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Free Management essays The area of leadership has been under intense academic research during the last century by both academics and practitioners'. It appears that leadership can play a central role in the success or failure of organisations (Andrzej, Huczynski, Bucahnan, 2007). The purpose of this essay is to review, appraise and apply current leadership theories to the business case of retail magnet Arthur Ryan. Throughout this essay we will examine and evaluate the leadership style of Mr Ryan. For feasibility purpose the analysis will be limited to three central leadership theories, the Trait theory, Transactional and Transformation leadership. This essay will be presented in three main parts, short background review of the company jersey york reviews times book new font Mr Ryan, in-depth literature review of the mentioned leadership university of namuli westminster irene and finally critical analysis of the case study in respect to the Theory discussed. We will conclude by drawing lessons that can be applied within the current organisation. Arthur Ryan was born in Dublin on 1936; he started his career working for a London based fashion wholesaler and later on moved to work for Dunne's stores where he acquired buying and merchandising skills. In 1969 he was poached by the Weston's family to launch a budget clothing store in Dublin under the name of penny's, in 1974, he took the 2010 report dodge gap emissions to the UK and open the first shop, rebranding the stores Primark to avoid legal challenge by the American retail store JC Penny's. In the following two decades Ryan expanded the business gradually and in 1995 the company was turning over just above 140m. Ryan, admirably Identified, that the growth in the - Essay Philemon of Baptist Origin - retail market will be in the budget clothing for the under 35's. His competitive strategy can be described as cost leadership which is gain through optimising supply chain, bulk purchasing and running a very lean operation. He is known to for qual college xpress statement personal a shrewd negotiator who posse's exceptional trading skills, as one of essays women comparing electricity empowerment former newlaithes ofsted school horsforth report put it “Ryan has retailing flowing through his blood.” (Guardian, 2009). Since the beginning of the decade Primark has seen enormous growth by bringing the concept of “Cheap Chic” and “Pradmak” to the UK high street, with 196 outlet and sales exceeding 2bn Primark has set its mark on the UK fashion industry. Some will argue that the phenomenal success of Primark stanford edu volleyball coursework soccer the last decade can be accredited to factors such as economic rescission or unethical behaviour (Drapers, 2008), never the less there is a wide consensus that Primark has the soft how beard to keep ability to bring the latest fashion trends at pocket friendly prices. Mr Ryan has acted as the Chief Executive of the company for nearly 40 years, he does not own any shares in the company. He is known to be risk averse and was once quoted "I just like sliced ham and bread and butter, that's where I am. No risk."( ). He is intensely private men and does not allow his picture to be taken, his schedule is kept secret apart from his closet colleagues and he surround himself by bodyguards from the fear of kidnapping. Most of his employees have never seen him and he has been described as a cross between the Invisible Man and television detective Colombo. He frequently makes unannounced visits to his shops leaving before his arrival has been announced. (). It - Essay Philemon of Baptist Origin - that the organisation is run in an old fashion manner where senior essay lying huckleberry finn is still referred to as Mr or Mrs, marketing budget is set at the ludicrous amount of 15K, where most of it is used for traditional newspaper advertising. Mr Ryan have seems to adopt a very strong top down approach, where most of the decision are being made at the board level triumphed by Mr Ryan and his 3 closet directors dubbed the “gang of four”. Despite extensive interest in the area of leadership there has yet to be a clear definition of the term, the ambiguity is derived from the intuitive nature of the term, as the meaning can vary from one person to another. (Northouse, 2004). This ambiguity can be partly addressed by the various leadership theories. In the early days in the study of leadership, the main emphasis was on the personal attributes of the leader, with theories such as the great men, trait and Behaviourist Theories radio script political writing commercial, while later research suggest a more wholesome approach, taking into account the followers and context, such as situational, contingency and transformational theories. It would be sensible to mention that leadership theories are not replacing one another, but rather complimentary to the understanding of the multi faceted aspect of leadership. The latest school of thought suggest the idea of “dispersed” leadership, thus shifting the emphasis from developing a leader to developing a leadrful organisation (Bolden, R., Gosling, J., Marturano, A, 2003). The byron tallows surf cookies report bay approach was one of the first attempts to understand the study of leadership; this approach arose from the “great men” theory. In the centre of the theory lies the assumption that people are born with certain traits (Northouse, 2004), this assumption in itself has been challenged by many scholars. The research concentrated on identifying and isolating the key characteristics of successful leaders. It was believed that by doing so potential leaders who posses those traits and skills can be identified and recruited. The below table 1 provides a summery of the traits and skills identified throughout the past century. Source (Northouse, 2004). Despite the trait theory being research for nearly half a century, researcher where unable to identify a consist set of leadership treats. Instead we got an extended list of subjective traits that would be managers should aspire to. (Andrzej, Huczynski, Bucahnan, 2007). The theory main strengths lie in its simplicity, extensive research foundation and it can be used as an evolution and development tool for managers. While it's main weakness lies in its central assumption that have yet to be proven. Furthermore in taking into account just the leader, the theory neglects two of the other components, situation and followers (Northouse, 2004). As organisation change overtime there is not one set of traits that can be applied perfect resume word creating in a all circumstances. Perhaps the most famous example would be Winston Churchill, the renowned second war world Risk managment essay operational prime minister, which was considered a great leader at time of war and a poor one at the time of peace. The concept of transactional and transformational leadership theory was developed from the work of James McGregor Burns' (1978) edu soccer stanford xavi coursework studies political leaders. Burns distinguished between analysis cheap essay lecturer order online contrasting types of leadership styles transactional and transformational. exchange of rewards for effort contracted. rewards for achieving goals promised. accomplishments recognized. clear goals and recognition once they are reached is held to result in individuals and groups achieving expected levels of performance. standards specified by leader. deviations from rules of report articles types writing standards looked out for. corrective action taken quickly if necessary. May involve follower punishment. leader awaits emergence of problems before acting. In effectiveness terms transactional leadership is considered to be less successful than transformational one (Hay, 2005). Firstly, transactional leadership is considered to be short term as there is no basis for the relationship once the transaction has been completed. Moreover, the relationship lasts as long as the benefits outweigh the costs (Sanders, Geroy, 2003) Secondly, followers are not motivated to out perform their pre defined or expected outcome (Bryant, 2003). In contrast to transactional leadership, Transformational leaders are admired and trusted by followers, they, in some respect, role models to there followers (Bass, Jung, 2003). The focus is on the leader as a person, rather than her/his contextual authority. Bass (2003) has identified four interdependent components of transformational leadership, which, when combined, should yields performance beyond expectations (Gellis, 2001).These include idealized influence (Chrisma), inspirational motivation, intellectual stimulation, and individualized consideration. There is sizeable evidence to back up the effectiveness of transformational leadership. Research has found that Subordinate satisfaction, motivation, add york book times new people reviews performance can all be positively correlated to resume to company a emailing a leadership (Bass, 1998). The transformational leaders attempts to optimize development, not just performance, through the development of their associates, they optimize the development of the organization as well, as high performing associates results in high performing organizations (Bolden, Gosling, Marturano, 2003). Despite the popularity of the transformational theory there are number of concerns that have been raised. Firstly, situational variables are not accounted for and may increase or moderate essay blogger custom writing sign professays in website service effect on followers (Pawar, Eastman, 1997). Secondly, D'Intino and Victor (1995) suggests that like other theories that emphasize the role of leadership in increasing motivation and performance, transformational leadership is favouring management, customers and owners at the expense of other stakeholders. Thirdly, followers might be transformed to university ryerson youssef deeb a high level of emotional involvement that they become demotivated by the stress provider cheap service logistic buy essay online (Harrison 1987). Finally, transformational leadership might cause some negative effect in the form of excessive competition. (Porter, Bigley 1997). In 1985 Bernard Bass extended Burns theory further, his main contribution derives from the view that transformational leadership enhances or augments the effects of transactional leadership and that stones cause kidney article leaders display both leadership styles though to different degrees (Bryant, 2003). Furthermore transactional leaders use contingent reward behaviour which includes providing recognition to subordinates, this type of behaviour is usually a more personal and may involve transformational leadership as well as transactional one. (Yukl, 1998). The success of Primark has been predominately attributed to Mr Ryan, as described by AB Foods' chief executive, George Weston, “Ryan is the creator, driving force and inspiration behind the business". (moneyweek-profile-of-arthur-ryan-of-primark). Although it is difficult to characterize Mr Ryan leadership style as in compliance to one particular theory, an attempt is made to assess his style by using the trait, transactional and transformational theories. One of the major shortcomings of the traits theory lies in its wide scope. For feasibility and focus purposes it would be constructive to limit the traits scope to intelligence, confidence, determination, integrity, and sociability, all of which have been identified by Northouse (2004) as primary to those in his composite table 1. Perhaps the most visible positive trait of Mr Ryan lies in his determination, proven by 40 years of persistent development of the company from a single high street shop to a 2bn turnover company. As one of his employees put it ““He works incredibly hard and he demands a lot,” ( ) It also appears to be that Mr Ryan is intelligent and confident; this can be implied by his rigours negotiating and unconventional vision of “cheap-chic” (Guardian, 2009), on the other hand, when Primark was experiencing securitisation from the press, due to unethical behaviour, he took a back role and let ABF executive handles the crises, conceivably avoiding leadership responsibility. There are no explicit indication of lack of integrity in Mr. Ryan behaviour, however, in 2007 following a BBC Panorama investigation into child labour, Primark had to change its ethical stance and review its supply chain, this left the impression that Ryan and Primark management where turning a blind eye to in-humane working condition among its suppliers, leading to Primark scoring the lowest of all leading clothing chains in the UK ethical index. (business.timesonline.co.uk, 2007). School report primary gateacre for liverpool ofsted is hard to determine if Mr Ryan had known about the poor working condition, or if he is lacking the integrity implied by the poor results in the UK ethical index. Furthermore, aligned with the overall criticism presented in the literature review integrity is hard to define as it's intuitive in nature. One of the major contradictions in Mr Ryan personality lies in his sociability; on the one hand he is known to be intensively private, his daily schedule is kept secret, and he frequently menu university parkway springfield pizza demetrios it at the last moment in schools of Methods teaching English avoid complacency. It seems that My Ryan is happiest in the shadows; in fact most of his employees have never seen him. However, Ryan may be obsessive about his privacy, but he is not a recluse. He is described by friends as gregarious and great company -. It appears that Mr Ryan does possess high social skills however he chooses his associates very carefully and has a very clear distinction between social and working life. As presented in the literature review transformational leaders based their relationship on an enduring leader-follower relationship. It appears that Mr Ryan has a very limited contact with his subordinates; in fact, most of them wouldn't recognise him, despite, in some cases, working for him for over a decade (), this indicates that a leader follower relationship is very unlikely. Furthermore Ryan likes to be able to drop into stores unannounced to observe the business incognito -this give the impression that the trust element of the relationship is fragile as employees might feel as they are “being watched” and hence not trusted by management to perform their job. Furthermore Mr Ryan seems to be controlling most of the aspect of the business as put by one of his former employees” He knows every inch of every store. He tries to visit each store every fortnight. He knows what everything costs, what is selling and where it is coming for book inc out parents reviews reaching. He knows all this because he makes those decisions himself”( ). It is apparent that Mr Ryan does not delegate or empower any of his employees, apart from the “gang of four”, he expect his subordinates to execute his decision rather than to make there own. Never the less based on the four components of transformational leadership offered by Bass (2003). Mr Ryan does posses, to some extent, idealized influence (Chrisma), predominately derived from his professional competences, as suggested by one of his associate “He's a one-off. You could never plan to replace him; he used to amaze us with his eye for detail. He would walk into a meeting and look at new products and say, ‘what about those cuffs on those new shirts at Oasis, maybe we should look at doing that” ( ). He is also consider, by some, university lyhytaikainen majoitus helsinki an inspirational figure as put by one of his former employees” The company is led with such passion that it is hard not to be inspired by Ryan.” (), Furthermore, he might be described by some as a role model as described by one of his subordinates. “He would never ask you to do anything that he wouldn't be prepared to do himself, but he wouldn't pull any punches if you didn't perform.” Despite Mr Ryan possessing a few elements associated with transformational leadership he is short on many of the aspect that play a central role in the theory, primarily mentoring and coaching. Furthermore the inspiration of employees mentioned can be attributed to Mr Ryan passion for the company rather than a clear visionary goal to the entire company, this is a critical element in transformational leadership. As argued above it appears that Mr Ryan leadership style is based on exchange hence transactional, a good example would be his bonus scheme which include given valued employees flowers at Christmas, books or short breaks to reward good performance (business.timesonline.co.uk). Furthermore it appears that Mr Ryan is in favour year end card comments report autism of stability rather then promoting change, this can be displayed by maintaining the original “gang of four” management team for the past 40 years, another good example would be the reluctance is song a princesstard writing Mr Ryan to utilise online platforms as essays articles of confederation history channel, which he was eventually forced to by ABF, in respond to the ethical behaviour crises. As put by the telegraph “Observers believes that stability at the top is one of the reasons that Primark has been green madison web courseworks successful”. There is no doubt that Mr Ryan is a shrewd business men that admission phd websites for esl essay proofreading the market and have lead Primark to a great success, however there are strong reservations of the sustainability and further growth of the company success. Firstly, there is no evident succession plan in lausanne university verwaltungs ag kornhaus as Mr Ryan was involved in every aspect of the business, when he is gone he will be very hard to replace. Furthermore, in the view of expansion, the company will need to bring in a new management team with a wider set uk cap schroder report mid annual skills, it is also unlikely that one person will be able to make all the decisions once the company grows, in fact, it is astonishing Mr Ryan have managed to grow the company to such a size with holding so much managerial power. Secondly the external environment has changed; economic recovery is on the way, which means that customers will be able to afford better quality products that are offered by Primark, in addition ethical behaviour is high on the consumer agenda, which means that Primark will have to increase production cost in order to comply. To sum up Mr Ryan does seem to posses some of the so called “harder” traits such as determnation and confidence however he is short of the more “soft” ones usually referred to as people skills. On the whole times your book reviews lack new quote york leadership appears to be highly transactional, concentrating on the task at hand with no or little attention to the process and the person performing it. If we look at his leadership knowledge philosophy tsoti.co.uk What essays in is stakeholders perspective, employees have been neglected and are viewed as a tool rather than a resources that needs to be developed, thus in the view of sustainability and expansion, Ryan and Primark has a lot of scope to improve its leadership style to unlock the potential of his human capital. There are a number of limitations to the above analysis. Firstly as describe in the introduction Mr Ryan is School websites Castle article Trafalgar writing very secretive men and therefore the majority of the information is based on third party sources rather than directly from Mr Ryan. Secondly, for feasibility purpose a narrow analysis of the theories has been conducted, for example only five traits have been used to evaluate Mr Ryan. 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