Leadership Assessment
Leadership is an essential element in all organizations. It is considered one of the cornerstones of organizational and personal performance. As such, organizations with good leadership are likely to prosper unlike those that have leadership tussles (Daft & Lane, 2008). It influences an organization or group in almost all perspectives, starting from decision-making to the implementation of the same, as well as influencing others towards achieving the desired goals. Generally, it is concerned with the organizing of people to attain a common goal. It can also be defined as a social influence process, where an individual procures the aid and others’ support in the completion of a universal task (Daft & Lane, 2008). There are a number of leadership styles, each effectively applicable in various settings. The objective of the paper is assessment of leadership, focusing on Steve Jobs’ leadership style and the organizational culture of his company, Apple Inc.
Leadership style(s) of Steve Jobs
Steve Jobs is one of the greatest figures in the world of technology. Particularly, he is well known for his own creation, Apple Inc., a company that has dominated the technology industry focusing on computers and phones. Apple Inc.’s success is attributed to his nature of leadership (Isaacson, 2011).
Jobs leadership can be categorized into various styles of leadership. However, charismatic style of leadership best describes his leadership approach. Charismatic style of leadership is associated with how leaders can effectively influence their followers towards achieving common goals and objectives. This is a unique type of leadership style in the sense that the followers enjoy working with the charismatic leader perhaps because they feel appreciated and inspired. Steve Jobs is one the few charismatic leaders, who had great influence on their followers (Isaacson, 2011). For instance, Jobs was a good communicator, an important element of charismatic leadership. He had the ability to captivate the attention of the audience and shares his vision with them. In addition to other attributes, this made it easy for him to associate not only with his employees, but also the customers of his company.
Steve Jobs was also exercised transformational leadership style. He was passionate as well as enthusiastic concerning what he does. Besides, he was a visionary individual, who had the ability to create visions for his company and motivates his team members towards achieving his visions. He could also be characterized as an autocratic leader because he always thought what he does is right. On the same note, he never used to assume anything and was never overexcited in his style of management. Moreover, he perfectly understood the importance of public relations, a very vital element when it comes to autocratic leadership (Isaacson, 2011).
Organizational structure and culture of Apple Inc
Apple Inc. is one of the few companies that appreciate the role that team-building performs in their overall performance. Largely, this is attributed to the leadership of the company, which laid an organizational structure and culture that supports team development from its formative period. Particularly, the culture of the company is grounded on a model that self-motivated individuals would put more effort if they are allowed to manage themselves through eliminating the element of a boss controlling every action (Lüsted, 2012). In addition, a unique structure was established within the company, which allowed it grow and respond quickly to changes, unlike most of its competitors. Perhaps, the rationale behind its responsiveness is based on the manner in which it handles team development. Particularly, giving team members a certain degree of autonomy in project undertaking reduces the degree of bureaucracy in the company; hence allowing projects to move faster. Based on the culture of the company, decisions are always made at the lowest possible levels (Lüsted, 2012).
This approach, allowing team members to work with freedom in their project, has enhanced employee relationship skills in the workplace. For instance, based on this approach, the company has managed creating a culture of respect between employees and managers. It is worth noting that Apple Inc. is run by its engineers and not managers (O'Grady, 2009). It has small project teams which are usually driven by the engineers, and through this strategy respect between managers and employees tend to be maintained. Furthermore, employees have been accorded the freedom of owning and improving the products of the company. Particularly, in case an employee uses a product of the company and identified an issue, he/she has the freedom of fixing the same without following bureaucratic procedures for approval. At Apple Inc., deadlines are part of its culture (O'Grady, 2009). Therefore, the employees of the company have been trained to work within the given deadlines, but at the same time quality must not be compromised.
Performance of Steve Jobs
Undoubtedly, Steve Jobs is highly rated with regard to his leadership styles. In addition, he was also an effective communicator. Despite being accused of sometimes looking down upon his employees and fellow board members hence not fully embracing ethical employee treatment, there are many incidences shows otherwise. Some people argue that Jobs was a determined and driven leader who could accept nothing less other than the best from his staff (Isaacson, 2011). Jobs appreciated the role that the employees were performing for his company. He ensured that incentives were put in place to support the welfare of the employees. For instance, he supported his employees being part of labor unions. In addition, he ensured promoted conducive working conditions in his company, which enhanced safety of the employees. In terms of communication, Jobs is one of the few leaders who can communicate their vision to their followers in an effective manner. Due to his eloquent communication ability, his employees easily understood the vision he had for the company. Therefore, he had the ability to motivate his employees working towards achieving a common goal, as a team, for the benefits of the company (Isaacson, 2011).
How leaders motivate employees
Employee motivation is an important factor, and it is up to the organizational leaders to ensure employees are motivated. Undoubtedly, there are a number of ways through which leaders motivate their employees. First is leading by example. In this case, the leader is at the forefront in showing his employees on how things are done, and always being there for them. By leading through example, a leader creates enthusiasm and stimulates employees to put more effort in their work. Besides, leader becomes mindful of how he behaves, what he does, what he says, and how he says it. Setting a good example is likely to create a good relationship between the employees and the leader, making them to go an extra mile in supporting the goals of the organization (Lussier & Achua, 2010).
Second is building trust and clear communication. This could increase the confidence of the employees, empowering them to speak free without fearing of the consequences. Nurturing open and candid communication between the employees would lead to realization of better understanding not only the expectations, but also job performance. Lastly, leaders could also motivate their employees through proactive coaches (Daft & Lane, 2008). With regard to this, leaders guide their employees towards developing the right skills of undertake their duties efficiently. Particularly, the leaders should show interest on new employees to offer them any assistance, in terms of explaining their roles and responsibilities within the group. Giving feedback and inspiration would motivate employee to work towards improving their performances (Lussier & Achua, 2010).
Importance and Challenges of Diversity
Despite the positive contribution of diversity in the market, managing diversity has become a great challenge for most leaders. One of such challenges is resistance to change, especially with regard to long established corporate culture. The second challenge is group cohesiveness as well as interpersonal conflicts. Despite diversity contributing to increased creativity and improved problem solving, it is also likely to be a cause of chaos in an organization especially in case of mistrust and lack of respect among the team members (Thiederman, 2008). Thirdly, it is likely to cause backlash, especially if a section of the group feels that others are claiming organizational resources on the basis of their ethnicity or gender. Lastly is dealing with competition for opportunities. Diversity leads to an increase in competition for opportunities, and allocating the available opportunities to satisfy all the groups is problematic for the managers (Mor-Barak, 2011).
Addressing the challenges of Diversity
References
Crosby, F. J., & Stockdale, M. S. (2003). The psychology and management of workplace diversity. Oxford, UK: Blackwell Pub.
Daft, R. L., & Lane, P. G. (2008). The leadership experience. Mason, OH: Thomson/South Western.
Isaacson, W. (2011). Steve Jobs. New York: Simon & Schuster.
Lussier, R. N., & Achua, C. F. (2010). Leadership: Theory, application, skill development. Australia: SouthWestern/Cengage Learning.
Lüsted, M. A. (2012). Apple: The company and its visionary founder, Steve Jobs. Minneapolis, MN: ABDO Pub.
Mor-Barak, M. E. (2011). Managing diversity: Toward a globally inclusive workplace. Los Angeles: SAGE
O'Grady, J. D. (2009). Apple Inc. Westport, Conn: Greenwood Press
Thiederman, S. B. (2008). Making diversity work: 7 steps for defeating bias in the workplace. New York: Kaplan Pub.
