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Leadership and Company Culture
UGBA 105 Group 2Karen Bradshaw
Luyang JiangPavla Mikula
• Company Overview • Research Methods• Leadership• Culture• Strengths & Recommendations• Q&A
Agenda
• Full service direct-mail fundraising for nonprofits
Company Overview
• Two companies, same CEO
• In business for 25 years
• Financially successful
“During the past five years the business has made more money by far than we made during our first 20 years.”
-CEO Warwick
• Strong mission, values
Mission Stateme
nt & GoalsSocial
Justice
Environ-mental Quality
Better World
World Peace
Pleasant…
Rewarding
Structure
CEO Mal WarwickCEO Mal Warwick
Mal Warwick Association Inc. (MWA)
Mal Warwick Association Inc. (MWA)
Response Management Technologies, Inc(RMT)
Response Management Technologies, Inc(RMT)
7 Senior Specialists (include CEO, President, VP and C.C)
7 Senior Specialists (include CEO, President, VP and C.C) President President
7 Specialists, 7 Specialists,
Administrators, staffs Administrators, staffs
Administrators, staffs Administrators, staffs
Research Methods
• Interview employees at various levels in the company
• Administer survey to all employees
• Spend time in office to observe employee interactions and culture
• Review annual reports, newsletters, financial statements, etc.
Meet the CEOMeet the CEO
CEO Mal Warwick
• Strong personal values
• Values reflected through leadership
• Views company as an extension of
himself
Mal as a Leader
• Typical heroic leader• In both company and industry
Heroic Leaders Are very high-impact Become an icon for the
organization Create a huge gulf
between leader and follower
Put followers in awe of the great man
May foster high trust but also low sharing
Disempower followers
(Lecture Slide 27, Leadership)
“I am not a manager. I am a crazy
guy who always has
nutty ideas.”
• Lacks managerial skills• Unwilling to transfer
L
L
L
L
Start - up
Transitional
Experienced
Mature
C. Manz & H. Sims Business Without Bosses John Wiley,
power, “let go”• Aware of problem, not willing to change
Leadership Problems
• Lack of management is hurting company
• Employee conflict
• People shy away from leadership positions
• Reluctant to relinquish power • Desire to stay with company
• Resists finding a successor
Culture
• Corporate Social Responsibility (CSR)
• Key methods of transmitting these values to employees and public: - Activism - Profit-sharing - Hiring Process, politics
The “Wall”
The “Wall”
• Communication! Communication!
• Two radically different cultures
• Employees of RMT oftentimes feel under-appreciated
Strengths
• Inspiration from a charismatic leader
• Financially successful, excellent reputation
• Has values outside of making money (CSR)
• Pleasant Work Environment
Recommendations
Culture
“The Wall”
Leadership
Communication
Shared vision
Bring the two sides together
Delegation
Succession Strategy
• CSR committee• Strategy-building teams
• Ropes course• Suggestion box
• Empower others• Create committees• Succession timeline
Problem Goal Suggestions
Company Info
Mal Warwick & Associates, Inc.
http://www.malwarwick.com2550 Ninth St., Suite 103, Berkeley, California 94710, tel (510) 843-8888, fax (510) 843-0142,
Response ManagementTechnologies, Inc.http://www.respmgt.com
2550 Ninth St., Suite 103,Berkeley, CA 94710 Tel: (510) 843-8180,
Q & A
Thanks for your attention