...Radical Leadership RADICAL LEADERSHIP I. Significant Case Facts Ricardo Semler the CEO of Semco Group of São Paolo, Brazil was not just the typical or traditional leader. He is radical; he breaks all the traditional “rules” of leading. He’s the ultimate hands-off leader; he doesn’t even have an office at the company’s headquarters. Semler’s philosophy is simple: Treat people like adult and they’ll respond like adults. Semler’s participative management approach is the belief that “organizations thrive best by entrusting employees to apply their creativity and ingenuity in service of the whole enterprise, and to make important decisions close to the flow of work, conceivably including the selection of their bosses.” And according to Semler, his approach works well. The employees have free will because there are no organizational charts, no long term plans, no corporate values statements, no dress codes, and no written rules or policy manuals. They also decide their work hours and their pay levels. The employees also select the corporate leadership and decide most of the company’s new strategic initiatives. Semler maintains his approach and has enabled Semco to survive the roller-coaster nature of Brazilian politics. Semco not just survive but also prosper. Semler says “If you look at Semco’s numbers, we’ve grown 27.5 percent a year for 14 years.” And Semler attributes that fact to flexibility…of his company and, most importantly of...
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...1. Keeping in professional’s excited about work that is routine and standardized and chaotic is a major challenge for Vincent Weafer. How could he use technical, human, and conceptual skills to maintain an environment that encourages innovation and professionalism among the virus hunters? Answer: Vincent Weafer’s following techniques encouraged innovation and professionalism among the virus hunters: * Work was divided into smaller parts and specialization * The work never stopped, to maintain efficiency The work never stopped, to maintain efficiency Example: When Santa Monica’s team finished, Tokyo took over, this handed over to Japanese to Dublin and back to Santa Monica. 2. What management roles would Vincent be playing as he (a) Had weekly security briefing conference calls with coworkers around the globe. (b) Assessed the feasibility of adding a new network security consulting service, or (c) Kept employees focused on the company’s commitments to customers? Answer: (a) Based on the study by Henry Mintzberg managers have different but highly inter-related roles. According to this we can analyze that Vincent has approached towards Interpersonal role as he worked as a figurehead, leader, liaison and also informational role as he act as a monitor and a disseminator. (b) In this context Vincent has proved that he has approached towards that he has approached towards Decisional role as he worked as a role as he worked as a disturbance...
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...Chapter 17 Leadership http://vustudents.ning.com TRUE/FALSE QUESTIONS A MANAGER’S DILEMMA 1. The Ross family decided to hire an experienced CEO to run Bob Ross Buick on the death of Bob Ross, Sr., the founder of the company. (False; moderate; p. 421) MANAGERS VERSUS LEADERS 2. Managers and leaders are the same. (False; easy; p. 422) 3. Leaders influence a group toward the achievement of goals. (True; easy; p. 422) 4. Not all leaders have the capabilities or skills needed to hold managerial positions. (True; easy; p. 422) 5. Leadership is based on authority granted from organizational position. (False; moderate; p. 422) EARLY THEORIES OF LEADERSHIP 6. Fiedler’s contingency model of leadership style proposed that effectiveness depends on the ability and willingness of the subordinates. (False; moderate; p. 426) http://vustudents.ning.com CONTINGENCY THEORIES OF LEADERSHIP 7. The least-preferred coworker questionnaire measures whether a person is task or relationship oriented. (True; easy; p.427) 8. Fiedler assumed a person’s leadership style was adjusted based on the situation. (False; moderate; p. 427) 9. Fiedler identified three contingency dimensions: leader-member relations, task structure, and reward power. (False; difficult; p. 427) 10. According to Fiedler’s research, task-oriented leaders tended to perform better in situations that are very favorable to them and in situations that were very unfavorable. (True; difficult; p. 427) 11. According...
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...Introduction Radical Managementsm is a way of managing organizations that generates at the same time high productivity, continuous innovation, deep job satisfaction and customer delight. Radical Managementsm is fundamentally different from the traditional management prevalent in large organizations today. In Radical Leadership, participants discover a whole new sense of personal power and freedom. One can obtain personal mastery by choosing to hold a clear focus and cultivate more of what they want. Radical Leadership has transformed company cultures from “head’s down, hating to go to work” to fully engaged, alive, responsible individuals dedicated to outrageous and sustainable results! Conclusion Ricardo Semler, CEO of Semco group of Sao Paulo, Brazil, considered by many as radical. He breaks all the traditional rules of Leading and managing. He follows a very simple philosophy: Treat people like adults and they’ll respond like adults. Semler gave a management approach “Organizations succeed by allowing employees to apply their creativity and ingenuity in service of whole enterprise, and to make important decisions close to the flow of work. According to his leadership/management approach there are no organization charts, no long term plans, no corporate values, no written rules or policy manuals. Employees themselves decided their work hours, pay levels. At one of the company’s plants as the workers know the organizations objective and they were using common sense to...
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...Implementation/Working actually the working of radical leadership is very simple in one word radical leadership is directly ralated to emotions. Leadership radically changes when you value emotional states. The way you make people feel may be the most important thing about your leadership. It’s frequently neglected in our leadership. Efficient systems don’t work apart from people. Values must find expression in behaviors. Feelings follow us everywhere. What emotional states do you create in others mind is important. There are two types of emotional states : Positive emotion: 1. Optimistic. 2. Competent. 3. Confident. 4. Connected. 5. Courageous. 6. Trusted. 7. Valued. Negative emotion: 1. Neglected. 2. Belittled. 3. Discouraged. 4. Fearful. 5. Angry. 6. Alone. 7. Confused. Choose emotional states according to person Emotional state depends and varies from an individual to individuals. If you could help the people around you feel something, what would it be? It depends on the individual. Some need to feel connected, others competent. Still others need to feel informed. List the names of your key players on a piece of paper and write the emotional state you plan to nurture beside their names. Choose just one state for each. Choose behaviors: What behaviors and attitudes can you adopt that bring out positive emotional states in those on your list? How will you creating environments...
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...McCrimmon’s “Thought Leadership: A Radical Departure from Traditional, Positional Leadership” is an informed viewpoint article. McCrimmon discusses what thought leadership is, and compares it to shared leadership and leaderful organizations. Thought leadership is essentially what it sounds like—leadership that emerges from someone’s thoughts and ideas. Its basis can be described as thoughts and ideas that help to change and improve the way we currently think or operate (1065). Thought leadership is not to be mistaken with shared leadership or leaderful organizations. In shared leadership, all team members are engaged in the teams’ leadership (1065). In leaderful organizations, team members don’t require a leader because they learned to conduct their own affairs. In leaderful organizations, each team member experiences and provides leadership. McCrimmon argues that in shared leadership and leaderful organizations, management is never really differentiated from leadership. Both represent their team members as holding some responsibilities that are typically held by a more formal leader (1065). Unlike shared leadership and leaderful organizations, thought leadership does not hold managerial or empowered authority to make decisions. Thought leaders “challenge the status quo” for the purpose of change (1065). Thought leaders are not necessarily staff in managerial positions. They do not require a specific personality type and do not require teamwork. The article describes how...
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...تقرير عن القرآن الكريم المقدمة كان القران الكريم ولا يزال محورا للثقافة الاسلامية والحركات الفكرية وسائر النشاطات العقلية فقد جاءت الرسل وحيا من الله تعالى بجملة من التعاليم التي تهدي حياة الانسان في تصوره للوجود , و في تصريف سلوكه الفردي والجماعي , فبينة له حقيقة ما هو كائن في عالم الغيب وبينة ما ينبغي له ان يكون من سيرة له في عالم الشهادة , وذلك هو الدين الذي جاءت به الرسالات تترى حتى انتهت بالرسالة الخاتمة رسالة الاسلام التي ختمت الرسالات ومثلت الصورة النهائية الكاملة لها حتى كان الدين هو الاسلام والذي يتصف بالمثالية والكمال بناء على الكمال الإلهي فالعلم الشامل بأحوال الوجود والمحيط بمصلحة الانسان في مختلف متقلبات حياته وبذلك ( هو الكلام القائم بذات الله تعالى وهو صفة قديمة من صفاته تعالى ) ولئن كانت الامم توجد ثقافتها وتحدد معالم شخصيتها فأن القران الكريم وجد امة الاسلام وانار لها معالم حضارتها بين الامم فقد اختص القران الكريم بأنه لغة مصدر( فهو كلام الله تعالى المنزل على نبيه محمد صلى الله علية وسلم المتعبد بتلاوته ). و ان للقرآن الكريم اسماء كثيرة وكثرت الاسماء تدل على شرف المسمى وكثير منها اوصاف للقرآن ومن اشهر تلك الاسماء ( القرآن - الكتاب - الفرقان - الذكر ). فقد تكفل الله سبحانه وتعالى بحفظ القرآن كما انزل على قلب محمد صلى الله عليه وسلم من غير نقص او زيادة ومن غير تحريف او تبديل فهيأ لهذا الحفظ اسبابه بتيسير حفظه عن ظهر قلب (وَلَقَدْ يَسَّرْنَا الْقُرْآنَ لِلذِّكْرِ فَهَلْ مِن مُّدَّكِرٍ). وسبب اختياري للبحث هو سهولة الحصول على المراجع وكثرتها ولان القرآن الكريم كلام الخالق عز وجل فهو كتاب رحمة وبشرى للمؤمنين الذين يقرؤون آياته فيعملون بها ويسمعون القول...
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...Plan For A Product Of Innocent Drinks Marketing Essay The report describes the marketing plan for the repositioning of the product “This Water” offered by “Innocent Drinks”. Company was founded in 1999 and offers smoothies and flavoured spring water in Super markets, coffee shops, cinemas and other outlets in UK and other countries. Company has decided to re-launch its existing product “This Water” in the cinemas in the UK with the new name “This Water Plus”. This report covers the marketing plan and marketing strategies to reposition the product. The period for the marketing plan is set from 2nd January 2011 to 1st September 2012. All the effecting factors are consider while planning the plan including current world and specifically UK economic position after recession as UK economy is still in process to gain its recovery position. Innocent Drinks has improved the design and packaging of its product to make it more attractive and focused on the corporate social responsibility. They used recycled material for the packaging and also contributes portion of the profit towards charitable work. They have targeted the UK cinemas to offer this product. Innocent Drinks is a UK based company established in 1999 by three Cambridge graduates. Its main business is producing smoothies and flavoured spring water. Company sells its products in supermarkets, cinemas and coffee shops. It has branches in UK, France, Austria, Denmark, Amsterdam, Brussels and Germany. Company enjoys 71% of UK...
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...illuminating way. It's one of those papers, I suspect; that some people will react to by thinking: "I wish I had written that!" Further, I can see others I know well in the field as fitting'the description of the tempered radical, at least in some circumstances and at different times. The reviewers, while suggesting changes, as reviewers do, were also very taken with the paper. It is intellectually interesting, and evocative. It provides us with a perspective on organizational issues that is typically glossed. It opens an arena for organizational analysis that is missed in r most theoretical frameworks. Tempered radicals, Meyerson and Scully argue, are individuals who identify with and are committed to their organizations and also to a cause, community or ideology that is fundamentally different from, and possibly at odds with, the dominant culture of their organization. Their radicalism stimulates them to challenge the status quo. Their temperedness reflects the way they have been toughened by challenges, angered by what they see as injustices or ineffectiveness, and inclined to seek moderation in their interactions with members closer to the centre of organizational values and orientations. The paper is a scholarly treatment of a complex concept. It is radical in its charge to us to see new possibilities in the study of organization. It is tempered, even hopeful, in its prescriptions for harnessing participants who are often on the margins of organizational life and who have much...
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...illuminating way. It's one of those papers, I suspect, that some people will react to by thinking: "I wish I had written that!" Further, I can see others I know well in the field as fitting the description of the tempered radical, at least in some circumstances and at different times. The reviewers, while suggesting changes, as reviewers do, were also very taken with the paper. It is intellectually interesting, and evocative. It provides us with a perspective on organizational issues that is typically glossed. It opens an arena for organizational analysis that is missed in most theoretical frameworks. Tempered radicals, Meyerson and Scully argue, are individuals who identify with and are committed to their organizations and also to a cause, community or ideology that is fundamentally different from, and possibly at odds with, the dominant culture of their organization. Their radicalism stimulates them to challenge the status quo. Their temperedness reflects the way they have been toughened by challenges, angered by what they see as injustices or ineffectiveness, and inclined to seek moderation in their interactions with members closer to the centre of organizational values and orientations. The paper is a scholarly treatment of a complex concept. It is radical in its charge to us to see new possibilities in the study of organization. It is tempered, even hopeful, in its prescriptions for harnessing participants who are often on the margins of organizational life and who have much...
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...Suzhou 215123, P.R. China. 3 School of Pre-clinical Medicine and Life Sciences, Medical College, Soochow University, Suzhou 215123, P.R. China. 2 1 Accepted 23 July, 2008 Tolypocladium sp. Ts-1 was isolated from the fruiting body of a wild Cordyceps sinensis, one of the best known traditional Chinese medicine and health foods. The antioxidant activities of hot-water extracts from cultured mycelia of Tolypocladium sp. were assessed in different in vitro systems. The extracts showed superoxide dismutase (SOD) activity of 35.6 U/mg protein and are effective in scavenging superoxide radical in a concentration dependent fashion with IC50 value of 1.3 mg/mL. As a reinforcement of the action, similar radical scavenging effects of the extracts were also discerned with both site-specific and non site-specific hydroxyl radical using the deoxyribose assay method. 1,1Diphenyl-2-picrylhydracyl (DPPH) radical scavenging activities of the extracts reached more than 75.2% at the concentrations of 3-6 mg/mL. The extracts showed moderate reducing power and ferrous ion chelating activity. Moreover, the protective effects of the extracts against hydrogen peroxide (H2O2)induced lesion to rat PC12 cell (pheochromocytoma cell line) was observed in a dose-dependent manner from 0.25 to 2.0 mg/mL. Our results suggest that the aqueous extract...
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...6 December 2011 Radical Couch Potato. The concept of being radical conjoins up images of out of control extremists seeking to institute drastic change and forcing it upon everyone. The thought of doing nothing also has radical implications. Dose placing the extremist next to the couch potato present an easy contrast to examine or do they share more in common than we would anticipate? It’s hard to determine which course, action or lack of action, is the scariest. The wearing blinders approach is a contributing factor to many social problems that we all face. Our acceptance of these views makes us equal to the ones presenting them. We witness the viewpoints of radicals every day in the news media. They draw the major attention and focus due to the fact they prey upon the emotions and fears of ordinary people. Groups and individuals expressing extreme beliefs sometimes seek a response that may be violent, and that scares us most of the time. That’s why being bystanders produces no action or outcome, which is considered radical, unlike the activist who displays their agenda openly. The media allows these far reaching actions and ideas to consume our narrow view of our world. By taking little or no action against the militants who seek to control the destiny of the majority we become the militant through our inaction. The political process produces differing opinions, which many are considered deep-rooted in their parties. The extreme right verse...
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...“Treat people like adult, and they will respond like adults” This is the philosophy of Ricardo Semler, which is used to build the business Semco Group with great leadership management. Ricardo Semler that only one person breaks all the traditional rules of leadership and making their own rules. Other business also can belief and follow this philosophy because can improve and more positive in leadership management to build great management. Every people have their own ego, so if we serve them with proper or right method they also will give good feedback. Example the employees was done wrong step in production, so the manager reprimand and correcting them with right way not to anger to them. So the employees will accept the reprimand and remind the step also, indirectly the production will increase and more quality will produce. In this situation the employee easier and more comfort to working with this environment. In the modern life style, every people have their own behaviour that different with each other. Ricardo Semler belief that the “organization thrive best by entrusting employees to apply their creativity and ingenuity in service of the whole enterprise, and to make important decisions close to the flow of work, conceivably include the selection and election of their bosses”. Good environments of working also paste a role to contribute more quality in production. Ricardo Semler wants all our people to feel free to change and adapt their working...
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...to hospital discharge, neurologic impairment often remains a lasting morbidity (Becker et al., 1993). A large body of evidence from animal models indicate that hyperthermia (a temperature higher than the threshold value of 37C) due to brain injury or ischemia can exacerbate the degree of permanent neurological damage following cardiac arrest. Each degree Celsius higher than 37C can cause cerebral destruction through increased metabolic expenditure, excitatory neurotransmitters resulting in calcium cellular reflux and accumulation of oxygen free radicals (Busto et al., 1987). To improve the outcome of patients who survive cardiac arrest requires not only reducing the ischemic process as quickly as possible, caused by cardiac arrest, but also preventing post resuscitation syndrome caused from reperfusion (Safar, 1993). Cerebral reperfusion after successful resuscitation can trigger harmful chemical cascades such as oxygen free radical production which can result in multifocal brain damage. Therapeutic hypothermia (TH) is considered as an effective method for reducing the deleterious neurological outcomes in patients who have out-of-hospital cardiac arrest. Clinical and animal studies have shown that TH following cardiac arrest reduces both the cerebral metabolic rate and oxygen demand and it is thought to attenuate reperfusion injury, global inflammation and endothelial dysfunction, all consequences of cerebral ischemia. Over the...
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...movies, books, and even cartoons feminist are portrayed as angry, unkempt, lesbian “man haters”. They are shown looking down on men and judging women for their attire or life choices. On rare occasions the media actually shines a positive light on feminism and its beliefs only when it can be beneficial to its rating or purpose. The feminist agenda is not about equal rights for women," said Pat Robertson, a television evangelist and former Baptist minister during his GOP convention speech in 1992. "It is about a socialist, anti-family political movement that encourages women to leave their husbands, kill their children, practice witchcraft, destroy capitalism, and become lesbians." Although most misinterpretations of feminism are not so radical, many have degraded feminists or might have discouraged women from joining the feminist movement. In 2004, the...
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