Intro to third sector Article Example | Topics and Well Written Essays - 1250 words

Intro to third sector - Article Example The leaders of diversity should be passionate enough to understand the issue and they themselves should have a faith on what they intend to preach. An organization that is at a height of its success must have diverse human resources and the employees should experience a sense of fulfillment while they are working in the organization. In order to manage the diversity issues the senior management must stress or lend their focus on deciding the policies or their implementation that will impact upon the working culture. They must focus on the needs that will meet the requirements of the workforce and will contribute in maximizing the productivity. Therefore some of the skills required for the decision makers are an understanding of the diversity concepts as well as acceptance of them, recognition that the concept of diversity is in built in every aspect of the management process, a rough understanding of their own culture or identities, the willingness to change or break through the chal lenges that exist among the different diverse groups. So it can be stated that diversity is an integral part of the process of management. Some of the challenges that might be faced by the decision makers are how to make the work more appealing to the workforce so that they do not feel monotonous, the recruitment process should be diverted and can be directed to target workers from different cultural backgrounds, eliminating the bias if any from the interview and selection process. There are some advantages or bottom line benefits from promoting workplace diversity. One thing should be kept in mind that retaining of employees can be more difficult than selecting them. This is more true in case of companies which has offices in different parts of the world and the isolated employees or the minority group may feel disconnected. IBM is such an organization that practices diversity leadership and encourages workplace diversity, non- discrimination and work life balance in the organizati on. Since its inception the company has presented several examples of this open-mindedness and the culture of the company is such that it makes a statement to the entire world about the way any business should be run. Discussion Instances of courageous diversity leaders are not uncommon in the world in different fields. For example Jackie Robinson being a sportsperson could preach the message to the entire community that people should take players in a team based on their talent rather than the color of their skin. It is the performance that matters to the individuals rather than the ethnicity and background from where they come from. There are many cases in IBM which proves that the company promotes the diversity in the behavior of the senior management and the employees. There are different cases of diversity that the companies face. First of all, there is gender discrimination in most of the organizations. Despite comprising half of the human population of the world, the companie s do not hire women in a consistent ratio compared to men. Discrimination exists in cases of promotion of women. Most of the top executives of the companies are men. Very few women are actually allowed to take part in the decision making process in the top management. Secondly, the world at present is a global village where people from different backgrounds and ethnicity work. Harmony

Public Pension Funds Assignment Example | Topics and Well Written Essays - 250 words - 1

Public Pension Funds - Assignment Example Milliman’s conclusion that the reports are less well funded than what is reported in their internal reports comes from the disparity that it ascertained after conducting a private audit which put the funding around 68 percent while own reports usually report a funding of about 75 percent. The report has a slight difference from other recently published ones because of the approach that was used in it. Despite the slight difference, this could translate to a massive figure when looked at generally. Â  Hawai represents an economy requiring delicate leadership acumen to satisfy the needs of its citizenry. Teachers are part of the workforce who are feeling the brunt of harsh economic times. Salary cuts were imposed on teacher’s salary to cater for a deficit that the current governor, Neil Abercrombie, was left for in the budget. The deficit in the budget is put to be over a billion dollars. On coming to office, Abercrombie did away with the collective bargaining contract which had previously accorded the teachers a bargaining power. In Indiana, the collective bargaining was lost in 2005. Changes have occurred since then that have neither eased their situation nor been of much help.

Disscuse Essay Example | Topics and Well Written Essays - 250 words

Disscuse - Essay Example The first advantage of pushing for negative interest rates is an increased share of investments into country’s economy. The central bank levies taxes for depositing money and it becomes unprofitable for commerce banks and companies. As a result, they invest funds into economy itself, evoking its growth and development. So, instead of lying on deposits, the money will be in turnover. Secondly, negative interest rates will motivate commercial banks to lend more. As a consequence, households will have higher liquidity. The next chain link is a higher demand on various commodities, as the more people can afford, the more they will buy. In the end this all leads to development of industry and higher production standards. However, there is no certain evidence that introducing negative interest rates will help countries to avoid extreme inflation, deflation or economic crisis. It is relatively new and almost untested method. It was once tried in Denmark and that experiment had some positive results. Now the European Central Bank is thinking to follow this example. All in all, I suppose that negative interest rate is quite an effective way of settling and stabilizing the economy and stimulating its further growth. Speaking about its reliability, I think there is a chance that this strategy may fail. Nevertheless, if used in cooperation with other methods, it may become a real breakthrough in world’s

Restorative Justice Dissertation Example | Topics and Well Written Essays - 2500 words

Restorative Justice - Dissertation Example This means there must be a deep respect for both the plaintiff and defendant to encourage a sense of testimony without compromise. It is also important to consider the cost and efficiency of the selected legal system in different contexts. For instance, the individual should ascertain whether the process satisfies the victim and the offender. Alternatively, the person should also find out if the system reduces crime or recidivism in the community. In other words, are the set goals and objectives set for a legal framework met? And if there are attained within a given time frame, then what is the way forward? That is why there is restorative justice and its many processes. This mechanism is preferable because it encourages a lot of neutrality between the warring parties. It also sets high standards of communal justice when dispensed with fairness and equality (Seligram, 2000). The justice system also has varied options of handling cases unlike the natural courts where the law is the sa me. Another technicality is the acrimony of victims against offenders and vice versa that is not common in restorative justice. Instead, there are family group conferences, victim mediation processes and teen courts that achieve a level of neutrality without any compromise. Furthermore, the legal process is cheaper and requires legal expertise to maneuver than the normal system According to Vance (2007), restitution entails the laws of gains-based upturn and is in contrast with the law of compensation. The law of compensation entails the law of low-based revival and is the opposite of restitution. Vance argues that restitution is a legal response that has obligations in the payment of compensation to real world events. Therefore, the author attests that if there is a court order for restitution, it means the surrenders his gains to the claimant. Alternatively, restitution may also mean the receivership by the claimant for his /her loss from the defendant following court orders. On t hat account, there is a restoration of the conferred benefits in the context of non-breaching party who is the plaintiff. This suggests that the plaintiff has the benefit of receiving the value of what is conferred in the contract to the defendant. However, there are two boundaries to the recovery such as the total contravention of the contracted when it is required and the capped damages. In the same view, Vance mentions restitutions for wrongs such as a common law tort, a statutory tort, an equitable wrong and a breach of contract. There are also the criminal offenses in the category of restitutions of wrongs that should reverse unfair enrichment. On the other hand, in Emmer’s ideologies (2002), community service is an activity conducted by a person or a group for the advantage of society or its various institutions. In other words, community service is also donated service because an individual renders his/her services to an entity. Therefore, because such persons always a ct out of free will, it suggests the presence of an authority in the activity. For instance, according to the author, it may be the government because it is a citizenship requirement or as part of the military service. Additionally, the community service may arise from the courts because of sanctions emanating from criminal justice such as a punishment for a conviction. Furthermore, community service sometimes is instituted by the school to attain the conditions of a class that in this case may be service learning or graduation requirements.

Aung San Suu Kyi Essay Example for Free

Aung San Suu Kyi Essay Aung San Suu Kyi MP AC (Burmese: ; born 19 June 1945) is a Burmese opposition politician and General Secretary of the National League for Democracy (NLD) in Burma. In the 1990 general election, the NLD won 59% of the national votes and 81% (392 of 485) of the seats in Parliament. She had, however, already been detained under house arrest before the elections. She remained under house arrest in Burma for almost 15 of the 21 years from 20 July 1989 until her most recent release on 13 November 2010, becoming one of the worlds most prominent (now former) political prisoners. Childhood and Education Aung San Suu Kyi was born on 19 June, 1945 in Rangoon, capital city of Myanmar (then Burma). Her father, Aung San, was the architect of Burma’s independence. He founded the modern Burmese army and negotiated Burmas independence from the British Empire in 1947. He was, however, assassinated by his rivals in the same year when Suu Kyi was barely two years old.. Her mother Daw Khin Kyi was working in the External Affairs Ministry and was appointed Myanmars ambassador to India in 1960. Aung San Suu Kyi completed her basic education at schools in Rangoon and moved to India following her mother’s appointment as Myanmar’s envoy to India in 1960. Suu Kyi continued her studies in India. She graduated from Lady Shri Ram College, New Delhi in 1964. After graduating she went to Oxford University for further studies and completed her BA in philosophy, politics, and economics at St. Hughs College, Oxford University in 1967. Political beginningsCoincident with Aung San Suu Kyis return to Burma in 1988, the long-time military leader of Burma and head of the ruling party, General Ne Win, stepped down. Mass demonstrations for democracy followed that event on 8 August 1988 (8–8–88, a day seen as auspicious), which were violently suppressed in what came to be known as the 8888 Uprising. On 26 August 1988, she addressed half a million people at a mass rally in front of the Shwedagon Pagoda in the capital, calling for a democratic government. [26] However in September, a new military junta took power. Aung San Suu Kyi was awarded the Nobel Peace Prize in 1991. Aung San Suu Kyi has been placed under house arrest for 15 of the past 21 years, on different occasions, since she began her political career,[44] during which time she was prevented from meeting her party supporters and international visitors. On the evening of 13 November 2010, Aung San Suu Kyi was released from house arrest. On 1 April 2012, Suu Kyi had won the vote for a seat in Parliament, as well as her partys victory in 43 of the 45 contested seats, officially making Suu Kyi the Leader of the Opposition in the lower house.

Comparison of Us Ceos and Ceos in Other Industrial Countries Essay Example for Free

Comparison of Us Ceos and Ceos in Other Industrial Countries Essay Nowadays, more and more people question whether US CEOs are overpaid compared to CEOs in other industrial countries or if they are paid fairly and deserve a larger share of the wealth they helped their companies earn. With the development of a global capitalist economy, laborers pay in the free market is increasing continuously. However, CEO pay increase is not in alignment with the average US worker’s pay increase, as Garofalo pointed out, â€Å"In 2011, US CEOs in the Fortune 500 made an average of $12 million, about 380 times what the average worker makes. This number increased from 343 times in 2010† (Garofalo, â€Å"Average Fortune†). When we compare the U.S CEO-to-worker ratio with other countries, the result is more shocking: In Japan, the CEO-to-worker ratio is 11:1; in Germany, 12:1; in Canada, 20:1, respectively. However, the U.S ratio approaches to 475:1 (Tampa bay Times). Are U.S CEOs really paid based on their actual performance? The answer is no. For example, from the article named â€Å"Introduction of GM†, the whole sale of GM decreased by 23% in 2008. However, GM’s CEO pay was as much as 200 times what a common worker would have; while at Toyota, it was only about a twentieth of what a worker earned (Yglesias, â€Å"Comparative CEO Salaries†). In 2008, GM’s CEO had $14.4 million in compensation, but the pay of Toyota’s CEO was under $1 million in the same period (Joules, â€Å"News vine†). Another example is William Weldon, the CEO of Johnson Johnson. In 2011, â€Å"JJ has been battered by 22 product recalls in 19 months because of the quality issues† (McIntyre, â€Å"American’s most overpaid†). The net earnings of JJ went down from 13.3 million in 2010 to 9.7 million in 2011. However, William Weldon still earned approximately 26 million in 2011, almost the same amount as his previous year (â€Å"JNJ| Income statement†). Some people believe that U.S CEOs are not overpaid, especially the good CEOs such as Steve Jobs. When Jobs returned to Apple as an interim CEO in 199 8, the stock price was only $2. However, because of his innovation, the products that he promoted such as iPhone and the whole i-series had brought Apple from near bankruptcy to extreme profitability. During the past 15 years, the growth rate of Apple’s stock price increased 235 times. Moreover, Apple’s annual revenue in 2012 reached $156.51 billion compared to $6.2 million in 2003 (Apple Inc.). Although Jobs only earned $1 annually, he held $5.43 million Apple shares worth $2.1 billion. Forbes estimated his net wealth at $8.3 billion in 2010 (â€Å"Steve Jobs†). Since Jobs had brought huge profits to Apple, he was considered worth the annual shares given to him by Apple as the company’s earnings were heavily based on his contribution and performance. To resolve the problem that US CEOs are overpaid, audit by independent board members is an important measure to ensure proper executive pay policies. Human Resource needs to play a key role in the distribution of fair wages. As author Crisp suggested, â€Å"When recruiting a CEO, HR can build a track record of taking action on the performance and contribution† (Crisp, â€Å"Is HR living up†). While setting up the salary of a CEO, HR can take the records of the CEO’s previous performance and pay as a reference. This also requires HR to do a solid research and then develop realistic compensation plans. Promoting this approach is a big challenge for an HR executive, yet it is a good opportunity to compensate fairly relative to earnings and in the long run, corporate survival may depend on it!

Leadership in Organizational Settings

Leadership in Organizational Settings Leadership can be defined as the ability to influence, motivate, and enable other people to contribute toward the effectiveness and success of the organizations of which they are members (McShane, S.l., Von Glinow, 2010). The competency perspectives try to identity the characteristics of effective leaders. The leaders might have specific personality characteristics, such as positive self-concept, integrity, drive, and leadership motivation, knowledge of the business, cognitive and practical intelligence, and emotional intelligence. Besides that, the behavioural perspective of leadership identifies two types of leader behaviour, people-oriented and task-oriented (McShane, S.L., Von Glinow, M.A., 2012). The contingency perspective of leadership takes the view that effective leader diagnose the situation and adapt their style to fit the situation. There are four leadership styles in path-goal model: directive, supportive, participative, and achievement oriented and several contingencies relating to the characteristics of the employee and of the situation (Bolman Deal, 1991). According to the founders, there are two other contingency leadership theories include the situational leadership theory and Fiedlers contingency theory. Transformational leaders create a strategic vision, communicate that vision through framing and build commitment toward the vision. In this topic, cultural values also influence the leaders personal values, which is turn influence men or womens leadership practices. 1.2 Background of the Company: AirAsia In this assignment, we try to probe the leadership style of AirAsia. AirAsia is an airline company in Kuala Lumpur, Malaysia. It is focusing on low-cost with the dream of making flying possible for everyone. Tony Fernandes, the CEO of the AirAsia, who is the founder of Tune Air Sdn. Bhd. He is the one who introduced the budget no-frills airline. Now AirAsia is the largest low cost airline in Asia. AirAsia group operates scheduled domestic and international flights to over 400 destinations spanning 25 countries. Its main hub is the Low Cost Carrier Terminal (LCCT) which is located at Kuala Lumpur International Airport (KLIA). The vision of AirAsia is to be the largest low cost airline in Asia and serving three billion people who are currently underserved with poor connectivity and high fares. There are four mission of AirAsia: to be the best company to work for whereby employees are treated as part of a big family; to build a globally recognised ASEAN brand; to accomplish the lowest c ost so that everyone can fly with AirAsia and sustain the highest quality product, enchanting technology to reduce the cost (Company Profile of AirAsia Berhad, 2013) 2.0 CONTENT 2.1 Competency perspective of leadership Competencies encompass a broad range of personal characteristics, including knowledge, skills, abilities, and values. Personal characteristics significantly influence leadership emergence the perception that someone is a leader in a leadership situation. (Steven L. McShane, Mary Ann Von Glinow, 2010). Leadership competencies can be grouped into seven categories such as: Emotional intelligence The important attribute of effective leaders. The leaders ability to monitor his or her own and others emotions, discriminate among them, and use the information to guide his or her thoughts and actions. Integrity Integrity refers to the leaders truthfulness and tendency to translate words into deeds. This characteristic is sometimes called authentic leadership because the individual acts with sincerity. Drive Drive represents the inner motivation that leaders posses to pursue their goals and encourage others to move forward with theirs. Drive inspires inquisitiveness, an action orientation, and boldness to take the company into uncharted waters. Leadership motivation The leaders need for socialized power to accomplish team or organizational goals. Effective leaders try to gain power so they can influence others to accomplish goals that benefit the team or organization. Self- confidence The leaders belief in his or her own leadership skills and ability to achieve objectives. Effective leaders are typically extroverted such as outgoing, sociable, talkative, and assertive, but they also remain humble. Intelligence The leaders above-average cognitive ability to process enormous amounts of information. Leaders have superior ability to analyze a variety of complex alternatives and opportunities. Knowledge of the business The leaders tacit and explicit knowledge about the companys environment, enabling him or her to make more intuitive decisions. 2.2 Transformational leadership Transformational leadership is about leading changing the organizations strategies and culture so that they have a better fit with the surrounding environment. Transformation leaders are change agents who energize and direct employees to new set of corporate values and behaviors. They create, communicate, and model a shared vision for the team or organization, and they inspire followers to strive for that vision. Next, Transformational leadership is particularly essential in organizations that require significant alignment with the external environment. There are several elements of transformational leadership: Create a strategic vision It refers transformational leaders establish a vision of the companys future state that engages employees to achieve objectives they didnt think possible. Strategic vision creates a higher purpose or superordinate goal that energizes and unifies employees. A strategic vision might originate with leader, but it is just as likely to emerge from employees, clients, suppliers, or other stakeholders. Communicate the vision It refers transformational leaders communicate meaning and elevate the importance of the visionary goal to employees. They frame messages around a grand purpose with emotional appeal that captivates employees and other corporate stakeholders. Framing helps transformational leaders establish a common mental model so that the group or bring their visions to life through symbols, metaphors, stories, and other vehicles that transcend plain language. Metaphors borrow images of other experiences, thereby creating richer meaning of the vision that has not yet been experienced. Model the vision Modeling the vision is also important because it builds employee trust in the leader. The greater the consistency between the leaders words and actions, the more employees will believe in and be willing to follow the leader. Build commitment toward the vision Build commitment toward the vision which is transforming a vision into reality requires employee commitment. Transformational leaders words, symbols, and stories build a contagious enthusiasm that energizes people to adopt the vision as their own. Leaders demonstrate a can do attitude by enacting their vision and staying on course. Their persistence and consistency reflect an image of honesty, trust, and integrity. Lastly, leaders build commitment by involving employees in the process of shaping the organizations vision. Application Competency Perspective of Leadership 1. Leadership motivation Toni Fernandes was a leadership motivation leader. He was very accessible to the media was entirely committed to his business. He tries to gain power and influence others to accomplish goals that benefit the team or organization. For example, he wore AirAsias official T-shirt and office red rap cap to almost every official function and sometimes he will serve the customers on the plane together with employees. (Tony Fernandes, 2012) He had done this action because he wanted to motivate his employees move toward together to achieve the goals. Besides that, Tony Fernandes was an outgoing, sociable and talkative person. He gave his phone number to all the media representatives, and was himself advertisement for his company. Although he was a Group Chief Executive Officer of AirAsia, but he also remain humble in front of others. Because of his personal characteristic and attitude, he was able to achieve their companys objectives and goals. He had became a good example for his employees, so that employees willing to follow him to accomplish the goals. 2. Intelligence Tony Fernandes was an intelligence leader. He had superior ability to analyze a variety of opportunities and alternatives. He had a good vision of the future because he was exploited the markets opportunities well. AirAsias vision is to be the largest low cost airline in Asia and serving the 3 billion people who are currently underserved with poor connectivity and high fares. (AirAsia Corparate Profile, 2012) Although the context was not very beneficial to enter the market, but Tony Fernandas chose to take the risk. He believed that he and his management team were able to analyze and manage the opportunities and alternatives with their intelligence. For example, Tony Fernandes had used his intelligence and finally transformed AirAsia from a heavily-indebted subsidiary into an industry player. Besides that, Tony Fernandes had started a hotel chain, Tune Hotels which is based on the no-frills concept by using his intelligence. He had involved in different industry in the marketplace. 3. Knowledge of the business Tony Fernandes had the knowledge about the business and companys environment which can enable him to make more intuitive decisions. For example, Tony Fernandes was the first person who entered the market segment of low costs and no frills. He did not take risks only by taking over AirAsia, but also in its drastic changes. Since the creation, he continually brought a lot of innovative concepts, such as, booking services for hostels, travel insurance, online booking and check-in, car rental, holiday products, credit card or medical care. He also deeply changed the business model of the airline company which is choosing a low-cost and no-frills strategy and moved down the value chain. Throughout the changes that had made by Tony Fernandes, we believe that Tony Fernandes had enough knowledge about the business. With this knowledge, he was able to achieve companys objectives and goals. 4. Drive Tony Fernandes was a leader who motivates and drives his employees (Allstars) to pursue their goals and encourage them to move forward with him. In AirAsia, Tony Fernandes had tried to introduce something in the management philosophy, where he wants people to pursue their dreams, pursue their passion. For example, Tony Fernandess childhood dreams included running an airline, owning an English football club and an owning Formula One racing team. (Tony Fernandes, 2012) Thus, Tony Fernandes decided to achieve and fulfill his dream by buying an existing airline and started to transform it into an industry player. At the same time, Tony Fernandes also encourage his employees (Allstars) to pursue their passion and drive them to move toward the goals. He had created an environment where people can learn, grow and do what turns them on. Because of this, employees were being motivated by Tony Fernandes and they started to pursue their goals together with Tony Fernandes. Transformational leadership 1. Create a strategic vision Tony Fermandes is a chief executive officer or director AirAsia Berhad and he is transformational leader because the business model of the airasia are changed by him which is Now everyone can fly a low-cost and no-frills strategy and moved down the value chain. It also has successful swiftly broken travel norms around the globe and has risen to become the best of the world. Tony Fermandes mortgaged his home and sank his savings to invest Airasia Company (Alesia Sion, 2012). Tony Fermandes have develop strategic vision of the company to which is Airasia be the largest low cost airline in Asia and serving the 3 billion people who are currently underserved with poor connectivity and high fares. As we know that, nowadays many airplane companies come out different strategies to make their company better than competitors so he has create a good vision for doing their business once he takeover the company. Form the year 2004, Airasia had achieved the low-cost airline awards is the low cost airline in the world. It proved that he successful to accomplish his company vision. 2. Communicate the vision Next, Tony Fermandes work hard to create an environment where employees can learn, grow and do what they should do in company. He also encourages employees to pursue their passions love their jobs at AirAsia based on their environment. Besides that, the nice quoted part every month he spends a day as a baggage-handler; every two months, a day as a cabin crew; every three months, a day as a check-in clerk (Shashank Nigam, 2009) to describe he always change jobs to get experience with different department. He also established a culture department to pass the message and hold parties. The workplace are different the traditional hierarchal Asian population which open plan workplace so that all employees can meet him by anytime. 3. Model the vision He also modeled the vision of the company which is to prove that he not only talks also enacts it to let everyone fly by providing low-cost airfares. Furthermore, the CEO Airasia Tony fernandes personal credo is dream the impossible, believe the unbelievable, and never take no for an answer. There was a real example which is started AirAsia Thailand, Tony was asked by a women about she wanna be a pilot, then tony replied that if she qualify he will hire her as a pilot. Lastly, she did and became a first officer and subsequently now she is a full-time captain and flying in the plane (Chris Forrest Harvey, 2012). This show that he let everyone can fly and also let everyone have the opportunity to become his workers help them to achieve their own dreams. 4. Build commitment toward the vision Lastly, Tony fernandes build commitment toward vision which transforms the vision in reality. He desire to start low-cost airline company then he has create the good vision of the company to let everyone can fly in reality. Therefore, AirAsia keep promote promotion package with low prices for customers to enjoy low prices fly to different places. AirAsia fares are significantly lower than those other airline service providers, websites fares also cheaper than frontline counter price and having free seats promotion to give the customers opportunity to enjoy and also for those who cannot afford the prices. It is to accomplish the vision everyone can fly in reality. Besides that, He break down hierarchy to encourage employees to speak out and breaking down walls for example he sit with his employees in an open floor plan and also let his contact number to his employees so they can just call, e-mail and SMS him directly and solve it quickly which do not need go through any department. Ev en the lowest ranking officers also can have his phone number to contact him directly which means he treats everyone as equal and willing to commit to their needs (Shashank Nigam, 2009). Disadvantages One main issue in related with Air Asia in leadership in organizational settings in which the competency perspective of Tony Fernandes may have several limitations. The leadership that Tony Fernandes applied might assume that the same personal characteristics are equally important in all situations. This may be false assumption as this perspective is too complex to have universal list of traits to apply to every conditions. Other than Air Asia, Tony Fernandes is the chairman for the Queens Park Rangers Football Club. Tony Fernandes keeps defend the football club with his own competency perspective that QPR football club that the club can overcome their conflict. This shows that Tony Fernandes had used the same personal characteristics equally in all situations whether in Air Asia or the QPR football club. The second limitations would be that the leadership Tony Fernandes has might influence only peoples perception that someone is leader, not whether Tony Fernandes makes a difference to the organizations success. This perspective only shows Tony Fernandess leadership potential instead of leadership performance. Therefore, it doesnt shows that the effectiveness of Tony Fernandess leadership compares to other perspective of leadership. One issue we can see that in the Air Asia wordpress showed that Tony Fernandes had cheated on the price of the shares of Air Asia. But then it was found out by the Australians effective enforcement that Melboure Federal Court imposed a huge fine of Aussie dollars 300,00 on Air Asia and Air Asia X for this misleading website information cheating its customers concealing charges of taxes. Why does this issue happen? It is simply because the dropping by the angry customers whore also the shareholders that would not trust anymore on Tony Fernandez and Air Asia over their scamming businesses deals and unfair deals to the customers. As for transformational leadership applies by Tony Fernandes, it can be only mention in general that leaders that are transformational when they successfully bring out the change, rather than when they engage in certain behaviors we call transformational. Therefore without the success done by Tony Fernandes towards the vision of Air Asia, Tony Fernandes would not be entitled of this perspective leadership. 3.0 RECOMMENDATION Competency perspective of leadership A company can achieve success if the leader can execute that the competencies that is difficult for others to replicate. In this competency perspective of leadership, Tony should organize a team to identify new directions or actions for the whole management. Besides that, he should often organize a meeting of the employee to discuss and clarify what they will need to do differently as a result of changes in the company. Problem solving or decision making process with the management team will be another alternative for Tony to have a better competency perspective of leadership. Emotional intelligence is an important skill that a leader required to influence his/her employee to perform well in their job. Therefore, Tony should have a good management for his emotional to prevent a conflict with his employee or having a wrong perspective decision due when his emotional level is low. Good leaders know their strengths and limitations, so they able to control their emotions and behaviors. Thus, Tony needs to strive for his personal development by engaging in continuous learning. Based on the learning, Tony should be able to adapt to stressful situations and be able to maintain a balance between his work and non-work lives. Lastly, Tony should have a leadership to maximize the potential of others and motivate them to attain shared goals. He must be able to manage individual and group performance with an understanding of group dynamics and team building. Tony needs to provide the drive for his employees to make them have better work performances. He should be understanding and be empathic toward individuals emotions and be able to resolve conflicts in a respectful manner. One of the ways to motivate the employee is to create a slogan of company to improve mutual relationship between company and employees. Besides that, Tony should play as a role model with competency attributes for his employees, and that will create a drive to make them set Tony Fernandes as a target to surpass. Transformational leadership Transformational leaders have the capability to successfully achieve the objective because of four attributes which including charisma, the ability to provide inspirational motivation, the ability to stimulate intellectually, and the ability to offer individualized consideration. According to Barnerji and Krishnan (as citied in Kasturi, 2012) a good transformational leader must possess the ability of articulating a convincing and realistic vision and focus others towards a new critical path. In certain circumstances, a company may need to be redesigned to support the whole transformational leadership. As we know, create a strategic vision is a fundamental element of a transformational leader to become successful. Tony Fernandes need to create and communicate his vision thus stimulate discussions with his subordinates. For example, he may run brainstorming meetings with the subordinates to present new organizational models. With this, the employees will be more understand on the company objectives and to have better job performances. Charisma is another important component to which a leader to behaves in commendable ways that cause employees to identify with the leader. Tony also needs to be a role model for their followers with having a clear set of values and demonstrating them in every decision. The leader and followers must build a mutual trust between each other on a solid moral and ethical foundation (Covey, 2007). Besides that, the leader must create an inspirational motivation for the employees as the motivation is appealing and inspiring to employees. For example, Tony Fernandes can communicate optimism about future goals with his employees to provide a motivation for them to perform better in the work field. It is important that this visionary aspect of leadership be supported by communication skills that allow the leader to articulate his vision with precision and power in a convincing and persuasive way. Therefore, a good communication skill is required to complete this element of being a transformational leader. Furthermore, Tony should acts as a mentor or instructor to the employee and listens to their apprehensions and needs. Tony can encompass the need to respect and celebrate with the employees for their individual contribution for the company. Tony can reward to those contributed employees for their good performance in job, this can motivate the employee to have a better commitment on their job. This way not only educates the next generation of leaders, but also fulfills the individuals need for self-actualization, self-fulfillment, and self-worth. It also naturally propels followers to further achievement and growth. According to Burns (as citied in Arachchi, 2012), it show that transformational leader as reflecting the traits and behaviors are required for initiating change. These leaders need to identify themselves as change agents and take responsibility for transformation. Generally, they are risk takers and courageous, believe in and trust people, have a clear values in motivation. In other words, Tony needs to deal with complexity, ambiguity and uncertainty and share his vision with the employees. To fulfill this element, Tony should show his confidence of taking risk in doing business and prove to his employees that he has the ability to do so. With that, the employees will be influenced by his leadership and help the company to achieve the goal. Recommendations Other Relevant Theory Other than competency and transformational perspective leadership, there is another theory that can be applied by Tony Fernandes to solve the problem which is implicit leadership perspective. The competency and transformational leadership perspectives make the basic assumption that leaders make a difference. However, leadership also involves followers perception about the characteristics and behaviors of a leader. This perceptual perspective of leadership is collectively called implicit leadership theory (Steven L. McShane, Mary Ann Von Glinow, 2010). According to the implicit leadership theory, everyone has leadership prototypes which they use to evaluate the leaders effectiveness. Employees are more willing to allow someone to influence them as a leader if that person looks and acts like their prototype of a leader. Tony Fernandes should possess a good leadership prototype as he is the CEO of Airasia. These prototypes can be developed through socialization within the family and society, shape employees expectations and acceptance of others as leader, and this in turn affects employees willingness to serve as followers. Such leadership prototypes not only support Tony Fernandess role as a leader, they also form employees perception of the leaders effectiveness. If Tony Fernandes acts consistently with employees prototypes, they are more likely to believe that he is an effective leader. Besides that, as mentioned earlier, the leadership that Tony Fernandes applied might assume that the same personal characteristics are equally important in all situations, but this may be false assumption as this perspective is too complex to have universal list of traits to apply to every conditions. Therefore, the contingency perspective of leadership plays an important role to help Tony Fernandes to solve the problem. The contingency perspective of leadership is based on the idea that most appropriate leadership style depends on the situation. It assumes that effective leaders must be both insightful and flexible (Steven L. McShane, Mary Ann Von Glinow, 2010). Tony Fernandes should put efforts to choose and enact different styles to match the uncertainty situation. Moreover he must have high emotional intelligence so that he can diagnose the circumstances and match his behaviors accordingly. 4.0 CONCLUSION The studied prove that there are two leadership theories have been implementing in the company, AirAsia: competency perspective of leadership and transformational leadership. There are seven dimensions has been found in competency perspective of leadership such as emotional intelligence, integrity, drive, leadership motivation, self-confidence, intelligence and knowledge of the business. However, Tony Fernandes only apply leadership motivation, intelligence, drive and knowledge of business in his business. Emotional intelligence and drive are recommended implement to the business to prevent the conflict with the employees and to increase the team performance. For the transformational leadership, it emphasizes to create a strategic vision, communicate the vision, modeling and build commitment toward the vision. In this case, Tony Fernandes has successfully applied all the four dimensions of the transformational leadership in the business. In the recommendation part, the need to create and communicate vision thus stimulate discussion with subordinates is a must to Tony Fernandes. He also need to create an inspirational motivation for the employees and communicate with employees will help them perform better in their work field. Hence, a good communication skill is required to being a transformational leader. Besides that, Tony needs to deal with complexity, ambiguity and uncertainty and also share his vision with the employees to influence them perform well to achieve the goal. There are some points can be identified and apply to other relevant theory, for example, implicit leadership theory. Implicit leadership theory emphasize the importance of involves followers perception about the characteristics and behaviors of the leader. And this point not mentioned in the competency and transformational leadership theories.