The History About Positive Focused Strategic Leadership Business Essay

authoritarian style involves retention of full authority  by the leader decides , decision is passed on to subordinates instructions about the implementation of decision are given and the  subordinates are expected to do what the leader has  told them to do.


Leaders confer final authority on the group. They function as collectors of opinion and take a vote before making  a decision .democratic leaders delegate full authority to subordinates. This style is more relevant for community activities than for work settings.

Bill Gates

William Henry "Bill" Gates III is an American business magnate, investor, programmer, inventor & philanthropist. Gates is the former chief executive & ex-chairman of MICROSOFT, the world’s largest personal computer-software company, which he co-founders with Paul Allen. He is a visionary man who uses that gift to advance technology & extend the boundary of what software& machines can do as a result of his work he had widely influenced many people ; & along the line he became.

William H. Gatesis one of those CEOs who by hints the values of his organization, he also to seem keen that his fellow workers do the same. Dealing leadership province is a vital challenge for any CEO during a part of increment or alters.

Positive Focused Strategic Leadership

The construct of PFSL indicates aintercross of convince psychology and strategic leaders, which can interchange Gates’s Tranquillize style. Business leaders must also be mental practicing that dissects their own management proficiency.  Management could be Argonne to be a second status of leadership, hiring leaders to have actual human feels when moving with their manpower.  This means at fewdetails, a leader deals someone or something.  The main question is how does one extend and deal at the same time? Possibly this doubt is best served through with the concept of positive psychology..

A Leadership Analysis of William H. Gates Founder and Ex-chairman of Microsoft

William H. Gates’s leadership style through with a case examine initialize as a demarcation between attribute and process leadership accesses.  These approaches are also equated to Gates’s transactional leadership (TL) style, which is conceived to be veto one.  A guideline on how Gates can assert his position of power and regulate through Convince Focus Strategic Leadership (CFSL) is also discussed as ainterchangment leadership approach.  CFSL is a deduction of positive and strategic leadership psychological theories.  This analytic thinking and diligence is imperative because Gates has lately issued as one of the major spherical financial leaders, as Microsoft’s ex-chairman and co-founder.  Hence, Gates needs to be conceived an regulation entity and individual.  This may also suggest future leadership movements based on his level of control and regulate. 


MukeshAmbani , many inquired what kind of leader he would be. We knew he was firm at accomplishing on the procedures behind DHIRU BHAI’s technique and intent splendor. We knew he had been incapable and adequate manager who’d gained the observe of Wall Opportunity during DhiruBhai’ health abscissions. And as taking over the company, we’ve found out that he’s volition to do matters Dhirubhai was against, such as making capitalists and employees happy with breed-redemption and sympathetic-devoting programs.

With the declaration of a storm management agitate; we got an even better image of what kind of leader Kurt Levin will be: one who isn’t too lofty to accept his misunderstandings, and requires his team to be volition to do the Lapp.

Here are a few takeaways from Kurt Levin’s leadership style:

1. Variety of leadership is massively authoritative:-The approximation following this philosophy is that people convey deals of unlike expenditures to the prorogue, and companies that can rein the most quantities of originative experiences will be more modern in their advance to business. Levin very explicitly distinguishes that fact, and has made variety a basis of his management philosophy.  

"We want variety of celebration," he says. "We want variety of manner. We want individuals to be thence’s. It's this great thing about Reliance. You don't have to be somebody else. You don't have to put on a aspect when you go to crop and be something dissimilar. But the thing that draws us all is we're fetchedunitedly by values. We want to do the right thing. We want to be reliable and aboveboard. We accept when we're incorrect and have the braveness to find."


3. Accept you're incorrect: - Finally, levin's advice for entrepreneurs and CEOs is advice that's passably helpful for anyone, really. "So many people, particularly, I think, CEOs and top business tycoons, they get so planted in their old ideas, and they refuse or don't have the courage to admit that they're now wrong," he says. "Maybe the most underachieved thing about Mukeshwas that he had the braveness to change his mind. And you know—it'saendowment."

Comparison of leadership  style

Bill  gates is a democratic leader as he gives value to his organization and wants his fellow to  work like him and give their best  for the organization. He devotes his time in meetings with customers and also  always in contact with  Microsoft employees in world by emails.he trust his team  and also  allow them  to  take the decisions without him.

MukeshAmbani is autocratic leader as he makes his own  decisions for his organization. All the important decisions of his company. He makes his own decisions for his organization. All the important decisions of his company are first discussed with him and the employees are not allowed to make their own decisions. He has been successful by this leadership style as he faced a lot of difficulties as his brother is challenging competitor in market.he is man  who likes using human  resources to  maximum as he wants his employees to  give maximum  contribution to  achieve the goal  at time.he mainly focuses on achieving his target.

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Mini Essay 2

Cultural Awareness

In this new epoch, ethnicalknowingness is a very crucial element to get a better and successful leader. Why cultural awareness is important because if you want to do any business or even a job you have to have a hardness ofethnicother then you want be capable to do run a business or do a job successfully. But when it comes to trouble out, one of the benefits of a variousmanpower to growth today, it is to bring conception creative ideas, and new positions. To take reward of employee’s accomplishment leader must have a cultural awareness.

According to Treaty of Waitangi : Treaty of Waitangi was signed by Maori leaders in 1840 ,which intended to eneable the tribes to live peacefully with the colonists. New Zealand land wars broke out from 1845 , after the treaty was ignored .The maori suffered a loss off land and identity .

New Zealand a small country but one that is increasingly active in the Southeast asian region .The basic concepts that are introduced however  are applicable in most cross -cultural setting.In 1977 it was established by the parliament that it should consider the claims of waitangitribural by Maori that their treaty rights had been violated The Maori group failed to make headway on such claims in the past .It was noticed that treaty of waitangi had no effect in domestic law.There was argument that the treaty gives Maori spiritual and Cultural values . It was seen that the material land divisions were masked by the cultural position that exist within claims making group.

The Importance of Cultural awareness in New Zealand:-

cultural awareness is important for new Zealand leaders because it is a multicultural country as people from different countries and religion exist every organisation or field people from different religions work together so for running a successful business cultural awareness plays a important role because people need to understand each other this is only possible if employees knows each other. In international setting, leadership needs to be situational that is successful leadership in multinational companies requires that managers adjust their leader ship styles to fit the different situation. This adjustment occurs not only in response to traditional contingency factors such as subordinates characteristics but also in response to the cultural and institutional context of the multinational's country locations.

Leader need to intimate the requirements that are required to control business effectively in an international surroundings...

Cultural awarenessHost country's jurisprudences, traditions and customs.

It brings political, economic, and cultural variety to the international position.

New Zealand organize various festivals of Indian culture and Chinese culture as every year they celebrate Diwali festival which is Indian festival in the city and also Chinese new year is also celebrated by NZ government and people here enjoy this festivals with full passion.

As I work in a restaurant whichis branch of pack and company.. Our boss is kiwi. He is very good boss but as I am Indian so myEnglish is not so good. Sometimes I do not understand what they say so I feel bad about this. but they understand that I don’t understand them so come to me and ask me that I understood or not if not so they explain me again sometimes when our chefs are busy and I go to them and ask something they get angry on me that time I feel very bad. I don’t have good fluency so i talk to them very less only at times when I need help or ask something.But they all are white people so they are very interested in knowing indian culture so also asked me which restaurant is best for indian food as they want taste it. In our staff meal every person get a chance to make food for staff so we get chance to indian meal for the staff.

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Anderson, K., &ruff, D. (2003)Management: Postions for India. Auckland: heinz Education India Limited. (n.d.). Retroacted 4 15, 2013, from

Mini Essay 3

Harry Holland

Harry Holland, the leader of the Opposition party (Labour party) for Social Responsibility New Zealand (LBR NZ), is a former forensic and corporate psychologist with an absolute dedication to enabling the development of a better world.

Born in New Zealand of Maltese, he matured in over ten countries which have outfitted him with the instruments to easily work with people from all walks of life. Holland uses his pro accomplishments and rage for mankind to not only help mortals and establishments achieve success, but also to refund to the communities of which we are all a part. He expends many years committing Forensic Psychology, Sports and Team Psychology and Organizational Psychology, and has worked as anenabler, advisor and leader in a number of not-for- profit and incarnate entities.  


Hollandjourneys internationally as aadvisor, speaker, and for Party's highlighting the importance of authentic leadership, witting communication, colitis education, and community responsibility, through the development of personal bequests.he has over 20 years experience delivering facilitation. The Conscious Academy has run the 12 programs developed by Holland to convey this knowledge and power to the vanguard of leadership, corporations and communities, through multiple brands over the last tanner. The witting Academy is certifying globally. Holland is: dotty, Valuable, Team Driver & player, committed. 


More recently Holland has committed his time to the evolution of the basis for MixerObligation New Zealand (MOBLG NZ). MOBLG, NZ aspires to dilute and minimizenegative social and economic effects affecting society today by exhorting and assessing the social donations made by corporate, party and individuals


Holland has an infrangiblecommitment to enabling the development of a better world easing and bringing simple solutions. A literalrage and capability for providing models that are come-at-able and sustainable for human change. Actual, Passionate and reachable, both as a speaker, facilitator and advisor who brings passion, commitment, straight talking, and pity Experience with multiple audiences, communities, needs and brands.

Foundation for Social Responsibility

The confidence has been forged on the impression that social responsibility is everyone’s responsibility; it belongs to businesses large and small, panels, leaders, communities and persons. All of these groups impart to and have aadvantage in our society, sustainable economic evolution and the communities that alter it. 


We are converted that there are substantial gaps in New Zealanders’ understanding of social issues, a deficiency of awnless of the valuable work being done, and most importantly, how they can get affected. 


We conceive that by adroiting these deficits we will be able to abide and quicken the improvement of social responsibility go-aheads in New Zealand, and in so doing make aactual and measurable affect on decocting impoverishment. 



These are barely some of the social ingredients that require aid. Our message is that we need to apportion responsibility for social issues feigning New Zealanders, allow for care to those who need it, and together work hard to look after our neighbors, neighborhoods and communities.Social Responsibility is everyone’s Responsibility.

Trust Vision

Our vision is about building positive change. We want Kiwis to be more dealing of their communities and those who alive in them. We want them to be more cognizant of the effects facing their communities and to be exhorted to take accomplish and help adjudicate them.

Trust Activities

Provide an online information and breedingimagination about socially responsible go-aheads taking place around New Zealand

By research, appraise the work being done to address New Zealand’s social issues in order to foreground successes, as well as discovering where growth is needed

Based on the higher up, exhort, boost and support individuals and collective in particular to attempt socially responsible conduct. For example, this may take the form of informativecourses in schools, communities and businesses which teach people about the simple actions they can take in order to make a positive departure.


Research will play a caypart in helping MOBLG NZ accomplish its imagination. Research will help assure we are always dealing with ‘the facts’ and will hence add all-important credibility to MOBLG NZ and our work.

Our own researchers will work collaboratively with third parties such as tertiary institutions and government agencies in order to acquire a sound understanding of New Zealand’s social responsibility landscape. In detail we want to:

Describe and empathize the key social issues impressing New Zealand today

Delimit what social responsibility means to New Zealanders

Understand what socially responsible activeness is already bumping, region by region, and measure the consequences

Identify any breaks – which social issues are not being addressed?

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