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In this point I will be describing and explaining the different styles of leadership that businesses use. I will then go on to try and assess the style of management that my focus company uses.

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Introduction

POINT E5. INTRODUCTION. In this point I will be describing and explaining the different styles of leadership that businesses use. I will then go on to try and assess the style of management that my focus company uses. I will also be looking at the different types of culture that exist within a business, explaining with examples, the type of culture found within my focus company. There are three main styles of leadership/management that businesses use. They are: ==> Autocratic. ==> Democratic. ==> Laissez-faire. Below, I have listed the main features of each of the above management styles. I have also included when each particular style might be used within a business. AUTOCRATIC. The autocratic style of management is also often referred to as the authoritarian leadership style. It basically means that the people at the top of the organisation make all the decisions, delegating very little responsibility to any of the employees. Communication travels from the top down, with little or no opportunity for feedback to the senior management. This can sometimes cause resentment and frustration amongst the workforce as they feel that their views are not being listened to, and they are just being told what to do each day. Even so, it is a management style that is commonly used in the business world. ...read more.

Middle

FACTORS THAT WILL AFFECT LEADERSHIP STYLES. There are several factors that can and do affect which management or leadership style a business chooses. They are: ==> The size of the business. ==> The experience and behaviour of the employees. ==> The business activity. ==> The structure of senior management. ==> The employee activity (what each employee is doing). ==> Public image. ==> The success or failure of the business. ==> The skill or experience of the manager. ==> Deadlines. THE LEADERSHIP STYLE OF McDONALDS. The leadership style of McDonalds is mainly autocratic. Because they are a fast-food restaurant, they have to work incredibly quickly. In order to do this successfully, the managers must instruct each employee on what to and when to do it. If any employee doesn't know what they doing, the quick service will be slowed down, causing problems. McDonalds will also sometimes use democratic management because they do care about each and every one of their employees. They have a policy called the "People Promise", in which they describe their promise to employees. They promise to be the best employer and provide any support or help needed by the workforce. BUSINESS CULTURE. Culture within a business is the shared attitudes and behaviours that characterise the functioning of a group or organisation. ...read more.

Conclusion

It is used within highly competitive environments, where changes will be occurring rapidly. THE CULTURE AUDIT. The culture audit is a recording of all the factors that go into making up the culture of an organisation. They are split into two groups; NORMS and CORE VALUES. THE NORMS: The norms include: ==> How managers treat subordinates. ==> How subordinates react. ==> Status, and the attitude to status. ==> Attitudes towards ambition, performance, internal politics and loyalty. ==> Approachability of senior management. ==> Degree of formality. CORE VALUES (especially if not defined in a mission statement) IN RELATION TO: ==> Care and consideration for people. ==> Care for customers. ==> Excellence. ==> Competitiveness. ==> Teamwork. ==> Social responsibility. ==> Productivity. ==> Quality. ==> Equity in the treatment of employees. ==> Focus on organisational needs rather than people's needs. ==> Innovation. THE CULTURE OF McDONALDS. The McDonald's organisation operates with a role culture. As McDonald's is a fast-food restaurant/outlet, they are constantly aiming to work quickly and efficiently. Each order they receive is like a mini deadline that they try and meet as soon as possible. They use role culture to do this because it means that each and every employees has a specific role/job to carry out, for example, taking orders, cooking the food, clearing/cleaning the tables etc, which in an overall view, helps the company to achieve any task that is set. ...read more.

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