LEADERSHIP

James E. Burke, Chairman of Johnson & Johnson, the Tylenol poisonings

James E. Burke, Chairman of Johnson & Johnson, the Tylenol poisonings

This paper will discuss about leadership, by taking an example of E. James Burke, chairman of Johnson & Johnson, Tylenol poisonings, we will try to understand the concept of leadership within the organization. The case study is provided in the appendix.

Leadership in Crisis

The study of leadership in times of crisis, all the more important because in today's arena, crises are less predictable, more durable and more expensive. (Bowles 2003) From Corporate Boardroom on the modern battlefield, covering city hall for small business leaders around the world to deal with the problems of the crisis. A highly mobile society focused on efficiency and individual freedom is more likely to attack from contagious diseases, anarchists and terrorists. (Charles 1988) Globalization of the media, transparency in the organizational activities, as well as the dizzying pace of technological advance reduces the time managers have to apply drastic measures. Thus, they have to survive intense public scrutiny are eroding the destructive forces of the crisis. Managers must be prepared for the inevitable, unexpected and unprecedented.

Technical And Adaptive Methods For Leaders

Managers can change the stress in the organization using either technical or adaptive methods. (Niccolò 1998) Technical answers to quick solutions, as bringing water to the fire; their use has legitimized a set of procedures for well-understood problem. In the application of technical responses to challenges, organizational stress, tend to be reduced. Adaptive solutions, however, is used when the problem is not well understood or not adequately answer, clear knowledge, or set of procedures - as the excitement of fire set up; adaptive solutions to resolve the underlying issues that lead to conflict. Heifetz explains, adaptive solutions typically require a more participatory mode of operation and to shift responsibility for key stakeholders [and] the problems took place in their hearts and minds.

So, how and technical solutions to reduce stress, adaptive force people to face challenges "dysfunctional habits, attitudes and values, organizational stress.” (Auerbach 1995) The leader may use technical solutions to reduce stress, when the organization is in chaos, and the use of adaptive techniques to move it from the status quo. Thus, the essence of crisis management is the recognition that technical solutions may be necessary to reduce the immediate danger, but they are insufficient for long-term organizational growth, which requires innovative and flexible approach.

Instill values and bring it into line with reality

For the purpose of the organization must align its values with its reality. If a company, managers and staff, act contrary to the basic business objectives, values, and environmental realities, the crisis in one form or another, be sure to develop. Manager shall determine that in the future should look like, align the structures and processes, and to inspire people "to make it happen, despite obstacles." (Augustine 2000) In this case, leadership, influencing the organization to face its problems. “According to Heifetz, "solving difficult problems - problems that often require the evolution of values ...