CASE STUDY ANALYSIS The Global-Local Tension Vodafone CEO Vittorio Colao MGMT Model the WayCase Study 5225

MGMT 6150: Leadership

Question.5225 - CASE STUDY ANALYSIS: The Global-Local Tension: Vodafone CEO Vittorio Colao MGMT 6150Model the WayCase Study AnalysisThe Global-Local Tension: Vodafone CEO Vittorio Colao Leading with 'International Values and Local Roots'Case Study Analysis InstructionsInstructionsBy the end of day (11:59 pm) Sunday (Mountain Standard or Mountain Daylight Time), submit a persuasive, well-constructed written case study analysis. The case study analysis should clearly state your position, include supporting evidence from the case study, and demonstrate your mastery of the material by appropriately applying concepts from the reading assignments. The case study analysis should be at least 600 words, but no more than 750 words, in length. Please include the word count as part of your written case study analysis. Use proper grammar, spelling and punctuation. Please include your name on the assignment.Grading of AssessmentGrading will be based upon the attached rubric. Refer to this grading rubric in preparing your case study analysis assignment.Please note that the grading rubric is divided into the following sections:Quality of Response (25 points)Application of Principles (50 points)Clearly Stated Course of Action (15 Points)Grammar, Spelling, Punctuation and Word Length (10 Points)Descriptions of each of these four sections are provided in the grading rubric.The written case study analysis will be worth a maximum of 100 points. Late assignments can be submitted up to one week after the due date and receive a maximum of 50% credit.Model the Way Principles OverviewModel the Way is The First Practice of Exemplary Leadership from The Leadership Challenge by Kouzes and Posner, and includes the following two Commitments of Exemplary Leadership:(1) Clarify Values. Clarify values by finding your voice and affirming shared values.Find Your VoiceLet Your Values Guide YouSay It In Your Own WordsFind Commitment Through Clarifying ValuesAffirm Shared ValuesGive People Reasons To CareForge Unity, Don't Force It(2) Set the Example. Set the example by aligning actions with shared values.Live The Shared ValuesSpend Your Time And Attention WiselyWatch Your LanguageAsk Purposeful QuestionsSeek FeedbackTeach Others To Model The ValuesConfront Critical IncidentsTell StoriesReinforce Through Systems and ProcessesNote: the 12 principles underlined above are the principles you can choose from for purposes of your discussion and case study analysis. Background"Vittorio Colao, CEO of telecommunication giant Vodafone, must respond to reports of disturbing accounting practices at two of Vodafone's operating companies. In one case, â¬60 million have been misreported due to a series of failures to check manual accounting processes. The situation has been escalated to Vodafone's audit committee, which expects Colao and his team to act drastically. In the second case, â¬7 million have been misreported through deferred recognition of costs into the future. The two cases challenge Colao's organizational model of International Values and Local Roots that aims to maintain productive tension between global mandates and local practices. Colao meticulously designed his model based on the key value of trust, his unwavering convictions earning him the moniker of the 'benevolent dictator.' Colao is acutely aware that his response to the accounting discrepancies will be a referendum on his leadership for over 120,000 employees worldwide. If he doesn't make the right decisions, the consequences will reverberate throughout the organization and erode confidence in the value of trust that he relentlessly worked to establish."AssignmentUsing two (2) principles from the reading materials AND at least three (3) specific examples (courses of action) per principle to support your arguments, what should Vittorio Colao have done to use the principles from "Model the Way" more effectively to have become an even more exemplary leader? Make sure you support your arguments by integrating the reading material into the principles and the specific examples.(Please see 'Kirby's Guidelines and Tips for the Case Study Analysis' (in Module 1) for additional details on the structure of the Case Study Analysis, the application of principles, and the course of action (specific examples). Please do not restate or summarize the details of the case study, but instead focus on applying the principles from this module as explained in 'Kirby's Guidelines and Tips' and the assignment rubric below.)

Answer Below:

CASE xxxxx ANALYSIS xxx Global-Local xxxxxxx Vodafone xxx Vittorio xxxxx Leading xxxx 'International xxxxxx and xxxxx Roots'Southern xxxx University xxxx May xx Case xxxxx AnalysisAs xxx head xx Vodafone xxxxxxxx Colao xxxxx a xxxxx test xx his xxxxxxxxxx model xxxxxxxxxxxxx Values xxx Local xxxxx when xxx company xxxx under xxx scanner xxx two xxxxxxxxx reporting xxxxxxxx of xxxxxxx and xxxxxxx misstatements xxxxx he xxxxxxxxxxx personal xxxxxxxxxxx and xxxxx as xxxx values xxxxx were xxx opportunities xx apply xxxxx the xxx principles xxxx effectively xx become x more xxxxxxxxx leader xxxxx could xxxx improved xx two xxxxx Reinforce xxxxxxx Systems xxx Processes xxx Affirm xxxxxx Values xxxxxx Posner xxxxxxxxx Reinforce xxxxxxx Systems xxx ProcessesThis xxxxxxxxx emphasizes xxxxxxxxx shared xxxxxx into xxxxxxxxxxx infrastructure xx that xxxxxxxx aligns xxxx stated xxxxxxx Kouzes xxxxxx Although xxxxx promoted xxxxx the xxxxxxxxxx breakdowns xxxxxxx those xxxxxx were xxx enforced xx the xxxxxxx front xxxxxxxxxx global xxxxxxxx audit xxxxxxxxxxxx ought xx have xxxxxxx uniform xxxxxxxxx controls xxxxxxxxx which xxxxx enforce xxxxxx like xxxxxxxxxxxx and xxxxxxxxxxxxxx within xxxxxxxx Decentralized xxxxxxxxx allowed xxxxxxxxxxxxxxx to xxxx By xxxxxxxxxxx systems xx flag xxxxxxxxxxxxx in xxxx Vodafone xxxxx have xxxxxxx their xxxxxxxx operations xxxx its xxxxxxx standards xxxxxx Posner xxxxxxxxx ongoing xxxxxx trainingAn xxxxxxxxxxx of xxxxxxx decision-making xxxx employee xxxxxxxxxxx would xxxxxxxxx ultimately xxxxxx trust xx the xxxx culture xxxxxxxx focused xx how xxxxxx affect xxxxxxxxx practices xxxx empower xxxxxxxxx to xxx responsibility xxx voice xxxxx observation xx red xxxxx creating xx accountability xxxxxxx Kouzes xxxxxx Tie xxxxxxxxxxx metrics xx ethical xxxxxxxxxx criteria xxxx govern x system xxxxxx reward xxxxxxxxx with xxxx as xxxx weight xx not xxxx than xxxxxxxxx short-term xxxxxxxxx success xx Colao xxx set xx KPIs xxxxx considered xxxxxxxxxx and xxxxxxxx based xx values xxxxxxxxx would xxxxxxxxx that xxxxxx is xx important xx performance xxxx an xxxxxxxx reinforces xxx message xx what xx truly xxxxxx in xxx company xxxxxx Posner xxxxx risked xxxxxxxx a xxxxxxx in xxxxx values xxxxx in xxxxxxxxx rather xxxx in xxxxx life xxx failing xx fully xxxxxxxxxxxxxx the xxxxx of xxxxx Before x culture xxx take xxxx of xxx very xxx Kouzes xxx Posner xxx why xxxxxxxxxxx comes xxxx from xxx well xxxxxxx represent xxx justify xxxx leaders xxx Principle xxxxxx Shared xxxxxxxxxxxxxxx common xxxxxx promotes xxxxx and xxxxxxxxx through xxxxxxxxxx identification xx the xxxxxxxxxxxxxx core xxxxxx Kouzes xxxxxx While xx was xxxxxxxxxxxx committed xx his xxx beliefs xxxxx failed xx effectively xxxxxxxx opportunities xxx promoting xxxxx ownership xx Vodafone's xxxxxx Engage xxxxxxxxx in xxxxx definitionRather xxxx imposing x trust xxxxxxx from x top-down xxxxxxxxxx Colao xxxxx have xxxxxxx the xxxxxxxxxxxx engaged xx conversations xxxxxxx different xxxxxxx about xxxx trust xxxxx in xxxxxxxx Involvement xx creating xxxxxx values xxxxxxxxx buy-in xxx relevance xxxxxxxxxx for x company xx global xxx diverse xx ours xxxxxx Posner xxxxxxxx recognize xxxxxxxxxxxx decisionsKouzes xxx Posner xxxx the xxxxx for xxxxxxx stories xxx showing xxxxxxxx that xxxxx life xx various xxxxxx Colao xxxxx have xxxxxxxxxxx instances xx which xxxxxxxxxxxxxxxxxxxxxxx trust xxxx at xxx cost xx short-term xxxxx These xxxxxxx would xxxxxxxxx the xxxxx that xxxxx should xxxxx be xxxxxx with xxxxxxxx values xxxxx leadership xxxxxxxxxxxxx with xxxxxx valuesIn xxxx effect xxxxx responding xx the xxxxxxxx launched xxxxxxx Colao xxxxxxxxx would xxxx have xxxxxx to xxxxx on xxxx the xxxxxx violation xx these xxxxxx commitments xxx The xxx of xxxxxxxxxxx like xx believe xx our xxxxxx demand xxxxx have xxxxxxx into xxx picture xxx fact xxxx trust xx the xxxxx of xxxxx people xxx necessarily x personal xxxxxx held xx the xxx Kouzes xxxxxx They xxxxx have xxxxxxxxx and xxxxx a xxxxxxxx foundation xx shared xxxxxxx and xxxxxxxxx of xxxxxx among xxxxx who xxxxxx Colao xxxxxxxxx to xxx Leadership xxxxxxxxx Kouzes xxxxxx people xxxx more xxxxx and xxxxxxx when xxxx think xx the xxxx wavelength xx the xxxxxxxxxxxx ConclusionHaving xxxxxxxxxxxx integrity xxx commitment xx trust xxxxx could xxxx modelled xxx way xxxx effectively xx using xxx systems xx reinforce xxxxxx and xx co-creating x shared xxxxxxxxxxxxx of xxxxx values xxxxxx the xxxxxxx Embedding xxxxxx into xxxxxxxxxxxxxx and xxxxxxxxx employees xx deciding xxxx trust xxxxx like xxxxx have xxxx Vodafone's xxxxxx genuinely xxxxxxxxxx Kouzes xxx Posner xxxx this xxxxxxxxxx a xxxx further xxxxxxxxx leadership xx not xxxxxx acting xx values xx requires xxxx others xxx that xxxxxx together xxx as xxx stands xx those xxxxxx consistently xxxxxxxxxxx Kouzes x Z xxxxxx B xxx leadership xxxxxxxxx How xx make xxxxxxxxxxxxx things xxxxxx in xxxxxxxxxxxxx