Uber faced internal and external problems due to its corporate culture and values established by founder Travis Kalanick. An analysis found Uber's values focused too heavily on growth at all costs, leading to issues like sexism and lack of diversity. The leadership style also came under scrutiny. The report recommends the new CEO establish values promoting a supportive workplace culture and make diversity a priority to address these problems.
Uber's Rapid Growth with Innovative Strategy Mubeena Soomro
American-based Transportation network.
Started in 2009 in US cities,
By 2012 to 2013 it expanded rapidly into overseas market including Europe, Sidney, Austria, Asia, China, India and Pakistan within few years it started operations in 65 countries and 570 cities across the globe.
$200,000 in seed money.
Uber's Market Strategy - An example of modern day business modelsRahul Shaha
This is a presentation on Uber's two-sided market strategy. Tools suchas the Porter's 5 Forces, Business Model Canvas and PESTEL analysis have been used.
case analysis of chaos at uber, uber have seen ups and down,s and in this case, we have analyzed how they have tackled with that challenges faced and controversy
Uber is an on-demand transportation service which has brought a revolution in the taxi industry across the world. Their business model emerged as a disruptive approach to the traditional business model, as it made it possible for people to simply tap their smartphones and have a car arrive at their location in the minimum possible time. It is a service that fits all ages and social groups. Their model is called sharing economy business model, it has recently emerged to create not only financial value but economic value as well.
Also, the sharing economy industry is growing faster than Facebook, Google, and Yahoo combined; therefore, they managed to obtain significant financing from venture capitalists easily.
Uber's Rapid Growth with Innovative Strategy Mubeena Soomro
American-based Transportation network.
Started in 2009 in US cities,
By 2012 to 2013 it expanded rapidly into overseas market including Europe, Sidney, Austria, Asia, China, India and Pakistan within few years it started operations in 65 countries and 570 cities across the globe.
$200,000 in seed money.
Uber's Market Strategy - An example of modern day business modelsRahul Shaha
This is a presentation on Uber's two-sided market strategy. Tools suchas the Porter's 5 Forces, Business Model Canvas and PESTEL analysis have been used.
case analysis of chaos at uber, uber have seen ups and down,s and in this case, we have analyzed how they have tackled with that challenges faced and controversy
Uber is an on-demand transportation service which has brought a revolution in the taxi industry across the world. Their business model emerged as a disruptive approach to the traditional business model, as it made it possible for people to simply tap their smartphones and have a car arrive at their location in the minimum possible time. It is a service that fits all ages and social groups. Their model is called sharing economy business model, it has recently emerged to create not only financial value but economic value as well.
Also, the sharing economy industry is growing faster than Facebook, Google, and Yahoo combined; therefore, they managed to obtain significant financing from venture capitalists easily.
UBER-Current Strategy, Competition Analysis and Global ExpansionShaminder Saini
UBER Worldwide, Business Proposition, Funding Mechanism, Taxi Industry Impact, Porter's Five Forces, PESTEL Analysis, BCG Matrix, SWOT, Levels of Service, Customer Engagement, Value Proposition, Disruptive Strategies, Global Expansion
Recruiting is the process of finding & attracting capable applicants for employment. The process begins when new recruits are required & ends when their applications are submitted.The result is a pool of applicants from which new employees are selected.
These slides use concepts from my (Jeff Funk) course entitled Biz Models for Hi-Tech Products to analyze the business model for Uber’s taxi service. Uber’s service enables anyone to provide taxi services and it provides dynamic pricing for better matching of supply and demand. Its value proposition for potential drivers is the opportunity to work as driver on their own hours. Its value proposition for user to lower taxi fares during most times of the day and a higher supply of taxis (and higher prices) during peak demand. The customers are tech-savvy and smart phone users who value their time. Uber receives payments directly from customers and keeps a percentage of these payments as its income. Uber’s patents for a demand-price algorithm represent a barrier of entry and thus a method of strategic control.
How Uber Works Uber Business Model & Revenue Model It is a business model is an on-demand transportation service in the taxi industry all across the world
https://futureworktechnologies.com/how-uber-works-business-model-revenue-uber-insights/
Uber might provoke controversy, but there is no doubting the fact that it has been one of the most disruptive companies in the last decade. In this useful deck, our Mobile Product Strategist, Hamish Vallabh, outlines eight key things about great product design that you can learn from straight from one of the best 'habit-forming' services.
Case study on the evolving eCommerce Ride Hailing market and Uber's current position. Project involved analysis of competitors domestic and global and gave recommendations on how Uber can continue to be competitive in the Ride Hailing market
External and Internal AssessmentMichael J. Wallace, Jr.MGT-6.docxmecklenburgstrelitzh
External and Internal Assessment
Michael J. Wallace, Jr.
MGT-660
Grand Canyon University
24 October 2018
Results of the Environmental Scan
From the environmental scan, it was discovered that marketing is a strength of any business since it l helps in creating awareness of the company’s products and services.
Management is also important since it deals with the way in which an organization is run and the activities that affect how it is ran (Champion, 2018).
Research and development is a weakness in any organization since different researchers may find out different things and since everyone want their research to be taken into consideration, it may lead to feuds within an organization.
Finance, accounting and management information systems are the strength of any company since they show how much is spent by an organization within a certain period of time.
Several things were learnt about the industry from the environmental scan.
The first is that the industry is strong and weak at the same time and it is the role of the management and the employees to ensure that the strength of the company surpasses the industry (Champion, 2018).
The other thing learnt was that an environmental scan is important for the industry since it tells the top management more of the where the company was and where it is heading to.
2
Results of the Environmental Scan
The results from the internal and external assessment tools was used in the decision making process.
They helped the company’s top management to manage their finances and account for the use of every shilling within an organization.
From the assessment, the company was also able to know its strengths and weaknesses and then to know where improvements should be carried out and where they are already doing well.
The internal and external assessment are have also helped the company to make contentious decisions with the help of the employees based on the results that had been found out.
The assessment has also helped in creating accountability and honesty with an organization hence helping the people make sober decisions.
3
Results of the Environmental Scan
During the assessment process, there were several things that were learnt.
The first is that everybody within an organization is responsible for all the things that happen within the company and they have to make positive contributions for the good of the firm (Machovec, 2018).
The assessment process is also important since it helps the employees to be open- minded.
The workers come up with new ideas in which the company carries out its activities.
Results of the Environmental Scan
The environmental scan has supported my original vision.
The vision was aimed at ensuring that decisions are made effectively .
Every decision within a company counts and when the decisions are made by the employees and employers within a company, it shows that they are well thought (Parker et al., 2018).
From my learning some of the things emerged..
UBER-Current Strategy, Competition Analysis and Global ExpansionShaminder Saini
UBER Worldwide, Business Proposition, Funding Mechanism, Taxi Industry Impact, Porter's Five Forces, PESTEL Analysis, BCG Matrix, SWOT, Levels of Service, Customer Engagement, Value Proposition, Disruptive Strategies, Global Expansion
Recruiting is the process of finding & attracting capable applicants for employment. The process begins when new recruits are required & ends when their applications are submitted.The result is a pool of applicants from which new employees are selected.
These slides use concepts from my (Jeff Funk) course entitled Biz Models for Hi-Tech Products to analyze the business model for Uber’s taxi service. Uber’s service enables anyone to provide taxi services and it provides dynamic pricing for better matching of supply and demand. Its value proposition for potential drivers is the opportunity to work as driver on their own hours. Its value proposition for user to lower taxi fares during most times of the day and a higher supply of taxis (and higher prices) during peak demand. The customers are tech-savvy and smart phone users who value their time. Uber receives payments directly from customers and keeps a percentage of these payments as its income. Uber’s patents for a demand-price algorithm represent a barrier of entry and thus a method of strategic control.
How Uber Works Uber Business Model & Revenue Model It is a business model is an on-demand transportation service in the taxi industry all across the world
https://futureworktechnologies.com/how-uber-works-business-model-revenue-uber-insights/
Uber might provoke controversy, but there is no doubting the fact that it has been one of the most disruptive companies in the last decade. In this useful deck, our Mobile Product Strategist, Hamish Vallabh, outlines eight key things about great product design that you can learn from straight from one of the best 'habit-forming' services.
Case study on the evolving eCommerce Ride Hailing market and Uber's current position. Project involved analysis of competitors domestic and global and gave recommendations on how Uber can continue to be competitive in the Ride Hailing market
External and Internal AssessmentMichael J. Wallace, Jr.MGT-6.docxmecklenburgstrelitzh
External and Internal Assessment
Michael J. Wallace, Jr.
MGT-660
Grand Canyon University
24 October 2018
Results of the Environmental Scan
From the environmental scan, it was discovered that marketing is a strength of any business since it l helps in creating awareness of the company’s products and services.
Management is also important since it deals with the way in which an organization is run and the activities that affect how it is ran (Champion, 2018).
Research and development is a weakness in any organization since different researchers may find out different things and since everyone want their research to be taken into consideration, it may lead to feuds within an organization.
Finance, accounting and management information systems are the strength of any company since they show how much is spent by an organization within a certain period of time.
Several things were learnt about the industry from the environmental scan.
The first is that the industry is strong and weak at the same time and it is the role of the management and the employees to ensure that the strength of the company surpasses the industry (Champion, 2018).
The other thing learnt was that an environmental scan is important for the industry since it tells the top management more of the where the company was and where it is heading to.
2
Results of the Environmental Scan
The results from the internal and external assessment tools was used in the decision making process.
They helped the company’s top management to manage their finances and account for the use of every shilling within an organization.
From the assessment, the company was also able to know its strengths and weaknesses and then to know where improvements should be carried out and where they are already doing well.
The internal and external assessment are have also helped the company to make contentious decisions with the help of the employees based on the results that had been found out.
The assessment has also helped in creating accountability and honesty with an organization hence helping the people make sober decisions.
3
Results of the Environmental Scan
During the assessment process, there were several things that were learnt.
The first is that everybody within an organization is responsible for all the things that happen within the company and they have to make positive contributions for the good of the firm (Machovec, 2018).
The assessment process is also important since it helps the employees to be open- minded.
The workers come up with new ideas in which the company carries out its activities.
Results of the Environmental Scan
The environmental scan has supported my original vision.
The vision was aimed at ensuring that decisions are made effectively .
Every decision within a company counts and when the decisions are made by the employees and employers within a company, it shows that they are well thought (Parker et al., 2018).
From my learning some of the things emerged..
Week five Learning ObjectivesExplain how an organization.docxhelzerpatrina
Week five Learning Objectives
Explain how an organization can structure and manage an ethics program.
Develop a code of conduct that articulates standards to company stakeholders.
Starting this week we will review:
What’s in a Name of an Ethics Code?
2. Developing a code of conduct for medical tourism
Week five Introduction
What’s in a name of an ethics code?
How does the title of a company’s ethics document affect your attitude about the content? Is one title more attractive than another?
What is the overall message that the title of the code of conduct conveys? Does it reflect the purpose of the document to provide employee guidance on expected conduct?
Propose creative titles for ethics codes for a pharmaceutical company and a restaurant. (Gonzalez-Padron, 2015).
Look for two other company ethics documents and share the titles of their ethics documents (consider your own organization or one that you are familiar with for this question).
Gonzalez-Padron, T. (2015). Business ethics and social responsibility for managers [Electronic version]. Retrieved from https://content.ashford.edu/
This text is a Constellation™ course digital materials (CDM) title.
3
The title Matters
“Even the title of the code can influence whether employees uphold the desired conduct of the organization (see Consider: What’s in a Name of an Ethics Code?). The title should convey the purpose of the document.”
Gonzalez-Padron, T. (2015). Business ethics and social responsibility for managers [Electronic version]. Retrieved from https://content.ashford.edu/
This text is a Constellation™ course digital materials (CDM) title.
4
Consider these titles for codes of conduct
Setting Our Sights High (Bausch & Lomb Incorporated
http://www.bausch.com.sg/-/m/BL/Global/Files/Corporate/CodeofEthics-eng.pdf
Gonzalez-Padron, T. (2015). Business ethics and social responsibility for managers [Electronic version]. Retrieved from https://content.ashford.edu/
This text is a Constellation™ course digital materials (CDM) title.
6
Inside the Lines (Nike).
http://nike.q4web.com/files/2011%20Inside%20the%20Lines%20online%20booklet%20FINAL%2011-10-26.pdf
Gonzalez-Padron, T. (2015). Business ethics and social responsibility for managers [Electronic version]. Retrieved from https://content.ashford.edu/
This text is a Constellation™ course digital materials (CDM) title.
7
Doing the right thing (southwest)
https://www.southwest.com/assets/pdfs/corporate-commitments/southwestcares.pdf
Rules-based code
“A rules-based code appears punitive, with a “thou shalt not” aspect, and typically includes company standards and rules applicable to an issue area (Ethics and Compliance Officer Association Foundation, 2008).”
Gonzalez-Padron, T. (2015). Business ethics and social responsibility for managers [Electronic version]. Retrieved from https://content.ashford.edu/
This text is a Constellation™ course digital materials (CDM) title.
9
Values-based code
“Value ...
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Page 1 of 187
Chapter 7 Creating and
Managing Organizational Culture
Page 2 of 187
Learning Objectives
In this chapter, the concept of organizational culture is examined. Culture is
discussed in terms of the values and norms that influence employees’ behavior and
bond them to the organization and determine how they perceive and interpret the
environment and act in ways to give an organization a competitive advantage. The
global dimension of culture is also examined, and the problems that organizations
experience when they expand globally and encounter different kinds of values and
norms is addressed.
After studying this chapter you should be able to:
1. Differentiate between values and norms, understand the way culture is
shared by an organization’s members, and why organizations have different
types of culture.
2. Describe how individuals learn culture both formally (that is, the way an
organization intends them to learn it) and informally (that is, by seeing what
goes on in the organization).
3. Identify the four building blocks or foundations of an organization’s culture
that account for cultural differences among organizations.
4. Understand how an organization’s culture, like its structure, can be designed
or managed.
5. Discuss an important outcome of an organization’s culture: its stance on
corporate social responsibility.
Page 3 of 187
What Is Organizational Culture?
Previous chapters have discussed how the most important function of
organizational structure is to control—that is, coordinate and motivate—people
within an organization. In Chapter 1 , we defined organizational culture as
the set of shared values and norms that control organizational members’
interactions with each other and with suppliers, customers, and other people
outside the organization. Just as an organization’s structure is designed to achieve
competitive advantage and promote stakeholder interests, an organization’s culture
can be used to increase organizational effectiveness.
1
This is because
organizational culture controls the way members make decisions, the way they
interpret and manage the organizational environment, what they do with
information, and how they behave.
2
Culture thus affects an organization’s
performance and competitive position.
What are organizational values, and how do they affect behavior? Values are
general criteria, standards, or guiding principles that people use to determine which
types of behaviors, events, situations, and outcomes are desirable or undesirable.
The two kinds of values are terminal and instrumental (see Figure 7.1 ).
3
A
terminal value is a desired end state or outcome that people seek to achieve.
Organizations might adopt any of the following as terminal values, that is, as
guiding principles: excellence, responsibility, reliability, profitability, innovativeness,
econom.
Developing vision, mission, shared values, motto, objectives, critical success factors, Key Performance Indicators, as well as using veritable tools for scanning the environment in order to craft effective strategy while evolving workable strategic road map
STRATEGIC INITIATIVE PLAN PART iMichael j. Wallace.docxrjoseph5
STRATEGIC INITIATIVE PLAN
PART i
Michael j. Wallace
Grand Canyon University mgt-660
10 October 2018
TYPE OF STRATEGIC PLAN
SafeWays Dameer is a renowned taxi transport company.
It intends to enter the next stage of market expansion in order;
To upgrade taxi services and stay true its mission, vision,
and core values.
Marketing expansion requires strategic planning since
It helps to set priorities right Bryson, (2018).
SafeWays Dameer is a taxi transport company that has prospered over a short period despite having faced numerous challenges. The organization now enters the next stage of market expansion and it would no longer be business as usual. The market expansion is intended to upgrade services and help stay true to the organization’s vision, mission, and core values. Therefore, the following is a strategic plan the organization would use to set priorities, focus resources, and offer personalized taxi services through innovation. As affirmed by Bryson, (2018), marketing expansion requires strategic planning and a disciplined effort to make informed decisions and actions that guide the organization to provide best services that meet clients’ expectations.
2
VISION, MISSION & VALUES OF THE ORGANIZATION
Market expansion forms SafeWays’ strategic initiative plan.
Therefore, its vision, mission, and core values are as follows;
Vision; to become the world’s best taxi operator of choice.
Mission; to embrace change, new opportunities, and develop the best taxi services.
Core Values; results oriented, committed, creative, integrity, and ethics.
Vision and mission statements should align to the organization’s strategic plan. In order to actualize the market expansion as the strategic initiative SafeWays Dameer defines its vision, mission, and values as follows. Firstly, SafeWays Dameer’s vision is to become the world’s best taxi operator of choice. It is mission would be to embrace change, receptive to new opportunities and innovate the best taxi services. These vision and mission statements would be achieved by being results oriented, committed, creative, and embracing integrity and ethics as the organization’s core values. Therefore, SafeWays Dameer would understand its current status, what would be done, what to value and the target in offer taxi services. The vision, mission, and values communicate the reason the organization exists and how it plans to serve its stakeholders Rey, C., & Bastons, M. (2018).
3
HOW ORGANIZATION VALUES DRIVE THE CULTURE
Great company culture begins with defining of core values.
According to Webb, (2018), core values form important component in strategic planning.
SafeWays Dameer’s values would drive its culture as follows;
Shape desire to provide personalized customer services and,
Define employees’ character. Such as result-oriented and show strong commitment to tasks.
Looking at great company cultures in place today, they began with defining of core values. According to Webb, (2018), o.
Strategic Human Resource Design & linking it with Corporate Realities - "Bra...Farooq Omar
This is a real time brainstorming exercise for the business managers and Human Resource executives to analyze this artistically to enhance critical and creative skills to get into a 'Today's Future' . I tried it in academics in EMBA programs and workshops and got excellent results, from those who are more inclined to 'unlearn & learn' at the same time.
If done correctly, they will learn that the CV's at a glance means just gaps and real competencies which an organization demands to feed its functional and operational efficiency to perform par excellence are missed.
The net result is inefficiencies rather than efficiency and productiveness. The selection from using 'keywords' is a stone age practice, still in practice in many organizations. The careful analysis and coming out with value answers will help HR as a part of company's performance indicators, rather than just 'fiddling with papers and judging the applicant with his shinny CV and good looks.
Looks matter, but looks with a competencies person, who may not have a long tail of corporate attachments may very well be the best person for your organization. Such people are usually left out in the initial or first phase of our typical fancy HR rater models.
Annually, billions of dollars are lost in loss of innovation and wrongly applauded ROIs due to lost opportunities which are missed by using wrong 'fishing techniques' and rigid rules of engagement !Interestingly, there are still organizations who even modern times, gives more importance and interested in finding 20 years old 'terminal weakness', and over ride the newer expertise, talent and competencies. For example, some HR people will reject an applicant who had a bad CG PA in high school, but managed excellent outcomes later on in academics and working environment as well...'The poor cap'.!!!
Elizabeth Homes offered the world a miracle technology which would have changed medicine forever in the same beautiful package as many other Silicon Valley giants.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
2. 2
Executive Summary
This study is based on the case study of the US based ride hailing company Uber that had
recently run into a number of internal and external problems – ranging from employees
leaving the company to being scrutinized by government agencies for breach of the law.
The study concentrated on three major issues in the company since it was set up in 2009 – the
core corporate values prevalent in the company under founder Travis Kalanick, the issues of
diversity in the company and the questions raised in relation to the leadership style and
decisions taken by Kalanick.
The report concluded that the corporate values implemented in the company by Kalanick
were faulty and inadequate and the consequent corporate culture in the company was counter
productive for the motivating the employees. The study also found a severe lack of gender
diversity and equality at the company and concluded that these were because of the flawed
leadership practices and values espoused by Kalanick. The study also concluded that the new
CEO needs to take immediate measures and steps to correct the problems. The most important
aspect that the new CEO has to focus on is deciding on the most appropriate leadership style,
and values that he should follow to navigate the challenges thrown by the VUCA world.
4. 4
Introduction
Uber was trend setter in the international taxi industry. A very innovative project, Uber
disrupted the taxi industry and was based on a market demand gap between consumer
demands and option availability. The company offered a new form urban mobility at cheaper
prices and ease of use for customers/.
Founded by Travis Kalanick in 2009, the company was guided by very aggressive values to
achieve global domination. As a result of the values – which created a unique corporate
culture, the company was valued at $70 billion by 2017 and was operating in more than 70
countries. However the company also started facing huge problems for the company – with
numerous court cases, government scrutiny, and cases filed by employees and drivers,
because of the business model of the company based on ‘results at all cost’, ‘growth above
profit’ ethos, and disparate profit reports.
This report highlights three issues in the company – values, diversity and leadership, and
make recommendations for the new CEO of the company to absolve the company of all the
problems.
Values
Issue
At the core of Uber’s value was to achieve growth and revenue targets and the decentralized
structure allowed general managers to “be themselves” and were empowered to make
decisions without much supervision and scrutiny and from the company’s headquarters. The
company had also incorporated a ‘cult of personality’ and sexism. A win-at-any-cost attitude
was among the value of the business with the aim of growing as quickly as possible. The
employees were expected to personify the values such as meritocracy, principled
confrontation and "always be hustlin'" – or the culture of getting more done with less
resources and thereby working long and hard hours and being smarter. , not just two out of
three
Another value that was often fostered was that of principled confrontation urging changing of
the world and institutions to usher in the future.
5. 5
Problem
– Uber followed a very strict value system that focused on growth at all costs which
disregarded the possible outcome of incorporating such values in the company such as cult
personality, sexism and not following the hierarchy system.
Discussion
The value system incorporated at Uber since the start of the venture in 2009 by founder Travis
Kalanick was obviously detrimental for the company. They were excessive even though
logical.
Values are defined as global abstract principles that act as guiding principles such as freedom,
honesty, equality, beauty, etc. that are also applied to the business perspective (Thomsen,
2004).
Values are applicable to individuals – which are applicable to the individuals themselves
only, as well as for business organizations. Values in business organizations are applicable for
all the employees of the organization. The proliferation of organizational values results in
dominant common beliefs, attitudes, decisions and behaviors within the organization.
Corporate values are also defined as operating philosophies or principles which help in
guiding the internal conduct of an organization as well as the relationship that it should have
with its customers, partners, and shareholders. Typically, the core corporate values of a
company are encompassed and expressed through its mission statement or in a statement of
core values. It is important for companies to adopt such core values so that it is able to
execute its business strategy and is able to ensure the creation of a working environment
which is able to further support the objectives of the company (Urbanovičová, Mikulášková
and Čambál, 2017). The core values also should be such that they are able to inspire and
motivate employees to achieve new levels of productivity and aiding employees to achieve
professional goals of the employees. If the core values are well constructed and are able to
support internal and external stakeholders – including customers, it is more likely that
customers would want to engage with the company – sometimes exclusively (Thomsen,
2004). Further well developed and supportive values can also help to increase confidence of
shareholders in the ability of the company to execute its stated strategies.
The result of the values propounded by Kalanick resulted in an unrestricted workplace culture
and a toxic workplace environment. The result was unprofessional behavior where issues of
sexism and lack of diversity were not subsided. For example, the “meritocracy and toe-
stepping’ value resulted employees undermining superiors, peer and direct reports
(Westaway, 2014).
6. 6
Lack of diversity resulted male domination with only 15.1 percent of the engineering, product
management and scientist positions were filled by women. The HR department became weak
and complaints of discrimination, sexism and harassment at work were not given due
importance- especially those made against executives personally close to Kalanick. This
resulted in a drastic fall in the morale and motivation among a large section of the 12000
employees while also resulting scores of legal cases and government and authority scruti9niy
in markets where Uber operated. This tarnished the image of the company as well.
Solution
There were major values related issues at Uber. The solution is to simply – scrap those that
resulted in the negative outcomes for the company for the long term because values help in
creating the dominant corporate culture.
The universally accepted values of equality and promoting diversity should be given
predominance at the company in the long term.
Equality – or equal treatment, for employees is should be the primary value that should be
promoted and fostered at Uber and applicable to all of its business operations globally.
Recommendation
The report makes the following recommendations with respect to value changes in the
organization:
Scarp ‘cult of personality’
No tolerance policy towards sexism
Increasing scrutiny and accountability of general managers’ decisions
Tone down value promoting aggressive growth at any cost
Tone down high risk taking attitudes
Less focus on the value of meritocracy and toe-stepping
Valuing of cut throat competitive environment in the company
Diversity
Issue
The issue of diversity at Uber is a result of the values initially imbibe in the company by
Travis Kalanick. The internal approach set by Kalanick for Uberw wherein he reportedly
fostered a ‘cult of personality’ and sexism was perhaps at the root cause of diversity disregard
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at Uber. The attitude of Kalanick hiself not according respect to people – including
employees and customers, and neglecting to create a justifiable corporate culture ultimately
resulted in a an acute lack of diversity in the organization.
The primary diversity issue was the male-female employee disparity. According ot the case
study, only about 15.1 per cent of all positions in the engineering, product management and
scientist vacancies were filled by women in the company.
Lack of diversity was also seen in the alleged cases of continued sexism and harassment of
female employees which prevented the career progression of women in the company. The
case mentions a former female product engineer being subjected to continuous discrimination
by her male colleagues and her opportunities for a promotion were always denied. Hence it
can be said that diversity was a major issue with the company.
Problem
- the main problem is a severe lack of diversity – and more specifically, a lack of gender
diversity and gender equality in the practices and policies of the company.
Discussion
Diversity at the workplace is referred to as the culture of an organization to offer employment
and an adequate working environment for people from different races – social diversity, and
from different education and economic backgrounds - informational diversity, and possessing
varied values - value diversity, and with different styles of working – cognitive diversity, so
that the best from each of the employees is brought out (Brief, 2008).
Diversity recognizes each individual to be different and therefore its achievement requires the
value of equality and inclusion in an organization. Modern businesses value and give
importance to diversity because it is believed that a diverse workforce is able to bring in
varied perspectives to a situation and hence a number of solutions can be worked out. It helps
in promotion of innovation and problem solving ability within the organization, increased
social approval, enhanced and expanded language skills, enhanced morale and hence
productivity thereby increased profits (Ozgen, Nijkamp and Poot, 2015).
Upholding diversity at workplace helps companies to foster an environment of mutual respect
among employees as well as a between the management and the employees. diversity is also
important in creating economic empowerment of marginalized workers because it does not
promote racism, ageism and discrimination against people with disabilities and therefore
allows equal opportunities for everyone. On the other hand, lack of diversity can lead to
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conflicts between employees and between employees and the management. Therefore
promoting diversity can also help to reduce conflicts and help in resolution of issues (Nagar,
2012). The society and other stakeholders outside of a company are also have an influence on
the business of the company. while the society at large comprises the current and [potential
customers of a company, shareholders provide money for the running of the company.
Companies being able to showcase high levels of diversity are able to enhance its image in the
eyes of the external; stakeholders and therefore increase chances of greater support from them
(L.awton, Aquino and Tasso, 2016). It can also enhance innovation and problem solving
ability of the company on the overall because a diverse workforce brings with it a variety of
perspectives to view an issue and therefore the greater number of perspectives helps
companies to find better solutions and innovations.
In the case at hand, Uber absolutely lacks gender diversity. The company is completely male
dominated and woken are not only given much less opportunity to be hired by the company
but also discriminate on gender grounds against those women who are already employed.
This is potentially because of the values, attitudes and culture set by the founder owner
himself. The issues of sexism, harassment of women at work – often sexual harassment,
women not being given the opportunity to progress in the company, are all indicators of the
severe lack of gender diversity in the company.
Solution
The only solution for Uber’s new chief CEO Dara Khosrowshahi is to create policies and
strategies that promote diversity – primarily gender diversity. This can also follow from the
change of value for equality. The focus should be on providing equal opportunities for male
and female employees in the company.
Recommendation
The recommendations for Dara Khosrowshahi are as follows:
Make diversity promotion as a core value of the company
Develop gender equality policies and strategies and implement them
Secure more appointment of women in key positions in the company such as in the
appointment of engineering, product management and scientists.
Implement a strict policy no sexual harassment at work
Include women in decision making process
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Seriously investigate all pending allegations of harassment against women in the
company and bring culprits to justice.
Leadership
Issue
Leadership values, attitudes, and practices brought in by Uber founder Travis Kalanick can be
said to be at the root of most of the problems faced by the company. The very values he tried
to imbibe into the culture of the company of profit above all and policies like meritocracy can
be said to have resulted in the internal problems of Uber. His leadership mantra of success at
any cost is a faulty one which pushed his employees to do anything for business growth and
expansion. His lease faire leadership strategy wherein he allowed decentralization to a very
large extent and his apparent disapproval to hire a CEO because he did not want to share
power were problematic for the company.
The leadership of Kalanick allegedly also promoted a culture of ‘cult of personality’ and
sexism in the company. He is known to have been disrespectful towards employees and
customers and tended to favour those who were close to him. His tendency to suppress
legislation and exploit the legal grey areas was also followed by his followers which resulted
in issues for the company. Additionally his ruthless approach at work created an often-
unrestrained workplace culture. he was alleged to be deceiving for people around him and
allegedly stood by those performing employees against whom there were allegations of
harassment brought in by both men and women employees. His leadership style also made
the HR department weak to take action against erring employees – especially those who were
reportedly close to him.
Problem
– promoting persona cult in the company, not respectful to others, not promoting diversity
and equality in the company, promoting faulty values and corporate culture
Discussion
For any company to succeed and be sustainable, efficient leadership is required. While
Kalanick was apparently a good leader in terms of setting the business objectives and pushing
employees to work harder to achieve organizational goals of growth and expansion, his
attitude of achieving that ‘at any cost’ was faulty (Cook, 2009).
His fostering of disregard for law and exploiting legal loopholes was also faulty because it
prompted others down the line to do so.
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The values and corporate culture that Kalanick established in the company was detrimental in
reducing the morale and motivation levels of a large section of employees – resulting in drop
in output even though increasing morale and motivation levels of employees is amongst the
primary responsibilities of a leader.
Solution
The solution for the leadership issues should be seen in context of the VUCA world. Leaders
need to anticipate change, challenge and disrupt industry, interpretation ability to understand a
wide array of data, flexibility in decision making to deal with dilemmas, align leadership
goals with that of individual employees, and learning from mistakes made so as to innovate
(Juli, 2011).
Recommendation
The recommendations for Dara Khosrowshahi are as follows:
Implement the values and diversity recommendations made earlier
Follow a democratic leadership style which mandates inclusion of employees in
decision making process
As a leaders assure employees of equal treatment
Develop high intellectual, social and physical skills as a leader to navigate the
challenges the VUCA world.
Conclusion & Key Learning
Conclusions
Based on the analysis of the above issues it can be said that at the core of the problems for
Uber was the faulty leadership style and decisions taken by founder Travis Kalanick. The
values followed by Kalanick were faulty and inadequate and the consequent corporate culture
that dominated the company. There was a severe lack of gender diversity and equality at the
company and hence corrective measures were required. And most importantly the leadership
values and attitudes followed by Kalanick were not suited for the VUCA world and therefore
led the company to a host of problems.
Key Learning
The study and examination throws light on the following matters:
Selection and formulation of values that are universally acceptable and those which
promotes equality and diversity is critical for long term success of a company.
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Values should be such that they are suitable to be applied to an organization even
when it grows significantly.
Diversity is an important aspect of policy for organizations because it adds value to
the company
Diversity promotion requires policies that are based on equality at the workplace.
Leadership is the most important aspect of long term sustainability for companies
Leadership style and attributes need to be such that the leader is able to negotiate the
challenges thrown by the VUCA world.
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