Human Relations Ch. 7 Case Study

Ch. 7 Case Study

1. Howard Schultz, Starbucks Chairman, President, and CEO, has trait supervisory which allow him to develop the skills in this course of life to endure all the hard work it took to get this far in the company. His need for achievement plan that change partners’ lives thought the will to help support others make their dream come true. The decisiveness to make decision, choices that change the people around him and their family. His self-assurance has created the company achievements and goals for success.

Never thinking, that it would have been possible, to have schools as well as college for people or even community that is reaching out with all the love. The initiative or power to act above what he expected that was a monumental, history for his company.

2. Mr. Schultz’s has a high of 9 rating in the Leadership Grid which to me is far greater than one can even imagine. His dimensions in which to lead the organization, with all the difference ideals, style of training, along with the minimum achievement.

Contingency leadership gave him the skill to develop a relationship that recommends change and research for other in the company.

Transformation leadership because he is focused on the behavior of successful leaders. Then he also examines them to determine the behavior they use to make their organizations successful.

3. Dr. Shultz may conclude that Howard Schultz is a transformational leader by his growth of the company, his ability to inspire and stimulate high performance levels, his entrepreneurship skills, and innovation. Schultz inspires employees to perform beyond expectations so that Starbucks continues in its great success. Shultz also exhibits charisma, vision, and leads by example. When he stepped back into the CEO position and improved their stock, he demonstrated motivation and stimulation for the change of Starbucks.

Schultz would be considered a charismatic leader from his ability to produce high levels of performance,...