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Bradford's Warehouse

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Bradford’s Warehouse:

Bradford was a successful leader for several reasons. According to Schreisheim’s, Garbage In, Garbage Out Model, Bradford selected good employees, rather than attempting to create them, by ‘borrowing’ talent from other Ingersoll divisions. After evaluating the staffing requirements, he makes his employee selection based on their ‘technical and conceptual ability, human relations ability and interpersonal skills, and intrinsic work motivation’; “these persons are particularly selected for their past accomplishment, inventive ideas, ability to work rapidly, and their probable compatibility with existing Warehouse personnel.”

Another success factor is attributed to specific Cultural Dimensions Bradford is characterized by: Power Distance, Assertiveness, In-Group Collectivism and Performance Orientation. He has definitely positioned himself on another dimension, commanding power and authority not only with his subordinates, but with his peers and most significantly with his superior, Mr. Ingersoll. Bradford has enough ‘power’ and influence over the president of the company to have all his demands satisfied, ‘Bob Bradford has a direct telephone line to our president, Mr. Ingersoll. When Bradford wants something he simply phone Ingersoll and gets it!.......” The degree of assertiveness and power-fueled determination allows him to be ‘forceful, aggressive, and tough, permitting him to ‘indiscriminately ‘raid’ other projects for people whenever he wants them’. Bradford’s focus is only the Warehouse, not Ingersoll, in fact, more precisely, Bradford’s Warehouse. An In-Group Collectivisms posture, he totally identifies with his warehouse with expressive pride, devoted loyalty, and cohesiveness. Extremely performance oriented, Bradford is proud to ‘strive to meet or exceed all contractual requirements’. The presidents ‘blank

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