Buy Research Paper

Question

Compare and contrast the three leadership styles. A table may be a good way to summarize some of the key points you come up with.

Choose a company from Fortune Magazine’s Top 100 Companies to Work For 2014.http://reviews.greatplacetowork.com/wegmans-food-markets

Research the company and its leader, then answer the following questions.
Analyze the leader in terms of their transformational, transactional, or charismatic leadership styles?
What is the added value of this leadership style?
What impact does this leadership style have on the organization’s overall image?
Contrast this leadership style with United Airlines, named the worst company in America to work for by glassdoor.com. what kind of leadership style is needed to promote efficiency in an organization? Justify your response.

Answer

Leadership and Management: Wegmans Leadership Strategy

Wegmans is a private, family-run business that comprises over eighty supermarket and grocery stores operating mainly in New York, Maryland, and New Jersey. It has its headquarters in Gates, New York, and was founded in 1916 by two brothers, John and Walter Wegmans. The business was initially called Rochester Fruit and Vegetable Company, a small family business that was operated from the house before being moved to a small grocery store. The two brothers became renowned entrepreneurs after proceeding to open a self-service store and later on incorporated the business as Wegmans Food Market in 1931. The aim of this essay is to analyze the company as a basis for providing a comparison of three leadership styles: transformational, transactional, and charismatic. Furthermore, this essay will examine the leadership strategy of United Airlines, considered the worst company in America. The objective is to identify aspects of Wegmans’ leadership strategy that should be adopted at United Airlines.

Order management paper now

To begin with, Wegmans’ early growth was greatly contributed to by the adoption of the self-service store concept, a new approach to a retail business that quickly became popular (Hess, 2011). The concept consisted of a self-service area, refrigerated food and homemade drinks display, and a cafeteria. Robert Wegmans became the company’s Chief Executive Officer in 1950 and turned out to be a visionary leader who diversified its product range, enlarged its workforce, doubled sales, and built a diverse portfolio. During this expansion phase, the company built a meat processing center and a bakery. It also proceeded to form Wegmans Enterprises that dealt in real estate development and property management (Lutz, 2015).

Moreover, Wegmans opened stores in malls which were gaining popularity during the 1970s and 1980s. Then it ventured into the home improvement industry by opening a home improvement center near one of its stores specializing in do-it-yourself products and services. Additionally, it entered the wood and hardware business by acquiring Chase-Pitkin. Placing the new hardware stores alongside its Wegmans enterprises greatly contributed to rapid sales growth.

In terms of leadership, Wegmans’ current Chief Executive Officer is Danny Wegman, and the company’s president and vice-president are his two daughters Collen Wegman and Nicole Wegman respectively. The leadership style used is a blend of transformational, transactional, and charismatic leadership. Transformational leadership is a highly interactive style that relies on the effective horizontal and vertical flow of information to motivate and direct employees to complete their tasks and responsibilities. It is a combination of effective leadership and management qualities. In this case, the leadership skills required include motivation, creativity, and the ability to inspire people to be fully productive. On the other hand, management skills that are applied include organizational efficiency and an ability to follow laid-down procedures and systems that have been put in place and whose effectiveness has been proven. Therefore, this style involves outlining responsibilities, delegating tasks to employees who have the required skills, and then motivating them to achieve optimal results.

In contrast, transactional leadership style entails rewarding employees based on the consequences of their actions in terms of output and organizational performance. In this style, managers, and leaders together with their employee set goals and determine responsibilities which are delegated to individual workers and teams (The Wall Street Journal, 2015). Afterward, the rewards for the accomplishment of set goals are determined and made known to the employees. Conversely, they are penalized for the negative consequences of their efforts. Thus, this style motivates followers to achieve the set goals within the specified time in order to receive rewards in the form of bonuses and other financial stipends and to avoid punishment for delivering poor results. Other rewards such as recognition and appreciation through systems such as “employee of the month” are commonly used by transactional leaders. Moreover, they observe the employees with the aim of adjusting the system in a way that improves productivity. However, this system focuses more on reward than penalties. In many organizations, those who do not achieve the set goal may just be mad to miss out on the reward instead of being punished. One disadvantage of the transactional leadership style is that it creates an atmosphere of extreme competition to the point of hindering teamwork. At the same time, teams may compete against each other, leading to strained employee relationships.

On the other hand, charismatic leadership depends on the personality and personal charisma of the leader to inspire and motivate employees (The Wall Street Journal, 2015). Charismatic leaders are equipped with essential social skills and have mastered their own body language as well as other people’s preferences. Charm and charisma are not necessarily personality traits, thus, leaders who use this style often need to learn about human interactions, needs, interests, fears, hopes, weaknesses, and abilities. To begin with, charismatic leaders develop effective and proper communication strategies targeted at specific groups of people. Therefore, they are able to communicate to people in informal and formal settings and to relay the intended message effectively. These leaders create a personality that most, if not all followers, can relate with. In addition, the leaders pay specific attention to individual employees, giving them a platform to provide ideas. The role of this style is to make employees feel like they are an integral part of the organization and to boost their confidence in their personal skills and contributions to overall organizational effectiveness. Under this leadership style, the environment in which employees operate is closely monitored with the objective of putting in place the required improvements.

Order management paper now

Danny Wegman’s leadership style exhibits a combination of transformational, transactional, and charismatic traits. This approach has been highly effective considering that Wegmans has been listed among the top companies to work for. The company’s leadership team is interactive, well-informed, and easily accessible. This open-door leadership policy has created a cohesive employment environment not just among employees but also between employees and their leaders (Ferdman, 2015). The employees are allowed to take part and actively participate in decision-making processes while putting in place transactional processes to make sure employees are rewarded for their efforts. Managers are then able to get feedback and detect employees’ strengths and weaknesses. It is very important for Wegmans that the employees remain satisfied and highly motivated as they play a big role in the daily activities of these stores. They are responsible for promoting and representing the brand by projecting a professional, friendly, and customer-centered demeanor.  Danny Wegman actively encourages open communication and direct interaction with his employees. He makes the effort to understand the needs of each employee across all ranks. His willingness to listen to his employees while maintaining his stature as the company’s top leader has earned him tremendous respect from employees and customers alike.

Evidently, this combination of transactional, transformational, and charismatic leadership style has added great value to the company. Moreover, it has allowed all Wegmans’ divisions, including the home-improvement chain and the real-estate, to function inter-dependently while remaining strategically independent. The company has strengthened and diversified its portfolio to attain international positioning and respect (Lutz, 2015). It has also proceeded to become recognized not only for its products but also its employee environment which translates to customer satisfaction. Wegmans does not struggle to establish its presence in new locations because of leadership effectiveness (Hoyle, 2011). Consequently, its expansion has been quick, meaning that the company has an opportunity to diversify its portfolio and services without jeopardizing its brand.

In sharp contrast to Wegmans that has been growing, another company, United Airlines has been on a spiraling decline. To begin with, it recently faced a scandal whereby the Chie Executive Officer was forced to resign following allegations of years of swindling and fraud. According to these allegations, the CEO has been taking advantage of his position for over forty years by spending huge sums to buy stocks while infringing on workers’ pay. Moreover, he overpaid major stakeholders and neglected employee payments. The airline became a difficult working environment for employees resulting in poor customer service.

The leadership style being adopted at United Airlines appears to be the exact opposite of Wegmans’ approach. For example, Jeff Smisek the company’s CEO, was a leader of no integrity who focused on his own interests at the expense of the airline’s growth. Over the years, the airline’s productivity and service quality have deteriorated leading to poor flight performance and expensive services. A major reason for this outcome is that its leadership style fails to appreciate the role of employees in overall organizational performance. The lack of communication with employees and the absence of an open-door policy between the employees and the management have also contributed to its poor performance (Branctelli, 2016). Consequently, United Airlines’ employees have become unproductive and unmotivated, thereby landing the company landed into the unenviable position of the worst company to work for in America. To get back on the path of success, United Airlines’ leaders should adopt a combination of transactional, transformational, and charismatic leadership just like Wegmans did.

In conclusion, Wegmans’ leadership provides an example of how an organization should implement and layout its leadership structure. For maximum productivity and top performance, failing companies like United Airlines needs to focus on building their human capital through effective leadership in order to become well-coordinated and properly organized. At the same time, the management team at this airline should concentrate on merging leadership style and organizational objectives. Ineffective leaders who prioritize their own interests over the companies should be replaced by charismatic ones who can inspire followers to direct their efforts towards increased productivity and improved customer service.

References

Branctelli, J. (2016). How United Airlines got to its sorry state,and why it can’t take off again. The Business Journals, 3. 2016.

Ferdman, R. A. (2015). Why Wegmans really is the best supermarket in the U.S. The Wahington Post, 5. 2015.

Hess, M. (2011). Could this be the best Company in the World. CBS News, 4.2011.

Hoyle, A. (2011). Wegmans confirms plans to expand into North Carolina. Triangle Business Journal, 3. 2016.

Lutz, A. (2015). 17 Reasons why Wegmans is America’s best Grocery Store. Business Insider, 4. 2015.

The Wall Street Journal. (2015). Leadership Styles: Adopted from Alan Murray’s Wall Street Journal Guide to Management. Web.

Get a 5 % discount on an order above $ 100
Use the following coupon code :
AUSW5