Evaluating Ryo Tsukumo's Leadership Style at Tsukumo Productions

Tsukumo Productions’ Leadership School of Business, Portland State University BA 302: Organizational Behavior

1 Introduction Managers have different types of leadership styles in the workplace. Leadership styles vary based on the work culture and the manager’s personality. How a manager leads at work can impact overall organizational performance, creativity at work, and happiness and belonging. Therefore, managers need to be aware of how effective their leadership is. For this discussion, Ryo Tsukumo, the current president of Tsukumo Productions’ will be evaluated on his leadership effectiveness. First, Ryo’s leadership style will be discussed, which is transactional leadership. Then, discuss the potential outcomes of his leadership and compare his strengths and weaknesses. Finally, provide recommendations to the president for being an effective leader.

2 Overview of the Organization Tsukumo Productions is an idol agency. It mainly manages a group called ZOOL, consisting of four young men. ZOOL consists of the leader Touma and his groupmates Haruka, Minami, and Torao. President Ryo Tsukumo recruited all four men. Ryo’s vision is to sink all other idol groups. Ryo always despised idols. He made an overall goal to end the idol industry. He created ZOOL and the agency to retaliate against the top groups, IDOLiSH7, Re:vale, and TRIGGER. Ryo Tsukumo is a capable leader for Tsukumo Productions. ZOOL became popular thanks to the president’s actions, which are questionable. He manipulates his associates into partaking in his schemes and creates fake news to hurt his competitors’ reputations and lower their morale. He will do anything to eliminate IDOLiSH7, Re:vale, and TRIGGER.

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3 Findings Ryo Tsukumo practices transactional leadership. According to Bauer and Erdogan (2021), transactional leaders ensure employees behave appropriately for an organization and provide contingent rewards. These leaders manage by exception. In other words, they leave employees to do their jobs without interfering (Bauer and Erdogan, 2021). Ryo convinced each Touma, Minami, Haruka, and Torao to join his agency. He knew they all had grudges against members of IDOLiSH7, Re:vale, and TRIGGER. He promises them they all can make ZOOL thrive. Ryo is only using ZOOL to take down the three idol groups. Ryo used ZOOL’s emotions as a motivator for doing so. Ryo successfully ensured that ZOOL behaved appropriately for Tsukumo Productions and rewarded them when they finished a job. His reward for them is that ZOOL sees their rivals fall apart. They had been successful in taking out TRIGGER. Ryo demonstrated management by exception here. He wanted to create a scandal against Yaotome Production’s president, Sosuke. Yaotome Production is TRIGGER’s agency. Ryo left this job for Torao. All Torao needed was to allure Sumire, a solo idol, and manipulate her into partaking in the scheme. Torao is from a wealthy family and promised to marry Sumire. Sumire was excited about the idea. In truth, he was only using her to bait Sosuke into meeting her in person, then having her “accidentally” fall into his arms at a hotel. Torao took a picture of them seemingly embracing and uploaded it online. News started spreading that Sosuke had been in an affair with Sumire. Sumire supports the claim in her blog. With that, Tsukumo Productions successfully ruined TRIGGER’s reputation. Ryo did not need to intervene to create the scandal. He had Torao do everything.

4 As such, President Ryo Tsukumo displays strong leadership. His transactional leadership was effective. ZOOL obliged to his goals because of their shared hatred for IDOLiSH7, Re:vale, and TRIGGER. He used Torao’s rivalry with Ryunosuke, a TRIGGER member, to make the scandal happen. He also manages by exception, as seen from Torao’s involvement in creating the scandal. Ryo did not need to intervene for it to happen. Even though Ryo’s leadership has its strengths, it also has a weakness. Ryo’s behaviors have made ZOOL members distrust him. Touma was vocal about his discomfort with Ryo’s schemes. Because Touma is uncomfortable with the scheming, it shows his distrust towards Ryo. According to Bauer and Erdogan (2021), trust comes from employee’s positive perceptions of their leader. Leaders should show integrity, fairness, and predictability. Ryo does not show those characteristics, however. ZOOL may be motivated to act on Ryo’s schemes. However, distrust can also be harmful to Tsukumo Production’s work environment. When employees trust their managers, it will improve employee engagement and an organization’s overall performance (Hansen et al., 2011). Since Touma already distrusts Ryo, Tsukumo Productions has a weakened overall performance, and Touma’s engagement with the agency has lessened. Ryo’s leadership is ineffective at the moment. ZOOL and Ryo’s goals are aligned. They want to take out IDOLiSH7, Re:vale, and TRIGGER. By doing that, ZOOL’s popularity will rise. They will then become the top idol group. However, ZOOL’s members may also start distrusting Ryo. Similar to Touma, they will think Ryo is dangerous to work with. They need to put aside their vendettas first before then. ZOOL’s disagreement with Ryo’s vision could harm Tsukumo Production’s overall performance.

5 Recommendations ZOOL members are starting to distrust President Ryo Tsukumo. Their only connection with the president is through their hatred of the idol groups. ZOOL will eventually not want to work for the president anymore. Having both transformational and transactional styles will help President Ryo Tsukumo. Leaders can maximize their effectiveness by practicing both transformational and transactional styles (Bauer and Erdogan, 2021). Some traits of a transformational leader that would help the president are building interpersonal relationships with ZOOL and having individualized consideration for ZOOL According to Rzepka and Lesniewski (2019), building positive interpersonal relationships helps managers be more competent. Ryo Tsukumo sees ZOOL as an asset but not as people. To him, they are tools for defeating the idol groups. He does not try getting to know ZOOL personally or care about their success. Ryo Tsukumo getting to know ZOOL personally would help him understand them and make decisions fitting for the agency. After all, ZOOL is a core component of Tsukumo Productions. The president getting to know more about ZOOL will help him learn about their dreams and aspirations. Why they were interested in being a part of an idol group? A study done by Reese et al. (2023) suggests that encouraging employees to meet their dream goals boosts their overall happiness and fosters a psychologically safe environment. Ryo Tsukumo building positive interpersonal relationships with ZOOL and encouraging them to meet their dream goals will make them respect him as a leader. By doing those things, ZOOL will feel more connected to him and be at ease for sharing ideas, resulting in more creativity at Tsukumo Productions.

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6 Relating to understanding ZOOL, another recommendation for the president is to have a leader-follower regulatory fit. A leader-follower regulatory fit enhances followers’ task effort (Hamstra et al., 2014, p. 653). When there is this regulatory fit in an organization, employees are more engaged, a sign of leadership effectiveness. President Ryo Tsukumo should align his strategies to fit ZOOL’s values. President Ryo Tsukumo’s scheming against TRIGGER made Touma uncomfortable. He and Touma have little leader-follower regulatory fit. The scheming goes against Touma’s values. Touma may even quit working for Tsukumo Productions. Ineffective leaders do things that agitate their employees and make them leave their organization. An intrinsic need for employees is having relatedness to people at work (Reese et al., 2023). Employees who feel they can relate to people at work will feel they belong in the organization. When employees feel a sense of belonging, they are more engaged in doing their jobs. Ryo needs to stop scheming and help Touma feel more engaged. Instead of using ZOOL to sabotage the other idol groups, how about he finds joy in seeing their growth? The four men from ZOOL are all rejects from the industry or people from their lives. The one thing they need the most now is each other and an encouraging leader. Ryo Tsukumo should use strategies that fit with ZOOL’s values and guide them to reach their dreams as their president. That way, they will be more engaged in doing tasks. The first step for President Ryo Tsukumo is to change his ways. When he does that, he will connect with ZOOL more. It is also essential for him to do so for his agency. Idol agencies rely on other entertainment companies (TV, radio, advertisement, etc) to function. Those companies offer idol groups jobs besides singing and dancing. Ryo could cause ZOOL to lose

7 out on job offerings. Ryo Tsukumo is the face of Tsukumo Productions. It would be in his best interest to start practicing corporate social responsibility. Practicing corporate social responsibility will benefit Tsukumo Productions. Businesses that practice corporate social responsibility tell partner companies it is credible and transparent and create lasting business-to-business relationships (Lee, H. and Lee, S.H., 2019). Corporate social responsibility is essential for any business. ZOOL is on the rise for fame. ZOOL is also a newly formed group. Being new, they have not shown as much credibility with other entertainment companies as the other groups have. They are thriving in the short run. In the long run though, when companies find out the president of Tsukumo Productions was involved in creating TRIGGER’s President Sosuke’s scandal. They simply will disassociate themselves from Tsukumo Productions. ZOOL will lose all their fans and job offerings. Then Tsukumo Productions will be the agency to sink like TRIGGER did. Ryo Tsukumo is meticulous enough to hide his wrongdoings from the public. Secrets are never forever, however. Ryo Tsukumo can choose to do the right thing by admitting it. It will come with costs. He will hurt ZOOL’s and Tsukumo Productions’ reputations. Perhaps the consequences are less severe when he owns up to it and shows he values corporate social responsibility. Some entertainment companies may be forgiving. Even newer ones will feel comfortable working with Tsukumo Productions now. Recommendations are based on weaknesses that need to be addressed. He can consider building positive interpersonal relationships with ZOOL, have a leader-follower regulatory fit with ZOOL, and practice social corporate responsibility.

8 Conclusion Tsukumo Productions is an idol agency that works with ZOOL. ZOOL is a core component of the agency. It consists of four young men Touma, Minami, Haruka, and Torao. President Ryo Tsukumo is a transactional leader. He successfully motivated ZOOL to become an entertainment group and sabotage TRIGGER’s reputation. However, his schemes created distrust. Touma was uncomfortable with them. The distrust can harm ZOOL’s engagement and Tsukumo Production’s overall performance. Some recommendations for the president were to build positive interpersonal relationships with ZOOL, have a leader-follower regulatory fit with ZOOL, and practice social corporate responsibility.

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9 References Bauer, T., & Erdogan, B. (2021). Organizational Behavior: Bridging Science and Practice. FlatWorld, 408-410. https://scholar.flatworldknowledge.com/books/34756/preview Hansen, S.D., Dunford, B.B., Boss, A.D., Boss, R.W., & Angermeier, I. (2011). Corporate Social Responsibility and The Benefits of Employee Trust: A Cross-Disciplinary Perspective. Journal of Business Ethics, 102(1), 29-45. https://www-jstor-org.proxy.lib.pdx.edu/stable/41475999?sid=primo&seq=13 Hamstra, M.R.W., Yperen, N.W.V., Wisse, B., & Sassenberg, K. (2014). On the perceived effectiveness of transformational-transactional leadership: The role of encouraged strategies and followers’ regulatory focus. European Journal of Social Psychology, 44, 643-656. https://onlinelibrary-wiley-com.proxy.lib.pdx.edu/doi/pdf/10.1002/ejsp.2027 Lee, H., & Lee, S.H. (2019). The Impact of Corporate Social Responsibility on Long-Term Relationships in Business-to-Business Market. Sustainability (Basel, Switzerland), 11(19). https://www.proquest.com/docview/2398144269/fulltextPDF/2E670FC8518C4B99PQ/1? accountid=13265 Reese, A.L., Schaefer, S., Fedler, M., & Kercher, V.M. (2023). Dream BIG! The Power of Inspiring Employees to Pursue Their Dreams. Human Service Organizations: Management, Leadership & Governance, 47(5), 353-362. https://www-tandfonline- com.proxy.lib.pdx.edu/doi/full/10.1080/23303131.2023.2231510 Rzepka, A., & Lesniewski, M.A. (2019). Interpersonal Relationships Shaping the Manager’s Competencies in an Enterprise-Theoretical Analysis of the Research Problem. Modern Management Review, 24(26), 55-62. http://doi.prz.edu.pl/pl/pdf/zim/391

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