In today’s contemporary and intense competitive environment, it is necessary for any organisation that it concentrates on the leadership and management aspects to attain success. Augmentation in productivity and performance are major elements that measure the effectiveness of leadership and strategies related to it (Zumitzavan and Michie, 2015). In this study, exploration of leadership management and strategies of Uber has been done. Besides that, the implementation of change in leadership with a conceptual model for skill improvement has also been described in the research. Determination of impact of changed leadership strategy and conceptual model is being provided plus challenges will be addressed in the current position of the company (Zumitzavan and Michie, 2015). Similarly, new change model for the challenges and other recommendation to modify driving forces optimistically will be examined.
From the context of previous leadership model study and implementation of new strategies, the company has improved in a better way. The collection of reviews has been done with local sources and various direct sources from the company (Amanchukwu et al., 2015). The reviews have shown positive signs in the management related to leadership skills for Uber. Uber co founder Travis Cordell Kalanick is a key person in Uber Company and basically is from United States (McCormick, 2017). Uber Company deals in driving cabs integrating the information technology in this area that application software that makes it very easy and convenient. Currently in 2017, company has recorded estimate US $6.3 Billion of profit (Tobak, 2017). However, there was some management issues in the company related to behaviour and ethical values in the recent times. The company’s senior leaders are involved with the allegation of sexual harassment and Travis was involved with some behavioural convict with the drivers in the company.
Data collection and Review of Previous Conceptual Framework
With the previous version of conceptual framework, it has been reviewed that Travis’s skills as a leader have been improved. The individual attributes that provide general and crystallized knowledge ability, motivation and personality are relate to time and will improve with the time and experience as Travis has good experience in the business, it is convenient and easy from him to grab these skills more effectively (Bhuiyan, 2017). In order to solve issues and problems with social judgement skills and knowledge, Travis have opportunities to make himself competent for a senior position and lastly the results related to leadership in the present scenario are positive. The performance of the leaders as well as result of the organisation with the team effects of employees is quite good in the market (Jerome, 2013). Apart from this, the company is still facing some of the image issue in the market which can be long last if corrective measures are not been taken. Second, the company also needs to change its entire leadership style so that the new change attracts the attention of stakeholders and compel them to insight the new transformation in the company.
Along with this, the previous conceptual framework is based on the behavioural leadership theory which focuses on the skill improvement of leader considering all the internal and external elements in the process. This has also been analysed in the previous model that external environment challenges and work and personal experiences has a high impact on leadership more than personal traits. Personal traits also changes with the time and cognitive to training and experience. In the same regards, Uber’s outcome is also in the affirmative way by application of this model (Bhuiyan, 2017). The leadership skills of the Uber Co founder have improves and in progress with the time and challenges faced by it. On the other hand, this model takes time to attain the apt results. In the present case the changes from the above step model is very little achieved as improvement. Moreover, the time of the conceptual model and theoretical implementation is very long hence its results can only been seen in future after sometime. On the other hand, presently company is suffering from image damage in the market which is hampering its marketing and productivity.
From the case, it has been clear that Travis is a transactional leader who directly deals with his team and individual workers. Furthermore, the delegation and organisation of work has also been done by Travis (Henman, 2000). He is responsible for the tasks and activities planning to meet the goals and objectives. The leader in transactional leadership always focuses on long term goals and achievements that implement sustainable strategies that can help the firm in the future. In terms of behaviour, Travis is claimed to be aggressive because of the video released in the media (Khan et al., 2016). Thus, the main problem in the leadership style of Travis is behaviour problem of leadership
Change of Leadership Model
Uber needs the Moral leadership style right now which is associated with the behavioural and trait theory of leadership in the company as a big change (Tobak, 2017). More, the approach focuses on the treating people on the basis of equality and respect. The challenges like ethical behavioural issues can be solved with this type of leadership style. In addition to this, it makes a positive impact in the image of company which can also be furthermore changed with the help of Public relationship management (Zumitzavan and Michie, 2015). These kinds of changes can transform and modify the public image of the company which is maligned due to sexual harassment cases and behavioural problem with the workers. Moral leadership will encourage the leader to change his vision to be more honest, true to others and persistent with better behaviour. It also stimulates caring environment and family like surrounding to the workers. It also makes organisational culture more strong and flexible based on ethics and values. This leadership style cannot be influenced by the external environment.
Along with this, Maslow’s need of hierarchy is advised as a conceptual model to integrate in the leadership practices (Jerome, 2013). It will help in fulfilling five needs of organisation, individual and management as well. Self actualisation, esteem, belonging and love need; and physiological is being fulfilled with safety concern in this model. Apart from that, it will concentrate on monetary as well as psychological and basic needs of an individual (Jerome, 2013). Self actualisation will influences creative thinking and resource management of an individual. On the other hand, esteem will satisfy the pride and respect that gives the feeling of accomplishment. Safety will give security of job and money, physiological need are basic needs of food, shelter and water (Jerome, 2013). Moreover, belongingness and love satisfy friendship and support of colleague and management and intimate relationship.
As a recommendation, to face the current challenges in a better way it is necessary to incorporate any style and theoretical model in an effective way (Neal and Sonsino, 2012). Along with this, some common suggestions should be considered while implementation of leadership style and model in the organisation. The leader should feel committed towards the employees needs and always eager to learn and teach (Singh and Useem, 2016). Additionally, it is also suggested that the management focuses on the reframing the future of the company and build a community to help the mass drivers and employers in this change.
In the above text, it can be inferred that reviews by research methodology concept, the implementation of leadership concept in the behavioural leadership framework and Mumford’s skill development leadership has facilitated many improvements but still the company is facing challenges due to its long term execution and late outcome. For this purpose the company is being suggested with moral leadership in the strategic style of management so that more transparency and ethical values can be created in the organisation. Along with this, Maslow’s needs hierarchy theory should be applied as a conceptual framework to resolve all the issues of management and leadership. Lastly, recommendation to avoid the mistakes in implementation of new change model has also been conferred.
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