Please provide a brief overview of each company, answer all questions following each case.
Xerox CEO speaks her mind
A culture of candor is highly important when a company is nearing bankruptcy as a company can get benefitted from honest opinions or openness of their employees. If the company is nearing bankruptcy, then the organizational leaders are obviously doing something wrong. The culture of candor helps the organization to pin point the issues that the company or organization is struggling with (Bennis, Sample & Asghar, 2015). In the case of the Xerox Company, Paul Allaire, who is the president of the company, knew that they had to do something better, in terms of finance. However, they never executed the plan and stopped hiring people for the firm. Ursula Burns was actually tired of hiring more and more individuals for the month and conveyed this message to the President of the company. This is turn, resulted in her promotion. Having a conscious freedom for addressing the issues as well as concerns of the company is considered to be a crucial part. It also helps in avoiding biasness inside the organization.
The first African-American woman to lead a major corporation in United States had to face certain challenges. It is evident from the fact when she was being asked in an interview regarding her work pressures. After her promotion, Ursula Burns had to come across several interviews from the media representatives. The media personnel wanted to know whether she was ready to cope up with the work pressures or not, which came with her job position. She mentioned that she is a black lady and that too from the Lower East Side of the New York and not a lot intimidates her (Doherty, 2012). This proved the fact that she had to face lots of criticism and troubles in her entire work life, due to her skin color. Burns is very tough in nature, who has the courage to face the reality and speak her mind (Murray, 2016). Therefore, it can be said that even though the CEO of the company faced various challenges or difficulties in her life, nothing could stop her ever.
Ursula Burns had to face many challenges and difficulties in her early days. She is an African-American woman, who lived at the Lower East Side of New York. She did many odd jobs to support her family, financially. These challenges of her early life helped her prepare for the executive positions of the major corporation. She started her career in a Xerox Company as an intern, followed by full time roles in planning and development. Today, she is the CEO of the company and holds her past responsible for her success. Her past shaped her into what she is today (Ndubuizu & Britton, 2016). In her fight for survival, Ursula pushed herself all through the tough times and worked hard to reach the position. She faced many criticisms in her life and fought for her rights. In her words, dreams come true, but obviously not without others’ help. According to her, a good education, courage to lean in and a strong ethic of work will help people survive in this competitive world (Cross, 2014).
The “Boss Free” Company
Valve Corporation is a video game maker, which has been “boss free” since its foundation. The company has no leaders, managers or assigned projects instead, the employees work on their own. In the American society a boss free culture will not have any positive impact, where majority of the workers are not at all engaged with their work. This is because the flat hierarchy model does not work for every organizational culture. As the Valve Corporation will grow, the employees will have problems in maintaining a complete flat structure. Moreover, if an organization lacks any leader, the employees will not perform their activities efficiently and effectively. The organization may do not have common objectives or goals, values and mission. If any organization has a flat hierarchy, there are no clear pathways for building and developing the strengths of the company (Whyte, 2013). Therefore, these are the major drawbacks of a “boss free” organizational culture. Organizations need to take care of these factors before completely moving into this culture.
One of the major problems of the boss-less organization is the delay in identifying the bad decisions of hiring. The company can resolve this problem by making the interviews a great experience. There are some ways which ensure that the interview is a great experience for the candidates. Firstly, the candidates want the questions to be related to their business. They want to answer their competencies mostly, and strengths. It is seen that the interview matters the most to the candidates. Therefore, the company need to hire some professional experts for conducting the hiring procedure as it is a boss-less organization. Secondly, organizational employees should discuss their working procedure with the candidates in order to give them an overview of the organization. Thirdly, taking help from some senior leader can help in identifying the skilled candidates for the organization (Quinn, 2015). It is important for the employers to build a strong brand of the organization, in order to show the candidates what the organization serves.
Working in a boss free environment is challenging however, it is a very democratic manner of thinking regarding work. I think I would make a good candidate for a boss free work environment due to some reasons. Firstly, I don’t like working under someone. This would enable me in showcasing my capabilities. Moreover, in a boss-less work environment everyone equally participates in taking major decisions for the betterment of the company. Secondly, I have better work sense and actively engage into organizational activities. Thirdly, I will get an idea of what an organizational leader or manager is required to do. This will help me in my upcoming future. These observations will help me in succeeding in my life. Fourthly, in a boss free work culture, each and every employee take equal part in the organizational activities and work together to see their organization on the top (Daft, 2015). Lastly, there will be less manager-employee conflicts within the organization, which will motivate me to perform even better.
Bennis, W., Sample, S. B., & Asghar, R. (2015). The art and adventure of leadership.
Cross, K. J. (2014). The Impact of African American Engineers on Contemporary Life: Remembering Who We Are. Black History Bulletin, 77(2), 22-27.
Daft, R. L. (2015). Organization theory and design. Cengage learning.
Doherty, P. (2012). Leading the way. London Business School Review, 23(1), 10-16.
Murray, C. R. (2016). How African American Female Leaders Successfully Navigate Mentoring in the Workplace. Women of color navigating mentoring relationships: Critical examinations, 1.
Ndubuizu, R., & Britton, D. M. (2016). Ursula Burns. Junctures in Women's Leadership: Business, 92.
Quinn, R. E. (2015). The positive organization: Breaking free from conventional cultures, constraints, and beliefs. Berrett-Koehler Publishers.
Whyte, W. H. (2013). The organization man. University of Pennsylvania Press.