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The book “Mavericks at work: Why the most original minds in business win” explicitly reveal some of the highly successful, innovative businesses in the United States. The book presents the readers with agendas, strategies and methods that have created companies powerhouses in their respective industries. Taylor and LaBarre (2006) of the book are renowned business analysts who are unaware of all the nitty-gritty of the business evolution. The book illustrates maverick ideas in encompassing business topics for example, business strategy, and human resource management, project management along with R&D (research and development). The most thought-provoking part of the book is that it reveals factors of successful mavericks and their varied approaches with the aim of providing ideas and thoughts for every individual motivating self to succeed in business. The paper will offer an analytical reading and robust personal response with proper critical analysis of the themes presented by the authors.
Taylor and LaBarre (2006) have expanded their creativity and knowledge as key to the success and sincerely delved into the perceptions of nonconformist leaders, revealing the ways in which these Mavericks identify their organizations and businesses through marketing, strategic planning and recruitment along with organizational culture. Taylor and LaBarre tactfully deal with the conception of ‘me-too’ strategies along with similar marketing strategies which pursue the norm of the particular sector. In the introduction part, Taylor has confirmed a book which will comprehensively intend to be factual to the maverick spirit of agenda which it has supported. Nonetheless, the book has comprehensively deliver on that assurance as Taylor and LaBarre (2006) explore with rigor as well as articulate around 32 organizations which display an unquestionable sense of determination.
The advocacy as discussed in this book is regarded as the idea claiming that business can be established on stirring the norm on particular values which go in contradiction to the grain of traditional business agendas by supporting ethical goal. It is highly interesting to note the way Taylor and LaBarre (2006) have proficiently managed ‘me-too’ strategies which usually pursue the standards of the specific sector which will no longer be feasible and competitive in a competitive world. The book can be considered as a well-analysed one as it discusses the outcomes of what is referred as advocacy. Such advocacy has been regarded as the concept whereby modern businesses can be established on stirring the standard on particular values and principles which tend to oppose the fundamental element of conventional business agendas by supporting a moral objective of business like HBO. Taylor and LaBarre (2006) have presented inclusive insights to engage business enthusiasts by providing examples of renowned organization, ING Direct USA which has been identified for being one of the fastest expanding organizations in the United States. The book has HRMoffered comprehensive explanations of the way ING Direct encourages its customers towards monetary savings by selectively declining substantial deposits for the welfare of many average paid customers, who are their primary clientele. Taylor and LaBarre (2006) have stated that “In many respects, ING Direct USA is to banks what Southwest is to airlines—an aggressive, low-cost competitor with a brash attitude and a clear point of view.”
As per Eneh (2017), the book has explained that through such strategy and advocacy towards middle income population, the organization has given rise to the logic of competition which has further matured from the imitative world of product as opposed to product and services to the revolutionary commitment and vehemence of business model in contrast to the promising realm of value system. Taylor and LaBarre (2006) have stated that, “The logic of competition has evolved……… value systems versus value systems.”
With an informative tone, the book has indicated to businesses as well as executives who have shown great competence of targeting unrestricted resources of individuals and their innovative ideas by means of open-source technology. Creativity which has been fundamental to maverickism further showed robust connection with laterality. However, in contrast, Driscoll and Sandmann (2019) have claimed that while the ‘mavericks’ who have been enquired belonged to diverse businesses, the unity amongst these characters have relied on the in the generation as well as preferment of progressive thinking. Moreover, on the contrary to Taylor and LaBarre, Driscoll and Sandmann (2016) have mentioned that the connection between creativity and right hemisphere supremacy tend to be indicative of the right hemisphere’s control in reconnoitring new opportunities and forming analogical connections while problem solving activities. Meanwhile, similar findings have been recounted in a recent meta-analytic assessment on the neurophysiological procedures of creativity, recognizing the right hemisphere as an improved processor of inventive perceptual activities. Moreover, by aligning with insights gathered from the book, Schaper (2016) has hypothesized maverickism as a behavioural predisposition in order to engage in imaginative, dynamic, adventurous, disruptive, and dynamic goal-directed behavioural patterns. Moreover, instead of considering maverickism as a form of typology, Dittmer and Blazejewski (2016) in line with Taylor have considered maverickism as an uninterrupted variable in which high scorers have been categorized as bold, peculiar and disorderly but simultaneously exhibited great talent and primarily involve in goal-directed behavioural patterns.
Taylor and LaBarre (2006) by delving into Human Resource transformation model have stated that the virtual HR has been identified as an outcome of concurrently lessening the numbers of experts essential for offering HR services internally. This is done while refining the eminence of these identical services and evolving new HR business models intended for innovative organizations. Eneh (2017) by drawing relevance from these insights have claimed that e-HRM has aimed to enable business re-organization with help of advanced technology in order to lessen the physical as well as hierarchical space which has been formed by consolidating specific human resource functionalities concurrently and further generate that space by presenting technology mediation into former confrontational connections in companies like Yahoo. Authors have quoted that, “They understand that recruiting is not some obscure function buried in the human-resources bureaucracy. It is a prime driver of business success. There aren’t many of those…… pact on you.” (Taylor and LaBarre 2006)
The book explores about risk-taking approach and maverickism. By drawing relevance to this idea, Eneh (2017) has noted that people with high level of maverickism fail to show diligence, safety and conservatism and show great inclination towards deviating set strategies in order to attain desired outcomes. By citing the example of ‘maverick’ Sir Richard Branson’s, Taylor and LaBarre (2006) have noted that uncertain call to contest leading airline player British Airways through the promotion of the newly launched airline, Virgin Atlantic. Taylor and LaBarre (2006) have quoted that “It’s a complicated story, complete with jockeying against Wall Street investment banks, LBO firms, and assorted other high-risk maneuvers. But the end result…… ranks of the company.” However, regardless of the substantial financial losses during the early 1990s, Virgin Atlantic has currently developed as the world’s highly profitable airlines. Dittmer and Blazejewski (2016) assertions further explain that though success as well as failure are intrinsic in risk-taking business approach, very few successful risk takers show potential to be labelled as ‘mavericks’. On the other hand, the book takes an interesting turn as it talks about the significance of being intellectually high in leadership.
However, until I read the book, I was unaware of the word “maverick’ and its underlying implications and thus defined it barely as a descriptive of the individuals who by nature exhibit unconventionality and strangeness than others. On the other hand, though Taylor has begun with a claim that effective way of succeeding in contemporary business only relies on rethinking the whole logic of executing business properly, does not provide adequate reality. To my understanding, in modern world, there can be witnessed several things which have not been given utmost importance as it should be getting. At this juncture, it is important to note that through advanced technology, more direct, confronting and democratic approach of many of the ‘mavericks’ such as Dan Wieden renowned as the co-founder of the advertising agency Wielden and Kennedy besides the man recognized in creating Nike’s trademark slogan “Just do it.” offer knowledge and understanding which we can obtain to enhance our knowledge and ability. Thus, the book “”can be considered to be packed full of narratives of exceptional business strategies which make the book informative as well as engaging to the readers.
Hence to conclude, Mavericks at Work can be considered as a revolutionary read meant for business enthusiast. The insights of the book are not only captivating and informative, but are highly motivating. The book has successfully brought the readers relate personally to the exhilarating, at times rough idea by narrating that times are changing innovation and individuality tends to be serious for achievement. While Ethiopia is not at the level of progress that cultivated the environment of the discussed businesses, the message is equally important. This book is highly acclaimed for business-minded individuals as authors have not only inspired to think extraordinary, but have offered the idea that they can generate an exclusively diverse box and which turns Mavericks to be unconditionally irreplaceable.
Dittmer, F. and Blazejewski, S., 2016. 5 Sustainable at home–sustainable at work?. Sustainable Entrepreneurship and Social Innovation, p.73.
Driscoll, A. and Sandmann, L.R., 2016. Moving From Mavericks at the Margins: Encouraging Progress but “Miles to Go”. Journal of Higher Education Outreach and Engagement, 20(1), pp.95-100.
Driscoll, A. and Sandmann, L.R., 2019. Moving From Mavericks At The Margins. Building the Field of Higher Education Engagement: Foundational Ideas and Future Directions.
Eneh, O.C., 2017. Leadership common wrong choices–A review. PREFACE AND ACKNOWLEDGEMENTS, p.97.
Schaper, M., 2016. Understanding the green entrepreneur. In Making Ecopreneurs (pp. 27-40). Routledge.
Taylor, W. and LaBarre, P.G., 2006. Mavericks at work: Why the most original minds in business win. Harper Audio.
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