Why should anyone be lead by you

Part 1

At this stage in my studies of business and leadership, the type of leader I would like to become one day would be a successful leader. Somebody who achieves his goals, with the right ways, at the least time possible with the minimum resources. I would like to be a visionary leader who recognises that the methods, steps and processes of leadership are all obtained with and through people. Most great and successful leaders have the aspects of vision in them. Along with vision, team leadership is a must for a successful leader. Group initiative includes the production of a distinctive photo of its future, where it is heading and what it will remain for. The vision motivates and gives a solid feeling of reason and course. Group administration is about working with the hearts and psyches of each one of those included. It additionally perceives that collaboration may not generally include confiding in agreeable connections. The most difficult part of this authority is regardless of whether it will succeed. As per Harvard Business Survey, group administration may come up short as a result of poor initiative qualities.

 

In the present situation, an impressive administration and business style can be found in Alibaba and its dynamic pioneer Jack Mama have mixed the best of Western and Chinese advancements, culture and administration to make the world’s biggest web based business organization and maybe destined to be greatest and most differentiated worldwide innovation undertaking. The organization’s Sept. 19 Initial public offering raised more than $20 billion and gave Alibaba a market top of $240 billion. It likewise made Jack Mama, as of now the wealthiest man in China, one of the wealthiest men on the planet with a total assets of more than $18 billion.

Jack Mama’s motivating initiative style has impacted the way I would need to run my organization, and he fills in as an amazing case for pioneers of growing new businesses and set up organizations alike. The four standards of Jack Mama:

 

  1. Be a true leader. Ma distributes jars of Senseless String, urges workers to do handstands in the workplace, and respects his staff’s real to life sentiments. He’s relatable and believable, and he has a solid feeling of character. This is pivotal for pioneers since it cultivates faithfulness and fabricates a solid establishment on which our organizations can develop. We don’t need to yield our comical inclination since we’re in control.
  2. See through clients’ eyes. Ma maintains an online business, however he credits his prosperity to not being “a tech fellow.” Rather, he sees items from his clients’ points of view, and that permits him to offer relatable, natural items.
  3. Develop a mission. Ma has a stupendous mission. He needs to resuscitate China’s feeling of reason and culture — things he accepts were lost under Mao Zedong’s run the show. He has censured defilement and given his workers liberal value shares so they advantage from Alibaba’s prosperity too.
  4. Hire rousers. Ma enlists energetic business visionaries rather than prepared specialists since he inclines toward devotion and development to somebody who looks great on paper. These are the general population we as a whole need in our organizations — the individuals who are characteristic pioneers, versatile, and committed to a shared objective.

 

Leadership skills I would like to develop.

  1. Have an unmistakable vision
  2. Know and use your qualities and endowments.
  3. Be enthusiastic
  4. Live as per your ethics and qualities.
  5. Serve as a good example
  6. Set conclusive objectives and take after solid activity arranges.
  7. Maintain an uplifting mentality.
  8. Improve relational abilities.
  9. Motivate others to significance.
  • Admit and gain from disappointments and shortcomings.

Although I possess few of these skills, I currently do not master at any of these. Also, there are few skills yet to acquire. I plan on developing these skills while doing my MBA in London.

 

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Managing change

“Change is nothing new and a simple fact of life. Some people actively thrive on new challenges and constant change, while others prefer the comfort of the status quo and strongly resist any change. It is all down to the personality of the individual and there is little management can do about resistance to change” (Mullins 2010: 753).

This blog analysis what drives changes and why and how people resist change and what managers can do to manage that resistance. The purpose of this blog is to create an understanding of different models of leadership and how they can be used to develop a culture within the organization where managing change is seen as a challenge. 

Change is an essential part of life and a wonder of time yet in introduction with the association, change is the qualification of how the association functions and an arrangement of practices that are intended to adjustment of authoritative work setting to improve representative advancement and hierarchical execution. (Weick and Quinn, 1999)

Be that as it may, associations either arrange the change or the change rises up out of specific circumstances. In numerous associations, change is an aftereffect of cognizant thinking and exercises i-e arranged and now and then it is unconstrained i-e rising which can be a consequence of the opposition, business execution, worker conduct and so forth. (Jisc, 2017).

In this occurrence, let us first comprehend why workers in an association, oppose change as opposed to adequately affecting representatives of an association towards change. Initially, the primary motivation behind why workers oppose change is that they consider change to be troublesome and nosy as they feel that any change can irritate their everyday adjust in an association (Harvard Business Survey, 2017). Furthermore, workers may feel the dread of losing their status since they imagine that if change happens in the association, the structure of the group may change which toward the end may adjust who reports to whom and whose say will be considered as the last decision (INC.com, 2017).

In conclusion, imperviousness to change may happen when associations report sudden rebuilding since workers feel that they may lose their employments or might be exchanged elsewhere without taking them into certainty (FORBES Welcome, 2017). Notwithstanding, in life, to maintain a strategic distance from such feelings of dread among the workers, administration can pre-advise them about the change they are bringing and how that change would affect them (Harvard Business Survey, 2017).

There are different courses by which supervisors can lessen the representatives’ state of mind towards imperviousness to change by taking positive activities. Right off the bat, the administration ought to incorporate workers’ association in the change procedure since when the representatives are thought about identified with the authoritative change then usage of the change turns out to be simple for the administration. Besides, administration ought to talk with workers asking them their sentiments and knowing their emotions towards the authoritative change (Dwindle Barron Stark Organizations, 2017). Thirdly, administration ought to give propel preparing and learning session for representatives before acquiring any new change as this will make a feeling of trust in the workers which thus would help them in adjusting the change much sooner (FORBES Welcome, 2017). Fourthly, administration ought to get some information about the criticism with respect to the future hierarchical change. Likewise, the administration ought to solicit representatives from the association to propose new thoughts or deliberately consider enhancing the authoritative change regarding the improvement of the association (FORBES, 2017).

I would recommend directors to utilize Kotter’s 8 stages change administration demonstrate which would help them in overseeing hierarchical changes all the more successfully and productively. The above model incorporates 8 forms which are: make a feeling of desperation, manufacture a managing coalition, shape a key vision and activities, enroll a volunteer armed force, empower activity by evacuating boundaries, produce here and now wins, maintain increasing speed and foundation change (Kotter Global, 2017).

The benefits of Kotter’s 8 stages change administration model are that it helps in directing the administration by giving clear strides, it is straightforward, it likewise fits well into the way of life of established chains of command and will undoubtedly be fruitful if every one of the means in the process are all around imparted (Change Administration, 2017).

In the worldwide business world, McNamara is a decent case of a pioneer who effectively changed workers’ state of mind towards change. After his vocation in the Portage Engine Organization, he went ahead to end up plainly the leader of the World Bank in the year 1968. By his own style of authority, he changed the World Bank from a little, lethargic, monetary center point to a huge, clamoring, current enterprise while extending loaning more than ten times amid his 13-year residency as the leader of the World Bank (FORBES Welcome, 2017).

In conclusion, I believe that managers and leaders must find ways to tackle resistance. As mentioned in my previous blogs about transformational leaders, they hold charisma to inspire and motivate the employees for a change whereas the transactional leaders hold rewards to facilitate employees with the change. (Iqbal, 2017).  In this century, risks exist but charismatic leaders tend to lower the risks by involving employee motivation and development to their strategy for change management (Eisenbach, Watson and Pillai, 2017). However, for successful change, I believe managers and leaders must communicate with the employees and identify factors that can influence resistance to avoid business downfalls or failures.

 

 

 

 

References:

  1. Weick, K. and Quinn, R. (1999). ORGANIZATIONAL CHANGE AND DEVELOPMENT.Annual Review of Psychology, [online] 50(1), pp.361-386. Available at: http://annualreviews.org/doi/full/10.1146/annurev.psych.50.1.361 [Accessed 20 Mar. 2017].
  2. Aleksic, V.S., Zivkovic, S. & Boskovic, A. (2017), “ORGANIZATIONAL CHANGE RESISTANCE: EXPERIENCE FROM PUBLIC SECTOR”,Journal of Economic and Social Development,  2, no. 1, pp. 109-124. [online] ProQuest. Available at: https://search.proquest.com/docview/1707978936?rfr_id=info%3Axri%2Fsid%3Aprimo[Accessed 20 Mar. 2017].
  3. (2017).Types of change | Jisc. [online] Available at: https://www.jisc.ac.uk/guides/change-management/-types-of-change [Accessed 20 Mar. 2017].
  4. Kaminski, J. (2017).Theory applied to informatics – Lewin’s Change Theory | Canadian Journal of Nursing Informatics. [online] Cjni.net. Available at: http://cjni.net/journal/?p=1210 [Accessed 20 Mar. 2017].
  5. Kotter, J. and A. Schlesinger, L. (2017).Choosing Strategies for Change. [online] Harvard Business Review. Available at: https://hbr.org/2008/07/choosing-strategies-for-change[Accessed 20 Mar. 2017].
  6. Eisenbach, R., Watson, K. and Pillai, R. (2017).Transformational leadership in the context of organizational change: Journal of Organizational Change Management: Vol 12, No 2. [online] Emeraldinsight.com. Available at: http://www.emeraldinsight.com/doi/full/10.1108/09534819910263631 [Accessed 20 Mar. 2017].

 

 

Most effective leadership style to managing the work of subordinates

Which personal style should managers adopt to ensure success? What is the most effective approach to managing the work of subordinates? These questions have been extensively researched and debated over the last century, and while the consensus has moved away from ‘command and control’ to management and leadership towards more consultative and participative approaches, there is no single ideal, as the best approach may vary according to circumstances and individual characteristics” (CMI 2013).

 This blog focuses on the organizations’ effective need of managers or leaders, their roles and the qualities and style that can be adopted by organizations managers and leaders for success.

As of Mullins (2017) Management is considered an art of achieving organizational goals through the efforts of other people. Whereas, Yukl (2017) suggests that leadership is an intentional process of influencing people to facilitate better relationships and performance within the organization (Emeraldinsight, 2017).

Managers have set order and control in an association giving the set targets and characterized destinations and exercises that are reasonable for individuals to fulfill with the attention on obligations (Guides.wsj, 2017). Pioneers, then again, are individuals focused daring individuals and they utilize motivation as a strategy to regulate individuals and urge them to present thoughts in basic leadership to accomplish the coveted objectives (Plunkette, D, 2017). Since administration and authority are unique ideas, they cover between the required abilities. Be that as it may, if an association is working adequately then the administration and authority can work nearby each other (Ratcliffe, 2017).

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Organization is the route toward setting and fulfilling definitive destinations through its abilities: evaluating, affiliation, coordination, get ready and checking appraisal. Expert is: the ability to effect, to make others tail you, the ability to coordinate, the human side of business for “teacher”. Diverse examinations complement edges that distinctive organization of activity, calling them two remarkable methods. The words head and pioneer are all the time used to dole out a comparative person who leads, regardless, they address different substances and the standard qualification rises shape the course in which people around are influenced.

The qualification between being a manager and being a pioneer is clear. Organization is a calling. Organization is a calling. A pioneer is someone who people ordinarily complete their own specific choice, while a chief must be consented. A chairman may simply have gained his position of master through time and dedication given to the association, not because of his power qualities. A pioneer may have no legitimate capacities, yet his vision joins people behind him. Expert and organization are two considerations that are frequently used equally. In any case, these words portray two particular thoughts. Organization is just a single basic section of the planning limit. A boss can’t just be a pioneer; he in like manner needs formal master to be effective. Best way to manage the work of subordinates.

  1. Coach Behind Closed Doors; Praise in Public
  2. Remember You Don’t Know It All
  3. Prioritize Priorities
  4. Walk in Others’ Shoes
  5. Be Fair Above All Else

Picture4

One of the best case of a pioneer who positively affects his kin is Mr. Charge Clinton. He was the person who upheld different battles against HIV/Helps, Tuberculosis, Intestinal sickness and nursery gasses. On the opposite side, the most exceedingly terrible case of authority is Volkswagen’s current carbon di oxide discharge embarrassment. The President, Mr. Martin Winterkorn effectively conned the general public by offering high CO2 transmitting autos and later got denounced for the same. What he did was genuinely unlawful, totally dishonest and hurtful for the general public in general.

One of the best case for administration can be Mr. Elon Musk. He can without much of a stretch persuade individuals and make them put stock in his dreams and missions. His dreams are awesome. He is the Chief of space ex, Tesla engines and executive of sun powered city. His vision is to set up a state at Mars. His dreams might be farfetched for the present, yet his diligent work and knowledge helps him make them genuine. His initiative style dependably accumulates individuals to work for him and to change over his dreams into reality. Like Steve Occupations, Musk is a visionary and a virtuoso, however maybe his most exceptional qualities are his faith in his own vision, his drive and his steadiness, declining to acknowledge impediments in his way.

In conclusion, it is believed that great leadership depends on the organizational situations. It fairly depends on the factors like how stable is organizational environment, its flexibility towards change, level of skills possessed by the employees etc. (MeetTheBoss, 2017) Management develops leadership styles that works consistently with their business environment whether it is Directing – telling peers what to do, Coaching – working closely with peers, Supporting – helping peers when needed, and Delegating – building blind trust to let peers work on their own (Young, 2017). As an example, mentioned in my second blog on diverse teams, managers look for collaborative leadership to produce better outcomes in the businesses. Hence it is evident that managers need to recognize which style fits better in accordance with the work environment and organizational culture.

 

 

 

References:

  1. (2017).“Leadership”: a perniciously vague concept: International Journal of Public Sector Management: Vol 25, No 1. [online] Available at: http://www.emeraldinsight.com/doi/full/10.1108/09513551211200276 [Accessed 8 Mar. 2017].
  2. wsj. (2017).What do Managers do? – Management – WSJ.com. [online] Available at: http://guides.wsj.com/management/developing-a-leadership-style/what-do-managers-do/ [Accessed 8 Mar. 2017].
  3. Ratcliffe, R. (2017).What’s the difference between leadership and management?. [online] the Guardian. Available at: https://www.theguardian.com/careers/difference-between-leadership-management [Accessed 8 Mar. 2017].
  4. com. (2017).Forbes Welcome. [online] Available at: https://www.forbes.com/sites/markmurphy/2015/07/09/which-of-the-4-leadership-styles-is-yours/#5b32bf9922d8 [Accessed 8 Mar. 2017].
  5. com. (2017).What is laissez-faire leadership? definition and meaning. [online] Available at: http://www.businessdictionary.com/definition/laissez-faire-leadership.html [Accessed 8 Mar. 2017].
  6. Adesugba FCIArb, A. (2017). [online]http://www.linkedin.com. Available at: https://www.linkedin.com/pulse/leadership-styles-corporate-governance-adesoji-adesugba [Accessed 8 Mar. 2017].
  7. com. (2017).Fiedlers Contingency Model. [online] Available at: http://www.managementstudyguide.com/fiedlers-contingency-model.htm [Accessed 8 Mar. 2017].

The challenge of managing diverse teams

Diversity is said to be the mother of creativity.

“Research has consistently shown that diverse teams produce better results, provided they are well led. The ability to bring together people from different backgrounds, disciplines, cultures, and generations and leverage all they have to offer, therefore, is a must-have for leaders” (Ibarra and Hansen 2011: 71).

With the changing workplace and an ascent in globalization, organizations are taking lift at a quick rate. It has incredibly changed and impacted the business financial matters and socioeconomics through expansion in the workplace (Diversityjournal, 2017). The expression “group assorted qualities” highlights the distinctions among individuals in the workplace as far as race, ethnicity, sexual orientation, foundation and that’s only the tip of the iceberg (Multiculturaladvantage, 2017). Due to the expanded rivalry in the business world, pioneers tend to anticipate assorted groups. “In any case, there are standards that pioneers had been concentrating on as far as group assorted qualities i-e.,

The segregation and-reasonableness worldview: Pioneers in the bureaucratically organised association investigate fairness and reasonable medications with controlled observing and reward frameworks for each person.

The Get to and-Authenticity Worldview: Pioneers think the organization needs a statistic assorted workforce to get to separated markets. The Rising Worldview Learning-and-Adequacy: Pioneers search for differences that empowers firms to initiate representative’s viewpoints into business practices and techniques (Harvard Business Audit, 2017). This outlook change is urging pioneers and chiefs to take obligations on empowering their representatives from differing foundations to utilize their skills and add to the event of the association. (Harvard Business Audit, 2017)

There exist various confirmation supporting the way that differing groups if lead well makes fortunes for the association. Mikael Ohlsson President of Ikea, Paul Piece Chief of Merisant for instance express that their initiative on differences is Vision and Esteem driven where individuals from various culture and foundations tend to move each other more. (Harvard Business Audit, 2017). Uniting individuals from various societies, is an unquestionable requirement have capacity of a decent pioneer (Ibarra and Hansen 2011:71). To be an effective pioneer, to confront the difficulties of dealing with an assorted group and to disregard the battles, the pioneer must have a fundamental comprehension of the way of life of the distinctive individuals in the association.

As per Harvard Business Study in the UK, Socially Assorted initiative groups are more quick witted on the grounds that the separated ethnicity brings concentrate on actualities, and conveys inventiveness to business (Harvard Business Audit, 2017). Transformational pioneers assume a key part in overseeing different groups. Alluding to my first blog, transformational pioneers are the influencers. In a various workplace, as indicated by Gotsis and Grimany (2017) these pioneers display key dreams to their devotees as well as empowers them to utilize their mutual perspectives in adjusting the vision through encouraged information consequently lessening all hindrances in assorted groups (Gotsis and Grimani, 2017).

In any case, it is not generally the situation where differing qualities brings benefits. Some of the time there are challenges that pioneers with various groups’ face i-e., the distinction in view of states of mind, dialect, sexual orientation disparity and so forth (Saxena, 2014). For instance, AT&T being trailed by different groups got sued for $10bn in a race segregation claim (Rosenbaum, 2017). In these cases, the question that emerges is; the thing that Pioneers and Chiefs can do to make differing groups viable? In reply to that conversely with group arrangement display, groups experience four phases as Framing, Raging, Norming and Performing (Limitless, 2017).

Picture2

Summing up, Pioneers and administrators may utilize this model to urge the supporter to sustain the confidence of openness by urging the representatives to express their positive perspectives and take part in the basic leadership in groups that are divergent and offer preparing projects and utilize charm to bolster assorted groups and societies and lessen separation at each level to advance differences as a valuable strategy for accomplishment in organizations (increasingly, 2017). I trust clashes can never be maintained a strategic distance from so it is vital to take after an esteem driven approach in the working society to be a motivation for others.

 

 

 

References:

  1. Harvard Business Review. (2017).Are You a Collaborative Leader?. [online] Available at: https://hbr.org/2011/07/are-you-a-collaborative-leader [Accessed 29 Mar. 2017].
  2. Diversity in the Workplace: Benefits, Challenges and Solutions. 2017.Diversity in the Workplace: Benefits, Challenges and Solutions. [ONLINE] Available at: http://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-benefits-challenges-solutions.asp. [Accessed 04 March 2017]
  3. Advantages and Disadvantages of Diversity in Workplace | Chron.com. 2017.Advantages and Disadvantages of Diversity in Workplace | Chron.com. [ONLINE] Available at: http://smallbusiness.chron.com/advantages-disadvantages-diversity-workplace-3041.html. [Accessed 04 March 2017]
  4. com. (2017).What Globalization Means for Diversity and Inclusion Efforts. [online] Available at: http://www.diversityjournal.com/4919-what-globalization-means-for-diversity-and-inclusion-efforts/ [Accessed 6 Mar. 2017].
  5. Harvard Business Review. (2017).Making Differences Matter: A New Paradigm for Managing Diversity. [online] Available at: https://hbr.org/1996/09/making-differences-matter-a-new-paradigm-for-managing-diversity [Accessed 6 Mar. 2017].
  6. Lebowitz, S. (2017).Scientists say your personality can be deconstructed into 5 basic traits. [online] Business Insider. Available at: http://uk.businessinsider.com/big-five-personality-traits-2016-12?r=US&IR=T [Accessed 6 Mar. 2017].
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Leadership and Ethics

The purpose of this blog is to understand what leadership is, what the theory explains about leadership and what role ethics play in leadership. 

This blog is a brief debate on leadership and ethics where it summarises the importance of ethical leadership and how different theories relate to it following with the examples. There are many organizations best known for their leadership where as many organizations and leaders exist who have become examples for the world to know what bad leadership is and what it leads to which is discussed in detail in this blog.

Leader is the one who can drive his followers through motivation and can transform visions to reality and can empower others through his behaviour (Forbes, 2017) Leadership is said to be adaptive; it adjusts the behaviour of the surroundings and people and he observes the state of the organization and makes it adaptive and it also acts on people’s feelings and link it to the people’s instincts (Stevenmsmith, 2017)

In this era because of the changing dynamics of the 21st century, leaders are re-thinking their leadership techniques because the demand for ethics is high among the organizations (Jooste, 2017). The leaders are re-thinking the concept of leading people and are focusing more on how to behave than to generate (Jooste, 2017). Because the actions are interconnected, it can affect the employees if the leader is unethical.

The theories have been derived by the theorists to study the leadership roles in detail. From trait theory to situational theory, theorists have evolved the role of leadership with additions to new findings. As per Doyle, M. E. and Smith, M. K. (2017), in relation to ethical leadership; there is an emphasis on the study of the behavioural leadership which states that leaders are defined by their behaviours in certain situations which focuses on what they do rather than what their qualities are. Where the trait theory talks about the idealistic characteristics of the leaders stating that it is an inborn quality which cannot be learned and is only found in successful leaders (Academlib, 2017).

Interlinking Ethics and Leadership; ethics is a set of standards for norms and behaviors that people reflect upon in certain situations. It is about making the right decisions with high morality and defined values (Bonde et al., 2017). In the context of ethical theory, there is a distinction between deontological and the teleological theory. The deontological leadership is based on the duty or the mandatory obligation to get the work done and is described as a value of self and morals while the teleological leadership is based on the recognition of right and wrong behaviours and knowing their consequences (Rhchp.regis.edu, 2017).

Every year companies are nominated are ethical. These companies win on ethics because of their leaders that identify their company’s values and implement their behaviour in the employees (Forbes, 2017). Mike Berry the CEO of Marks & Spencer’s UK looked for sustainable change of the model of organization and felt the need to engage the customers in the sustainable change and he developed the internal skills necessary to drive ethics into the company (Ethicalcorp, 2017)

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(Kfknowledgebank.kaplan, 2017)

On the other-hand, Apple’s CEO Tim Crooks is also one good ethical leader where he ethically ran his company and made Apple the world most selling brand he made changes to his ethical perspective and made his organization more sustainable and made the workplace more engaging (Independent, 2017)

There is a counter debate on the following topic as well. Not all the organizations and the leaders are ethical and not all organizations are successful with ethics where the corporate corruption is widely spread and leaders somehow come as crooks that destroys the company impacting the employees (Harvard Business Review, 2017) Enron is the far most the best example of a fall of ethical leadership in its context. The CEO got bankrupted and impacted Andersen which was the largest audit firm and became the reason of its downfall as well (Forbes, 2017)

Summarizing the debate, in my view it is important for the leaders to possess ethics in their behaviour and because leaders are the influencers so they possess the ability to solve the motivational issues within the organization which can be ether the unfair behaviours in the organization, or the dishonesty. If the leaders do not preach honesty, the employees will consider it fine to follow the same behaviour (Employee-motivation-skills, 2017). For organizations to build strong ethics they must know how to drive ethics within the workplace and apply policies which they follow and ask the employees to follow as well and this understanding of ethics lead the company to the right direction. And to beat the unethical issues is to train the staff it is important for leaders to let the employees recognize the difference of right and wrong (Employee-motivation-skills, 2017).

 

 

 

References:

  1. Jooste, G. (2017). ETHICAL LEADERSHIP. [online] proquest.com. Available at: https://search.proquest.com/docview/1413256154/fulltextPDF/986826F870124433PQ/1?accountid=10286 [Accessed 3 Apr. 2017].
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