The second that that he has that makes him a good leader is that he has a vision. He can see where he wants the company to go and he lays it out for all to know. You can't get to end unless you first know where you are going and how you are going to get there. He believes that this should be a team effort by the entire company and says so. He also has confidence and humility. He is confident that the changes that he is making are going to work. But he also knows that there will be set backs along the way. He knows that failure must be seen as a learning experience for the greater good. 4. How was member diversity valued by Patrice Zagame and Ney Suva, the head of human resources?

Member diversity was highly valued by Patrice Zagame and Ney Suva. They wanted everyone to feel included as part of the team. If people do not feel that what they are doing is valued...

They worked with each functional area leader in order to promote a positive culture in which employees would feel valued and important. The organization developed a program that they called Four Cultural Pillars. The pillars represented innovation, customer focus, teamwork, and fun. Those pillars made explicit the behaviors that the company was expecting to see. After a massive communication campaign, a yearly award ceremony was held to honor the individuals or teams that role-modeled the pillars (Hellriegel and Slocum, 2007). The organization wanted to focus on certain goals but they wanted all the employees to participate so that they ended up with a well rounded and diverse culture in which everyone felt comfortable.
References

Hellriegel, Don and Slocum, John. (2007) Organizational Behavior. Mason: Thompson.