Introduction
Sean P-diddy Combs is well known as Puff Daddy and P.Diddy in the music industry. He is a hip-hop legend with exclusive love and talent for music. He has accrued extensive success in the music industry following his passion and hard work. Over time, he developed interest in fashion after being a model consultant for certain fashion companies for a long time. His passion in fashion grew pushing him to start his clothing lines Sean John and ‘Sean by Sean Combs”. Also, he has a movie production company and two restaurants in the United States. As the founder of the businesses, Sean had to pursue excellent leadership so to ensure the companies remain at the top.
The overall leadership style for Sean P-diddy is democratic leadership. He believes that the people working in his company should have views and opinions over the activities of the company. He is passionate about the ideas that people give on how the company should undertake certain activities (Merrill, 2013). He listens keenly to the opinions of the employees and the managers so as to have an effectively running business. He focuses on excellence for all in the company through growth in knowledge for the employees as well as the managers (Givhan, 2016).
Sean is the founder and the Chief executive officer of the businesses that he runs. However, following his exposure in business and the interest for growth, he has other executives as managers and directors of the businesses. However, he is the overall leader as the CEO of all the businesses and focuses on achieving business excellence through his leadership (Clifford, 2013).
Although, he is the CEO, Sean takes pride in his managers and directors who are major advisors in business. The managers are required to be responsible of the governance of a number of activities in the businesses and they focus on achieving excellence in any endeavor they propose to undertake on behalf of the company (Merrill, 2013). The directors are in charge of the overall business operations by getting involved in consultative meetings with Sean P-diddy (Caslin, 2016). The employees are also part of the organization structure as they engage into a number of activities that drive the businesses to the desired excellence.
In focus to the Sean John Clothing line, P-diddy focused on nurturing his business culture, which is built around hip-hop music. It is through music that the clothing line was founded thus it borrowed business targets from hip-hop. However, over time the company has graduated to the production of high-quality products, which range from sportswear, official, and casual clothing. The company has embraced the culture of innovativeness and progress in the creation of new and excellent products all the time (Clifford, 2013).
The culture that the executive has helped nurture for the company also includes the value for all people. Although, the customers are crucial for the business success, the employees are more important as they would determine the stay of the customers. P-diddy does not focus on the managers but the employees who are the engineers for the success of the business (Caslin, 2016). Therefore, the company values everyone regardless of their position. The customers are treated as the agents of success in the company thus handled with care and respect.
Human capital management
Human capital management in Sean John and other businesses by Sean P-diddy focus on the satisfaction of the employees. Although, he is the chief executive for the company, Sean values the employees in their respective levels in the company. He takes the employees as assets, which need to be serviced to ensure their future value in the company is high. He takes chances to strengthen the abilities of the employees.
The company values talent, where Sean P-diddy is extremely keen on supporting talent for the employees. He mentors such individuals in their work as he motivates the rest of the employees to passion and willingness to drive the company to the desired business excellence. The effectiveness of the employees is measured as a way to monitor their contribution to the effectiveness of the employees in their jobs in the businesses. The evaluation is highly significant in helping the employees to grow in purpose and encourage the ones with poor performance (Givhan, 2016). The company does not support stagnation in performance but believes that the overall progress of the company will be driven by the success of the employees.
One of the ways through which Sean invests in the employees is through knowledge and expertise for the employees. He avails information to them through training and creation of the willingness to advance in business knowledge for the employees. Working in the same environment with the employees encourages them as he communicates to them from time to time. He guides on the strategies to be followed as he supports the suggestions of the employees creating confidence in them thus making them outstanding (Caslin, 2016).
He also gives the employees incentives through allowing them reflect the image of the clothes they sell. The employees are allowed to purchase the clothes from the company in discounted prices and may pay for the cloth in installments. The employees get motivated unlike other stores where the employees cannot afford what they sell (Givhan, 2016).
Also, the company values the compensation and rewarding system for the employees. The company rewards good salaries to the employees. There are excellent purposes for the unique salaries that the company rewards its employees. The satisfaction of the employees is highly significant in sustaining them in the company and making them highly productive in their undertaking in the company (Hochman, 2013).
Leadership approach’s to workplace productivity
The vision of the company is to be the best company in the clothing industry. The company looks forward to a time when its brand will be on top sale following its production for high-quality clothes for all the customers. Also, the company looks forward to become a market leader in the clothing industry through innovation and customer service. The drive of the company is success and achievement of excellence in the execution of its business strategies (Clifford, 2013).
The CEO of the clothing line believes and walks in the vision of the company. He is committed to the work by pursuing strategies that would make the company to reach its business targets. He is an ambassador of the company through consistent involvement in the business (Hochman, 2013). He seeks business deals on behalf of the company by ensuring the existing brands are well known to the consumers. For example, he links his clothing line company to musicians and other celebrities to buy and promote the brand (Caslin, 2016).
Sean P-diddy believes in proper communication with the employees. From time to time he seeks to have his voice as the motivation to the employees. As a result, he maintains close contact with the employees by inviting them for talks regarding the business. He consults not only the managers but also the employees. He mentors most of them on the issues that they find hard in their tasks thus creating strong relationship with the employees. He ensures that he has enough time for the employees so that they may create an outstanding bond that will make him reliable to them (Merrill, 2013).
He intervenes whenever there is a conflict in the company by listening to the situation and suggesting solutions. His effort to save the company comes with exclusive interest on small issues that may become major if not handled in the right way. Therefore, he sits to listen to various concerns that people may have regarding the job and the kind of work they do (Hochman, 2013). He does not delegate issues to the managers but handles to ensure the employees are satisfied.
Motivation of employees
In order to retain employees, the leadership may consider unique strategies that would bring revolution to the stay of the employees in the company. The first strategy would be to have consultative meetings with the employees. The success of an organization highly depends on the interaction between the leader and the employees (Hochman, 2013). Several instances of meetings with the employees would make them confident of the leadership of the specific individual and make them confident to continue working in the company. The contact between the employees and the leadership makes the administration easier for the employees can easily approach the leaders when there is a problem (Clifford, 2013).
The leaders may also cultivate strong or exclusive skills through delegation of duties. The confidence of the employees is highly important in determining how they undertake their duties. Consistent delegation of duties to the employees would make them more comfortable in their duties and give them a chance to explore other fields. They generate new skills from the new duties that have been assigned making them more competent. Tasks are entrusted to them and they are always willing to pursue the excellence that would come with the business of the company.
Also, the motivation of the employees may be through rewards for work well done. The employees will be required to undertake certain duties from time to time and they need motivation to handle similar duties again. The leadership should adopt a strategy of rewarding the employees upon successful handling of a certain task. When the employees complete exclusive tasks in the required manner, they should get the rewards that they deserve to encourage them for better performance in the future.
Conclusion
Sean P.diddy has been successful in building businesses despite his musical background. He owns the Sean John clothing line, which is well known of the production of classy clothes. He is an outstanding executive in his businesses by ensuring satisfaction of the employees and leaders so as to assure customers excellent products. Sean executes exclusive business leadership strategies that motivate the employees to the required business excellence. He is well connected to the vision of the company and aims at achieving great motivation for the employees in order to reach the vision. The motivation of the employees is critical in defining their willingness to participate in the business excellence.
References
Caslin, Y. (2016). Sean John executive Jeff Tweedy explains how loyalty pays off. theGrio. Retrieved 3 June 2016, from http://thegrio.com/2016/03/28/sean-john-executive-jeff-tweedy-explains-how-loyalty-pays-off/
Clifford, C. (2013). From Paper Boy to Music Mogul: Entrepreneurship Lessons from Sean 'Diddy' Combs. Entrepreneur. Retrieved 3 June 2016, from https://www.entrepreneur.com/article/228744
Givhan, R. (2016). They laughed when Diddy launched a fashion line. Then he changed the industry..Washington Post. Retrieved 3 June 2016, from http://www.washingtonpost.com/sf/style/2016/04/21/they-laughed-when-diddy-launched-a-fashion-line-then-he-changed-the-industry/
Hochman, D. (2013). The Many Faces of Sean Combs. La-confidential-magazine.com. Retrieved 3 June 2016, from http://la-confidential-magazine.com/sean-john-combs-p-diddy-music-media-business-mogul
Merrill, T. (2013). 6 Entrepreneurship Lessons From Sean Combs. FortuneBuilders. Retrieved 3 June 2016, from http://www.fortunebuilders.com/6-lessons-entrepreneurship-sean-combs/
