The approach of Barra for the leadership as it has been explained above and mainly inclusive. She has been successful in order to create the components of the team’s towards the new and innovative technology along with the advanced vehicles. Like several other companies she has decided and maintained the culture of GM motors and she always strict for cultural implication of the GM motors. The diversification is one of the major parts of the culture of the GM motors. Even she has decided a diet plan for her employees in the company in order to maintain the health of the employees of the company.

The GM culture is discussed all about leadership, safety, and innovation (gmsustainability.com).  The new hires are paired along with the mentors in order to help them onboard at GM. The training program and long orientation are provided to the employees during the hiring of their first week for helping them to joined business in exciting joining. Such kinds of free and helping environments always encourage the employees for loyalty towards the organization. Such kinds of talks always pertain to desirable end states of the current procedures; it also includes the details of the requirements for shipping. For the production lines, there is a particular phenomenon for the guiding section of the employees. The Safety of the employees is always considered on priority in the culture and environments of the GM motors. The Marry has established good cultures in the GM motors by performing her excellent capabilities and with good leadership styles. She has maintained the ease for the employees in GM motors.

Culture of Walt Disney Company & Leadership Style, Organizational Culture and Ethics of Barra and Iger

The culture of the Walt Disney Company’s is linked with the American culture. The multinational company is frequently referred to as one of the several cultural representations of the United States. The organization culture of the Walt Disney Company’s explains the traditions, customs, beliefs, and values by which the behaviors and motivations of the employees can influence. The corporate culture of the Walt Disney Company ensures the reflective ideas which linked the expectations and preferences of the target customers in the entertainment industries, resorts, mass media, and parks. Such as, the advocacy of the employees for good storytelling always helps for managing and satisfying the expectations of the customers related to the products, television program and movies of the company. The success of the Walt Disney Company is referred to as indicators of the strategic alignment among the target market’s cultural traits and corporate culture (Groysberg, Lee and Price). 

Ethical values of General motors & Leadership Style, Organizational Culture and Ethics of Barra and Iger

Marry Barra has set a code of conduct for the GM by her democratic and transformational leadership styles and these code of conducts are the essentials for every employee of the organizations. She has revealed in her interview and reported in the code of conduct of the GM that the wining with integrity is considered as the sets forth for the basic commitment for conducting business honestly and ethically.The employees of the GM are committed to excellence, relationships and core values of the company. The code of conduct of GM  is the strict rules platforms for the employees of the organization.

Ethical values of Walt Disney Company & Leadership Style, Organizational Culture and Ethics of Barra and Iger

Disney is a company that focuses on respect in every aspect. Iger and his team members always believe that every individual and department must receive and give respect. The code of conduct Disney always needed at a minimum where each manufacture must be meet the guidelines in order to ensure that the business is performing almost in possible ethical ways. The set of the code of conducts of Disney are explained below;

Honesty,  Better Work Program, Integrity, International Labor Standards, Teamwork, Publication, Monitoring and Compliance, Trust, Sub Contracting, Play By the Rules, Protection of the Environment, Child Labor, Compensation, Involuntary Labor, Health and Safety, Coercion and Harassment, Nondiscrimination and Association 

Personal take away & Leadership Style, Organizational Culture and Ethics of Barra and Iger

To measure the progress of the leadership is too tough because leadership can be measured by the various qualities and it can be measured by the suggestion of the other individuals. But there is no numeric standard for measuring the progress of the leadership but the results of the activity or project are the best and effective to measure the progress of the leadership.  I want to select as a leader of the committee that’s why the progress has decided about my potentials for the leadership. In the future, I will try to ignore all the mistakes which occur at the time of decision making for the various activities of the committee.  I will follow the rules and regulations which are assigned from the organization (Zetlin).

My personal leadership philosophy is always focusing on several thoughts of leadership and follows the various definition of leadership. As it is described by the Warren Benin’s “Leadership is the capacity to translate vision into reality” and definition of Ralph Nadar` is the one best definition according to my leadership philosophy because I always focus to producing more leaders rather than the followers and the definition Ralph Nadar is also addressing about this as “The function of leadership is to produce more leaders, not more followers”  democratic leadership theories always influencing on my thinking and personality because, I always believe on the democratic decision and Marry Barra is one of my favorite leaders and she always follows the democratic leadership theory and I also like this by taking his decision it the account of my inspiration (Gray).

Sometime to taking help, I discuss my problems with my higher authority even my teacher because discussion is always considered as an excellent strategy for the thing which is used for enhancing the motivation of the students and it is also used to fostering the intellectual agility and the major purpose of the discussion is encouraging the democratic habits. The way of the leadership of the students creates a vast opportunity for the student to practice the sharpen numbers of skills and it also includes the ability to defend the position and articulation.

There is a lot of the leadership lesson which I have learned from the leadership styles of the Barra and Iger but three of them can be described as the facts that will set you free,  Encouraging the employees to enhance their performance level and celebrating the transparency.  In the first lesson, the leaders can add value by producing tangible results and leaders always relies on the output of the task. If they have got good output and tangible results it doesn’t matter how they have performed his task. This lesson of leadership skills leads to the charismatic leadership theory. Meanwhile, the other two lessons are leading toward the democratic leadership theory and I have enjoyed al lot these all lesson and these are considered by me effective ways of guiding someone (Goldsmith).

Conclusion of Leadership Style, Organizational Culture and Ethics of Barra and Iger

By summing up the entire discussion it has been concluded that Marry Barra is a transformational leader and she is the CEO of the GeneralMotors and running this organization in smooth and effective manners by her innovative leadership styles. Meanwhile, Robert Iger is the mind-blowing personality, and he is the CEO of the Walt Disney Company. He is running this organization by following the democratic leadership styles and he is so energetic and motivates leaders. He is also performing with the skills of the transformational leaders.

References of Culture of General motors of Leadership Style, Organizational Culture and Ethics of Barra and Iger

forbes.com. (n.d.). Mary Barra. Retrieved November 2019, from https://www.forbes.com/profile/mary-barra/#6884a58310ad

gm.com. (n.d.). Mary T. Barra. Retrieved November 2019, from https://www.gm.com/our-company/leadership/mary-t-barra.html

gmsustainability.com. (n.d.). Safety. Retrieved November 2019, from https://www.gmsustainability.com/manage/safety.html

Goldsmith, S. S. (2016). Three Leadership Lessons. Training industry.

Gray, R. (2018). Measuring leadership effectiveness. Hr magazine.co.uk.

Groysberg, B., Lee, J., Price, J., & Cheng, J. Y.-J. (2018, January). The Leader’s Guide to Corporate Culture. Retrieved November 2019, from https://hbr.org/2018/01/the-culture-factor

Shelton, E. J. (2012). Transformational Leadership: Trust, Motivation and Engagement. Trafford Publishing.

Stanisic, B. (2018). General Motors CEO Mary Barra - Leadership style analysis Individual assignment - Critical essay. Linnaeus University, Växjö, Sweden.

Tang, K. N. (2019). Leadership and Change Management. Springer.

Whitten, S. (2019, April 11). Disney CEO Bob Iger says he will step down in 2021, a succession plan is forming. Retrieved November 2019, from https://www.cnbc.com/2019/04/11/disney-ceo-bob-iger-says-he-will-step-down-in-2021.html

Zetlin, M. (2018). 4 Ways to Measure Your Leadership Skills. inc.co.