Essay: The Circle (film)

Draft
The Circle
INTRO
“The Circle” movie was produced in order to give the people message of how the unethical leaders of the companies are planning to use the online personal data and privacy of the citizens in a bad way. However, leaders are people that the followers or stakeholders for accountable, liable, trustworthy on the leadership and performance of the specific tasks and objectives of the organization. To serve the group of people or organization better, leader should be ethical when making the decisions or actions within the complexity of the system. Therefore, the responsible leader is really important in the organization. (Pless and Maak, 2011; Lynham and Chermack, 2006).
The circle movie is about the CIRCLE technology company reflecting the GOOGLE company, from real life, of collecting personal real identities, online presence, including all of the personal data – emails, texts, phone calls, locations information – with the system called “TruYou” in movie. Moreover, Circle headquarter is a massive one-stop-shopping-campus in which thousands of employees have access various facilities – sports, music concert, library, restaurants, dorms, religious movements and even for your pets. Circle sells electronic devices¬¬ including medical instruments and GPS chips and provided services related with technology. Traditionally, all the decisions of the management board has been made by the Circle’s leaders and stakeholders. However, the illusional fallible creative ideas came from the Eamon Bailey, co-founder of the Circle. He makes people believe technology is always good for community, TruYou is voluntary for developing better society, being transparent is good and “sharing is caring”. The real objective of Ty Gospodinov, computer genius, and a founder of Circle, of creating TruYou was that collecting the personal data in details for better well beings. Not for using the personal data as a mean to an end. On the other hand, Eamon has many secret emails in which he shared the real objectives and progression related to the data collection with Ty and Tom Stenton, also the co-founder of Circle.
However, Ty tried to recruit the young brilliant customer service employee, Mae Holland who he thought  he can trust. Even though he explained how things go wrong, Mae was overwhelmed by the wrong fact from the Eamon’s speech. After a few days, Eamon and Tom created the role model for Circle community by encouraging Mae to be transparent to boost the processing of collecting data. She helped a lot with fulfilling Eamon’s scary goal without any notice until the day that her friend died. Finally, she realised the purposes and ceased the system by revealing all the Eamon and Tom secrets with the help of social media and Ty.
EAMON’S CHARACTERISTICS
In “The Circle”, Eamon as a co-founder, none of the decisions can be made without his approval. He was creative, practical, well prepared and punctual because he set up the cameras, a new product line of CIRCLE, everywhere and tested it and collected data from it to improve the product. The objective of the wireless cameras is to increase safety level, reduce terrorist activities and helps government in both bureaucracy and security system. Moreover, he is a good speaker, has a sense of humor and inspiration. When he gave the speech, participation and attention of the audience was quite noticeably high and people can sense his humour. Eamon is also quite smart. Nobody noticed except Ty about the incident of FBI arresting senator Williamson for immoral action can’t be done without the personal information which are provided by Eamon. In addition, placing chips in the bones not only for reducing rape case and trafficking. It includes data collection purpose as well. Pace-setter leadership style can also be reflect Eamon because he used Mae’s kayaking incident to motivate team to volunteer in sharing personal information faster. Furthermore, he delegated the team members by taking care of the family and friends such as caring health of Mae’s father and the strength of team member such as letting Mae shares her idea during the important meeting of the company, appreciating her idea and letting her accomplish by creating “soul search” with that you can locate anyone you want in the world within less than 20 minutes. Although he seemed to be nice, he only pretended to take advantages on the situations or persons. However, he caused Mercer’s death and trying to cover by introducing the road safety technology without showing any sympathy and offering Mae higher position in the company.
HIS LEADERSHIP STYLE
Referring to Eamon’s characteristics and actions, identification of his leadership styles can be made. In Transactional leadership can be defined as a type of the leadership style focusing on the organization’s objective, and performance, in which leaders are performing with carrot and stick method which means leaders reward when subordinates put more effort in job  within the boundaries. Moreover, transactional leader maximizes the performance by externally encouraging the subordinates in terms of practicality, resisting the changes, discouraging the independent thinking, and overseeing. Transactional leadership style also has two diversification situations –
the responsibility actions of motivating and directing the followers to reach the organization’s objectives  in any culture for short-term and influencing of cultural values on the leadership phenomenon forces that leadership style to be more effective for the task. Cultural values can also affects the leadership by creating instability in the organization that leads the leadership styles lesser for organization to choose.
In terms of transactional leadership style, he gave away the cameras that just announced in order to get the attention of the audience and motivated subordinates to be transparent without any secret. He shared some of the personal information to government, in order to make the government officers to share more information as well. Furthermore, he motivated subordinates to be transparent without any secret. He intentionally giving  favour Mae lately as an excellence employee to influence the rest of the employees that they can also become the merit one if they work hard and participate like Mae did. finally, it affected Eamon had to apply transactional leadership style to Mae by the time he realized there was no other option for him. (Rodrigues and Ferreira, 2015)
 
Figure: Framework Model of RLP, referred from study of Lynham et al. 2010 (cited in Koh 2014, p. 68)
RLP
Responsible leadership for performance (RLP) is not just for the quality of individual leader working on the situation with the nature and challenges for better performance as well as the responsibility, consideration should also be made for the whole system¬¬ – contextual environment, internal environment and the leadership processing system (Koh, 2014). There are two premises, in general, cover the framework of the system which are Leadership is a system contains integrated propositions of input, process, outputs, feedback and boundaries and leadership evolves in a performance system – pivot system and determined action (Lynham and Chermack, 2006). Moreover, RLP is the interaction between the propositions of inputs, process, and outputs of the task inside the internal environment of the performance system practiced in reciprocity for the constituency of the leadership to achieve the goals of stakeholders (Lynham and Chermack, 2006). These propositions, also known as three units of theoretical framework of RLP, are considerations of constituency; a framework of responsibleness; and domains of performance.
First of all, input, considerations of constituency which is the right of the subordinates and stakeholders to decide either inside or outside the system on leadership. The levels of potential also impact on leadership and it also depends on the authority levels (Lynham and Chermack, 2006). Study of Lynham et al. 2010 (cited in Koh 2014, p. 4) say that the service should be done by the determination based on the impact of authorities from those subordinates or stakeholders. That means leadership exist for followship and not on its own. Constituent voice, opinions and purposes are given to leadership which the whole system to stand up as one.
Furthermore, the existence of leadership comes out for a desired needs to be achieved, which is the will of the stakeholders presented inside and outside of the specific performance system (Lynham and Chermack, 2006).
Secondly, process is a framework of responsibleness described in study of Lynham et al. 2010, p.83 (cited in Koh 2014, p. 4) as the professional action based on the experienced, careful and reflective thoughts of making the right decisions in a particular situation. It can also be described as effectiveness, ethics, and endurance which are the essence of the responsible leadership and necessary components for the leadership to be determined. In spite of leadership topic is about emphasizing how to be effective, there is a big concern of potentially dangerous situation of the leader who is effective but unethical. However, there is a belief that ethical leaders can impact on the world beneficially. Furthermore, handling the complexity of the organizational tasks can cause a lot of pressure on the leader. Thus, the endurance comes to be an essential quality of leadership (Lynham and Chermack, 2006).
Finally, outputs are the domains of performance which is the leadership key dependent variable. Performance, an essential focus and result of leadership lacking in most propositions on responsible leadership, is measured by constituency (Koh, 2014). It also has two parts of the performance – activity and the outcome of that activity. Moreover, performance can only occur within the boundaries of the particular system and audience, which is multi-dimensional, can commonly identify by four domains such as the system mission and purpose, the work processes, the social sub-systems, and the individual performer. These multi-dimensional domains of performance form “outputs” proposition of RLP system.
APPLICATION OF THE MODEL
Effectiveness
Show evidence that his actions and leadership was effective to achieve the objectives
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Lynham, S. and Chermack, T., 2006. Responsible Leadership for Performance: A Theoretical Model and Hypotheses. Journal of Leadership & Organizational Studies, [online] 12(4), pp.73-88. Available at: <https://webcache.googleusercontent.com/search?q=cache:LfpBJ8u95dgJ:https://ucarecdn.com/89f0f7b2-edfd-439a-b6b5-5807aebf0d1c/+&cd=5&hl=en&ct=clnk&gl=sg&client=safari> [Accessed 17 Jun. 2018].
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Sethuraman, K. and Suresh, J., 2014. Effective Leadership Styles. International Business Research, 7(9), pp.165-172.
(Sethuraman and Suresh, 2014)
Rodrigues, A. and Ferreira, M., 2015. The Impact of Transactional and Transformational Leadership Style on Organizational Citizenship Behaviors. Psico-USF, [online] 20(3), pp.493-504. Available at: <http://www.scielo.br/pdf/pusf/v20n3/2175-3563-pusf-20-03-00493.pdf> [Accessed 20 Jun. 2018].