Discussion 1: Comparative Analysis Of Modern Day Leaders

Discussion 1 Comparative Analysis On Modern Day Leadersthis Discussi

Discussion 1 - Comparative Analysis On Modern-Day Leaders This discussion forum will provide you with the opportunity to draw analytical conclusions and make comparative analyses between two modern-day leaders. It is to be based upon research and sources cited at the bottom of your original posting. Begin this discussion by selecting and researching the two following modern-day leaders: Howard Schultz (Starbucks) and Jeff Bezos (Amazon). Research these individuals and choose two who resonate with you, either as good or poor leaders (ideally, one of each) in your opinion. Then, create an original posting that covers:

1. In a few sentences (each), briefly summarize the history of the two leaders you chose, including their present role in leadership.
2. From your readings, what leadership theory underpins the style of leadership they exhibit? Research (cite sources) and discuss.
3. From what you learned, where do you place the two you selected on the Leadership Grid and why? Discuss - don't upload an image. A good source or explanation of the grid is located at and we will learn more about the Grid this semester, too.
4. Identify something about each of your two choices that you feel would improve their leadership profile or identify some aspect of their leadership style that you find lacking.
5. Which of the two would you prefer to work for (be a 'follower') and why?

Though research is involved, do not quote other writers, please. This is to be written in your own words completely. Failure to write originally may cost you full points. I can't stress this strongly enough.

Paper For Above instruction

In this comparative analysis, I explore the leadership styles and characteristics of Howard Schultz, the former CEO and current chairman of Starbucks, and Jeff Bezos, the founder and former CEO of Amazon. Both individuals have significantly impacted their respective industries and exemplify distinct leadership traits rooted in different theories and models, which I analyze in detail.

Howard Schultz's leadership journey began with his ascension to the role of CEO at Starbucks in the 1980s, where he transformed the coffee shop chain from a small regional business into a global brand. Schultz's leadership emphasizes vision, innovation, and a focus on corporate social responsibility. He has championed ethical sourcing and employee well-being, reflecting transformational leadership principles that inspire followers and foster a shared vision (Northouse, 2018). His style showcases empathy, communication, and the ability to motivate employees, aligning with transformational leadership theories that prioritize inspiration and change management (Bass & Avolio, 1994). Currently, Schultz remains influential as a leader and advocate for social causes, embodying leadership beyond corporate boundaries.

In contrast, Jeff Bezos's leadership at Amazon exemplifies a scientific and data-driven approach. Bezos founded Amazon in 1994, initially as an online bookstore, and expanded it into an e-commerce behemoth that revolutionized retail. Bezos's leadership displays characteristics of transactional and strategic leadership, focusing on efficiency, innovation, and relentless pursuit of goals (Lussier & Achua, 2016). His emphasis on customer obsession, operational excellence, and a high-tolerance culture for risk underscores a performance-oriented style. His leadership underscores the importance of vision, long-term planning, and a competitive mindset, aligning with contingency leadership theories that emphasize adaptability and strategic decision-making (Fiedler, 1967).

Using the Leadership Grid, Howard Schultz's style aligns most closely with a 9,9 country club management, emphasizing relationships, employee welfare, and a supportive environment. Conversely, Jeff Bezos's approach aligns more with a 1,9 authority-compliance style, emphasizing task completion and performance at the expense of relational considerations. These placements reflect their priorities and leadership behaviors—Schultz fostering team cohesion, and Bezos driving results through strategic agility.

Regarding improvements, Schultz could enhance his leadership profile by increasing his ability to push for more aggressive change and innovation when necessary, balancing empathy with assertiveness. Bezos, while highly effective in performance, occasionally receives criticism for a perfectionist and sometimes autocratic leadership style; developing more emotional intelligence and employee engagement practices could improve his leadership effectiveness (Goleman, 1995).

If I had to choose whom to work for, I would prefer to follow Howard Schultz. His emphasis on ethical leadership, employee well-being, and community involvement creates a more inspiring, supportive, and motivating environment. Schultz's transformational leadership style resonates with my values of integrity and social responsibility, which would foster personal growth and engagement within the workplace.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Fiedler, F. E. (1967). A contingency model of leadership effectiveness. Advances in Experimental Social Psychology, 3, 149-190.
• Goleman, D. (1995). Emotional intelligence. Bantam Books.
• Lussier, R. N., & Achua, C. F. (2016). Leadership: Theory, application, & skill development (5th ed.). Cengage Learning.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.