Contingency Situational Leadership: Jorge Rubio Leadership Style

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Jorge Rubio Leadership Style
Contingency Situational Leadership
His action is contingent upon the internal and external situation. He adapts and able to meet the changing needs of the organisation and the members. He is flexible upon the organisation’s environment, the members’ competence and commitment. He has the insights and understands when to adjust his traditional management style to match the strategy of the organisation and external consumers. He setting up brain spa, intentionally, creating right environment that helps in people alignment; he takes CSI members out of the comfort zone, he choose to sit down with them and by doing so he reduce the power distance between them. Societies with low power distance, on the other hand, are
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Everyone is given the equal opportunity to participate, exchange ideas freely, and discussion is encouraged. Still he is there to offer guidance and control. His role is more as counsellor and facilitator, because those selected members are experienced and skilled. In returns, this leads to higher productivity, better contributions from group members, and increased group morale. He develops and maintains personal relationships between members by opening up improved channels of communication, providing “psychological hits,” facilitating and demonstrating change in their behaviour. His purpose is encouraged to share ideas and opinions, members feel more engaged in the process; this will cultivates creativity and members will be motivated. As a strong democratic leader, he inspires trust among members. He is sincere and makes decisions based on his morals and values. Members tend to feel inspired to take action and contribute to the group. He also seeks out diverse opinions and do not try to discriminate those less popular point of view. He will have better ideas and more creative solutions to problems. Group members also feel more involved and committed and more likely to care about the end results. Consequently, active participation promotes involvement and commitment, because members develop a greater trust in and rise to a higher …show more content…
Authentic leader is transparent and ethical, relates well to others, open to new ideas, and can inspire high levels of performance in tough times. They find ways to inspire their team through creative and collaborative. As fostering collaboration in cross cultural environment need to actively listen and to empathise. But leaders too depend on the way it perceived/defined.
Innovative leader able to inspire others to think outside the box then creates an environment where new ideas can be evaluated. This is important in leading PepsiCo R&D division. Leaders tend to be visionaries and motivate their subordinates through leading by example and fostering collaboration. Leaders have strong focus on the end-user, able to build strong two-way trust and ability, good at getting people to go beyond their normal limits and believe in speed and getting ideas and prototypes completed quickly. As a result, create high job satisfaction, performance and quality group interaction, if the diversity is greater, the greater the variety of ideas. However, it is resource intensive and time

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