Leadership of Anne Mulcahy - Free Essay Example

Sample details Pages: 4 Words: 1255 Downloads: 3 Date added: 2017/09/18 Category Marketing Essay Type Argumentative essay Topics: Leadership Essay Did you like this example? CASE #1: Anne Mulcahy – Xerox CEO David Rieker Anne Mulcahy was an employee of Xerox for 24 years that she spent within Sales, Human Resources and served as the chief of staff for former CEO, Paul Allaire. At 47 years old, all of that changed when Mulcahy took over as the CEO of Xerox. She had an excellent reputation within the company but nobody, not even herself, had pinned her as the CEO type. Many companies still believe in the old adage, that the CEO has to be a strong willed male, who saw the big picture, distanced himself from the rest of the company and has particular â€Å"leadership† characteristics. Mulcahy did not exude any of these above-mentioned characteristics besides the fact that she was very strong willed. As mentioned in the Fortune article, she was very straightforward, hard working, and disciplined. She was completely loyal to Xerox, not only the company itself, but the brand and the people within it. During her reign at Xerox she has shown that she has incredible integrity and while she can be compassionate, she is able to be tough when necessary. After reading articles on Mulcahy, and the Leadership Experience text, I believe that she clearly fits within the High Task-High Relationship category on the Fieldler’s Contingency Model. She is able to be strong willed and eliminate departments that are not performing well, even though she had an integral role in creating that specific department. She was honest, compassionate, and tough at the exact same time, she was not afraid to give everyone the good news along with the bad news. The Fortune article showed that Mulcahy was willing to work shoulder to shoulder with all of her subordinates, this in turn gave her an unusual credibility and an ability to stimulate her team. She coaches her company toward achievement, while combing task and relationship behaviors. Mulcahy is clearly a relationship-oriented leader because her biggest concern is the people wi thin Xerox. In the Fortune article, she said nothing spooked her more than waking up in the middle of the night and thinking about what would happen to the nearly 100,000 employees and retirees if the company went south. Mulcahy led by example, she didn’t take a weekend off for two years, took work home with her to better understand it, and when everybody at Xerox saw her working hard, they knew that she was working hard for them. Seeing a leader like this motivates employees into doing a better job, they don’t feel like they are being pushed into completing tasks, rather pulled by the motivation of Mulcahy. In the text of The Leadership Experience, Path-Goal refers to a leader’s responsibility to increase subordinate motivation and attain personal and organizational goals. Mulcahy had a goal to resurrect Xerox into the giant that it once was and dig it out of the debt that it had buried itself in. In order to achieve this goal, she clarified the followers ’ path to the reward, which in this case was a successful Xerox and jobs for all employees. She worked closely with all employees in order to clarify the jobs that needed to be done in order for this goal to be realized. Mulcahy increased employees desire in the goal attainment with a supportive leadership style. In the Xerox article it stated that she rewarded those who stuck it out with Xerox by not only refusing to abolish raises but with symbolic gestures as well, including giving all employees their birthdays off. Mulcahy said in the Fortune article that everyone has to work hard, measure results, tell the truth, and be brutally honest. She not only stood by all of these characteristics throughout the rebirth of Xerox, but she exemplified them. After reading the Anne Mulcahy case, I went through and found what I believe to be her top ten list of values, traits, and characteristics. While I believe she demonstrates many more than ten, I wanted to narrow it down to h er most important in role as CEO of Xerox. These include: Achievement, Affection, Competent, Competitiveness, Courageous, Creativity, Helpfulness, Integrity, Loyalty, and Personal Development. I found Achievement an easy answer to a characteristic of Mulcahy, she showed that she had an acute sense of accomplishment, success and she wanted to contribute to making Xerox relevant again. Mulcahy showed Affection during her time as CEO, she took the position specifically in order to help the nearly 100,000 employees and retirees of Xerox, because she loved the company and felt that they were all family. While many people didn’t believe that Mulcahy showed the competency of a CEO, she clearly proved each and every one of them wrong, by being a very capable and effective leader. Mulcahy showed how courageous she was throughout the Fortune article, while many people in that position may have turned down the offer, she took complete advantage of it. It was brought up in the Fort une article that many times the board asked her to file bankruptcy, but she stood up for her beliefs and never once thought about doing that to her company. She showed her competitiveness by taking risks in a company that tried to stay in the Stone Age and do things just because that is the way they have always been done. In the Money article, her creativity proved to be key with investing money in RD, now nearly two-thirds of Xerox equipment sales come from product lines that have been introduced within the past two years. Helpfulness may be one of her biggest assets, this is what brought the company together and made it successful again. Her determination to helping everyone in the company and improving Xerox proved to resuscitate the company back to life again. Integrity was shown from the start, she was always honest, sincere, and genuine, which also in turn helped her to become respected by the company as a whole. Loyalty is what brought her to the CEO position, she loved Xerox and the people within the company, and she also respected Xerox and felt like it was her duty to bring this company back to what it once was. Lastly, one of the qualities that she illustrated was the need for personal development. She wasn’t groomed for the CEO job when she took it; she needed to develop herself into the CEO that she saw necessary in running the company effectively. Mulcahy worked weekends, studied accounting on her off time at home and also worked shoulder to shoulder with subordinates in order to see what was working and what wasn’t. Anne Mulcahy’s mission was to put Xerox back on the map and create a strong company that could support the many employees and retirees. She was very successful in doing so, she brought a company that was resistant to change and buried in debt, to a company that was creating new and successful products while digging their way out of debt, without filing for bankruptcy. Her vision for Xerox is to stay o n top of the printer and copier technology, keep investing money in research and development, and create a beneficial environment for employees to succeed in. After reading the many articles, it is obvious that Mulcahy has demonstrated everything needed to carry out her vision and mission. Although many thought she was not a prototypical CEO, she has shown great success in turning around a dying company and made it her priority to do so in a way she felt necessary. Don’t waste time! Our writers will create an original "Leadership of Anne Mulcahy" essay for you Create order

Cyber Security And Vulnerability And Immigration - 1447 Words

Introduction Cyber security/vulnerability and immigration are some of the aspects that have raised concern in the recent past and significantly affect the ability of organizations in meeting their set objectives and goals. The current global setting has made our global economy highly sensitive to information as any form of security failing that may result in a long-term expense to the business. The situation will negatively affect consumer trust as well as spoil the overall reputation of the organizational brand. Some of the aspects influenced by the cyber threat and immigration challenges include management of sensitive consumer information and the use of corporate intellectual property among other critical issues. Therefore, a business organization that invests in information technology as an approach to curb insecurity enables organizations to be in a position to manage the challenge (Merchant Van der Stede, 2012). Cyber security as a vital element that should be addressed by business organizations, especially by the executive board as it has a great impact on business performance. Hence, the traditional approach used by the group to curb the menace is not adequate for the development of firewalls and anti-virus are embraced (Fugini et al., 2016). Therefore, it is imperative to appreciate that a better approach should be employed that guarantees the management of efficient organizational structure among other critical issues. Protecting reputation Management controlShow MoreRelatedThe United States Homeland Security948 Words   |  4 PagesThe United States Homeland Security has set rules that impact the future of its citizens. Homeland Security partners with our federal, state, and local law enforcements to fight against crime. They have a set list of common core roles such as the following: to prevent terrorism and enhancing security, secure and manage our borders, enforce and administer our immigration laws safeguard and secure cyberspace, and ensure resilience to disasters. To keep with these goals they provide several employmentRead MoreThe Department Of Homeland Security1176 Words   |  5 PagesCitizens criticize policies in national security as infringing on civil liberties, and an ongoing debate ensues over the sacrifice of civil liberties in the name of national security. The DHS continues to evolve in analyzing future threats and identifying means for the organization to meet them. The DHS’s overall mission is to, â€Å"†¦ensure a homeland that is safe, secure, and resilient against terrorism and other hazards.† (U.S. Department of Homeland Security 2015, np). The overall mission of theRead MoreCritical Infrastructure Protection1140 Words   |  5 Pagesthe nations security, public health and safety, economic vitality, and way of life, according to the National Infrastructure Protection Plan (NIPP). This paper delves into the mission and responsibilities of the U.S. Department of Homeland Security, and references other sources related to infrastructure security. Department of Homeland Security (DHS) ONE: The Mission section of the DHS website lists five core missions. The first one is to prevent terrorism and enhance security. Number twoRead MoreHomeland Security And Homeland Defense1390 Words   |  6 Pages Many people think homeland security and homeland defense are the same thing, but that is incorrect. Both have played a role in keeping America safe, but after 9/11 that role expanded greatly. The U.S. was determined to prevent another catastrophic attack from unfolding while searching the globe for those responsible. In a world constantly evolving, our enemies and their tactics evolve with it. To effectively combat the incredible amount of threats America faces, many federal entities and missionRead MoreHomeland Security And Homeland Terrorism1206 Words   |  5 PagesHomeland security can be seen as a loosely based term as it is still a relatively new area of the United States strategy. Since its creation, post September 11, 2001, there has been a plethora of additio ns and revisions. The homeland mission lies not only within a specific agency, but demands collected participation from U.S. agencies and foreign entities to remain strong, efficient and innovative. One can examine homeland security as having the responsibility of maintaining and protecting the UnitedRead MoreCritical Infrastructure Protection1106 Words   |  5 PagesProtecting an infrastructure takes an important security initiative called Critical Infrastructure Protection (CIP). The United States critical infrastructure is protected by the Department of Homeland Security. Examine three areas of the Department of Homeland Security: mission, operations and responsibilities The first area is the Department of Homeland Security’s mission. The Department of Homeland Security (DHS) was created in 2002 by the Homeland Security Act. In 2003 the DHS started their operationsRead MoreEssay about Assignment 2: Critical Infrastructure Protection1280 Words   |  6 PagesCritical Infrastructure Protection Eustace LangleyCIS 502 May-23-2013 Facilitator: Dr. Gideon U. Nwatu Strayer University Critical Infrastructure Protection Introduction The Presidential Policy Directive (PPD) on Critical Infrastructure Security and Resilience advances a national unity of effort to strengthen and maintain secure, functioning, and resilient critical infrastructure (The White House Office of the Press Secretary, February 2013). It is imperative for every nation to developRead MoreHomeland Security And Homeland Defense1017 Words   |  5 PagesWithin the areas of Homeland Security and Homeland Defense lie specific primary missions, tasks, duties, and responsibilities of each. The primary missions, tasks, duties, and responsibilities of Homeland Security and Defense include preventing terrorism and enhancing security, securing and managing our borders, and enforcing immigration laws. In addition to those missions, a new and evolving mission is that of cybersecurity. In the future, is the department ready to tackle these tasks? The departmentRead MoreHomeland Security And Homeland Defense1321 Words   |  6 Pages11, 2001 events, th e United States of America gravitated towards a more aggressive approach in its security. The result of the tragic events was the establishment of homeland security. The White House, the federal government and the Congress joined together to establish it. On September 20, 2001, President George W. Bush issued an executive order 13228 to establish an Office of Homeland Security within the White House and assigning the Governor of Pennsylvania, Tom Ridge as its Director (BullockRead MoreThe Reconciliation Of The Ba1825 Words   |  8 PagesObjective: Identify organizational security risk exposure; identify cost-effective mitigation strategies; and prepare for recovery strategies. Response: Nearly every organization on the planet has a security procedure regarding privacy. But due to the overwhelming shift to digital information, this practice is more important and far more of a threat than in previous years. However, due to the capabilities of both, internal and external threats, no universal set of security procedures has been established

Management Styles in the Workplace Free Essays

Title: Management Styles in the Workplace Purpose Statement: My purpose today is to inform you on four different management styles in the workplace. Thesis Statement: It is important for managers to understand their management style when certain situations arise in the work place, by knowing your management style you will become a better leader. Introduction: Have you ever been told, â€Å"Do it this way or don’t do it at all? † if so do you know what type of leadership or management style this. We will write a custom essay sample on Management Styles in the Workplace or any similar topic only for you Order Now Well today, I’m going to inform you about four different type of management styles; democratic, autocratic, paternalistic, and laissez-faire. Also, I am going to explain the advantages and disadvantages of each management style. Main Point 1: Democratic Management Style A. What is it? a. According to Building a Management Style, Democratic management builds commitment among employees in order to generate new ideas. It is one that seeks input from all employees and allows the staff to use their own work methods, to get the task done in a timely matter. The Democratic Management Style is similar to the participatory leadership style because it produces moderate task efficiency but high satisfaction, according to the textbook. These two types of management style result in a transformational leadership approach according to the publication by Larry Thompson. This approach results in staff empowerment by making the staff or team feel that they are part of the decision making process, which will motivate your team and generate new ideas. B. What are the Advantages and Disadvantages a. Advantages: i. It is people centered ii. Encourages others to share ideas iii. Tolerating alternative views (understanding at there is more than one way of accomplishing the goal) b. Disadvantages: i. The manager could be taken advantage of due to employees not working to their full potential. ii. Moderate task efficiency iii. Slow down decision making process Main Point 2: Autocratic Management Style A. What is it? a. According to Building a Management Style autocratic managers do a complete 180 has far as treating his/Her staff. The book states this type of manager is single-minded about getting long-term results, and help from others. b. Autocratic management style is very similar to high directive leadership style studied in the textbook, such as; productivity is high, with little concern for people and their satisfaction level. The autocratic management style only offers one-way communication, and that is through the leader. This type of management style falls into the transactional theory according to the publication by Larry Thompson. B. What are the Advantages and the Disadvantages? a. Advantages: i. Although this type of management style seems pretty forceful there are many advantages. According to Managementstyle. org a few of the advantages are: 1. Instructions are forceful, 2. can make fast decisions, 3. less unexpected side track situations due to lack of communication. b. Disadvantages: i. With such a Hitler style management approach there will disadvantages to using the autocratic management style, according to Managementstyle. org, such as: 1. The staff may feel useless as they are not consulted 2. Input from the staff is not allowed 3. Staff waiting on instructions (will cause delays) Main Point 3: Paternalistic Management Style A. What is it? a. According to learningmanagement2. com the paternalistic management style is combination of both democratic and autocratic management styles. Paternalistic managers will ask for the staff views and opinions, which allows them to feel involved, but in the end the manager will make the finial decision. b. According to Dr. Daniel Theyagu, who is a corporate trainer and seminar leader, suggest that by using the paternalistic management style approach, the leader will learn to move away from delegation to empowerment. i. Dr. Daniel Theyagu suggests leaders should stay involved with the development of their staff, so that the manager can be aware of his/her staff’s needs. ii. It is important for constant communication, to clear up any uncertainty among the staff and make sure everyone is on the same level for common values and goal of the project or task. iii. Dr. Daniel Theyagu also believes that when people feel involved they are more likely to ‘â€Å"buy in’ the visions and values of the leader. † Main Point 4: Laissez Faire Management Style: A. What is it? a. Laissez Faire Management style is also known as negligent leadership style in the textbook. According to the business dictionary website, laissez-faire management styles is a non-authoritarian approach to management. This type of manager feels that or â€Å"believes that people will excel when they are left alone to respond to their responsibilities and obligations in their own ways. B. What are the advantages and disadvantages? a. Advantages: According to about. com this type of management can be very effect if: i. When leaders are still there for consultation and feedback ii. Members are able to work alone and still be motivated iii. If Members are highly skilled, they do not need to wait on management to tell them how to complete the task. b. Disadvantages: In most cases the disadvantages out way the advantages because i. The lack of guidance may leave the staff feeling neglected. ii. According to the textbook, leader take no part in the decision-making process and offers little advice or direction. Conclusion: We are all managers of your own lives, but one day we will be leaders of others. Democratic management style allows others to take part in the decision-making process. Autocratic management style leaders make decisions without regards to others. Paternalistic allows for others input, but the decision is still up to the leader. Laissez-faire management style is a more hands off approach, and this type of leader style is not recommended for most situations. Knowing what the different types of management styles are, and what they mean, this can be an informative advantage to maybe using certain management styles in certain citations. References Autocratic,Paternalistic, Democratic, Laissez faire and Unorthodox management styles Laissez faire management style  » Tag Archive  » Business tips – BSMR. COM . (2011, October 8). Business tips – BSMR. COM  » Tips and advice about business . Retrieved February 23, 2012, from http://www. smr. com/tag/laissez-faire-management-style/ Matlwa,  M.. (2009,  May). Building a management style. Accountancy SA,18-19. Retrieved February 28, 2012, from Accounting Tax Periodicals. (Document ID:  1748263211). Management Styles. (n. d. ). Welcome to Learn Management 2. com. Learn about management here. Free management lessons and revision notes.. Retrieved February 23, 2012, from http://www. learnmanagement2. com/leadership%20styles. htm Autocratic Management Style. (n. d. ). Management Style. Retrieved February 24, 2012, from http://managementstyle. org/autocratic-management-style. hp/ Dodd, C. H. (2012). Managing business and professional communication (3rd ed. ). Boston: Allyn Bacon. The Democratic Leadership Style. (n. d. ). Leadership Toolbox: Your Source for Leadership Development Resources. Retrieved February 24, 2012, from http://www. leadership-toolbox. com/democratic-leadership-style. html Theyagu, D. (n. d. ). Autocratic vs Consultative Leadership. EzineArticles Submission – Submit Your Best Quality Original Articles For Massive Exposure, Ezine Publishers Get 25 Free Article Reprints. Retrieved February 23, 2012, from http://ezinearticles. com/? Autocratic-vs-Consultative-Leadershipid=1054914 Thompson,  L.. A study of the relationships between leadership style and employee and customer satisfaction in a wireless telecommunications company. Ph. D. dissertation, Our Lady of the Lake University, United States — Texas. Retrieved February 28, 2012, from ABI/INFORM Global. (Publication No. AAT 3354209). What is laissez-faire leadership? definition and meaning. (n. d. ). BusinessDictionary. com – Online Business Dictionary. Retrieved February 23, 2012, from http://www. businessdictionary. com/definition/laissez-faire-leadership. html How to cite Management Styles in the Workplace, Essay examples