1. Frazier effectiveness in leadership

There are many changes that he brought into the organizations that helped in developing a learning organization culture. The first thing that he focused on was returning the company culture of innovation. In his speech, he said, “We believe that innovative and productive research and development is the only sustainable way to create true and enduring value for all of our stakeholders.” In supporting an environment that focuses on research he successfully increased the funding for research. Besides, he made a deliberate effort to promote the culture of professional development that supports the growth of employee while aligning their carrier aspiration with the company’s strategic priorities. In this way, he was able to develop an organization that is not only focused on achieving its goals but rather one that makes the employee a part of the development of the purpose. In this way, he was able to promote the culture of commitment in the firm.

2. Merck’s type of organization

Merck’sis a learning organization. Many aspects qualify this as a learning organization. First, it is a collaborative learning culture. In such an organization every individual is, but they play a vital role in the entire framework. Anderson & Sun (2017) argues such organizations are made up of a smaller unit that makes up the larger puzzle. In looking at the system, the corporate is supposed to look at is as a whole but also each component has a vital role. In looking at Merck, it is visible that the organization tries to bring the entire employee around the world to be part of the generation of ideas. The annual conference gives the employees of the company the chance to channel their thoughts and be a part of the development of the company. Besides, it is evident that the company has a culture of supporting innovation. Since Fraziercome to the company, he embarked on a program that would increase funding for change and also learning. These approaches are keen on developing a learning environment in a company.

3. Idea for innovation

One of the ways that Frazier can use to bring about innovation in the company is through the provision of an environment that gives people the freedom to develop the ideas that they have. First, it is essential to allow the scientist to work on their inventions without too much pressure. In this way, the employees can transform their ideas into great innovation. Besides, he can also develop an environment where employees can brainstorm on the ideas that they have. The focus is on ensuring that each person has a chance to channel their ideas. Appreciating each thought is the best way to support innovation. Their beliefs that might seem small yet they can develop into giant innovation (Lazonick et al., 2017) Finally, Frazier should provide enough resources that can support the innovative idea. It is quite costly to develop any drug; however; the firm can provide the necessary funds to help these innovations. With these techniques, it is possible to achieve innovation.

4. Ken Frazier approach

There are three approaches that Frazier has taken focus on. The first focus is to create a shared vision for learning. In creating an environment where people have the freedom to share and exchange their ideas, it becomes possible to refine these thoughts and make them revolutionary innovations. The other approach that he suggests is the idea of promoting a culture of professional development. In this case, the employees have the chance to grow their careers by aligning with the strategic priorities of the firm. In this way, he can achieve the total commitment of the employees. Lastly, he focuses on the employees, since he realizes that these are the people that have the best ideas. From the collaboration with all the employees, it becomes possible to develop a plan that might never have seen the light of the day.  In Frazier’s view, he believes that in creating an environment where everyone feels entitled to the development and innovation, there is a possibility of making a difference and ensuring that there is innovation in the company.

5. The cost of drug research

There is so much evidence that shows that research in the drug is quite expensive and time-consuming. First, the author mentions that it might take up to 15 years to develop a single drug. During such a period there are a lot of resources that would be required in the drug development. From this view, it becomes evident that the cost would be too high. Besides, out of between 5000 to 10000 compounds under study for a drug, only one might end up producing a drug. In testing these entire components, enormous amounts of funds would be used which might not eventually lead to a drug (Nawaz, & Khan 2016). The author shows that about $1 dollars are used every year to test a component. Taking into consideration that the research might take about 10 to 15 years, it means that the average cost for developing a single drug is about $12 billion. Apparently, the price is too high.

6. Types of leadership

Frazier shows a form of Transformational leadership. In this form of leadership, the focus is on guiding followers though inspiration and motivation. As Humaidi&Balakrishnan, (2015) argue these are the most effective form of leadership to use both in the public and private sector. One of the personal characteristics that one requires to use in this approach is emotional intelligence. Frazier shows that he has this ability in the way he is able to stimulate the employees intellectually. He seeks to make them have a sense of entitlement and appreciation by offering them a chance to advance their careers through their work. In this way, he can stimulate the intellectual capacity of the employees, and thus they give the best to the company. Frazier thus achieves the aspect of Transformational leadership by being able to bring the employees to own their innovation and therefore give it the best.

7. Sources of power

The source of power, in this case, is his exceptional leadership style and personality. In essence, Frazier is using referent power. Referent power is developed from the interpersonal relationship that one develops with the people around the organization. In this case, Frazier has been the company for so many years first as an outsider and now as an inside. Over these years he has developed a better understanding and relationship with the employees that make them like him (Wilcox, 2019). Such power is good since it gives one the goodwill of the people. It becomes easy to lead people when one has referent power. The effectiveness of such form of power is that it arises from with the people and is not forced in.

8. Mentorship

Frazier has been working in this organization for many years. Through these years, there are many things that he has learned about his predecessors and the mistakes that they made. Although he did not get direct mentorship from these individual ones of the critical roles that they played is that they helped him to learn an understanding of how he might be able to lead the company to success. At time mentorship does not only focus on the direct counsel and directions that one gets from the predecessor. At times the focus is on the experience and interactions that one gets with the leadership. Therefore, it possible to argue that his experience as a chief marketer and counsel for the company offered him a chance to get the mentorship that has helped him as a leader.

9. Strategic leadership

Several cases show how Frazier is decisive with his administration. One of the examples here is that he seeks to develop strategic goals for the organization. After establishing these goals, he goes ahead to rally the employees to focus their carrier development in line with the company’s strategic goals. In this way, the employee would not only be working towards developing their careers but at the same time, they would be focusing their efforts towards the development of the company. This approach effectively achieves two things. First, it brings together the employees and makes them an essential component of company development. Secondly, it offers the chance for the employees to achieve their individual goals as they seek o take the company to the next level. This is a compelling strategic approach.

References

Lazonick, W., Hopkins, M., Jacobson, K., Sakinc, M., & Tulum, Ö. (2017). US Pharma’s Financialized Business Model.

Wilcox, D. L. (2019). Dialogic Communication Theory in the Age of Corporate Activism: A Postmodern Perspective. Communication and Media in Asia Pacific (CMAP), 2(1), 1-10.

Nawaz, Z. A. K. D. A., & Khan_ PhD, I. (2016). Leadership theories and styles: A literature review. Leadership, 16, 1-7.

Anderson, M. H., & Sun, P. Y. (2017). Reviewing leadership styles: Overlaps and the need for a new ‘full‐range’theory. International Journal of Management Reviews, 19(1), 76-96.

Humaidi, N., &Balakrishnan, V. (2015). Leadership styles and information security compliance behavior: The mediator effect of information security awareness. International Journal of Information and Education Technology, 5(4), 311.

 
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