Leadership Styles And Organizational Commitment

Running head: PEOPLE IN ORGANISATIONS
People in organisations
Name of the Student
Name of the University
Author Note

PEOPLE IN ORGANISATIONS1
Table of Content
Introduction................................................................................................................................2
Question 1: Structure, culture and Leadership...........................................................................2
Leadership..............................................................................................................................2
Culture....................................................................................................................................4
Structure.................................................................................................................................5
Question 2: Motivation and effective teams and presentation...................................................7
Analysing and evaluating the ways in which Phonex Group may develop effective teams
through motivation.................................................................................................................8
Identifying team development attributes that may contribute to Phonex Group’s success. 10
References................................................................................................................................13

PEOPLE IN ORGANISATIONS2
Introduction
This research report is a detailed analysis of how the organisation Phonex Group
manages its wellbeing at the centre of benefits strategy. The organisation has launched its
employee benefit policies with the help of the acquisition of Standard Life Assurance. The
fundamental purpose of the acquisition is to ensure that employees receive the fair benefits
and organisation maintains diversity and reduces the gender pay gap. However, to implement
the same, business is in the need of suitable structure, culture and leadership. This is
important to analyse the kind of leadership that Phonex Group requires, the structure it needs
to follow and the culture it should adopt to facilitate the change incorporating employee
wellbeing program. When it comes to employee wellbeing, report also sheds light on
motivation and effective team and presentation. The major purpose of the report is to identify
and evaluate the wellbeing approach of Phonex Group places at the centre of benefits
strategy.
Question 1: Structure, culture and Leadership
Leadership
As the organization is going ahead with the employee wellbeing program with the
acquisition of Standard Life Insurance, Phonex must have to consider its leadership approach
which would facilitate the implementation. As put forward by, Carter and Greer (2013) when
it comes to implementing change in the organisation to gain strategic benefits simultaneously
taking care of employee wellbeing, organization must have to align the same with its
leadership approach. This means organisation has to have a leadership that considers
employees’ voice when implementing the same. According to Yahaya and Ebrahim (2016),
transactional leadership is one such leadership which is universally applied to organization
when the business is in the need of a desired change. As put forward by Aydin, Sarier and

PEOPLE IN ORGANISATIONS3
Uysal (2013), transactional leadership is fundamentally based on legitimate authority along
with the fundamental focus on conventional managerial roles. This happens because this
leadership allows leaders or the organization to develop a greater range of motivation and
commitment along with the audiences.
It has also been identified that transactional leaders significantly motivates the
employees to do more than actually expected. It helps to find out the degree of transformation
which is measured in relation to leaders’ effect of audiences. One of the major element of
transformational leadership is that the charismatic quality of leaders as a role model and
leading of followers that significantly inspires employees or followers to work harder than
they actually would do (Du et al. 2013). For example, the implementation of Private Medical
Insurance that are supposed to benefit all employees based on the pay structure, can be
supported with transactional leadership. This is because transformational leader would
implement such initiative and in return the leader would ensure that all employees are
performing their duties on being motivated by the schemes that are provided to them.
Another significant element of transactional leader is the inspirational motivation
and this indicates that the meaning of behaviour of the leader is most likely to provide a
challenging example to the audience (Clarke 2013). This sort of leadership approach is
usually applied to the organisation where the leaders lead the employees by performing
activities that are inspiring to followers. For example, at Phonex Group may open a new
shift of employees where the employees might have to work in a different shift which was not
there earlier. Hence, to implement the initiative, the leader himself have to take part in the
initiative; such as he and she might have to work with the employees in the same allocated
shift. In addition to this, another significant factor is that besides the need of communicating
the vision which being the core element of transformational leadership.