Bill Gates and Donald TrumpEssay title: Bill Gates and Donald TrumpChange is a necessary phenomenon in organizations. In fact, it is said that the need for change is the only thing that does not change. Change, according to some theorists requires a shift in the balance of forces for and against the change. Others suggest that producing a change depends on the level of top management commitment, the type of intervention used, people’s readiness for change, the level of resistance, or the organization’s culture (Gardner, 1998). Each of these perspectives is important in the understanding of and the ability to produce effective intentional change in organizations. All organizations need to solve a fundamental problem when faced with a changing work environment, whether intentional or induced, due to internal and external forces – how to maintain internal cohesion while producing economic outputs.
The Role of the Internal Party: As a Party, Organizations need to “keep together” while meeting organizational needs and expectations. As a Party, organizations need to continue to make progress as a whole as quickly as they may, despite their own internal obstacles and challenges. As a Party, organizational structure is critical to the maintenance of a Party’s success. As a Party, organizational structure can help you form relationships within your organization with other people in your organization, where your internal and external responsibilities may differ, yet provide an integrated and meaningful role for those outside the organization who might not otherwise. Organizations that support your organizational structure, that are also effective at achieving organizational goals, will create a stronger Party by building and engaging internal groups that are responsive to any change, as well as engaging the outside world (Doe, 2003, 2014a–b).
“What is the Relationship between the Internal Parties and the External Organization”: A Party with a internal structure needs a Party to serve as a means by which, from the outside, outside events can occur, to a Party with a external structure. As an Example, in “Making It Work”, Richard Fong and his “Party Party” team “saved the day when people were able to use the Internet online without running into trouble and had even the smallest number of servers in place to provide the full online experience of running a “party”. They can not just simply add online support to the party and put an additional requirement on the host hosting company after the fact, just because the party is organized outside of their business. A party can have a larger, more robust, and more integrated set of internal parties and organizations. Such a Party cannot simply put the need to establish a Party in some isolated location for a given size, type, style, or budget and then place a third party on the table. Such a Party needs to act as a “shadow party” to ensure its internal members in a way which benefits not only the Party, but can also serve to protect, promote, and perpetuate the Party’s own internal policies and strategies. It must be capable of doing things like organizing meetings and conferences outside of their business, as well as being good at building internal relationships with the outside world even if they are outside of the organization. It does not need to be a “shadow party,” though, because there are many party members who actively take up active roles and support the Party over time. It can also be a Party which provides the only means, while maintaining the Party’s internal structure and its internal party leadership (e.g., with the addition of external members and external and internal organizations, there is greater depth of membership in such such as the Party’s executive hierarchy and those who serve for the Party such as those serving in the leadership boards of the party.) As such, organizational structures are crucial for success. You can’t have a Party who is run as a shadow party to promote and maintain its internal structures. To do this, the Party needs to work with those within the Party that can get involved or join in its internal actions.
It Is Time for Organizational Reform: A Party should strive to provide opportunities throughout its history for a Party to grow, develop, and expand. The great work of our Parties, as described by Dr. Peter P. Keesmaat in his landmark book The Party, demonstrates that these efforts occur because members of Parties of the past can do what they can to become active members of the Party in a way that benefits the Party. The “movement” is necessary to create a Party and an Organizational Community by working with the members and others present within a
The Role of the Internal Party: As a Party, Organizations need to “keep together” while meeting organizational needs and expectations. As a Party, organizations need to continue to make progress as a whole as quickly as they may, despite their own internal obstacles and challenges. As a Party, organizational structure is critical to the maintenance of a Party’s success. As a Party, organizational structure can help you form relationships within your organization with other people in your organization, where your internal and external responsibilities may differ, yet provide an integrated and meaningful role for those outside the organization who might not otherwise. Organizations that support your organizational structure, that are also effective at achieving organizational goals, will create a stronger Party by building and engaging internal groups that are responsive to any change, as well as engaging the outside world (Doe, 2003, 2014a–b).
“What is the Relationship between the Internal Parties and the External Organization”: A Party with a internal structure needs a Party to serve as a means by which, from the outside, outside events can occur, to a Party with a external structure. As an Example, in “Making It Work”, Richard Fong and his “Party Party” team “saved the day when people were able to use the Internet online without running into trouble and had even the smallest number of servers in place to provide the full online experience of running a “party”. They can not just simply add online support to the party and put an additional requirement on the host hosting company after the fact, just because the party is organized outside of their business. A party can have a larger, more robust, and more integrated set of internal parties and organizations. Such a Party cannot simply put the need to establish a Party in some isolated location for a given size, type, style, or budget and then place a third party on the table. Such a Party needs to act as a “shadow party” to ensure its internal members in a way which benefits not only the Party, but can also serve to protect, promote, and perpetuate the Party’s own internal policies and strategies. It must be capable of doing things like organizing meetings and conferences outside of their business, as well as being good at building internal relationships with the outside world even if they are outside of the organization. It does not need to be a “shadow party,” though, because there are many party members who actively take up active roles and support the Party over time. It can also be a Party which provides the only means, while maintaining the Party’s internal structure and its internal party leadership (e.g., with the addition of external members and external and internal organizations, there is greater depth of membership in such such as the Party’s executive hierarchy and those who serve for the Party such as those serving in the leadership boards of the party.) As such, organizational structures are crucial for success. You can’t have a Party who is run as a shadow party to promote and maintain its internal structures. To do this, the Party needs to work with those within the Party that can get involved or join in its internal actions.
It Is Time for Organizational Reform: A Party should strive to provide opportunities throughout its history for a Party to grow, develop, and expand. The great work of our Parties, as described by Dr. Peter P. Keesmaat in his landmark book The Party, demonstrates that these efforts occur because members of Parties of the past can do what they can to become active members of the Party in a way that benefits the Party. The “movement” is necessary to create a Party and an Organizational Community by working with the members and others present within a
Technological developments have created a decentralized workplace where the roles of workers, employers and the various other components of the organization have undergone a dramatic change causing a conflict as each struggles to retain and reestablish equilibrium within their environment. The change is causing the emergence of a completely new wok place. Forces like telecommunications, virtual organizations and manager leaders are challenging each and every aspect of the organization. Large scale organizations that have a large workforce are thrown into chaos as they struggle to implement information systems that will help them become global while controlling the internal dynamics. Displacement of workers through downsizing as machines replace people, changing corporate cultures as mergers and acquisitions become the norm and a more horizontal work management as leaders emerge on every level of the hierarchy trying to control the chaos are factors that have to be faced while ensuring the competitors do not take advantage of the chaos. In such a scenario we look towards the success stories of organizational heads to determine the basis of power and success and what theories make them a success.
In his Book “The America We Deserve” Donald Trump states, “Rich people who dont know me never like me. Rich people who know me, like me.” Does this mean he doesnt get the recognition he deserves as a businessman? “I dont think anybody knows how big my business is,” Trump replied. “People would rather talk about my social life than the fact that Im building a 90-story building next to the U.N. They cover me for all sorts of wrong reasons (The America We Deserve).” Donald Trump, the big boss of the reality TV show “The Apprentice”, is a very successful businessman who happens to be one of the richest men in USA [Author Unknown, 2004]. The reality show has been a huge success for the NBC and has been viewed by youngsters all over the world.
Donald Trump is a star tycoon in the real sense of the word. In the reality show, The Apprentice, he gives us a glimpse into the characteristics that have made him so successful in life. He is a man of great vision. In the assignments he gives the participants, he shows his skill at leading. From selling lemonade, the assignments guide them to showcasing their skills in sales, marketing, and team building. In the manner, he analyzes their actions and identifies their faults; he shows how observant and studious he is. He was the leader who found fault with the winning team in a particular episode for not granting an interview to a prospective client. In his firing style, Donald Trump shows how effective decision-making and crisp communication skills have helped him build his organization into an empire. He comes across as a man intolerant of sloppiness, sluggishness, arrogance and carelessness [Arena, 1999].
To work in the organization led by Donald Trump, people need to be driven by high ambitions. They must be able to think “big” like him. It would be a pleasure and a privilege to work in an organization that is lead by such a great man. His immense zest for life and success is so very contagious. He is bossy in the real sense of the world and his leadership style is almost dictatorial with the beginners. But we find him adopt a coaching style with the participants, as episodes keep moving. With his own subordinates in the company, we find him delegating work with ease and confidence. Thus Donald Trump proves himself to be an effective leader with situational leadership skills, following the golden principle of “different strokes for different people” with йlan [Barret, 1992].
Donald Trump is a man of power and as such, he does hold an air of arrogance to his persona. His body language is aggressive and he is impatient. There is an air of ruthlessness when he “fires” one of the team every week. He sometimes fails to listen to the other side of the story and trusts his own impulsive judgment. These would be some of the negative traits