Describing the leadership style of someone you respect Essay

Describing the leadership style of someone you respect - Essay Example Leadership is about how one overlooks personal interest to satisfy the needs of an organization and its workforce. This is exhibited prominently by Bobbi Quick, the former VP of operations at the Member Service centre where I work. Leadership is about what one thinks of themselves and the self-image one presents. Tracy Brian emphasizes this in the assertion â€Å"If you want to be a leader or a better leader, remember that it’s all up to you. It’s in your hands, or, even more important, in your mind† (Tracy 7). Quick has unceasingly demonstrated the ability to lead effortlessly and exemplary. Firstly, there exists an inherent belief to be a great leader that has in point of fact become a reality (Tracy 56). Self-confidence and the desire to lead are integral components that I admire in Quick’s form of leadership. Bobbi Quick’s approach to governance characterizes transactional leadership. A transactional leader is one who organizes people to realize a set objective. To some extent, a transactional and transformational leader presents similar characteristics. Quick’s basis of power is based on the interests of the workforce and their adaptability to the work setting. She has such high energy and really gets individuals excited to work for her while making one feel their contributions to the business really matter. In the main, it is her personality that fuels the remarkable association she has with the workforce. To a great extent, she reminds me of Groucho Marx’ quote, â€Å"Only one man in a thousand is a leader of men -- the other 999 follow women.† It is nearly impossible to such a leader who not only leads but also inspires and influences the workforce. This sentiment is echoed by Alan Murray, who posits that leadership is about adapting to the situation at ha nd and the requirements of the people involved. The influence that Bobbi Quick has in my life is

Human Resource Management in the Multinational Context Research Paper

Human Resource Management in the Multinational Context - Research Paper Example Alignment of HRM strategy in MNCs is of importance when it comes to strategic implementation (Chew & Horwitz 2004, p. 33). This is the alignment of HHRM systems and policies with the organizational goals and policies in order to achieve the established operational goal and competitive strategy of the firm. HRM system must be deemed as a source of the firm’s competitive advantage in any multination for it to be successful (Sparrow et al 1994, p. 268). IHR function constitutes of corporate HRM group managing the various roles and practices of personnel management. This HRM group has about 500 level managers who carry out the global service program. In line with the company’s philosophy, the HRM group manages the various subsidiaries in line with the markets they operate in, for instance, the company applies varying HR standards in different market operations. Salary standards are applied differently in a different market and the aim is to ensure that their salary scale re mains competitive in the markets. Multinationals like Coca Cola staffs its operations from the local personnel and only engages expatriates where the system demands. According to Caligiuri et al (2010, p. 3), successful MNC companies manage their global staff in ways that match their strategic needs as well as the demands of their markets. Global market offers different external environments and varying skills and capabilities in the global labor market HR plays a critically important role in managing the companies’ global operations and enhancing their competitiveness. IHRM policies and practices play an important role in strengthening interunit linkages in various ways including staffing policies, comprehensive planning of human resource, compensation policies, performance appraisals, and development and training of staff. As the report stresses business today is no longer limited to the countries’ national boundaries. Large multinationals do a significant percentage of their business activities outside their home market and country; this has resulted from continued establishment and strengthening of business in the overseas by multinationals. Competitiveness in these corporations has largely been determined by their effectiveness in the international market, this is in turn determined by the effectiveness of global managers particularly the international human resource managers who can function effectively in the international business activities. IHR practices are critically important in determining the effectiveness of multinationals.