Wednesday, January 29, 2020

Data Manipulation Essay Example for Free

Data Manipulation Essay The tables required in the system will be Customer, Products, Staff and salary. The individual fields in each table will be as follows: CUSTOMER (CustomerID, Surname, FirstName and customer address) PRODUCTS (ProductID, Title, Description, Type and Amount) STAFF (StaffID, Name, address and contact number) STAFF SALARY (wages per hour, hours per day and days per week) There will be two reports produced. To produce a report for the products purchased; a query will be run to combine the data from the customer table and the product table. The user will be able to specify the products bought by a customer with the entire amount calculated to give the customer benefits of getting more offers. The second report will print the amount of salary each staff earns per hour, hours/day and days/week. The user is asked to enter the StaffID and name to enter its database. Output The two reports should be able to be viewed on screen with an option of printing it as well. The product purchased report should be printed so that they can give some discounts on particular customers who shop a lot at the store. The staff salary report should also be printed before any meetings so that they can decide on who to get paid more and who shouldnt. Backup / Security Strategy The main computer that has all the data needed should be backed up on a CD every week or even when a large amount of data has been input to the system. This CD should be kept away the main computer incase of a fire, theft or flood. There should be password security on the system so that people cannot hack into it. Access has a password protection before entering the data so that no one can hack into it. Part Three Initial Designs Form Design There will be 4 forms for the data entry. Frm Customer This form will be used for entering customer details. My initial design is shown below Frm Product This form is used to enter all the products available at the store and the prices of each product. Frm Staff This form will be used to enter the staff details. Frm Salary This form will be used to enter the salary of each staff working in the store. Report Design There will be 2 reports. These can be either printed or viewed on screen. Report customer list This report will come from a query, which combines data the customer table and the product table. The user will be able to enter the Customer name to enter the report for the customer report This initial design is shown below Report Staff Salary This report will show how a staff details and how much they earn and how are they rated between 1 to 5 stars for working. Mr. Smith can rate this every week. Menu Design The menu structure for this system will look like this: User Feedback on Initial designs The initial designs were shown to the manager of the store for his feedback and approval. Mr. Smith had the following comments and suggestions: I have looked at your designs very carefully and they appear to be useful for me and I did however think of 1 or 2 changes that could perhaps change 1) The product types should include which category it is in such as racing, shooting. It would also be easier and helpful if everytime you dont have to type in what category it is in. 2) Can the 2 reports be printed all together with a click of a button because it can be time consuming 3) Can you also do something that can calculate the amount of the products and salary for the staff Final Design Table design Four tables are required in this system. They are related as follows: The tables are defined as follows: Form Design The form designs were amended in accordance with Mr. Smiths suggestions and final designs are shown below. There is a combo box added for the category of the product, which can be easier to select the category instead typing it all the time. Query Design I will need to create 2 different queries. These will form the sources for my reports. QryCustomerlist This query will combine data from 2 tables. Using the customer table and product table. It will ask the user to give the customer name. This will then be asked to find out the customer details or the product details. For e.g. [Enter Customer name: ] QryStaffSalary This query will combine from the two tables, which are the staff table and the salary table. It will ask the user to enter the staff name to see the list of that particular staff detail For example: [enter staff name: ] Implementation We will be using Ms Access to make the system needed. I will show in steps how to create this type of a system. First open Ms Access then you will see Now the same way I need to enter 30 customer list Now we can type the detail of 30 customers without entering the product ID With the same way I also need to create the product table. After creating it the design looks like this Now I need to enter the details of the products Now we know the product ID so then I will need to add them in the customer table which does not need to be in an order because a customer may want something else. Now we need to create the relationship between these two table. Like these tables I created I will need to create another 2 more. After creating the table page will look like this After creating the staff tables I now need to create the details of them. Now for the staff salary table I need to enter the details Now I need to create the relationship between the Staff and the Staff Salary the same way as I did for Customer an Product. So open the relationship window Now as I have created the relationship between the staff and staff salary when I will open their table it will show After creating the tables I now need to create 2 query. Now I need to create a formula for which the system can calculate the total amount of the product from the quantity bought Now for calculating the VAT on these products I will do: Now I need to calculate the bill amount, which is, Amount adds the VAT. To check if these formulas work I will now test the system After seeing the amount formula working I will now need to save the work and so I will: This is how it will look like when it closes the query For the same way I need to create another query, which relates with staff salary and after it has been done it will look like this Now that Tables and Querys are finished I now need to create forms. Now need to align these in order Now I need to create title for the form . so I need to open the toolbox. It will look like this when I open the toolbox then where it says Aa click on it and make a box on the form Now I need to type in the title name. Now I have to organize the font and the font size Now I need to create command buttons for the system. After creating the commands I now need to create a the background colour now I need to save this form For the same way I will create another 4 forms and after I created it, it looks like Now I need to create reports Now finally I need to create a Main Menu, which indicate the user to use the system easily. Main Menu will also be create in the Form

Tuesday, January 21, 2020

Political Economy Essay -- UK Economy, Politics

The UK economy has undergone structural, financial, and political change over the last thirty years. Different ideologies and policies have served to shape the relationship between government and economy in varying directions. Some elements, such as state intervention, have remained as a point of debate. Other factors, like globalization, have just recently developed. The policy of UK governments as a whole has been shaped quite heavily by major economic events during this period, and the legacy left by the Conservative and Labour governments can still be seen today. Using a range of sources and my own knowledge, I shall asses the critical elements of the relationship between government and economies over the last 30 years, and their relative importance. The context of this relationship is concerned with the theory of political economy. This is the idea of rationality and growth of the ‘free market’ (a market in which there is no economic intervention and regulation by the state, except to enforce private contracts and the ownership of property). First, it is key to outline the characteristics of the relationship the government and the economy share. Clearly, a government influences the way an economy works via it’s policies. The government uses two branches of policy, fiscal and monetary. Fiscal policy entails government spending whereas monetary policy involves manipulation interest rates. Both policy instruments are designed to achieve growth. The attempts of a government to influence economic activity in the national economy are defined as macro-economic measures. Macroeconomics can be described as ‘the study of national economics’ (Morrison 2002, p.60). Even the government itself is run as a typ ical business in a free ma... ...ound will ever be successful. Monopolies were the created of privatization, but deregulation was a creator of nationalization. This has seen a fine line having to be struck between the government’s roles in the economy. Globalization has seen individual firms within an economy boost their status and influence, in turn, shutting out government power in their respective economies. Different parties have brought their respective philosophies into power in the UK. Enterprise, freedom of choice and increased competition in individual markets has been the driving force in most action taken by government during this period. In my opinion, it is fair to say, that the UK economy and the UK government have undergone structural, political and geographical change, which has led to Britain maintaining a stranglehold in the battle of the developed and developing economies.

Sunday, January 12, 2020

Racism in “To kill a mockingbird” Essay

â€Å"If there’s just one kind of folks, why can’t they get along with each other? If they’re all alike, why do they go out of their way to despise each other?† (Lee, 259) Harper Lee uses her novel ‘To Kill a Mockingbird’ to accentuate the catastrophic nature of racism. Some troubling individuals or groups of people have felt powerful by exercising their dominance over another group claiming they are worthier, stronger, and smarter. The problem of racism has often been associated with the history of the United States of America. Slavery has been abandoned long ago, but for years black people were considered to be of lower class, their capabilities were denied, and their dignity was completely diminished. It took American people hundreds of years to achieve the level of true democracy, when they can grasp the notion of equality between people, including acceptance of differences in gender, nationality, religion, culture, and what most matters in the book we read – race. Discrimination can be shown through the Maycomb community, the Tom Robinson trial, and Boo Radley. As Scout’s cousin told her, â€Å"He’s nothing but a n*****-lover!† (Lee, 94). Segregation could be noticed not only in the Maycomb County, but in the whole Alabama state, and the rest of Southern USA. Black people could not ‘mingle’ with the whites and their children attended separate schools. Adults socialized at places where they wouldn’t be noticed or bother the whites (ex. the black church in Maycomb). They each had their own territories, and assumed it was immoral for them to fuse together. They would go out of their way, saying things such as â€Å"You ain’t got no business bringin’ with chillum here – they got their church, we got our’n† (Lee, 136). The whites and blacks knew very little of each other, and that fear of not knowing became worse by imagining how bad the other side must be. This was also one of the problems that prevented racism to disappear. ‘The Great Depression’ during the 1930s made people (whites) stay focused on their own poverty, made them angry, and stopped them from seeing poverty and hardships on the other side. All these factors made polarization stronger, and created grounds for racism  to grow. The problem of racism and segregation was presented through subtle descriptions of the suburban life of very young and innocent children. Their view of events and relationships in the book was a strong contrast to the negative characters of white racists who wanted to take justice in their hands and execute Tom Robinson. In a child’s perspective, displayed through narration by the author (Scout), portrayed an innocent assumption that all people are the same, and poverty and racism are deeply unfair and brutal things. Seeing events through the eyes of a child (ex. Scout) helps us understand that feeling of hatred and discrimination is not something we are born with, but is often taught by adults. In Maycomb, most people are influenced and taught by their parents and peers that there are certain people in society that do not fit in with other people. Jem and Scout deeply argued the cruel idea. â€Å"I think there’s just one kind of folks. Folks.† (Lee, 258). Black people are an obvious example, but it’s also people based on their wealth and lifestyle. Scout is restricted from playing with her fellow school-mate Walter Cunningham, her Aunt Alexandra replies; â€Å"Because – he – is – trash, that’s why you can’t play with him† (Lee 257). Her aunt is one of those people in Maycomb who is always injustice. Chapters that describe situation before and after the court trial against Tom Robinson are full of examples of how racism was demonstrated ‘routinely’. Atticus Finch faced huge pressure only because he agreed to defend a black man, which proved that someone could lose their reputation for getting too close with the blacks. Scout got into fights trying to defend her father’s pride, when the kids at her school called him a ‘n***** lover’. â€Å"He had announced in the school-yard the day before that Scout Finch’s daddy defended n*****s.†(Lee, 85). She strongly disagreed with the kids’ terrible judgement on black people, and loathed the sight of it. She would get out of her way to stop the unhuman behaviour, and to defend her innocent and brave father. Love relationships between whites and blacks was strictly forbidden, which was clearly shown in Mayella’s example, who had such a powerful guilt for becoming fond of Tom, that she did not hesitate to lie and attempt to destroy Tom’s dignity and whole life. Tom Robinson recalled while testifying; â€Å"She reached up an’ kissed me ‘side of th’ face. she says she never kissed a grown man before an’ she might as well kiss a n*****† (Lee, 219). Atticus’s speech during the trial was so powerful and would normally touch everyone’s heart and make people start thinking otherwise, but did little to change the outcome. The example of Tom Robinson’s case in the book proves how blacks had no chance to win any case. The whites had all rights to bring accusations against the blacks, and bring them to the court. Mayella’s defender even assumed that he had the right to disrespect Tom by calling him â€Å"boy† (Lee, 223). The trial itself would not do them any favour as the decisions were often made despite clear evidence. Who could expect a different outcome, especially when the jury was made of whites, who were often open racists. One more detail from the book that also spoke about discrimination is when, towards the end, in a mysterious way Jem was attacked, lost consciousness and was brought home by Boo Radley. The Sheriff felt obliged to come up with a cover-up story, so poor Boo would not become the centre of attention. He made up a story that Bob Ewell fell on his own knife and died, and there was no connection to poor Boo Radley. â€Å"I may not be much, Mr. Finch, but I’m still sheriff of Maycomb County and Bob Ewell fell on his knife.† (Lee, 317). The fact that problem was resolved this way also tells us about double standards used for the blacks and whites. If there had been a black man suspected of murder, there would have been no way for him to escape the trial. However, the dignity of a white man had to be protected at any cost. In a way, it is a fair deal, especially after what we have learned about strong prejudice towards mentally and physically challenged people like Boo Radley, which caused him enough misery and suffering. Two main characters in the book carried a hope for the generation that is to come, that things will change. â€Å"Why reasonable people go stark raving mad when anything involving a Negro comes up, is something I don’t pretend to understand† (Lee, 100). Both of them (Scout and Jem) were inspired by their  father Atticus, who believed that racism is a disease from which his kids should be saved. Education is one of the key factors that enlightens people, gives exposure to different views, and teaches the wide American population that they have so much in common. Wasting time segregating people of all kinds prevents countries and nations from making huge advancements. â€Å"Why don’t they like the Jews, you reckon, Miss Gates?† (Lee, 281). That is one of the messages Harper Lee wanted to pass on in an indirect way. Fortunately, societies changed for better; more and more people got educated, they learned about tolerance and equality. Atticus’ thoughts truly stand out in this novel. â€Å"You never really know a man until you stand in his shoes and walk around in them† (Lee, 321). The people of Maycomb had horrendous and evil assumptions about black people, and how they do not belong with society. Although they specially thought about them through an outside perspective, they rarely thought about them through an inside perspective. They never knew that they were just innocent people trying to have a good life in America. Through apprehensible context, the novel truly brings out the ugly nature of people, and their gruesome delight of disrespecting and discriminating people of disparity – especially black people. â€Å"I knowed who it was, all right, lived down yonder in that n*****-nest, passed the house every day. Jedge, I’ve asked this county for fifteen years to clean out that nest down yonder, they’re dangerous to live around ‘side devaluin’ my property-† (Lee, 199). Ignorance can cost people their lives, ruin their families, and bring separations to those who should be united. Harper Lee’s book described all these problems in such a powerful and touching way that many generations of readers will remember its messages.

Saturday, January 4, 2020

Gender Differences in Leadership Styles and Behaviour - Free Essay Example

Sample details Pages: 11 Words: 3331 Downloads: 9 Date added: 2017/09/21 Category Advertising Essay Type Argumentative essay Tags: Gender Essay Leadership Essay Organization Essay Did you like this example? LEADERSHIP AND CHANGE MANAGEMENT ASSIGNMENT Gender Differences in Leadership Presented by: Karishma Sehgal Roll number: 088520 Table of contents SNo. | Title| 1| Overview of the study| 2| Objectives of this study| 3| Masculine and feminine leadership| 4| Factors that influence an individual’s leadership style(Not gender-linked)| 5| Leadership The Indra Nooyi Way| 6| Howard Shultz Leadership Of Starbucks Coffee| 7| Comparative study of the leadership styles of Indra Nooyi and Howard Schultz| 8| Conclusion| 9| References| Gender Differences in Leadership Styles and Behaviour Overview of the study: The term leaders refers to persons holding formal positions of leadership in complex organizations in industry, government, education, politics, the arts, sciences, and professions. Historically, gender precluded most females from becoming leaders in such organizations; as a result, the assumption that males were better suited than females for leadership roles was, until r ecently, rarely questioned. Certainly much progress has been made particularly within the middle management ranks of the corporate world where women now hold about 45% of the professional, administrative, and managerial positions. However, the idea of women in top leadership roles is still difficult for many to grasp (presence of a so-called â€Å"glass ceiling† is said to have inhibited women from advancing to the highest level of management in most organizations), and the women who do succeed in attaining those positions need to be both exceptional and exceptionally able to deal with enormous social and psychological pressures. It is clear that women have found it more difficult to move up the organizational ladder. But is it a difference in leadership styles that has impeded women’s progress? One big issue that the society might not have taken into consideration is that these assumed differences may also depend on other reasons such as age, background, culture or education. It is obvious that leadership is a male dominated one. Leaders are often described with adjectives such as â€Å"competitive,† â€Å"aggressive,† or â€Å"dominant,† which are typically associated with masculinity. Perception of what constitutes good or appropriate leadership behaviours has been described as driven by older stereotypes that favour men as having more leadership qualifications. Sywensky and Madden (1996) argue that even when women have the skills and abilities necessary to effectively lead in an organization; they may still have difficulty convincing others of their leadership capacity. Sometimes this pressure might lead to a form of double-bind wherein a woman leader must act tough and authoritative (i. e. masculine) in order to be taken seriously but may be perceived negatively when she acts in a more aggressive manner (Oakley, 2000). Objectives of this study: * To study the inherent differences in the leadership styles of men and women and to determine whether these differences are gender linked. To study what other factors (apart from gender) influence the leadership style of men and women. * To study the leadership approach and qualities of a male and a female leader and compare them. Masculine and feminine leadership 1. Male leaders usually have a transactional leadership style According to Judy Rosener, PhD, the primary distinction between male and female leaders is, while not all are stereotypes, men have a transactional leadership style while women lead with transformational attributes. 2. Male leaders are more risk taking According to a study conducted by Marie-Theresa Edbauer Ida Svensson (Swedish Management researchers), women leaders in general tend to discuss things for a long period, trying to look at them from various points of view, but once they have made a decision, they implement it. On the other hand, men make decisions rather fast, but before implementing them they make a new and a djusted decision. The reason for this is that men are naturally more risk-taking and therefore use a faster decision-making system. 3. Male leaders put tasks before relationships Men are considered to set tasks before relationships, while women on the other hand are more people- oriented and focus more on establishing interpersonal relationships. They are warmer and softer compared to their male counterparts. 4. Male leaders are more inclined to an authoritative style Male leaders more frequently operate in mediums bound by hierarchy, status, rules and orders. In contrast, women normally function with connectivity and closeness as paramount. For women, status and hierarchy are not key and women are not predisposed to giving orders, but rather express preferences and suggestions which are likely accepted. . Male leaders communicate â€Å"to-the-point† Male leaders usually keep it short and sweet. No personal talk, just down to business and go. Female leaders on the other ha nd talk on a more personal note while addressing subordinates. According to Rolf Graner there are general scattered attitudes which make men and women function differently (Graner, 1994). Those attitudes are the following: Male properties| Female properties| Result oriented| Relation oriented| Logical| Intuitive| Independent| Dependent| Focused on competition| Cooperativeness| Restrained| Emotional| Investigating| Caring| Selfish| Understanding| Powerful| Soft| Bold| Careful| (GENDER SCATTERED ATTITUDES, GRANER 1994, P. 122) Factors that influence an individual’s leadership style (Not gender-linked) 1. The individual’s personal background What personality, knowledge, values, ethics, and experiences does the leader have? What does he or she think will work? These factors have a great bearing on how the leaders deal with business situations and their leadership style in general. 2. The organization The traditions, values, philosophy, vision and concerns of the organiz ation influence how a leader acts. It is necessary for any leader to base his/her actions in conformity with the vision of his/her organisation. Accordingly, they adopt styles that reflect the values and concerns of their company. 3. Staff being supervised In an organisation, there are employees with different personalities and backgrounds; sometimes the leaders alter their leadership styles depending upon the individual staff and what he or she will respond best to. Leadership The Indra Nooyi Way Leadership is hard to define and good leadership even harder. But if you can get people to follow you to the ends of the earth, you are a great leader. As a leader, I am tough on myself and I raise the standard for everybody; however, I am very caring because I want people to excel at what they are doing so that they can aspire to be me in the future. Indra Nooyi in an interview to CNBC, in June 2008 As someone who has always aspired to build a company committed to its people and to the world, I admire her determination to achieve sustainability at an established company like PepsiCo. And I believe that all socially responsible companies could learn from Indra Nooyis style of leadership. Howard Schultz, President and CEO of Starbucks Coffee Company, on presenting Nooyi the 2008 Time 100 award Indra Nooyi’s Bio Nationality: Indian. Born: October 28, 1955, in Madras, India. Education: Madras Christian College, BS, 1976; Indian Institute of Management, MBA, 1978; Yale University, master of public and private management, 1980. Occupation (Current): CEO, PepsiCo Brief of Indra Nooyi’s Journey at PepsiCo Indra Krishnamurthy Nooyi (Nooyi) became the first woman CEO of PepsiCo Incorporated (PepsiCo) in 2006 at the age of 50. She was listed among Time magazines Worlds 100 Most Influential People in 2008. In a poll conducted by Forbes Magazine for the Worlds 100 Most Powerful Women in 2008, she was ranked Number 3. In Fortune Magazines annual ranking of Americas leading business women titled 50 Most Powerful Women in Business, she was ranked #1 for three successive years in 2006, 2007, and 2008. Nooyi joined PepsiCo as Senior Vice President (SVP), Strategic Planning, in 1994. As SVP, she directed the companys global strategy. She initiated and mapped out a number of PepsiCos strategic decisions including the spinning off of its restaurant business, the merger with Quaker Oats Company, an American food conglomerate and the acquisition of Tropicana, among other contracts. In 2000, Nooyi was promoted as PepsiCos Chief Financial Officer (CFO). She was also provided a seat on the Board of Directors and assigned the additional role of President with associated responsibilities for PepsiCos corporate functions including finance, strategy, business-process optimization, and information technology. In 2006, Nooyi became the fifth CEO of PepsiCo. As CEO, she continued to steer PepsiCo based on the vision of Performance with Purpose . She implemented a number of measures to improve the sustainability of the companys operations and image by focusing on improvements in the health implications of PepsiCo products. Measures such as removing trans-fats from PepsiCo snacks, product innovations in the Quaker Oats brand to come out with a range of consumer perceived healthy snacks, categorization of its snacks into three categories named fun for you, good for you, and better for you were undertaken under her leadership. Indra Nooyi as a leader Being a woman, an immigrant and her colour made it thrice as difficult for her to reach this destination, but the only mantra she followed during the course of time was â€Å"working twice as hard as the male counterpart†. 1. Change Orientation – â€Å"Don’t Wait. Change before you’re forced to† Indra Nooyi as a leader believes that constant change is necessary for every business to stay relevant. She was instrumental in the strategic reshap ing of PepsiCo. The results were exceedingly brilliant. But, according to her, sooner the changes are implemented, the better it is. According to her, ideally, a business leader should continually re-assess and re-evaluate the fundamental proposition of his or her business. 2. People orientation – â€Å"You Can’t Do it Without People† â€Å"Numbers matter, but you live and die by your people. † – said Indra Nooyi at a seminar. In the course of restructuring PepsiCo, the employees operated under some truly extraordinary demand with increased workloads, unreasonable deadlines and tremendous pressure. Indra Nooyi however made sure that the employees were acknowledged for their contributions in a very â€Å"public† way. Also, she ensured that the employees were not over-burdened with work and that the organisation did not ask them to perform beyond their capacity. 3. Good planning â€Å"Plan all you can, pressure-test that plan. And when you’re finished, plan some more. If you’re going to make mistakes, it’s a lot cheaper to make them on paper during the planning process. † Indra Nooyi attaches a lot of importance to planning. During PepsiCo’s merger with Quaker, it was proper, detailed planning that brought the businesses together successfully. . Humility Indra Nooyi emphasises on the importance of humility and particularly, a willingness to acknowledge what we don’t know or what we’re not sure about. According to her- â€Å"In business that’s sometimes tough. Acknowledging that you don’t know something or appearing unsure or relying on others may be seen by some as a sign of weakness. It isn’t. The key to gaining wisdom is openness†. 5. Proper communication According to Indra Nooyi, one of the most critical roles of a company’s leader is to communicate well and clearly. People in an organisation perform and deliver extraordinaril y results if the leaders of the organisation make their corporate goals and aspirations very clear. â€Å"It’s amazing the great things your organization can achieve when your goals are clear and your people understand what’s in it for them†. Says Nooyi Howard Shultz Leadership Of Starbucks Coffee â€Å"Our mission statement about treating people with respect and dignity is not just words but a creed we live by every day. You cant expect your employees to exceed the expectations of your customers if you dont exceed the employees expectations of management†. Howard Shultz Howard Shultz’s bio Nationality: American. Born: July 19, 1953 in Brooklyn, New York. Education: Northern Michigan University, BS, 1975. Career: Xerox Corporation, 1976–1979, sales; Hammarplast, 1979–1982, manager of U. S. operations; Starbucks Corporation, 1982–1985, director of retail operations and marketing; Giornale, 1985–1987, founder and CEO; Sta rbucks Corporation, 1987–2000, chairman and CEO; 2000–, chairman and chief global strategist. Brief of Howard Shultz’s journey at Starbucks Schultz grew up in Brooklyn, where he was deeply affected by his fathers struggle to provide for his family. Looking for a way to stand out and be successful, Schultz turned to sports and gained a football scholarship to Northern Michigan University in 1971. He was an unmotivated student, however, and didnt discover his fore-most talent until he took a sales position with the Xerox Corporation. Schultz flourished in competitive environments and rose quickly when he joined the house wares company Hammarplast in 1979. As a general manager with Hammarplast he travelled to Seattle in 1981 to investigate a small coffee company that was ordering an extraordinary number of specially shaped coffee filters. This was his first encounter with Starbucks. Schultz was immediately captivated by the passion of Starbucks founders, Gord on Bowker and Jerry Baldwin. Fired with enthusiasm, Schultz soon talked them into hiring him as their director of retail operations and marketing. Despite the misgivings of his family, Schultz gave up a respectable job in Manhattan to immerse himself in the arcane business of gourmet coffee. He even found himself attracted to the countercultural aura of Seattle that had given birth to the American coffeehouse. Most importantly he had found a business he could be passionate about, and he threw himself into it wholeheartedly. In 1982, he joined Starbucks Coffee Company in Seattle as the Director of Marketing. After joining Starbucks, while Schultz was on a buying trip to Milan, Italy, he noted that coffee bars existed on practically every street. He learned that they not only served excellent espresso, they also served as meeting places or public squares; they were a big part of Italys societal glue, and there were 200,000 of them in the country. On his return, he tried to persuade the owners (including Jerry Baldwin) to offer traditional espresso beverages in addition to the whole bean coffee, leaf teas and spices they had long offered. After a successful pilot of the cafe concept, the owners refused to roll it out company-wide, saying they didnt want to get into the restaurant business. Frustrated, Schultz started his own coffee shop named Il Giornale in 1985. Two years later, the original Starbucks management decided to focus on Peets Coffee Tea and sold its Starbucks retail unit to Schultz and Il Giornale for $3. 8 million. Schultz renamed Il Giornale with the Starbucks name and aggressively expanded Starbucks reach across the United States. Schultzs keen insight in real estate and his insatiable appetite for coffee drinks drove him to grow the company rapidly. Schultz didnt believe in franchising, so made a point of having Starbucks own every domestic outlet with one exception. Schultz also went 50-50 with Magic Johnson on stores in minority commu nities. Schultz is also a significant stakeholder in Jamba Juice. On January 8, 2008 Schultz regained his status as CEO of Starbucks after a hiatus of 8 years. Howard Shultz as a leader 1. Vision According to Howard Shultz, to make a business a success, one must have a strong and bold vision. A successful leader must be able to see opportunities and respond to them before others can. He also adds that vision alone is not sufficient to make a company successful. â€Å"A successful company can’t sustain itself on exhilarating ideas alone. Many business visionaries have failed as leaders because they could not execute. Process and systems, discipline and efficiency are needed to create a foundation before ideas can be implemented and entrepreneurial vision can be realized†. 2. Need for change Howard Shultz believes that a business should constantly introduce changes to flourish and grow even if it is doing reasonably well. He says- â€Å"The world is changing. Ever y year, customer’s needs and tastes change. The competition heats up. Employees change. Managers change. Even when life seems perfect, you have to take risks and jump to the next level, or you’ll start spiralling downhill into complacency without even realizing it. † 3. Integrity and Passion Being passionate about your business is the key ingredient to its success. When you are passionate, you come across as excited, energetic, and enthusiastic — all of the qualities employees like to see in their leaders. Schultz’s passion rubs off on employees and they in turn deliver exceedingly good performance which pleases the customers at Starbucks. 4. People orientation According to Schultz, it is necessary for a leader to build a relation of trust and confidence with his/her employees. The employees directly affect the quality of products and services the company’s customers receive. People will determine the ultimate success of a company. Product s are inert. A leader must hire great people, celebrate their passions and their skills, and give them the freedom to do their jobs right. To build employee commitment towards the business, it is necessary that they are able to trust the leader’s judgement and be sure that their efforts will be valued. Comparative study of the leadership styles of Indra Nooyi and Howard Schultz In general, both the leaders possess similar leadership traits that have helped them reach such great heights in their respective careers. Contrary to the popular perception of women being more â€Å"people oriented†, Howard Schultz lays great emphasis on the same and feels that it is extremely necessary to value your employees and develop a rapport with them so that they can count on you, trust you. Similarly Indra Nooyi recognises the importance of treating her employees well and to ensure that their efforts are recognised and that they are not over-worked. Also, both the leaders emphasi se that an organisation in order to sustain and grow, must undergo constant change. They also say that leaders must always keep a look out for opportunities and grab hold of them before their competitors can. Both leaders come across as visionaries. Howard Schultz particularly also mentions that vision without implementation is not sufficient and will not deliver any outcomes. Both leaders feel that they should encourage participation from their subordinates and not just give orders and expect them to adhere to them. Indra Nooyi also feels that she can learn a lot from her employees and is open to their ideas and suggestions. Howard Schultz feels that once a good performer is hired, he/she should be given the freedom to do his/her job in a way he/she thinks is right. Conclusion To conclude the study, we can say that the differences between male and female leadership exist, but the differences are not solely gender related. Also, the preconceived notions of people cause them to make judgements about variations in leadership styles of leaders of the opposite sexes. In some instances, there may be no perceived differences at all in leadership styles between men and women. In other cases, people may perceive men and women to act differently based on their own socially constructed conceptions of gender. Differences may have more to do with personality aptitudes and gender stereotypes than with actual differences in leadership due to gender. Generally, women are perceived as more democratic leaders. Their styles involve a sharing of information and promotion of cooperative learning. Women also share the power with their employees, enabling them to see and believe that their opinions matter. They have strong interpersonal and relational skills that make them seem empathic and effective to their staffs. They are expected to smile and be considerate as well as open to negotiation. Male leaders on the other hand represent the notion of rugged individuality and conform to the ideals of masculinity in the workplace. They are autocratic, focused on directing performance and finding solutions by considering wins and losses. Their competitive nature can make them appear less hands-on and approachable, though they often epitomize a calm, cool demeanour. Males are seen as formal authorities and are often on the top of the corporate ladder in industries dominated by highly educated women. Regardless of how women are perceived as leaders, the evidences collected by many researchers strongly suggest that women and men are equally effective as leaders across many different types of situations. Despite the perceived similarity in the way men and women lead and for the fact that women tend to be equally effective as men as leaders, women still face significant difficulties in going up to top levels of management in business organizations. References * https://www. thepracticeofleadership. net * https://www. career-bios. com * https://www. refere nceforbusiness. com * www. scribd. com * www. slideshare. net * https://www. icmrindia. org * https://www. essays. se * https://ivythesis. typepad. com * https://www. allbusiness. com Don’t waste time! Our writers will create an original "Gender Differences in Leadership Styles and Behaviour" essay for you Create order