Unit 4: Leadership and Management Case Study

Introduction - Ford, Toyota, & Google: Leadership Styles

Leadership as well as administration in the place of work alludes to the capability of a person to administer as well as guide a firm as well as its following workers. It additionally eludes to the capability to constructively persuade other to do their work to the best of their capability. This will show success as outcome for the firm in total. Hypotheses on headship in addition to administrations have been advanced over the long run by various scholars as well as these speculations are not generally less significant than the others, the importance in addition to significance of every hypothesis rely upon the circumstance or setting in which it is utilized.

Thus, one of the main purpose behind conducting this research study is to shed light on the topic of various leadership and management approaches and theories and how various companies including Ford Company is using this context to compete in the market with its competitors.

P1: Leadership theories

• Great Man theory: The Great Man theory of headship usually define that few individuals are born with the required traits that make them apart from other people as well as these attributes are accountable for their forecasted cites of control as well as specialist (Carlyle, 2018).
• Trait Theory: The leadership hypothesis of trait usually proposes that specific inherent or inborn characteristics and attributes make somebody a pioneer. These characteristics may be character aspects, actual elements, knowledge aspects, etc. For instance, the late Steve Occupations was recognized for his allure. His capacity to energetically explain his dreams made individuals need to take cues from him (Martin, 2019).
• Contingency theory of leadership: The contingency theory of administration expresses that compelling authority depends upon the circumstance within reach. Basically, it relies upon whether a singular initiative style befits what is happening. As per this hypothesis, somebody might be a viable forerunner in one situation and an insufficient innovator in another (Suharyanto, 2020).
• Situation theory of leadership: The situational hypothesis of administration alludes to those pioneers who take on various authority styles as per the circumstance and the growth level of their group associates. It is a viable method of the initiative since it adjusts to the group's requirements and sets a useful equilibrium for the entire association (Ghazzawi, 2017).

Use of these theories in three different companies for management activities

Considering the above-mentioned theories in this segment of the report the three companies will be selected to show how they are using these theories for managing the work. Considering the big automobiles companies is Ford Motors, Hyundai as well as Toyota they are is identified for their inborn traits just like the Great Man Theory in addition to trait theory.

1. Talking about the Ford Company they are mainly using this Great Man as well as trait theory by identifying the strong points for accountability as well as helps the employees constantly chasing their objective which shapes both the mission in addition to vision altogether (Martin, 2019). With its intrinsic qualities
2. The contingency theory of leadership is utilized by Toyota Plc in the event that any negative circumstance happens. For any undeniable assorted circumstance, Toyota needs to change their approaches as well as the pioneers need to ensure the ramifications of the new arrangement. Toyota accomplish this work by conveying as well as impacting the specialists. Contingency leadership applied in Toyota Plc determines the job of the manager for a particular circumstance. It likewise manages to apply a proper administration point of view for a specific circumstance.
3. Considering the case of Hyundai, it can be seen that they are focusing on situational leadership to manage its overall activity. a suitable methodology in dealing with the adjustment of the association should be visible in situational authority. The upsides of situational administration should be visible in its capacity for speculation. The foundation of situational administration should be visible in Hyundai by means of the difficulty of deciding adequacy independently from the circumstance.

P2: Management theories Guidance

• Scientific Management theory: Scientific administration is a sort of hypothesis of administration that breaks down in addition to combines work processes. The main aim of the scientific management theory is to get better financial efficacy, particularly the worker's efficiency. This hypothesis is considered as be the earliest endeavor to use science in the engineering of techniques for administration (Paramboor, 2016).
• Bureaucratic Management: Regulatory administration which is also known as bureaucratic administration is an administration method that utilizes an arrangement of rules as well as strategies to coordinate as well as control crafted by an association. It is a sort of administrative control wherein the association's design gives reasonable, detailed guidelines on how undertakings are completed. The administration additionally incorporates unbending orders that need straightforwardness in addition to criticism (Serpa, 2019).
• Human Relations theory: Human Relations theory is a basically a school of corporal notion that provides its focal point on the gratification of employees, casual place of work within firms as well as a means of persuading the workers efficacy. Unlike scientism, human relation theory doesn’t look the employees as significantly substitutable elements of the company (Omodan, 2020).
• Theory X and Y: Hypothesis X illustrates the significance of elevated oversight, outer prizes, along with different sorts of punishments, on the other hand, Hypothesis Y focuses on the inspiring job of occupation fulfillment as well as urges laborers to move toward undertakings devoid of straightforward management (Touma, 2021).

Use of these theories in three different organizations for management activities

Now in this part of the study three companies will be selected in addition to will show how those company are using various management theories for management of their activities.

1. Considering the company Ford Motors, it can be said this company is known for its splendid management of work across the world. Considering the use of above-mentioned management theories, it can be said that ac every of the employees within Ford Motors are guided on a particular phase, the vehicle was capable to be gathered very quickly. Henry Ford included this notion of gathering line to his hypothesis of scientific administration. The company has the mainframe built initially after it shifted to the line to gather additional separate car segments (Jackson, 2018).
2. Considering the use of management theories, it can be said that just like Ford, Toyota is also focused on using scientific management theory. Toyota utilizes mechanization with human knowledge as opposed to computerization. It implies hardware or a creation line is halted in the event that an unusual circumstance emerges. It assists in lessening error items as well as over-production (Matthiesen, 2012).
3. Now, in case of Google it has been seen that they are mainly focusing on using human relation theory to manage their activities. Google’s HR management theory primarily focused on conducting the performance interviews that highlights the main points concerning the employee performance as well as group performance as a whole (Omodan, 2020).

P3: Assessment different leadership and management styles and their application in a range of business situations in different organizations

Three scenarios in different organization where following leadership styles can be used effectively

• Transactional: Transactional leadership is a style that focuses on clear goals and rewards for achieving those goals. This style is best suited for organizations that operate in a highly structured and predictable environment, such as a manufacturing plant or a government agency. A leader in a manufacturing plant may use transactional leadership to set clear goals and rewards for employees. An example of when transactional leadership can be used effectively is in a large manufacturing plant that produces a specific product (Khan, 2019). The plant manager uses a clear and measurable set of goals for each department and team, such as production targets and quality control standards. The manager also establishes clear rewards and consequences for meeting or not meeting those goals. This type of leadership style can help create a clear sense of direction and motivation for the employees, resulting in a more productive and efficient work environment. Additionally, the use of clear rewards and consequences can help to create a sense of accountability among employees, which can lead to increased productivity and quality of work.
• Collaborative: Collaborative leadership is a style that focuses on building a team culture and encouraging participation and input from all members. This style is best suited for organizations that operate in a complex and dynamic environment, such as a software development company or a non-profit organization. Incorporate elements of collaborative leadership to encourage open communication and input from all team members (Purwanto, 2019). An example of when collaborative leadership can be used effectively is in a software development company where there are multiple teams working on different projects. The CEO encourages a culture of collaboration and open communication among the teams, and regularly holds meetings where all members can share their ideas and insights. This type of leadership style can help build a stronger team culture and increase innovation and creativity within the organization. Additionally, the use of collaboration can lead to increased employee engagement and motivation, which can lead to improved performance and job satisfaction.
• Charismatic: Charismatic leadership is a style that focuses on inspiring and motivating people through the leader's personality and vision. This style is best suited for organizations that are undergoing rapid change or trying to achieve a bold vision, such as a startup company or a political campaign. Additionally, a leader in a startup company may use charismatic leadership to inspire and motivate employees. An example of when charismatic leadership can be used effectively is in a startup company that is trying to revolutionize an industry. The CEO has a strong vision for the company and is able to inspire and motivate the employees to work towards that vision. This type of leadership style can help create a sense of excitement and purpose within the organization, and can be particularly effective in overcoming obstacles and achieving difficult goals. Additionally, the use of a charismatic leader can help to create a sense of unity and purpose among employees, which can lead to increased motivation and improved performance.

Three scenarios in different organization where following management styles can be used effectively

• Autocratic: Autocratic management is a style that prioritizes a centralized decision-making process and a top-down approach to management. This style is most effective in fast-paced and high-pressure environments, such as a hospital emergency room or a military operation. In a hospital emergency room, the head of the department is responsible for making quick and decisive decisions in order to ensure the safety and well-being of patients. This type of environment requires little room for debate or discussion, and decisions must be made quickly and efficiently. Implementing an autocratic management style in this setting can help ensure that the emergency room runs smoothly and that patients receive the necessary care in a timely manner (Johny, 2020). Additionally, this style can also provide a clear chain of command, which can be beneficial in emergency situations where time is of the essence. Furthermore, it can also help to maintain a level of consistency in the decisions made and actions taken.
• Democratic: Democratic management is a style that prioritizes involving all members of the organization in the decision-making process. This style is most effective in collaborative and dynamic environments, such as a school or a research team. An example of when democratic management can be used effectively is in a school setting, where the principal encourages teachers to share their ideas and insights on how to improve the school (Azizaha, 2020). This type of management style can help build a stronger team culture and increase innovation and creativity within the organization. Furthermore, democratic management can also promote a sense of ownership and investment among team members, as they are given the opportunity to have a say in the decisions that affect them. This can lead to higher job satisfaction, employee engagement, and motivation. Additionally, by taking into account multiple perspectives and ideas, democratic management can help organizations make more well-rounded and effective decisions. This can be especially beneficial in a school setting where multiple stakeholder's perspectives should be considered like student's, teachers, parents and community.
• Bureaucratic: Bureaucratic management is a style that emphasises strict adherence to established rules, regulations, and procedures. This approach is most effective in organizations that operate in a highly regulated environment such as government agencies or financial institutions (Bishnu and Kennedy, 2020). One example of when bureaucratic management can be effectively applied is in a financial institution, where compliance with strict regulations is crucial to protect customers' assets and prevent fraud. By strictly following established procedures, the organization can ensure compliance with regulations and maintain a reputation for integrity and trust. In addition, Bureaucratic management can also be effective in organizations where there is a high degree of specialisation and division of labor as it can help ensure that all employees are working towards the same goal and that their work is aligned with the overall objectives of the organization.

P4: Factors that affect development of culture

• Definition of culture: In general culture can be alluded to the collective sum of know-how, experience, conviction, worth, context, religion as well as both material and objects attained by a team of individual in the course of creations by means of individual as well as team striving. Culture is also defined as something which is disbursed by comparatively bigger team of people. In addition, this culture comprises examples, express and certain, of and for conduct gained and sent by images, comprising the particular accomplishment of human gatherings, remembering their epitomes for relics; the fundamental center of culture comprises of customary thoughts and particularly their appended values; culture frameworks may, from one viewpoint, be considered as results of activity, then again, as molding impacts upon additional activity. Overall, it can be said that cultures define the manner of living comprising art, thoughts as well as organization of a population (Lebrón, 2013).

Four factors that help in development of culture within organization

Culture is laid out by the advancement of occasions and practices that happen inside the association. Usually, the four aspects that assist in growth of culture within companies like Ford Motors are described in detail below:

1. The first important factors are the principles laid out by the top administration. In what manner a company’s headship group operate the business impacts the strategies, techniques as well as regulation created for workers. For example, in case of Ford Motors it can be seen that the leader has a very charming headship thought who treat its employees with utmost self-respect as well as admiration. This one thought appears every time within the organization culture as well as might be seen in the worth of product and service a client experience while using Ford cars.
2. The second important factor is the nature of business. The reason, business sector as well as tasks of an association affect workers' way of behaving. Does the association have a significant effect through your items and administrations in the existences of your clients and clients? That straightforwardly affects your hierarchical culture and how your representatives feel about functioning for the employees
3. The administration and its way of taking care of the representatives likewise influence the culture of the working environment. There are few associations where the administration permits the workers to take their own choices and allow them to partake in system making like in Ford Motor. In such a culture, workers get joined to their administration and anticipate a drawn-out relationship with the association. The administration should regard the representatives to keep away from a culture where the representatives simply work for cash and that's it. They treat the association as a simple wellspring of bringing in cash and search for an adjustment of a limited capacity to focus time.
4. The culture of the association is likewise impacted by its objectives and aims. The methodologies and techniques intended to accomplish the objectives of the association likewise add to its way of life (Szczepańska, 2017).

P5: Motivational strategy for the business

• Definition of motivation: Organizational motivation can be mentioned as a form of systematic effort considered by organizational members focusing on a well-articulated culture that might support the business strategy of the organization. It can be considered as a form of inducement or incitement for the accomplishment of organizational action, and it can drive employees of an organization so that they can achieve organizational goals (Roe, 2021).

Discussion on two motivation theories

1. "Maslow's hierarchy of needs" can be mentioned as a significant motivation theory that might help organisational managers to motivate their employees considering the five major needs of every individual as found in theory. According to this theory, there are mainly five major needs of an individual, such as psychophysiological needs, love and belonging needs, safety needs, esteem and self-actualisation. If the managers of an organisation can be able to understand the needs, they will be able to solve the major issues faced by the employees, and thereby it would be possible to motivate them.
2. At the same time, there is "McClelland's human motivation theory", and in this theory, it can be found that every individual has mainly three motivators, such as power, affiliation and need for achievement. Additionally, if an organisation can be able to develop the working culture as well as can give more power to the employees, the employees will be motivated (Sgarbossa et al., 2022).

Business situation that needs motivational strategy

Several situations in an organization can take place, and motivational strategies are required to inspire the employees. Work-life balance is very important for every employee, and if an employee cannot be able to balance his or her personal and professional life together, he or she needs the motivation to consider organizational performance. It is not possible for the employees to stay always motivated to deliver their competencies effectively, and here motivational strategy is required. Organizational managers need to consider motivational theories as well as strategies to inspire employees so that they can focus on their responsibilities and allocated tasks. Recognition and giving a reward are a form of motivation, and it can help the employees to stay motivated and thereby, the employees can work harder. It would help the company to generate more revenue as well as the performance management system of the company could be improved as well. It helps to accomplish organizational objectives by improving engagement and interaction (Li et al., 2019).

Proposing detailed motivation strategy to achieve business objectives and resolve situation

Motivation in an organization is of utmost importance, and in order to improve motivation among employees, organizational managers need to adopt some motivational strategies. First of all, organizational managers need to set clear goals as a motivational strategy. Considering this strategy, the managers need to hire and select potential employees who will be the most eligible for the organizational performance, and after selecting the employees, the managers need to provide them with an orientation program so that they can be more able to achieve organizational objectives. In this regard, the organizational managers need to communicate with the employees effectively to make them understand the organizational objectives and goals. It would help the employees to stay motivated in terms of achieving organizational goals. Considering "Maslow's hierarchy of needs theory" can help managers to resolve organizational situations. Additionally, managers need to clarify the focus of the business to the employees so that they can understand the business consequences better for the better accomplishment of the organizational objectives (Ozkeser, 2019).

Leaders must know how to priorities their responsibilities, and in this regard, the leaders of an organization need to help the employees to serve their competencies. Effective interaction with the employees can help the leaders to inspire them, and at the same time, if the leaders can establish good relationships with the employees, it would help them to understand their needs and requirements. The leaders need to understand the problems and should resolve those. It would help them to motivate the employees. All at once, improving the organizational culture and providing a better working environment to the employees can help them to stay motivated. Additionally, rewarding the employees considering their performance can help them to stay motivated and improve their productivity (Shi and Lin, 2021).

P6: Use of leadership and management approaches in business situation

Three business situations that need the application of new leadership and management approaches

There are several situations where the application of leadership and management approaches is required. In terms of improving organisational culture, there is a significant need for leadership and management approaches. In this regard, leaders and managers have the ability to reinforce organisational values so that employees and the organisational members can develop through opportunities and goal setting (Figueroa et al., 2019). Leaders and managers can help employees to have open communication, and it improves the organisational culture as well. In terms of implementing change management in an organisation, there is a great need for leadership and management approaches. Leaders and managers can make employees understand the change procedure so that they can support the change process. In terms of improving the motivation of the employees, there is also a significant need for leadership and management approaches. Leaders and managers motivate employees to accomplish organisational objectives by interacting with them effectively (Wilson, 2020). It can be found in the case study that Ford Motors motivates their employees using various leadership and management approaches so that the employees can fulfil their predetermined targets. The company aims to build networks and partners beyond borders, and communication is the significant approach taken by the organisation.

Apply and justify relevant leadership approaches to the above three situations

Leadership can be mentioned as a way to motivate people to focus on the organisational objective, and leadership encourages employees to serve their responsibilities effectively. In an organisation, leadership denotes a significant management function which improves the efficiency of the employees and helps them to accomplish business objectives. An effective leader must have the ability to inspire and motivate others and should have the vision to direct organisational success (Grossman and Valiga, 2020). Leadership approaches can be considered as the ways how leaders accomplish their team objectives, and with the help of such approaches, leaders can improve organisational culture, implement change management procedures and can motivate the employees of the organisation. There is the democratic leadership approach that might help leaders to make decisions, considering the opinion of the team members. In this regard, the leader associates team members in the decision-making process, which helps them to feel valued by the company. Thereby, the team members can be motivated and work harder for the accomplishment of the organisational goals. This leadership approach can solve business issues effectively, considering transparent conversations, teamwork and value collaboration (Lemoine, Hartnell, and Leroy, 2019).

Additionally, there are autocratic leadership approaches where the leader takes vital decisions without considering the opinion of the team members. However, it is not sustainable in the long run. A strategic leadership approach can help leaders to understand the skills and capabilities of the team members so that they can achieve organisational goals. In terms of this leadership approach, the leaders communicate with the team members effectively and make them understand the change management procedure required for developing the organisational culture. Effective communication and interpersonal communication between the leaders and team members support the change management procedure effectively (Kiral, 2020). The strategic leadership approach can help team members to be self-aware and consider open mindedness. In addition to this, there are coach-style leadership approaches that help leaders to focus on the strengths and weaknesses of the team members. Regarding this, the leader helps the team members to develop their skills so that they can take an active part in organisational success. This leadership approach can help the employees to improve their productivity, and considering communication, the leaders motivate the employees so that they can perform better in accomplishing the organisational objective. Hence, these leadership approaches can resolve organisational issues and can improve motivation.

Apply and justify relevant management approaches to the above three situations

In terms of resolving organisational issues as well as accomplishing organisational goals, there is a great significance of managers and management approaches. Management approaches can be mentioned as the way managers function to accomplish their goals. The major activities of a manager are planning, organising, making decisions, delegating and managing employees. Every management approach has to consider some of the major factors, including organisational policies, priorities, the skill of the employees and employee engagement (Goniewicz et al., 2020). In terms of improving organisational culture, an autocratic management approach can be significant. In regard to this management approach, it can be mentioned that the managers who follow this management style consider communication as a vital form of control. Managers control the employees while making their decision and hold power to monitor the performance of every employee. The managers who consider an autocratic management approach deal with the improving process of the organisational culture and consider the code of conduct of the organisation to develop this.

Additionally, there is an authoritative management approach that might help an organisation to implement change management procedures, and in this regard, the managers monitor the performance of the employees closely. Managers try to understand the confidence of the employees by communicating and interacting with them effectively (Weiss, 2021). Managers try to make the employees understand the change management procedure so that they can understand the benefits of the change management process and support the change. In this regard, the managers consider the changed behaviour of the employees and define their roles and expectations for the employees. Moreover, there is a persuasive management approach and the managers who use this approach convince employees to understand the decisions made by the managers. Managers order the employees to perform their tasks so that they can achieve the organisational goals. This management approach is significant for establishing a high level of trust between the employer and employees. Thereby it would be possible to motivate them effectively to accomplish the organisational objectives (Shepherd and Griffiths, 2021). There is a paternalistic management approach that might also help employees to understand the legitimacy, and in this regard, the managers explain their decision to the employees through interactive collaboration. The managers who follow this approach focus on the well-being of the employees, and it makes the employees feel valued by the company. Thereby the employees stay motivated and work effectively to achieve the business objectives.

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