Free Essay

Innovate the Pixar Way

In: Business and Management

Submitted By melyac
Words 2883
Pages 12
Mamoune El Yacoubi

Innovate the Pixar way by Bill Capodagli and Lynn Jackson

Through the years, Pixar has been producing both technological and artistic breakthroughs. In fact, this organization is the pioneer in the computer-animated technology with its release of Toy Story in 1995, and has established itself as a creative company (Ed Catmull, 2008). Bill Capodagli and Lynn Jackson have decided to write the book, Innovate the Pixar way, which provides “business lessons from the world’s most creative corporate playground”, being Pixar.

When asking Ed Catmull, cofounder of Pixar and the president of Pixar and Disney Animation Studios, in a Harvard Business Review paper about how to foster creativity in his organization, three main points are raised; Culture, leadership and collaboration.

In the book under our analysis, the same points are raised. However, the authors believe that the key factor of Pixar’s great creativity is the fact that everyone thinks like a child and acts like a child within the organization. In fact, Pixar will inspire the readers to (Bill Capodagli and Lynn Jackson, 2010):
- Dream like a child.
- Believe in your playmates.
- Dare to jump in the water and make waves.
- Do unleash your childlike potential.

The book is then divided into four parts and deal with the four main components that will help readers enhance their creativity: Dream, believe, dare and do. The first part talks about a supportive organization, where leadership plays a great role. Then, collaboration is the company is touched on. After, three aspects of creativity that are risk-taking, play and imagination are dealt with. Finally, the key points to create a “playground” similar to Pixar’s have been introduced. In order to review the book we will analyze the four sections of it, namely Dream, believe, dare, do. In addition, we will relate the book to what we have learned in our corporate creativity class. However, in order for our analysis not to be a kind a basic summary, we are going to follow the three key points introduced by Ed Catmull in his discussion; Culture, Leadership and collaboration.

I- CULTURE

- Introduction

In Innovate the Pixar way, the most important thing that we notice in terms of the company’s culture is the fact that people see the things from the “eyes of a child”. Pixar understands that creativity comes naturally to children, as they are “born that way”, and tries to bring its employees back to childhood in order to foster their creativity further. As opposed to most organizations today, the company gives a lot of freedom to its employees. Pixar rewards its employees’ imagination, as it is believed to be “the very thing that kept us so interested in discovering and trying new things when we were young”. Also, it allows its employees to let loose their childlike magic and energy as children, in order for them to “tak[e] risks and pursu[e] big ideas”, the essence of creativity. (Bill Capodagli and Lynn Jackson, 2010)

- Corporate Structure

“Creativity doesn’t follow titles; it just comes from where it comes from.”

Pixar believes there should be no hierarchical structure, and almost no “span of control” is its offices. In fact, the barriers created by it, slows the creativity and innovation processes. Hence, the company tries to remove those barriers, and encourages work between people from different positions, backgrounds and disciplines. Open communication channels are established within the company, meaning that regardless of its title or department anyone could approach anyone else within an open and energizing environment. This adds on the relaxed atmosphere in Pixar offices.

The Corporate structure at Pixar can easily be compared the IDEO’s one we have studied in class. In fact, in IDEO, there is no hierarchy, meaning no organization charts, no titles. The interaction between the employees is made easier as no titles are given. (Perry, T.S. 1995)

- Imagination and play at Pixar

“Imagination in the bridge to reality when you dream for infinity and beyond!”

As stated above, imagination is very encouraged in a company like Pixar as it is the essence to creativity and innovation. What comes along with imagination is dream. Pixar believes that what drives people, is the pursuing of their dreams in a long-term basis. Most companies today fail to understand that.
A comparison of what Pixar thinks an exciting imaginative and a dull unimaginative culture is, is proposed below.

Exciting Imaginative Culture Dull Unimaginative Culture

Linked employees Ranked employees
Seek ideas through collaborations Top-down ideas
Enabling others = power Telling other = power
Teach soft and hard skills Teach only hard skills
Live with ambiguity Pragmatic facts only
Make intuitive decisions Rational decisions only
Flexible and quick acting Inflexible, slow to act
Become highly diversified Little diversity
Make work play Work requires suffering

From this table (Bill Capodagli and Lynn Jackson, 2010), we can see that a lot of things have to be taken into account in addition to dreaming, in order to develop an exciting imaginative culture.
The fact that the employees are allowed to “play” in a conducive physical environment is an important factor to develop one’s imagination and foster his/her creativity. In fact, according to John Lasseter, Pixar understands that “play is part of [their] work.”
The environment and architecture in Pixar’s offices is favorable to creativity with its artist friendly and non-corporate atmosphere. E.g. the stage is set with Steve Jobs’ inspired design of the curved metal roof resembling an airplane hangar. No “sterile hallways” are to be found. (Bill Capodagli and Lynn Jackson, 2010) In addition, Pixar allows its employees to personalize their office space to their tastes, which is another way of having fun in the workplace and at the same time stimulating their creativity.
As stated above, Pixar understands that play has advantages for both the employees and the company itself. Facilities such as an atrium for improvised meetings, company celebrations, foosball games, or simply plain having fun, an Olympic-sized lap pool and a game room are available and constitute the Pixar “playground” in a campus-like office building. This allows the employees to interact between each other and share ideas, but also stimulate their creativity as the physical surroundings play a major role in the employees’ comfort and cheerfulness.

In the article “ Ideas are born in fields of play”, two kinds of play are introduced and that can be seen in Pixar. First, Diversionary play, a form of diversion from work, is made possible through the many facilities available in the office. (As described above) Engagement play, which is a way for engaging with one’s work is noticed through the actual culture of the company in which the people actually play and have when working and giving their views on current projects.
Another example that can be given, dealing with play, is the Pike Fish company where the employees actually have fun and play at work where delivering an experience to their customers.

- A risk taking culture

“It is impossible to live without failing at something unless you lived so cautiously that you might as well not [have] lived at all – in which case you failed by default.”

In the book, Bill Capodagli and Lynn Jackson have dedicated a whole chapter, named “The skater who never falls will never win the gold!” on risk-taking as they have noticed that is essential and central in Pixar’s culture.
Being in an industry where innovation is highly important, Pixar has to put itself at great risk. In fact, when brining something new, the company does not know what to expect in terms of the audience’s reaction. An important thing that the organization has to fight against is “risk minimization”. It is from the human nature to take the easy way and copy previous successes. (Ed Catmull, 2008) However, in Pixar, they tried to avoid this by “destroy[ing], demolish[ing], eradicate[ing], nuk[ing], vaporiz[ing] and zapp[ing] it”. (Bill Capodagli and Lynn Jackson, 2010)
The key thing to come up with a successful new service is to be willing to accept uncertainty, and have the ability to recover when taking a risk and failing. A failure tolerance culture is required for achieving success.
Ten ideas to encourage risk taking and a “try, learn, and try again” culture is proposed in the book, which educates the readers. An interesting example states that we have to “celebrate failure with the same intensity that [we] celebrate success”. (Bill Capodagli and Lynn Jackson, 2010) In fact, in Pixar, failure is not punished, but rather rewarded. Another interesting thing is the fact that the authors list failures of known artist in order for the readers to reach easily to their point.

We can relate this risk taking culture to the one in SAATCHI & SAATCHI. In fact, one of their philosophies is that the “encouragement of creativity means encouragement of risk taking” This basically means that the company rewards risk but never punishes failure.

II- LEADERSHIP

- Introduction

“I have always had men working for me whose skills were greater than my own”

In today’s world, most companies strongly believe that employees should follow their leaders. Instead of developing self-motivated thinkers who strive to find new ideas themselves and use their diversity to the benefit of the company, the leaders are followed, assuming they are always right. Walt Disney has quickly understood that this kind of leadership slows the creativity of a company and that there are more disadvantages to it than advantages.

- Supportive leadership

“It is all for one and one for all!”

In order to foster creativity in an organization, an environment of trust is needed in order for the employees to be self-motivated to the success of the company. Pixar clearly understands this. In fact, when analyzing the environment where the employees work in (refer to parts above), we can see that the company is willing to make all the resources needed available. In addition, Ed Catmull and Alvy Ray Smith establish the company with a clear vision that is communicated among the employees. They understand that communication is highly important for great leaders and that it is vital to provide the people in the organization with the information needed for success and then let them do their work.
Pixar differentiates its leadership styles from other companies in the way people with different titles interact and support one another for achieving the company success. Both creative “brain trust” and “the dailies” (Bill Capodagli and Lynn Jackson, 2010) emphasize this supportiveness in terms of leadership.
The “brain trust” highly shows the level of cooperation available within Pixar. It is a group consisting of eight directors and other team members who are available whenever a director or a producer is in need of support. The team is willing to give feedback in order to make the current state of the movie or else better. Trust and respect are fundamental for success to be achieved.
Pixar believes that communication and supportiveness has to be available among all the employees. “Dailies” have then been implemented. It is basically a way for the employees to get constant feedback on their current work. According to this method spurs creativity as everyone is “energized and inspired” by what is being done by other, and allows communication within the overall company.
To sum up, we can say that Pixar employs a procreativity leadership in the way it supports all its employees with all the resources and information needed. Further, the company empowers them, by both stimulating their brains with challenging tasks and giving them autonomy.

The supportiveness in the leadership we have been talking about in this part of the review can be assimilated to the one of two different companies we have been dealing with in Corporate creativity, being, SAATCHI & SAATCHI and Lanyard Corporation.
In the former, the company thinks that the best creative thinking comes from a sympathetic and supportive community culture. In the latter, conditions in order to reach creativity are defined. An important factor being the supportiveness of the staff and the delivery of constructive feedback.

III- COLLABORATION

- Introduction

“We have to hire people smarter that ourselves”

According to Ed Catmull, the biggest problem creative organizations face is finding good people, and not finding good ideas. In fact, he thinks that talented people are the ones that help the company recover when the organizations takes a risk and fails. Pixar is a “community in the true sense of the word” (Ed Catmull, 2008). This basically means that the company believes in its people and invests time, resources and money in practices to manage the talent. An example on the organization’s investment is Pixar University. Pixar understands that each and every one of its employees whatever its title, is a great asset to the company. The company’s university offers more than a hundred classes in different disciplines, not only art. This is to foster further the staff’s creativity. Four hours of classes each week can be taken by the employees, and counted as their work time. The autonomy given to them to choose whatever course they like or even not to choose any empowers and intrinsically motivates (as they learn) them.
In terms of Human resources practices, Pixar understands that it is not enough to hire the best person. Empowering as well as energizing the talents is a highly important factor. Pixar then provides an on-the-job training program as well as an on-going education mentioned before.
- Team collaboration

“If you give a good idea to a mediocre group, they’ll screw it up. If you give a mediocre idea to a good group, they’ll fix it.”

Once the talented people are found, knowing how to get these employees to work effectively together is important. However, some problems rise when trying to do so. In fact, getting people from different backgrounds and disciplines can be very beneficial for the company. It is however, difficult to do so. Pixar looks for people who are willing to work together and support one another (Ed Catmull, 2008). According to Randy Nelson, there are four proficiencies to making “art a team sport” (Bill Capodagli and Lynn Jackson, 2010):
- Depth: Having the skill to perform a task and pursuing the project until the end.
- Breadth: Having the willingness and ability to explore diversified interests.
- Communication: Having the ability to receive feedback from others without fear of failure.
- Collaboration: Being able to bring together all the above proficiencies.
In the industry where Pixar is in, a healthy interaction with the people is important, as everyone’s input is important to come up with the best output. Failure and errors have to be tolerated by each and everyone in the company. The communication is highly important too. We have been talking above about the ways Pixar uses so everyone can communicate within the company: “dailies” and “brain trust”.

When talking about teaming, another company, just like Pixar stands out. This company is IDEO. As we have said in previous parts of the review IDEO believes that no titles are needed for a company’s success. Another thing the organization believes is in its people and their interaction. In fact, the company works as small teams in which people from different disciplines work together. They believe that when allowing diverse employees work autonomously creativity can be reached. (Perry, T.S. 1995)
Further, we can talk about an article we have been dealing with in Corporate Creativity: Hot Groups. When analyzing this article, we can see that almost all the internal requirements for a group to nurture creativity e.g. openness and flexibility, independence and autonomy are available in a company like Pixar. (Leavitt Harold J. & Lipman-Blumen Jean, 1995)

CONCLUSION

In conclusion, we can say that Pixar is a great company with a strong corporate culture, in which trust and respect are highly values. The company understands that its people are the greatest asset they have and capitalize on them. It allows them to play in a conducive environment that nurtures creativity. Next, the organization believes that communication and supportiveness are two fundamental factors to a company’s success. Last, the collaboration between both members of the same team as well as people in the overall company is thought to be very important in an organization such as Pixar, which strives to make more breakthroughs in the animation industry.
In order to end this paper, I would like to give my opinion on what I thought about this book. Innovate the Pixar way, is a book that is both entertaining and educative. In fact, I tend to think that the authors have taken “a child like approach” in writing this book. It is an easy to read book, which gives actual examples of what is happening within the company. Regarding the educational part, I can say that this book can be an example for companies that want to implement play into their organizations. In fact, the authors even include in one of the chapters, “Forty-one neat things to unleash your imagination.”

From reading this book we can see that Pixar has been highly inspired by Disney. However, as one of their important points is not to copy successes, Pixar has always worked on an idea and improved it e.g. Pixar University idea comes from Disney.

Similar Documents

Premium Essay

Book Review Innovate the Pixar Way: Business Lessons from the World's Most Creative Corporate Playground

...Pixar Animation Studios is an American company and animation studio, founded in 1986. It has been award-winning for its computer animation technology. Pixar has mainly produced animated films for the Walt Disney Company. In January 2006, Pixar was bought by Disney and is today operating as a division of Walt Disney Pictures. They made their big breakhrough in 1995, with Toy Story, and ever since then they have produced critically acclaimed movies, such as The Incredibles, Cars, Monsters Inc, Wall-E and Finding Nemo. Pixar is a very interesting company to study when it comes to innovation, and many other companies can take lesson from them on how to be creative. After reading the book you can draw the conclusion that the major key factors to Pixar's success of creating a innovative environment are the leadership style and teamwork spirit. For people to be able to involve in processes that leads to innovation the following criteria are essential: problem understanding, seeing opportunities and the desire to do something. Connected to the desire to do something is the performance. There is much talk about skills and knowledge in society. But skilled employees is not the same as high-performing employees. To have high-performing employees the culture is of big importance, which Pixar has understood. The book discusses how the Pixar culture has been formed and how the employees, called the pixarians, work in the organization. As the title indicates, ”the world's most......

Words: 1599 - Pages: 7

Premium Essay

Pixar Case

...4/10/2014 Pixar Case Pixar Pixar is a leading digital animation studio, which they create animated feature films and related products that have gross revenues over $3 billion dollars to date. They were founded in 1986, and started to be known for their short films, commercials and amazing animation features. In 2006, there company began to flourish as they had an acquisition by the Walt Disney Company for a heavy sum of $7.4 billion dollars, which Walt Disney was known for their animated movies of traditional 2D animation. This acquisition was finalized by Steve Jobs, the former Apple CEO, when there deal was to be expired after the 2006 movie Cars. The purpose of the deal was to protect Pixar’s creative culture of animations, while shifting some of Pixar’s amazing work over to Disney to team up and make movies that will boost both companies’ revenues, as Pixar is one of the leading animation companies around. The case also goes on about the success of Pixar and Disney and how forming together created the most dominating animation company ever. With Pixar holding such a high standard of animation work and reputation, there is many tangible, intangible and capabilities that play a factor in leading them to their success. After reading this case, I came up with a couple tangible assets that Pixar has that separates them from the ordinary animation studio companies and also sets them to be at such a high standard. One tangible assets that plays a huge role is the Pixar......

Words: 1387 - Pages: 6

Premium Essay

Pixar

...Management 5301 Walt Disney-Pixar Analysis The Walt Disney-Pixar merger carries a number of convincing advantages for Disney, but Pixar shareholders should be less enthusiastic about such a deal. Pixar’s resources and capabilities have set a standard that is extremely difficult to imitate. Through its highly talented employee pool, culture of creativity and collaboration, and proprietary 3D computer animation software, Pixar has created a competitive advantage in the animation film industry that yielded average total box office sales of $538 million with just six movies. Pixar shareholders should be wary of the potential breakdown of these resources and capabilities, which in essence are its core competencies. While a merger could mean more dollar signs for Pixar, it is more likely to result in the end of a firm whose resources and capabilities lend an advantage in the animation film industry. A renegotiated equity alliance that gives Pixar the chance to earn more than 40% of total profits of a film versus Disney’s 60%.would be a better strategic option for Pixar. Following the VRIO framework, Pixar’s capabilities help exploit opportunities to create value or neutralize threats from the environment. Pixar’s human capital is an extraordinarily valuable asset to the company. With an emphasis on hiring the best and the brightest (most of its technical employees have PhDs) and maintaining a close eye on innovations in the academic world, Pixar positioned itself......

Words: 1465 - Pages: 6

Premium Essay

Jobs Quotes

...Steve Jobs' Best Quotes Ever Owen Linzmayer Email 03.29.06 "It's really hard to design products by focus groups. A lot of times, people don't know what they want until you show it to them." -- BusinessWeek, May 25 1998 View Slideshow View Slideshow One of the great things about Steve Jobs is what comes out of his mouth. The CEO of Apple Computer is a master of hype, hyperbole and the catchy phrase. Even when he's trying to talk normally, brilliant verbiage comes tumbling out. Here's a selection of some of the most insanely great things the man has said, organized by topic: innovation and design, fixing Apple, his greatest sales pitches, life's lessons, taking the fight to the enemy and Pixar. On Innovation and Design: "It's rare that you see an artist in his 30s or 40s able to really contribute something amazing." -- At age 29, in Playboy, February 1985 "I've always wanted to own and control the primary technology in everything we do." -- BusinessWeek Online, Oct. 12, 2004 "Innovation has nothing to do with how many R&D dollars you have. When Apple came up with the Mac, IBM was spending at least 100 times more on R&D. It's not about money. It's about the people you have, how you're led, and how much you get it." -- Fortune, Nov. 9, 1998 "It's really hard to design products by focus groups. A lot of times, people don't know what they want until you show it to them." -- BusinessWeek, May 25 1998 "It comes from saying no to 1,000 things to make sure we don't...

Words: 1519 - Pages: 7

Premium Essay

Product Innovation at Bank of America

...the banking industry. In the payments domain, for example, nonbank competitors less constrained by bank regulations and therefore more agile are changing the banking industry’s grip on the public perception of banks as the only trusted brand for holding and moving money. However, innovation is challenging for banks. Many products, like payments, are a commodity. A vast number of products and a complex infrastructure require continual upgrades to keep apace with technology advancements and comply with evolving regulations and security requirements. This article describes how Bank of America fosters a culture of innovation. Pivotal to an innovative culture is the direct engagement of clients in the innovation process. We highlight some of the ways that Bank of America achieves this. But first we’ll look at the role of innovation process in building brand loyalty. N Build Brand Equity Through Progressive Transformation Change can occur by redefining a problem or redefining a solution. According to Robert Sternberg, a leading creativity expert,1 creativity is the ability to redefine a problem. Innovation can be viewed as the ability to redefine a solution. Successful innovation is a process over time—one that typically happens in increments rather than leaps. Rarely is a single innovation a game changer. In banking, 90 percent of innovation focuses on core competencies (that is, business-as-usual innovation), seven percent on game-changing innovation MAY–JUNE 2009 within......

Words: 2981 - Pages: 12

Premium Essay

Disny

...Pfeiffer open his eyes to possibility of movies. Disney created ads for newspapers, magazines, and movie theaters. He and a friend started a commercial company but it was short lived. However while working in Kansas City for a Film Ad Company, he made commercials based on cutout animation, Disney took up an interest in the field of animation, and decided to become an animator. This is where his vision started to take shape (waltdisney.freeservers.com). Innovation is important to every company’s survival. Without it almost ever company will surely fail or be left behind. Disney is a company that has endured the ever changing market. Creating new ideas and putting them into place is something that Disney has mastered. Disney has found a way to intrigue the young and even the young at heart. With their theme parks all over the world, news, kids, and sport channels, they have covered the market covered in ever age demographic. That’s what Disney strides to be, entertainment for the entire family. The Walt Disney Company started with a dream. Walt Disney and his brother Roy started Disney in 1923. With a creative genus at the helm of Disney it took off like a rocket. From the beginning Disney has created masterpieces with their...

Words: 5313 - Pages: 22

Premium Essay

Apple Challenges

...1.0 QUESTION 1 2.0 INTRODUCTION Apple a renowned technology company completely took the world by storm when it introduced its latest product; the iPad which completely changed how users interacts with computing devices and bridged the gap between holding a phone and having a laptop. Apple Inc, practically came back from a near bankrupt company to one of the world’s most valuable company taking on the music and movie industry with its itunes store; changed the way music is carried about with the ipod; had a huge impact in the telecommunication sector with its unveiling of the iphone, took on the advertising industry with its simplistic adverts and marketing strategy and with its sophisticated operating system (Macintosh and iOS), it has set itself apart from its competitors. Apple’s success was driven by Steve Jobs, a man who tech fanatics describe as Jesus in the tech world because of the vital role he played in redefining technology. Sutter (2011a) describes Jobs as the most indispensable chief executive on the planet. ‘Apple is Steve Jobs and Steve Jobs is apple’ he said. Apple was grieved to find out that its visionary and charismatic chief executive was bereft of life and the whole world including its huge customer base where all in a dilemma of hurt and uncertainty. 3.0 HR ISSUES Focusing on apple’s strategic framework (as developed by Sparrow and Pettigrew), it faces a number of human resource issues some of which are a. If apple was to create cheaper products...

Words: 2964 - Pages: 12

Premium Essay

Steve Jobs Case Stydt

... MUHAMMAD UMER 10331 Contents Introduction 1 What role Steve played to apple success in the 1970s and early 1980s 1 Steve’s leadership and management style 2 Steve’s steps to increase apples price 3 Was apple dependent on Steve and that without him the company would not be able to perform well? 3 Steve jobs best quotes 3 Introduction: The case examines in detail the leadership and entrepreneurial skills of Steve Jobs, CEO of Apple Computers (a leading Information Technology company) and Pixar (a leading US animation studio). Steve's role in shaping the computer industry through Apple's revolutionary products and a few 'unconventional' business practices has been explored in detail. The case also discusses the aspects of Steve's personality that were appreciated by many businessmen and industry leaders. The ups and downs in Steve's career graph and the way in which he overcame the obstacles are discussed in detail. Steve's departure from Apple and his comeback have been explored in depth. What role Steve played to apple success in the 1970s and early 1980s Yes the apple was always in the news during this period. There are number of factors that contribute to Apple’s success. Apple computer was a unique one in 1970’s and early 1980’s. The Apple 1 was the first single board computer that had a built in video...

Words: 1427 - Pages: 6

Premium Essay

Steve Jobs Case Study

... He is also the chief executive of Pixar Animation Studios and is a board member of Walt Disney Company. His creation of the Apple computer, however, is his well-known accomplishment. His personality can be described as aggressive and demanding. He is also considered as one of Silicon Valley’s leading egomaniacs. Mr. Jobs has always aspired to position Apple and its products at the forefront of the information technology industry. He has accomplished this by foreseeing and setting trends in innovation and style. Jobs has made history in the business world which, “… has contributed much to the symbolic image of the idiosyncratic, individualistic Silicon Valley entrepreneur, emphasizing the importance of design and understanding the crucial role aesthetics play in public appeal” (Wikipedia). His forward driven mindset for developing products that are both functional and elegant has earned him a devoted following. His ability to use all four aspects of the Situational Leadership Model in his line of work has made him one of the most successful businessmen today. This case analysis will show how Jobs used the Situational Leadership model to make Apple one of the most innovative computer and technology companies today by effectively using the following leadership styles: selling, telling, participating, and delegating. The Situational Leadership Model states that when used, “…one should always keep in mind that there is no one best way to influence others. Rather, any......

Words: 2055 - Pages: 9

Premium Essay

Jobs

...invention of life. It is life's change agent. It clears out the old to make way for the new." These wise words came out of Jobs just a year after he got up close and personal with the notion of death, upon learning in 2004 he had a rare form of pancreatic cancer. On Wednesday, seven years later, he finally arrived at that "destination we all share." Above all, the loss of Steve Jobs is incredibly sad. But amid the raw, jumbled feelings in these early moments after hearing of his death, the other emotion that keeps surfacing is this sense of utter unfairness. More up his sleeve At 56, Steve Jobs, the co-founder of Apple, had given the world so much more than most people could ever dream - and he surely had so much more up his sleeve. And that is incredibly disappointing to consider. The secret to his success, the key to why his death is being mourned more like a pop star than a CEO and the biggest reason his untimely passing is profoundly unfair, are all the same: His products were polished reflections of an obsession with the customer experience. The consistent imprint across the products he touched over four decades - from the Macintosh, to the string of blockbuster Pixar movies to the lineup of iPods, iPhones and iPads - was an almost neurotic attention to the smallest details. And in the technology realm, he insisted on an unparalleled emphasis on usability, on inventing intuitive, easy-to-understand ways of interacting with devices that, in the hands of others, so......

Words: 1171 - Pages: 5

Premium Essay

Mnc Influences

...creating a physical presence in many foreign countries. In the early 1980’s, Honda opened up operations and began building cars in Ohio. This was a real twist, and probably a brilliant move, as it was when many Americans began to realize global expansion yet we wanted to keep jobs here and buy what was built in America. Today, with the help of the World Wide Web and Social Marketing, even a fairly small business can not only sell in other countries, but also have a physical presence there. An example of a US business expanding globally is Le Gourmet Gift Basket Inc. As early as 2004, it had 510 franchise locations including 25 outside the United States. (Le Gourmet Gift Basket Inc) Forming a Multinational Company There are two primary ways that a multinational organization is created - organically or inorganically. The Le Gourmet Gift Baskets example above is a great example of organic growth. This company had continued slow growth until it had expanded its market to the point to where having a presence in a foreign country makes sense. Perhaps it becomes more cost effective to build a production facility in a country with a high sales volume than to continue to ship the products there, as in the Honda example. Inorganic growth is much faster. It is a result of a merger or...

Words: 1221 - Pages: 5

Premium Essay

Article About Steve Jobs

...INDIVIDUAL ASSIGNMENT For this assignment, I chose a very famous and well known entrepreneur. He, however, had already inspires a few famous people and have single handily help change the landscape of technology for people around the world. No, I'm not talking about the other billionaire Bill Gates (good guess though), but of course I'm referring to the one and only Steve Jobs, CEO of Apple Computers. He, Steve Jobs is one of the biggest icons in the world of technology in the world co-founder of one of the most important and exciting companies in the world. What catch my attention out the most about the leadership style of Steve Jobs, is that he is very charismatic. People often say there is some sort of "aura" about Steve Jobs which makes well respected and followed. Employees do enjoy working with Steve Jobs, as they feel really inspired, true, happy, focus and important. Steve Jobs does an excellent job keeping everyone on track with the companies (Apple) vision. He can do this by being an excellent charismatic leader, visionary, and focused on the longer term rather than short term. ( The famous pose by Steve Jobs ) Apple has some of the greatest smart minds in the world, which can be quite difficult to manage if you ask me. This indicates that Steve Jobs attracted great minds to work under him. This is an inspiration to me and it would be a dream job to work under him. Let me tell you a little about his background, Steve Jobs was born on February 24th, year......

Words: 1549 - Pages: 7

Premium Essay

Think Differently - Steve Jobs

...Florida agricultural and mechanical university | Best Marketing Strategy Ever! Steve Jobs Think Different / Crazy Ones Speech | Youtube Analysis Paper | | Aldranon English II | 7/11/2014 | Dr. Yvette Holmes Nelson Principles of Marketing Due Date: 7/16/2014 Aldranon English II Dr. Yvette Holmes Nelson Principles of Marketing 11 July 2014 The “Father of the Digital Revolution” Steve Paul Jobs was a pioneer and a visionary far beyond his time. He was an American entrepreneur, marketer and inventor that chaired several prestigious companies such as Apple Inc., Pixar and NeXT Inc. Rare video footage from 1980 depicts a young Steve Jobs conducting a seminar and providing valuable marketing advice to budding entrepreneurs. He explains the ups and downs of Apple and how the company secured pristine status among other elite brands in the world. Jobs commenced his speech with a powerful statement that captures the idea and the very essence of marketing. “Marketing is about values,” said Jobs (Raytracesvin 2013). Solomon, Marshall and Stuart states that value refers to the benefits a customer receives from buying a good or service (pg. 33). The principle of marketing applies to people just as they apply to cars, computers and clothing. We as individuals have market value; qualities that set a person apart from others and abilities other people want and need. Jobs states that we live in a “complicated and noisy world,” and getting a particular message across about......

Words: 1566 - Pages: 7

Premium Essay

Leadership

...Leadership Success and Failure Failure is life’s greatest enabler. Each time I attempt and fail it gives me an opportunity to renew and reinvent myself. Failure is not a loss, it is always a lesson. Being able to preserver and apply new solutions is what makes a failure become a success. To be a successful leader I must always be held accountable for the outcome and be responsible for the lessoned learned, to be motivated to never give up. Once I am proactive about my decisions and actions, I will be able to trust my instincts that have embedded into my memory of past failures. Each time I experience a failure, my intuition sharpens. Failure empowers me to trust myself to be fearless in new experiences. The more times you fail the clearer opportunities become. “Success consists of going from failure to failure without loss of enthusiasm.” Winston Churchill According to Forbes article, Five things Failure teaches about Leadership, “Failure is not fatal.   It is a wake-up call for the next opportunity.” As a leader, I have to have the abundance mentality that there is plenty of opportunities. I find myself asking myself “If I only knew then what I know now.” Each opportunity allows for more wisdom. I will start to be able to see hidden opportunities that I could not see before. A successful leader will always have the enthusiasm to learn. Steve Jobs is an example of a successful leader. He was passionate about his journey and never gave up. Steve Jobs worked on his......

Words: 2501 - Pages: 11

Premium Essay

Leadership Quality of Steve Jobs

...Business Leadership EXECUTIVE SUMMARY Steven Paul "Steve" Jobs, the man who saved a company that was literally a fiscal quarter away from bankruptcy and proceeded to grow it into the largest company in the world by market capital the company ‘The Apple’. Steve Jobs was an American businessman, designer and inventor. He is best known as the co-founder, chairman, and chief executive officer of Apple Inc. Through Apple, he was widely recognized as a charismatic pioneer of the personal computer revolution. Good leadership is major, particularly in today’s competitive global economy, and can make the difference between the success and the failure of the organization. As per the sentence Steve jobs is the concrete example of a lifetime natural successful leader, evidence is the Apple’s success. Apple’s market capitalization is over $300 Billion (Elmer-Dewitt, 2011) making it the second most valuable publicly traded company in the world, surpassing even giant (and rival) Microsoft. Steve Jobs was an American businessman, designer and inventor. He is best known as the co-founder, chairman, and chief executive officer of Apple Inc. Through Apple, he was widely recognized as a charismatic pioneer of the personal computer revolution. He was different from many other corporate leaders in that he always knew what he wanted. When he returned to Apple after his decade-long banishment starting in the mid-80′s, the company was on the margin of bankruptcy. He actually wrote some of the...

Words: 4878 - Pages: 20