The current success of Apple could be attributed to the leadership style of Steve Jobs and the situational factors. The kind of issues which were faced by the firm may be regarded as encompassing of a low task model and required to turn it around; however it didn’t know as to how this made the situation quite adverse for the leader. The firm was a need for a leader who was capable of putting forward the framework, encouraging the followers and also to put this type of leader in a position of power to have a significant impact. The firm modified the leader-member association to a good standing because of the abilities of the Jobs when the firm selected Jobs to direct the company(Koonce 2001). By means of power position of CEO, the firm did offer him a good deal of influence. The firm was able to place it to take benefit of the opportunity in the market and was able to perk up its performance by selecting Steve Jobs to direct the firm.
With the advent of globalization it is very crucial to have an organizational setup which offers a great interaction amongst the people of various cultural background and beliefs. The workers in a firm are no longer confined to a limited workplace arena; they are an integral part of the global economy wherein competition emerges from everywhere. It is because of this that most of the organizations aim for having a workplace environment which encompass diversity so as to turn the organization into a highly innovative and open for changes. An important aspect for management in the present days is capitalizing on the workplace diversity(Chan and Drasgow 2001). Similarly, Steve Jobs ensured a diverse workforce at Apple Inc. so as to ensure diverse pool of expertise and higher efficiency. Jobs was able to acknowledge, comprehend, accept and value disparities between the individuals on the basis of their gender, age, ethnicity, class, mental ability, public assistance policy and spiritual practice. While managing a diverse workforce there are various challenges which are faced by a leader. Jobs was of the view that handling the diversity in the team is a mere task of acknowledging the differences in the team members. This includes understanding the significance of the dealing with discrimination, disparities and motivating the extensiveness.
Moreover, jobs was of the view that in case the staff leave the organization then it is a challenge to the leader which results in loss of work output and hence leads of prejudice and discrimination. In addition, he believed that negative behaviour and attitude might act as obstacles towards the diversity of the organization as they might have a negative effect on the self-esteem, operating relationships and the corporate outcome(Issac et al. 2001). In a firm, unconstructive attitudes and conducts might include discrimination and stereotyping which must not be taken up by the management for the purpose of retention, hiring and termination approach. Jobs made sure at all the times that the employees are not discriminated on any basis.
At the first place, the leaders must understand discrimination and the probable impacts. Secondly, leaders should look out for their own cultural prejudices and biases. Diversity is not just about the diversity disparity amongst the group but it is all about disparities amongst the individuals. Every individual in an organization is different and doesn’t speak for a specific group. Thirdly, the leaders must be ever ready for changing the firm if necessary. In order to be effective in future, the firm must learn the ways for handling diversity at the workplace.
He believed that there is no perfect strategy for success of a firm. It is basically dependent on the capability of the leader to understand what is suitable and is good for the firm on the basis of the workplace and team work elements. For devising workplace surroundings which involves everybody, dealing with diversity is a broad-ranging process. A good leader must focus on personal consciousness at the time of devising an effective and diverse workforce. A leader shall recognize his or her personal biases. At the same time, the leaders must also take into consideration the fact that equality is not only about equality. In addition, the leaders must also recognize the significance of the arranging business gatherings and meetings wherein all the members of the staff could get a chance to put forward their ideas and issues associated with the firm or its functioning.
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