Ricardo Selmer Case Study

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Brigham Young University, Idaho *

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321

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Philosophy

Date

Dec 6, 2023

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docx

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2

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What are the root problems in the case? The root problems are the controlling and obsolete management rules. And also, the leadership style. What are the personal and organizational reasons that led Ricardo Semler to change his leadership style so drastically? He became aware that his health was compromised due to the amount of stress he was under. So, he understood that he couldn’t keep that lifestyle for much longer because it was consuming his health and life quality. He felt the employers unmotivated and pressured by their jobs and the methods used to control them. He wanted an organization with more freedom, where people felt trusted and with a lively atmosphere How would you characterize Semler's early leadership Style according to the article Leadership That Gets Results? Explain. I would characterize his early leadership style as Coercive, mainly due to its negative impact on the organization’s climate. What would you consider to be your current leadership style according to the article? Explain. I would consider as Democratic, because it focuses on team leadership and forming a consensus through participation. Which Ricardo Semler—early or late—would you rather have as your boss? Why? Which Semler would you rather have working for you? The Ricardo Semler after the changes. I would feel much more motivated and work better if I were feeling better at the organization. And as a consequence, be less stressed. To what extent do you think Semler would succeed as a leader in other types of organizations? I think we would succeed in other types as organizations as well, because like he said, “Humankind is no different anywhere in the world”, so the way an organization treats its employees and how they feel, can follow the same pattern even on different businesses.
Is it better to be loved or feared? Which motivates you more? I feel more motivated if loved. That would make me care more about people who I am involved and give me purpose. In leadership to the ends (results) justify the means (the way you get results)? Explain. No, they don’t. The ideal leadership style should consider all the parts involved. And with this philosophy, people may feel unmotivated, stressed and won’t perform their best.
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