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This thesis is based on a case study overview of the leadership perspective associated with Global Delivery Direct in order to investigate different methods of developing leadership skills at the personal level. GDD was established in the late 1960s by four friends and colleagues with an inspiring business model. The company's strong success in its domain was the result of hard work and a clear corporate plan. This was made possible for a number of reasons, including taking a straightforward and succinct approach to the company's leadership selection (Kruse, 2017). Leadership generally refers to the process of influencing socially to help in increasing the impact of society's individuals' efforts. In the business context this leadership has a more broader and visionary perspective that defines and set the growth pattern of a particular company. The leadership model adopted within an organiztion is important to determine the possibility and chances of its sustainability and growth. In the business and organiztional perspective the leader's role is more visionary and it has to create a real time impact on the employees to provider higher levels of company's productivity and growth.
It is important to consider the fact that now-a-days the industries are developed and formed on the principle of exerting adequate influence (Nahavandi,, 2016). The industries and industrialists try to form bodies to influence government in order to set certain environment. But, it is different from the leadership perspective and model in connection with business entities or even its application in the social context. It is a fact that a leader can lead a team of employees without putting influence if it is performed in an appropriate manner. However, the mandate and quality of leadership without influnce is questioned. It means that both have a connection or overlaping scnerios that are important to consider when understanding the applicability of leadership.
Some noticeable and slaient features concerning GDD specific performance based results and growth are:
GDD has expanded its business from England to Europe, US and other international markets.
The company's revenue recorded in the year 2015 was approximately $ 2.245 billion.
GDD's employee base is 6500 that is one of higher among all the companies operating world-wide.
The operational and package distribution statistics are considerable that are over 1.75 billion during the year 2015. GDD's service area includes delivering its services in 15 different countries world-wide and ability to reach at every address in US, North America and France.
GDD's delivery fleet is one of biggest among other global delivery business providers. It includes more than 34000 vehicles among which 1000 vehicles are advanced and equipped with alternative fuel based options and accesories.
GDD has around 80 cargo based air crafts under its ownership and around 25 leased air crafts to support operations of its own air crafts. The company_x0092_s current investments of $ 2.8 billion are under pipe line to acquire more aircrafts to stregthen its existing flwwt of air crafts.
GDD acquires the corporate culture that is coolobrative and it gives value to its employees by considering them as a family. The dicesion making is given to the lower level at functional level in order to enhance the overall tactical paradigm.
The existing four potential candidates for the future manager of organization possess diverse and different personalities as compared to each other. It means that one out of these four will become the organization_x0092_s managerial position. It is important to view and analyze the possibilities in the light of leadership specific literature and theories to identify the most appropriate candidate (Clark, 2016). The key aspects associated to each of four candidates are:
Henrietta Raynard Orson Hernandez Jonathan Livingston Drianna Coyote 1. She is 28 years old and a student of UMUC.
2. She served as assistant to Alex Cheng.
3. She possesses friendly behavior.
4. She does not like non-sense and unnecessary detail-oriented talk.
5. She likes much controlled and small setup based environments.
6. She likes collaborative environments where opinions are welcomed.
7. She likes principled and structure operated approach to run organization.
8. She most likely holds an authoritarian and transactional leadership style.
1. He manages the local Kinkos stores.
2. He is customer oriented and likes to facilitate the customers in the best possible manner.
3. He thinks that the company_x0092_s corporate culture has become _x0091_rigid_x0092_.
4.He likes to offer adequate incentive based programs to employees.
5. He thinks that the leader should be honest and insightful.
6. He likes the collobrative culture as it enhances the productivity and creativity.
1. He is IT specialist with military background and serving in UPS.
2. He was confident during the interview.
3. He was well prepared to discuss on comparison of GDD and UPS.
4. He is currently a Team Lead and wants to enhance his career by being part of management.
5. He is sort of transformational leader.
1. She started as part time worker at GDD.
2. She wants to excel in her career.
3. She possess many innovative ideas concerning GDD_x0092_s business growth.
4. She is flexible and people oriented person as per her colleagues_x0092_ observations.
5. She intends to be leader who is servant and partly authoritarian.
GDD/ Candidates Comparison
Table 1 shows the rating of four potential candidates in accordance with similarities in GDD_x0092_s leadership model and each candidate_x0092_s leadership trend .
Candidate 1 No Fit 2 Bad Fit 3 Not Sure 4 Good Fit 5 Best Fit Raynard 4 Hernandez 5 Livingston 2 Coyote 2
Table 2 shows the rating of four potential candidates in accordance with differences in GDD_x0092_s leadership model and each candidate_x0092_s leadership trend .
Candidate 1 No Fit 2 Bad Fit 3 Not Sure 4 Good Fit 5 Best Fit Raynard 2 Hernandez 1 Livingston 4 Coyote 4 Table 2
The results of case study analysis clearly present and identify the primary leadership model aspects. It also investigated into finding facts related to the selection of a Manager in line with the GDD_x0092_s leadership model and requirement. Based upon the data illustrated in the Table 1 and 2, Hernandez is the most ideal candidate to be recommended for the proposed position. Raynard is number 2 as she lacks with some ideal leadership attributes and shortcomings in her approach to respond to various challenging situations. Livingston and Coyote lack with the adequate skillset and experience in terms of understanding the details of leadership model and perspective.
Clark, B. L. (2016). Organizational Leadership Analysis: 4th Armored Brigade Combat Team Scenario.
Hoch, J. E., Bommer, W. H., Dulebohn, J. H., & Wu, D. (2016). Do Ethical, Authentic, and Servant Leadership Explain Variance Above and Beyond Transformational Leadership? A Meta-Analysis. Journal of Management, 0149206316665461.
Kruse, K. (2017). What is Leadership?. Forbes.com. Retrieved 2 February 2017, from http://www.forbes.com/sites/kevinkruse/2013/04/09/what-is-leadership/2/#7c78079fe825
Nahavandi, A. (2016). The Art and Science of Leadership -Global Edition. Pearson.
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