Meg Whitman’s leadership style can be characterized as a collaborative, democratic, and team-oriented approach. She strives for a culture of creativity, innovation and integrity in all that she does. While meg is the CEO of eBay, she encourages her team to take on more responsibility and grow themselves professionally by providing them with coaching opportunities and new challenges. In this article, we will discuss meg Whitman’s leadership style which is one key factor in her success at both eBay and HP.
Background information. Elsie Whitman was born in 1956 on Long Island, New York. She has amassed a worldwide reputation in the corporate world during her career. Her reputation is largely based on her performance in the business environment, which is mostly dominated by males.
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Meg Whitman has worked for firms in the United States, the United Kingdom, and Australia. She has held executive roles at Proctor & Gamble (P&G), Bain & Company, Disney, FTD, Hasbro, and Stride Rite. Meg Whitman was hired by eBay in 1998 as its CEO where she served for ten years before joining Hewlett-Packard (HP) in 2010 as its CEO. Meg Whitman is currently the president of HP.
Leadership style and philosophy. Meg Whitman understands the value of excellent leadership in a company’s success. As a result, she has built up considerable management expertise over time. Meg Whitman primarily uses transformative and charismatic leadership approaches as a leader. Transformational leadership is demonstrated by a number of concerns under Meg Whitman’s stewardship.
To begin, she uses intellectual stimulation as a tool to encourage her followers to be inventive in the discharge of their responsibilities. She frequently asks her employees a series of questions in order to push them out of their comfort zones. ‘Meg Whitman does not tell individuals what to do,’ according to Daft (2011).’However, she continues quizzing them until they comprehend where they are going.’)
Meg Whitman is a leader who emphasizes personalized attention. One method she uses to do so is to guarantee that company communication stays open. She eliminated all of the red tapes that hindered conversation between the top and lower ranks at HP when she became president.
She has achieved this by launching an “email to the top executives that bypass bureaucracy” that gives workers an opportunity to directly reach the top officials. Her personalized concern has helped to form a strong relationship with lower-level employees, which in turn fosters high organizational identity development.
Despite her position, employees regard her as a down-to-earth CEO. Despite HP’s efforts to create an organizational culture that encourages collaboration and teamwork among its staff, it has developed a culture in which employees are expected to work together as a team. This is only feasible if the various levels of management have effective and efficient communication.
As a result, the corporate culture of the companies in which Meg Whitman has worked thus far is compatible with her leadership style (Hellriegel & Slocum, 2009). Her magnetic leadership style is demonstrated by the fact that she leads others rather than forcing them to comply. She does this by providing her followers with clear instructions on how to do something. As a consequence, she may create an incredible level of confidence among her following.
Personal and organizational values. The personal ideals possessed by leaders, according to Whitman and Hamilton, have a crucial role in the success of a company. Meg’s corporate dominance is due to her strong personal and organizational values. She feels that leadership success stems from bringing followers into the governance process.
Whitman is adamant about giving credit to other people’s ideas. Employee engagement is one of the most significant leadership qualities. This is due to the fact that it has an impact on how devoted employees are toward meeting the organization’s objectives. Meg Whitman has been able to improve HP Company’s performance by encouraging employee involvement. Courage and trust are both important to Meg. She claims that they are critical components of 21st-century management. Trust is an essential organizational value because it increases the level of employee collaboration, resulting in synergy.
Courage, on the other hand, is a critical personal value in that it encourages the leader to take calculated risks, resulting in a higher probability of organizational success (Whitman & Hamilton, 2010). Meg has noted for years that flexibility is crucial to her career. She feels that flexibility improves the effectiveness with which leaders respond to internal and external changes.
Authenticity is one of Meg Whitman’s organizational values. Meg is constantly focused on attaining the intended outcomes and the company’s stated objectives because she is genuine. She also admires honesty and fairness among her employees, which stems from the fact Additionally, Whitman & Hamilton (2010) points out that it has an impact on the dynamic developed between employees at various levels of management.
Ways through which the values possessed by the CEO are likely to influence ethical behavior within the organization
The values of the CEO have a significant impact on HP’s ethical development. The CEO’s duty to promote honesty and fairness encourages employees to maintain high levels of discipline. This is due to the fact that workers will regard one another with respect, which leads them to be more conscientious (Lehman & Deborah, 2008).
Today’s organizations confront a big problem as a result of the large number of cultural diversity among employees. Employee conflicts can arise if cultures are not properly managed in the workplace, limiting organizational achievement. However, advocating for equality will ensure that staff respect one another, which will lead to a better working environment. Furthermore, honesty will be essential in reducing corporate fraud, which is one of the major unethical concerns confronted by company management teams.
The CEO may reduce unnecessary employee resistance by developing and sustaining employee engagement in the management procedure. Employees will come to believe that they are a part of the transformation process. As a result, the chance of the CEO stopping acts of sabotage to the company’s change initiatives will grow.
When organizations do not work together in the change process, some workers may provide business intelligence to rivals since to a lack of organizational identity. This might have a negative influence on the organization’s ability to reach its targeted level of competitiveness (Lewis, 2007). Strengths and weaknesses. The following are some of Whitman’s strengths and flaws.
Strengths. Whitman is a customer-centric executive. She is dedicated to giving value to consumers. As a result, she encourages her followers to focus on the needs of their clients while performing their tasks.
Team-oriented– The CEO recognizes that the organization’s success in an increasingly competitive environment will rely on the contributions of every employee. As a result, she encourages workers to collaborate to achieve the corporate objective.
Innovative– The level of competition in the personal computer sector has increased dramatically in recent decades. One of the reasons for this increase is the advent of new technologies such as mobile devices. Meg Whitman is very creative in order to face the variations in the external environment. For example, she intends to improve HP’s cloud computing and big data capabilities. This will enhance HP’s competitiveness significantly.
Weaknesses. Despite the aforementioned strengths, the CEO has several shortcomings, one of which is her impatience. She doesn’t give clear instructions; instead, she gives hints. She may sometimes dominate the decision-making procedure, causing conflicts to develop.
The CEO’s greatest quality. Whitman’s innovation has helped her become one of the most well-known female entrepreneurs in the world. Meg is very innovative when it comes to solving problems. She is very dedicated in order to achieving the intended result while dealing with a problem.
Influence of power, politics, and communication in a group. Power has a significant influence on organizations’ groups. The first power of the group has an impact on the group’s members’ commitment to carrying out their responsibilities. Team leaders can employ various types of power, such as referent power, coercive power, and reward power, to ensure that staff stays focused on the company’s objectives. Organizational effectiveness can be influenced by politics as well.
Group norms, free flow of information, and peer pressure are all influenced by organizational politics. On the other hand, communication has an impact on how much group members give out vital information in order to reach the stated goals. As a result, it is critical for company executives to be effective in managing power, politics, and communication if they want their organizations to succeed.
Leaders have a significant impact on the company’s success by providing direction and contributing to the organization’s success. Leaders utilize several leadership styles to encourage others. The aim of this essay is to assess Meg Whitman’s leadership style, based on Darling and Leffel’s (2010) framework, which helped her achieve one of the world’s most successful leaders. A leader, in the broadest sense of the term, is someone who is accountable for guiding and directing his or her team. While the manager manages, the leader explores new ideas and focuses on people as well. The leader has a long-term vision.
The leader, on the other hand, is someone who does things correctly. The manager executes everything properly; whereas, the leader does theright thing (Murray, 2010). There are many different leadership theories with various viewpoints. According to the Great Man theory, exceptional leaders have developed in them certain qualities that make them natural-born leaders. According to behavioral leadership theory, people can become leaders through instruction and observation (Schyns et al., 2011).
The participative leadership theories, on the other hand, argue that the ideal leadership style is one that considers the opinions of others. The transaction theory focuses on coordinating, organizing, and performing as a group (Avolio et al., 2009). According to Darling and Leffel, there are four forms of leadership: analyzer (gathering facts and analyzing data in order to draw conclusions), creator (likes to take a chance and innovate), connector (establish a pleasant working environment), and director (pragmatic; focuses on jobs and outcomes).
According to situational theory, she said that because she was involved in a variety of sports, she had the ability to connect with a team, learn how to play a specific position, and enjoy winning as a team (Makers.com, 2014). The qualities of being a connector and using problem-solving methods while analyzing business circumstances are examples of the Analyzer leadership style.
She emphasized that in order to have a successful business, you must be willing to take risks. She also highlighted the importance of developing an innovation culture in any company. eBay’s continual invention was one of the key factors in its incredible success. Meg took advantage of the internet’s opportunity and turned eBay into a profitable firm (Mills, 2008). As a result, she demonstrated the qualities of an inventor across five dimensions defined by Darling and Leffel (2010) .
What is the role of a leader in today’s world? Leaders are more effective and efficient than ever before. The way values and culture are presented is an indicator of organizational culture and values. Most people working in organizations want to be loyal to their employers, value their work, and want to collaborate with one another. (Ravasi and Schultz 2012)
The organizational culture has an impact on how people and groups interact with one another, with clients, and with stakeholders. The ideals of a company are fundamental characteristics that define individuals, organizations, and products/services at their most basic level. These values serve as the foundation for expectations and trust to be built upon. (Mayhem 2010)
Meg Whitman is the current CEO of Hewlett Packard, a Fortune 500 firm. Meg Whitman was born on August 4, 1956, and she previously went by the name Margaret Cushing Whitman. She made her name in a field dominated mostly by men. (Whitman 2014) She received her bachelor’s degree in economics from Princeton University and her MBA at Harvard Business School in 1979 after graduating high school in three years.
You saw was a quietly confident individual who was secure in her understanding that only comes with the correct choices being made time and again. When it comes to making difficult decisions, leaders must have enough self-confidence to make them. She’s not afraid to call things as she sees them, and she isn’t averse to going against the grain of popular thought. Some of her leadership principles came from other organizations. She learned that working together with others is a more efficient approach to accomplishing tasks than managing employees.
Meg Whitman was born in 1957 and spent the first part of her life in Cold Spring Harbor, Long Island, New York. Whitman intended to study medicine upon entering Princeton University, but she changed her mind after completing a summer job selling advertising for a campus publication.
She obtained an economics degree in 1977 and an MBA from Harvard Business School two years later. Whitman began her career at Procter & Gamble, then moved on to work for the firms of Bain & Co., Walt Disney, Stride Rite Shoes, Florists’ Tran world Delivery (FTD), and Hasbro. She was in charge of marketing Playskool and Mr. Potato Head products at Hasbro.
Whitman, who is now 49 years old, joined eBay in 1998 as president and CEO, helping the company to become a significant Internet presence with over seven million people each day. Whitman has successfully combated strong competition from Amazon.com and Yahoo by becoming the emperor of the world’s largest online auction site.
She’s fast, efficient, loyal, and persistent. She has eradicated any issues immediately, done her best to eliminate the fakes on her site, and maintained a steady flow of earnings, making eBay the world’s most valuable Internet brand in the process. Whitman is married to Griffith R. Harsh IV, a neurosurgeon who is one of the world’s wealthiest individuals according to paper at least. The business world is always changing, and new ideas are in demand. Rather of being rigid, Whitman is at ease going with the current trend. Meg Whitman believes that both flexibility and adaptability are required to maximize output and deal with today’s diverse workforce.
According to Bolman and Deal (2011), leadership is a complicated process since it may be viewed from several perspectives. A person can either be born a leader or develop it through learning. The qualities of a leader include being compliant in behavior, the power to persuade others to pursue certain aims, objectives, and carry out tasks as needed.
Leadership, according to Bolman and Deal (2011), is a process that allows a leader to utilize their personal qualities in order to accomplish the stated goals and objectives. A leader must have a track record of success, technical competence, abstract thinking abilities, skills for making difficult decisions, excellent character traits, and the ability to discover and cultivate talent. A leader derives power from the position he or she holds in the organization, which is defined by leadership style. Power can also be gained through rewards, coercion, or lawful sources. Personal and religious power, on the other hand, might provide a leader with additional power.
The most frequent leadership styles in businesses, according to Kellerman (2004), are authoritarian leadership, where the leader makes decisions and imposes them on the individuals, transactional leadership, which is based on the exchange of services for money, transformative leadership whose primary concern is how to utilize people as resources to change an organization, and servant leadership, where the leader serves as a model for others.
A good leader must be able to focus the efforts of his or her employees on organizational objectives. A leader should also be persistent, self-assured, tolerant, intelligent, imitative, sociable, motivational, informed, emotionally stable, emphatic, and have excellent cognitive abilities. To lead others to work and achieve successes in their endeavors is a must for a competent boss.
It’s critical for a leader to be one of the big five personalities, which include openness, agreeableness, neuroticism, extraversion, and consciousness. A successful leader must have emotional resilience, self-assurance, accountability, dependability, responsibility, credibility, and tenacity.
Functions of a leader. Developing mutual trust and a positive relationship between stakeholders and staff, developing a shared vision, demonstrating competence and integrity, delegating authority, hiring the proper individuals, creating and leading effective teams, recognizing and relating with good people, and making excellent decisions are some of the responsibilities in an organization. To take charge, a leader must have excellent listening abilities, a strong will, an ambitious spirit, and plenty of energy. A successful leader must be creative, problem-solving proactive, consistent in practice, and a good communicator (DeNisi & Griffin, 2008).
Case study leadership in eBay. At eBay, Margaret Whitman’s leadership was faulted for encouraging her workers to work even when they thought they might fail in their efforts to achieve the company’s business objectives. Margaret Whitman began her career at eBay by hiring the appropriate people to work for the company (Patel & McCarthy, 2000).
She quickly identified the best business model to employ in order to expand market share once she had the appropriate team in place. She also took a hands-on approach, which is a characteristic of servant leadership. She also noticed some flaws in the firm’s policies and improved them to better fit today’s world.
Whitman used performance indicators to evaluate the company’s performance and make improvements when she was dissatisfied with the outcomes. She included clients and employees who made significant contributions to one of the world’s most advanced e-commerce solutions during decision-making.
Conclusion. In conclusion, leadership is all about planning, organizing, and directing team members in an effort to achieve company goals and objectives. Despite being mocked for her management style, Margaret Whitman was one of the most powerful and successful business executives on the planet. She exhibited excellent leadership qualities such as honesty, dependability, and enthusiasm for service, which she demonstrated through her leadership abilities and servant leadership approach.