To what extent were the actions of Bernard Ebbers indicative of leadership, andto what extent did Ebbers display destructive deviant behavior? Provide examples of leadership and deviant behavior from the case. At the beginning of his career, Ebbers built a good reputation around him, among his staff, his stakeholders; his customers, all viewed him as a good example, a hardworking man and an icon of rapid growth in business. He developed a good image in his community through his generosity. However his obsession to keep his stock price high led him to unethical behavior.His deviant behavior is demonstrated through different practices: -Inciting his top employees to falsify financial data to satisfy his own objectives is the major deviant behavior observed in Ebbers ' leadership.
Normally there are consequences for actions and the higher party would decide that, but in this case it didn’t seem so and the only party that suffered was the brothers. Ethics should’ve been set in place by the brothers to insure things ran smoothly and goals were reached. This would have insured that the Brothers time in the business didn’t end, but they struggled to realize this on time. Conclusion: In this movie Kroc shows a huge potential in leadership. He demonstrates actions of an entrepreneur and a leader.
These attitudes came out in the manner that he conducted business. His various acquisitions demonstrated a will to succeed to matter the cause or consequence. Consequently, if the CEO is demonstrating appropriate behaviors in the company it would be quite difficult of other managers to to try and change that behavior. However his managers could have taken a collective stance in assuming the principled moral development role and convinced him to turn on a ethically path. An ethical leader is fair and just, encourages team building and honesty.
Like board of directors in Friendly did not have unity among each other’s, so the company should to balance the power of each participant. Listen the other people’s voices: it good to CEO and board of director listen outside opinion may control and change the decision-making when they have different situation viewpoint. Pros: the director of the board should have listen to the other concerns that can help them understand company’s point of view in case to create more concise and better goal for manage. Evaluate board of directors because in some way they are overconfident so they should have given the right thought over his ideas whether they are feasible. But at some point some situational is unclear, not afraid to argue against a proposal that to encourage boards and top executives to
Bernard Ebbers appears to have been a charismatic and transformational leader but also an unethical one, and probably a hypocritical one as well. According to the case study prepared by Brown (Treviño et al, 2003), Ebbers was inspired a cult-like devotion among his followers. In fact, the case study cited one of his employees describing him as a "rock star" and said that people "revered him". Ebber 's charisma may have played a role, however, in inducing his employees to join him in pursuing profits through criminal activity. In addition to being unethical, Ebbers also appears to have been a hypocritical leader, which Trevinño et al describe as "high on the communication of an ethics agenda but not perceived to be a strong moral person".
His main responsibilities include brand development and creating market share strategies for local Century 21 U.S. offices. His extensive experience in strategic consulting and leadership has allowed him to lead and grow teams through the development of business plans and strategies. A graduate of bachelor of Applied Science, Criminal Justice and Accounting, Miedler started his real estate career as a Vice President of Franchise Sales Admin, in Realogy Corp., a job he held for nine years. After that he transferred to Oncor International, a membership-based commercial real estate network, where he served as managing Director for two years. In May 2009, Miedler started working for Century 21 as Managing Director after which he assumed two positions – Vice President for Operations and Managing Director for the Brokerage Team – before he assumed the Senior Vice President post.
Several organizations implement HR policies and practices that are harsh in nature and don’t see employee benefit. They might be fine keeping in mind the company’s interests but also contribute to the attrition rate, employee turnover because they can be very demotivating to the employees. Such policies may be in line with the business model but are not in sync with the employee. Employees feel that these organizations are selfish and only care about the business and not the employee’s welfare. However, no company wants to let go of its employees because higher attrition rates lead to a negative name in the market for the company.
Lance Armstrong is dealing with an Ethical dilemma because of his position in life. Being a successful sport man made him more and more popular in people’s world. To lose that would cost him too much. The love that fans have for him, if he confesses his transgressions, he would lose them. On the other hand if he fights and still lie, that would cause his family unnecessary strain.
The various dysfunctional aspects of Apple 's culture which led the company to the edge of catastrophe are also discussed. While some valued Apple 's culture saying that it appreciated innovative people, others sensed that it was dysfunctional from an administration viewpoint and was largely swayed by its CEO Steve Jobs who had a very idiosyncratic style. Professionals felt that Apple 's fixation with maintaining confidentiality could wound the company and its brand in the new environment. They felt that the biggest challenge for Apple was to move out from under the shadow of Jobs. The performance of the company in his absence was a major concern for all interested
I started to assemble my professional life’s round in the late 1997s, when I was employed by PT Telekomunikasi Indonesia as their junior administration staff. After spending couple years of services, I got my first promotion in 1999 and became a Public Service Specialist. In 2002, I got my further promotion and was assigned as an Account Manager. From this moment, I officially involved in the exciting episode of a leadership role. I spent the next fascinating 8 years in the Marketing and Sales Department, and have found my true passion in Marketing and Business Strategy field.