howard Schultz whom I believe is a leader who possesses the characteristics of a good leader.

According to leadership theories, a good leader takes care of the other employees’ needs. They should help the other employees to work through activities such as delegation (Michael, 1). In addition, the leaders should allow employees to give their ideas that can assist the organization. Howard Schultz reports that good leadership involves observation of certain principles. The first step is ensuring that no one is left behind in the organization. This means that a good leader will help others to develop economically and socially (Caroselli, 17). All employees should have the necessary information to help them perform their duties. Good leaders should have visions of the organizations they lead according to Howard Schultz. This enables such leaders to inspire other employees so that the objectives set by the organization are achieved.

The other principle that Howard Schultz respected is that the efforts and experience of the employees in the organization should be respected. Howard Schultz also believes that a good relationship with the workers is important for the success of the organization. Howard Schultz also believes that changes in the organization are always necessary. That is why he accepts challenges by the employees. He encourages employees to be creative and contribute to the development of the organization. The ideas of the employees are accepted. The right to speak and democracy is greatly encouraged by Howard Schultz. This makes the employees be free with the leaders in the organization and hence give their ideas willingly that help in the success of the organization (Caroselli, 16).

Denotation

Emotional intelligence: Emotional intelligence is the innate potential to feel, use, communicate, recognize, remember, describe, identify, learn from, manage understand and explain emotion. Emotional intelligence has five sections: knowing one’s emotion; managing emotions; motivating one’s self; recognizing emotions in others and handling relationships (Goleman, 2005). People’s abilities in each of the five segments of emotional intelligence may differ, however, that does not mean that they certainly have no room for improvement.
Followers: Followers are people who are more comfortable with leaders who posses well- rooted human values and who have respect for talents and contributions given by others. Followers would like leaders who make them feel enthusiastic in all their actions. Followers get the trust, compassion, stability and hope from their leaders.
Leaders: These people who have the responsibility of steering an organization and taking the responsibility of being the overall captains of an organization’s goals, workers, and projects.

Connotation

In response to his principles, Howard Schultz empowered all the workers in the organization. He made sure that all employees in his organization have a health insurance cover. He also helped the employees to acquire shares in the organization. In response, the employees became loyal to the organization. That is why they did to resign from their jobs. The organization therefore achieves its objectives easily because the employees feel satisfied because the organization takes care of their needs effectively (Michael, 1). Howard Schultz is a good leader with great leadership skills. This is why the organization he head has achieved great goals and continues to grow. His greatest principle is that none of persons in the organization should be left behind.

Opposing Views Leaders vs. Followers

It is just natural that not everyone has to become a leader. However, those who are unfortunate not be leaders will not follow anyone who shows up just to be a leader. Moreover, people do not like to accept old-fashioned leaders that are authoritative, control freaks, and who like to enforce new management procedures on others. Followers are more comfortable with leaders who posses well- rooted human values and who have respect for talents and contributions given by others. Followers would like leaders who make them feel enthusiastic in all their actions. For that reason, effective running of an organization requires leadership that must be able to have clearly defined priorities, visionary thinking, and efficient strategies. It is upon that followers get the trust, compassion, stability and hope from their leaders.

The leaders have the responsibility of creating an enthusiastic and loyal following basing on the influence of their leadership positions. In the words of the writer, “good followers are created partly by leaders who understand their requirements and obligations for developing people.” This is a complex task but is created by a tactful leadership approach that embraces the idea that leadership is not about authority. Instead, it is created by a balancing act that recognizes the ability of the followers to make independent decisions and not follow the leader like “passive sheep.”

Research has shown that an enviable leader is one who possesses qualities such as honesty, forward thinking, inspiring, and competent. The same research shows that leaders would like to work with colleagues who are honest, cooperative, dependable, and competent. Let us look at leadership requirements. An indispensable prerequisite for a leader is to capture assurance from his followers and colleagues. A Leader can lose his follower if he lacks solid self-assurance. This can easily happen if the followers lose confidence on the leader, or if the leader loses integrity and trust in the eyes of his or her followers.

It is essential for the follower to view the leader in the most realistic way. Unrealistic expectations on what the leader can do for his or her followers are poisonous to the well being of leader-follower relationship. There are several ways that follower can idealize their leader. First, follower can assume that a leader is perfect and cannot make mistakes. One a leader makes mistakes the relationship is destroyed because the followers begin to see the leader just as normal like them. However, understanding that the leader is human and capable of making mistakes is vital for the healthiness of a relationship. A realistic view of the leader is helpful in building trust based on mutual understanding, as opposed to an idealized based trust and expectation. Second, leaders can make the mistake of portraying themselves as saints in the eyes of their followers by covering up their mistakes and weaknesses. While covering up the leaders mistakes is indispensable for the wellbeing of the organization, it is essential for the leader to appear normal to his followers and thus allow to be corrected when in wrong. For the most part, leader’s followers should share only leader’s positive things. When a leader is forward and ready to admit his mistakes, it becomes easy for the followers to be constructively critical of his approach. An opportunity for open disagreement is key for the organizations well being.

Models / Theories - How about Emotional Intelligence and Leadership?

Emotional intelligence is paramount to leadership. Research has shown that leaders who score higher in emotional intelligence are likely to be more effective and highly rated by colleagues and peers. A productive and balanced management of one’s emotion is equal to emotional intelligence. Being aware of oneself is a key element of this achievement. Literally, this includes qualities such as honesty to one’s emotions, identifying values and passions, knowing strengths and weaknesses, and most importantly finding meaning and purpose for one’s life. An individual with sufficient emotional intelligence is able to control emotions so that they do not spiral to harmful behavior. He or she understands that anger is a secondary emotion that comes from other reasons, and the only way of extinguishing anger is by understanding it. Goleman asserts that, anger is best managed by diffusing its primary root causes. Anger management is key to emotional intelligence. Understanding anger enables an individual to effectively deal with anger and to move forward with life. Having possessed the ability to take charge of his emotions, one becomes empowered to effectively become as a leader.

Apart from anger management, an emotionally intelligent person masters other skills such as social arts: the ability to make friends and keep them around. This includes the talents to know how to talk with people, connect with them, and build relationships. In addition, the emotionally intelligent person also has a very clear understanding of self. With self-understanding, one will have intrapersonal intelligence. Intrapersonal intelligence is the correlative aptitude to accurately assess oneself in order to function efficiently in life. Having understood him or herself, one will now easily possess a great deal of interpersonal intelligence which is the capability to identify with other people, knowing them well enough to understand what motivates them, and how they operate, and how to work in one with them. These qualities are important ingredients required of a leader. People with such skills are more “resilient, more adaptable to changing situations and more willing to step outside their comfort zone. They are also open to new ideas and opinions.

Most importantly, the person with a clear grasp of emotional intelligence exhibits a high level of motivation, faith, and optimism. He always believes that things will turn out for the best. His energy is always focused towards success, and he looks at challenges as obstacles that have to be passed in order to achieve a target, (Golman, 2005 p.88). Positive motivation is a quality that most people adept with emotional intelligence demonstrate. According to Goleman, constructive inspiration is marshalling of feelings like enthusiasm and confidence to enhance achievement (Golman, 2005, p.79). Perhaps the most notable example is demonstrated by Abraham Lincoln. Historian Doris Goodwin has noted that president Lincoln’s success as a leader is for the most part, a function of his emotional intelligence.

Thesis Statement and Introduction

The concept of leadership is as old as humans on earth. Former president of the United States Dwight Eisenhower once argued, “Leadership is the art of getting someone else do what you want.” While Eisenhower’s words were the closest to meaning to the meaning of leadership, they were an abstract definition of the concept of leadership. Is Eisenhower’s definition still standing? Scholars agree that while leadership plays an instrumental role in achieving goals and aspirations of organizations, there are conceptually agreed methods that define leadership. Some leadership strategies include authoritarianism, democratic leadership, and servant leadership, among others. This papers attempts to delve into the concept of leadership model as described by Howard Schultz. The understanding of leadership is a multi-dynamic subject of study that easily condenses into effective relationship between people.

It is just natural that not everyone has to become a leader. However, those who are unfortunate not be leaders will not follow anyone who shows up just to be a leader. Moreover, people do not like to accept old-fashioned leaders that are authoritative, control freaks, and who like to enforce new management procedures on others. Followers are more comfortable with leaders who posses well- rooted human values and who have respect for talents and contributions given by others. Followers would like leaders who make them feel enthusiastic in all their actions. For that reason, effective running of an organization requires leadership that must be able to have clearly defined priorities, visionary thinking, and efficient strategies. These are qualities that any organization seeking to have an organized and working system ought to expect on their leaders. It is upon this base our research.

Literature Review for the concept of Leadership

This paper provides an overview of descriptive leadership theories that have advanced in over the last decades. The purpose of this literature review is anchoring an understanding of different attempts to come up with one definition of leadership, a leadership design that works for every organization. While exploring the different facets of the concept of leadership, the paper embarks on different scholastic analysis using divergent resources. Contemporary literature on leadership styles assesses the role of leadership and its impact on workers’ competency and morale. However, while emphasizing the vital place of effective leadership on the success of organization, the literature admits that there is no conventional and universal form of leadership. However, scholars of leadership strategies admit that there are vital components of leadership that transcends across all generations. Accordingly, effective running of an organization requires leadership that must be able to have clearly defined priorities, visionary thinking, and efficient strategies. These are the common best practices that could define leadership.

Defining Leadership

Defining leadership often appears elusive due to the difference of understanding of what leadership means. Understanding leadership from the diverse and distinct definitions is a critical in developing a holistic paradigm for the study of leadership (Levy, 2006). In the last five decades, there have been over 60 classifications of varying concepts that are instrumental in having a comprehensive understanding of leadership. Brass (1990) defined leadership as “focus of group process” (p.38). Fielder (2002) argued that there is no evidence of one leadership trait, behavior or personality required to be an effective leader. Instead, leadership effectiveness is the ability to get a group to accomplish its mission, which does not entirely depend on a leader’s ability and attributes. First, the trait emphasizes how the leader treats the subordinates while the second aspect premises on the leaders organizational skills.

Clark (2004) identifies identical mutual trust, effective communication skills, active empathy, accessibility by workers and personal courage as the key elements of an effective leader. In their part, effective leadership is fundamentally about developing people, setting defined directions to be followed and designing an organization to be successful. Effective leadership involves identifying people within the organization who would be potential leaders and letting them gain the knowledge and skills required for success.
Ultimately, a good leadership team is a complimentary team where people’s strength are made productive and their weaknesses made irrelevant by strength of others. While leadership focuses on the ability to communicate and acknowledge people and their potential, management is based on using the potential and talent to achieve a goal. Both leadership and management are vital, and they have to operate in one. Management and leadership are entwined in the general understanding of the human nature as Body, Mind and Spirit. The Whole man understanding of man is pivotal for twenty first century understanding of people and work. In a world where people are more informed, more educated, and have a lot of choices; it makes a lot of sense to govern them in a manner that makes them feel included, and where their ideas and opinions are freely expressed and tolerated (DuBrin, 2012).

Divergent Views on Leadership

Gabbaro (1985) document the reason for the success of other leaders and the failure of others. In general, he documents that most managers take a relatively longer period to adapt to the requirements of the new work environments. The article makes a case that experience play a critical role in the success in the process of transition using examples from American and European managers. Mangers with experience of working in different environments take a relatively shorter time to take charge while workers with limited take the longest time to take charge. In addition to work experience, Gabbaro also argues that managerial techniques and leadership models also accounts for smooth or rough transition. He disregards the existence of the common belief in the all-purpose manager.

According to Gabbaro, the taking charge process is a process that developes overtime and passes through several stages. Each of the stage has a distinct purpose, problems and challenges. The transition period is a tedious and engaging period for a manager. In the United States, the transition period takes about two years, in Europe especially the UK it takes longer. The transition process begins with taking hold that includes getting to know the work place and the people and takes about six months. The second process is the immersion that is characterized with a more informed approach in management because of comfort and familiarity with the environment. The next stage in the transition process is the reshaping process where the new manager attempts to customize the system to shape his or her desire. This is followed by consolidation that means the workers understanding and the general operation of the system. The refinement is the final stage and describes the last part of the transition. In Gabbbaro’s views, the transition process is a combination of factors that hugely depend on the style of leadership, experience and the nature of the job. The corporate culture also determines how successful the transition can be.

Goleman (2005) reported that emotional intelligence plays a critical role in the success of leader. Emotional intelligence is the inborn capability to feel, use, relay, identify, retain information, illustrate, recognize, study from, and explain emotion. Emotional intelligence has five sections: knowing one’s emotion; managing emotions; motivating one’s self; recognizing emotions in others and handling relationships (Goleman, 2005). People’s abilities in each of the five segments of emotional intelligence may differ, however, that does not mean that they certainly have no room for improvement. An individual with sufficient emotional intelligence controls emotions so that they do not spiral to harmful behavior. He or she understands that anger is a secondary emotion that comes from other reasons, and the only way of extinguishing anger is by understanding it. Goleman asserts that, anger is best managed by diffusing its primary root causes. Anger management is key to emotional intelligence. Understanding anger enables an individual dealing with the problem move forward with life. Having the ability to control emotions empowers an individual to become as a leader.

O'Reilly, C., &Pfeffer, (2000) make the case of servant leadership using the case of Men’s Wearhouse. Men’s Wearhouse is a successful clothing merchandise company that has fostered practice of servant leadership to the benefit and the success of the company. The company’s policy of encouraging servant leadership implies that the company let the workers manage themselves based on the company’s values while giving up management. Servant leadership implies that the companies top leadership is denied the trappings that other CEOs is in other companies are accorded. As a result, few CEO’s are comfortable working with Men’s Wearhouse because of comparative low wages, modest offices, and less fancy lifestyle. Moreover, Men’s Wearhouse lays emphasis on the mutual obligation between workers and company. For this reason, the company trades long-term employment for flexibility and performance. Still, this model for leadership places immense responsibility on the part of the subordinate workers and leads the growth of leadership qualities on the part of workers from bottom-top and not the usual top-bottom.

Dyer (2010) argued for teamwork and team formation as essential achieving effective leadership strategy. High performing teams have not developed by accident. Instead, they have developed by the ability to change by having stable and consistent team building processes that assist in evaluating the team context, team composition, and team competencies. A company must create a team spirit to improve performance. Traditionally, every team goes through five stages of development. Every stage development is helpful towards cultivating a team spirit and a coherent force that fosters productivity. The stages development of the team comprises of forming, storming, performing and transforming. At its formative stage, most companies experience a storm. At this stage, the group has divergent views on the mission, the approaches, and the mechanism that we can use to create a formidable working unit. A company must aspire to create high performance by following the above-mentioned guidelines.

According to Schein (2009), corporate culture refers to shared beliefs, values, and behaviors that a firm subscribes. These beliefs, values, and expected behavior provide a foundation upon which a firm is managed. The organizations executives articulate cultural statements to the workers. Usually, firms with a strong corporate culture outperform those without a strong corporate culture. Because culture is relative, organizations have the power to create a culture that fits organizations objectives. Corporate culture plays out in various ways. Company’s culture can be distinct in ways such as the way they handle communication, feedback, project coordination, or customer relations (Kotter, 1992). In some cases, corporate culture is visible in the way an organization is structured. Some companies emphasize servant leadership while others focus on teamwork; others promote basing on appraisals while others promote basing on future objectives. In many cases, culture is also defined by the nature of the competition and the desire of the company to be like the rest or to form a unique identity (Schein, 2009). The article reasons that the barrier to effective customer engagement is “organizational and conceptual.” A change in the organization of farm from the traditional methods of customer engagement to more comprehensive marketing system that includes all stakeholders in the product will go a big way in stimulating success. I am inclined to agree with the article particularly on the argument that mass media should be used differently for marketing. I believe that a comprehensive marketing approach that is interactive and focuses on equality will be beneficial to a company in the end.

Schein (2009) argues that the articulation of a corporation’s culture would be meaningless if a strong leadership is missing. Leaders of a corporation must be aware of the required culture in a corporation and determine ways in which all sections understand the culture for the firm. Leaders must also play the role models by exhibiting behaviors that are demonstrable of the organization’s goals. Weinstein& Johnson (1999) write that successful companies do not satisfy customers; they work hard to please them. Superior customer values mean continually creating a business experience that exceeds the ordinary expectations (p.4). In their view, value is the strategic driver that most multinational corporations utilize to differentiate themselves from the rest in view of customers. In the abstract form, values mean the excellence usually based on the desirability or usefulness (Weinstein & Johnson, 1999, p.5). Gale (2010) reports that a value driven marketing strategy help organizations.

Still, the success of an organization depends on effective communication. The goal of every business environment to foster communication strategies fosters peace and understanding in an environment. The fact that a conflict exists does not imply a bad thing. As long as conflict is resolved effectively, conflict can lead to personal and professional growth.

The increased understanding accrues from increased awareness of the situation and through building a compromise that is healthy for the two parties involved. While solving conflicts, employing communication skills play an important aspect in developing mutual understanding that fosters a relationship not based on winning or being right, but on peaceful resolution. While effective communication uses in solving conflicts take some times, it is important for business people to practice methods that are helpful in diffusing antagonism and acrimony. Defensive communication makes conflict resolution difficult. One example of defensive communication is controlling speeches. Controlling speeches are speeches that attempt to develop resistance on one party in a conflict situation. They characterized with orders and not statements. One example of a controlling speech is “You should shut up!” Understanding whether a speech is controlling or not, requires that one master the history of the two parties involved. While others may read the speech as controlling, it may not be the same for the actors (Folger, Joseph P., Poole, Marshall Scott, &Stutman, Randall K, 2009).

In addition to communication, leadership requires upgrading to meet the demands of the world today. In the book A Whole New New Mind: Why Right –brainers will Rule the Future Daniel Pink argues that the future of the global business world depends on the right brainers. According to Pink, the right brainers refer to the people, not with different brains, but who are creative to go beyond the regular thinking of being technologically perceptive or informed Pink asserts that people with a different mind (right thinkers) will capture the future of business. This new thinking draws from a combination of both talent and creativity. Business that seeks to exist in the new paradigm will need to change focus and accommodate the new holistic approach that deepens skills. Pink proposes a radically different approach to business people and workers. Because of the nature of the new business environment, business should realize that traditional consumers and workers do not operate the same way; this requires a completely different approach. This approach calls for an approach that takes advantage of the laxity in the business environment. An L-directed thinking that is old school creates this laxity. L-directed thinking is not old school because it is not effective, but because it emphasizes stiff-necked approaches to ways of doing business. The new strategy should embrace a strategy that honors the worker by promoting quality, creativity, innovation, and talent. In addition, businesses must demonstrate empathy and desire for genuine pursuit of meaning for workers.

Perhaps a better way to examine the concept of leadership is to examine leadership strategies in the field of human resources management. Armstrong (2000) defines Human Resource Management as an “a strategic and coherent approach to the management of an organization’s most valued assets- the people” working who contributes to the achievement of the company’s objectives (p.6). In simpler terms, SHRM is the proactive management of people. It involves thinking ahead, planning, and ensuring that the company satisfies all its parties. Schuler & Jackson argue that the advent of globalization has increased competition in the global economy making effective management of people essential in realizing profits. Moreover, new forms of organization such as joint ventures, international mergers, and acquisitions require flexible mindset for effective management of personnel. Because of this change, the old hard methods of leadership do not succeed due to change in cultural dynamics.

Leadership requires that one take responsibility over many people. However, working with groups can be difficult in innumerable ways but working without groups is plainly impossible. While with different people, we should be thinking in terms of what makes work with others effective. The fact that conflict exists does not imply a bad thing. A good leader is one who resolves conflict peacefully and takes the organization to higher levels.
Influence means the level of trust and respect people have in a person. The more influence a person has, more people will listen to his ideas/suggestions. To achieve influence,

Covey cited the Greek philosophy of influence (p. 129), with 3 steps involved: ethos (trust), pathos (understanding others first), and logos (be understood). For me, leadership is about influence. The people in the leader’s life, which includes family and closest friends, trust the leader in almost everything. I always think of myself as that embodiment of leadership. My best friends would trust me with their personal stories, knowing that I would not forward the story. When playing with my friends, I try to be the problem solver and to take charge of situations. The next step according to Covey is to be influenced, because “key to influence is always to be first be influenced” (p. 131). To win someone else’s trust, we have to listen to them and understand their ideas. I always try to understand, or at least listen to what other people say. That would make them feel appreciated, and in turn will appreciate myself as well. Covey argues that to be an influential person, we have to own some level of initiative. This is especially important in organizations, where other people can assess someone’s capability by his/her skills, and initiative would make someone stand out from the crowd.

Design Research

Research is a facet that utilizes the diverse tools and approaches depending on the point of research. Research is used to find answers to different situations by conceptualizing the different methodologies and principles. In this research both qualitative and quantitative methods of research are to be used. The subject of issues in contemporary society can be viewed from different demographics this includes age, gender and social status. There are surmounting research studies that tend to either agree or otherwise disagree on different positions adopted by other models. In this research, in order to collect data from the different demographics there is a utilization of different tools to be used to ensure a comprehensive coverage mechanisms and interpretation fundamental to the research (Creswell).

There are different research methods that are adapted during research thus choosing the correct method is crucial to any research. The research it will include interviews and survey from the different demographics with an objective to find out some of the critical issues in the society that they deal with. From this research, the intended results include how people relate in the society, from school to the general work place and even the neighborhood. This will run hand in hand with the different researches and surveys that will be included in the research. The research tools that will be used include surveys and questionnaires. This methodology is to provide first hand feedback from the concerned parties (Creswell).
The use of questionnaires in this research will be given to parties involved this will include work places and high school. The questionnaire will major on issues dealing with the leadership they experience and what they perceive as being a good leadership approach. Leaders are now setting up interviews online through skype or face to face to gather information. The data in this case will be taken through different correlation methods to find out the variables and non variables that form the basis of the research. In such instances, making it easier to integrate the data and come up with results that well relate to the research study.

In conclusion, with the use of the different leadership models, the correlation between positions adopted by Schultz leadership model and its relationship with the data collected will discussed in the study. A conclusion on the research will be drawn based on the information gathered this will include a summary of the findings from the research, suppositions, assumptions made and the implication of these assumptions to overall findings. Overall findings will then be used to incorporate high qualitative and quantitative results as produced from the questionnaires and surveys proved in the research (laurel).

The aim of the paper is to delve into the concept of leadership as described by Howard Schultz. Leadership plays significant role in achieving goals and aspiration of an organization. Traditional leadership strategies have proved ineffective in ensuring success of organizations in the contemporary world. For that reason, effective running of organizations requires leadership that posses clearly defined priorities, visionary thinking and efficient strategies. Future researchers should consider researching in this field in order to develop conventional and universal forms of leadership. Contemporary literature on leadership styles assesses the role of leadership and its impact on workers’ competency and morale.

Developing acceptable and contemporary leadership strategies is essential for the modern organization.

From the study of leadership principles of Howard Schultz, I have come to learn that leadership involves more than winning, but to find the right way to succeed. This is a reminding that loving your job and respecting people who help in doing the job results into success. Schultz translated his personal philosophy into a company philosophy to treat employees with dignity and respect, and into company practices such as flexible working hours, comprehensive healthcare for employees, stock options, competitive wages among other benefits that continuously contribute to success of the company. As such, leadership requires passion in your work, encouraging others to be on their best self, and creating a work environment that inspires employees to create transcendental experience on your customers.

Works cited

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 Extraordinary Results With Ordinary People. Harvad College: Harvard Business Press.
Pink, D. H. (2006).A Whole New Mind: Why Right-Brainers Will Rule the Future. New York: Penguin Publishers.
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