British Airways: Importance Of Organizational Structure And Culture

Sub-summary The leadership approach shapes the organisational structure and effects the business culture. Consequently, the analysis of the leadership style at the Virgin Atlantic Airways clearly reflects the contemporary leadership transformational theory. Action-oriented chairman reached high employees’ commitment by applying family atmosphere and generous reward system in the company. Therefore, obviously, that Branson wants the employees to bring the personalised attitude to clients.

This is why it is so crucial for Lululemon to create and build relationships with customers in order to make them customers for life. There is a large variety of sports apparel brands making the buying power of consumers high. With a variety of sports apparel brands the difference between their products might not be that different after all. This makes it very important for Columbia has to create brand loyalty within their customers. Sportswear is usually used in extreme or rugged conditions so buyers become very concerned with the quality of the product in which they are purchasing.

 Maintain a certain level of independence between the merged companies under the new structure. This will prove functional and valuable especially if there are synergies to be obtained from the results generated by teams working under their original organizations in a way they are used to. They can focus on what they do best and deliver quality work.  Communicate, communicate and communicate. This is the backbone of a successful merger and can never be stressed

These three have helped Tesco to gain more customers as these methods are very common nowadays. Technology has a big role on a business’ success as everything is done by it. Legal factors affect the business positively as there are some rules and regulations to follow by Tesco to run a business. There are some important laws such as the health and safety act 1974, National minimum wage act 1998 and sales of goods act 1979.

These persons are flexible and can adjust accordingly to fit in any group or team in an organization because they can assess and adopt a communication style that best suits any scenario. In the context of quality versus efficiency, the former focuses on elegance, proper design. If something is given the much-needed attention to quality, it will definitely sell. On the other hand, efficiency is more concerned with getting the job done quickly at a low cost.

Because of the importance of the power variable of leadership and cultural development, this sheet will see how leaders use or abuse power and the impact this use of power has on the culture of an

D) The five Etihad core values are an integral part of the performance management of all employees irrespective of their role. The values describe the behaviors required of employees at work (the ‘how’) whilst the objectives describe the outputs to be achieved (the ‘what’). Therefore the values must be taken into account when assessing performance. 2.1.3 The Performance Management

(American Airlines Flight Plan 2020, 2012) They know they have to invest wisely because they need to have the adequate tools to get the job done and its visa versa they need special trained people in order to make the use of the equipment they have more efficient. American Airlines customer services is second to none that’s why they are the biggest Airlines in the United States, they please the customers in order to keep getting their business in the future. American Airline Don’t makes decision that pulls them away from their mission. They don’t get involved in actives that are not in the mission plan because it could decrease the value of the organization.

The behavior is advantage to employees. The job satisfaction of them would increase. Turnover rate of employees would be low in a strong organizational culture. There is a negative relationship between strong organization culture and turnover rate. Organizations provide good treatment for employees and they have high job satisfaction.

It assumed that staff like to work and wish to deal with challenging issues -should both the work itself and the organisations environment be appropriate. Subsequently, should these factors be adequate; Theory Y suggests that staff will then work willingly, without coercion or control. Theory Y assumes that staff are motivated by their needs for recognition, respect, esteem and self actualisation. It would seem from research that a manager adopting a Theory Y managerial approach is more likely to motivate a social care staff than adopting a Theory X managerial