• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Organisational culture and leadership. Some key concepts such as culture, structure, leadership styles, management theories, and employees behaviour are the key concepts which will be described

Extracts from this document...

Introduction

Table of Contents 1. INTRODUCTION 2 2. ORGANISATIONAL STRUCTURES, CULTURE AND THEIR IMPACT ON THE PERFORMANCE OF THE BUSINESS 2 3. HOW ORGANISATIONAL THEORY SUPPORTS THE PRACTICE OF MANAGEMENT AND DIFFERENT APPROACHES TO MANAGEMENT 2 4. INDIVIDUAL BEHAVIOUR AT WORK 2 5. LEADERSHIP STYLES AND THEIR IMPACT ON MOTIVATION IN PERIODS OF CHANGE 2 6. CONCLUSION 2 7. REFERENCES 2 1. Introduction This talk will be directed to a group of management students and has as its main areas of subject organisational culture and leadership. The talk will include academic theory and current businesses examples so that students can get a wider view regarding these complex, yet essential management areas. Some key concepts such as culture, structure, leadership styles, management theories, and employees' behaviour are the key concepts which will be described and analysed in this talk in the matter of how they may influence organisational performance. 2. Organisational structures, culture and their impact on the performance of the business There are many ways by which organisations can be structured. The way by which the organisation is structured will determine its chain of command; span of control; formalization; flow of authority, responsibility and accountability; job titles; and relationship amongst departments. The most common organisational structures are: flat, tall, matrix and virtual. ...read more.

Middle

* Skills and capabilities: person's level of education and work experiences also influence the way they behave at work and will, usually, determine their position in the organisation. * Organisational structure: the company's structure certainly plays a big weigh on how an individual will behave at work. Whether he is being given freedom to decide what to do (empowerment); possibility of working alone or in a team; whether he reports to a supervisor who is always in control; whether he can perform specific tasks or flexible tasks and others, all of these interfere on how he will behave. * Organisation culture: another big player on employee's behaviour. An individual that works in a organisations that shares trust, responsibilities, accountability, teamwork, accepts employees ideas and inputs will act in a different way than one that works under a culture of individualism, centralised decision-making and fierce competition. * Responsibility/Accountability: the amount of responsibility and accountability a job title confers to a person will determine how he will perform. * Own interests, values: individual's own values, background, and interests will also affect how he behaves. He will show higher capabilities for something he is interested in and relate better with people with the same interests as him. * Available resources: the resources the company provides its employees also affects their behaviour and performance. ...read more.

Conclusion

Nevertheless, organisations should change in order to keep up with the market changes. It is managers and leaders' responsibility to ensure this change period runs as smooth as possible, motivating staff and most importantly, sharing organisational vision and new objectives with its members. Source: acuvue Not all leadership styles will be effective during periods of change. The most suitable combinations of leadership styles to be adopted during change periods are: people-oriented, participative and transformational. Only by inviting employees to contribute with their ideas for the future of the organisation, encouraging collaboration, enthusiasm and professional development, and sharing with them the positive aspects of the changes to be faced that leaders will ensure employees' support to the achievement of organisational objectives and commitment towards common goals. 6. Conclusion After this talk the management students involved should be able to understand the interdependency of organisational culture and structure and the importance of the knowledge of organisational theories. They should be aware that it is their role to be able to diagnose each situation and individual and by using his flexibility be able to adapt his leadership approaches. They should be able to identify changes in behaviour and recognize people's needs. Most importantly, management students should keep in mind that only by applying the most suitable leadership style for specific situations he will be able to maintain staff members motivated and guide them towards the achievement of organisational goals and future vision. 7. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Management Studies section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Management Studies essays

  1. Critically analyse management and leadership theories over the last century, commenting on the extend ...

    the assumption that workers are purely rational and interested only in higher wages. However, as managers have discovered, workers have social needs as well as economic needs, and they do not always behave rationally. Each individual needs to be considered in different ways.

  2. Compare and Contrast the Four Theories of Leadership

    While the moral leader always does the right thing for the common good, the charismatic leader need admiration and worship for himself which sometimes lead to psychotic narcissism. While the situational leader patterns his leadership style according to the employee competences, task and level, the moral leader patterns his style

  1. Servant Leadership Thesis

    His concerns were driven by the thought that the department would lose productivity if they knew what was going on. He felt that many would talk about the changes instead of work. His lack of knowledge and understanding created discern among his staff and many were often talking about how

  2. Leadership Theories - this review seeks to determine which theoretical perspectives, theories and schools ...

    percent of the organizations investigated (IBM Global Business Service, 2008; cited in Day, Harrison & Halpin, 2009). Executive education and leadership development is often seen as the answer to this conundrum. Organizations are estimated to expend billions of dollars in executive education and leadership development (e.g. Czarnowisky, 2008; Fulmer, 1997).

  1. The Importance of Business Organisation and Structure.

    The extent of authority division in organisation is termed as centralisation and decentralisation. Mintzberg (1979) opinion is that when decision making power rests with single individual - its centralisation, but power dispersed among many individuals in the organisation - its decentralisation.

  2. Management principles and theories and their application to the construction industry.

    McGregor recognised that x type workers are usually the minority and that in mass organisations e.g. Large scale production, X theory management may be unavoidable. Theory Y In Theory Y a more participative style of management is undertaken. It assumes that workers are self-motivated, happy to work and have lots of ambition.

  1. Critically evaluate historical, classical and contemporary approaches to leadership theory.

    Training programmes of leadership The contents of such programs are more focused and the programs are normally very short. They include lectures, case studies and role playing exercise for the improvement of leadership. Four different teaching methods provide effective training.

  2. Enterprise rent-a-car total quality management

    The first two recurring themes, organisational culture and human resource issues are more aligned towards work and psychology. Staff appeared de-motivated by pay and working hours and face extensive pressure from managers to perform on every level, to exceed their sales figure but deliver uncompromising customer service.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work