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MGMT - Answer For Case Study 3
MGMT - Answer For Case Study 3
Various sources of powers that used by Yahoo’s leaders. Firstly, coercive power used by the
leader of the Yahoo in manages the organization. The authority given to the leader in makes
decision and also may punish the employees. This would let the employee follow the rule that
had been given by leader. This power is not suitable be use due to it would deter behavior of
employee and be harmful to organization likes illegal activities. Therefore, this power had been
abolished. According to Vineet Gambhir, the Vice President, the transactional, administrative,
back-office role, to support function and offshoring be transformed to a new business partner
role.
The next source is reward power means the authority had be given to leader for give the
rewards to employee who dedicate to the organization and for those who achieve the target and
goals of the organization. This reward given for appreciates the hard work of the employee.
Besides, there are two rewards are tangible and intangible. Tangible is the reward include salary
increments and promotion. Meanwhile, the intangible reward is non-monetary rewards such as
certificate are given by the organization. The leader of Yahoo would give rewards to employees
in the program known as Yahoo Bravo as one platform for leader recognize employee. The
In addition, legitimate power is about the position that the leader have that means power
coming from formal management position and that means the leader have the right in request.
The employee should do what the leader instructed. The leader must good in the communication
aspect. In Yahoo, the CEO wants achieve a goal and make request to employee and then the
employee have ensured to achieve that goal. For example, that Vice President want make a
This power is about personal power leader. The follower would follow and believe someone who
expert to something. From that article, it shows that the employee always follow the advice from
their leader due to they believe that the leader is experienced and knowledgeable. This is why the
people want to work in Yahoo because the leader has the expert power.
Lastly, referent power means that leader have the personal characteristics that command
subordination, respect and admiration wish to emulate the leader. The characteristic which the
leader should have are charisma, friendly, self-confidence and other qualities. This will make the
employee respect the leader. We can see that the Vice President of Yahoo is a person who have
the spirit of innovation and creative. This can make the employee want to follow him. He also
good in communicate aspect and know how to attract people to choose Yahoo. In this case, he
would make innovation that against culture that about vibrant, passionate and innovative to
Transformational leadership, strategic leadership and ethical leadership are the leadership
leadership and explained the difference between transformational leadership and transactional
leadership. Transformational leadership means the leader have the strong influence on the
followers and stimulate the employee to discuss possibilities for the future. This kind of leader is
a model of integrity and fairness, set an inspiring vision of the future, provides support and
recognition and stirs the emotions of people (Manktelow, n.d.). In addition, this leader will
manage delivery of the vision and will often their subordinates to think creatively, challenge the
status quo and support them to meet their need. Yahoo can also be encapsulated through an
initiative known as Processes, Bureaucracy, and Jams (PB&J). The PB&J is an internal forum
where employees can give feedback on how to make their jobs easier and boost their
productivity. Yahoo organization encourages and allows their subordinates to voice out and give
idea. Then, the idea is voted upon the highest-voted ideas. The leader of Yahoo also manage
Besides that, transactional leaderships means the leader will give reward and incentives
to the subordinates when they put effort into their work and achieve the company’s objective.
Yahoo’s leader give motivation to their employees. For example, Yahoo have a program call
Yahoo Bravo to reward and recognize its employees. Yahoo also have monetary-based awards to
engagement. After all, the organization bagged the IBM Award for Best Engagement Strategies
communicate a vision for an organization or one of its parts (Strategic leadership, n.d.). Strategic
leadership means manages motivates and persuades the staff to share the same vision (W. Glenn
Rowe, Mehdi Hossein Nejad, Mehdi Hossein Nejad, n.d.). In Yahoo, there have technical
training and soft skills training programme. Gambhir said people who have consistently
performed or outperformed in the company are brought in as a cohort and afforded in-residence
training. Therefore, Accelerated Development Program (ADP) created for Yahoo’s high
Finally, Yahoo used ethical leadership. It means that the leader have the right values,
good character and set good example for other, but stray from these things whenever any
temptation come along. Yahoo’s leader has focus in engagement area. For example, the company
has been facilitating fundraising efforts globally through its Community Impact Portal for the
happened earthquake at Nepal, called “Yahoo For Good”. Meanwhile, through the programme,
Relate each of the methods identified with relevant motivation theories in the text
Yahoo provides the latest smartphones to every worker, regardless of rank. The giving of
smartphone is related with the expectancy theory. The Yahoo used the attractiveness of the
Besides that, Yahoo Bravo also is a program to engage its employee. In this program,
every one of the employees can give a "bravo" to their colleagues, comprising of identifications
and symbols showing the qualities they represent. The Yahoo Bravo is related with the Maslow’s
hierarchy of need, It try to satisfy the esteem need of the employee to motivate the employee.
The workplace of Yahoo is stacked with a storeroom loaded down with free bundles of
crisps, chocolates, beverages and snacks for employees to get. All of the food and beverage in
the storeroom are free for the employee. Breakfast and lunch are additionally served every day
from Monday to Friday, with a catering company delivering food to the office personally. The
providing food and beverage is related with the Aldefer’s ERG theory. It try to motivate the
Nevertheless, Yahoo takes care about the health and the wellbeing of its employees very
seriously. Yahoo employees are offered newly pressed juices, back rubs and yoga classes,
completely through to teach employees on how they can deal with themselves on any given day.
Yahoo has even distributed the bands which track a person’s cardio particulars and the number
of steps he or she takes. The method is related with the Maslow’s hierarchy of need. Yahoo try to
lead and control the human resources of Yahoo in relation to developing the “one Yahoo”
goal.
. Planning in organization is very important for achieving the “One Yahoo” goal. Planning
is to determine how an organization can be led in future and how managers intend to achieve a
goal. In Yahoo, the leader made strategy, goal, objective, tactic, vision and mission. The Yahoo
leader must ensure the “one yahoo” goal have clear vision and mission. The yahoo goal is one
Yahoo and it’s related to human resource concept that HR 5.0. So to make it successful, the
Yahoo should make a few strategies and tactic to ensure that goal would achieve.
The organizing process is imperative for achieving the “One Yahoo” goal. The Yahoo
must select and recruit the holistic candidate the suit to the Yahoo culture during the interview
section. A good financial and non-financial reward can increase the employee loyalty. The
Yahoo also must make sure they have financial and non-financial reward to retain the employee.
The Yahoo leader also must create the organization structure and distribute the human resource
into the relative organization and department. This can ensure the yahoo operational activity will
be smoothed.
In order to lead the organization smoothly, Yahoo can organize training program which is
technical training and soft skill training. This can make sure their employees will be well
equipped to prepare for any problem face in the future. Yahoo also rewarded their employees
Bravo where employees reward each other, and monetary-based awards which are given
individually. Monetary award was an award given in the form of money or bonus. This can
increase the employee morale. Thus, the efficiency and effectiveness of the Yahoo will be
increased.
On the other hand, Yahoo can achieve the goal of ‘One Yahoo’ through the culture
control of the organization. Yahoo formed an internal forum called Processes, Bureaucracy, and
Jams (PB&J) to encourage the employees to suggest any idea and give feedback on what they
want in order to improve their work. Thus, the PB&J is an initiatives way to reduce the
bureaucracy at Yahoo which included rigid instructions for all employees to work from the office
References
Chhatwal, R. (2015, January 22). Yahoo’s Acquisitions Under Marissa Mayer. Retrieved 5
marissa-mayer
Mindtools: https://www.mindtools.com/pages/article/transformational-leadership.htm
http://www.businessdictionary.com/definition/strategic-leadership.html
Thomas, G. (2015, March 23). Changing Yahoo’s Culture. Retrieved 5 December, 2015, from
http://www.10minuteswith.com/blog/changing-yahoos-culture
White, D. a. (2015, June 23). Money Is Nice, But It's Not Enough to Motivate Employees. .
http://finance.yahoo.com/news/money-nice-not-enough-motivate-200000503.html