Assignment Sample on Global Healthcare Management and Leadership
Introduction
Organisational change is referred to actions through which a company or a business aims at altering major components within organisational culture. Organisational change is influenced by various factors such as “shifts in organisational culture, implementation of new technology and adoption of new business models”. Organisational change management process along with strategic leadership is applied in companies for ensuring achievement of success. In organisational change, leadership is important as leaders have to be courageous while taking risks and motivate employees and followers to support ongoing transition.
Purpose of this study is to analyse leadership traits and leadership helps in mastering changes within organisational context by leading followers and employees. It would involve different frameworks and models such as “Lewin’s 3 step framework and Kotter’s step model” for experiencing institutional complexities. This study would further demonstrate organisational behaviour and role of ethical leadership by specifying organisational activities and actions taken by key personnel. In this study role and impact of strategic and ethical leadership would be explained in building a high-performance team by applying relevant tools such as GRIP model and Belbin’s theory. A personal reflection would be presented by understanding leadership experience and leading emotional intelligence through VUCA framework.
Task 1: Leading change – role and impact of strategic leadership
Leadership refers to specific capability of personnel, working within organisations who lead a whole team towards success. In this context certain skills, capabilities and styles of motivating others are associated which need to be changed on the basis of organisational requirements. “Democratic”, “Autocratic”, “Strategic”, “Transformational”, “Authoritative” and “Coaching” are significant types of leadership approaches (Skopak & Hadzaihmetovic, 2022). However, Strategic leadership aims at delivering multiple styles of leadership practices within organisations on the basis of requirements. In light of this, “strategic leadership” helps to accelerate production and improve quality of work through promoting innovation within organisations (Mansaray, 2019). As per this overview, it can be stated that under strategic leadership, employees can become more independent, productive and employee-engagement can be enhanced towards organisational goals and objectives. Apple, a global “tech-giant”, headquartered in USA, provides high quality digital devices among global audiences and has involved appropriate leadership styles. As per this consideration, global revenue of Apple has reached nearly around “94.84 billion U.S. dollars” in financial year of 2023 (Laricchia F. , 2023). This reflects global importance of this company which needs strategic intervention regarding leadership qualities. On the other hand,“164 thousand employees” were employed in Apple by 2022 which represents the massive volume of employees working under this company (Laricchia F. , 2023). Hence, it can be conceptualised that efficient leadership styles are to be delivered by leaders of Apple to motivate and control this number of employees.
Role of Strategic Leadership
Anticipating: Strategic leaders are required to contemplate risks within businesses performance patterns within organisations. In this measure, skills like “problem-solving”, “critical thinking”, “communication” and “ability to motivate others” play a great role (Calma & Martin, 2021). Hence, it can be stated that strategic leadership helps to promote a strategic pattern within organisations in terms of achieving organisational goals. In context of Apple, Steve Jobs, CEO of this company, represented an “Autocratic” style of leadership which was required to manage complex tasks of running a global organisation (Dudovskiy, 2023). Thus, anticipating risks and developing mitigation strategies are important roles of strategic leaders.
Managing challenge: Challenges are to be managed by leaders which are one of great roles to be performed by strategic leaders. Regarding this, during promotion of “iPhone 14” by Apple in China, adversities regarding COVID-19 took place which resulted in a “seven-day lockdown” in region of Zhengzhou (Tripp, Che, & Wakabayashi, 2022). This caused a barrier for Apple to increase productivity and that was a great challenge for leaders of this company. Hence, it can be understood that strategic leaders are required to manage multiple risks through efficiency and skill of problem solving as well as critical thinking.
Interpreting organisational goals: In terms of analysing organisational goals, communication is one of major responsibilities of organisational leaders through which employees can be motivated and organisational objectives can be explained properly (Dirani, et al., 2020). In this context, Apple conducts employee-training to improve skills and capabilities of them to meet organisational needs which is thereby facilitated and monitored by experienced leaders (Apple, 2020). Therefore, strategic leaders are required to ensure improvement of employees through explaining organisational goals to increase their engagement towards own roles and responsibilities.
Decision making: One of major responsibilities of strategic leaders is making beneficial decisions which are effective for organisations to meet both long- and short-term goals. In light of this,“EU anti-competition probes” were faced by Apple which presented issues like “installing apps from only Apple’s store” and “limiting the facility of tap-and-go among Apple’s users only” (Kelion, 2023). In this scenario, effective decisions were made by Apple’s leaders to retain stability within organisation. Hence, it can be stated that, strategic leaders need to possess skills of effective decision making to improve organisational performance.
Required Leadership Strategies
Considering current institutional complexities, it is necessary to adopt a strategic leadership style that would help in dealing with uncertain situations. Through analysis of strategic leadership styles such as autocratic leadership, situational leadership and ethical leadership, it can be stated that application of an ethical leadership strategy would help in dealing with ethical issues within workplace such as discrimination and partialities. From this context, it has been explained that current organisational or institutional challenges involve lack of effective collaboration among employees and discrimination against race or gender (Tzovara, Ishmael Amarreh, Chakravarty, DuPre, Grefkes, & Haugg, 2021).
Figure 1.1: Lewin’s 3 Step frameworks
(Source: Created by Author)
Change management within an organisation is necessary as it helps in finding organisational values and sustaining employees during change management model. Lewin’s change management model includes three individual steps that are “Unfreeze, Change and Refreeze” that ensures acceptance of change in a strategic process (Ratana, Chan, & Dumitrascu, 2020). Following this process Apple needs to unfreeze its current organisational culture by preparing employees to adopt changes. During change, it needs to implement desired changes through technology and innovation. Finally, when the change is over, it needs to refreeze its organisational culture by solidifying changes which would be accepted by all employees. This way, Apple can use its organisational culture and leadership strategy for accepting changes within its business and operations.
Kotter’s 8 step model is associated with a change management process that involves 8 individual steps. As per Figure 2, 8 steps are, creating “urgency”, “coalition”, “vision and strategies”, “communicating vision”, “removing barriers”, “short-term wins”, “building change” and “establishing change”. Following these steps, it is necessary for Apple to create urgency regarding change, and later building a guiding team for employees to secure the urgency. Further this model helps in developing the vision related to change and empowering actions (Laig & Ferdinand, 2021). This model needs to be adopted by Apple for ensuring changes in organisational context and making changes stick to personal perspectives of employees.
Task 2: Organisational Behaviour, Impact on Society and Role of Ethical Leadership
Organisational culture of Apple, revolves around innovation and it is primarily known for its “innovations in hardware, software, and services”. Apple currently employs more than 137,000 employees globally and generated $260 billion in revenue in 2019 (Apple, Environmental Social Governance Report, 2022). Apple started its journey with the hands of Steve Jobs and it followed an organisational design associated with leadership strategy including a conventional organisational structure. The organisational culture at Apple is organised with expertise and functions that are aligned with taking right decisions. In this organisation, leaders are cross functional and they promote collaborative approach and deep knowledge while working (Apple, Business Conduct Training, 2023). Through analysis of organisational culture and leadership strategies it can be stated that inclusivity is promoted at Apple as employees and leaders are willing to adopt a collaborative approach within workplace for encouraging and motivating employees. Thus, Apple follows an ethical structure within its leadership and organisational behaviour.
Main purpose of Apple is to “to create products that enrich people’s daily lives” and for doing so it has focused on developing a strong organisational culture by creating a strong impact on society. It has expanded departments in its organisation for supporting and offering better work culture to its employees. For instance, in 1988, CEO of Apple headed only eight departments including “hardware, software, marketing, operations, services and support, sales, finance and legal”. Currently, CEO of Apple is heading 17 departments including, “design, hardware engineering, hardware technologies, software, services, AI and Machine Learning, marketing, and marketing communication” (Apple, Ethics and Compliance, 2023). Other departments under CEO are “operations, sales, retail, people, finance, legal, corporate communications, social and environmental policies and corporate developments”. Ethical perspectives of Apple are being maintained by “Corporate Social Responsibility” (CSR) for satisfying social and environmental objectives. In terms of CSR strategy, this company is promoting education, along with ensuring environmental sustainability and promotion of gender equality and women empowerment.
Leadership style in Apple is generally categorised into three categories that are “deep expertise, immersion to detail and willingness to collaborative details”. Apple involves a different approach from the conventional hierarchical model where general managers oversee managers. Rather it is an ethical organisation in which experts are leading experts for developing a deeper knowledge regarding innovation and promoting organisational culture (Apple, Business Conduct Training, 2023). Another most important factor which is associated with Apple’s change management involves “collaborative details” by formulating 40 specialist teams such as “camera software, reliability setting and motion sensor hardware”. Thus, Apple is fully focused on developing a strong organisational culture which is positively influencing surrounding environments and communities. Organisational culture in Apple is being aligned with “Sustainable Development Goals” (SDGs) proposed by United Nations. Considering SDGs, organisational culture of Apple is being aligned with environmental sustainability as it is enabling employees to promote “Net Zero” carbon emission by 2030. Apple has avoided 18 million metric tons of CO2 emission for maintaining SDGs associated with environmental sustainability. Through implementation of innovation, Apple is creating a positive impact on regular lifestyle of individuals by offering them suitable technology experience.
Ethical leadership is regarded as a strategic leadership model that aims at putting people in leadership and management by maintaining and promoting ethical conduct within workplace. From the studies of, it has been found that ethical leadership helps in dealing with ethical dilemmas within workplace and securing values and beliefs of employees (Metwally, Pablo, Metwally, & Gartzia, 2019). Ethical leadership helps in dealing with problems and issues that affect employee performance within an organisation for enhancing their productivity. Tim Cook who has been the current CEO of Apple stated that “we do the right thing, even when it’s not easy” which helps in understanding how ethical values are prioritised in Apple (Apple, Ethics and Compliance, 2023)
Ethical leadership strategy in Apple involves components of triple bottom line theory which is associated with three “P” factors that are “profit, people and planet”. Triple bottom line theory is regarded as a business concept which enables firms to measure their environmental and social impact along with their financial performance ( (Miller, 2020)). Applying triple bottom line theory, Apple is creating a capitalist economy to earn profit along with satisfying values and beliefs of people and planet. Thus, this theory has enabled Apple to undertake strategies for engaging local communities to create renewable energies for securing planet. This way, Apple is promoting strategies for engaging people to protect planet through a triple bottom line theory.
According to Apple, “Our Business Conduct and Compliance policies are foundational to how we do business and how we put our values into practice every day”. This helps in understanding ethical Approaches and leadership strategies used by Apple for creating a social and moral impact.
Task 3: Role and impact of strategic leadership in building high performing teams, and diversity practices in an organisation
Inclusivity is considered as diversity and inclusion strategy to increase number of employee engagement within multiple backgrounds in workplace on basis of ethnicity, gender, religions and disabilities. Elicited from this context, it has been found that for developing positive and high performing team in diversity practices, inclusivity is important skill to optimise strategic leadership activities (Cissna & Schockman, 2020). Main reason behind developing inclusivity in context of strategic leadership is to seek positive and purposeful modelling towards enhancing emotions and valuable outcomes in working. For example, in Apple, “inclusive leadership activity” has been followed for continuing build a culture and better world at workplace. Moreover, inclusivity in Apple indicated innovation within inclusive workforce by increasing 87% of female employees in leadership globally (Apple, Inclusive and Diversity, 2020). In light of this, application of inclusivity in strategic leadership helps to make continuous progress and undertake potential actions to tackle systematic biases in working. In diversity and inclusion, it is necessary to maintain and promote equality and for that “Equality Act 2010 (c. 15)” is required to be maintained. Equality act is primarily associated with maintaining inclusivity and diversion within workplace along with revoking ill practices such as “sexual harassment and discrimination against socio economic inequalities”. It also focuses on equal pay for reducing remuneration related inequalities within organisation.
Effective leaders have ability to communicate well and develop sense of purpose in working by acquiring inclusivity and diversity practices in team development. However, it has been argued that in the ever-changing workplace within VUCA global environment, it has been crucial by leaders to maintain flexibility and creativity among team followed by working (Iszatt-White & Saunders, 2017). Lack of managing creativity has negatively impacted on strategic development diversity and inclusivity among leaders and resulted on employee motivational aspects within Apple. Despite such issues in developing high performance team and diversity, use of inclusivity is effective to make decision with courage and make clarity on company’s visions to steer team with new direction. From this context, it has been sated that leading embrace changes and managing conflict by inclusivity and diversity practices helps leaders to maintain a high level of teams and increase adaptability towards changing business environments (Lena, 2020). For instance, Apple has considered inclusivity and diversity in employee management by ensuring “equal pay or pay equity practices” by “1: 1” (Apple, Business Conduct Training, 2023). Intersections of race and ethnicity with gender have been measured in Apple by applying inclusivity in leadership activities. Hence, it is important to acquire inclusivity and diversity practices in strategic leadership styles to develop high performance in the workplace and endures cultural values towards ultimate success.
Critical application of Beckhard’s GRIP model of team development
“Beckhard’s GRIP model” or high performing team development model mainly covers four individual areas such as goals, roles, process and interpersonal relations. It has been stated that the GRIP model is effective for embedding changing management of organisational systems by inclusivity of diversity practices and extending collaborative effort in team management (Sunitha, 2022). Application of this leadership and team development model helps to set primary activities as goals among team members by introducing credible strategy, aligned objectives and shared visions. For example, inclusivity development in strategic leadership assisted Apple to compute additional $55 million to “Racial Justice and Equity Initiative” (Apple, Ethics and Compliance, 2023). Prior commitment towards diversity practices has been beneficial for Apple to support inclusive design in the high performance team development process.
On other hand, it has been proclaimed that in the GRIP model, managing individuals’ roles, process and interpersonal relations are crucial for limiting decision making and effective information systems (Sommers & Grzadzielski, 2023). Thus, lack of decision making skills can disrupt collaborative team attributes, openness and accountability among team members. Despite such issues, it is important to acquire potential expertise in inclusivity and diversity leadership to measure interpersonal relations among team members by effective communication and conflict resolutions. Moreover, it has also been stated that assertiveness and cooperativeness are important factors in managing conflict in higher performing teams (Iszatt-White & Saunders, 2017) .
Task 4: Personal reflection on leadership development experience, leading with emotional intelligence in a VUCA world
Personal reflection and analysis of your leadership style, skills, behaviour and personal professional development
Kolb’s experiential learning cycle has been used in this study to comprehend reflection on leadership style, behaviour and professional development activities to be an ethical or strategic leader. Regarding this, Kolb’s experiential learning cycle is effective to develop real time experience and understanding on multiple stages of leadership activities (Wijnen-Meijer, Brandhuber, Schneider, & Berberat, 2021). Application of this experiential learning cycle helps me to develop my ethical leadership styles to face challenges in the VUCA global environment. According to the DDI report (2020), in on-going pandemic situations, leaders faced new challenges in remote working and felt difficulties in the communication process (DDI, 2020). In this regard, virtual empathy and effectiveness of ethical; leadership has dropped significantly. For example, it has been contradicted that under consequences of VUCA world, in Apple, over 500 employees had witnessed verbal abuse, sexual harassment and discrimination in the workplace (Nicas & Browning, 2023). Sudden claims on working policy of Apple has disrupted leadership activities of Tom Cook and reduced the reputation of the company as well. Through applying Kolb’s reflective model, I have acknowledged that in the global environment of VUCA, changing market demands and leading transformational change in teams can affect building high performance of a team. Despite such issues, I have developed ethical and strategic leadership practice to postulate context and institutional complexities by applying this reflective model.
Application of the experimental leadership cycle, I have developed my understanding of reflective observation on the reason behind developing ethical and strategic leadership. Through applying Kolb’s reflective model, I have accomplished to develop my professional career as an ethical leader which helps me to deal with contextual, cultural and emotional intelligence under the VUCA world. Moreover, Apple has followed ethical leadership activities and honest communication among team members to create collaborative working (Apple, ORGANIZATIONAL CULTURE, 2022). Introducing this long standing commitment in working on basis of leadership would benefit me to develop a high performance team and enhance my ability to cope with the globalisation world (VUCA) at every level. Considering this, I have adopted the prevalence of ethical and strategic leadership skills at the workplace to prepare individuals on future challenges of the VUCA world.
On the basis of understanding abstract conceptualisation by applying Kolb’s cycle, effective ethical and strategic leadership assists me to create an institutional framework with organisational values and norms. Through applying Kolb’s reflective model, the creation of an institutional framework would be an effective way to maintain the reputation, integrity and strong position of the organisation under the VUCA world. This would also help me to develop my ethical and strategic leadership skills into working and develop my professional career as an ethical leader.
“Volatile Uncertain, Complex and Ambiguous (VUCA)” leadership is considered to be an unique leadership aspect which is accountable for describing challenges that leaders faced during post-cold war period. In light of this, main advantages of using VUCA leadership are analysing ways leadership is being performed in a rapidly changing world (Rimita, 2019). On the other hand, I feel that through application of VUCA framework in leadership, leaders of Apple are able to recognise dynamic nature of business landscape. I have noticed that VUCA leadership also helps in depicting about skills that are needed for leading through ambiguity, volatility, complexity and uncertainty. . Through applying Kolb’s reflective model, I think that in order to become an effective leader of a multinational organisation such as Apple, there is a need for both ethical as well as strategic leadership quality within leaders.
Through having strategic leadership quality, leaders are able to increase production rate along with quality of work at an exponential rate. As per these contradictions, ethical leadership quality is a crucial aspect for all organisations working across globe as it helps in performing business activities ethically and accurately (Lin, Nick, Ann, & Sambasivan, 2020). Strategic leadership having capabilities of dealing with VUCA world, and thus need to have capabilities of taking efforts and approaches in identification of buy-in and common ground from main stakeholders has diverse agendas and views. Following Kolb’s reflective model, I think that as a strategic leader. However, I have also acquired negative experiences in working with the VUCA world. In this regard, I need to anticipate by scanning at a constant rate, environment for changes. I believe that there is a need to adapt in taking difficult as well as quality decisions irrespective of having incomplete and limited information together with biased awareness.
One of main leadership behaviours that is needed to be possessed by ethical leaders for working in VUCA world is following both a problem-solving process and robust decision making. As, it assists in balancing speed and rigour in an effective manner within multinational firms such as Apple. Moreover, ethical leaders faced potential challenges in team development processes such as excessive pressure (Brad, Mikko, Mackay, & Meadows, 2020). Rapid increase of this challenging situation in ethical leadership activities has encouraged individuals to make illegal and unethical behaviour during working. This has negatively influenced leadership development skills and reputation of firms simultaneously due to occurrence of unethical behaviour. Following Kolb’s reflective model, I have applied an experiential learning cycle to showcase institutional complexities. Being an effective ethical and strategic leader I need to develop my decision making skills to deal with conflicting competing demands and logics within a diverse workplace. This has assisted me to develop my leadership approach under any complexities like VUCA world and achieve organisational goals with a high performing team.
Beside this, strategic leaders have efficiency of working effectively even in changes in VUCA world by managing institutional complications (Zhen, 2019). As per my understanding, it can be done in a different manner, which includes trust building, frequent engagement and proactive communication with diverse stakeholders. In VUCA world, main challenges that are noticed and are cause for changes include growth in population which are ethnic and cultural diversity, along with technological innovation pace (John, 2010). Regarding this, I have decided to be an effective ethical and strategic leader to lead responsive change in working and inspiring teams with clear visions and direction. Thus, these effective leadership skills would help me to optimise, understand and develop my future professional career as an ethical leader as well.
Importance of having emotional intelligence skills of social awareness, building and management
In effective ethical and strategic leadership development, inclusion of emotional intelligence is important to accurately understand social awareness and emotion of individual members in a team. Based on this context, it has been asserted that, in case of understanding managerial communication among a team, emotional intelligence is important to support operational functionalities (Nguyen, 2019). In Apple, the main contributing factor of developing emotional intelligence of the business process is integration of complex integrated systems (Apple, ORGANIZATIONAL CULTURE, 2022). In addition to this, it can be stated that potential changes from manufacturing to specialise performance and service systems caused business firms to develop intricate systems (Mysirlaki & Paraskeva, 2020). Effective execution of managerial activities by emotional intelligence can measure social awareness in working and building professional relationships with leaders. However, it has been argued that emotional intelligence has increased leadership efficacy by improving communication processes (Papoutsi, Drigas, & Skianis, 2019). Limitation in leadership efficacy has created major contradictions in executing social awareness and statue development with leaders in Apple. Despite such issues, emotional intelligence skills would be required to enable managers towards better accessibility in communication style and building relationships with leaders by optimising social awareness.
Beside this, potential challenges of relationship building with leaders postulated increasing inflation, cost of living and persistently lowering of wages in employees. On basis of this context, it has been stated that, failing to provide safe and inclusive working, employee retention activities have been increased and created complexities as negative social impact (Calma & Martin, 2021). Under these consequences, the ethical and strategic leader of Apple can improve brand reputation by developing emotional intelligence skills. It helps to increase customer loyalty and improve relationships with other stakeholders as well as employees in working.
Emotional intelligence plays a crucial role in developing leadership traits among individuals and in case of ethical leadership, emotional intelligence is highly important. In terms of understanding emotional intelligence, it is necessary to understand how people think and what their perspective is regarding a particular topic or subject. Emotional intelligence needs to be developed by establishing strong communication with others and understanding their emotions.
Conclusion
From this study, it can be concluded that organisational culture is frequently executed through leadership approaches as leadership helps in providing an important structure in organisational change process. This study aimed at evaluating role and impact of strategic leadership on organisational change and how it influences change management process. In this study primary focus has been given to leading changes that broadly involves role and impact of strategic leadership. During analysis of role and impact of strategic leadership, two individual frameworks and models were included including “Lewin’s 3 step framework” and “Kotter’s 8 steps model”. Further in this study a detailed organisational behaviour of Apple has been presented that explains how Apple is promoting innovation and culture within organisation by securing values and interests of consumers as well as employees. During analysis of this factor, an ethical leadership model was described that helped in understanding how ethical leadership is being implemented in Apple and what kind of ethical values are being promoted by Apple. In this study role of strategic leadership has been described from which it can be analysed that following ethical leadership, Apple is able to promote diversity and inclusivity within its business and organisational culture.
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