Answer

1. Organizational Leadership

   Question 1

   The leader who has inspired me is Henry Ford.  Henry Ford was an American business magnate and industrialist, the originator of the Ford Motor Company, and a leading developer of the assembly line system of mass production (Long, 2016). One of the things that fascinate me about Henry Ford is his leadership style.  Henry Ford was considered a master in being the people’s personality. Possessing an intrinsic sense of understanding and appreciation for others’ value, Henry Ford comprehended this workforce’s everyday needs and the difficulties of those around him (Swid & Ragab, 2018). For instance, while competing companies settled their workers a salary of hardly above $2 per hour, Henry Ford increased earnings to $5 per hour. Moreover, he also lessened work shifts from 9 hours to 8 hours. Not only does this movement demonstrate his recognition of his workforce, but it also enabled him to earn staff commitment.

   While one might consider staff incentive to steer Henry Ford’s systems granting tremendous pay, that is not necessarily the case. Henry Ford’s management approach stretched way beyond this factor. Ford was considered a revolutionary when it came to matters concerning inclusion and diversity. He often employed women, the disabled, and the youths (Long, 2016). Studies indicate that Henry Ford hired more than 900 individuals with inabilities, and had at least sixty-two origins depicted in his team. Moreover, Ford ensured that his healthcare advantages were accessible to all his employees, including the Lesbian Gay Bisexual, Transgender (LGBT) community (Swid & Ragab, 2018). At the core of the resolution, recognizing others’ value, and having emotional intelligence are Henry Ford’s great leadership attributes.  

    

    

   Question 2

   Effective leadership makes employees devote more energy to their duties and yield productive performances. Since administration is considered essential to managing an organization, all companies must evaluate how well leaders execute leadership in different organizations. Generally, influential leaders act in an observing performance and manifest a high level of empathy (understanding) towards their workforce (Madanchian, Hussein, Noordin & Taherdoost, 2017). Likewise, influential leaders can declare their authority without being distinguished as oppressive or hardened. Nonetheless, effective organizational leaders are considered remarkably efficient at implementing systematic, detailed, and timely communication with their staff, as well as connecting role interactions and reliability among the team (Truninger, Ruderman, Clerkin, Fernandez & Cancro, 2020). Conclusively, to assess a leader’s effectiveness in an organization, I would evaluate the level of understanding and the association between the leader and the employees.

   One of the leaders who fit the leader’s description with empathy towards his employees is Henry Ford. Ford demonstrated this by advocating for diversity and inclusion. Moreover, he paid his workers more than the industry average since he comprehended the needs and the problems of his workforce (Madanchian et al., 2017). Ford ensured that his workers received a decent wage and affirmed he had a productive relationship with his crew. Consequently, this motivated the workers to be more devoted to their work obligation, thus increasing their productivity. Conclusively, influential leaders incorporate empathy, diversity, and inclusion in the leadership style, just the same way Henry Ford did.

    

    

Answer

Assessing Risk and Reward

The Nissan Motor Company is one of the leading automobile makers in the world. The Japanese carmaker has primarily enjoyed a successful run, allowing it to enter various regional and international markets such as the United States. However, the changing business environment was not favorable to the company in 2019. Notably, the cooperation recorded losses amounting to 7.8%. The experience pushed the management into making tough decisions, requiring almost all of its North American workforce to go for unpaid leaves.

In late 2019, the company announced that the decline in sales necessitated a two-day unpaid leave for the North American workers. The stated days for the vacation were January 2 and 3^rd    (Chicago Tribune, 2019).  Notably, this move was a crucial decision for the company because of its conflicting impacts. Whereas on the positive side, it could help the firm minimize expenses, it threatened to affect the public perception of the company regarding employee welfare.

The rewards for the decision involved cutting expenses by not paying the workers on leave, which eventually would translate into reduced expenses. Another reward was that the decision could allow the company to optimize performance by evaluating employee performances then developing new milestones. However, on the low side, the company risked affecting its public image and brand name, especially in the North American market. As per Chakravorti (2010), the way an organization treats its employees influences the firm’s public perception. Thus, Nissan risked eliciting a negative public perception. With a distorted public image, the company could fail to revive its declining sales.

I would have advised the management of Nissan to utilize the Predictive Analytic perspective in determining the right decision to take. Ideally, the approach tries to predict what might happen in the future if particular decisions or actions are undertaken at the moment (Traymbak & Aggarwal, 2019). Looking at the situation at Nissan, the company needed to develop a goal such as increasing sales. After that, they would have made decisions aimed at realizing the set goal. In this regard, the predicted outcome could give the management an overview of whether more risks existed or significant rewards could be realized.

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