is that he has situated his company in being an “idea generator”, which to me is so powerful in a company. When setting your company to be an “idea generator”, you must have a loose environment so people are not afraid to speak their thoughts and ideas. He strongly encourages this type of behavior within his company. From seeing this way of leadership also shows me that the culture at Walt Disney is fun oriented, exciting and loose. Having this type of culture in an organization to me is so much better and it makes people motivated to work and also helps them get through the rough times. When you have a strict culture with a million rules, I see that it affects the whole organization and it makes the internal employees not perform as well as they should. At Walt Disney world, they are entertaining people so their culture is set in being energized, fun and exciting. Having this type of culture also bring more people into the company and these talented individuals may have the next million-dollar idea. One of Eisner’s ways of getting people to be idea-generators was by having systems called the “gong show” and “charettes”. These two systems were great ways to get people to speak their thoughts and generate ideas. They would meet once a week and people would say ideas and they would get reactions from other people at the meeting. Having these two systems was a good way for people in an organization to know one another and how they tend to operate. Also, it is one way for an organization to become big and successful. One of the things I don’t agree with in Eisner’s style of being an idea generator is how these meetings are driven with long hours, and sometimes being day after day. He would put everybody in the same room for ten to twelve hours or even for a couple of days. He feels the longer the better and the more excruciating the better. I can’t see ...
