Table of Contents
1.1 An evaluation of leadership theories.
1.2 An evaluation of the impact of managerial styles on organizational effectiveness.
1.3 An analysis of how motivational theory can inform employee motivation.
1.4 An analysis of theories relating to work relationships and interaction.
2.1 An analysis of the characteristics of different organizational structures.
2.2 An evaluate the importance of organizational culture theory in developing organizational effectiveness
2.3 An analysis of how organizations can facilitate innovation and creativity.
2.4 An assessment of the importance of learning in organizations.
2.5 An evaluation of the effectiveness of team working.
2.6 An analysis of the effective management of change in organizations.
3.1 an analysis of the culture and structure of the chosen organization, including an evaluation of how they impact on its effectiveness.
4.1An analysis of different approaches to organizational decision making.
4.2 An assessment of management approaches to risk and uncertainty in decision making.
4.3 An evaluation of the effectiveness of organizational decisions in an organization of Tesco.
Organizational behavior can be investigated through multiple levels and viewpoints including within the organization, and outside the organizations (Huczynski et al., 2010). In this report, different leadership and management concepts will be discussed along with the analysis of the management and leadership roles. How the organization has to follow the democratic leadership process and why it has a superior impact on the organization than others will be shown. On the other hand, the employee’s needs and expectations should be identified by the manager to motivate them. So, there are different motivational theories and ways to motivate the employees that will be discussed in the report. Finally, the key roles of the manager and leader to motivate the employees will be evaluated critically.
1.1 An evaluation of leadership theories
1. Trait Theories
According to the Trait Theory, effective leaders share a number of common personality characteristics, or “traits.” Trait theories help organizations to identify traits and qualities including integrity, empathy, assertiveness, good decision-making skills, and likability that are helpful when leading others. However, none of these traits, nor any specific combination of them, will guarantee success as a leader. Traits are external behaviors that emerge from the things going on within people’s minds – and it’s these internal beliefs and processes that are important for effective leadership (Mullins, 2014).
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2. Behavioral Theories
3. Contingency Theories
Contingency Theory believes no particular theory can provide accurate solutions. The best leadership style depends on the situation. These theories try to predict which style is best in which circumstance. For instance, when Tesco needs to make quick decisions, which style is best? When Tesco needs the full support of the Tesco team, is there a more effective way to lead? Should a leader be more people-oriented or task-oriented? These are all questions that contingency leadership theories try to address. Popular contingency-based models include House’s Path-Goal Theory and Fiedler’s Contingency Model, Leadership Process Model (Mullins, 2014).
1.2 An evaluation of the impact of managerial styles on organizational effectiveness
Classical theory concentrates on the straight input of proficiency. These theories are used in the organizational revolution. This theory influences on employee performance, business activities, and productivity of organization. The organizational activities are also influenced by these theories. These theories do not pay observation on the employees’ behavior and mistake in working progression. The rich organization can use this theory to discharge employees and to cut costs. The theory cannot share thoughts and plans. Employees’ level is satisfactory (Mullins, 2014).
Human relation styles
This theory only observes the relationship of employees in the business workstation. Behavioral theories are expanded from several Elton Mayo motivation theories, Abraham Maslow’s motivation theory, Mary Parker Follett theory, classical theories, etc. As Hawthorne notes, staff can be inspired by psychosocial matters; not by financial matters. Maslow’s theory reveals the employee’s inspiration to fulfill their expectations and needs. These theories are used in the current business organization. This theory may not plan well to control and evaluate the employees’ performance. Employees are loyal but their productivity performances are bad (Mullins, 2014)…………..