Warren East, ARM Holdings
Biography
Mr.Warren East was the Chief Executive Officer of the ARM Holdings PLC from 2001 to 2013.He joined the company in the year 1994 as a general manager of the design consulting business unit. Before he became the Chief Executive Officer of the company, he became the vice president of Business Operations for three years.
Before he joined the ARM team, he was involved with Texas instruments, where he served for 11 years from 1983 to 1994. There, he dealt with applications as well as chip designs for microcontrollers, local area networks and analogue telephone devices. He also heavily contributed towards the company, where he was involved in the design of low power dialer chips as well as low system cost integrated analogue voice circuits for telephones. He also involved himself in designing PC modems and LAN adapter system designs. After that, he was responsible for marketing of IT semiconductor devices, which have the capability of being programmed after manufacturing in Europe (www.arm.com).
Mr. Warren East is currently a board member of De La Rue PLC, Inc. He is also a non executive director of Dyson and Micron Technology Inc and Senior Independent Director and Chairman Audit Committee of De La Rue plc. After he graduated, Mr. Warren was involved with Data Type Limited, whereby he dealt with terminal design and manufacture as a Design Engineer. He worked on oscillatory subsystems for VDUs, RF Emissions measurements as well as science compliance. He holds a bachelor’s and master’s degree in Engineering science from Oxford University, as well as an MBA and a honorary doctorate from Cranfield University. Before he joined the ARM team, he was involved with Texas instruments. Mr. Warren East is curre...
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Mr. East also had a high level of experience with interpersonal skills. When he was the Chief Executive Officer of ARM, he had the responsibility of directing and supervising staff. He was therefore good in communication with the management that was above his level and executives as a peer. He was also able to have a smooth functional relation with different categories of the company. He was therefore perceived to have a high level of emotional intelligence and the ability to easily read people.
Mr. East was also an effective team player. He was able to work with different individuals who had different personalities. He also used to encourage chances in a particular organization so that it may operate effectively. He had the ability to create an overall picture as well as being able to bring his team together to work through change efficiently and effectively.
Exxon Mobil Corporation- Exxon Mobile (NYSE: XOM) didn’t have a good start to the year, but the fourth-quarter results helped the company’s share to rise nearly 7% despite a disappointing financial performance. Its shares are now up approximately 3% year-to-date. The company for the quarter reported earnings of $0.67 per share, a slump of 57% as compared to earnings of $1.56 per share in the fourth-quarter of 2014. This decline in earnings is driven by weakness in the commodity market that has impacted its upstream business significantly.
JP Morgan being the colossal financial entity that it is, has been deep rooted into the American economy and its lifestyle. Even though the same can be
386). Furthermore, research suggested that people who scored a high level of extraversion, conscientiousness, and openness to experience on the Big Five personality test have an advantage with regards to leadership effectiveness (Robbins, Judge, 2009, p. 386). However, according to the week 6 presentation, having certain personality traits does not mean you will be a great leader (Fischer, 2009). Instead, research shows that a high level of emotional intelligence is associated with effective leadership because the leader is able to show their ability to influence by caring about the people around them (Fischer, 2009). In an article by Business Perspectives & Research, a test was completed on the effects of emotional intelligence, in which these managers displayed, “superior performance to their lower EQ peers both in terms of contextual (teamwork and cohesiveness) performance and task performance (quality of job completed)” (Dabke, 2016). In my professional experience, the leaders who can show they truly care about their employees retain a higher level of loyalty and dedication with a positive attitude. This is also similar to a Bible story in John 13, where Jesus washes the feet of his disciples – his humility and servant attitude showed that he genuinely cared for his followers, which inspired a deeper covenantal relationship with him (ESV). ?This is quite
Goleman and Cherniss (2001) postulates that emotional competencies are learned abilities. Social awareness or skill at managing relationships does not guarantee the mastery of the additional learning required to handle a customer adeptly or to resolve a conflict. It only prognosticates that we have the potential to become skilled in these competencies.
Emotional Intelligence is a key factor to success in the workplace. In his books, Emotional
(2013) separated emotional intelligence into four domains, self-awareness, self-management, social awareness, and relationship management (pp. 30, 38). These domains are then broken into two competencies. Self-awareness, the understanding of one 's emotions and being clear about one 's purpose, and self-management, the focused drive and emotional self-control, make up the personal competence (pp. 39, 45-46). While social awareness, or empathy and service, and relationship management, the handling of other people 's emotions, make up the social competence (pp. 39, 48, 51). These emotional intelligence competencies are not innate talents, but learned abilities, each of which contribute to making leaders more resonant and effective (p. 38). This is good news for me because I still have much to develop in regards to emotional
1. How was Lincoln able to grow and prosper for so long in such a difficult commodity industry that forced out other giants such as General Electric, Westinghouse and BOC? What is the source of Lincoln’s outstanding and enduring success?
Valve Corporation is an entertainment software and technology company. It is a very successful business that develops video games and is based in Bellevue, Washington. Valve came to be in 1996, when Gabe Newell and Mike Harrington left Microsoft and founded Valve. Organisational Culture is a problem that has risen through the ‘no manager’ policy. With people from diverse places and who share different beliefs, organisational culture is very serious. The concept of organisational culture emerged in the early 1980s as a topic of major concern to administrators and researchers in higher education (Ramachandran & Chong & Ismail, 2011). It is a system of shared assumptions, values, and beliefs, which governs how people behave in the organisations. These shared values have a strong influence on the people in the organisation and dictate how they dress, act, and perform their jobs (Study.com, n.d.). Employee Stress & Productivity and Diversity in the Workplace are two elements that have derived from Organisational Culture. This report will be addressing the two issues and how to solve the issues at hand.
Mayer, J. D., & Caruso, D. (2002). The effective leader: Understanding and applying emotional intelligence. Ivey Business Journal, Retrieved February 1, 2012, from http://www.unh.edu/personalitylab/Reprints/RP2002-MayerCaruso.pdf
We probably all know people, either at work or in our personal lives, who are really good listeners. No matter what kind of situation we're in, they always seem to know just what to say – and how to say it – so that we're not offended or upset. They're caring and considerate, and even if we don't find a solution to our problem, we usually leave feeling more hopeful and optimistic. We probably also know people who are masters at managing their emotions. They don't get angry in stressful situations. Instead, they have the ability to look at a problem and calmly find a solution. They're excellent decision makers, and they know when to trust their intuition. Regardless of their strengths, however, they're usually willing to look at themselves honestly. They take criticism well, and they know when to use it to improve their performance. As a case in point, I will evaluate my former manager on each of the five components of emotional intelligence. First, she had high levels of self-awareness. For examp...
Bernays was very beneficial to society and many of the things that Larry Tye said about him have very strong support. As relayed by Larry Tye, Edward Bernay’s genius is undeniable. He is able to correlate ideas and concepts with products and services in order to expand business. When Tye writes of how Bernays acquired his first real “CEO” job as co-president of two medical papers that his friends father had given to them.
Palenthorpe, M. (2006). Are You Emotional but Intelligent or Are You Emotionally Intelligent. Engineering Management, pp.11-13.
Sy, T., & Cote, S. (2004). Emotional intelligence: A key ability to succeed in the matrix organization. Journal of Management Development. 23(5). 437-455
In this report the importance of emotional intelligence and the different EI theories has been discussed. EI has become vital in our daily personal and professional life. In professional life it helps in the management of the conflicts and understanding the emotional level and the desires of the other person. At workplace the lack of emotional intelligence creates many issues. There should be proper education about the emotional intelligence. The Personal SWOT Analysis is way of judgment of individual character strengths, weaknesses, opportunities which can be gained and the threats which can face in future. This is the best way of judgment of one’s basic strengths so it can be used in best manner, weakness, so they can be overcome, exploration of opportunities and the management of the threats in best way.
Fernandez-Araoz C.(2001) The challenge of hiring senior executives, The emotionally intelligent workplace: how to select for, measure, and improve emallenge emotional intelligence in individuals, groups, and organizations, Jossey-Bass Ch.6