Transformation of managerial skills Since its foundation, Disney has experienced transformations in managerial skills. The transformations have been due to the changing business environment and as Samson & Daft assert, managers should align their skills with the relevant strategies for business survival and expansion in this changing market (2009, p.83). As illustrated, managerial skill’s transformation depends on economic situation of the organization. Participative to scientific management skills At its foundation, Walter and his brother, Roy, clearly understood that for the company to grow stably and compete effectively, it required teamwork and cooperation. The managers therefore deployed participative skills in the organization’s administration. In fact, Walter advocated for cooperation and teamwork among the ‘members’ of the organization regardless of the position one held. However, during Eisner’ period the focus was no more on the foundation. The managerial skills transformed from participative to scientific in which Eisner focused on the best way to do things; Eisner dedicated his strength to creativity. Specialization to innovation skills Walter and Roy deployed specialization and division of labour during the foundation. Walter specialized in production while Roy headed the finances. In specialization, managers focus on the output of each individual with little regard of their individual development. This managerial skill was significant for the setting of strong foundation of the Disney Company. Eisner on his part focused on growth and development of individual employees. In order to leverage the company’s financial situation after Walter’s death, Eisner encouraged innovation among the employees through the concept of learning organization. By introduction of cross-divisional initiatives, Eisner deployed not only specialization skills but also innovation skills among the employees. Hybrid style of leadership Initially, Walter and Roy focused on employees’ completion of duties with little concern about their specific needs. They demonstrate leadership style in which employees are ‘free to think’. Walter emphasized on performance regardless of the position of the employee. In order to revive the company’s financial situation, Eisner deployed conglomerate of leadership skills. Learning organization aimed to develop the employees, whereas the cross-divisional initiatives meant to improve the performance each employee. In his leadership, Eisner therefore used both skills of people-oriented and task-oriented styles. Eisner developed ‘organizational hierarchy’ through his emphasize for skilled managers. This evidences that Eisner used some bureaucratic skills to manage the organization. Learning Organisation Disney should adopt the concept of learning organization in order to benefit from the advantages it presents to the businesses in the dynamic market of the 21 st century. In order to realize effective expansion and fulfil the dreams of the founder, Walter, Disney management should adopt the concept of learning organization. Expansion of business requires motivated management and employees. Since for decades the management focus has been on ‘task-completion’ without regard of individual deve