Organizational Theory Analysis

Diverse range of leadership styles has important influence not just in small businesses however also in the worlds’ biggest firms. Well it is noticed that companies adopting democratic leadership skills are more effective as compared to other styles. Participative Leadership Effects Participative leadership also known as democratic leadership is considered being the best approach for majority of the Organisations. It is completely opposite of autocratic leadership, the style mainly put stress on how management plays its role in guiding their department and teams as well as accepting any viewpoint from individual employees. Such leaders basically reserves the right for making final decision however they also encourage taking feedback, suggestions

According to Brooks (2015), when employees are fully satisfied, they commit their efforts towards attaining the set goals and objectives. They also see the reason of being associated with the company, hence reducing employee turnover rates. The other strength that the company has is better reputation. Based on the case study, close to 90 percent of employees from the survey indicated that the employees were willing to remain in this company because of its positive reputation. One of the internal weakness identified is a challenge to find and retain employees who can deliver positive results to the shareholders.

Although the taxonomy provided by Morgeson et al., (2010) is very detailed and complete, in the present research these functions were analyzed on a macro level, considering only transition phase and action phase as the two main variables regarding functional leadership. Besides of the relevant insights that the authors brought to functional leadership theory, one of the most important tools they provided was the Team Leadership questionnaire which came a useful and

As a business owner, a proactive strategy can help anticipate staffing issues and employee training. A reactive strategy has less time devoted to planning and is more cost effective to a company. Proactive staffing is tied to talent oriented staffing, where talent is scarce and several companies compete for a small group of applicants, a company must constantly seek new talent and new employees. With the current market being highly competitive, a proactive approach would be the right choice for

Larry Ellison shows a few forms interpersonal power from reading this case. The first interpersonal power that is noticeable is expert power. According to Paul Merchant, “Expert power is derived from possessing knowledge or expertise in a particular area. Such people are highly valued by organizations for their problem solving skills.” Most people who have expert power are seen as indispensable. Critical tasks can be performed by these people.

Though these theories are outdated, elements of the theories are still found in modern theories. One theory in particular, the situational leadership theory is still used in companies and is popular with training organizations. The reason for this is that the theory is easy to understand and has an instinctive logic to it. Unfortunately research has showed the theory to be incorrect, which is why it is not supported, nor further researched anymore. When you will start analyzing your organization’s LD process, it is not unlikely you will find this theory still being used, as it was quite popular in the ´80´s.

Employee efficiency sets goals for the workers and motivates to involvement with the organization, which would cause greater inspiration and increased job performance. Numerous research have been performed to discover the connection between character and worker efficiency. These analysis has proven that there is a little connection between these two factors. Previous research showed that personality is not a right tool for increasing worker performance but recently there has been a rise in the use of character tests to be able to control and improve worker efficiency. Barrick, Mount and Tett proved that the Big Five can be a useful device for the selection of workers and were the main personality structure.

“A 360-degree feedback has great promise as a method for creating both behavior change and organization” (Bracken & Rose, 2011, p. 183). Consequently, a 360 degree feedback is a system employees receive confidential, anonymous feedback from the people those who work around them. So, under the right circumstance, this process can create a behavior change that may increase an individual’s job performance. However, through research, it is believed that the 360 degree feedback is the key to improving the quality and effectiveness of performance management in organizations today (Bracken & Church, 2011, p. 36.).

In this case, it has been proved in TESCO and AEON studies using SWOT analysing. CEO of this both TESCO and AEON has did a good job in designing their strength that answerable more than half threat and weakness for their companies. Besides that, the threat and weakness have to decrease to increase the image of that firms in domestic and global

The Tesco follow the FW Taylor theory, but they go beyond that theory which makes the company operate better, base on that, we can find the solution for our company problem, it is difficult to change our current autocratic management style, so we do some improvement base on it, we need to focus on motivating the staff and training our employees leadership skills, we need to know and satisfy what exactly our staff needs to increase their loyalty to our company so that we can avoid losing staff, but how we motivate our staff we can refer to the findings on the Kellogg, the Maslow’s hierarchy of need, it is not difficult for us to satisfy staff physiological needs and safety needs, but now we should pay more attention on the belonging needs, it is also another problem we face now, our staff feel too nervous and they prefer relax environment, we should more concern about our staff feelings which means we should try to communicate with them and let them feel that the company willing to hear their voices and do the changes for