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Question: Discuss about the Comparison Of Leadership Style. Answer: Starbucks has been growing in their revenues since the inception of the organization in the year 1971. The company has held the position of the fastest chain of coffee retailing in the world. The growth of the organization was mainly presided by Howard Schultz who purchased Starbucks along with some other investors in the year 1980. The organization has more than 13000 outlets all over the world and leads the industry of coffee retailing as well. The company has also seen drop in their sales after the introduction of other high quality coffee sellers in the market. The company was however able to maintain its position in the market in spite of the drop in their revenues. The leadership of Howard Schultz was the major reason behind the huge success of the company in the market (Al-Asfour Lettau, 2014). The organization had face many challenges and controversies in their growth process which had also affected its reputation. The leader was concerned that the growth of Starbucks had fu rther led to the loss of customer experience provided by the organization. The major essence of Starbucks was the high quality coffee that was provided to the customers and the smell of coffee roasting which was able to create a different ambience in the stores. Schultz was convinced that this essence of the organization was being lost in the aggressive growth related strategies that were followed by them (Anderson Sun, 2017). Taco Bell Inc. is a chain of fast food restaurant of the Mexican origin. The company was joined by John Martin as the CEO and President of the organization in the year 1983. The competition in the fast food industry had risen in a huge manner within the year 1960 to 1970. Taco Bell was in a bad position during this time as they were facing issues related to the low levels of technology that were used for their operations. The organization had almost 60% of the total share of the Mexican market. However, they had quite less shares in the global market. The joining of John Martin in the organization had helped Taco Bell to receive a reasonable position in the market. The first step that was taken Martin was related to the modernization of the various units of the company that were operating in the industry (Buble, Juras Mati?, 2014). New items were also added to the menu of the restaurants. The entire structure and the look of the outlets of Taco Bell was changed. The needs of the con sumers were taken into account and the service was also designed accordingly. The company had also implemented the strategy of lowering the prices of their products and the costs related to the manufacture of these products as well. The roles that were played by the managers in the restaurants were also changed in the process. The decision-making capabilities were given to the employees who were appointed as managers in the various outlets. The CEO of the TelePizza named Leopoldo Fernandez had been the major face of development if the organization. He had been planning the operations of TeleGrill which was related to the improvement in the operations of TelePizza. The concept of TelePizza was developed from the learning that was gained by Fernandez after the implementation of the knowledge that he had gained from the failures and the successes of the various fast food chains in the world. The commitment of the employees of TelePizza was an important factor that affected the thought process of Fernandez. The major strategy that was implemented in TelePizza was related to the importance that was given to the employees (DuBois et al., 2015). The delivery people or the store managers were given various opportunities by the management to develop their own lives. The flexibility of the organization was also a major reason behind its success in the industry. The human resource management related policies of the organization we re changed under the leadership of Fernandez. The policies were mainly related to the recruitment of the best and young talent for the proper operations of the organization. Innovative leadership is the process which is related to a combination various philosophies and leadership styles which can influence the employees to produce their creative ideas related to the services and the products that are offered by the organizations. Innovative leadership is the role that is played by the leaders to influence the employees so that they can use their creative minds and implement their ideas in the various business processes. The process of innovative leadership involves the usage of the various styles of leadership. The major traits that are related to the innovative leaders are, the open behaviour of the leaders, creating a work environment that is creative in nature. The ways of formulating processes that can lead to problem-solving and creative thinking (Khattak, Batool Haider, 2017). The environment which allows the employees to evaluate and implement their ideas is also a major part of the innovative leadership process. The major requirements that are r elated to innovative leadership are the clear vision related to strategy, the strong focus of the leaders on the customers, the trust related to the ability of communicating upwards in the organization. The leadership style that has been followed by Howards Schultz is transformational and democratic in nature. The involvement of the employees in the various decisions and the ideas related to the development of the organization has been the major advantage for Starbucks. The organization has always given preference to the needs of the end users or the customers (Yahaya Ebrahim, 2016). This has helped the organization in gaining a unique position in the industry and increase its revenues as well. The innovative style of leadership that has been followed by Schultz has revolved around inspiration and motivation of the followers or the employees of the organization (Nanjundeswaraswamy Swamy, 2014). On the other hand, the success of Taco Bell was a result of the top-down approach related to the implementation of change in the organization. The new leader of the organization, John Martin had made many changes in the entire structure and the operations of Taco Bell in the industry. The changes were implemented in the technologies of the company which made Taco Bell capable of competing with the other organizations in the industry. The implementation of changes was possible with the help of innovative mind and style of leadership of John Martin. Many new methods related to training and development were also introduced in the organization which help Taco Bell to create its position in the fast food industry. The innovations were made in the various organizational processes in this case which further resulted in its sustainability in the industry (Saeed et al., 2014). The leadership Fernandez on the other hand was not enough innovative related to the standards of Schultz. However, the leader was able to bring the organization to a position which would be profitable for its operations. The leader was however successful in building the brand of the company and create a distinct identity of the products in the minds of the consumers. The main target market of the organization were the young children as the orders related to pizza are mainly decided by the children in the family. The company was able to expand its operations in the other countries and had created a unique brand value. This was possible due to the effective leadership quality that was depicted by Fernandez (Sethuraman Suresh, 2014). The innovative style of leadership can therefore help in the successful operations of the various organizations in the industry. The employees get a chance to thrive in the industry and further improve their operations under the leadership of the inspirational and innovative leaders. References Al-Asfour, A., Lettau, L. (2014). Strategies for leadership styles for multi-generational workforce.Journal of Leadership, Accountability and Ethics,11(2), 58. Anderson, M. H., Sun, P. Y. (2017). Reviewing leadership styles: Overlaps and the need for a new full?rangetheory.International Journal ofManagement Reviews,19(1), 76-96. 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