Leadership_Style

Three leadership style charismatic, transactional, transformational and authentic, Explain how different leadership styles would affect group communication in your chosen organization At Southwest Airlines the leadership styles used was authentic, orders would be given to partners and they will be expected to follow orders. The communication will be one sided, that from the leader to the followers. If the leadership styles was bureaucratic, the leaders will point out the Starbucks procedures to each worker (partners) and they will be expected to follow the rules any infraction from the rules would invite reprimands(insert citation). If Starbucks has a charismatic leader he will emanate charm and energy to the employees. His personal attention will have the effect of energizing the persons and making them feel very special, those that meet his will feel empowered and will put in greater effort to achieve Starbucks goals, mission and vision. The great belief that a Charismatic leader may have will rub onto the employees and energize them. If the leadership style is participate, then the leaders will invite the partners to contribute to the decision making progress. The leader will invite suggestion from all partners including temporary workers so that he gets the opinion of from different levels of the company. So the communication will be two way. He may get suggestions about the dA@cor of the stores, the menu and the discount schemes. If the leadership style is Liassez-Faire, the leader will not interfere In the work of Starbucks partners (insert citation). The leader will monitor what is happening at different stores of Starbucks and will communicate back with the employees on regular basis. If this type of leadership style is used there will be limited exercise of power and some of the Starbucks stores that are performing poorly may suffer. If there is transactional leader at Starbucks he will communicate that the rewards at the company be commensurate with the efforts the workers put in and their achievements on duty. If the Starbucks leader is transformational, he will communicate Starbucks vision, mission, and values and vision into the employees. Every partner will be inspired by the leader and will strive to achieve the values and vision that he has communicated. Analyze the different sources of power found in the organization. How might those different sources of power affect group and organizational communication' The delegated authority of the store manager is the source of power for him. The partners of the workers are expected to respond to him. Class of workers(partners): The permanent workers are a source of power at Starbucks, those that are temporary but work 20 or more hours and are shareholders of the company are the second level/class at Starbucks stores. Finally, the temporaries that work less than 20 hours a week have the least power. Personal Charisma is a source of power. At Starbucks Jim Donald is a charismatic leader and so is Martin Coles the chief operating officer. Charisma as a source of power energizes the company and helps to keep the spirits high to the lowest level of employees. Expertise is a source of power at Starbucks. The best performing managers are often consulted and even senior management accepts their opinion. Knowledge of the market, coffee and customers is a source of power at Starbucks. One employee that had a good knowledge about the quality of coffee was fast promoted to the position of a store manager. Given the culture in place at Starbucks, identify the motivational theories that would be effective within that culture. Evaluate the role of communication as an element of these theories. The first theory of motivation that is applicable to the culture of Starbucks is David McClelland’s Need Achievement Theory. His theory says that a person has three needs, for power, for affiliation and for achievement. Starbucks satisfies its partners’ needs for achievement. The customer satisfaction is an achievement, the positive commendation he receives is his achievement and finally the company shares he accumulates and watches their value grow is his achievement. The company communicates to the partners that it values their achievement. The second theory of motivation that we apply is Maslow’s needs theory. Starbucks not only fulfills the safety and security needs of its partners through a well-balanced benefits program but also fulfulls their social needs through an open culture. Finally, it meets the esteem needs of its partner through the rewards and awards it gives to its partners. The third motivation theory that we apply is Fredrick Herzberg’s tow factor theory. Starbucks not only takes care of the hygiene factors described by Herzberg but also has several motivators in place for its partners. The work is challenging there is recognition for the employees and they are given special responsibility. Starbucks communicates to its employee that they have been challenged and they have given an important responsibility. The goal setting theory of motivation can also be applied to Starbucks. If the partners meet their targets they are rewarded. This is a strong motivation and meets the test of proximity. Difficulty and specificity. Starbucks communicates to its employees that if they work in accordance to the company mission, uphold, company values and reach their specific goals they will be rewarded (insert citation). The system of giving stocks to employees also is a reward for their contribution. Describe the commitment of the workforce to the organization and their relationship to the organization’s communication. (Perceived Organizational Support-employees believe Southwest Airlines commitment to values ensures contribution and cares about employees well-being . For example, the company forgives employees for honest mistakes on his or her part and the opportunity to educate its employees once a year. Also the organization rewards members fairly as part owner of the business. From the side of Southwest Airlines, the strategy is to respect its employees, to inspire them and to share the profits with them. This strategy has worked well with Southwest Airlines, because the employees have reacted with accountability and vitality. This is a powerful significance to the employees’ dedication to the company and also contributes important feelings that the organization contributions are important and meaningful to members of the company. Southwest Airlines make every effort to attract, motivate and reward its members and in return the members have delivered a higher level of performance and developed excellent knowledge about efficiency customers’ service. Starbucks extends its health-care benefits to its part time workers. This brought in greater commitment and responsibility from its store workers. It paid 75 percent premium and covered preventive care, crisis counseling, dental care, eye care, mental health care, and treatment for chemical dependency. The cost Starbucks incurs on employees is not misplaced. There is an increase in the loyalty, performance and energy levels experienced in a Starbucks store. Moreover, as Starbucks increased the share it gave to its employee, the turnover rate fell. Now Starbucks was able to attract the best candidates, retain them and motivate them. The employees and their commitment communicate with the company and the company with its employee friendly policies communicates with them. Recognizing your own motivators can help an individual to strive for higher level in life whether it is manager or leadership position. I would believe an individual that is shy or with a low self –esteem would not strive for a manager or leadership position. Awareness of self-worth, skills and learning from your weakness can motivate a individual to strive for higher levels within a workplace or school. Everyone is encouraged to grow by something within his or her life. Some individual situations may be influence perhaps by culture. Each individual traits and influences is different. For instance, a individual with excellent skills on the job, this person knows the job in out. A supervisor position has come available and the individual wants to apply for the job, but because of fear, low- self esteem and shy does not apply for the job.